Sustainability Promoting Diversity
Diversity Promotion Policy
Nakano Corporation upholds the following action guideline: “We will strive to better the working environments of our employees by respecting human rights, individuality, and safe working environments.” We aim to realize a work environment where all individuals can work with vitality, regardless of their gender, age, nationality, gender identity or sexual orientation (LGBT), or disability status.
Statistics
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| 2022 | 2023 | 2024 | |
|---|---|---|---|
| Annual paid leave usage rate (%) | 59.7 | 68.4 | 66.6 |
| Childcare leave, etc. usage rate by male employees (%) | 9 | 21 | 50 |
| Ratio of female full-time employees (people) | 119 | 128 | 143 |
| No. of female engineers (people) | 73 | 77 | 87 |
Creating an Environment Where Diverse Talent Can Thrive
Nakano Corporation is committed to establishing internal systems and improving workplace environments so that diverse talent can thrive.
| Pre- and Post-Natal Maternity Leave | Allows female employees to take leave for 6 weeks before their expected delivery date and 8 weeks after childbirth (treated as special leave). (Relevant laws and regulations do not stipulate provisions regarding handling of wages during pre- and post-natal maternity leave; efforts beyond legal requirements are made.) |
|---|---|
| Spousal Childbirth Leave | Provides three days of special leave when an employee’s spouse gives birth. (Relevant laws and regulations do not stipulate provisions for spousal childbirth leave; efforts beyond legal requirements are made.) |
| Childcare Leave | Allows employees to take leave when necessary for childcare-related reasons such as caregiving, vaccinations, and health checkups, at-home childcare during school closures due to infectious diseases, and attending school-related ceremonies, until the child completes the third grade of elementary school. (5 days per fiscal year for 1 child, 10 days for 2 or more children) |
| Caregiving Leave | Allows up to 5 days of leave per fiscal year for one family member requiring caregiving, or up to 10 days for two or more family members. |
| Shortened Working Hour System | Allows working hours to be reduced to as little as 6 hours per day until an employee’s children complete the sixth grade of elementary school. |
| Staggered Work Shift System | Employees can freely decide their working hours from among these five shifts: A Shift: 7:30–16:30, B Shift: 8:00–17:00, C Shift: 8:30–17:15, D Shift: 9:00–18:00, E Shift: 9:30–18:30 |
| Job Return System | Gives employees the option to return to work after leaving the company for reasons such as marriage, childbirth, childcare, a spouse’s transfer, or caregiving. |
| Remote Work System | Gives employees who want to work remotely the option of working full-time from home or a location equivalent to home with supervisor approval. |
Empower women in the workplace
当社では、建設現場や技術部門における女性の活躍を重要な経営課題と位置づけ、女性技術者の採用・育成を強化しています。あわせて、現場作業所における就業環境の整備や、出産・育児・看護等のライフイベントと両立できる社内制度の充実、ハラスメント研修の定期的な実施を通じ、全ての従業員が安心して働ける職場環境づくりを推進しています。
Acquiring the Eruboshi certification, which is based on the Act on Promotion of Women's Participation and Advancement in the Workplace
The Nakano Corporation has been certified as an Eruboshi company by the Minister of Health, Labour and Welfare. This certification system recognizes companies that have designed and submitted an action plan for initiatives promoting women’s participation and advancement in the workplace, and are carrying out the initiatives exceptionally well. Companies are evaluated using five* criteria stipulated by the Ministry of Health, Labour and Welfare, and given one of three levels of certification according to that evaluation score.
- *The five criteria are (1) employment, (2) continued length of employment, (3) work styles, including working hours, (4) ratio of management positions, and (5) diverse career paths.
Employer Action Plans
Promoting measures to support fostering the next generation/promoting women’s participation and advancement in the workplace
Hiring of Non-Japanese Nationals
As part of our efforts to promote employment diversity, we will continue our practice of hiring non-Japanese nationals. We take special care to assign such employees to worksites with bilingual staff to help them more easily adapt to their work environment.
Introduction of Post-Retirement Employment System
"We operate a system that assumes ongoing employment after retirement up to the age of 70.
Its aim is to expand employment opportunities for older employees with a desire to continue working and advanced skills, while also ensuring the seamless transfer of technical expertise and sales skills to the next generation of workers, thereby revitalizing both employees and the organization.
The construction industry tends to have a greater proportion of senior workers compared to other industries. As such, there is a demand for work environments where seniors can maintain their enthusiasm for work and continue to thrive as they age. In recent years, Nakano Corporation has taken steps to extend the post-retirement employment age and improve working conditions. To further promote the active participation of senior employees (aged 60 and over), we will raise the retirement age from the current 60 to 65 and proceed with the creation of a new system based on the assumption that the post-retirement employment age will also be further raised."
Hiring of Persons with Disabilities
"We facilitate employment opportunities for persons with disabilities by creating an environment where they can participate in corporate activities.
We will continue to expand employment opportunities for persons with disabilities by creating work environments conducive to their employment and by developing new job sectors."