Diversity Promotion

In a society with a declining working-age population and amid rapid globalization, promoting diversity is essential for a company to survive and continue to grow. A consulting engineer company engaged in infrastructure development ideally has diverse employees, which means employees with a range of beliefs and values and employees in different conditions, who can work actively and contribute to the Company and society.
We accept diverse human resources and work styles, and have various systems and initiatives in place to support career development and improve work-life balance.

General Employers Action Plan

We have established the General Employers Action Plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on the Promotion of Female Participation and Career Advancement in the Workplace. We implement a variety of initiatives to achieve our goals and promote the well-being of our employees.

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Realizing diverse work styles

We have various programs and initiatives to realize diverse work styles, aiming to create a workplace where people from current minority groups, such as women, seniors, foreigners, and people with disabilities, can work comfortably.

  • Diverse Regular Employee System (limited work locations, limited work hours)

    We have established a regular employee system that allows employees to limit their work location and hours based on their lifestyle. We are working to promote the work-life balance of employees and facilitate various career plans.

  • Remote Work System

    We promote work styles that are not bound by time or location, such as working from home, working from a satellite office, and mobile work.

  • Shift Work System

    This company-wide shift work system allows employees to move up or back the start time (9:00 am) and end time (5:00 pm). Work hours can be adjusted flexibly according to employees’ life cycle to avoid commuting during rush hours, accommodate childcare or nursing care needs, etc.

  • Reemployment System for Employees After Mandatory Retirement Age (receive the same treatment as regular employees even after retirement)

    This system aims to enable every employee to continuously maintain a high level of motivation even after retirement and continue to play an active role by demonstrating their abilities through arrangements in alignment with their lifestyle.

  • RePeat System (registration system for retirees to return to work)

    Employees who have retired from the Company and may wish to be reemployed or become a subcontractor are registered in advance. This system leverages the accumulated skills and experience of registrants by offering diverse contract options tailored to their needs.

  • Leave of Absence System for Employees Accompanying a Relocated Spouse

    Employees can take a leave of up to two years if their spouse is relocated domestically or internationally and must be accompanied.

Promoting female participation and career advancement

We received the Two-Star Eruboshi certification (Grade 2) from the Minister of Health, Labour and Welfare as an outstanding company that promotes female participation. We will continue to actively promote female participation while working to create a workplace environment where diverse human resources can thrive.

Employees from other countries

We strive to support the career development of foreign employees who have different upbringings and create an environment that encourages such employees to play an active role while utilizing their individual characteristics and abilities. We offer opportunities for foreign employees to network in-house and interact with each other.

Employment of people with disabilities

We hire people with disabilities throughout the year through our website and through referrals from Hello Work (employment service center) and private companies. In addition, in October 2018, we signed a contract with a farm that employs people with disabilities in Funabashi City, Chiba Prefecture. We have opened the CTI Fresh Green Farm, where our employees with disabilities play a central role in farm operations.
Vegetables harvested on the farm are distributed within the Company and constitute welfare benefits provided to employees.

Childcare and nursing care

In order to provide support to employees who are balancing childcare and work responsibilities, in April 2018, we partnered with Chodai Co., Ltd. and Yachiyo Engineering Co., Ltd. to open the Kakehashi Nursery, a joint nursery in Chiyoda-ku, Tokyo, and have continued to operate it. In addition, we are an approved employer for the use of discount coupons and other benefits under the Babysitter Dispatch Project conducted by the Cabinet Office, and as such, we cover a portion of the fees when babysitters are used.
We are also working to achieve a 100% uptake of paternity leave and childcare leave by male employees. We are working to make it easier to take such leaves, such as by providing explanations to male employees and their supervisors and organizing Childcare Leave Promotion Day.
Regarding nursing care, we created and distributed a nursing care support booklet in November 2017 to help employees prepare for nursing care in advance. This booklet has helped employees to understand and support the situation of others who are currently caring for their loved ones.

Work-life balance

Maintaining a healthy lifestyle with time to spend with family or on hobbies is essential in order to produce the best results at work. We help employees to achieve a fulfilling work-life balance, such as by granting refresh leave (every five years), designating every Wednesday as No Overtime Day (June and October are reinforcement months), encouraging employees to take paid holidays in the summer and around New Year’s, and proposing bridge holidays (taking off weekdays between a national holiday and a weekend) and plus one holidays (taking an extra day off to turn a three-day weekend into a four-day weekend).

Workplace Exploration Initiative

Since 2008, we have been conducting the Workplace Exploration Initiative, in which we invite employees' families (children, spouses, etc.) to our workplace to convey the importance and interesting aspects of the construction consultancy profession and deepen their understanding of the occupation. Each department of the main and branch offices where the event is held prepares an experience program with innovations unique to construction consultancy, turning the program into one where children can enjoy themselves while learning about the workplace.

Ikuboss Corporate Alliance

In recognition of the need for “ikubosses” (family-friendly management), we are a member of the Ikuboss Corporate Alliance founded by Fathering Japan (Representative Director: Tetsuya Ando), a non-profit organization, and are actively working to transform managers’ awareness. We are making top-down efforts to achieve work-life balance for the “ikubosses” themselves and the employees around them.

ESG Data (Social)