- TOP
- Sustainability
- DE&I Promotion
SocialDE&I Promotion
Within a society marked by a declining working-age population and amid rapid globalization, promoting diversity, equity and inclusion (DE&I) is essential in order to survive as a growing company. Having diverse employees, which means those with many ways of thinking and values and those with various conditions, work actively and contribute to the Company or society is the ideal of a consulting engineer company responsible for infrastructure development.
We accept diverse ways of working, and have various systems and initiatives in place to improve worklife balance.
President’s Declaration: Commitment
to the Promotion of DE&I
At CTI Engineering, people are our greatest management resource.
Based on our Business Philosophy, "We strive to create a safe, comfortable and enriching society using world-class technology and expertise," we believe that enabling all of our employees to fulfill their roles in the company, to work with enthusiasm while making the most of their abilities, and to grow with a sense of purpose will help us evolve further as a company and help realize a sustainable society.
The following three initiatives are necessary to achieve this.
- Provide a work environment where diverse human resources can work with peace of mind
We will foster a corporate culture of mutual trust and respect, promote shifts in awareness, and develop the necessary systems to support this.
- Support all employees in feeling motivated in their work
We will provide appropriate support and create systems and environments that are easy to work in.
- Promote the growth and success of diverse human resources
We will strengthen human resource management and build an organization that generates innovation.
CTI Engineering hereby declares its commitment to promoting DE&I, where Diversity, Equity, and Inclusion are key pillars of our business operations, and to ensuring that these values are deeply embedded.
When people with diverse perspectives and backgrounds come together, they generate new ideas and innovations, which are the source of our growth.
It is our mission to provide an environment where all employees can work in ways which suit them, enabling them to realize the full potential of their abilities.
In pursuit of fairness, we aim to build a corporate culture where support is tailored to the needs of each individual, where everyone feels comfortable sharing their opinions and is evaluated on equal standing.
We will not limit our promotion of DE&I to a mere philosophy, but will implement it as a concrete action plan and reflect it in our daily operations and decision making. We will also make every effort to become a company where "mutual trust and respect," "job satisfaction for all employees," and "growth and success of all employees" can be realized.
Representative Director and President, CEO
CTI Engineering Co., Ltd.
DE&I promotion plan 2030
Objective
The objective of DE&I promotion in our company is to secure diverse talent, enable them to grow and thrive in a rewarding job, and make innovation happen, which will result in the company’s sustainable growth and increase its corporate value.
Basic Policy
In implementing our initiatives, we emphasise the following two points, which we regard as our basic policy.
(1)
To increase the number of diverse human resources, especially female employees, female managers, and employees with foreign backgrounds.(2)
To create an environment in which all employees can work comfortably and thrive, regardless of whether they have time or other constraints, gender, race, etc.
Positioning of the plan and duration of the plan
This plan is positioned as a plan based on the Well-being Basic Policy, with a target year of 2030, the same year as the “Mid - to Long - Term Vision”.
Our Vision
Our goal in promoting DE&I is for all employees to “trust and respect each other”, “feel motivated in their work”, and “grow and flourish”. To realise this vision, we will foster a culture and change mindsets to embrace diverse values, and create systems and environments to support diverse work styles.
Efforts to achieve our vision
We will focus on the following three pillars of action to achieve our vision.
| Ⅰ. Mutual trust and respect | : | Fostering a culture and changing mindsets, as well as establishing necessary systems, so that diverse talents can work together based on mutual trust and respect. |
|---|---|---|
| Ⅱ. Job satisfaction for all employees | : | Providing appropriate support and creating systems and environments so that diverse talents can feel motivated in their work. |
| Ⅲ. Growth and success of all employees | : | Managing human resources to enable diverse talents to grow, flourish and generate innovation. |
Target values for DE&I promotion
Towards 2030, we have set target values related to the increase and retention of female employees, the increase and retention of diverse employees, the creation of an environment in which diverse personnel can work, job satisfaction for female and diverse employees, respectively. We will implement our action plans based on the basic policy, monitor the target values while taking appropriate measures.
| contents | Indicator | 2030 Target value | |
|---|---|---|---|
| Diverse employees based on trust and respect | Increase and retention of female employees | Percentage of female recruits | 30% |
| Percentage of female career-track employees | 15% | ||
| Female turnover rate in the 30s. | 1% or less | ||
| Turnover rate of female new graduates in career-track positions within three years | 3% or less | ||
| Increasing and retaining diverse human resources | Number of non-Japanese employees | 50 | |
| Creating working environments for a diverse talent | Percentage of male parental leave | 100% | |
| Average annual working hours | 1,900 hours | ||
| Diverse employees feel motivated in their work | Job satisfaction for female employees | Ratio of female managers | Group managers and above 10% and above |
| Gender differences in average years of employment | Female employment length is more than 70% of male employment lenght | ||
| Number of female employees with Professional Engineer Qualifications | 100 | ||
| Number of female management engineers | 70 | ||
| Job satisfaction for diverse employees | Turnover rate in the 30s | 1% or less | |
| Number of non-Japanese employees with Professional Engineer Qualifications | 25 | ||
| Retirement reemployment rate | 100% | ||
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.
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
CTI Engineering Co., Ltd. actively promotes the advancement of women and works to create a working environment in which a diverse workforce can flourish.
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
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.