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Human Resources

Respect for Human Rights

Under Obayashi Prirnciples, respecting human rights is an important issue within our social responsibilities, and these policies are put into a written form: Obayashi Statement on Human Rights.

Obayashi Statement on Human Rights

To promote the recognition of human rights in keeping with our statement, a Human Rights Awareness Promotion Committee chaired by the executive officer responsible for human resources meets regularly. All employees need to ensure they do not engage in any form of discrimination and have a correct sense and awareness of human rights. To this end, we will undertake education on issues such as racism, sexual harassment, and international human rights.
Group companies also conduct training tailored to their business activities and regional characteristics, based on the policies determined by the Human Rights Awareness Promotion Committee.

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Diversity of Human Resources

We respect individuals based on the thoughts that the power of each and every employee supports the Company. Therefore, no discrimination based on capabilities and execution of duties, such as race, gender, nationality, etc. is conducted in any aspect of hiring, promotions, etc. We are promoting the creation of working environment where all of our associates can exercise their unique talents.

Fair Personnel Evaluation

The foundation of our personnel management system is fair pay and benefits based on fair personnel evaluations. Personnel evaluations are conducted every six months, with managers and subordinates discussing targets and achievements in detail. To ensure transparency and acceptance of the personnel evaluations, the system allows employees to check their final evaluations.
Our personnel system makes no distinction between men and women with regard to the assignment of roles, promotions, and compensation and benefits. Our employees actively demonstrate their individual capabilities.

Rehiring of Retirees

To pass on our DNA, "Technology" and "True craftmanship" inherited from our foundation, we have a system to provide ongoing employment opportunities for people after they have reached the mandatory retirement age of 60.

Promoting Employment of People with Disabilities

We promote employment of people with disabilities to provide them with greater work opportunities.

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Promoting Opportunities for Female Employees

Supporting Success of Female Employees

Supporting Success of Female Employees

We have been hiring and placing jobs earlier on individual skills and knowledge no matter on gender.
In August 2014, we saw our first female project manager. The ratio of female managers as of March 31, 2016 stood at 6.4%, the highest level in the domestic construction industry.
We aim to double the number of female managers by 2024 compared with 2014, and raise the ratio of female managers to about 8% by 2021. We also aim to achieve a ratio of female employees in engineering-related positions of around 10%. We strive to create a working environment where employees with children can work for their career.

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Human Resources Development

Training System

Obayashi's Training System
Obayashi's Training System

We have in-house training systems, such as staff instructor system where senior employees guide their younger colleagues, as well as system where employees can express the position that they wish to work in. We also have level-specific training and specialist training for specific roles, as well as training for each business unit and type of operation.
Employees are also encouraged to acquire national and public qualifications related to their work, and we support their self-development by providing subsidies incentives.

Development of Global Human Resources

Developing human resources to support global expansion is one of our top priorities. In addition to overseas study, dispatch to overseas companies, and language training, in the fiscal year ended March 31, 2014, we established a Global Leadership Training Program to foster understanding of the business customs of various countries and risk management skills. Around 30 people join the program each year, mainly young employees. These employees are now working in a wide range of roles in Japan and overseas.

Nurturing National Staff Overseas

We offer a program of hands-on training for national (locally hired) staff at overseas Group companies. The goal is to enable national staff to learn our latest construction technologies and safety management measures.
In the fiscal year ended March 31, 2015, there were 12 participants. Upon returning to their home countries, they take on key roles in a local Group companies.

Share the Ingenuity of Overseas Group Companies

Share the Ingenuity of Overseas Group Companies

There is a growing world-wide demand for energy-saving buildings with a low environmental impact. LEED* certification, an objective measure of environmental performance, is increasingly being utilized as a differentiator.
Working with Webcor, LP, a U.S. subsidiary of Obayashi with a strong track record in LEED projects in the U.S., we are developing LEED certified professional staff.

* Leadership in Energy & Environmental Design (LEED): An index for assessing the environmental
 performance of buildings,presided over by the U.S. Green Building Council.

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Work-Life Balance

We are working to promote work-life balance under the basic principle of creating a work environment where all of our employees can exercise their unique talents.
We are implementing various measures, such as reducing total work hours, promoting health maintenance, and enhancing childcare- and nursing care-related benefits.

Reduction of Overall Work Time

Reducing total working hours in the construction industry, especially among on-site workers, has become an urgent issue. In response, we have been making efforts to encourage its employees to take time off and to reduce overtime work.
Before the start of long consecutive holidays, we encourage employees in all divisions to plan and take vacations. Furthermore, we have designated the third Wednesday of every month "No Overtime Day" and calls on employees to leave work on time. We instruct employees whose overtime work exceeds 80 hours a month to see a physician. This now includes employees working outside Japan and in other remote locations with the establishment of a web-based interview system, part of efforts to maintain the health of all employees.

Promotion of Health Management

Health examinations covering all employees are conducted regularly, and digestive system examinations are conducted for those desiring them. There is also a hotline where employees and their families both in Japan and abroad can receive consultation about all health-related matters 24 hours a day, 365 days a year.
With regards to mental health, we continue to conduct various training to deepen employees' understanding of this aspect of their health.

Enhancement of Childcare and Nursing Care Benefits

In an effort to support employees balancing work and childcare, we have established a childcare leave system among a variety of other benefits and increased opportunities to provide information on those benefits. We also continuously strive to develop a workplace environment where benefits are easy to use.

Childcare-Related Benefits

Kurumin mark

"Kurumin" mark

We have received certification from the Ministry of Health, Labour and Welfare under the Act on Advancement of Measures to Support Raising Next-Generation Children, and acquired the next-generation approval mark ("Kurumin" mark).
This certification is given to companies that have systematically taken steps to provide a work environment where employees can balance working and childcare and that have met creation conditions.
To create a work environment where employees with children can work with peace of mind, we have established systems to help them, such as a system of working shorter hours for childcare.

Nursing Care-Related Benefits

A nursing care subsidy benefit has been set up to subsidize home care services used by employees and their families.

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Labor-management initiatives

Labor-management councils such as labor councils and hygiene committees are held regularly for labor and management to discuss a wide range of issues from creating a comfortable workplace environment to promoting health management. A survey of employees was also conducted regarding their degree of satisfaction with corporate life, and systems are being revised, etc., based on such opinions.

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