Corporate activities are supported by each and every employee.
We ensure a work environmnet where all employees and workers can exercise their unique character and talents and feel motivated.
Respect for Human Rights
Under Obayashi Basic Principles, 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
In the spirit of the Universal Declaration on Human Rights, Obayashi respects fundamental human rights and does not discriminate based on race, gender, nationality, religion, social origin, disability or other distinction.
In support of this principle, We will undertake education and awareness raising efforts to instill appropriate values and understanding regarding human rights in all employees and people associated with our operations to ensure they do not engage in any form of discrimination.
Further, our overseas operations will be conducted in compliance with international rules, including International Labor Organization (ILO) agreements. In addition to completely prohibiting the use of forced labor or child labor, We will operate in compliance with all applicable laws and regulations in the nations and regions in which we operate.
Established June 1, 2011
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.
Participation in the United Nations Global Compact
We joined the United Nations Global Compact in August 2013, supporting the ten principles relating to the areas of human rights, labour, environment, and anti-corruption. We will promote its business activities with a high sense of responsibility and global perspective in order to contribute to the creation of a sustainable world.
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 "Honest 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.
Our special subsidiary Oak Friendly Service Corporation, established in 2001, employs persons with intellectual and mental disabilities. Employees work at 11 offices around Japan. Job coaches with specialized knowledge guide employees, who perform jobs that take account of the nature of their disability. The aim is to provide opportunities for independence and a place in society.
We also periodically host students from special-needs schools as workplace trainees, thereby supporting education for social inclusion.
Promoting Opportunities for 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, 2018 stood at 8.0%, the highest level in the domestic construction industry.
Our employment targets for women are inspired by Japan's Act on Promotion of Women's Participation and Advancement in the Workplace. Specifically, we aim to raise both our ratio of female managers and ratio of female engineers to about 10% by 2024.
Initiatives to Encourage Women to Thrive
A certification from the Ministry of Health, Labour and Welfare under the Act on Advancement of Measures to Support Raising Next-Generation Children.
Human Resources Development
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, 2018, there were 23 participants. Upon returning to their home countries, they take on key roles in a local Group companies.
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 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.
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.
This includes, leave of absence for nursing care, nursing care time system, leave for nursing care, nursing care service system (such as telephone consultation, information provision, etc.), and nursing care subsidy system etc.
Mental Health Care
Mental health training is conducted for all our employees. Internal and external points of contact have been set up to offer advice to employees when they notice they themselves, colleagues, subordinates or family members are not well. Specialists and clinical psychologists (counselors) provide detailed support for employee mental health.
Employee Opinion Surveys
We regularly conduct employee opinion surveys. In the fiscal year ended March 31, 2017, one of our survey themes was efforts to reduce overall working hours, and maintain and improve health.
In general, employees are highly conscious of the issue of reducing overall working hours, and through the survey expressed a variety of opinions about workplace initiatives and the work environment. We are now engaged in efforts to make improvements.
Obayashi and its employees union hold conferences to discuss wide range of issues such as reducing overall working hours, creating a comfortable workplace environment to promote health management. Union members from each workplace report their opinions, and by discussing effective improvements based on those opinions, the members work to improve workplace and employment conditions. Also, 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.