Social Strengthening Human Capital

• Thorough Occupational Safety

Takasago Thermal Engineering believes that people are our greatest asset. Since our founding, under our corporate mission of “Contribution to society through personal harmony and creativity,” we have contributed to the development of society by creating new value through the collective efforts of each of our employees, based on the idea of creating what does not yet exist.
It is the efforts of each employee that supports our Group. We believe that the autonomous growth of our valuable human resources will also lead to the Company’s further growth.
So that we can continue to develop further into the future as an Environment-Creator^™, we are working to strengthen our human capital from the perspectives of recruitment, training, and wellbeing.

Based on our philosophy that “people are our greatest asset,” we are carrying out our human resource management based on human resource development and respect for people.

So that we can contribute to society by constantly creating new value through our corporate activities, it is our basic belief that we must be a company that continues to grow day by day, and that this growth is supported by our ever-growing human resources. We are developing human resources who have character and high ethical standards, are autonomous, and are always willing to take on challenges.

We are also cultivating a corporate culture in which people recognize and respect each other’s diversity regardless of gender, sexual orientation, gender identity, nationality, disability, or other attributes, and creating a work environment where individual human resources are healthy and vibrant and can fully demonstrate their abilities.

We are actively recruiting new graduates who will become future Environment-Creators^™. In hiring new graduates, we use a merit system, regardless of gender or nationality. We are actively recruiting female employees based on the goal of increasing the percentage of female employees to 30% of our employees by around 2030, and increasing the number of foreign national employees from the current level.
And in our recruitment of mid-career professionals, we are hiring human resources who are ready to work immediately to support our core construction business, and people who have the required expertise to realize our management plan.

Recruitment Results

Three-year average

Creating a Work Environment
Where All Employees Can Play an Active Role

Further Engagement Enhancement

In order to keep employees motivated and engaged in their work, our management philosophy and business must contribute to society, so that our employees can devote themselves to their work with a sense of fulfillment and pride. We must also develop a work environment that lets employees lead healthy and fulfilling lives, by making it possible to have a variety of work styles with a sense of wellbeing and to achieve a work-life balance.
Through these cumulative efforts, we are building trust between employees and the Company, as we strive to become a company in which each employee can feel motivated, be happy, and thrive.

Implementation of Engagement Surveys
and the Engagement Enhancement Subcommittee

In FY2021, we replaced the existing Employee Satisfaction Survey with a new survey to understand the status of employee engagement. We will further enhance engagement by clarifying organizational issues with the annual main survey and monthly simple surveys (pulse surveys), and then sharing this with all branches nationwide through the cross-company Subcommittee Team, as well as by continuously taking steps toward improvement.

Diversity and Inclusion

With respect for people set as a basis in our management philosophy, we promote the fair appointment of human resources, irrespective of nationality or sex. We have set up a working group that promotes cross-sectoral diversity, and we are actively committed to creating workplaces where diverse human resources can fully demonstrate their individuality and capabilities.

• Diversity and Inclusion

Support for Balancing Work and Family Life

To support our employees in balancing their work with childcare and/or nursing care, we have in place various systems including the legally required childcare/nursing care leave system, a reduced working hours system, and leave for nursing care and taking care of family members, as well as a swap system for employees working in areas where there are no opportunities for transfers, and a work-from-home system.

• Work-Life Balance

Initiatives for Health and Productivity Management

In May 2019, the Takasago Thermal Engineering Group announced its Health and Productivity Declaration, which states our intention to be a vibrant “Well-being Company” where all executives and employees can work with vitality and a healthy mind and body. We are striving to cultivate a workplace environment that values health.

• Initiatives for Health and
  Productivity Management

Measures for Harassment

To prevent sexual and other forms of harassment, including the abuse of authority (power harassment) and discrimination against pregnant employees (maternity harassment), the Company’s top management are sending out messages to clarify our basic policy of never allowing any forms of harassment. We have set up consultation counters both within and outside the Company premises to address any harassment issues. We are also conducting regular questionnaires to check if there are any forms of harassment happening in workplaces. Additionally, we have designated August each year as the Harassment Elimination Awareness Month, during which we conduct company-wide training to raise awareness about preventing harassment throughout the Company.

Initiatives for the DX
(digital transformation)
of Human Resources

So as to promote human capital management, we are moving forward with talent management that manages the various personnel data of each employee and utilizes it for recruitment, training, and the allocation and appointment of human resources.
In FY2021, we renewed our core system for managing human resources information as the foundation for human capital management. We are also advancing our initiatives for the DX (digital transformation) of human resources, including the development of a talent management system.