On February 17, 2025, we received a three-star rating, the highest, under the "L-boshi" certification system based on the Act on the Promotion of Women's Active Engagement in Professional Life.
We met all the certification criteria, namely "recruitment," "continued employment," "working hours and other working arrangements," "percentage of female managers," and "various career courses." We will strengthen our initiatives to improve ease of work and employee health.
Basic Policy for Promoting Diversity
We aim to become an attractive company where "people"--our greatest asset--can thrive. To this end, we strive to create an environment in which employees mutually respect their diversity, including differences in gender, age, nationality, and values, enabling them to work with peace of mind and take on challenges with enthusiasm.
We will embrace diversity to enable our employees to leverage their various values and experiences, allowing them to innovate and generate new ideas to provide high-value services in response to the diverse needs of our customers.
- 1 Fostering an inclusive corporate culture
- We will foster a corporate culture in which all employees recognize the importance of diversity, enabling diverse talent to thrive.
- 2 Encouraging diverse talent to thrive
- We will promote the recruitment, development, and advancement of diverse talent regardless of race, religion, gender, age, sexual orientation, disability status, or nationality.
- 3 Supporting career and skill development
- We support each employee's career and skill development to maximize their individual abilities and personalities.
- 4 Strengthening work-life balance support
- We will enhance our support for work-life balance to offer employees diverse and flexible work styles according to their individual circumstances.
Examples of Initiatives
At Toko Electrical Construction, we have established work style programs to help employees from diverse backgrounds continue to work energetically. We are also working to create an environment that embraces diverse talent.
Women's Active Participation in the Workplace
In our new personnel system that started in FY2024, we eliminated the distinction between career-track and non-career positions in an effort to create a work environment that can meet the expectations of individuals who are aiming to advance their careers as well as enable everyone to fulfill their responsibilities according to their abilities and roles.
| (The lower row shows year-on-year changes.) | FY 2020 |
FY 2021 |
FY 2022 |
FY 2023 |
FY 2024 |
|---|---|---|---|---|---|
| Percentage of female managers | 3.8% － |
4.1% ＋0.3 |
4.0% ▲0.1 |
4.4% ＋0.4 |
3.8% ▲0.6 |
| Number of female managers | 7 － |
8 ＋1 |
8 ±0 |
9 ＋1 |
8 ▲1 |
Target
- Percentage of female managers
- 8.0%
Childcare
As part of our support for balancing work and child/nursing care, we have established various programs that go beyond legal requirements. These include a reduced working hour program until the child graduates from junior high school, restrictions on overtime work until the child reaches elementary school age, and leave to nurse a child until the child graduates from elementary school.
Example: Application period of the reduced working hour program
Introduction of babysitter discount coupons
We participate in the company-led babysitter user support project spearheaded by the Children and Families Agency and the All Japan Childcare Services Association. As part of our efforts to help employees balance work and childcare, we distribute babysitter discount coupons to those who wish to use them when hiring babysitters.
| Data on parental leave utilization (The lower row shows year-on-year changes.) |
FY 2020 |
FY 2021 |
FY 2022 |
FY 2023 |
FY 2024 |
|---|---|---|---|---|---|
| Parental leave utilization rate (Men and women) |
30.0% － |
22.5% ▲7.5 |
53.0% ＋30.5 |
66.6% ＋13.6 |
81.4% ＋14.8 |
| Parental leave utilization rate (Women) |
100% － |
100% ±0 |
100% ±0 |
100% ±0 |
100% ±0 |
| Parental and related leave utilization rate (Men) |
4.5% － |
3.0% ▲1.5 |
46.4% ＋43.4 |
62.1% ＋15.7 |
77.8% ＋15.7 |
| Number of days of parental leave taken * (Men; average) |
66.0 days － |
46.0 days ▲20.0 |
13.0 days ▲33.0 |
58.5 days ＋45.5 |
77.25 days ＋18.75 |
Target
- Men and women's parental leave utilization rate
- 100%
Nursing Care
To help employees balance work and nursing care and to alleviate nursing care anxieties, we have introduced a cloud service that handles both information provision and consultation services for nursing care.
We will support employees in balancing work and caregiving, so that they do not have to worry about caregiving and suffer from anxiety and fatigue, with services such as "Basic knowledge of nursing care insurance" and "Where to go for advice in an emergency".
Foreign Nationals' Active Participation in the Workplace
In order to promote the sustainable development of the construction industry, we set the active participation of foreign nationals in our workforce as a critical management issue. We are developing a workplace environment and supporting career advancement to create opportunities for diverse talents to thrive and generate value from a global perspective.
We started actively hiring foreign nationals in FY2020 and now have 18 employees from other countries, including China, South Korea, Myanmar, and Vietnam. We will implement personnel exchanges with our overseas subsidiary, Toko Myanmar, and recruit new graduates from universities in Vietnam and Cambodia. Additionally, we will strive to establish a framework for accepting skilled workers (electrical technicians) using the specific skills program.
| (The lower row shows year-on-year changes.) | FY 2020 |
FY 2021 |
FY 2022 |
FY 2023 |
FY 2024 |
|---|---|---|---|---|---|
| Number of foreign nationals hired | 2 － |
0 ▲2 |
3 ＋3 |
6 ＋3 |
6 ±0 |
Examples of foreign nationals in the workforce
-
Case1 T.V.C. (from Vietnam);
joined Toko in 2023I am currently in charge of process and quality control for bus duct installation work in an office building, preparing inspection record reports, and arranging the materials required for construction.
I love talking somebody, and during break time, I enjoy chatting with the workers about things other than work. Thanks to my seniors' thorough guidance at the sites, I now have a solid grasp of my work.
-
Case2 N.C.S. (from Myanmar);
joined Toko in 2020I am currently in charge of preparing construction plans, drawings, and various documents on-site at an airport facility, while engaging in a wide range of tasks, including safety, process, and quality control. I hope to support the daily lives of people through electrical work and aim to become a bridge between Japan and Myanmar in the future.
Employment of Persons with Disabilities
With the aim of creating a workplace environment in which everyone can be themselves, we are promoting the recruitment of people with disabilities and are working to create a workplace where their diverse characteristics and abilities can be leveraged through task adjustments and workplace environment improvements.
Example of employment at a farm
-
We use a farm that provides employment support to hire people with disabilities. We have created an environment where each user can work at their own pace through farm work ranging from soil preparation to crop cultivation, harvesting, and shipping preparation. With administrative staff working alongside them, we provide support concerning not only the job, but also physical and mental assistance, thereby creating a secure work environment. We aim to create a place where diverse talent can thrive.
Cultual Climate --Team Work--
We value teamwork based on human connections. We strive to foster a culture in which employees support and cooperate with each other every day, regardless of department, age, or job type.
In particular, we hold nationwide "Young Employee Gatherings" for employees within their fifth year of employment, with the aim of fostering the growth and internal exchange of young employees. This gathering is a valuable opportunity to broaden their perspectives by interacting with peers and colleagues from different locations and strengthening the bond between seniors and juniors.
Culture --Otoshidama (New Year's Gifts)--
At the start of each year's work week, we personally hand out Otoshidama (New Year's gifts) to all employees.
This tradition is more than just a formality. It has become rooted as a heartfelt culture of expressing our gratitude to each employee and celebrating the start of the new year together. This tradition, passed down for many years, serves as a precious opportunity to foster a spirit of harmony across generations and create a sense of unity within the organization.
We will continue to value these traditions, while adapting them to the times, and pass down our unique corporate culture to the next generation.
