Shimizu Corporation Declaration on Diversity & Inclusion

Shimizu Corporation declares its commitment to diversity and inclusion by expressing its stance on promoting diversity internally and externally. We express our philosophy and policies, and our background and goals through seminars, events and other opportunities.

A Group of Male Leaders Who Will Create a Society in which All Women Shine

Shimizu Corporation endorses the Declaration on Action issued by the male leaders meeting convened to accelerate the advancement of women under the Creating a Society in which All Women Shine initiative. As one of the participants in the male leaders group, Shimizu had declared that it will promote greater advancement of female employees.
Shimizu is implementing a variety of company-wide measures to promote the advancement of women employees. These include a Forum on Promoting the Advancement of Women, a Seminar on Promoting the Advancement of Women for junior women and their managers, an Iku-Boss Award for managers who support the childcare needs of their subordinates and actively work to develop women, and follow-up training on increasing career awareness and career-building among women.
Shimizu will continue to put even more effort into both the hard and soft aspects of establishing flexible work styles and creating an environment that enables women and other employees from a wide variety of backgrounds to participate actively and advance.

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General Employer Action Plan Based on the Act on Promotion of Women's Participation and Advancement in the Workplace

We have formulated an action plan that includes quantitative goals on promoting the advancement of women to an even greater degree at Shimizu Corporation. This action plan is based on the Act on Promotion of Women’s Participation and Advancement in the Workplace and Shimizu is working to implement the measures detailed in the plan.

We acquired the Level 2 Eruboshi (L-Star) in December 2018. This is awarded to companies that provide manager conditions for the advancement of women, based on the Act on Promotion of Women’s Participation and Advancement in the Workplace.

Certification badge(2018)
Acquired certification badge (2018)

Action Plan (Second)

Created: March 20, 2019

Shimizu has formulated the following action plan to establish an employment environment that enables women to advance to managerial positions.

1.Plan Term
April 1, 2019 to March 31, 2024
2.Goal
Goal #1 Increase the number of women in management by 50% compared to FY2018.
Goal #2 Increase the number of female engineers by 60% compared to FY2018.
3.Contents of Initiatives and Implementation Timeframe
Initiative #1 Fostering awareness among management.
  • Implement initiatives, provide information, and take other steps to encourage each members of management at each location to reflect on their own management style and foster a workplace environment that enables a diverse range of employees, including women, to demonstrate their capabilities to an even greater degree.
    [Implementation timeframe (schedule): Begin exploring in 2019 and implement steadily]
Initiative #2 Establish an environment that will encourage greater demonstration of capabilities.
  • Introduce a work-from-home system and implement initiatives aimed at establishing it as a regular practice.
    [Implementation timeframe (schedule): May 2019]
  • Consider what other measures are necessary to establish a workplace environment that enables a diverse range of employees to fully demonstrate their capabilities, based on the Employee Awareness Survey.

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Database of Companies that Promote the Advancement of Women

Action Plan for General Employers Based on the Act on Advancement of Measures to Support Raising Next-Generation Children

Shimizu formulates an action plan that includes numerical goals and implements initiatives aimed at enabling employees to successfully balance both work and family, based on the Act on Advancement of Measures to Support Raising Next-Generation Children.

Action Plan (6th)

Created March 18, 2020

We have formulated the following action plan to all employees to fully demonstrate their capabilities by creating an environment that enables employees to successfully balance work and raising children, and makes it pleasant to work.

1.Plan Term
April 1, 2020 to March 31, 2023
2.Content
Goal #1 Achieving the following level or higher in childcare leave taken and time taken off for childcare during the planned period.
  • Male employees: 50% or higher to take childcare leave and time off for childcare.
  • Female employees: 90% or higher to take childcare leave.
Initiative
  • Continue to explore more ways to promote taking childcare leave.
    • Continue to make a greater effort to publicize and make everyone in the company aware of the system and plan concerning childbirth and childcare.
    • Promote the creation of a culture in which applicants can take childcare leave regardless of gender.
      [Implementation timeframe (plan): March 2021]
Goal #2 Achieving to create a working environment that employees raising children can continue to work and play an active role.
Initiative
  • Continue to hold seminars to support the balancing career and raising children for female employees and their managers after returning from childcare leave, and provided new seminars for pregnant employees, male employees who are interested in childcare leave, and managers.
    [Implementation timeframe (plan): March 2021]
Goal #3 By further promoting the networking among employees raising children, we will strive to continue employment and make them active participation.
Initiative
  • For employees who are on childcare leave or raising children, hold lunch meeting aimed at providing opportunities to think about the balancing work and raising children and networking that supports the mental aspects of the parties concerned and balance support seminar for career and raising children multiple times nationwide.
    [Implementation timeframe (plan): March 2021]

Cheer on Women in the Construction Industry and the Companies that Support Them

By promoting diversity and inclusion, Shimizu Corporation enables each employee to manifest his or her capabilities to the maximum extent. This helps us to fulfill our goal of increasing corporate value. We are working actively to double and triple the number of women engineers and managers, hold company-wide forums for women, provide career consulting, promote work-life balance, help women to build networks, and provide other types of support.

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To all of you who will create the future

Voluntary Action Plan for Promoting Women to Corporate Officer and Management

Shimizu strives to respond to changes in the business environment and enhance corporate value by promoting diversity & inclusion of human resources and bringing the best out of the individual characteristics and abilities of each and every employee. As part of that, we are targeting a 50% increase in the number of women in management positions and a 60% increase in women engineers by 2024 (compared to 2018), as an initiative to promote the advancement of women. We are rolling out plans to develop and utilize women as part of that.

We are conducting seminars and providing information for managers at every workplace to have them reflect on their own management methods and foster a mindset of greater diversity & inclusion. The purpose of this is to establish workplace environments where all employees perform better of their abilities. We will also actively explore what plans are needed for employees to build their careers without being sidetracked by life events.

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30% Club Japan

30% Club Japan is a branch of the 30% Club started in the UK in 2010. The purpose of the club is to increase the percentage of women executives in companies.

30% Club Japan believes that a healthy gender balance on the Board of Directors, in the management team, and other corporate decision-making bodies will naturally strengthen corporate governance. It will also promote sustainable growth, improve international competitiveness, and by extension, contribute to building a sustainable Japanese society. 30% Club Japan has set the goals for the percentage of women on the Board of Directors of the constituent companies in the TOPIX 100 Index at 10% in 2020 and 30% in 2030.

Shimizu joined 30% Club Japan, which aims to increase the percentage of women executives in companies.

30% Club Japan

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#HereWeGo203030 Challenge

Shimizu has joined ‘#HereWeGo203030 Challenge’ campaigned by Japan Business Federation as a supporter company.

The goal of the ‘#HereWeGo203030 Challenge’ is a movement campaign aimed at increasing women executives to 30% or more by 2030, a goal set in The NEW Growth Strategy announced in November 2020.

Shimizu aims to promote diversity & inclusion to an even greater degree and enhance corporate value by joining the ‘#HereWeGo203030 Challenge’.

HereWeGo203030

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HereWeGo203030

Joined The Valuable 500

Shimizu has joined The Valuable 500, an international movement that promotes the participation of people with disabilities in society.

The Valuable 500 was launched during the annual meeting of the World Economic Forum held in Davos in January 2019.
This international movement supports companies in brilliant initiatives to participate disabilities in society, and aims to joining of 500 companies with the will to scale up initiatives in the future. Shimizu is the 400th company to join.

The Valuable 500

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Accessibility Consortium of Enterprises (ACE)

Shimizu participates in the Accessibility Consortium of Enterprises (ACE) as one of the founding members.

ACE hold seminars and workshops for personnel staff and employees with disabilities and publishes educational pamphlets to enable people to learn about best practices and example cases. It offers corporate alliance activities designed to share expertise, alliance activities with schools and supporting institutions to build early awareness of career building among students with disabilities and to develop them into human resources that contribute to the growth of companies, and role model activities to introduce and provide awards to people with disabilities who are active in companies (role models), aimed at helping people with disabilities to imagine their own growth and providing companies with employment expertise, among other activities.

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Registered as a Corporate Supporter of the Tokyo Metropolitan Government’s Barrier-free Spirit Campaign

Shimizu was registered as a corporate supporter of the Tokyo Metropolitan Government Barrier- free Spirit Campaign.

The Tokyo Metropolitan Government registers corporate supporters of its Barrier-free Spirit Campaign. These companies are working with other companies and organizations on initiatives in raising awareness to cultivate a social culture with a barrier-free spirit, with their sights set on the Tokyo 2020 Olympic and Paralympic Games.

Barrier-free Spirit

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Iku-Boss* Corporate Alliance

Shimizu has joined Iku-Boss Corporate Alliance since 2015. We have conducted many implemented initiatives Iku-Boss seminars, e-learning courses, and other initiatives for all employees so that the diverse characteristics of every employee can be utilized and bring the best out of their abilities. As part of those initiatives, we established the Iku-Boss Award system of internal recognition. Managers implementing outstanding internal initiatives are awarded the Gold Boss Award.
While Iku-Boss development initiatives are still a work in progress, we believe that we will evolve workstyle reform in the entire company through the accumulation of individuals who act in a manner that differs from traditional practices. We will continue to diligently persist in such initiatives.

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