Data Book

Published Data on the Status of Promoting the Advancement of Women and Surveys on the Degree to which Women Have Advanced

Shimizu publishes data on initiatives aimed at promoting the advancement of women. We will continue to work on establishing an environment that enables a diverse range of human resources to participate more actively, in the future as well

Shimizu discloses its numerical goals and other information on the promotion of women in accordance with the Act on Promotion of Women's Participation and Advancement in the Workplace (a law for establishing an environment that will enable women to fully manifest their capabilities and advance in their work careers, according to their wishes), which was enacted on August 28, 2015.

As of April 1 each fiscal year

1.Status of Women in Managerial Positions
FY 2018 FY 2017 FY 2016 FY 2015 FY 2014
Number of women in management positions*/Total number of management positions 84/
4,242
68/
4,294
49/
4,319
33/
4,330
19/
4,390
Number of women newly promoted to management positions/Total number newly promoted to management positions 18/
165
21/
167
17/
168
14/
185
2/
176

Women in management positions indicates people in a management position of section manager or higher.

As of June 29, 2017

2.Status of Women Officers
Number of women directors/Total number of directors 1/11
Number of women directors (internal)/Total number of directors (internal) 0/9
Number of women audit & supervisory board members/Total number of audit & supervisory board members 0/5
Number of women executive officers/Total number of executive officers 0/51

As of April 1 each fiscal year

3.Employment Status
FY 2018 FY 2017 FY 2016 FY 2015 FY 2014
Number of women employees/
Total number of employees
1,582/
10,672
1,545/
10,728
1,507/
10,751
1,483/
10,819
1,508/
10,975
Number of full-time women employees/
Total number of full-time employees
1,107/
9,296
931/
9,108
752/
8,805
638/
8,611
578/
8,485
Number of women new graduate hires/
Total number of new graduate hires
68/
285
58/
268
61/
252
43/
245
37/
228

Results for FY 2017

4.Status of Work-Life Balance
Percentage of men who took childcare leave 2.3%
Percentage of women who took childcare leave 98.0%
Percentage who took time off 47.5%
Average number of days of time off 9 days
Average Hours Overtime

Details of Initiatives Aimed at Correcting Long Work Hours

  • Implementation of uniform no-overtime days company-wide
  • Thorough follow-up to make sure that 100% of substitute days off have been taken
  • Make the minimum vacation unit for annual paid vacation and substitute days a half day
  • Establish a system for days off at critical times, such as sabbaticals (time off for refreshment), days off for movement to a job site, etc.
  • Introduce a system of planned annual leave
  • Establish improvement in the work environment as an evaluation item

As of March 31, 2018

5.Average Years of Continuous Employment by Gender and Area of Management
Men Women Continuous years of employment % (Men/Women)
All employees 19.7 years 14.9 years 132%
(of which, full-time employees nationwide) (19.7 years) (6.2 years) 318%
(of which, full-time employees limited to a specific region) (16.6 years) (16.9 years) (19.1 years) 88%

Average for FY 2015 to FY 2017

6.Ratio of Job Openings to Job Seekers, by Gender
Men Women
Total number of employees 2.50 x 2.81 x
(Of which, full-time employees nationwide) 2.67 x 3.32 x
(Of which, full-time employees limited to a specific region) 1.60 x 1.58 x

Entered company from FY 2007 to FY 2009

7.Percentage Continuously Employed Near the 10th Anniversary of Hiring, by Gender
Men Women
All employees 86% 77%
(Of which, full-time employees nationwide) 83% 89%
(Of which, full-time employees limited to a specific region) 86% 77%

Total for FY 2015 to FY 2017

8.Statistics on Change in Occupation and Employment Status, by Gender
Men Women
Fixed-term contract employees switch to unlimited term employment 320 282
Full-time employees switching from limited region status to nationwide status 109 11

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