SANKI ENGINEERING CO.,LTD

SUSTAINABILITY

Human Resources

Human Resources

Fundamental Philosophy

Our Company group Credo contains the phrase "Act in a considered manner, and always in a spirit of good fellowship," and on the basis of this concept we strive to create a working environment and a corporate culture in which all employees grow together with the company, respect each other's individuality, and are able to succeed and thrive.
The technical capabilities and skills of each employee are precious assets of the company and we believe that human resources are indispensable to an organization. As such, we are creating an environment that nurtures human resources so that they can work to their full potential.

Promoting Diversity

The Sanki Engineering Group believes that creating working environments in which various personnel are able to demonstrate their particular capabilities will raise the value of our company. With this in mind, we are cultivating a corporate culture that respects the diversity of employees and establishing various programs toward our goal of creating a working environment that is even more pleasant for employees.

  •  Respect for Human Rights

    We declare our respect for human rights in the Sanki Engineering Group Code of Conduct and Action Guidelines, which prohibits discrimination based on nationality, gender, age, and disability. We also endeavor to instill respect for human rights across the Company through various means, including educational programs. We have set up guidelines for preventing harassment, a system offering consultation on harassment, and other workplace issues. And we have a counter staffed by qualified external counselors and the Women’s Hotline, through which callers can consult with female advisors. Additionally, we seek to incorporate results of our compliance awareness survey when monitoring human rights issues.

  •  Rerurn to Career Program

    To increase the diversity our working environment and more flexibly accommodate career development, we changed part of our Return to Job program and renamed it as Return to Career. The revised program, launched in October 2022, allows voluntarily retired employees to return to work and significantly relaxes other restrictions.

  • Respecting Diversity in Employment

    We seek to bring on board human resources that differ in gender and nationality as well as in talent and personality. Staff from the sales, design, technology, and other divisions join the Human Resources Department to ensure fairness based on multiple perspectives. As of April 1, 2020, 24 people (6 women and 18 men) are working with us from 7 countries: China, Peru, South Korea, Thailand, Vietnam, the U.K., and Russia. Under our mediumterm management plan, we will continue to hire foreign nationals so that we steadily develop our overseas operations and promote diversity.

  • Promoting Women's Careers

    We believe that creating opportunities in which our female employees can further demonstrate their talents would lead to the sustainable growth of the Company and in turn boost our corporate value. In addition, we have formulated an action plan to create an environment in which our female employees can continuously develop their careers based on the Act of Promotion of Women's Participation and Advancement in the Workplace—commonly referred to as the Act for Promoting Women's Careers—and are pursuing various measures to promote women's careers.

    Action Plan Based on the Act for Promoting Women’s Careers
    Plan period: April 1, 2016 to March 31, 2021

    Goals Results in FY2022*1
    1 Increase the average length of service for women by 10% or more from April 2021 14.3 years (5.9% increase)
    2 Raise the ratio of women in managerial positions*2 to the construction industry average of 3% 2.5 % (1.6 percentage point increase)
    *1
    As of April 1, 2023. In the parentheses are changes from April 1, 2021.
    *2
    Aggregated on a different date from that of the number of managers referred to on page 70.
  • Career Change System

    we established career types, namely career-track position and operational position, and introduced a system that allows employees to change their career type to either. Job relocation is excluded from the requirements for the career-track position, and the system is designed to enable a wider range of employees to thrive.

  • Creating Workplaces for Persons with Disabilities

    We continue to hire persons with disabilities and are working to create an environment in which they can work comfortably over long periods. In recruiting activities, In recruiting activities, management training for employees who are hearing-impaired to promote workplace management so that all employees can thrive. In an effort to establish a safe working environment, all offices have been installed with lamps that bear evacuation instructions for hearing-impaired employees in the event of a disaster.

  • System for Reemploying Workers Following Retirement

    To provide an environment in which employees can continue to work with a sense of security for a long time, we have extended the retirement age to 65 as of April 2022. In conjunction with the introduction of an optional retirement age system, employees will receive full retirement benefits from age 60 to 65, even if they retire at their own request. Employees may also choose to be reemployed between the ages of 60 and 65.