Diversity＆Inclusion
Diversity & Inclusion Policy
In order to be 'Enriching Society through Engineering Value', our company respects various individuality regardless of gender, nationality, race, age, religion, sexual preference, gender identity, presence of disability, difference in working style and role.
We aim to be an organization that can adapt to the changing times and can create social value by creating company environment where each person is respected and each person can actively maximize their ability and potential and by gathering various opinion, wisdom, experience, ability and technical capability of each person.
Active Engagement of Female Employees in the Workplace
We are promoting infrastructure development for female employees to actively engage in the workplace such as introduction of work-life balance support system that can be used for childcare・nursing care (Please refer to "Principal work-life balance support system" below) holding training sessions to promote understanding on diversity and unconscious bias, conducting interviews to support female career development continuously etc. We will continue to work on increasing the number of female employees including female managers and promoting them to play even more active part in the workplace.
Action Plan to Promote Active Engagement of Female Employees in the Workplace
Our company has formulated an action plan to steadily promote active engagement of female employees in the workplace following enactment of Act on Promotion of Women's Participation and Advancement in the Workplace, which is the law to promote active engagement of female employees in the workplace and is ensuring that all employees are informed.
Under the changing working environment following change of times and society, we will promote creating fields where our female employees who lead the next generation can actively engage and promote corporate reform so that everyone can demonstrate the maximum ability. We will throw open the doors widely to women and will prepare the environment where female employees can continue to work for a long period of time despite the change of environment.
Partnership System
In April 2024, we launched a "Partnership System" for employees of Chiyoda Corporation, which recognizes same-sex and opposite-sex couples' relationships in a form other than legal marriage at the company.
Principal Work-Life Balance Support System
For All Employees
| Main leave | Complete five-day work week (Sat. Sun.), Public holidays, Founding anniversary, May day, The year-end and new year holidays |
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| Annual paid leave | Paid leave will be given every year depending on the years of service and it can be used in the unit of half day. Unused paid leave will be carried forward to the following year. Any unused paid leave after 2 years will be credited to accumulated leave. |
| Season holiday | 3 days of special paid leave per year. It can be used as part of 10 days consecutives leave by combining it with 7 days annual paid leave and it can be taken any time of the year. Alternatively, it can also be used twice of 5 days consecutives leave. |
| Refresh leave | For employees' physical and mental relaxation, after completing certain years' of service（10 years, 20 years, 30 years）、special paid leave of 5 consecutive days will be given and it can be used as part of 15 days consecutive leave by combining it with 10 days annual paid leave. |
| Volunteer special paid leave | Total 5 days special leave per year can be taken as assisting measure for volunteer activities for affected area of natural disasters or disasters of this sort. |
| Accompanying spouse administrative leave system | When our employee's spouse gets transfer order from his/her employer domestically or to overseas and our employee accompanies his/her spouse during the assignment, our employee can take administrative leave during the accompanying period. (Maximum 3 years) |
| Support system for re-employment | Support system for re-employment is available for our former employees who left our company due to childcare・nursing care・relocation for the purpose of living together with his/her spouse who assigned domestically or abroad. |
| Work from home system | Our employees who have difficulties to commute due to childcare, nursing care, nursing, disability can work from home once a week. |
Employees who Perform Childbirth・Childcare・Nursing Care
| Prenatal and postnatal leave | When our employee herself gives birth, special leave can be taken from 6 weeks prior to the expected date of birth (14 weeks in case of multiple birth) till 8 weeks after birth. |
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| Childcare leave | Regardless of gender, leave can be taken before the child reaches 2 years old. |
| Child nursing leave | For the purpose of child nursing, up to 5 days leave per year (10 days if more than 2 children) can be taken besides annual paid leave. (Until child starts attending elementary school) |
| Reduced working hours（Childcare） | Until the child reaches the end of school year of 6th grade in elementary school, working hours can be reduced to 6 hours with 10：00～15：00 as core time. Starting and ending time can be decided by the employee. |
| Childcare time | It can be taken twice of 30 min. until the last day before child reaching 1 year old. |
| Work from home system | For the purpose of childcare・nursing care, it can be taken once a week. |
| Accumulated leave | Any provided annual paid leave beyond 40 days will be credited to accumulated leave and is used as leave for nursing family (not limited to children) ・nursing care. |
| Nursing care administrative leave | Employee can take total one year of administrative leave per nursing care recipient. |
| Nursing care leave | For the nursing care of family, up to 5 days leave (10 days in case if there are more than 2 people certified as requiring long term care) can be taken annually. |
| Reduced working hours（Nursing care） | Working hours can be reduced to 6 hours with 10：00～15：00 as core time for maximum one year period. Starting and ending time can be decided by the employee. |
| Subsidy for babysitting | Employee who needs childcare by babysitters can use 'Coupons for the Company-led Babysitter Dispatch Services' by Children and Families Agency. |
| Subsidy for daycare for sick children | Employee who has children up to 12 year old can use subsidy system when utilizing daycare facilities for sick children. |
Principal Working Hours management
| Change of working hours and turn off lights at 7pm | We have set our working hours 8:00～16:36 and are turning off lights compulsory across the company aiming for creative business execution, healthy life and staying healthy. |
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| Prohibition of late night shift and working on holidays in principle | Late night shift after 10pm and working on holidays are prohibited in principle to take complete control of our employees' own health. |
Promoting a Hybrid Work Model
Following the COVID-19 pandemic, we promote a 'hybrid work' model that optimizes organizational performance by integrating the 'efficiency and productivity' of working remotely with the 'creativity and innovation' of office work.
Active Engagement of Female Employees in External Business Activities
For the empowerment of female employees and to promote active engagement of female employees in external business activities, our female employees have been actively participating in various external business activities.
Participation in JCCP FCW
We are sending our female employees every year to "FCW meeting" of Friendship Committee for Women Career Development which was mutually cooperated by JCCP (Japan Cooperation Centre Petroleum and Sustainable Energy) and ADNOC(Abu Dhabi National Oil Company) both of which were founded aiming for the women's active engagement in oil related industries in both Japan and United Arab Emirates.
Besides above mentioned, our female employees are actively participating in activities related to gender equality and diversity of various societies such as The Society of Chemical Engineering, Japan and The Japanese Geotechnical Society. They also participate in activities related to diversity in Engineering Advancement Association of Japan.
Active Engagement of Mid-Career Professionals in the Workplace
Regarding the appointment of mid-career professionals, in order to secure various human resources with knowledge・ability and fill the shortfall of human resources in the new business fields, we are actively hiring mid-career professionals in recent years and the number of hired mid-career professionals has doubled compared to 5 years ago. From now on we will continue to work for the active engagement of mid-career professionals in the workplace by appointing right person in the right place regardless of years of employment.
Understanding of LGBT
Under the title of "Embracing diversity and creating society to live true to yourself", we held workshop on "Sexual Minority" with Mr. Shinji Hoshino of Specified Non-profit Organization SHIP. It drew much attention and there were as many as 415 people attended the workshop and they deepen their understanding on sexual minority including LGBT. We will continue to work on activities that bring deeper understanding on sexual minority including LGBT.
Active Engagement of Senior Employees in the Workplace
We provide career trainings for senior employees and many of them actively engage in the workplace. We will continue to work so that they will actively engage in the workplace.
Active Engagement of Employees with Disability in the Workplace
We have been considering the expansion of fields of work which our employees with disability can engage in and continued recruitment and we will work on increment of them and offering them various fields of work so that they can actively engage in the workplace
Active Engagement of Foreign Employees in the Workplace
Including one of our company's main business, in big projects like LNG, many foreign employees have already been assigned and actively engaging in the workplace, and we have continuously been working on improvement of work environment such as installing praying room. We also have been working on recruiting global human resources with various experiences and skills by holding job fair as an example and we will continue consideration of their assignment based on the principle of right person in the right place.
Promotion of Diverse Working Styles
We have adopted "Hybrid Working" which is combination of office work・work from home as new working style after COVID-19. In order to produce the best organizational performance, we have established working style to combine 'Efficiency of working from home' and 'Demonstration of creativity in office work'. In addition, in order to cope with change of value towards way of work and working environment, we have introduced hourly annual leave system(annual leave can be taken in the unit of hour).