Humancapital

For our Group, people are our greatest asset and the driving force behind our sustainable growth. Our advanced technical skills, service capabilities, and proposal capabilities all originate from our people. We believe that ensuring employee diversity is important for the sustainable growth of our Group, and we actively hire employees regardless of gender or whether they are new graduates or mid-career hires.

After recruitment, we provide on-the-job training and other training to develop employees who have the integrity to gain the trust of our customers and other stakeholders, and who are willing to take on new technologies and fields. We provide technical training according to skill levels, and provide support from veteran employees to impart know-how for construction work that is technically difficult or has complex processes.

In order to achieve sustainable growth in a rapidly changing business environment, we are creating an organization where people with diverse lifestyles and experiences can thrive, regardless of age or gender. In order to develop the next generation of management personnel, we are also providing management training, including cross-industry exchange training.

We are working to enhance various job-specific training programs to develop and raise the level of our human resources. Also, in addition to training for new employees and for forming career paths, we focus on skill development training for employees doing common types of work.

We also actively hold compliance training, information security training, mental health training courses, and cross-industry exchange events, etc.

We believe that when each employee is highly motivated and works with enthusiasm, advanced technical skills, service capabilities, and proposal capabilities are born, and teamwork functions well.

We have established a personnel system that rewards employees who undertake challenges, and also created an environment where employees and their coworkers can work comfortably, safely, and in good physical and mental health.

We recognize everyone we work with as “colleagues,” including supervisors and subordinates, coworkers, horizontal connections across divisions, as well as employees of cooperating companies and other companies, and we resolve problems and issues that arise during work through dialogue.

We do not discriminate on the basis of gender, age, physical characteristics, place of origin, etc. Harassment is not tolerated, either in the office or on-site.

We are appropriately reviewing our initiatives in accordance with the progress of human rights due diligence (from October 2025), to further improve their
effectiveness.

❶ Identification and evaluation of negative effect
We identify and evaluate the effect on human rights through engagement surveys and questionnaires for cooperating companies.

❷ Prevention and reduction of negative effect
We examine plans to improve the issues identified from the survey results, and strengthen measures to prevent and reduce the negative effect.

❸ Evaluation of effectiveness
We regularly evaluate the effectiveness of improvement proposals, and revise them as necessary.

❹ Information disclosure
We disclose to stakeholders the status of implementation of our human rights due diligence and our initiatives regarding human rights issues through our integrated report and website.

We are committed to building an organization where individuals with diverse lifestyles and experiences can thrive, regardless of age or gender. By valuing each person’s individuality, we strive to create a work environment in which employees feel a sense of purpose and fulfillment in their work.

We view the promotion of work-life balance as an important issue, and are implementing a variety of measures to help employees balance work and family life, maintain their health, and prevent illness, etc.

Annual paid leave can be taken in one-day, half-day, two-hour, or one-hour increments, making it easier to achieve a better balance between work and personal life. In addition, we offer a “Refresh Leave” program that is separate from regular paid leave.

As a mental health care measure for employees and their families, the Company has set up a consultation service (Hibiya Engineering, Ltd. EAP Consultation Office) for employees to discuss problems related to work, human relations, and family issues, without cost.

We strive to create an environment where employees can continue working while raising children or providing nursing care, without having to leave their jobs. Our shortened working hours system for childcare is available until a child reaches the fourth grade of elementary school.

In addition, diverse work styles that are not limited by time or location—such as telework and shift-based schedules—are becoming increasingly established.

Under the guiding principle of “creating a workplace where diverse talent can thrive and further deepening individual career development,” we are working to build a strong community among female employees and support the development of their individual career plans.
Female employees from different departments and roles formed cross-functional groups and participated in site visits and dialogue sessions. We also provided opportunities for employees to reflect on their career paths while balancing work and private life, culminating in the hosting of a Career Design Presentation Session.

As part of our efforts to create a comfortable and supportive work environment, we are promoting work style reforms and reducing overtime hours in order to enhance employee engagement.

• Promoting work style reforms through ICT
  By utilizing web cameras, tablets, and application tools, information sharing and communication at worksites have become significantly easier. This improves operational efficiency, reduces travel time, and contributes to labor savings.

• Emphasis on human support and skills transfer
  Experienced employees support teams working on complex processes or projects led by younger staff. They share know-how and assist in improving workflows and planning. During peak periods, support departments are also organized to assist frontline sites.

• Securing sufficient workforce capacity through proactive recruitment
  To respond to growing demand, we actively recruit talent regardless of gender or whether candidates are new graduates or mid-career hires. We also operate a Region-Limited Employment System as part of our career recruitment framework, taking regional characteristics into consideration.

To comply with statutory overtime limits with penalties, we are strengthening the above initiatives and requesting the following cooperation from our business partners:

• Securing project schedules that align with overtime limits (45 hours per month / 360 hours per year)
• Setting site closure schedules, such as full two-day weekends every four weeks (equivalent to a five-day workweek), to support work-life balance
• Early finalization of design specifications and adherence to change deadlines
• Ensuring adequate time for reviews, deliberations, and document preparation
• Holding meetings and business discussions during regular working hours
• Cooperation with rotational and remote participation in morning briefings and site meetings
• Reviewing contract terms, including project duration extensions, in the event of schedule delays due to unforeseen circumstances
• Cooperation with other initiatives aimed at improving productivity and operational efficiency

With the objective of enhancing human resource management, we conduct engagement surveys for all group employees, focusing on understanding employee awareness and engagement levels.

In fiscal year 2025, we continued to conduct employee awareness surveys and additionally carried out a human rights survey to identify potential negative impacts related to human rights.