The key to revitalizing the construction industry is promoting women's empowerment! Introduction of initiatives for establishment
Due to the 2024 problem, the construction industry is facing a serious labor shortage. It is said that ``empowerment of women'' is the key to revitalizing the industry. Thinking about making it easier for women to work will lead to creating a workplace that is easier for everyone, regardless of gender. If you don't have any women in your workplace yet, please read until the end.
Current status of women's active participation in the construction industry
The construction industry has traditionally been male-dominated. As of 2022, the proportion of women in all industries is 45.0%, while in the construction industry it is 17.7%. In 2002, it was 14.9%, so although it is growing, it is still low compared to other industries.
Source: Ministry of Internal Affairs and Communications “Labor Force Survey”
Reasons why women's advancement is not progressing
Why aren't women more active in the construction industry? The following are the causes:
- There is no room to set up a follow-up system (personnel system) for women who are able to balance family life.
- There is no childcare available for working women
- It costs money to create a work environment for women (toilets, etc.)
- Difficult to secure replacement personnel during female leave periods
- There are many processes that require physical strength, and the jobs that women can handle are limited.
Source: Survey report on efforts to promote women's active participation in the construction industry
National efforts since 2014
In order to overcome this current situation, the Ministry of Land, Infrastructure, Transport and Tourism promoted the ``Construction Industry Action Plan to Enable More Women in the Workplace'' in 2014. Currently, in order to further promote the employment of women, we have formulated the "Construction Industry Action Plan to Promote the Retention of Women - Aiming for a Construction Industry Where Women Can Continue Working".
- Developing an environment that allows people to continue working
- Aiming for a construction industry that is chosen by women
- Making efforts to support women working in the construction industry take root nationwide
We are implementing various measures to achieve these three pillars.
1. Developing an environment that allows people to continue working
- The need for a change in mindset to retain women in the construction industry
Visualize our stance by promoting the “IkuBoss Declaration” through internal public relations, etc. - Promoting work style reform initiatives
Promote equalization of construction schedules. Setting an appropriate construction period - Creating an environment that is both rewarding and comfortable to work in
Creating an environment that allows for flexible working styles, such as short-time working systems and flextime systems - Creating a comfortable workplace environment
Promoting the introduction of comfortable toilets and changing rooms at construction sites - Creating a support environment for returning to work
Utilize the construction career advancement system to prove your past employment history when returning to work - Create an environment where you can further improve your skills
Providing opportunities to improve techniques and skills outside of the workplace, such as web learning programs
2. Aiming for a construction industry that is chosen by women
- Image strategy by communicating the attractiveness of the construction industry and job satisfaction, etc.
Collaborating with educational institutions to promote the appeal of the construction industry to students and their parents - Promoting understanding of female retention among companies and industry organizations
Disseminating information on good examples of companies related to retaining women - Creating and disseminating the appeal of a new construction industry
Widely disseminate the benefits of using the construction career advancement system - Introducing examples of jobs where women are active
Collecting examples of jobs where women are active and disseminating information - Promoting efforts to obtain Eruboshi and Kurumin certification
Understand the current status of efforts toward obtaining certification. Implement effective initiatives based on the results in collaboration with industry - Development of systems related to the construction industry, etc.
Underground work for female technicians, etc.
3． Making efforts to support women working in the construction industry take root nationwide
- Public relations activities to spread the plan
Dissemination of information through a portal site that centrally disseminates information on female retention
site: Construction industry female retention support web - Further enhancement of activities of the construction industry women retention support network and nationwide expansion
Support for community-wide activities carried out by constituent organizations in various locations - Securing and training female engineers and technicians in local small and medium-sized construction companies
Promoting efforts to retain women in each region
Source: Construction Industry Action Plan to Promote the Retention of Women
Full of examples that you can incorporate right away! Private sector initiatives
``Kensetsuko Machips'' is a creative idea without spending a lot of money
Various efforts are being made not only by the government but also by the private sector. Since 2015, the Japan Federation of Construction Contractors has unified the name of women working at construction sites to "Kensetsu Komachi." We are promoting the empowerment of women through measures such as creating a special website.
Among these special sites, the one you can refer to right away is ``Kensetsu Komachips.'' It contains tips on how to make the workplace more comfortable for women without spending a lot of money.
- Incorporating women's opinions to improve toilet comfort (cost: approximately 10,000 yen)
- Installed a women's toilet equipped with a lock key and a toilet seat with warm water washing (lease fee: approximately 5,000 yen/month)
- Installing blindfolds at the entrances and exits of changing rooms that are used daily (0 yen)
Source: Kensetsu Komachips
100% of female employees taking childcare leave Our initiatives
At our company, which supports the construction industry, we are also implementing various initiatives to promote the active participation of women. Currently, our company's goals announced to the Ministry of Health, Labor and Welfare are the following two points.
- Implement measures to encourage the taking of annual paid leave
→ Average number of paid vacation days taken per year per employee: 10.5 days (reference for 2020) - We provide support for smooth childcare and nursing care leave and return to work. During the period, increase the rate of female employees taking childcare leave to 90% or more.
→Currently achieved 100%
Furthermore, we would like to promote the active participation of women by introducing products that promote DX, such as remote on-site systems, and by making workplaces more comfortable for both women and men to work. If you are interested, please take a look at the remote presence system product page.
*The published photo is an image.
*All article contents are based on cases in Japan.