The Key to Revitalizing the Construction Industry is Promoting Women's Success! Introducing Initiatives for Retention
Faced with the 2024 regulations issue and severe labor shortages, the construction industry is increasingly viewing women's active participation as a key to revitalization. Creating a better working environment for women ultimately leads to a workplace where everyone, regardless of gender, can thrive. Even if your workplace doesn't have many women yet, we invite you to read on to the end.
Current Status of Women's Advancement in the Construction Industry
Traditionally male-dominated, the construction industry has seen some changes. As of 2022, while women account for 45.0% of the total workforce across all industries, they make up only 17.7% in construction. Although this is an increase from 14.9% in 2002, women remain significantly underrepresented compared to other industries.
Source: Ministry of Internal Affairs and Communications, "Labor Force Survey"
Reasons why women's active participation is lagging
Why is women's advancement in the construction industry lagging behind? The following factors are commonly cited:
- There is no capacity to establish a support system (staff structure) for women balancing work with family life.
- Having nowhere to place children when women work
- High costs involved in creating a women-friendly work environment, such as restrooms
- Difficulty in securing replacement personnel during maternity leave
- Many processes require physical strength, limiting the roles that women can undertake.
National initiatives continuing since 2014
To break through this current situation, the Ministry of Land, Infrastructure, Transport and Tourism promoted the "Action Plan for a Construction Industry Where Women Can Play an Active Role" in 2014. Currently, to further promote female employment, they have formulated the "Action Plan for the Construction Industry Aimed at Promoting the Retention of Women ~ Toward a Construction Industry Where People Can Continue Working ~" and
- Creating an environment where employees can continue working comfortably
- Aiming for a construction industry chosen by women
- Rooting nationwide initiatives to support women working in the construction industry
Based on three key pillars, we are implementing various initiatives toward achievement.
1. Promoting a work environment where employees can thrive long-term
- The Need for Mindset Reform to Retain Women in the Construction Industry
Demonstrating commitment by promoting the "Ikuboss Declaration" in internal newsletters and other communications - Promoting Work Style Reforms
Promoting the smoothing of construction periods and setting appropriate construction schedules. - Creating an environment that balances fulfillment and ease of work
Establishing an environment that allows for flexible work styles, such as shortened working hours and flextime systems. - Improving the Work Environment for a Better Workplace
Promoting the introduction of comfortable toilets and changing rooms at construction sites - Establishing a support environment for returning to work
Utilizing the Construction Career Up System to verify past employment history upon returning to the workplace - Providing an environment for further skill development
Opportunities for skill and technical improvement outside the workplace, such as online learning programs
2. Aiming to create a construction industry chosen by women
- Image strategy through communicating the appeal of the construction industry and rewarding work environments
Collaborating with educational institutions to promote the appeal of the construction industry to students and their parents - Promoting Understanding of Female Retention in Companies and Industry Associations
Sharing best practices from companies excelling in female retention - Creating and Communicating the Appeal of the New Construction Industry
Promoting the benefits and applications of construction career advancement systems. - Introduction to Roles Where Women Thrive
A collection of case studies and insights highlighting women actively working in our company. - Promoting initiatives toward acquiring Eruboshi and Kurumin certifications
Assessing the current status of initiatives aimed at certification, and implementing practical measures based on those results in collaboration with the industry. - Establishment of systems related to the construction industry, etc.
Promotion of female technicians in underground labor, etc.
3. Nationwide rollout of initiatives supporting women working in the construction industry
- Public relations activities to promote the initiative
Information dissemination through a portal site that centrally shares information on retaining female workers
Website: Construction Industry Female Worker Retention Support WEB - Expanding Nationwide to Further Support Women in the Construction Industry: Supporting Local Activities by Member Organizations
- Recruiting and Developing Female Engineers and Technicians in Local Small and Medium-Sized Construction Companies
Promoting Initiatives for Female Retention in Local Regions
Source: Action Plan for the Construction Industry to Promote the Retention of Women
Full of examples you can implement right away! Private sector initiatives
A clever and cost-effective approach: "Kensetsu Komachipps"
Various initiatives are underway in both the public and private sectors. Since 2015, the Japan Construction Industry Federation has standardized the term for women working on construction sites as "Kensetsu-machi" and has been promoting the active participation of women by creating dedicated websites.
Among this special site's content, "Kensetsu Komachipps" is something you can refer to right away. It features ideas for creating a work environment where women can easily work without incurring major costs.
- Incorporating women's perspectives to improve restroom comfort (Cost: approx. 10,000 yen)
- Equipped with women's restrooms featuring keyless locks and warm-water washing toilet seats (Lease fee: approx. 5,000 yen/month)
- Installed privacy screens at the entrance of the changing rooms used daily (0 yen)
Source: Kensetsu Komachips
100% Maternity Leave Take-up Rate for Female Employees: Our Initiatives
As a company supporting the construction industry, we are implementing various initiatives to promote the active participation of women. Currently, our targets published by the Ministry of Health, Labour and Welfare are as follows:
- Implementing measures to encourage taking annual paid leave
→Company-wide average of 10.5 paid leave days taken per employee (Reference: FY2020) - Promoting smooth maternity/paternity and nursing care leave, and supporting return to the workplace. Aiming for a 90% or higher childcare leave uptake rate among female employees during the period
→ Currently achieving 100%
Furthermore, we introduce products that promote digital transformation (DX), such as remote site monitoring systems. By creating a work environment where both women and men can thrive, we aim to promote female participation in the workplace. If you are interested, please check out the product page for our remote site monitoring systems.
*The photos shown are for illustrative purposes only.
*All content is based on cases in Japan.