Diversity and inclusion
Kumagai Gumi is working toward creating a workplace environment where everyone can work in a lively manner, regardless of gender, age, nationality, gender identity, sexual orientation (LGBTQ, etc.), or disabilities, and promoting work style reforms with the goal of boosting business performance.
Promotion structure
Kumagai Gumi established the “Diversity Promotion Committee” composed of General Managers of divisions and chaired by the General Manager of the Administration Division, and involves diversity promotion managers elected by the head office, branches and group companies to create a promotion structure. A “Work Style Reform Working Group” with representatives of divisions has also been established to examine various systems and measures to promote diversity and work style reforms horizontally across the company.
Main initiatives in fiscal 2024 and evaluation by society
| 2024 | April | we introduced a “Family Ship System” to enable same-sex partners and employees in common-law marriages to use in-house systems. |
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| August | Conducted third company-wide nursing care survey | |
| November | Received the “Gold” rating in PRIDE Index, an evaluation index related to LGBTQ and other initiatives | |
| December | Cooperated as a host company for student visits under the Tokyo Metropolitan Government’s “Work-Childcare Balance Experience Program”; Related roundtable discussion was featured on the Tokyo Metropolitan Government website | |
| 2025 | January | Started providing Laurier personal sanitary products at work sites |
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Workplaces where women can play active roles
We formulated the 4th Action Plan (January 2023 to March 2026) based on the Act on Promotion of Women’s Participation and Advancement in the Workplace. The three quantitative goals of this plan are as follows:
Achievements of the Action Plan for Promotion of Participation by Women
| Quantitative Targets | FY2022 | FY2023 | FY2024 | |||
|---|---|---|---|---|---|---|
| Increase in the percentage of women among new graduate hires to 25% or more | 30.4% | 29.1% | 21.0% | |||
| Percentage of women among newly appointed managers: 7% or more | 7.9% | 25.0% | 32.1% | |||
| 70% or higher rate of acquisition of childbirth-related leave by men | ||||||
| 73.9% | 75.6% | 89.4% | ||||
| Ratio of male employees taking childcare leave + Utilization rate of special paid leave taken when spouse gives birth |
73.9% | 75.6% | 89.4% | |||
| Ratio of male employees taking childcare leave | 54.3% | 57.8% | 76.6% | |||
| Utilization rate of special paid leave taken when spouse gives birth | 58.7% | 53.3% | 55.3% | |||
Business status since promoting diversity
Over the ten years since we began promoting diversity, the number of female managers has increased 7.7-fold, from 11 to 85, and the number of female engineers has increased 2.6-fold, from 63 to 161. The number of males using systems for balancing work and private life is also increasing. Improvements have been made to long working hours, with the average monthly overtime reduced by 30.2 hours per employee.
As part of our initiatives to support diverse work styles, we introduced a fertility treatment leave program in 2021, available to all employees regardless of gender. In 2023, we launched a subsidy program to assist with babysitter expenses. In 2025, we implemented a new system to help employees undergoing medical treatment or regular hospital visits balance their work and care responsibilities.
| Classification by indicator | FY2015 | FY2022 | FY2023 | FY2015–FY2024 Comparison | |||
|---|---|---|---|---|---|---|---|
| Reduction in average monthly overtime hours (based on FY2015 level) | 30.2 hours | ||||||
| Number of women in managerial positions (persons) | 11 | 69 | 78 | 85 | 7.7 times | ||
| Ratio of full-time female employees (%) | 12.6 | 18.7 | 19.3 | 19.4 | 1.5 times | ||
| Number of female engineers (persons) | 63 | 143 | 157 | 166 | 2.6 times | ||
| Ratio of male employees taking childcare leave (%) | 2.3 | 54.3 | 57.8 | 76.6 | 33.3 times | ||
| Utilization rate of special paid leave taken when spouse gives birth (%) | 40.0 | 58.7 | 53.3 | 55.3 | 1.4 times | ||
| Number of employees working shorter hours (persons) | 21 | 44 | 46 | 44 | 2.1 times | ||
| Number of employees taking and nursing care leave (persons) | 7 | 47 | 47 | 59 | 8.4 times | ||
| Number of re-employment hirees (persons) | 228 | 305 | 373 | 396 | 1.7 times | ||
| Number of employees taking and volunteer leave (persons) | 1 | 26 | 9 | 18 | 18 times | ||
Current state of employment of persons with disabilities
To promote greater understanding of persons with disabilities, we have implemented various initiatives, including e-learning programs.
We also accept students from special needs schools for workplace training and have advanced barrierfree improvements at our headquarters building, such as installing automatic doors and ramps at employee entrances, and renovating elevators and restrooms.
In FY2024, we hired one employee with a disability in each division. To support workplace integration, we conduct regular interviews in collaboration with specialized support organizations until employees become accustomed to their duties. In addition, we encourage designated trainers for employees with disabilities to participate in foundational training programs related to disability support.
LGBTQ initiatives
In April 2024, we introduced a “Family Ship System” to enable same-sex partners and employees in common-law marriages to use in-house systems. “Same-sex partners” and “common law partners” (hereafter, “partners”) are entitled to the same welfare benefits and regulations as spouses (those who are legally married), and children of partners as recognized by the company are recognized as “family” under the company system. We have also established guidelines related to LGBTQ and other forms of diversity.
Status of retiree reemployment
We operate employment-related systems under the premise of continued employment until the statutory retirement age of 65, and focus on maintaining reemployment of retirees who wish to continue working. As of April 2025, Kumagai Gumi has 294 reemployed senior staff who actively contribute by leveraging their extensive experience and expertise.