(FY)(FY)We believe that by developing workplaces where proactive collaboration is created with accepting diversifying individual personalities and values, human resources can demonstrate their creativity to the maximum, which will lead to the Company’s activation and development, and therefore, we are considering and implementing various measures to improve the workplace environment.20222214212%118%0.64%202140282023332202410361958TOYO CONSTRUCTION I INTEGRATED REPORT 2024727711%25%121%164%0.61%0.67%2022202342353731Trends in hiring women for major career path (new graduates) Civil engineeringBuilding constructionAdministrationTotal of women in major career pathTotal number of hiring of new graduates for major career path Percentage of women in major career path (%)Increase rate of women in major career path (from FY2020) (%)(Reference) Percentage of female managersTrends in the number of post-retirement re-employment Number of employees at the official retirement ageNumber of re-employment employeesthe Philippines have grown into core human resources responsible for management and administration.Basic conceptPromotion of female participationCreating an environment in which post-retirement re-employed employees can actively participateDevelopment of global human resourcesSocietyWe have set a target of 20% for the female ratio of new graduates. Also, as an interim target, we set a goal to increase the number of women in the major career path in fiscal 2030 to 2.5 times compared with that of fiscal 2020, and the number of female managers to five times. In addition, we are developing the environment for women’s active participation, by introducing a system that allows those staff who gave up continuing their career due to marriage or childcare to return to the Company when the matter is resolved (the Comeback System), a system of appointment from a minor career path to a major career path, and women’s working wear, as well as by installing women-only comfortable toilets at sites (113 units at 62 sites in fiscal 2023) and conducting training for male staff (female participation, menses, etc.). In 2020, we were awarded the Eruboshi Certification as an excellent company promoting female participation.In fiscal 2022, the Company reformed its personnel system to create a work environment in which post-retirement re-employed employees can work enthusiastically with higher salaries and other improvements. By reforming the re-employment system, we will continue to develop an environment in which post-retirement re-employed employees can maximize their ability to demonstrate their many years of knowledge and experience and transfer their skills to the next generation.The Company provides practical OJT training in Japan for foreign engineers from the Philippines and Nepal, etc., with a goal of teaching sophisticated skills to develop excellent engineers who will be able to play active roles whether at home or abroad. Those foreign engineers are now playing a wide range of roles in various fields. We continue to develop foreign engineers and skilled workers in order to expand their job scope, and will hire and develop foreign engineers more actively, mainly for our growth driver such as the offshore wind power construction business and overseas construction business. In addition, local staff at our local subsidiary in A company where diverse human resources can demonstrate their individuality and ability64
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