Diversity
Our Group promotes diversity in human resources, work styles, and employment.
Main COPRO Group Initiatives
We promote and support the advancement of
(1) women
(2) foreign workers
(3) appointment of managers with consideration for the balance between mid-career and new graduate recruits.
(1)Promoting the advancement of women
As of March 31, 2025 (No. of women/Total no. of personnel) |
As of March 31, 2025 (%) |
As of March 31, 2026 (No. of women/Total no. of personnel) |
As of March 31, 2026 (%) |
|
| Female officer | 0/11人 |
0.0% |
1/9 |
11.1% |
| Total number of female employees | 2,195/5,154人 |
42.6% |
3,033/8,402人 |
36.1% |
| Female management staffs | 242/399人 |
60.7% |
418/773人 |
54.1% |
| Female executive manager | 4/34人 |
11.8% |
10/74人 |
13.5% |
| Female engineers | 1,953/4,755人 |
41.1% |
2,615/7,629人 |
34.3% |
The COPRO Group considers promoting the advancement of women an important management priority to enhance corporate value, in addition to solving the social challenge presented by a shortage of human resources in the construction industry. We have worked to establish a system to enable employees to achieve work-life balance, enhance benefits, etc. We are known among client companies for having roughly 40% women engineers actively contributing at client companies, compared to the construction industry where working women comprise 18.2%* of all employees.
In addition, among the Group's managerial employees, the percentage of women in managerial positions (general managers and above; the same applies hereinafter) was 13.5% as of March 31, 2026.
We will continue to focus efforts on establishing an environment where women can achieve job satisfaction, generating outstanding women who are role models, and developing the next generation of management candidates.
* From the fiscal 2013 Labour Force Survey, Statistics Bureau, Ministry of Internal Affairs and Communications
(2) Promoting employment of global human resources and supporting their advancement
As of March 31, 2025 (No. of employees) |
As of March 31, 2025 (%) |
As of March 31, 2026 (No. of employees) |
As of March 31, 2026 (%) |
|
| No. of foreign employees | 273人 |
5.3% |
402人 |
4.7% |
Our Group promotes hiring of foreign employees living in Japan. As of March 31, 2026, the number of foreign employees stood at 402, accounting for 4.7% of the total workforce; however, we will further promote their recruitment. As of April 1, 2026, our group does not have any foreign managers, but we will continue to recruit foreigners and aim to have at least one foreign manager by the end of March 2027.
(3) Appointment of Managers with Consideration for the Balance between Mid-Career and New Graduate Recruits
As of March 31, 2025 (No. of employees) |
As of March 31, 2025 (%) |
As of March 31, 2026 (No. of employees) |
As of March 31, 2026 (%) |
|
| No. of employees aged 65 and older | 19/34人 |
58.8% |
49/74人 |
66.1% |
In our Group, approximately 66.1% of managerial positions are held by mid-career hires. Since a sufficient number has already been secured, we have not set any specific numerical targets for appointing mid-career hires to managerial roles. The recruitment of new graduates started in April 2012, and we will continue to develop and promote them into managerial positions, while taking into account the balance with mid-career employees from the perspective of diversity.