Human Capital Management
Diversity and Inclusion
For a company to grow sustainably, it is necessary to empower human resources from many different backgrounds. This is why we promote diversity.
The COMSYS Group develops human resources and its in-house environment based on a policy that values the discovery of talented human resources, the creation of a corporate culture where all employees can generate novel ideas irrespective of their gender or career and adaptation to the changes in and needs of society.
- Encouraging Male Employees to Take Childcare Leave
The COMSYS Group encourages its employees to take childcare leave so that they are able to have a healthy balance between work and childcare.
Nippon COMSYS, a supervisory business company, shares related information on its portal and provides its entire workforce with training to increase their understanding of its childcare leave program. The company uses an interview sheet when asking employees about their wishes regarding taking childcare leave.
Childcare leave and funds for supporting employees taking childcare leave were introduced in April 2022. An employee taking five or more consecutive days of childcare leave is able to receive support funding totaling 80,000 yen
To eliminate employees’ concerns regarding their pay, SANWA COMSYS Engineering Corporation has introduced a system where a maximum of four weeks of paid childcare leave can be taken.
The encouragement of male employees to take childcare leave also results in the support of their female counterparts in the establishment of their careers, development of the next generation and the revitalization of workplaces. It is an important initiative facilitating the growth of our corporation and the fulfillment of our corporate responsibilities. We will continue to work to improve the system while ensuring it reflects the opinions of our employees.

- *1Childcare leave as a national system only.
- *2Including childcare leave and each company’s unique leave system intended to be used to care for children. In the year ended March 2023, the number of people who took temporary childcare leave increased because this was the year the system was introduced.
- Employment of People with Disabilities
The COMSYS Group considers each person's abilities and develops a working environment that enables employees with disabilities to work energetically with the goal of realizing an inclusive society where everyone can live in their communities in harmony regardless of ability.
NDS, a supervisory business company, employs artists with disabilities (hereinafter the “Arts Employment System”) in cooperation with employment security offices, the Aichi prefectural government and specialists in welfare and art.
NDS supports artists who have employment contracts with the company, by creating opportunities for more people to be exposed to their work. For example, NDS places orders for design work with these artists and uses these designs in-house.
Through the efforts such as the Arts Employment System, NDS works with the local community to increase the number of opportunities for society to engage with people with disabilities and improve their welfare.
FY2021 | 2.1% |
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FY2022 | 2.5% |
FY2023 | 2.5% |
- Promotion of Active Participation of Women
We implement initiatives focused on empowering women. They include (1) the reform of the corporate environment and culture through messages from the president and training programs (increasing employees’ awareness of diversity, the opinions of employees, reforms), (2) supporting women’s development of their careers (strengthening recruitment activities, career training for women employees, training for managerial-level employees that have women subordinates) and (3) the promotion of a healthy work-life balance (childcare support including the encouragement of shortened work hours and men taking childcare leave, the establishment of satellite offices for telecommuting, introduction of flextime and telecommuting).
Our target is to have women be 30% of all new graduate recruits by the end of March 2025. We also have the target of increasing the ratio of women in management positions by 30% (15 people) or more versus the level in April 2021 by the end of March 2025.
To realize leadership in different forms, we empower women through the development of human resources and in-house environment and will stay committed to fostering an environment for all employees to build their careers fairly.

We are seeking to increase the ratio of women in management positions through many different initiatives focused on women’s empowerment. Our target is a 30% (15 persons) or greater increase versus the April 2021 level by the end of March 2025. As of May 2024, we have 58 women in management positions, a ten-person increase versus April 2021.
- *Total in our ten major companies
Recruitment and Human Resource Development
- Hiring both liberal arts and science graduates.
As the labor shortage manifests as a social issue, we must work to secure excellent human resources.
The COMSYS Group recruits people irrespective of whether they have a background in liberal arts or science or which faculty their degree was conferred by. It established a program that enables new employees to acquire qualifications within their first three years at the company during which time they can improve their skills irrespective of which department their major was in. In this way, we are working hard to establish a workforce with specialized skills and knowledge based on solid education.
In particular, we seek to increase our workforce in construction operations by increasing the number of new graduate and mid-career recruits 1.5-fold in the IT Solutions Business and the Social System-Related Business. - Securing and Developing Human Resources
As the COMSYS Group expands its business domain, it is increasingly necessary for the Group to increase its comprehensive management capabilities in terms of, for example, the formulation of projects, the construction of systems, in-house and external cooperation and finance, in addition to project management as a prime contractor.
We provide hierarchical and technical training: the former focuses on the development of managerial skills while the latter is aimed at facilitating the development of engineers with combined skills and at the acquisition of qualifications. For both of these two types of training, we have established extensive training programs and develop human resources that can adapt to new business environments.
In our worksites, telecommunications carriers’ investment in equipment is gradually being reduced and outsourcing that encompasses maintenance operations is being fully introduced. The goal of our productivity enhancement activities is multi-skilling beyond our conventional framework.
To strengthen our future business foundation, it is necessary to increase the number of and reskill our construction- and IT-related engineers and other qualified employees, which are an indispensable part of the COMSYS Group's businesses. We will systematically facilitate the development of these human resources.
While developing diverse human resources through the shared utilization of the COMSYS Group companies’ training programs, we set up the CHD Human Resource Development Platform with the goal of training the people that will lead our business operations in the future. We have a Group-wide operational system for developing human resources.
It will be increasingly necessary for the COMSYS Group to construct many different types of infrastructure as the Group’s business domain expands. Considering the environment, we facilitate the development of executives through efforts such as the encouragement of interactions between executives and executive candidates within the Group, with the goal of responding to social issues and business opportunities in a one-stop manner beyond the barriers within the Group.


Engagement
Engagement is an important indicator of employees’ enthusiasm about their work and workplaces. High engagement leads to greater employee satisfaction and productivity and a lower turnover rate.
Nippon COMSYS, a supervisory business company, has set up a cross-functional team (CFT) of employees from different sectors and whose experiences are different that meet to promote measures to enhance staff engagement.
With the goal of creating an organizational culture where everyone enjoys taking on challenges and works energetically, we increase employee engagement and strive to achieve continued organizational growth through measures such as the sharing of good workplace communication practices throughout the company.
Flexible Working Styles
We are working to change our workstyles so that each employee can maximize their own potential and contribute to the enhancement of our corporate value.
To date, we have introduced telecommuting, flextime and area-based employee systems and strengthened our labor management including attendance checks using visualization tools and systems in an effort to optimize work hours.
We have also been reducing annual gross work hours to benefit employees’ health management activities and their work-life balance.
- Choices of workstyles, vacation system
Places of work | Telecommuting, use of satellite offices, area-based employee system, etc. |
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Work hours | Flextime system etc. |
Vacation system | Creative leave (special leave given to employees with ten years of service) Refreshment leave (special leave given to employees with 25 years of service), etc. |