Diversity
The main business of the COPRO Group is the human resource dispatch business. We strive to establish an environment that enables engineers to thrive and to make equal pay for equal work and diverse workstyles a reality.
*ATMOS CO., LTD. and VALUE ARK CONSULTING CO., LTD.. were newly consolidated in the FYE2022. Therefore, the data is reflected from the same year.
*As of October 1, 2023, COPRO-ENGINEERD. Co., Ltd. changed the corporate name of the suviving company to COPRO CONSTRUCTION. Co., Ltd..
*As of October 1, 2023, ATMOS Co., Ltd. and VALUE ARK CONSULTING Co., Ltd. merged through an absorptiontype merger with ATMOS as the surviving company, and changed the corporate name of the surviving company to COPRO TECHNOLOGY. Co., Ltd..
Main COPRO Group Initiatives
We promote and support the advancement of
(1) women
(2) foreign workers
(3) seniors aged 65 and older
(1)Promoting the advancement of women
As of March 31, 2024 (No. of women/Total no. of personnel) |
As of March 31, 2024 (%) |
As of March 31, 2025 (No. of women/Total no. of personnel) |
As of March 31, 2025 (%) |
|
| Female officer | 0/11人 |
0.0% |
0/11人 |
0.0% |
| Total number of female employees | 1,648/4,189人 |
39.3% |
2,195/5,154人 |
42.6% |
| Female management staffs | 213/348人 |
61.2% |
242/399人 |
60.7% |
| Female executive manager | 1/34人 |
2.9% |
4/34人 |
11.8% |
| Female engineers | 1,435/3,841人 |
37.4% |
1,953/4,755人 |
41.1% |
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.
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 2015 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, 2024 (No. of employees) |
As of March 31, 2024 (%) |
As of March 31, 2025 (No. of employees) |
As of March 31, 2025 (%) |
|
| No. of foreign employees | 189人 |
4.5% |
272人 |
5.0% |
Our Group promotes hiring of foreign employees living in Japan. As of April 1, 2025, 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 2026.
(3) Supporting the advancement of senior human resources aged 65 and older
As of March 31, 2024 (No. of employees) |
As of March 31, 2024 (%) |
As of March 31, 2025 (No. of employees) |
As of March 31, 2025 (%) |
|
| No. of employees aged 65 and older | 186人 |
4.4% |
192人 |
3.7% |
The number of seniors aged 65+ who wish to work is increasing due to the lengthening of the average life span in Japan and revision of the Act on Stabilization of Employment of Elderly Persons which took effect in April 2021.
Our Group places importance on following human resources after they are dispatched. We determine the client company to dispatch senior human resources to after sufficient consideration of their wishes and health, so they are able to succeed as engineers.