S

SocialWork-style reforms are the key to corporate competitiveness

Focus

Aiming to become
the best company atwhich to work

The METAWATER Group has entered its third year for work-style reforms, and the environment for realizing various styles of work
is steadily taking shape. As a water and environmental infrastructure company, it is our belief that these work-style reforms areindispensable for the sustainable growth of the Group, as quality human resources are the key to corporate competitiveness.
In order to become a company full of active, diverse human resources, we are creating an environment and climate that enables

Under the management policy that "people are our greatest asset", the
METAWATER Group is actively working to achieve a life-work balance while
also respecting all aspects of diversity, from human rights to employment.

Executive officer
Deputy Executive General Manager,
Corporate Strategy Planning Division
Executive General Manager, HR &General Affairs Planning Office
Responsible for CSR Planning Office
Responsible for Risk Management

Michio Fujii

all differences, be it age, gender, personality, disability,

The METAWATER Group is promoting various work-styleenthusiastically it will lead to company growth.

reforms, including satellite offices and telecommuting,

We believe that being a company with many diverse

with the aim of achieving a "life-work balance" that

employees who all work enthusiastically is an important

allows employees to choose a style of work that suits

part of attracting others who want to work with us.

nationality, etc., believing that if everyone can work

their lifestyle.
has changed dramatically due to a declining birthrate,

Communication is the key to becoming thecompany people most want to work foraging population, shortage of human resources,

The key to becoming the company people most want todevelopment of IT, and a diversification of values

work for is communication. If the use of satellite offices

regarding lifestyle. It is amongst these changes thator telecommuting becomes part of the natural work

we have removed the existing concepts of working

environment, conventional communications methods will

styles, such as work hours and locations, creating an

also need to change based on the fact that people won't

environment where employees can choose a working

be face-to-face at the same workplace at the samestyle that suits them in particular. We believe this leads

time. As such, we are also focusing on infrastructure

to happier and more highly motivated employees thatdevelopment for that purpose. On the other hand,

see the value in their work.

some people have difficulty using the existing system

For example, if an employee with a young child can work

depending on the type of job, work environment, etc.

remotely, choosing a place and time that works for them,

To ensure that everyone can work enthusiastically, we

we are convinced that it is beneficial for the individual,

will continue to evolve the existing system throughthe family, and the company as well.

communication with our employees, knowing that we

The relationship between companies and their employees

styles, we are also working to reform awareness of mutual respect.

Three methods for realizing numerous diverse work
stylesUp to now, we have promoted introducing a telecommute system,
establishing satellite offices, and 4-day workweeks.
For the telecommute system, there are no restrictions on usage
requirements, working locations, or frequency of use, so that all
employees can work from anywhere. We are promoting various
initiatives such as "Telecommute Trials" and "Telecommute Weeks" forall employees in order to foster a climate where the system is easy touse. Thanks to these initiatives, many employees are now using thetelecommute system.

■ Satellite office locations● Completed satellite offices● Planned satellite offices

Yokohama
TachikawaFukuoka
Chita

Hino

NagoyaOur aim for 4-day workweeks is to create input opportunities outside ofwork. Using this newfound time, employees each grow as an individual,
and the company aims to grow as well by multiplying those individual
results. It is a system that makes it easy to secure time outside of work,and can be used for volunteering, self-study, family services, spendingtime with friends, trips, and more.
The highly utilized Tachikawa remote office (65 to 70% occupancy)

Creating an environment where everyone
can work enthusiasticallyIn addition to work-style reforms and promoting

Efforts that enable employees to choose a style of work

viewpoints, working on enhancing ability development

according to their own individual circumstances andsystems to help employees grow, health management to●

Periods normally reserved for commutes can instead be used for self-study, etc.

support mental and physical health, safety management●

Since we can work where we want, we can now take advantage of downtime using cafes, etc.

so that employees can work with peace of mind, etc.

●

Productivity has increased as I can change my workspace depending on the details of the work.

●

My work schedule has become much more flexible.

●

I'm much more aware of time management now.

The METAWATER Group recognizes the individuality of

Omiya
Manseibashi

For satellite offices, the "Mid-Term Management Plan 2020" states that
we will establish 10 locations nationwide. We have already establishedseven of those locations (Sendai, Manseibashi, Tachikawa, Hino, Nagoya,
Osaka, and Kobe). By installing PCs in some of the satellite offices,
employees can come to these offices without needing to prepare any
equipment on their own. Thanks to measures such as this, the number ofusers is steadily increasing. Moving forward, we will continue to promote
the establishment of four more bases and look into the use of sharedoffice services, which will lead to effective use of downtime, reduced
commuting times, and more.

will never stop on a "completed form".

values are also important in promoting diversity.

SendaiOsaka
Kobe

METAWATER’S ESG

A "life-work balance"* that allows employees
to choose their working stylemore diverse work, where each employee can find what work-style reforms work best for them. In recognizing these diverse work

diversity, we also try to see things from various other

Employees' feedbacks*We use the term "life-work balance" based on the belief that having a fulfilling life leads to better work performance.

43

METAWATER REPORT 2019

METAWATER REPORT 201944

S

SocialInitiatives for supporting individual achievement

To be a company where everyone can work enthusiastically

People are the greatest asset of the METAWATER Group, and so the development of their skills is positioned as one of our most

We promote diversity based on the belief that the abilities of various employees with diverse personalities will lead to the growth

important management themes. This is because they are the greatest source of management resources and corporate value.

of the Group. In addition to expanding the system to accommodate a variety of human resources, we are implementing measures

In accordance with the HR philosophy of "supporting personnel who desire to develop themselves, providing them with opportunities

such as creating rewarding environments where employees can improve their careers.

to develop competency", we are creating a culture of self-learning, building an environment that respects employee individuality andallows them to effectively develop their abilities and potential autonomously.

Efforts to enhance education for each occupation

A variety of training programs are held with the aim of identifying rolesand developing skills in accordance with employees' growth stages.
In addition to training by rank and nomination, we support the growthof each employee through elective training focused around the idea of
autonomous and voluntary learning.

In order to promote the development of abilities for all employees, wehave established an Ability Development Committee to formulate priority
policies and follow up on various educational situations.
The committee has nine specialized working groups (WGs), each ofwhich plans, develops, and implements specialized education based on
the job type. The PDCA cycle for effective education is looped through byproviding regular opportunities to exchange opinions between the WGs.

By rank
Officers

Common Training Promotion WG

International Staff Development WG

Procurement WG

Sales WG

PPP WG

Service WGConstruction & FE WG

Development WG

Technology & Design WG

Various courses based on specialty

Implementation at each workplace /dispatch to external seminars

New employee
training

Individual WGs ofAbility Development CommitteeNew
employees

Follow-up
training

Internal/external group training /correspondence course(2 to 3 years withthe company)

Since METAWATER was established, we have introduced an impartial
personnel system that is not bound by personal factors such as nationality,
and we regularly recruit foreign employees and accept employees fromoverseas sites (national staff).
In order to develop personnel who can lead the growth of overseas
business, we are working to strengthen the language skills of young
employees and promote cross-cultural understanding through OJT with
ODA projects, as well as collaborations with overseas subsidiaries andpartner companies. We will continue promoting the next generation
personnel to expand our overseas business.

A round-table discussion was held centered around male and female
employees with childcare experience, allowing them to talk about both workand personal matters. In recent years, the number of male employees who
have taken childcare leave has increased, and male participants haveinquired about how they can balance childcare and work.
In addition, exchanging opinions from the viewpoints of both men andwomen deepened mutual understanding, leading to more meaningful
discussions in working toward a workplace where everyone is more
comfortable.

Ability Development Committee
Internal/external group training

Manager training
Promotional training

Mid- to
BP/SP Promotional
senior- leveltraining
Junior employees

Specialized
Workplace By specialty
by job type

Officer training

General General Manager
training
Managers
Managers

Nomination Optional

Round-table discussion on the theme of "childcare
and career" for both male and female employees

Cultural understanding with overseas OJTMETAWATER’S ESG

Ability development system diagram

Aiming to be a company where various humanresources can play an active role in operations"Childcare and career" round-table discussion

Becoming a company where employees with disabilities can play an active role

Support for self-development through optional training
This system allows employees to attend training for business skills on a voluntary basis, selecting from over 200
courses, from group training to correspondence courses. This allows them to work in accordance with their own issues.
Every year, more than 800 employees, including those from group companies, take advantage of these courses,
allowing for interaction between employees in addition to learning.

■ Types of elective training
Elective training

Group
集合研修
training

Correspondence
集合研修

External training

Training taken together with participantsfrom outside the company

Internal training

Training for Group company employees

Brochure for optional training
courses

Daily morning meeting

Another initiative for promoting diversity is to create an environment where people withdisabilities can play an active role in the company. Employees with disabilities are engaged ina wide range of activities, taking up responsibility for various tasks in numerous departments.
Every morning, instructors (vocational life instructors for persons with disabilities) check thehealth of each member at the morning meeting and during exercise periods, deciding upon
their work assignments for the day by taking their condition into consideration.
The recent work converting internal documents to PDFs has contributed to the promotionof telecommuting, one of our work-style reforms. Positive feedback results in expanded
requests for work and more opportunities for active participation in the company.

Common internal work

Choosing courses to attend based on individual desires

Creating business cards for employees; sorting, collecting, and distributing internal
mail; preparing meeting and training rooms; lending out projectors and otherequipment; managing and sending out company-wide catalogs; etc.

Participant feedbacks
I learned a number of things from optional training, and it lets me think objectively about work issues, which leads to good awareness. There
are various themes, so each year I'm trying to take courses based around a different self-development theme.

45

METAWATER REPORT 2019

Department work
Converting internal documents to PDFs

Converting internal documents to PDFs; organizing and filing expense slips; aggregating anddigitizing handwritten questionnaires; creating various materials; sending out purchase orders; etc.

METAWATER REPORT 201946

S

SocialInitiatives for promoting better health

Safety and hygiene initiatives

We believe that people are our greatest asset, and as such the METAWATER Group has established various support systems for the

Based on the basic policy for health and safety management, the METAWATER Group is working to create a work environment

mental and physical health of employees and their families. It is our belief that promoting the good health of each employee leads

where employees can work safely without worry of work-related disasters, illnesses, or traffic accidents.

to improvements in corporate vitality, and so we will continue promoting health management.

Health management system
The METAWATER Group has established health management centers at our head office, as well as in Nagoya, Osaka, and other offices. This allows
professional physicians, psychological counselors, and dedicated health management staff to follow up with employees promptly and whenever it
is needed. We conduct individual interviews and give health-related guidance throughout the year so that employees themselves can maintain andimprove their health.

Basic policy for healthand safety management

Management has adopted a firm position under the philosophy that "No one will get
injured or injure others". Through this, all METAWATER employees and subcontractors work
together to comply with relevant laws and regulations and prevent occupational and traffic
accidents, creating a work environment where people can work healthily and comfortably.

Improving health awarenessDue to declining birthrates, an aging population, and a shortage of labor, it is
becoming more common throughout the world to work until the age of 65 or 70. As
such, proper health management from an early age is becoming more important
than ever. METAWATER carries out "health-care activities" and gives "healthadvice" with the aim of ensuring that employees can continue to work healthilyand enthusiastically. "Health-care activities" include various events tailored to
employees' occupation, age, physical condition, etc., such as exercise or meal
seminars that can be incorporated into everyday life and health education for specificage groups. In FY2018, approximately 700 people participated in these activities.
Additionally, health management staff travel around the country, talking one-on-one
with employees and giving health advice.

The METAWATER Group has established its own "Local occupationalsafety and health guidelines" that can be used as a guide for health andsafety rules for local construction and work. The Group's health and safety
rules are based on the Safety and Health Act, and are compiled into asingle volume that is revised annually in response to legal revisions, etc.
Every year, guideline education is held for employees, explaining thecontent of the manual and giving case studies. By making this education
mandatory for all employees involved in field work, we are continuously
working to instill and share health and safety rules.

Giving health advice through personal interviews

Mental health care
In order to prevent mental health issues from arising, we have e-learning classes such as "line care education" for employees at management
positions and "self-care education" for all employees. In addition, a "Mental Health Handbook" is distributed to all employees to encourage a correctunderstanding of mental health.
The work-style reforms promoted by the METAWATER Group are being promoted in conjunction with various mental health care initiatives with the aimof reducing commuting stress and improving "life-work balance".

Expanding health and safety education
The METAWATER Group insources health and safety education for therules and regulations required for work.
The courses listed to the right are always available so that not only
new hires fresh out of university, but also mid-career hires that are
expected to go straight to work, can get the training they need in atimely manner. We are continuing to improve the content of thesecourses and train instructors.

METAWATER’S ESG

Mandatory guideline education and theestablishment of local safety and health rules

BookletGuideline education explaining
health and safety rules

Foreman / health and safety manager training
General health and safety manager training● S pecial education related to hazardous work: hypoxia and hydrogensulfide poisoning● Special education for dioxin exposure prevention work
● Special education for handling high voltage or special high voltage electricity● Special education for handling low voltage electricity● Special education for work using full harness safety belts● Health and safety education at the time of employment● Preliminary education before being dispatched● Heat stroke prevention education for operations managers●●

Additional company driving license requirements
and safe operation of business vehicles
The METAWATER Group has established an internal driving license
system for vehicles used for business, allowing us to issue andcheck driving histories, appropriateness, etc., for each employee.
Since FY2018, yearly driver training classes have been added as arequirement for an employee to renew their company driving license.
Drivers from various work sites also participate in monthly KY*
training activities, looking back on their own driving performanceusing self-diagnosis sheets. Additionally, we are systematicallyworking to ensure safe daily operation by having managers decide
on if vehicles should be used depending on the weather, providing
support through the introduction of safety devices such as driverrecorders and automatic brakes, etc.

Driver training for renewing company driving licenses*KY activities: KY stands for Kiken (danger) and Yochi (prediction)

47

METAWATER REPORT 2019

METAWATER REPORT 201948

S

SocialQuality initiatives

CSR procurement

The METAWATER Group has a basic quality policy, which is to ensure that all of its products
and services meet optimal quality standards to satisfy its customers, always aiming to leave

Goals
Zero serious accidents● Continual quality
improvement

The METAWATER Group promotes procurement operations based on three basic policies: promoting transparent procurement,
strengthening partner relationships with suppliers, and promoting CSR procurement.

●

customers further fulfilled.
In order to maintain quality, preventing accidents is essential.
Plant risk assessment education is one of the activities that the Group carries out to achieve this.

Preventing equipment accidents through plant risk assessment education

Promotion of transparent procurement – 98 new suppliers
The "Inquiries about purchasing and dealings" form is posted on our corporate website, and we
provide fair and equitable entry opportunities to all business partners. We launch new transactions
with around 100 companies every year. The number of new corporate business partners in FY2018
was 98.

In order to prevent serious accidents and failures, the METAWATER Group conducts a PRA (Plant Risk Assessment) for each operation
process, striving for continuous improvement.

Detailed design

PRA

PRA

Procurement

Production

Inspection

Field adjustment
PRA*EDI: Electronic Data Interchange, a framework supporting electronic business transactions

PRA case study education was held for the service department to prevent worst
case scenarios from coming to pass. The theme of this training was education on

Promotion of green procurement

water distribution and chemical injection facilities, issues with which could have

The METAWATER Group is promoting the procurement of eco-friendly office supplies (products with socially recognized eco-friendly marks such as the Eco
Mark and Green Mark).
Efforts were strengthened for 12 frequently used items in particular, including copy paper, business cards, and highlighters, which were designated as green
procurement promotion items. In FY2018, the green procurement rate for these items reached approximately 94%. We will continue efforts to improve thegreen procurement rate throughout the entire company.

significant impacts on the lives of ordinary citizens. Employees from all relevant
departments were subject to attend.
This course targeted a broad audience ranging from junior to veteran staff.
Teams held discussions with members from different locations that they normally
do not have a chance to speak with. In addition to gaining an understanding of

The METAWATER Group promotes the implementation of EDI. In addition to improving the accuracy and efficiency of procurement operations, we arepromoting implementation of EDI with the understanding and cooperation of business partners to work on becoming paperless, reducing our impact
on the environment. Introduction of EDI began with development-related and in-house equipment orders, and as of FY2018 approximately 50% of
orders were through EDI.
This made the paper used traditionally in order forms, invoices, etc., unnecessary, leading to a reduction of approximately 30,000 sheets. Likeus, our suppliers have also eliminated invoices and envelopes, leading to a paperless environment.
We will continue expanding the scope of transactions and applications for EDI, aiming to further improve operating efficiency and reduce our environmental burden.

METAWATER’S ESG

Enhancing paperless operations through EDI*

■ Operation processes for plant construction
Basic design

Business negotiations

PRA education course

the necessity of preventing equipment accidents and discovering that risks andcountermeasures are perceived differently by various groups, it is also an
opportunity for attendees to take notice of what skills and knowledge they are

Legal compliance
We actively promote participation in social insurance for construction work, etc. Enrollment in social insurance, etc., is thoroughly enforced by ensuring notifications
are sent to suppliers, providing instructions for clarifying statutory welfare expenses in estimates, exchanging opinions with individual visits, and more.

lacking through group discussions. As a result, equipment accidents in target
departments have been reduced.
Nevertheless, we plan to provide education on the importance of plantmonitoring to lead to early detection, preventing important points that could leadto an equipment accident from being overlooked.

Feedbacks from the Departments having implemented PRA Education
This PRA case study course was carried out for each of the four sections in the service department (for electrical equipment), so we were able tolearn about the different attitudes and opinions of the other groups regarding the prevention of equipment accidents. Group discussions were held
between junior employees and with other group members to create new awareness for everyone participating, resulting in improved awareness andskills for employees in all four sections.
Since last year, the service department has been carrying out their daily operations with their highest priority goal being the elimination ofoccupational accidents, equipment accidents, and automobile accidents. By continuing to work with the Quality Assurance Office, we hope that the
products and services we provide will continue to satisfy customers and fulfill their needs.

49

METAWATER REPORT 2019

Thorough enforcement of internal education
We hold study sessions on the “Act against Delay in Payment of Subcontract Proceeds, Etc. to Subcontractors” for all employees in charge of purchasing,ensuring thorough compliance and promoting understanding.
We also offer e-learning courses for other employees to strengthen compliance throughout the company.

TopicsFirst partners meeting held
Suppliers are important partners for the METAWATER Group to develop our businessand provide customers with products and services that have consistent quality anddelivery times. We build relationships of trust through daily dialogs with our suppliers.
In 2018, the 10th anniversary since establishing the Group, we expressed our gratitude
and invited suppliers to a partners meeting that we hosted. Approximately 600 people
joined the meeting, and we were able to accomplish deep and meaningful exchange.
We will continue to build better relationships now and into the future.

10th anniversary partners meeting

METAWATER REPORT 201950

S

SocialSocial contribution

Contribution to local community
At the METAWATER Group, we think it is important to interact with the local community, and as such we are engaged in various local
contribution activities, such as uchimizu (water sprinkling), cleaning up towns and rivers.

Education/socialeducation

METAWATER's policy on social contribution activities
The METAWATER Group's social contribution activities contribute to the realizationof a sustainable society by solving social issues through water and the environment.

Support forareas hitby disaster

METAWATER's guidelines on social contribution activities
 e will improve water-related environmental improvement activities and waterWand environmental awareness activities.
● We will value cooperation and collaborations with various stakeholders.
● We will foster awareness for voluntary employee participation.

Five
major areas

Environment
preservation●

International
support/exchanges

Cleanup activities at each of ourbusiness locations

● 

Local
contributions●

METAWATER Uchimizu Daisakusen

Every year in front of our head office, METAWATER holds
an uchimizu (water sprinkling) event using sewage water
reclaimed from the Shibaura Water Reclamation Center inTokyo, which has adopted our technology.
This annual event allows visitors to experience thecoolness water sprinkling can provide together with local
communities, associations, sponsor companies, nurseryschool toddlers, and others just passing by.

The Group holds cleanup and beautification activities
around each of our offices, monthly and several times
throughout the year. In FY2018, we carried out these
activities at 44 locations nationwide.
FY2018 cleanup areas

company, protecting the water cycle is our mission. We are promoting social contribution activities so that people from allwalks of life can gain an understanding of the importance of water and the environment.
We act with the aim of contributing to society and the global environment through both business and social contribution
activities through the lens of water and the environment.

Uchimizu Daisakusen event held in front of the head office

METAWATER’S ESG

The METAWATER Group handles "water", a natural resource indispensable for life. As a water and environmental infrastructure

Education/Public education
The METAWATER Group provides classes on the water cycle and environment preservation at schools and event locations, teaching
through the technology and skills we've acquired through our main business, water and the environment.
●"METAWATER On-site Lessons for Children"

On-site lessons regarding the water cycle are provided to children, as they willbe leading the next generation.
In FY2018, we visited 357 children at five schools, providing lectures andfiltration experiments showing the importance of water and how it is used.

Okinawa cleanup activities

On-site, hands-on lessons at the Shirakami-sanchi
World Heritage Conservation Center● We held hands-on lessons for elementary students at Shirakami-sanchi,a world heritage site. They were collectively titled the "Shirakami Water
Adventure", and consisted of an adventure in the local forest, sandfiltration experiments using plastic bottles, etc.

International support/relationships
As part of creating a community where multiple cultures coexist, the METAWATER
Group promotes international support and exchange activities that take care of
local needs.

Phnom Penh sewer adoption and enlightenment activities

Support for disaster recovery and restoration
The Group conducts its own disaster relief activities and reconstruction support events.
Lesson given at Miura City Misaki Elementary School in Kanagawa Prefecture

Lesson given at the Shirakami-sanchi World Heritage Conservation Center

Environment preservation
The METAWATER Group promotes Satoyama Conservation Activities, which aim to conserve forests and biodiversity in order to nurture

Donations for the heavy rains in west Japan andthe Hokkaido Eastern Iburi earthquake

Onagawa-cho reconstruction support project● ●

In July of 2018 we donated to help support relief efforts for the landslides
caused by heavy rain in west Japan that same month, as well as for the
Hokkaido Eastern Iburi earthquake that occurred on September 6, 2018.

We took part in both the "Onagawa-cho Fukkosai Festival" and the"Onagawa Saury Harvest Festival" in Miyagi Prefecture.
To support the special products of Onagawa-cho, every year we hold aninternal sales event throughout the company to show our support.

and protect water forests.
●

Forest conservation activities

We hold forest conservation activities at four locations across Japan, primarily in Okutama, Tokyo. At the"METAWATER Okutama Forest", we hold water forest conservation activities jointly with the NPO Green
Earth Center, planting trees and clearing undergrowth every year.

Okutama forest

51

METAWATER REPORT 2019

Donations for the Hokkaido Eastern Iburi earthquake

Onagawa-cho Fukkosai Festival

METAWATER REPORT 201952