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Focus

Aiming to become the best company
at which to work

Work-style reforms are the key to corporate competitiveness
The METAWATER Group has entered its fourth 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 human resources are the key to corporate competitiveness. In order tobecome a company full of active, diverse human resources, we are creating an environment and culture that enables more diverse
work, and where each employee can find what work-style reforms work best for them. In recognizing these various work styles, weare also working to reform awareness of mutual respect.

Under the management policy that "people are our greatest asset",
the METAWATER Group is actively working to achieve a life-workbalance while also respecting all aspects of diversity, from humanrights to employment.
Our Western Japan office, which introduced ABW (Refer to Topics on page 46 for more information regarding ABW)

A "life-work balance"* that allows employees
to choose their working styleCommunication is the key to becoming thecompany people most want to work for

The METAWATER Group is promoting various work-stylereforms, including satellite offices and telecommuting,with the aim of achieving a "life-work balance" that allows
employees to choose a style of work that suits their

The METAWATER Group believes that communication is the
key to becoming the No. 1 company people want to workfor. If the use of satellite offices or telecommuting becomespar t of the natural work environment, conventional

lifestyle.
The relationship between companies and their employees

communications methods will also need to change basedon the fact that people won't be face-to-face at the samehas changed dramatically due to a declining birthrate, aging
population, shortage of human resources, developmentof IT, and a diversification of values regarding lifestyle.
It is amongst these changes that we have removed theworkplace at the same time. As such, we are also focusing
on infrastructure development for that purpose. On theother hand, some people have difficulty using the existing
system depending on the type of job, work environment,

existing concepts of working styles, such as work hours
and locations, creating an environment where employees

etc. To ensure that everyone can work enthusiastically,
we will continue to evolve the existing system throughcan choose a working style that suits them in particular.
We believe this leads to happier and more highly motivatedemployees that see the value in their work.
For example, if employees with small children can takecommunication with our employees, knowing that we will
never stop on a "completed form".
In addition to work-style reforms, we also try to see thingsfrom various other viewpoints, promoting diversity, enhancing

advantage of teleworking to choose where and when towork, we are confident that it will be beneficial not only forability development systems to help employees grow, healthmanagement to support mental and physical health, safety

them, but for their families and the company as well.

management so that employees can work with peace ofmind, etc.

In order to realize a variety of work styles, we have been improving thework environment in terms of hardware, such as through the “Introductionof a telework system”, “establishment of satellite offices”, “four-day
workweeks”, and “implementation of ABW” (Refer to the Topics below for
information on ABW). Flexible working styles that take advantage of thisenvironment are steadily spreading throughout the company. In FY2019, as
an approach toward changing mindsets so that the various environments
we have been developing are taken for granted and used, we conducted a“work-style reform questionnaire” targeting approximately 2,000 employees,
and are now identifying issues and considering new measures.
Since FY2020, we have been working to change the way in which work is
traditionally carried out, reducing fixed working hours by 30 minutes, granting
annual paid leave by the hour, raising the limit on accumulated leave, andrelaxing conditions for leave.
The aim of these reforms is to create opportunities for input outside of work,
allowing each employee to grow as an individual by utilizing the newly
created time, and in turn, growing the company by multiplying that growth.

In addition, as a system for enabling a diverse range of human resources
to play an active role in business, we are improving the working conditions
for employees who are 60 or older in order to create more opportunities forsenior human resources, who will be the volume generation in our company
in the future. Specifically, we plan to gradually implement this improvement
over the next three years starting in FY2021. One issue for our company isa shortage of supervising engineers, and so we are addressing this withregard to the above-mentioned improved working conditions for those 60 andolder. We are raising the pay scale for field supervisors above a certain level
without requiring any additional steps, introducing a “super field supervisor
system” as a measure to secure excellent human resources, and have begun
taking efforts to prepare exceptional field supervisors for General Managerlevel working conditions.

■ Review of the working conditions for

those aged 60 and older
Phased working condition improvement period
At the age of 60
（%）

100

■ Review of working hours and leaves/holidays

Current standard

New standard

Currently

After review

60

Scheduledworking hours

7 hours 45 minutes/day(9:00 to 17:30)

7 hours 15 minutes/day(9:00 to 17:00)

40

Accumulatedleave

Cap: 35 days

Cap: 100 days
Relaxation of acquisition
requirements

New standard

New standard

100%

100%

80

Item

TopicsMETAWATER Group’s ESG

Reforming work styles and creating opportunities
for a diverse range of human resources

60%

70%

80%

20
0

Before reaching mandatory
retirement age

2020

2021

2022

2023

(Year)ABW

ABW (Activity-Based Working) is a system for improving performance by selecting a work place
according to the work content and purpose.
Our company’s Western Japan office, for example, has created an environment where each employee
can choose the most appropriate location to work, such as a cafe-like “communication area” where itis easy to communicate and a “concentration area” which facilitates focusing on work.
Bird’s eye view of METAWATER’s Western Japan office (CG image)*We use the term "life-work balance" based on the belief that having a fulfilling life leads to better work performance.

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

We promote diversity based on the belief that the abilities of various employees with diverse personalities will lead to thegrowth of the Group. In addition to expanding the system to accommodate a variety of human resources, we are implementing

In accordance with the HR philosophy of "supporting personnel who desire to develop themselves, providing them with
opportunities to develop competency", we are creating a culture of self-learning, building an environment that respects
employee individuality and allows them to effectively develop their abilities and potential autonomously.

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

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

Nomination Optional

Officer training

Ability Development Committee

Presentation of overseas companies

Round-table discussion on women’s health and careers
Common Training Promotion WG

International Staff Development WG

Procurement WG

Sales WG

PPP WG

Service WGConstruction & FE WG

Development WG

New employee
training

Technology & Design WG

Newemployees

Various courses based on specialty

Follow-up
training(2 to 3 years withthe company)

Implementation at each workplace /dispatch to external seminars

Junior employees

Individual WGs ofAbility Development Committee

Mid- to
BP/SP Promotional
senior- leveltraining

Elective training

Manager training
Promotional training

Internal/external group training /correspondence course

General General Manager
Managers
training
Managers

Specialized
Workplace By specialty
by job type

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 at overseas sites (national staff).
We also hold sessions to deepen mutual understanding among overseas Group
companies in order to promote overseas business activities. We introduce thebusiness activities and the culture of each country, fostering a sense of solidarity
as a group. In addition, members of the International Staff Development WG fromJapan participate in the program and use it as an opportunity to improve language
skills and gain an understanding of other cultures.

METAWATER Group’s ESG

Ability development system diagram

Aiming to be a company where various human resources canplay an active role in operations

In this era of 100-year lifespans, physical and mental health management is essential tomaintaining a rich and fulfilling public and private life.
Therefore, we held a round-table discussion with health management center nurses
to learn about women-specific health, symptoms and how to deal with issues, and thepoints of self-care.
In addition, through dialogue between participants in the form of round-table discussions,participants gained tips for women on how to enjoy livelier and more active work.

Round-table discussion on women’s health and careers

Acquisition of “Eruboshi”
Follow-up training for mid-career employees

Company-wide specialized education website

To ensure that mid-career employees firmly take root, we help them confirm
and understand workplace conditions (individual counseling) and conduct
compliance-related education necessary for our company employees (internal
control, human rights awareness, information security, etc.).
Individual counseling helps with mental care for mid-career employees,
who can be prone to stress due to environmental changes.

In 2018, we established the “company-wide specialized education
website”, a compilation of educational materials for all occupationsin the METAWATER Group. All the Group employees now have easy
access to specialized educational materials for each occupation thatwere not centrally managed before, and basic educational materials
that are useful to know.
By “aggregating” and “visualizing” the educational materials on thissite, we plan to enhance its functionality as a “web library”■ Example follow-up training curriculum for mid-career employees
Content

Orientation

Individuals
Secretariat

Mental health courses and individual counselingCounselor

CSR Course II (Antimonopoly Act, National Public Service Ethics Act,
Unfair Competition Prevention Act, Anti-gang Act, Political Funds Control Act)

Compliance Course I (Human Rights Awareness)
Compliance Course II (Act on the Protection of Personal
Information, Information Security)

Basics of our accounting system

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

Secretariat

Breaking the ice

CSR Course I (Internal Control, Social Contribution, ESG)

“Eruboshi (Grade 3)”

Instructor

Self-introduction

Outline of employee invention regulations

In March 2020, the company was recognized as a “Grade 3 Eruboshi company” under
the Minister of Health, Labour and Welfare’s certification system, which is given tocompanies undertaking outstanding efforts to promote women’s participation.
We will continue to work on increasing the ratio of women in the company,raising employee awareness, and improving the working environment to create anenvironment where female employees can further play an active role.

Intellectual Property
Department
CSR Promotion
Department
Legal Department
Personnel and Labor
Department
IT Planning
Department
Financial Planning Office

Front page of the “company-wide specialized education website”

Another initiative for promoting diversity is to create an environment where people
with disabilities can play an active role in the company. Employees with disabilities
are engaged in a wide range of activities, taking up responsibility for various tasks innumerous departments. Every morning, instructors (vocational life instructors for persons
with disabilities) check the health of each member at the morning meeting and during
exercise periods, deciding upon their work assignments for the day by taking theircondition 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
Creating business cards for employees; sorting, collecting, anddistributing internal mail; preparing meeting and training rooms;
lending out projectors and other equipment; managing and sendingout company-wide catalogs; etc.

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

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Safety and hygiene initiatives

We believe that people are our greatest asset, and as such the METAWATER Group has established various support systems forthe mental and physical health of employees and their families. It is our belief that promoting the good health of each employee

The METAWATER Group has established a basic policy for health and safety management. Based on the philosophy, “No one
will get injured or injure others”, our focus is on creating a safe work environment that protects our employees from work-

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

related accidents, illnesses, and traffic accidents.

Health management system

Establishment of local safety and health rules and online guideline education

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.

METAWATER has established “local occupational safety and health guidelines” to be
used as a guide for safety and health rules for local construction and work. Our safety
and health rules are based on the Safety and Health Act, and are compiled into a single
volume that is revised annually in response to legal revisions, etc.
Beginning this fiscal year, we are promoting the online publication of the “guideline
education”, which explains the content of this document. By creating an environment
in which employees can take the necessary courses regardless of time or place inaccordance with a variety of working styles, we aim to ensure the dissemination andsharing of safety and health rules.

Improving health awarenessWith the declining birthrate, aging population, and a shortage of labor, it is becoming
more common throughout the world to continue working regardless of age if there
is an opportunity to play an active role, and health management from an early age
is becoming more important than ever. As such, proper health management from anearly age is becoming more important than ever. METAWATER carries out "healthcare activities" and gives "health advice" with the aim of ensuring that employees
can continue to work healthily and enthusiastically. "Health-care activities" include
various events tailored to employees' occupation, age, physical condition, etc., suchas exercise or meal seminars that can be incorporated into everyday life and healtheducation for specific age groups. In FY2018, approximately 700 people participatedin these activities. Additionally, health management staff travel around the country,
talking one-on-one with employees and giving health advice.

Booklet(A5 size, 313 pages)

When selecting a subject online,
contents are explained via voice
and animation

Implementation of special education on full harness-type fall-arrest system

Giving health advice through personal interviews

Mental health careIIn order to prevent mental health issues from arising, we have e-learning classes such as “line care education” for employees in management
positions and “self-care education” for all employees.
Our work-style reforms also include working to reduce commuting stress and improve “life-work balance”. We will continue to promote various mental
health care initiatives in conjunction with our work-style reforms.

The Order for Enforcement of Industrial Safety and Health Act was revised and enacted in
February 2019, and the name and structural standard of the conventional safety belt waschanged to a “fall-arrest system”. In addition, workers who use full harness-type fall-arrest
systems are required to take special education.
METAWATER also started offering special education for use of full harness-type fallarrest systems for its employees in FY2019. From April to July 2019, a total of 10 seminars
were held at each site, and a total of 214 employees participated. In the practical training
curriculum, participants wore an actual full harness-type fall-arrest system, experienced
hanging and self-rescue, and learned how to properly wear the device, the correct postureand feeling of hanging, and about the need for immediate rescue.
Through this education, we are promoting the proper use of fall-arrest systems and thoroughimplementation of measures to prevent accidents, especially regarding falls and slipping,which account for the largest number of casualties in the construction industry (around 40%).

METAWATER Group’s ESG

Initiatives for promoting better healthAcademic education

Practical training

Training for construction supervisors

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It is necessary for local supervisors of subcontractors engaged in local construction workfor our company to have a wide-ranging understanding of the contents of safety-related
documents and construction manuals. Since FY2018, METAWATER has held training forconstruction supervisors, which, in principal, applies to all local supervisors*, and provides
them with training to learn the above contents and education on local occupational safety andhealth guidelines.This training was traditionally only required for some subcontractors, but wehave turned it into a new program which now applies to all our construction subcontractors.
The aim is to ensure that those working in the field can do so safely and comfortably.
This course focuses on education regarding local occupational safety and health guidelines,
explaining in detail the content of the guidelines, items pointed out in disaster case studies
and during patrols, and details from a legal standpoint.
The local supervisors of relevant construction work must attend the course and are issued
a certificate of completion after finishing.
In FY2019, these seminars were held six times, with 219 participants from 57 companies.
We will continue to work to establish and further enhance this course.

Seminar for subcontractor construction supervisors*Target requirements: Local supervisors for work requiring the appointment of a chief engineer as stipulated by theConstruction Business Act

Examination at the end of the course

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Quality 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 leavecustomers further fulfilled.
Preventing accidents is the most important issue in maintaining quality. Plant risk assessment
education is one of the activities that the Group carries out to achieve this.

Goals
●
●

Zero serious accidents
Continual quality
improvement

Preventing equipment accidents through plant risk assessment education

Promotion of transparent procurement– 107 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 FY2019 was 107.

Business negotiations■

Operation processes for plant construction
Basic design

Detailed design

PRA

PRA

Procurement

Enhancing paperless operations through EDI*
Production

Inspection

Field adjustment
PRA

In order to avoid a worst-case scenario, we conduct PRA case study education for service
department personnel regarding critical facilities that have a significant impact on the
lives of the general public.
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 havea chance to speak with. In addition to gaining an understanding of the necessity of
preventing equipment accidents and discovering that risks and countermeasures areperceived differently by various groups, it is also an opportunity for attendees to takenotice of what skills and knowledge they are lacking through group discussions. As aresult, equipment accidents in target departments have been reduced.
As one measure to prevent a facility accident from becoming more serious, in FY2019 we
provided education on plant “correlation (prediction) monitoring”, which leads to early
detection of such accidents.
We will continue these educational activities in order to maintain and improve quality incooperation with related departments.

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 theenvironment. Introduction of EDI began with development-related and in-house equipment orders, and as of FY2019 approximately 52% 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. Like us, oursuppliers 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 ourenvironmental burden.

METAWATER Group’s ESG

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.

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

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

Promotion of green procurement
PRA education

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 FY2019, the green procurement rate for these items reached approximately 95%. We will continue efforts to improve thegreen procurement rate throughout the entire company.

Legal compliance
Comments from PRA education participants
・It was a good opportunity to understand the systems behind how water treatment plants work.

We actively promote participation in social insurance for construction work, etc. Enrollment in 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.and more.

・Expanding education so that we can grasp when there is a sense of unease with the plant, such as with correlation warnings*, is a good thing.
・I’ll do my best not to cause an accident that could be used as a case study to teach future generations.
・I want to learn from my seniors what actions are important in preventing accidents.
・I will make sure that no facility accidents occur.
*Correlation warning: Correlation means the intimate association of two or more things.
	In a water treatment plant, numerous things are correlated, including the relationship between flow rate and water level,such as “The water level drops when water flows out of a tank”.
A “correlation warning” is issued when it is found that such a correlation is in an unusual state.

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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.

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Social contribution
The METAWATER Group handles "water", anatural resource indispensable for life. As

Support for disaster recovery and restoration

METAWATER's policy on social contribution activities

a water and environmental infrastructurecompany, protecting the water cycle is our
mission. We are promoting social contribution

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

activities so that people from all walks of life
can gain an understanding of the importanceof water and the environment.

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.
●

Forest conservation activities to protect green dams
(water source reforestation)

The METAWATER Group participates in forest conservation activities at six locations
throughout Japan, primarily in Okutama, Tokyo.
For example, 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.

72 cleanup activities in 28 municipalities nationwide

The Group holds cleanup and beautification activities around each of ouroffices and local areas, either monthly or several times throughout the year. In
FY2019, we carried out 72 cleanup activities at 28 locations throughout Japan.
FY2019 cleanup areas

Education / Public education■■ 

Contribution to local community

Donation of funds to Iwaki City, Fukushima Prefecture

The Group sends employees to schools and events to teach children who will lead the next generation about water recirculation andenvironmental conservation through the knowledge and technologies related to our core businesses of water and the environment.

Environment preservation■

In November 2019, we made donations to Miyagi Prefecture, Fukushima Prefecture, Iwaki
City (Fukushima Prefecture), and Nagano Prefecture, which were damaged by Typhoon
No. 19 in October 2019.

Okutama forest

International support / relationships
President Nakamura gives a lecture tointernational students from various countries■ 

Hands-on classes held at world heritage forest

Holding “METAWATER Children’s Water
Classes” at nursery schools■ 

Shirakami-Sanchi (Fujisato, Yamamoto, Akita Prefecture) is a primeval
forest rich in nature, and is registered as a World Natural Heritage Site.
In this forest, every year, we hold an on-site class for elementary school
students, called “Adventures Around the Waters of Shirakami”.
Children enjoyed themselves in the adventure through the local forest whilelearning about water source forests. For lunch they enjoyed nagashi somen
using spring water from Shirakami-Sanchi. At the “Shirakami-Sanchi World
Heritage Conservation Center (Fujisatokan)”, after an explanation on water
recirculation using a model, children made sand filtration systems using aplastic bottle and conducted filtration experiments. Filtration experiments
were also demonstrated using a ceramic membrane from our company.
At the end of the session, the children submitted their impressions and areport. The hands-on lesson was an excellent opportunity to learn about
the role of forests and water while interacting with nature.

At “Hiyori Nursery School” (Kirishima City) and “Solanomachi Hoikuen”(Kagoshima City) in Kagoshima Prefecture, for the first time, we wereinvited to hold classes for nursery school children (3 to 5 years old).
The children were delighted by the appearance of our corporatecharacters “Mae-chan” and “Tah-kun”! In the classes, we talked about
how water is usually used by showing picture cards, and the children
conducted a sand filtration experiment. The children themselves
cooperated with each other to make the sand filtration system for theexperiment by putting sand in plastic bottles. Water mixed with volcanic
ash from Sakurajima in the garden was filtered through the system,and the children’s eyes lit up when clean water came out. It was agood opportunity for both the children and teachers to learn about theimportance of water and how to clean it.

Learning about water source forests while venturing into Shirakami-Sanchi

The children are overjoyed by Mae-chan and Tah-kun’s appearance!

Lecture on water recirculation at the “Shirakami-Sanchi World
Heritage Conservation Center (Fujisatokan)”

A group of three packing sand into a filter

METAWATER Group’s ESG

We act with the aim of contributing to society
and the global environment through bothbusiness and social contribution activities
through the lens of water and the environment.

Donation of support funds for damage caused by
Typhoon No. 19 in 2019

■ 

In August 2019, we co-sponsored “Water and Earth”, a summer seminarfor international students hosted by the National Graduate Institute for
Policy Studies. During the session, President Nakamura gave a lecture
on water infrastructure.

Summer seminar for international students■

Blood donations at two business sites

At the Head Office and Nagoya Branch, the Japanese Red Cross Society
brought a blood donation vehicle and 84 employees participated inblood donation activities.

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