In addition to creating career development plans aimed at giving young employees in regular positions and non-management roles a competitive edge as fast as possible, we are working on building the foundation for the diverse human resources portfolio that will be required in the future by providing strategic training for young employees through OJT at work, including training programs for both humanities and engineering backgrounds, or the on-site dispatch system.

• Three-party department organization

  

  The JGC Group provides a workplace environment where department managers can focus on creating transformation and vision for their departments, and leading their strategies. This is bolstered by Project Coordination Managers (PCM) who lead members assigned to each project, and Career Development Managers (CDM) who are responsible for human resources development. In particular, CDMs organize various types of meetings with whom applies to the Baysix system, CDP, on-site dispatch system and other programs.

The four EPC-related companies runs various training programs so that employees can acquire the knowledge and skills necessary at all levels and in each role, from new recruits to management. In addition to training in business, communication, and leadership skills, we have also designed and implemented our own training programs at each company. These include role-play training to enhance EPC technical skills, listening skills courses to strengthen one-on-one communication between managers and employees, and Purpose Journey training to instill the Company’s purpose. Furthermore, we have started implementing a long-term, hands-on new business development program to foster and strengthen innovative human resources. We plan to further expand these measures in fiscal 2024, thereby actively supporting the growth of our employees.

The four EPC-related companies has established a number of self-development systems to support employees’ autonomous growth. In addition to our “Qualification acquisition assistance system” and “External course subsidy system,” we offer GLOBIS Unlimited as well as Udemy courses to all employees who wish to take them, thereby supporting their autonomous learning by helping them acquire the skills they need, when they need them. We have also developed JGC University, an e-learning platform that allows employees to acquire specialized knowledge unique to our Group. We are rolling this out not only in Japan but also to overseas Group companies.

JGC Techno College: Supporting the self-directed learning of employees

In addition to systematic educational programs, the four EPC-related companies value a culture in which employees voluntarily learn from each other and the company supports their growth. JGC Techno College (JTC), one of the talent development systems supporting self-development, is a distinctive system of the four EPC-related companies that features a bottom-up approach, with employees taking initiative and learning from one another.
It offers a wide range of advanced content, not only in technology and specialized knowledge, but also in areas that are difficult to acquire through daily work, employee work experiences, and even general education. The aim is to enhance the comprehensive technical skills necessary for job performance, as well as related knowledge essential for business professionals.
The operation of the system is based on voluntary and autonomous learning by employees themselves, and the principle is to provide opportunities to those who are motivated to learn, with the company supporting this through budget allocation and other means. Among these, JTC Seminars are study and research groups that are voluntarily proposed and organized in the form of a “Chairperson Declaration.” To date, a wide variety of seminars have been held, ranging from specialized fields such as offshore project execution to Chinese language courses, agricultural development, and themes focused on enhancing human skills. Recently, a company-wide seminar (JGC CREAITORS) aimed at learning, spreading, and practicing generative AI has been launched, and is actively operating as a community of over 350 members.

Four EPC-Related Companies：
Refers to the four companies that are responsible for or related to the core Total Engineering Business of our Group (JGC Holdings Corporation, JGC Corporation, JGC Japan Corporation, and JGC Corporate Solutions Co., Ltd.). These companies were previously a single entity (the former JGC Corporation) before transitioning to a holding company structure, and since some initiatives are limited to these four companies, this term is used for convenience.

• Close

Recognizing that diversity and fairness are essential for everyone to thrive and work together effectively, the JGC Group has established the Basic Policy for Inclusion and Diversity comprising the following principles, and it is committed to promoting this policy throughout all its entities and activities worldwide:

• Treat one another with respect and value their opinions and experiences including their differences in nationality, race, age, disability, gender, religion.
• Provide fair opportunities for career development and skill development to all employees around the world.
• Cultivate a positive work environment with systems that empower all employees to maximize their potential and vitality.
• Promote the JGC culture of open communication, innovation, collaboration and teamwork by fostering an atmosphere of continuous personal and professional development, where diverse perspectives and experiences are shared with each other.

(Basic Policy for Inclusion & Diversity)

The four EPC-related companies set a goal to double the number of female managers by 2025 compared to 2020 (from 30 to 60), and achieved this goal in July 2025. We will continue to create an environment where female employees can demonstrate leadership, provide career support, and offer further opportunities for skill development and growth.

• *Refers to four EPC-related companies. In addition, our company sets targets in accordance with the definition of “manager/supervisor” under the Labor Standards Act (Act No. 49 of 1947), so the figures listed differ from the definition of “managerial position” under the Act on Promotion of Women’s Participation and Advancement in the Workplace (Act No. 46 of 2015).

The EPC business relies on proven engineering expertise, and we have long recognized the valuable experience of older engineers who have been actively recruited. JGC took the initiative to raise the retirement age to 65 in 2015, enabling senior employees to pass on expertise while bearing project responsibility and continuing to be compensated accordingly.