Value Creation Example:
“Providing Opportunities to Aspire to Achieve”

Rei Koizumi

WILLOF CONSTRUCTION, Inc.
Career Development Dept., Engineering HQ
Joined 2021 as a new university graduate

The Opportunity I Reached Out and Grabbed for Myself
This is the Wholly Unique Value of the WILL GROUP

Joining WILL GROUP, Where You Can Shape Your Own Career, to Change the Image of the Construction Industry

In 2021, I joined WILL GROUP's WILLOF CONSTRUCTION, Inc. (hereinafter “WILLOF”) as a new university graduate. After working for about a year and a half on construction sites, I transitioned to my current position in September 2022 through WILLOF's career change program. Today, I am primarily responsible for training programs for mid-career hires.

I first became interested in the construction industry through a class I took in high school. My school offered specialized courses in addition to general education, and I majored in engineering. Every day, I wore coveralls, operated a lathe, welded, and discovered the joy of craftsmanship.

In university, I explored other aspects of my potential by studying in the Psychology Department. However, by my third year, as I began job hunting, I realized I wanted to pursue the art of making, something I had always enjoyed. While my classmates chose fields like IT, beauty, and design, when I told them I was interested in the construction industry, they would ask, “Why construction? But you’re a woman—won’t that be a problem?” To me, it always seemed strange to hear this. “I want to change the image of the industry,” I thought, and that’s why I decided to pursue a career in construction.

I chose to join WILLOF rather than a construction company because I believed it better aligned with my long-term career goals. I recognized that in order to transform the perception of the construction industry, it was essential to first gain hands-on experience at the front lines, and eventually step into a role that communicates the industry’s value to a broader audience. During my hiring interview, the President of WILLOF shared the company’s initiative to design a career change program. This vision, combined with the opportunity to shape my career and foster personal growth, convinced me that WILLOF was the ideal place to realize my professional aspirations.

Eliminating Worries About Being Female and Lacking Experience
The Company's Generous Double Follow-up System

After joining WILLOF, I began as a technical employee at a construction site managed by a building contractor, focusing on wooden residential housing for three months. Following that, I spent a year and three months at sites constructing reinforced concrete apartment buildings and a metropolitan high school. My initial assignment also served as an opportunity to evaluate what was necessary for women to thrive in construction management roles. My success at the site demonstrated that women can excel in these positions, which contributed to the company’s decision to hire more women for similar roles. My subsequent assignment was thoughtfully chosen for its proximity to my family home, reflecting the company’s commitment to supporting new employees in maintaining a sustainable work-life balance.

The construction industry is often perceived as a male-dominated field, making it challenging for women to thrive. However, my experience at work sites revealed a different reality. While men were the majority, the culture was not strictly male-oriented. In fact, the limited presence of women often resulted in my colleagues valuing my contributions, such as meticulous observations and uniquely thoughtful skills.

This industry faces challenges with personnel retention, but two key factors contributed to my ability to stay on board. The first was the strong relationships I built with peers who joined the company at the same time. During our first month at WILLOF, we participated in in-person orientation training together. Around 90% of my peers, like me, had no prior experience in the construction industry and came from non-construction backgrounds. This shared experience reassured me, as it showed I was not alone. We were able to support one another, blending personal and professional interactions to create close bonds . The second major factor was the supportive work environment. At work sites, I could always ask questions when I didn’t understand something, and colleagues proactively offered guidance whenever I seemed uncertain. Beyond the sites, WILLOF employees provided consistent support, which was invaluable for someone like me who entered the industry with no prior experience.

A distinctive aspect of WILLOF is its robust double follow-up system, designed primarily for new technical employees entering the workforce straight from university. An Engineering Department career manager acts as a liaison between work sites and technical employees, offering frontline support. Additionally, the Career Development Department's Retention Team conducts monthly surveys and follows up with employee interviews or phone discussions based on the results. New employees also participate in biannual orientation training sessions alongside peers from the same hiring year. While working as a technical employee, there were moments when the career manager’s support alone wasn’t enough to address my concerns, and in those situations, the Retention Team provided additional assistance. This comprehensive onboarding and support system is one of WILLOF’s greatest strengths, ensuring that employees feel valued and supported as they grow in their roles.

An Environment Where You Can Pursue New Career Challenges While Staying with the Same Company for the Long Term

WILLOF's career change program does not always offer the same types of job opportunities, and the availability of positions can vary. However, by chance, an opening for a training manager role in the Career Development Department aligned with my interests. Seizing the moment, I thought, “It's now or never,” and decided to apply.

One key advantage of this system is that employees can pursue diverse career paths while remaining with the same company. Career aspirations naturally evolve at different stages of life, and while one could change careers by moving to another company, having the option to explore new opportunities within the same organization is invaluable. This system, available to all employees with at least one year of tenure, is actively utilized across the company.

Additionally, WILLOF participates in the WILL GROUP-wide Challenge Application Program, which offers employees opportunities to take on new challenges across group companies, further expanding the scope of career development.

In the Career Development Department, there are two teams: the Retention Team focused on supporting new university graduates, and the Training Team focused on supporting mid-career hires. I am a training manager for the Training Team. Mid-career hires without any industry experience are given orientation training that covers PC skills, business manners, CAD, and basic construction industry knowledge. We explain the nature of job in terms of work operations and construction management that I experienced at construction work sites.

Many mid-career hires at WILLOF also have no industry experience, so I make an effort to simplify technical jargon and alleviate any concerns new employees may have. When I first joined the company, I too underwent new employee orientation training, but to be honest, I only understood about 30% of it. Despite that, I found comfort in hearing familiar terms during the training, and I was able to ask questions on-site to continue my work. As a result, I always reassure new employees, saying, “Don’t worry about it. It will be OK.” I believe my frontline experience has allowed me to understand the basic knowledge that inexperienced new hires need to acquire.

Additionally, many employees are working toward obtaining certifications such as Construction Management Engineer or Construction Management Engineer Assistant. Since these credentials offer a tangible way to enhance one’s career, the Career Development Department actively encourages employees to pursue them.

Genuine Support for Employees’ Career Paths
The Wholly Unique Value Provided by the WILL GROUP

WILLOF's parent company, the WILL GROUP, states in its Medium-Term Management Plan that it seeks to “maximize and optimize career paths that transform workers into experts ” to eliminate hiring mismatches. I have personally utilized the company's career change system to build a future-oriented career path. This environment is a key source of motivation for our employees.

My immediate goal is to create work environments in the construction industry where women can work more comfortably. While there has been progress compared to the past—such as improvements in changing rooms, restrooms, and increased awareness of women's health concerns—there are still areas where the environment remains insufficient. For example, changing rooms are often only partitioned off, many restrooms are shared by both men and women, sanitary bins are not provided, and some women feel uncomfortable using restrooms near male supervisors' offices. Solving these issues is not something I can do alone, so I will work closely with the sales team to drive improvements on-site.

Additionally, I believe my experience can be valuable in recruiting new university graduates. There are opportunities to ease students' concerns before the hiring interviews even begin, and I hope to help them understand the nature of the work they will be involved in.

One of the most attractive aspects of the WILL GROUP is the supportive environment and systems designed to help employees achieve their career goals. The career change system and Challenge Application Program are prime examples of this. The company offers opportunities for individuals to challenge themselves and grow, with supervisors and peers providing encouragement and support. Additionally, there is a structured framework for internal job transfers. On a personal note, I also feel a strong sense of connection with the company president and my supervisors.

Not once since joining the company have I felt dissatisfied with my job. Working on the frontlines was enjoyable, and now, in my role in the Career Development Department, I am able to pursue the work I’ve always wanted to do. I believe this positive experience is a direct result of the WILL GROUP’s genuine commitment to supporting its employees’ careers.