The shared values articulated in the Code of Conduct of theFUJITSU Way are guidelines for each employee to comply with in conducting daily business operations. Prime among them is "We respect human rights," a principle that underpins all our corporate and individual activities and disciplines the actions of every member of the Group.
We have stipulated policies for human rights in employment. We continue to work for equal employment opportunities, respect for human rights, elimination of discrimination, and the prohibition of forced labor and child labor. While we publish these policies on our website, we take every chance for education or enlightenment that will promote understanding and penetration of these policies.
Fujitsu has publicly announced its support for the ten principles of the United Nations Global Compact and will continue to move forward with management that places a high priority on human rights.
With a view to realizing our growth and profits, respect for human rights must be an integral part of our business culture. FUJITSU is committed to creating a culture in which employees respect the dignity and worth of individuals.
To this end, FUJITSU will strive to foster respect for human rights in all the countries and regions where we operate our business while providing an environment that encourages employees to understand and realize importance of human rights.
In the Fujitsu Group, we implement activities to promote human rights awareness through the Human Rights Enlightenment Committee, which is chaired by the board member in charge of human resources. Regional human rights enlightenment committees comprised of regional workplace representatives act as implementation organizations, and group companies have established similar committees.
The head office of the Human Rights Enlightenment Committee regularly check on the status of activities and issues at regional and group company human rights enlightenment committees. Findings are used by Human Rights Enlightenment Committees to summarize activities and set directions for the pursuit of ongoing, systematic enlightenment activities.
In line with the directions set by the Human Rights Enlightenment Committees, individual regions and group companies undertake training and enlightenment activities that are based on common training content for all companies and adjusted for the specific circumstances of the region or group company. Buraku discrimination, harassment, and other problems are taken up in training held for those who have been promoted and other training conducted during the year.
Furthermore, in conjunction with Human Rights Week every December, we work to foster an environment in which everyone can think about and discuss human rights to promote respect for human rights in households and local communities with connections to the Fujitsu Group. Examples of these efforts include the hanging of posters on human rights enlightenment, contests in which employees and their families come up with slogans on human rights enlightenment, and the distribution of human rights enlightenment leaflets.
In an effort to create an environment where each individual employee can work with peace of mind and fully exercise their capabilities, the Fujitsu Group has established internal consultation services to which employees may bring their human rights concerns. These services have been established in each region as well as at our headquarters to make it easy for employees to raise their human rights concerns.
Contact information for human rights consultation services are posted on our intranet and made known to employees via posters and other means, and regular training is held for personnel engaged in the provision of consultation services, so that they can perform their roles appropriately.
The personal information and privacy of employees who make use of the consultation services are protected. This is to enable employees to seek advice on matters like relationships with coworkers, harassment, and troubles and doubts concerning human rights, and ensure the consultation services are able to help improve workplace environments.
Matters brought to the attention of consultation services are reported - with proper precautions to protect personal information and privacy - to Human Rights Enlightenment Committees and regularly communicated to corporate auditors. This is done to monitor use of the consultation services and to use information on the reported matters to prevent recurrences.
The Fujitsu Group, in accord with the FUJITSU Way, employs a process that follows a PDCA cycle and is led by the Human Rights Enlightenment Committee to elevate both awareness of human rights issues and the management level at which they are addressed. In FY 2012, we embarked on the establishment of a human rights due diligence scheme that covers the entirety of our global value chain.
In FY 2012, we also held a stakeholder dialogue to which we invited human rights experts. This dialogue helped relevant personnel achieve a deeper understanding of the United Nations Guiding Principles on Business and Human Rights (the Ruggie Framework) and enabled the emergence of a shared understanding of human rights issues related to our business activities.
In accordance with the ISO26000 standard, we prepared a written survey that we fielded among a total of 117 Group companies inside and outside Japan to check the status of human rights initiatives throughout the Fujitsu Group.
In support of the establishment of the human rights due diligence scheme, measures for promoting greater understanding of human rights, and measures for identifying, and directions to take with regard to, risks throughout the entire value chain are scheduled for development in FY 2013.
The Fujitsu Group has set forth its Guiding Principles of Respect for Human Rights in Employment and stipulated that it will not use forced labor or child labor. In FY 2012, we conducted a written CSR survey based on the ISO26000 standard among our 80 Group companies in Japan and 40 Group companies overseas. Through that survey, we confirmed information on initiatives for the prevention of forced labor and child labor.
We also make our business partners aware of the Fujitsu Procurement Guideline, which includes provisions on the elimination of forced labor and child labor. In FY 2012, we asked our 743 primary suppliers to complete a written survey on the status of CSR initiatives, including steps for the elimination of forced labor and child labor.
Together with our employment policy of not discriminating by age, gender, nationality, or other factors, we offer opportunities for promotion once someone has reached a stage commensurate with general competence and performance. We are also strengthening our multifaceted efforts to increase equality of opportunity, including the introduction of a rehiring system for those who leave Fujitsu to raise children or care for infirm or elderly family members, and the proactive promotion of women employees to management positions.
|FY 2008||FY 2009||FY 2010||FY 2011||FY 2012|
Share this page