The shared values articulated in the Code of Conduct of the FUJITSU 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.
To promote activities that respect human rights in accordance with the Fujitsu Way Code of Conduct, Fujitsu has created the "Fujitsu Group Human Rights Statement" and the "FUJITSU Guiding Principles of Respect for Human Rights in Employment."
Fujitsu has publicly announced its support for the ten principles of the United Nations Global Compact*1 based on universal principles regarding human rights and rights at work, such as the "Universal Declaration of Human Rights," and the International Labour Organization's (ILO) "Declaration on Fundamental Principles and Rights at Work," and will continue to move forward with management that places a high priority on human rights.
*1 Ten principles of the United Nations Global Compact:
Ten principles in the areas of human rights, labor practices, the environment, and anti-corruption, that corporations should uphold.
Fujitsu announced "Fujitsu Group Human Rights Statement" in December 2014, and aims to promote the following initiatives. The statement has been translated into 21 languages including Japanese and English. Fujitsu aims to disseminate the statement to all group companies.
In the "FUJITSU Guiding Principles of Respect for Human Rights in Employment," Fujitsu is thoroughly committed to providing equal opportunity, respecting human rights in employment practices, eliminating discrimination, and banning forced labor and child labor. These guidelines are posted on the website, and Fujitsu is actively increasing awareness and dissemination through various seminars and other opportunities.
In its hiring processes, the Fujitsu Group does of not discriminate by age, gender, nationality, or other factors, and 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 a rehiring system for those who leave Fujitsu to raise children or care for infirm or elderly family members, and the promotion of women employees to management positions.
In the Fujitsu Group, we implement activities to promote human rights awareness through the Human Rights Promotion Committee, which is chaired by the board member in charge of human resources. Regional human rights promotion committees comprised of regional workplace representatives act as implementation organizations, and group companies have established similar committees.
The head office of the Human Rights Promotion Committee regularly check on the status of activities and issues at regional and group company human rights promotion committees. Findings are used by Human Rights Promotion Committees to summarize activities and set directions for the pursuit of ongoing, systematic education and training. In line with the directions set by the Human Rights Promotion Committees, individual regions and group companies undertake training and education 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.
Findings are used by Human Rights Promotion Committees to summarize activities and set directions for the pursuit of ongoing, systematic education and training. There are training programs that all employees attend when joining the company and upon promotion, as well as other training programs held year-round. At the training programs, various human rights issues are discussed, such as Buraku discrimination and workplace harassment. In FY2014, a total of 16,739 employees attended such group training programs. Additionally, the Fujitsu Group provides an e-learning program for all group employees.
To instill a corporate culture that respects human rights, Fujitsu believes that it is crucial for the top management to understand human rights. Newly appointed officers attend a seminar to study corporate activities based on international human rights standards. In FY2014, 81 officers, including those from group companies, attended the seminar.
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 awareness, contests in which employees and their families come up with slogans on human rights awareness, and the distribution of human rights promotion leaflets to all employees.
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, training sessions, etc., 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, enabling 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 Promotion 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.
To create an environment where everyone can work and exhibit their capabilities to the fullest, Fujitsu has taken measures to increase understanding of sexual minorities (LGBT's *2, etc.).
In FY2014, Fujitsu invited Maki Muraki from the non-profit corporation Nijiiro Diversity to hold a workshop on fundamental knowledge of LGBT for the managers of the human rights promotion division, consultation desk staff, and health promotion division.
Beginning with this initiative, workshops are regularly held at various offices within the company, and Fujitsu will strive to create a workplace where various employees can excel.
General term for L=Lesbian, G=Gay, B=Bisexual, T=Transgender
Through its entire global value chain, the Fujitsu Group examines the impact of its business activities on human rights, and has taken actions to establish Human Rights Due Diligence to prevent and mitigate negative impacts.
In FY2014, the following initiatives were implemented.
In FY2015, through the continued implementation of the above initiatives, Fujitsu aims to strengthen its human rights due diligence implementation system, as well as increase human rights awareness from the management level to ordinary employees.
The Fujitsu Group has stipulated that it will not use forced labor or child labor. In FY 2014, we conducted a written CSR survey based on the ISO26000 standard among our 111 related companies in and outside Japan. 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 2014, we asked our approximately 530 primary suppliers to complete a written survey on the status of CSR initiatives, including steps for the elimination of forced labor and child labor.
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