Diversity, Equity & Inclusion

Policy

Here at the Fujitsu Group, we have engaged in efforts to advance diversity and inclusion (D&I), based on the idea that "We respect fairness and equality, and promote diversity and inclusion," as described in the Purpose Statement of the Fujitsu Way.

In 2022, we revamped the Global DE&I Vision & Inclusion Wheel to create an equitable and more inclusive culture where everyone belongs and can be completely themselves. Equity, as expressed in the new vision, is intended to recognize and respond to the fact that all people are in different circumstances and will require a variety of resources and opportunities depending on their circumstances, as opposed to equality, which provides the same things equally to everyone. Through this more inclusive and holistic approach to DE&I, we aim to achieve a sustainable society, looking not only at our own business, but also at the positive impact our technologies and solutions have on society.

Promotion Framework for DE&I

Here at Fujitsu, we established an office to promote diversity in 2008. The office, which is under the direction of the President and the Diversity Officer, engages in efforts to promote DE&I in all Group companies.

The office hosts regular meetings, attended by all regional DE&I Promotion Representatives, for them to share information on issues and measures in each region and engage in planning for globally coordinated promotion measures. In order to have an awareness of the current state of diversity promotion, we also include questions on DE&I in our annual global engagement survey. In addition, executive sponsors have been appointed to represent supporters in each of the priority areas, and support the promotion measures in each area.

All domestic group companies in Japan are also required to select a diversity promotion manager. These managers promote DE&I in the Group as a whole by sharing information amongst each other during their meetings, strengthening their coordination with Fujitsu, helping standardize policies, and more.

Furthermore, from FY2020, the system will be designed to allow higher-level executives to include DE&I-related items in their goals.

Initiatives for Fostering Corporate Culture

Each region is working to comprehensively promote DE&I, with East Asia holding Human Rights and DE&I Week, Europe (CEE area) holding the intercultural awareness session “Working with Japanese Employees,” and Europe (NWE area) holding Inclusion Week 2022.

In FY2022, the Fujitsu Group created and rolled out video content worldwide to better deal with unconscious bias and improve communication. The content is designed to help employees recognize their own unconscious bias and create inclusive workplaces that embrace diversity through dialogue with case studies by outside lecturers.

Europe and Global Delivery have collaborated on new training to understand unconscious bias and to make inclusion conscious in order to address this bias.

Endorsement of International Standards

In FY2017, the Fujitsu Group issued a CEO Statement of Support for the Women’s Empowerment Principles, which were created by the UN Global Compact and UN Women. In doing so, we pledged our support of the principles. In FY2018, we also became the first Japanese company to pledge our support to the UN’s LGBTI Standards of Conduct for business, and have been proactive overall in our adaptation to global trends in diversity.

Gender Initiatives

The Fujitsu Group has set goals to increase the ratio of female employees in leadership positions, and we are working to promote initiatives to achieve these goals and reform the culture at Fujitsu Group companies.

At Fujitsu, these efforts involve nominating women employees from the leaders of each department as candidates for top management, and establishing/implementing individually tailored training programs for these employees alongside their workplace, the management, HR, and the DE&I Promotion Office. In addition to these kinds of management-track leadership programs, we also conduct workshops and events that allow female employees to reflect and build on their careers in all other tracks as well. These expand and act as pipelines to drive female employees to further advancement, and allow us to support the careers of each and every employee. Strategic measures are being boldly implemented in other regions, as well, according to the situation of the region and the country.

Fujitsu and its domestic Group companies host workshops that are primarily for female employees that are on a leadership track, where awareness-raising by external lecturers, dialogues with multiple role models, and discussions with executive personnel are held, with the goal of further encouraging the career development of female employees. Our goal with this workshop, which is completely voluntary-participation based, is to help eliminate any internalized prejudice as to their manager-level career development, expand their career options, acquire the broader perspective needed to perform in high-level positions, and develop a sense of ownership over their careers.

The Fujitsu Group uses the occasion of International Women’s Day, which falls on March 8 each year, as an opportunity to communicate messages from top management and promote the event outside the company through social media. In addition, we use green, the theme color of gender at the Fujitsu Group, to build a sense of unity and cohesion within the group, while accelerating the transformation of corporate culture by holding various events such as Webinars and lectures in each region. Furthermore, since FY2018, Fujitsu and its domestic Group companies have been hosting lectures and networking events by guests from inside and outside Fujitsu, and other regions have also been implementing events and measures to make this International Women’s Day an important opportunity in the area of gender.
In FY2022, Fujitsu implemented various initiatives in conjunction with its “Thanks Project,” which is aimed at encouraging employees to express their gratitude to each other more than ever amid changing work styles, and to make this a part of the company’s culture.

In the Americas region, the Women’s Innovative Network (WIN) offered a series sharing challenges and successes. East Asia and APAC (ASEAN and India) hosted online coffee table dialogues during Asia Human Rights and DE&I Week. Two guest female leaders offered advice to female employees. Europe and Global Delivery celebrated International Men’s Day on November 19, providing an opportunity to understand DE&I concerning men and achieve it. Europe (NWE area) and Global Delivery are working on a gender pay cap program. Fujitsu Germany hosted a German Girl’s Day event, giving female students the opportunity to experience AI. Global Delivery offers INSPIRE, a learning and mentoring program focused on women leaders.

Initiatives for Health, Disability and Accessibility

On December 3, the International Day of Persons with Disabilities, we used purple, the Fujitsu Group's theme color for health and disability, to create a sense of unity within the Group, and delivered messages from top management. We are working together with DE&I promotion teams and employee network groups in each region to raise awareness of disabilities by holding events such as webinars and roundtables which promote understanding for people with disabilities, as well as conducting various initiatives that are aimed at boosting employee awareness.

The Fujitsu Group has employee network groups of disabilities in each region. With the support of a global execctive sponsors, they are working to promote understanding of disabilities and create an inclusive environment while forming a global network (Global Network of Persons with Disabilities).

At Fujitsu and its domestic Group companies, we have established special subsidiaries in order to provide people with disabilities a wider range of workplaces. These subsidiaries work to cater to the unique needs of each and every individual, and create workplaces where they can thrive.

In certain regions, employees who promote DE&I are providing support for the Human Resources Department and reforming internal regulations and hiring practices, in order to build a workplace that is more inclusive for people with disabilities. Fujitsu has created a system for interviewing people with disabilities about their support needs on a voluntary and confidential basis. By improving the workplace through these initiatives, we will further improve the inclusion of people with disabilities.

The Fujitsu Group strives for communication that is open and accessible to all people with diverse characteristics.
Related departments collaborate to achieve accessibility across brand communications, product services, and work environments.

The new corporate brand applies a diversity-conscious design and emphasizes accessibility by developing a unique corporate font that is easy to read.

• A global design award for corporate rebranding: Determination to transform into an SX company with a new Brand Identity

Fujitsu UK utilized the newly launched “Be Completely You Passport” to enable employees to share the support they need in the workplace and work with employee network groups to ensure that reasonable accommodations continue to be available to them as their duties change. Fujitsu Thailand, Fujitsu Vietnam, Fujitsu Indonesia, and Fujitsu Singapore donated funds and scholarships to support children with disabilities and those who lack access to education, technology, and employment opportunities.

Initiatives for Culture and Ethnicity

The Fujitsu Group is moving forward with efforts to create a corporate culture which treats people from diverse racial and ethnic backgrounds with respect. We are launching activities related to ethnicity and culture on a global scale. Various events are held in each region, such as employee network group activities to understand diverse cultures and ethnic groups, events to understand national and regional cultures, activities to provide a deeper understanding of specific ethnic groups, and activities to support ethnic minorities.
Fujitsu UK voluntarily published the ethnicity pay gap from 2021 to strengthen racial equality. Black Employee Inclusion Network Group (BEING) in the Americas region provided cultural education through Black History Month celebrations and partnerships with non-profit organizations. BEING also obtained funds from the Fujitsu Group’s Strategic Community Investment 2022 program for promoting careers in STEM fields among young people. Fujitsu Australia has established an Indigenous-operated digital service center in Cherbourg, Australia (First Nations Service Centre), employing eight people and helping them develop their careers through training and support. The Fujitsu New Zealand Legal & Compliance Team was selected as a finalist for the D&I Initiative of the Year Award at the New Zealand Law Awards for its Māori and Pacific Peoples Inclusion Plan.

In addition, we, at Fujitsu, hire global personnel, including international students and students from overseas universities, by participating career events and holding in-house seminars for international students in and outside Japan. As a result, we have employed 674 foreign nationals at Fujitsu as of the end of FY2022. To help international employees integrate into Fujitsu’s organizational environment and life in Japan, we have implemented a mentoring program, internal recommendations to promote the use of both Japanese and English for internal information and information sharing through our intranet site and internal social media. The English Club, a voluntary employees’ network group established in Japan in which employees communicate in English, has developed into a lively exchange activity with participants from other regions joining its online activities, adding vitality to cross-cultural understanding.

Members of the First Nations Service Center supporting the digital transformation of indigenous peoples

Americas region Black Employee Inclusion Network Group (BEING) logo

LGBTI+ Initiatives

• (*1)
  Pride House Tokyo : Japanese language
  English language

The Americas region installed restrooms for all genders and celebrated four pride (Policies on LGBTI+) events focusing on transgender people.
Fujitsu America was selected as one of the Best Places to Work for LGBTQ+ Equality 2022. The CEE area of Europe celebrated the International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT), and Fujitsu UK was named one of the top 50 companies in the Stonewall Workplace Equality Index as an equal workplace for LGBTI+ employees.

Initiatives for Inter-generations

The Fujitsu Group strives for a corporate culture where all group ages should feel respected and that they have opportunities to succeed.
As part of this effort, Fujitsu set up a dialogue forum for employees across generations to deepen mutual understanding as they discussed their values and job satisfaction.

The Americas region has a networking group of employees who were in the armed forces. Fujitsu Vietnam encouraged employees who were in the armed forces by donating gifts and donations to wounded and ill veterans. Global Delivery hosted a Webinar for the sandwich generation (the generation that needs to care for older family members and their children). Various other initiatives are also underway in each region.

Support of a Healthy Work-Life Balance

Fujitsu is moving forward with efforts to establish systems that will allow employees to better balance their work and private life, including such events as childbirth, childcare, and long-term care. In addition to introducing and mainstreaming remote work, we are promoting a balance between work and childcare and long-term care by overhauling work systems, such as expanding "flex time" work setups without core work hours, and increasing the number of days men can take our unique parental leave.

Fujitsu has established an Action Plan (*2) in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children. We also provide babysitter subsidies and have in-house childcare facilities in our business offices. Several times a year, we also conduct seminars for employees who have just returned from parental leave, as well as seminars for supervisors of employees who are on parental leave, with the aim of providing workplace support and constructing networks, in addition to promoting diversity management. Furthermore, in addition to support seminars for employees who are about to take maternity or child care leave, we also hold seminars for employees who are thinking about their career plans based on taking maternity or child care leave in the future, employees whose spouses are about to have a baby, and supervisors who have such employees under their supervision, to fully support them in balancing work and childcare.

• (*2)
  Action Plan:
  The first Action Plan was implemented in 2005. This current one is the 7th Action Plan (April 1, 2021 – March 31, 2024).

• 7th Action Plan (61.6KB)

Since FY2017, we have also hosted the Balancing Work and Nursing Care seminar for employees involved in nursing care. The seminar provides an opportunity to learn basic knowledge about nursing care in general, including support policies both inside and outside of the company, the mental/emotional attitude needed, and the preparation that goes into providing nursing care. In addition, in FY2020, we released a handbook which compiles information about knowledge and behavior to keep in mind for each stage of care, as well as the company systems available for use, with the goal of having employees use them to balance work and nursing care. Furthermore, in conjunction with CareNet, Inc., a Fujitsu Group company that offers nursing care services, we launched a Nursing Care Consultation Service, and are aiming to realize employee wellbeing by addressing the nursing care worries of each employee across the entire Fujitsu Group.

External Awards / Certifications

See here for a list of the external awards / certifications that Fujitsu has received for its diversity efforts.