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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.
As detailed guidelines on the Fujitsu Way Code of Conduct for employees, we are uniformly putting the Global Business Standards (GBS) into practice and continuously sharing our philosophy on respect for human rights across the Group worldwide. 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 training 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*1 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 annouced "Fujitsu Group Human Rights Statement" in December, 2014. Please see here for the detail.
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 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.
In FY 2013, we rolled out our "Fujitsu Global Compliance" e-Learning course to all companies. The course takes up the issues of respect for human rights and maintaining a healthy working environment, and was utilized by nearly 100% of employees at Fujitsu and Group companies.
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 awareness, contests in which employees and their families come up with slogans on human rights awareness, and the distribution of human rights promotion 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, 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.
The Fujitsu Group, in accord with the FUJITSU Way, employs a process that follows a PDCA cycle and is led by the Human Rights Promotion Committee to elevate both awareness of human rights issues and the management level at which they are addressed. Since FY 2012, we have been establishing a human rights due diligence scheme that covers the entirety of our global value chain and closely assesses the importance of human rights in our business.
In FY 2013, we conducted a review of our documents and work tasks regarding human rights at Fujitsu, and considered issues and future policy measures. We also held a stakeholder dialogue to achieve a deeper understanding and wider awareness of global standards, including the United Nations Guiding Principles on Business and Human Rights (the Ruggie Framework). The dialogue was viewed at each of our business sites via our intranet.
We also prepared a written survey, in accordance with the ISO26000 standard, that we fielded among a total of 122 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, we will pursue efforts in FY 2014 that include formulating a global policy and promoting measures for greater understanding of human rights.
The Fujitsu Group has stipulated that it will not use forced labor or child labor. In FY 2013, we conducted a written CSR survey based on the ISO26000 standard among our 122 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 2013, we asked our approximately 600 primary suppliers to complete a written survey on the status of CSR initiatives, including steps for the elimination of forced labor and child labor.
In its hiring processes, Fujitsu 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.
|FY 2008||FY 2009||FY 2010||FY 2011||FY 2012|
*2 Fixed term employees (part-time, contracted, temporary, etc.)
|30 - 49||14,113||2,491||16,604|
|50 and over||5,280||604||5,884|
*Full details not for disclosure
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