Achieving gender equality at Fujitsu
Fujitsu’s purpose is to make the world more sustainable by building trust in society through innovation. We embrace diversity to create different ideas and sources of innovation: and we know that this can only be achieved through having a diverse workforce that brings together different perspectives, backgrounds and experience.
This is the Fujitsu Way.
Gender Pay Gap 2020
Fujitsu’s 2020 median pay gap is 11.6%. This is a reduction of 4 percentage points year-on-year (from 15.6% in April 2019) and a 6.3 percentage point reduction since we first published the gap. We have achieved this through sustained leadership commitment, tangible actions and focus from the whole business.
We know that a key reason for this reduction is the gradual shift in gender balance in Fujitsu – with the proportion of women in higher pay quartiles increasing to 42.7%. The gender pay gap for new starters is 15.1% median and 1.3% mean, demonstrating that we are seeing better gender balance in our recruitment with more women joining the company in roles where they were previously under-represented – areas such as technical, sales and leadership roles. With 38% of our UK country leadership being female, having increased by 15 percentage points in the past 12 months, we have made strong progress.
However, we still have much work to do and our focus remains on continuing to improve the proportion of women in all leadership roles. Today, 17.7% of our senior leadership population is female. This is not enough and we have a big emphasis on identifying and supporting female talent, targeted development programmes and mentoring to help continue to improve this balance.
2020 in numbers
| Salary Quartiles | % Female | % Male |
|---|---|---|
| Upper Quartile (High Earners) | 16.5% | 83.5% |
| Upper Middle Quartile | 22.3% | 77.7% |
| Lower Middle Quartile | 23.3% | 76.7% |
| Lower Quartile (Low Earners) | 28.8% | 71.2% |
