All About You

Fujitsu aims to build an inclusive culture that promotes gender equity and empowers everyone to harness their strengths so we can collectively achieve our global purpose.

Achievements

• Completed a pay equity review to effectively remove the 3% gender pay gap and made commitments to undertake a pay equity review annually.
• Started to capture gender identity information to include gender diverse and non-binary employees.
• Promoted and hired more women in leadership roles.
• Started partnerships to help expand the pipeline of female IT talent tomorrow by investing in attracting more young females to science, technology, engineering and mathematics (STEM).

Fujitsu’s inter-generational pillar promotes and nurtures connected relationships across multi generations.

Achievements

• Developing the next generation of talent with a multi award winning graduate program.
• Implemented a Shadow Board to further develop and retain young talent at Fujitsu.
• Implemented a ‘casual dress code’ policy.

The success of our organisation depends upon attracting and retaining talented people, including those living with disabilities and caregivers of people who have a disability.

Strategic plan

Fujitsu will achieve its vision of being an inclusive employer for people living with a disability by creating an environment that has removed all barriers for people to join and fully participate in our workforce.

As a member of the Australian Network on Disability (AND), Fujitsu is performing an access and inclusion self-assessment to determine areas of improvement. We will work with AND to develop a full accessibility action plan including digital inclusion, for our people and partners in both Australia and New Zealand.

Fujitsu is committed to an inclusive and diverse workplace that reflects society and gives the employees from the LGBTI+ community a voice. If you are a transgender or gender diverse applicant, please see our Frequently Asked Questions.

Achievements

• Named a Gold Employer at the 2022 and 2023 Australian Workplace Equality Index (AWEI) awards, recognising our achievements in LGBTI+ inclusion.
• Certified as a safe and welcoming space for LGBTI+ employees by Rainbow Tick having achieved the highest possible ranking ('Strengthening Practice') across all categories.
• Drove and participated in inaugural Global Fujitsu Pride Week 2020.
• Implemented the Gender Transitioning Policy in 2019. At Fujitsu we have a point of contact available for transgender and gender diverse applicants throughout the application process.

Fujitsu has a proud history of working with veterans and emergency responders, with many ex-service men and women part of the Fujitsu team, and a strong partnership with our community partner, Soldier On. Fujitsu recognises the value of having Reservists & Emergency Responders as part of the organisation. Fujitsu provides each eligible employee with leave entitlements, showcasing an appreciation for their contribution to the community.

In 2022, an internal advisory group for veterans and emergency responders was formed. The group’s aim is for Fujitsu to become an employer of choice for veterans and emergency response volunteers, where they can feel valued and are able contribute to the wider Fujitsu community, as well as the public.

Strategic plan

• Improve the understanding of the contributions veterans and emergency responders have in the community.
• Create an engaging culture for individuals to thrive and feel supported.
• Undertake internal reviews to assess whether internal policies address and accommodate issues veterans and emergency responders may have.

This pillar focuses on three areas: the inclusion of people from culturally and linguistically diverse communities; reconciliation between First Nations people in Australia and other Australians; and the inclusion of Māori and Pacific Peoples.

Achievements

• Over $2.2M spent with First Nation owned businesses in the Fujitsu financial year 2023-24.
• Launched a Cultural and Alternative Leave Policy to allow employees to swap public holidays for days of personal significance to them.
• Strong partnerships for digital inclusion projects with the Bawurra Foundation and Cherbourg Aboriginal Shire Council.
• Māori and Pacific Peoples Inclusion Plan launched.
• Third Reconciliation Action Plan (RAP) launched in 2021.
• Celebrating different cultural events including Lunar New Year and Ramadan.

We want our people to shape their careers and make the most of every opportunity they see. Our employees are encouraged to seek out training and development opportunities and supported in completing professional qualifications and exams. We have supportive portals such as the Career Framework Tools that is designed to support our employees and their managers in having more effective career development conversations by guiding employees in understanding the role specific career pathways that are available to them.

Empower is our online, learning platform, designed to make learning easier, more accessible, and more effective. It provides personalised recommendations that deliver relevant materials aligned with your interests, allowing our people to learn anytime, anywhere. You can access role-based and skill-based learning paths, including videos, books, audiobooks, hands-on practice labs, and coding sandboxes.

All our employees complete the Gallup Strengths assessment, a personal scientific development and leadership tool that helps individuals identify, understand, and maximise their strengths. Through Gallup, we encourage our employees to apply their greatest strengths to their work and day to day life, and work to understand and recognise the unique strengths of their team.

We believe that regular discussions on contribution and impact are essential for our employees to perform and to identify future development needs, that’s why we’ve created CONNECT – Our Global Approach to Driving Performance. Through CONNECT, you will have a minimum of four quarterly CONNECT conversations per year with your manager, driving continuous improvement in three core areas: Impact, Behaviours and Growth. You will be encouraged to discuss the impact of your contributions, define goals that align with the strategic priorities of your business area and confirm your personal development plans.

Fujitsu supports a workplace culture that recognises diversity and strives for inclusivity for all Fujitsu employees. It therefore encourages employees to organise how they work in consultation with their manager to meet their varying needs and responsibilities while ensuring Fujitsu’s customer and business requirements are met.

To further enables our people to work their own way and deliver to our customers and communities, we have a flexible approach to dress. Our people can dress in a way that is appropriate for their work environment and role. All employees are supported to dress in a manner that best reflects their gender identity, including those who are non-binary, trans and gender diverse employees.

Fujitsu offers a state-of-the-art working environment that encourages agile working practices and ensures that staff have access to the technology they need to perform at their best. Our offices include ergonomic desks, meeting rooms with the latest presentation technology, as well as quiet and collaborative spaces to ensure that you have the right environment to work. Additionally, Fujitsu provides support to employees who choose to work from home, recognising that their safety and wellbeing is paramount no matter where their workplace is.

At Fujitsu, our vision is to create a healthy, safe, productive and engaged workplace where our people feel valued and at the heart of everything we do. In achieving our vision, offering services that showcase our commitment to the safety and wellbeing of our employees. In particular, the Employee Assistance Program provides free independent, professional and confidential advice and counselling services to all Fujitsu Employees and their immediate family.