Diversity and Inclusion
WHAT FUJITSU ASPIRES TO BE
Be a responsible business that reflects the diversity of our world and build an inclusive culture where everyone can be completely themselves.
We will celebrate difference and ensure that people can succeed regardless of their personal identity, especially their gender, sexual orientation, gender identity, race, ethnicity, health, disability, and age.
GOALS FOR FY2022
Cultivation of inclusive corporate culture.
- KPI ：
- Fujitsu Group aims to achieve at least Consolidated 69% from 66%(FY2019) / Non-consolidated 63% from 59%(FY2019), in favorable answers to Diversity and Inclusion question of Engagement Survey by FY2022.（*）
- Fujitsu Group aims to achieve at least Consolidated 10% from 8%(FY2019) / Non-consolidated 9% from 6%(FY2019) female leadership by FY2022.（*）
Diversity and 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. These efforts are based on one of our corporate values: “We respect diversity and support individual growth.” Nowadays, diversity refers not only to factors like gender, disability, and nationality, but also to things like work style, communication style, and multi-culturalism, in a variety of different settings and from a variety of different perspectives.
We established the Global D&I Vision & Inclusion Wheel at the Fujitsu Group to reflect this expansion in definition. It acts as a guideline, helping further advance our efforts toward inclusion and diversity within our employees.
This wheel expresses the Fujitsu Group’s overall efforts as they relate to D&I, and also defines what D&I means for the Group. The Global D&I Vision states that our ultimate goal is for each and every employee to be able to express themselves and their individual strengths. The wheel also defines the vision, strategic goals, and focus areas required to realize this goal. We also clarify, through the Inclusion Wheel, that our efforts toward D&I will be wide-ranging, covering a diverse array of factors and fields, while staying rooted in five focus areas.
Diversity Promotion Framework
Here at Fujitsu, we established the Diversity Promotion Office in 2008. The office, which is under the direction of the President and the Diversity Officer, engages in efforts to promote diversity and inclusion in all Group companies.
The office hosts regular meetings, attended by all regional Diversity 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 diversity 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 diversity 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 D&I-related items in their goals.
Initiatives for Fostering Corporate Culture
Companywide Diversity Promotion Forum
In order to foster a corporate culture at Fujitsu where "anyone can play a role in their own way," in FY2008, we launched the Companywide Diversity Promotion Forum, with the aim of getting employees to see diversity and inclusion in a new light and inspiring a new mindset and behavioral change, and have held it once a year since then. In FY2020, we held the forum with the theme, “Transforming Yourself, Transforming Corporate Culture – The Reason for Diversity and Inclusion.”
with a message from the President and a panel discussion by four officers, which was an opportunity for us to think about the importance of diversity and inclusion as a digital transformation (DX) company.
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.
The Fujitsu Group has set goals to increase the percentage 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 female employees from the leader level as candidates for top management, and establishing/implementing individually tailored training programs for these employees alongside their workplace, the management, HR, and the Diversity 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 other tracks as well. These 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.
Career Workshop for Female Employees
Fujitsu and its domestic Group companies host workshops that are primarily for young 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 the workshop is to help eliminate any internalized prejudice as to their manager-level career development, expand their career options, and acquire the broader perspective needed to perform in high-level positions.
International Women’s Day Initiatives
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 share video messages from female employees around the world and the employees who support their activities. 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. Since FY2018, Fujitsu and its domestic Group companies have been hosting lectures by guests from outside Fujitsu, as well as networking events and the like.
Support of the Kanagawa Women’s Activity Support Group
The Kanagawa Women’s Activity Support Group is made up of top male officials from well-known companies, administrative offices, universities, and other organizations that are headquartered (or have a major business office) in Kanagawa Prefecture, and that have been active in their support of women’s career development. Supporting members share relevant initiatives in their own organizations through declarations of conduct, and in doing so, work to create and drive the women’s career development movement in the area. In November 2015, Fujitsu became a supporting company of the group, and delivered a declaration of conduct aimed toward the expansion of the women’s career development movement. At present, we are working to jumpstart their activities, in collaboration with other member companies who support these efforts.
Initiatives in Other Regions
In order to implement gender equality in career paths and become a truly well-balanced DX company, we have conducted mentoring via pairs of female engineer mentees and talented senior engineer mentors. The aim is for mentees to build confidence through regular coaching, seek out their value as individuals, undergo mutual growth and form new networks.
In addition, employee network groups for gender empowerment and gender diversity are highly active.
Employment and Support of People with Disabilities
At Fujitsu, we do not impose restrictions on the types of jobs available to people with disabilities. As such, there are people with disabilities who work in a wide range of jobs, from sales staff to SEs, R&D staff, administrative staff, and more.
During the hiring process, we prepare pamphlets and websites aimed toward job seekers with disabilities. This pamphlet includes employee interviews, as well as information as to our stance on the employment of people with disabilities, and the wide range of jobs available to them. In explaining how we provide an affirming and individually oriented workplace for all, regardless of disability, we hope to relieve them of any anxiety they may have about their employment. We also conduct long-term follow-up on these employees, from training until they become settled in their jobs, to encourage them to stay with us for the long term.
Examples of this include special training programs when they enter the company, and workplace-oriented consultations so that each employee is able to perform to the best of their abilities.
We also created a manual for workplaces, called the Work Style Guideline. It lists the things that employees should consider when working with employees with disabilities, according to each type of disability.
In addition, we introduced a diversity communication tool—FUJITSU Software LiveTalk—as a common service for Fujitsu and its domestic Group companies, in order to support smooth communication and efficient operations which include employees who are hearing-impaired. We are implementing strategic measures such as hiring, accessibility improvements, and employee network activities in other regions, as well, according to the situation of the region and the country.
FUJITSU Software LiveTalk: https://www.fujitsu.com/jp/group/ssl/products/livetalk/
Furthermore, communities of people with disabilities all over the world, on their own initiative, are launching efforts to jumpstart activities for creating better working environments for employees with disabilities.
Disability-Oriented Diversity Promotion Forum
Fujitsu hosts forums that aim to support people with disabilities in the workplace. Every year, the forums are set up to have a variety of themes, such as rational considerations for people with disabilities, lessons for universal design, and para-sports experiences. In FY2020, the forum’s theme was “Understanding Developmental Disabilities in the Workplace." We conducted programs which aimed to create a workplace where everyone can work in a way that makes the most of their strengths, for employees to think about hints for behavior in their daily lives and specific ways to respond.
Initiatives on the International Day of Persons with Disabilities
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, delivered messages from top management, and shared video messages from the internal diversity champions of the disability areas in each region. We are working together with D&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.
Internal Global Collaboration for People with Disabilities
At the Fujitsu Group, representatives from independently managed network groups of employees with disabilities in each region have come together to form a global network (Global Network of Persons with Disabilities), along with the support of executive sponsors, to promote understanding of employees with disabilities and create an inclusive environment on a global scale.
Special Subsidiaries to Promote the Employment of People 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.
Initiatives in Other Regions
In certain regions, employees who promote D&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.
|Year Established||# of People with Disabilities||Main Work Tasks||Business Office(s)|
|Fujitsu FSAS & Sun Ltd.||1995||37||Repair of ATMs, PCs, and printed circuit boards; various tasks for Fujitsu maintenance services||Beppu|
|Fujitsu Harmony Limited||2013||156||Recycling; office environment work; health maintenance work; creation of free gifts; operational support of meetings/events; order/sale of box lunches; support of health check-ups||Kawasaki, Numazu, Shinagawa, Yokohama, Shin-Koyasu, Aomori, Sapporo, Nagano, Sendai, Niigata, Omiya, Okinawa, Makuhari, Kansai, Nasu|
|Fujitsu Social Science Laboratory Limited||2017||14||In-house delivery tasks; office support; maintenance/management of office environment; recycling-related tasks||Kawasaki|
The Fujitsu Group is moving forward with efforts to create a corporate culture which treats people from diverse racial and ethnic backgrounds with respect. Various events are held in each region, such as employee network group activities to understand diverse cultures, events to understand national and regional cultures, activities to provide a deeper understanding of specific ethnic groups, activities to support ethnic minorities, internship and mentoring programs for university students of specific ethnic groups in cooperation with universities and other organizations, English-language movie events, and cooking sessions for various national cuisines.
In addition, at Fujitsu, we hire global personnel, including international students and students from overseas universities, by participating in Japan and career events held in outside Japan targeted at international students, holding in-house seminars, and accepting international students for internships. As a result, at the end of FY2020, there were 475 international employees working at Fujitsu. Fujitsu established the Integr8 network in 2007, which aims to support international employees and allow them to perform to the best of their abilities in the company. Through this project, we have worked to create a working environment that is more comfortable for our global personnel. As part of the project, we offer an intranet that provides explanations as to Japanese rules and regulations, HR procedures for business trips, visa acquisition procedures, information about food, clothing, and shelter, in addition to sharing information via our internal social media and other channels, to help these employees adapt more easily to the Fujitsu work environment and to their lives in Japan. The project has also been expanded to support the international integration of Fujitsu workplaces throughout the world. In order to accomplish this, we have provided support for the establishment of global societies within the Fujitsu Group and hosted workshops to hear from our employees and encourage them to share information, host networking events, and more.
Creating a More LGBT-Friendly Workplace
Fujitsu is moving forward with initiatives to drive deeper understanding of gender and sexual diversity, (such as LGBT+), in order to create a workplace where every employee can feel secure and comfortable and perform to the absolute best of their abilities. In 2016, we released a message from top management, addressed to all employees of the Fujitsu Group, announcing our commitment to creating a more LGBT+-friendly workplace and working to make diversity and inclusion a reality within the group. In Japan, we are also expanding the scope of application of our internal systems, such as congratulatory and condolence payments, vacation days, and leaves of absence, to include same-sex partners as well.
Our efforts to raise awareness across the entire company include providing training on human rights, distributing leaflets, hosting lectures targeted at management, and sending out messages through the intranet. In addition, we also host LGBT+Ally Meetings, where employees can engage in discussions with a diverse range of LGBT individuals, in order to expand the network of LGBT allies. In 2018 and 2019, we have hosted screening events under the theme of LGBT and LGBT allyship (2017: The Case Against 8 / 2018: Kalanchoe). In recent years, participants of these events have started to naturally declare their LGBT allyship in the workplace, by putting stickers in rainbow colors (a symbol of respect for the LGBT community) on their office PCs and business card holders.
In June 2018, Fujitsu became the first company in Japan to announce its support for the UN Standards of Conduct for Business Tackling Discrimination against Lesbian, Gay, Bi, Trans, and Intersex People.
In 2019, Fujitsu Group participated in Pride events held in Tokyo and other cities around the world, including London, Birmingham, Lisbon, Dallas, and Silicon Valley.
Furthermore, Fujitsu participates in and sponsors Pride House Tokyo（*1） as a Gold Partner. Sparked by the Tokyo Olympics and Paralympics, this project aims to go beyond sectors and collaborate with organizations, individuals, and companies to disseminate information related to sexual minorities and build permanent places where young LGBTQ people in the next generation can gather with peace of mind. These initiatives have been highly regarded, and for five straight years, they have received the top "Gold" classification for PRIDE Indicators, according to the volunteer organization work with Pride.
Fujitsu Pride is a movement at the Fujitsu Group where representatives from employee network groups of LGBT+ people and allies from each region come together to collaborate and take action on a global scale with the support of executive sponsors. In 2020, we held the first-ever online "Global Fujitsu Virtual Pride Week," hosted by Fujitsu Pride. Executives and employees from Fujitsu and group companies in Japan and overseas participate, and activities such as virtual parades, webinars, panel discussions, and small group events to discuss LGBT+ issues are conducted.
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 allowing employees to use hourly increments of accumulated leave.
Childbirth and Childcare
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 childcare leave, we also hold seminars for employees who are thinking about their career plans based on taking maternity or childcare 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) (Japanese content only)
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.
FY 2020 Performance
Corporate Culture Reform Initiatives
- Held Companywide Diversity Promotion Forums: 680 participants in FY2020 (Fujitsu and its domestic Group companies)
- Incorporated diversity and inclusion questions into our annual global engagement survey
- Female employee rate: % to be confirmed / Female manager rate: 7.3% / Newly appointed female manager rate: 13.9% (Fujitsu)
- Held Female Employee Career Workshop: 69 participants in FY2018 (Fujitsu)
- International Men's Day Event (Global Delivery)
- Network groups for gender empowerment and diversity (in each region)
- Gender Pay Gap Program (NWE region, Global Delivery)
- Mentoring Program for Female Engineers (Global Delivery)
Employment and Support of People with Disabilities
- Rate of employment for people with disabilities: 2.36% (June 2020) (Fujitsu)
- Held Diversity Promotion Forum for employees with disabilities: 377 participants in FY2020 (Fujitsu and its domestic Group companies)
- Introduced LiveTalk, a diversity communication tool for hearing-impaired people, company-wide, and for all domestic group companies (Fujitsu and its domestic Group companies)
- Held lectures by employees with disabilities at new employee training (Fujitsu)
- Employee network groups for people with disabilities (in each region)
- Roundtables with employees and executives (Americas region)
- Training, promotion of understanding, and development of facility norms and guidelines for accessibility (NWE regions)
- Addressing the workplace environment issues of foreign employees (Fujitsu)
- Black History Month (Americas region, NWE regions)
- Support for ethnic minorities (Oceania region)
- Employee network group activities for understanding diverse cultures (in each region)
- Events for understanding national/regional cultures (Americas region,Global Delivery, NWE regions)
- Activities to gain a deeper understanding of specific ethnic groups (Global Delivery, Americas region)
- Internship and mentoring programs for university students of specific ethnic groups in cooperation with universities and other organizations (Oceania region)
- English-language movie events (Global Delivery）
- Cooking sessions for various national cuisines (Global Delivery)
Creating a More LGBT-Friendly Workplace
- Global Fujitsu Virtual Pride Week 2020 June (Fujitsu Group)
- Employee network groups for LGBT+ employees (in each region)
- LGBT+ History Month (NWE regions)
- Participation in "Business For Marriage Equality," a corporate campaign that calls for marriage equality in Japan (from November 2020)
- Age-themed networking sessions for employees and their families (Oceania region)
Efforts Toward the Support of a Healthy Work-Life Balance (Fujitsu)
- Health advice from public health nurses, speeches by female executives with child-rearing experience, lectures by external speakers, group discussions
- Lectures about the characteristics of child-rearing female employees, lectures on management by external speakers, group discussions
Seminars for balancing work with long-term care: 3 times / 1837 participants
- Number of Employees Utilizing Pregnancy and/or Childcare Policies, and Reinstatement/Retention Rates of Employees on Parental Leave
(Number of Employees Utilizing Policies) (FY2020: Fujitsu) (Unit: # of employees)
|# of Users||Men||Women|
|Child Care Break||541||110||431|
|Family Care Break||12||9||3|
|Reduced Working Hours (Child Care)||883||26||857|
|Reduced Working Hours (Family Care)||13||4||9
Reinstatement/Retention Rates After Parental/Long-Term Care Leave (FY2020: Fujitsu)
|Reinstatement Rate||Retention Rate|
|Family Care Leave||100%||64.7%|