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 engage in efforts to advance diversity and inclusion. 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 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 our 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 regularly hosts meetings attended by all regional Diversity Promotion Representatives, where they share the issues and policies they have experienced/implemented in each region, and generate ideas as to global promotional policies. All 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.
We also include diversity-related questions on our annual employee survey which is conducted globally, so we can be aware of our current circumstances with regard to diversity promotion.
Application of International Standards
In FY 2017, 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 FY 2018, we also became the first Japanese company to pledge our support to the UN’s LGBTI Standards of Conduct, 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.
Female Leadership Development Program
Since FY 2011, Fujitsu and its group companies in Japan have conducted a training program that aims to cultivate personnel for future leadership and managerial positions. This program is meant to support the long-term career development of female employees. Members chosen from each division gather for intensive courses and OJT, focused mainly on teamwork, over the course of approximately six months. Over this time, they develop management skills and learn to think in more career-oriented ways. At the end, each team makes their proposal to the management.
More than 60% of the employees that have gone through this program have been promoted, and it has had a definitive effect on the career development of female employees within the Group.
Career Workshop for Female Employees
In order to further encourage the career development of female employees, Fujitsu and its group companies in Japan provide female employees opportunities to engage in dialogue with multiple role models, Fujitsu managers, and more. This workshop is open mainly to young female employees that are on a leadership track. 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.
Career Development Seminar
Fujitsu and its group companies in Japan host seminars aimed toward a wide range of our female employees, in order to support their career development. Participants in the program attend lectures by in-house and external role models, engage in group discussion, and more in order to cultivate a more challenge-driven mindset, and a mid- to long-term perspective with regard to their career development and sustained growth in their respective companies.
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 messages from female employees around the world and the employees who support their activities, in addition to engaging in various efforts in every 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 (FY2019 events have been cancelled). Even in overseas regions, we are conducting webinars and other events in order to accelerate the transformation of corporate culture.
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.
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.
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 developmental disabilities that are difficult to see. In FY2019, the forum’s theme was “Will the Paralympics change D&I?” Employees with disabilities and able-bodied employees participated in discussions and tried playing para-sports together.
Efforts for the International Day of Persons with Disabilities
On December 3, the International Day of Persons with Disabilities, the Fujitsu Group sets its color theme to purple. We are working in every region to raise awareness of disabilities by sharing various initiatives from each region all over the world. Examples include holding events that promote understanding for people with disabilities and conducting activities—such as Purple Light Up, where we change building color themes—that are aimed at boosting employee awareness.
- Related link : #PurpleLightUp
Special Subsidiaries to Promote the Employment of People with Disabilities
Fujitsu and its group companies in Japan 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.
|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 works to create a corporate culture conducive to the individual growth and expression of all employees, regardless of race or ethnicity. Fujitsu hires global personnel (international students, foreign university students, etc.) by participating in career events for international students both in and out of Japan, hosting our own seminars, accepting foreign university students as interns, and more. As a result, 436 employees with foreign nationality work at Fujitsu as of the end of March 2020.
In 2007, Fujitsu established the Integr8 network, 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/regulations, HR procedures for business trips, visa acquisition procedures, information about food, clothing, and shelter, and more, to help these employees adapt more easily to the Fujitsu work environment and to their lives in Japan. There are also services that allow these employees to ask questions and receive consultation in English. The project has also been expanded to support the international integration of Fujitsu workplaces throughout the world. In order to accomplish this, we provide support for the establishment of global societies within the Fujitsu Group, host workshops to hear from our employees and encourage them to share information, host networking events, and more. Overseas, we are also engaged in initiatives to deepen our understanding of the history of specific ethnicities, and initiatives to provide support for ethnic minorities.
Creating a More LGBT-Friendly Workplace
Fujitsu is working 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 President’s Message addressed to all employees of the Fujitsu Group, announcing our commitment to creating a more LGBT+-friendly workplace and working towards diversity and inclusion within the group. In Japan, we have also worked to expand internal policies such as the provision of congratulatory/condolence money, vacation days, and leaves, to include same-sex partners as well.
Our efforts to raise group-wide awareness include providing training on human rights, distributing leaflets, hosting lectures aimed toward managers, and sending messages through the intranet. In addition, we also host LGBT+Ally Meetings, where employees can engage in discussion with LGBT individuals, in order to expand the network of LGBT allies. In the past, 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 begun naturally to 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, business card holders, and more.
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 had its greatest participation in global pride events to date (Japan events in Tokyo, UK events in London and Birmingham, UK black pride events, bi pride events, transgender pride events, USA events in Dallas and Silicon Valley, Portugal events in Lisbon, and more).
In 2019, the Fujitsu Group brought together the LGBT+ & Ally employee networks in every region globally, and we are working to provide support to our global employee network (Fujitsu Pride).
Furthermore, Fujitsu participates in and sponsors Pride House Tokyo as a Gold Partner. This project, sparked by the Tokyo Olympics and Paralympics, 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.
Support of a Healthy Work-Life Balance
Fujitsu is working to establish a system that allows employees to better balance their work and private life, including such events as childbirth, child care, and long-term care.
Fujitsu has established an Action Plan （*1） in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children, with regard to pregnancy and childbirth. We also provide babysitter subsidies and have in-house childcare facilities in our business offices. Additionally, through our work system, with initiatives like expanded flex time, as well as the implementation and mainstreaming of remote work, we promote a balance between work and childcare/long-term care. Several times a year, we conduct seminars for supervisors of employees who have just returned from parental leave or are currently raising children, with the aim of providing workplace support and constructing networks, in addition to promoting diversity management.
- （*1）Action Plan:
The first Action Plan was implemented in 2005. This current one is the 6th Action Plan (April 1, 2018 – March 31, 2021).
6th Action Plan (96KB) (Japanese content only)
Since FY 2017, we have also hosted the Balancing Work and Long-Term Care seminar for employees involved in long-term care. The seminar provides an opportunity to learn basic knowledge about long-term 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 long-term care.
External Awards / Certifications
See here for a list of the external awards / certifications that Fujitsu has received for its diversity efforts.
FY 2019 Performance
Corporate Culture Reform Initiatives
- Held Companywide Diversity Promotion Forums: 465 participants in FY2019 (Fujitsu and other group companies)
- Offered Unconscious Bias e-Learning class: 48,266 employees completed (Fujitsu and other group companies) *cumulative for FY2018 and FY2019
- Female employee rate: 17.4% / Female executive and manager rate: 6.6% / Newly-appointed female manager rate: 13.3% (Fujitsu)
- Held Female Leadership Development Program: 84 participants in FY2019 (Fujitsu and other group companies)
- Held Female Employee Career Workshop: 100 participants in FY2018 (Fujitsu)
- Held Career Development Seminar (2 times): 334 participants (Fujitsu and other group companies)
- Held events in several countries for nurturing self-esteem: 200 participants (NWE regions)
- Held webinar to provide career support for female employees: 150 participants (NWE regions)
- Held International Women’s Day webinar, together with clients (GDC)
Employment and Support of People with Disabilities
- Rate of employment for people with disabilities: 2.23% (June 2019) (Fujitsu)
- Held Diversity Promotion Forum for employees with disabilities: 114 participants (Fujitsu and other group companies)
- Introduced LiveTalk, a diversity communication tool for hearing-impaired people, company-wide, and for all domestic group companies (Fujitsu and other group companies)
- Held lectures by employees with disabilities at new employee training (Fujitsu)
- Held Integr8 workshop / events: 2 times (Fujitsu)
- Hosted mentoring programs (Fujitsu)
- Black History month (Americas region)
- Support for ethnic minorities (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: 4 times / 324 participants
- Number of Employees Utilizing Pregnancy and/or Childcare Policies, and Reinstatement/Retention Rates of Employees on Parental Leave
(Number of Employees Utilizing Policies) (FY 2019: Fujitsu) (Unit: # of employees)
|# of Users||Men||Women|
|Child Care Leave||541||110||431|
|Family Care Leave||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 (FY 2019: Fujitsu)
|Reinstatement Rate||Retention Rate|
|Family Care Leave||100%||64.7%|