Diversity, Equity & 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.

In 2022, we revamped the Global DE&I Vision & Inclusion Wheel to create an equitable and more inclusive culture where has a greater feeling of belonging and can be completely themselves. Equity, as expressed in this vision, is intended to recognize and respond to the fact that all people are in different circumstances and will require a variety of resources and opportunities depending on their circumstances, as opposed to equality, which provides the same things equally to everyone. Through this more inclusive and holistic approach to DE&I, we aim to achieve a sustainable society, looking at the positive impact Fujitsu’s technologies and solutions have on society.

Global DE&I Vision & Inclusion Wheel

Promotion Framework for DE&I

The Sustainability Management Committee, chaired by the President and CEO, meets twice yearly to review progress in DE&I activities and DE&I target achievements, and to discuss proposals for new activities. The results are reported to the Executive Management Council and the Board of Directors. For Fujitsu, the materiality of Human Capital in terms of DE&I serves as a foundation for our sustainable development, and the Chief Human Resource Officer is charged with this responsibility.

As a forum for considering specific measures, we hold regular meetings that include DE&I promoters from all regions. Led by DE&I for Global Responsible Business (GRB), participants share the issues and measures taken in their own regions and also plan globally coordinated promotion measures.

Additionally, we carry out an annual engagement survey that includes questions related to DE&I in order to grasp the overall situation and confirm the progress of initiatives from employee opinions.

In terms of systems, we have established measures to more proactively promote diversity leadership and inclusion based on our organizational commitment, such as training programs to expand the pipeline for the promotion of women executives and the inclusion of DE&I items as non-financial indicators in the evaluation of our organizational heads.

Initiatives for Fostering Corporate Culture

In addition to employees in each region sharing their DE&I experiences and insights via internal media, the Europe region also hosted a neurodiversity workshop in conjunction with Inclusion Week and the International Day of Persons with Disabilities. Each region is actively working to instill DE&I corporate culture.

Endorsement of International Standards and Initiative Participation

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.
We are also a member of G20 EMPOWER, a private sector alliance to increase and empower women in key roles in the economy and business, as well as the 30% Club Japan, which aims to achieve a healthy gender balance in corporate decision-making bodies.

Gender

In honor of International Women’s Day, March 8 of each year, Fujitsu sends out messages from top management and through social media. We are also accelerating our corporate culture transformation through various events such as webinars in each region while also creating a sense of unity and belonging within the Group through the use of the color green which is the Fujitsu Group’s theme color for gender.
In fiscal 2023, in conjunction with our “Thanks Project,” an in-house initiative aimed at making the act communicating gratitude to others an established part of our culture amid the current changes in work styles, employees actively communicated their appreciation to each other on the occasion of International Women’s Day.

The Fujitsu Group promotes initiatives with the goal of increasing the ratio of female employees in leadership positions.
At Fujitsu, these efforts involve nominating women employees from the leaders of each department as candidates for top management, and establishing/implementing individually tailored training programs for these employees alongside their workplace, the management, HR, and DE&I promotion teams. 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 all other tracks as well. These expand and act as pipelines to drive female employees to further advancement, and allow us to support the careers of each and every employee.

Fujitsu and its domestic Group companies have developed a program that is primarily for female employees on a leadership track with the goal of further encouraging their career development. It includes a workshop with external lecturers, dialogue with multiple role models, and discussions with senior executives. Our goal with this workshop, for which participation is completely voluntary, is to help eliminate any internalized prejudice as to their manager-level career development, expand their career options, acquire the broader perspective needed to perform in high-level positions, and develop a sense of ownership over their careers.
FY2023 participants: 654 (from Fujitsu and domestic Group companies in Japan)

In the Europe region, we shared information on men’s health and provided talk events in celebration of International Men’s Day on November 19, providing an opportunity to understand and realizing DE&I concerning men. In the Asia Pacific region, Fujitsu Australia and Fujitsu New Zealand formulated their “Gender Equity Strategy 2024-26” with the aim of recruiting more women and a diversity of people.
Because a diverse team that is reflective of society is an innovative one, Fujitsu will continue to improve its gender mix in its operations. With this ambitious goal, we aim to be an employer of choice for women.

The Global Delivery Business Group offers a program called INSPIRE to empower women leaders. The program that aims to expand the network of female employees, enhances diversity and support women leaders through an assessment to identify one's strengths, four leadership development modules, and dialogue with role model leaders within the company, offers a wealth of growth opportunities and global experience.

Health, Disability and Accessibility

Each year on December 3, the International Day of Persons with Disabilities, we use the color purple, which is the Fujitsu Group's theme color for health and disability, to create a sense of unity within the Group and deliver messages from top management. In each regions, DE&I promotion teams and employee network groups work together to raise awareness of disabilities by holding events such as webinars and roundtables to promote understanding of persons with disabilities, and also conduct various initiatives aimed at boosting employee awareness about disabilities.
In Japan, we held a webinar on neurodiversity was held and broadcast it to our operation bases across the country.

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 create a workplace where each individual can thrive while taking into consideration the characteristics of their disability.

The Fujitsu Group strives for communication that is open and accessible to all people with diverse characteristics.
Related departments collaborate to achieve accessibility across brand communications, product services, and work environments.

The new corporate brand applies a diversity-conscious design and emphasizes accessibility by developing a unique corporate font that is easy to read.

• A global design award for corporate rebranding: Determination to transform into an SX company with a new Brand Identity

In 2024, we will roll out e-learning content to deepen companywide understanding of accessibility, sharing a mindset that each and every employee belongs to a digital transformation company contributing to the development of a digital society in which no one is left behind.

Culture and Ethnicity

The Fujitsu Group is moving forward with efforts to create a corporate culture which respects people from diverse and ethnic culture. Each region is launching activities such as employee network group activities to understand diverse cultures and ethnic groups, events to understand national and regional cultures, activities to provide a deeper understanding of specific ethnic groups, and activities to support ethnic minorities.
The Black Employee Inclusion Network Group (BEING) in the Americas region invited experts in the fields of medicine, engineering and technology, and technology entrepreneurs to hold a panel discussion on the relationship between Historically Black Colleges and Universities (HBCUs) and STEM, with the aim of encouraging employees to learn about and deepen their understanding of black people.
In the Asia Pacific region, Fujitsu Australia established an Indigenous-operated digital service center in Cherbourg, Australia (First Nations Service Centre), employing eight people and helping them develop their careers through training and support.
In Japan, to help international employees integrate into Fujitsu’s work environment and life in Japan, we have implemented a mentoring program, promoting the use of both Japanese and English for internal information and information sharing through our intranet site and internal social media. The English Club, an employees’ network group in which employees communicate in English, has developed into a lively exchange activity with participants from other regions joining its online activities, adding vitality to cross-cultural understanding.

Members of the First Nations Service Center supporting the digital transformation of indigenous peoples

Americas region Black Employee Inclusion Network Group (BEING) logo

LGBTI+

Intergenerational Initiatives

Support for Balancing with Childcare / Nursing Care Responsibilities

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 nursing care by further enhancing our work systems, such as expanding "flex time" work setups without core work hours and increasing the number of days men can take our unique parental leave.

Fujitsu has established an Action Plan (*3) 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 child care leave, we also hold seminars for employees who are thinking about their career plans based on taking maternity or child care leave in the future, employees whose partners are about to have a baby, and supervisors, to fully support employees in balancing work and childcare.

• Number of employees using the childcare/nursing care system and return-to-work and retention rates after childcare/nursing care leave (Fujitsu)

• (*3)
  Action Plan:
  The first Action Plan was implemented in 2005. This current one is the 8th Action Plan (April 1, 2024 – March 31, 2027).

We provide opportunities 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. We also make available a handbook which compiles information with knowledge and behavior to keep in mind for each stage of 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.