Diversity and Inclusion
Long-term Goal to be achieved by FY2030
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.
Short-term Goal to be achieved by FY2020
Cultivation of inclusive corporate culture.
- KPI ：
- Improve positive responses to D&I related questions in the employee survey.
- Increase the number of women at leadership level.
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, impairment, 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 conduct an annual survey on diversity aimed toward all employees, in order to maintain an awareness of our current circumstances with regard to diversity promotion. The survey, along with other sources of data, revealed four elements that needed to be addressed in our companies in Japan: boss management style, workplace environment, awareness among individual employees, and work-life balance. From these, we derived three focus areas—corporate culture reform, support for individual growth, and work-style reform—that we have prioritized for our efforts.
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.
Support of Female Employees
Our current priority at Fujitsu is to meet the numerical goals we have set to increase the number of female managers in our group companies (20% female employees and 20% newly appointed female managers by 2020), and are currently working to fulfill these goals.
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 Events
The Fujitsu Group engages in various efforts in honor of International Women’s Day, on March 8. On the global scale, we published short interviews with female employees in countries all over the world, on our in-house portal website. In Japan, we engaged in various efforts under the theme, “For the Continued Success of Women,” hosting lectures by successful in-house role models, lectures by industrial physicians as to the medical perspective on health and beauty, as well as networking sessions for female employees.
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 President Tanaka delivered a declaration of conduct aimed toward the expansion of the women’s career development movement. The group now boasts 20 supporting organizations, and is working to vitalize relevant efforts in the area.
Employment and Support of People with Impairment
At Fujitsu, we do not impose restrictions on the types of jobs available to people with impairment. As such, there are people with impairment 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 distribute pamphlets aimed toward job seekers with impairment. This pamphlet includes employee interviews, as well as information as to our stance on the employment of people with impairment, and the wide range of jobs available to them. In explaining how we provide an affirming and individually-oriented workplace for all, regardless of impairment, 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 that are to receive employees with impairment, called the Work Style Guideline. It lists the things that employees should consider when working with employees with impairment, according to each type of impairment.
Impairment-Oriented Diversity Promotion Forum
Fujitsu hosts forums that aim to support people with impairment in the workplace. In FY 2018, the forum was held under the theme of developmental impairment for the very first time. It featured lectures from outside specialists and people with developmental impairment, as well as a workshop using a simulator.
Efforts for the International Day of Persons with Disabilities
The Fujitsu Group aims to go beyond fulfilling legally-mandated quotas, to creating a corporate culture conducive to the individual expression and growth of all employees, regardless of impairment, and have established policies in order to accomplish this goal. On December 3, the International Day of Persons with Disabilities, we send out an internal newsletter in purple, in support of the international Purple Light Up event. On the global scale, we shared a webinar introducing relevant efforts being made in various regions, and in Japan, we held a screening event under the theme of hearing impairment.
Special Subsidiaries to Promote the Employment of People with Impairment
Fujitsu and its group companies in Japan have established special subsidiaries in order to provide people with impairment 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 Impairment||Main Work Tasks||Business Office(s)|
|Fujitsu FSAS Inc.||1955||33||Repair of ATMs, PCs, and printed circuit boards; various tasks for Fujitsu maintenance services||Beppu|
|Fujitsu Harmony Limited||2013||105||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, Shibaura Yokohama, Shin-Koyasu, Aomori, Sapporo, Nagano, Sendai, Niigata, Omiya, Okinawa|
|Fujitsu Social Science Laboratory Limited||2017||12||In-house delivery tasks; office support; maintenance/management of office environment; recycling-related tasks||Kawasaki|
Support of Global Personnel
Fujitsu works to create a corporate culture conducive to the individual growth and expression of all employees, regardless of nationality or ethnicity. We hire 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, 391 employees with foreign nationality work at Fujitsu as of the end of March 2019.
In 2007, Fujitsu established the Integr8 project, which aims to support foreign 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 foreign employees and encourage them to share information, host networking events for new foreign employees and older foreign employees, and more.
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 pregnancy, child care, and long-term care.
Fujitsu has established an Action Plan（*1） in accordance with the Law for Measures to Support the Development of the Next Generation, with regard to pregnancy and childbirth. We also provide babysitter subsidies, have in-house childcare facilities in our business offices, and offer a forum for employees returning from parental leave, to support their return to work and encourage them to create a network in their workplace. Since FY 2016, we have required that all applicable employees attend this seminar, and have worked to drive diversity management in general, for instance by increasing the frequency of seminars aimed toward the supervisors of employees with children, since FY 2017.
- （*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)
In November 2015, we received the Platinum Kurumin certification from the Minister of Health, Labour and Welfare. This certification is only given to companies that establish action plans based on the Law for Measures to Support the Development of the Next Generation, receive the Kurumin certification, then go above and beyond with advanced initiatives to achieve a healthy work-life balance for their employees.
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.
Creating a More LGBT-Friendly Workplace
Fujitsu is working to drive deeper understanding of gender and sexual diversity 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 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 laptops, business card holders, and more.
External Awards / Certifications
See here for a list of the external awards / certifications that Fujitsu has received for its diversity efforts.
FY 2018 Performance
Efforts Toward Corporate Culture Reform (Fujitsu)
- Held Companywide Diversity Promotion Forums: 300 participants
- Offered Unconscious Bias e-Learning class: 29,859 employees completed
- Held executive-oriented lecture (Japan): LGBT and Corporate Efforts (Lecturer: Masakazu Yanagisawa, good aging yells)
Efforts Toward Female Employee Career Development (Fujitsu)
- Female employee rate: 17.1 / Female manager rate: 6.15% / Newly-appointed female manager rate: 11.5%
- Held Female Leadership Development Program: 78 participants
- Held Female Employee Career Workshop: 48 participants
- Held Career Development Seminar (2 times): 146 participants
- Held International Women’s Day event (Japan): 60 participants
Efforts Toward the Support and Employment of People with Impairment (Fujitsu)
- Rate of employment for people with impairment: 2.28% (June 2018)
- Held Diversity Promotion Forum for employees with impairment: 63 participants
- Held screening event for International Day of People with Disability, under the theme of hearing impairment (Japan)
Efforts Toward the Support and Employment of Global Personnel (Fujitsu)
- Held Integr8 workshop / events: 2 times
Efforts Toward the Support of a Healthy Work-Life Balance (Fujitsu)
- In-house childcare facilities: 2 facilities added in FY 2018 (3 total)
- 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
- Number of Employees Utilizing Pregnancy and/or Childcare Policies, and Reinstatement/Retention Rates of Employees on Parental Leave
(Number of Employees Utilizing Policies) (FY 2018: Fujitsu) (Unit: # of employees)
|# of Users||Men||Women|
|Child Care Break||442||60||382|
|Family Care Break||17||12||5|
|Reduced Working Hours (Child Care)||841||19||826|
|Reduced Working Hours (Family Care)||9||3||6|
Reinstatement/Retention Rates After Parental/Long-Term Care Leave (FY 2018: Fujitsu)
|Reinstatement Rate||Retention Rate|
|Family Care Leave||95%||71.4%|