Diversity, Equity & Inclusion
WHAT FUJITSU ASPIRES TO BE
Be a responsible business that reflects the diversity of our world.
Build an inclusive and equitable culture where everyone belongs and can be completely themselves.
We will celebrate difference and ensure that people can succeed regardless of their personal identity.
Through inclusive design and innovation, we will endeavor to make a positive impact within society and empower each other to make the world more sustainable.
GOALS FOR FY2025
Ensure all employees feel supported and respected at Fujitsu regardless of age, gender, culture and ethnicity, sexual orientation and identity and ability
- Improve the average employee engagement score relating to the question on “Respect for individuals” by 7 points (80)
Build an inclusive and equitable culture where everyone belongs and can be completely themselves.
- Improve the average employee engagement score relating to the question on “Equal opportunity” by 4 points (74)
Have equal representation of women in Fujitsu with an additional focus on leadership roles
- Increase the ratio of women in leadership roles to 20% across Fujitsu
Health, Disability and Accessibility
Ensure that all employees, customers, and members of society can use our solutions, products, services, and systems and can understand our communications.
- Advocate and improve digital accessibility as part of corporate strategy which covers brand communication, customer experience and workplace
Culture and Ethnicity
To reflect the societies we work in, from executive level downwards and promote respect and tolerance to achieve a culturally aware and unbiased work environment
- Build and deliver an integrated, holistic strategy for Culture and Ethnicity which is globally relevant and incorporates local initiatives
Drive LGBTI+ inclusion best practice to support employees and their families across all Fujitsu locations.
- Implement FWEI (Fujitsu Workplace Equality Index) Standards to deliver opportunity and belonging for LGBTI+ colleagues*
- *FWEI is based on comprehensive standards, such as the Human Right's Campaign's Corporate Equality Index, Stonewalls' Workplace Equality Index and Pride in Diversity's' Australian Workplace Equality Index. It is also aligned to the UN Standards of Conduct for Business Tackling Discrimination against Lesbian, Gay, Bi, Trans, and Intersex People, which Fujitsu is committed to. FWEI is based on rolling out minimum criteria and stretch criteria, where legally and culturally possible in our operating countries.
GOALS FOR FY2022
- Cultivation of inclusive corporate culture.
- The Fujitsu Group aims to achieve at least Consolidated 69% from 66% (FY2019) / Non-consolidated 63% from 59% (FY2019), in favorable answers to Diversity, Equity and Inclusion (DE&I) question in the Engagement Survey by FY2022. (*)
- The Fujitsu Group aims to achieve at least Consolidated 10% from 8%(FY2019) / Non-consolidated 9% from 6%(FY2019) female leadership by FY2022. (*)
- *Where “Consolidated” relates to all Fujitsu Group Companies globally, and “Non-Consolidated” relates to Fujitsu Limited.
- Promotion Framework for Diversity, Equity and Inclusion
- Initiatives for Fostering Corporate Culture
- Endorsement of International Standards
- Gender Initiatives
- Initiatives for Health, Disability and Accessibility
- Initiatives for Culture and Ethnicity
- LGBTI⁺ Initiatives
- Support of a Healthy Work-Life Balance
- External Awards / Certifications
- FY2022 Performance
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 everyone belongs and can be completely themselves. Equity, as expressed in the new 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 not only at our own business, but also at the positive impact our technologies and solutions have on society.
Global DE&I Vision & Inclusion Wheel
Promotion Framework for DE&I
Here at Fujitsu, we established an office to promote diversity in 2008. The office, which is under the direction of the President and the Diversity Officer, engages in efforts to promote DE&I in all Group companies.
The office hosts regular meetings, attended by all regional DE&I 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 DE&I 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 DE&I 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 DE&I-related items in their goals.
Initiatives for Fostering Corporate Culture
In order to foster a corporate culture at Fujitsu where “anyone can play an active role in their own way,” the session in FY2022 was held with the aim of getting employees to see DE&I in a new light and inspiring a new mindset and behavioral change. Held on the same day to enable participation from various regions, the event featured a “dialogue session between the President, DE&I Officer, and CSuO and employees” and the “sharing of good practices by employees and workplaces” that were conducted globally.
Each region is working to comprehensively promote DE&I, with East Asia holding Human Rights and DE&I Week, Europe (CEE area) holding the intercultural awareness session “Working with Japanese Employees,” and Europe (NWE area) holding Inclusion Week 2022.
Initiatives Related to Unconscious Bias
In FY2022, the Fujitsu Group created and rolled out video content worldwide to better deal with unconscious bias and improve communication. The content is designed to help employees recognize their own unconscious bias and create inclusive workplaces that embrace diversity through dialogue with case studies by outside lecturers.
Europe and Global Delivery have collaborated on new training to understand unconscious bias and to make inclusion conscious in order to address this bias.
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 ratio 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 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 the DE&I 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 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. 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 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 this workshop, which is completely voluntary-participation based, 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.
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 promote the event outside the company through social media. 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. Furthermore, since FY2018, Fujitsu and its domestic Group companies have been hosting lectures and networking events by guests from inside and outside Fujitsu, and other regions have also been implementing events and measures to make this International Women’s Day an important opportunity in the area of gender.
In FY2022, Fujitsu implemented various initiatives in conjunction with its “Thanks Project,” which is aimed at encouraging employees to express their gratitude to each other more than ever amid changing work styles, and to make this a part of the company’s culture.
In the Americas region, the Women’s Innovative Network (WIN) offered a series sharing challenges and successes. East Asia and APAC (ASEAN and India) hosted online coffee table dialogues during Asia Human Rights and DE&I Week. Two guest female leaders offered advice to female employees. Europe and Global Delivery celebrated International Men’s Day on November 19, providing an opportunity to understand DE&I concerning men and achieve it. Europe (NWE area) and Global Delivery are working on a gender pay cap program. Fujitsu Germany hosted a German Girl’s Day event, giving female students the opportunity to experience AI. Global Delivery offers INSPIRE, a learning and mentoring program focused on women leaders.
Initiatives for Health, Disability and Accessibility
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, to help understanding in the workplace.
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.
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, and delivered messages from top management. We are working together with DE&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.
Employee Network Groups of Employees with Disabilities
The Fujitsu Group has employee network groups of disabilities in each region. With the support of a global execctive sponsors, they are working to promote understanding of disabilities and create an inclusive environment while forming a global network (Global Network of Persons with Disabilities).
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 DE&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||No. of Employees with Disabilities||Main Work Tasks||Business Office (s)|
|Fujitsu FSAS & Sun Ltd.||1995||31||ATM, printer-related and personal computer repair, various services related to maintenance services for Fujitsu products, and system service operations||Beppu|
|Fujitsu Harmony Limited
(as of March 31, 2023)
|2013||197||Converting documents to PDF, office cleaning, restocking of office supplies, business card creation, setting up medical examination suits, novelty item creation, health-keeping services (employee massages)||Sapporo Office
*Health-keeping services only
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
Fujitsu UK utilized the newly launched “Be Completely You Passport” to enable employees to share the support they need in the workplace and work with employee network groups to ensure that reasonable accommodations continue to be available to them as their duties change. Fujitsu Thailand, Fujitsu Vietnam, Fujitsu Indonesia, and Fujitsu Singapore donated funds and scholarships to support children with disabilities and those who lack access to education, technology, and employment opportunities.
Initiatives for Culture and Ethnicity
The Fujitsu Group is moving forward with efforts to create a corporate culture which treats people from diverse racial and ethnic backgrounds with respect. We are launching activities related to ethnicity and culture on a global scale. Various events are held in each region, 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.
Fujitsu UK voluntarily published the ethnicity pay gap from 2021 to strengthen racial equality. Black Employee Inclusion Network Group (BEING) in the Americas region provided cultural education through Black History Month celebrations and partnerships with non-profit organizations. BEING also obtained funds from the Fujitsu Group’s Strategic Community Investment 2022 program for promoting careers in STEM fields among young people. Fujitsu Australia has 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. The Fujitsu New Zealand Legal & Compliance Team was selected as a finalist for the D&I Initiative of the Year Award at the New Zealand Law Awards for its Māori and Pacific Peoples Inclusion Plan.
In addition, we, at Fujitsu, hire global personnel, including international students and students from overseas universities, by participating career events and holding in-house seminars for international students in and outside Japan. As a result, we have employed 674 foreign nationals at Fujitsu as of the end of FY2022. To help international employees integrate into Fujitsu’s organizational environment and life in Japan, we have implemented a mentoring program, internal recommendations to promote the use of both Japanese and English for internal information and information sharing through our intranet site and internal social media. The English Club, a voluntary employees’ network group established in Japan 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.
In June 2018, Fujitsu became the first Japanese company to express its support for the UN’s LGBTI Standards of Conduct for Business. To create an environment where everyone can work comfortably and fully demonstrate their abilities, we are promoting efforts to deepen understanding of gender diversity while continuously communicating messages from management to all employees.
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. We also take into consideration the use of preferred names based on gender identity and other efforts in order to create a support work environment.
Our efforts to raise awareness across the entire company include providing training on human rights, hosting lectures, and sending out messages through the intranet. In addition, we also host LGBTI+ Ally Meetings, where employees can engage in discussions with a diverse range of LGBTI+ individuals, in order to expand the network of LGBTI⁺ allies. Since 2017, we have hosted screening events under the theme of LGBTI⁺ and LGBTI⁺ allyship (2017: The Case Against 8 / 2018: Kalanchoe / 2021 and 2022: I am what I am. – Over the Rainbow – / 2022: I am Here – We Live Together). In recent years, participants of these events have started to naturally declare their LGBTI⁺ allyship in the workplace, by using rainbow-colored backgrounds for online meetings.
We are also committed to activities that contribute to the creation of a diverse and sustainable society. We are a partner in Pride House Tokyo (*1), a project that aims to create a permanent place where the next generation of LGBTQ youth can gather in safety and security, and where organizations, individuals, and businesses across different sectors work together to disseminate information about sexual minorities. In recognition of these efforts, the company received the highest “Gold” rating in the PRIDE Index by the voluntary organization “work with Pride.”
The Americas region installed restrooms for all genders and celebrated four pride (Policies on LGBTI+) events focusing on transgender people.
Fujitsu America was selected as one of the Best Places to Work for LGBTQ+ Equality 2022. The CEE area of Europe celebrated the International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT), and Fujitsu UK was named one of the top 50 companies in the Stonewall Workplace Equality Index as an equal workplace for LGBTI+ employees.
Fujitsu Pride is a movement at the Fujitsu Group where representatives from employee network groups of LGBTI+ people and allies from each region come together to collaborate and take action on a global scale with the support of executive sponsors. Since 2020, we have 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, online seminars, panel discussions, and small group events to discuss LGBTI+ issues are conducted.
Initiatives for Inter-generations
The Fujitsu Group strives for a corporate culture where all group ages should feel respected and that they have opportunities to succeed.
As part of this effort, Fujitsu set up a dialogue forum for employees across generations to deepen mutual understanding as they discussed their values and job satisfaction.
The Americas region has a networking group of employees who were in the armed forces. Fujitsu Vietnam encouraged employees who were in the armed forces by donating gifts and donations to wounded and ill veterans. Global Delivery hosted a Webinar for the sandwich generation (the generation that needs to care for older family members and their children). Various other initiatives are also underway in each region.
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 increasing the number of days men can take our unique parental 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).
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.
Initiatives in Other Regions
|Region Name||Awards and Recognition in FY2022|
Initiatives to Foster Corporate Culture
- DE&I Session (former name: Companywide Diversity Promotion Forum): 516 participants in FY2022 (Fujitsu, domestic Group companies, and each overseas region)
- Incorporated DE&I questions into our annual global engagement survey
- Held Human Rights and DE&I Week (East Asia)
- Held intercultural awareness session “Working with Japanese Employees” (Europe (CEE area))
- Celebrated Inclusion Week 2022 (Europe (NWE area))
- Providing training for inclusive recruitment and aiming to recruit diverse talent (Europe (NWE area))
- Conducted inclusive leadership training (Global Delivery)
- Leaders participated in reverse mentoring program on viewpoints with reverse mentors who were young employee from diverse backgrounds, and fostered inclusive leadership behaviors in one-on-one environment (Europe region)
- Launched “Mystery Coffee” in Europe region to create inclusive atmosphere and sense of togetherness in workplace, and expanded both in-house and globally (Europe (CEE area))
- Female employee rate: 19.5％ / Female manager rate: 9.1％ / Newly appointed female manager rate: 25.8％ (Fujitsu)
- Held Female Employee Career Workshop: 356 participants in FY2022 (Fujitsu and domestic Group companies)
- Implemented measures to celebrate International Women’s Day (in each region)
- Implemented measures to celebrate International Men’s Day (Europe, Global Delivery)
- Provided External training program for women (Fujitsu)
- Activities of Network groups for gender empowerment and diversity (in each region)
- Conducted Gender Pay Gap Program (Europe (NWE area), Global Delivery)
- Held Girl’s Day event in Germany (Fujitsu Germany)
- Offered program for women leaders (INSPIRE) (Global Delivery)
Initiatives for Health, Disability and Accessibility
- Rate of employment for people with disabilities: 2.45% (June 2022) (Fujitsu)
- Conducted International Day of Persons with Disabilities event (Japan region): Posted video interviews with people with disabilities regarding their thoughts on DE&I
- Implemented measures to celebrate International Day of Persons with Disabilities (in each region)
- 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)
- Held seminars to promote understanding of disabilities (FY2022: 2 times)
- Employee network groups for people with disabilities (in each region)
- Conducted photo contest for pets supporting people with disabilities (Americas region)
- Conducted #CaringforCarers campaign to support caregivers (Global Delivery)
- Conducted survey of persons with disabilities through cross-sectional project to improve employment and working conditions for persons with disabilities
Initiatives for Culture and Ethnicity
- Employee network group activities for understanding diverse cultures and specific ethnic groups (in each region)
- Activities of Black Employee Inclusion Network Group (BEING) (Americas region)
- Activities of LatinX Link (Latino employee inclusion network group) (Americas region)
- Mentoring program for foreign employees and support for English Club (Fujitsu)
- Fujitsu New Zealand Legal & Compliance Team selected as finalist for D&I Initiative of the Year Award at the New Zealand Law Awards for Māori and Pacific Peoples Inclusion Plan
- Celebrated National Reconciliation Week (a period for understanding Australian culture, history, etc. and creating a better relationship with indigenous people) (APAC (Oceania area))
- Celebrated Matariki star cluster, which marks Māori New Year, as part of Māori and Pacific Peoples Inclusion Plan for first time (Fujitsu New Zealand)
- Non-Japanese employees share stories of their cross-cultural experiences in Japan
- Global Fujitsu Virtual Pride Week 2022 (Fujitsu Group)
- Employee network groups for LGBTI⁺ employees and allies (in each region)
- Online film screening and discussion (movies “I am what I am. – Over the rainbow –” and “I am Here – We Live Together”)
- Participation in "Business For Marriage Equality," a corporate campaign that calls for marriage equality in Japan (from November 2020)
- Participated in career workshop at Pride House Tokyo’s “LGBTQ⁺ Youth EXPO”
- Celebrated National Coming Out Day and Transgender Awareness Week (Americas region)
- Selected as one of the top 50 companies in Stonewall Workplace Equality Index (Fujitsu UK)
- Celebrated International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT) (Europe (CEE area))
- Awarded Pride Champion Silver 2022 by the PRIDE Champion Audit (Fujitsu Germany)
- Initiatives for Inter-generations Activities of veteran employee network group (Americas region)
- Hosted Webinar for the sandwich generation (the generation that needs to care for older family members and their children) (Global Delivery)
- Donated gifts and money to an agriculture hospital and charitable organization for children with disabilities and orphans on Children’s Day (Fujitsu Vietnam)
- Donated gifts and money to wounded and ill veterans for encouragement (Fujitsu Vietnam)
- Donated money and scholarships to support children with disabilities and those with no or little access to education, technology and employment opportunities (Fujitsu Thailand, Fujitsu Vietnam, Fujitsu Indonesia, and Fujitsu Singapore)
Efforts Toward the Support of a Healthy Work-Life Balance (Fujitsu)
|DE&I / Diversity Promotion Seminar for child-rearing employees||2 times||114||Health advice from public health nurses, lectures by external speakers, dialogue with executive-level staff, group discussions|
|DE&I / Diversity Management Seminar for supervisors of employees with children||2 times||314||Health advice from public health nurses, lectures on management by external speakers, group discussions|
|Preparatory seminars for maternity/paternity leave||2 times||412||Policy explanations, health advice from public health nurses, lectures by postpartum doulas, panel discussions, group discussions|
- Number of Employees Utilizing Childcare and/or Nursing Care Policies, and Reinstatement/Retention Rates of Employees after Childcare and/or Nursing Care Leave (Fujitsu)
Number of Employees Utilizing Policies (FY2022: Fujitsu) (Unit: No. of employees) (*3)
|No. of Users||Men||Women|
|Child Care Leave (*4) (*5)||518||286||232|
|Family Care Leave||18||10||8|
|Short Working Hours (child care)||607||21||649|
|Short Working Hours (family care)||11||8||3|
|Paternity Leave (*6)||549||549||-|
- （*3）Data applies to regular employees enrolled as of the end of the fiscal year (March 20).
- （*4）Short-term childcare leave taken within 8 weeks of childbirth and subsequent re-taking (so-called paternity leave) are counted as 1 person each.
- （*5）Employees who have taken parental leave for the first time for a subject child, regardless of whether the child was born within the current year (in accordance with the calculation method accompanying the disclosure of the status of parental leave) (including combined use with childcare leave) are counted.
- （*6）Employees who had a child during the fiscal year and took such leave during the fiscal year (including combined use with childcare leave) are counted.
Reinstatement/Retention Rates After Childcare Leave/Nursing Care Leave (FY2022: Fujitsu)
|Reinstatement Rate||Retention Rate|
|Nursing Care Leave||100%||85.7%|