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Sustainability at Fujitsu Group
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Global Responsible Business
- Environment
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- Environmental Management
- The Fujitsu Group Environmental Vision on Climate Change
- Living in Harmony with Nature (Conservation of Biodiversity)
- Environmental Action Plan
- Environmental Data
- Environmental Communication
- Environmental Social Activities
- Disposal and Recycling of ICT products
- Environmental Considerations in ICT Products
- Governance
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Data and Documents
- Fujitsu Group Sustainability Data Book 2023
- Social, Governance and Environmental data
- Independent Assurance Report
- GRI Standards / United Nations Global Compact (UNGC) principles Comparison Table
- SASB Standards Comparison Table
- Sustainability Data Book Framework
- Link to regions responsible business reports
- Contact
- Sitemap
Career & Growth Well-being
Policy
We are working to expand growth opportunities for our employees, aiming to become a company that creates innovation in every corner of society by bringing together a diverse range of internal and external human resources with agility, in order to realize our company's purpose to make the world more sustainable by building trust in society through innovation. So that we can achieve a sustainable world, Fujitsu is focusing on creating an organization that brings together a diverse group of people with expertise and experience, leveraging the technology areas in which the company has always excelled. In addition, to support each employee's autonomous learning and growth rather than providing uniform training from the company, we offer a wide range of learning and career options based on common global policies. We support employees to become their desired selves by revising systems, promoting reskilling and upskilling in accordance with the transformation of our business portfolio, and provide an environment that enables each employee to act autonomously with a sense of fulfillment emphasizing improvements in employees’ sense of job satisfaction and engagement.
To Achieve Career Ownership
We introduced a new personnel system at our domestic group companies in April 2022 based on the concept of "job-based human resource management" that encourages each employee to take on challenges and grow as an individual. To realize Fujitsu's purpose and the personal purpose that each employee articulates through "Purpose Carving," we fully overhauled our human resource and training systems so that both the company and employees will be able to grow together based on a relationship that fosters autonomy and trust.
Under this job-based human resource management system, we offer the Fujitsu Career Ownership Program (FCOP), a set of programs that cultivate career ownership in individual employees and support growth and the tackling of new challenges.
Relationship Between Employees and the Company
Framework for Supporting the Career Realization of Each and Every Employee
FUJITSU Career Ownership Program（FCOP）
FCOP is a support program to help each Fujitsu employee to realize a fulfilling career while exercising ownership over their own careers.
As one example of FCOP in action, about 25% of our employees in Japan participate in the Career Cafe, a place for peers of the same generation to share ideas and receive new career inspiration. We also introduced a Career Ownership Assessment in FY2022 to determine the current level of an employee’s career ownership. One out of every five employees now utilizes this assessment.
From April 2023, we also introduced LinkedIn Learning (*1) as a global learning platform. More than 80% of employees use this platform, which has fostered a culture of self-directed learning.
Additionally, some one in 10 employees in Japan have been transferred through our in-house posting system as part of their own efforts in working toward desired positions. The introduction of in-house internships and internal side jobs also provides support for employees taking on new challenges, providing opportunities to gain various experiences that extend beyond our organization.
Over 1,000 employees annually use our counselling system with in-house career counsellors. To further encourage career dialogue, we also provide mentoring opportunities with senior employees from other departments and have expanded training programs for supervisors to facilitate their skills for one-on-one career dialogues with employees.
In these ways, the various FCOP programs have steadily increased employees’ awareness, understanding, and practice of career ownership.
- (*1)LinkedIn is a trademark or registered trademark of LinkedIn Corporation.
Initiatives Supporting Fujitsu Uvance
In order to advance Fujitsu Uvance, the business brand that we have set forth to realize a sustainable world, we need people with expertise and the ability to implement change that will enable us to face and solve the issues facing society and customers. Through various initiatives, we support the realization of Fujitsu Uvance and our purpose from a human resource perspective.
Expansion of Uvance Wayfinders
Based on Fujitsu’s medium-term management plan, we are expanding our consulting services to help solve client issues. Most recently, we have set a goal of expanding our consulting capability to 10,000 persons by FY2025 through reskilling and other means. To achieve this, our consulting training program fosters the skills and mindset to develop the necessary common foundation, which is done through a dual approach of learning and practical experience. These efforts will provide customers with the values of Uvance and modernization while strengthening the Fujitsu consulting services that will guide them.
Fujitsu Innovation Circuit
The Fujitsu Innovation Circuit is a program that seeks to make Fujitsu a place where anyone can rise to a challenge, where learning from challenges is a practical attitude, and where supporting those who are taking on challenges is a natural thing, all with the goal of creating “intrapreneurs” (in-house entrepreneurs) who will lead Fujitsu into the future and create the world we envision with Uvance.
The Academy and Challenge programs, begun in November 2021, are designed to foster intrapreneurs through the learning and practice of entrepreneurship. These programs are under the full supervision of Yasuhiro Yamakawa, Associate Professor of Entrepreneurship at Babson College in the United States. Through five terms of the Academy program, 967 participants have learned an entrepreneurial mindset, while the Challenge program has generated 35 ideas through three terms. In July 2022, Fujitsu Launchpad was established to incubate the business ideas coming out of the Challenge program, further enhancing our system for new business creation, and four projects are moving toward commercialization as of the start of FY2024.
Global FDE
Global Fujitsu Distinguished Engineers (below, "Global FDEs") are the technological face of Fujitsu, spearheading solutions to our customers' business challenges by leveraging their superior technological capabilities. Recognized as the pinnacle of Fujitsu Group engineers by common global standards, they participate in the formulation of our business and technology strategies.
We have established the seven certification areas of networks, cybersecurity, AI, data, computing, hybrid IT and project management, which are the future key technology areas of our new business. As of FY2023, a total of 33 Global FDEs were certified.
Furthermore, we will position it as a benefit and career path for engineers who contribute to business strategy and customer value creation in conjunction with a job-based personnel system.
Reskilling
Fujitsu has implemented reskilling programs for targeted roles in order to ensure the necessary personnel to expand our Business Application business, one of the core technology platforms that support cross-industry efforts to realize Fujitsu Uvance.
In particular, we have augmented our domestic resources in Japan for SAP, ServiceNow, and Salesforce by reskilling target personnel over a period of about six months through education and on-the-job training. To date, several hundred people have participated, contributing to the deployment of immediate assets in worksite divisions. In fiscal 2023, the program was conducted 4 times with a total of 132 employees.
Promotion Structure
We are building a system to promote human resource development measures in a globally integrated manner in order to realize our purpose. The Engagement & Growth Division is in charge of human resource development in line with company-wide management policies, while the Human Resources Development division in each business unit is responsible for human resource development in line with divisional strategies and business needs, and clarifies human resources and skills to be strengthened and plans training measures. In October 2022, the Skill Ownership Office (SOO) was established as an organization dedicated to employees’ skill development. The office consolidates the reskilling and upskilling opportunities across the company to promote human resources capable of leading Fujitsu’s business globally, with the aim of achieving Fujitsu Uvance.
In addition, we are promoting knowledge sharing on a global basis in cooperation with the human resource development departments in each region, and supporting all employees to learn and grow through a combination of region-specific and local measures.
The execution of highly specialized training and education is handled by Fujitsu Learning Media Limited, a Group company that provides human resource development services.
Key Initiatives in Regions Outside Japan
Mindfulness Lab / Mindfulness Work in the Americas Region
The Americas region offers two programs, Mindfulness Lab and Mindfulness Work. Each program consists of bi-weekly 30-minute sessions of exercises that help participants stay calm, concentrate, and connect with others, leading to improved work performance. Also offered in collaboration with the Europe region, these programs are now being provided in each time zone, not just in the Americas time zone.
Career Hub in the Europe Region
In the UK, we promote career development for our employees by posting a variety of programs on CareerHub, a career mobility tool used by 1,176 employees. We offer programs such as the Ready to Lead program for managers (attended by 80 employees), Udemy (attended by approximately 700 employees), customer relations training, and free Amazon Web Services (AWS) training. Many employees take advantage of these programs.
GRiP Workplace Well-being Workshop in the Global Delivery Center (GDC)
The Global Delivery Center (GDC) offers the GRiP Workplace Well-being Workshop for Managers. In these workshops, more than 100 managers learn about managing teams in high-stress situations, with a focus on maintaining a psychologically safe work environment, practicing effective communication that promotes workplace well-being and assisting managers to themselves become resilient role models. This workshop aims to build a foundation of trust and open communication between managers and their team members.
FY2023 Performance
Table. Average Annual Hours Spent Learning and Annual Cost of Learning Per Employee (Fujitsu and its domestic Group companies)
| Total Average | |
|---|---|
| Average Annual Hours Spent Learning | 37.4 hours |
| Annual Cost of Learning | 84,000 yen |
