Diversity and Inclusion
Achieving gender equality at Fujitsu
Fujitsu’s purpose is to make the world more sustainable by building trust in society through innovation. We embrace diversity to create different ideas and sources of innovation: and we know that this can only be achieved through having a diverse workforce that brings together different perspectives, backgrounds and experience. This is the Fujitsu Way.
As a Global Responsible Business, Fujitsu is committed to achieving the United Nations’ 17 Sustainable Development Goals. This includes the goal to achieve gender equality in our business, empowering all women and girls. Achieving this means eradicating Fujitsu’s UK gender pay gap. By eradicating the pay gap, we will ensure that we are an inclusive environment that attracts and retains the best talent, reflecting society and our customers, and where our people can be completely themselves.
Within the UK, all organisations with more than 250 employees have been legally required to publish their gender pay gap since April 2018 (the gap in average hourly rate of pay between men and women). Fujitsu was an early adopter and amongst the first 1% of organisations to publish nationally in 2017. At that time, our median pay gap was 17.9% and we used this as a catalyst to put even more focus on understanding where we need to work harder to improve gender balance in the business and focus our attentions. Since that time, we have developed a comprehensive action plan focused on achieving gender balance at all levels of our business. Eradicating the pay gap requires sustained commitment right across the business and within this action plan, we focus on improving gender balance in how we recruit, enable, retain and pay employees. We hold all of our leaders to account, requiring them to include gender balance as part of the country business reviews. We carry out detailed data analysis to help us understand both the experience of our female employees in Fujitsu and the impact that our actions are making to improving gender balance. This helps us see the actions that are making a positive difference and where we need to focus more effort.
Gender Pay Gap 2020
Fujitsu’s 2020 median pay gap is 11.6%. This is a reduction of 4 percentage points year-on-year (from 15.6% in April 2019) and a 6.3 percentage point reduction since we first published the gap. We have achieved this through sustained leadership commitment, tangible actions and focus from the whole business.
We know that a key reason for this reduction is the gradual shift in gender balance in Fujitsu – with the proportion of women in higher pay quartiles increasing to 42.7%. The gender pay gap for new starters is 15.1% median and 1.3% mean, demonstrating that we are seeing better gender balance in our recruitment with more women joining the company in roles where they were previously under-represented – areas such as technical, sales and leadership roles. With 38% of our UK country leadership being female, having increased by 15 percentage points in the past 12 months, we have made strong progress.
However, we still have much work to do and our focus remains on continuing to improve the proportion of women in all leadership roles. Today, 17.7% of our senior leadership population is female. This is not enough and we have a big emphasis on identifying and supporting female talent, targeted development programmes and mentoring to help continue to improve this balance.