CSR : Labour Practices Create Workplace Where Employees Can Work Flexibly with Diversity

Approaches to labour practices

"Valuing and investing in our people" is a key element of the Fujitsu General Group's business management policy, firmly grounded in the belief that the foundation of our company is the employees. We seek to maximize the potential of our people by creating a workplace where employees can pursue a healthy lifestyle while taking on new challenges without sacrificing their diversity.

Approaches to labour practices

Key initiatives

Diversity & inclusion

Promoting women in the company

The Fujitsu General Group is working on reforming the organizational culture in which women can play an active role through system changes and awareness-raising. In accordance with the new "Act on the Promotion of Female Participation and Career Advancement in the Workplace" enacted on April 1, 2016, we have set the following two numerical targets and have been working to raise awareness: 1) increase the ratio of women in regular recruitment to 20% or more by FY2021; 2) Appoint at least 10 new women managers by FY2021.

Specifically, we have discussed with female Outside Directors and conducted training programs for mid-career female employees. As a result, the ratio of women employees to the total number of regular hires in FY2020 was 31%, and the total number of newly appointed women managers as of April 2021 was 10, suggesting that workplace awareness of women's activities is steadily changing.

Starting in FY2021, the following new five-year numerical targets are set to further raise awareness: 1) By FY2026, a total of at least 15 female employees will be promoted to newly appointed managers and leadership positions; 2) By FY2026, the rate of male regular employees taking childcare leave will be 30% or more, and the average period of leave taken will be 10 days or more.

Re-employment after retirement

In Fujitsu General Group (Japan), the mandatory retirement age is 60 years old, but we provide a place where those who wish to continue working after the age of 60 can work until the age of 65. Their wisdom and expertise can be deployed to ensure that the organization continues to run smoothly, by providing adjunct support to managers and operations within the scope of normal operations. Furthermore, for the handling of unusual or irregular situations, not to mention the mentoring of younger employees, their support is invaluable.

Even after passing the official retirement age, these employees continue to contribute by sharing their specialized skills and business connections with more junior members of the company.

Promoting foreign nationals as managers at overseas locations

Fujitsu General Group has been appointing human resources with management responsibilities from local employees at overseas bases.

Employing people with disability

Since 1970, the Fujitsu General Group has been recruiting graduates of special needs schools. In 2004, Fujitsu General Heartware Ltd., a special-purpose subsidiary, was established to better enable those employees with disabilities to work with a sense of purpose and genuinely feel they are contributing to society.

The primary business activities of Heartware include 1) in-house maintenance (cleaning, collection and separation of garbage, garden maintenance); 2) logistical support (packing and shipping of promotional materials, processing and packing of warranty parts, inventory picking, receiving and sorting mail, receiving and intra-company notification of courier packages); 3) recycling (disassembly of air conditioner prototypes, confidential document shredding); and 4) in-house services for employees (bicycle tire repair for bicycles used for commuting). Employees with disabilities represent 2.87% of our total employees in Japan (2020), which is greater than the 2.3% level required by law.

Work-life balance

The Fujitsu General Group has established that "valuing and investing in our people" is paramount to its pursuit of business and as such, maintaining a healthy work-life balance is a fundamental cornerstone to support team development.

As an initiative to reduce long working hours, the Kawasaki Headquarters area sets a regular leave-on-time day once a week and recommends no overtime days. As a result of regular patrols by labor and management to encourage employees to go home on time, the percentage of employees leaving work on time in the Headquarters area on regular leave-on-time day has been roughly 90% throughout FY2020. To encourage employees to use their annual paid leave, it has been recommended that each employee takes no less than two days of annual leave every six months and includes a weekend or national holiday to extend the leave time beyond two days. In addition, from FY2020, we will increase the number of annual leave days set during the summer vacation period to four days, up by one day, to promote the use of annual leave.

To further boost productivity, we have taken the step of installing timers in our inhouse meeting rooms, which is part of our company-wide AKASURI Campaign*. Posters have been placed in the meeting rooms reminding employees to work toward reaching a conclusion to ensure the meeting does not drag on beyond the scheduled time and is productive.

Company-wide activities to build a foundation that helps reduce environmental impact and increase profitability.
Getting the word out about leaving work on time image

Getting the word out about leaving work on time

Supporting life fulfillment

The Fujitsu General Group has put in place various systems to enable our employees and families to lead healthy and fulfilling lives.

In order to meet the diversified needs of our employees, in addition to our existing welfare system focusing on livelihood support (rent subsidies, company cafeteria, group insurance at preferred rates, and cash for happy occasions or condolence), we introduced a cafeteria plan in October 2016 that allows each employee to choose a menu that suits his or her lifestyle.

It is now possible for employees to focus on additional support service options including childcare, long-term care, health management, and self-development which go beyond the existing standard benefit package.

Furthermore, in anticipation of the era in which people will have 100 years of life, the Company reviewed its retirement benefit system, including the introduction of a defined contribution (DC) pension plan as of April 1, 2021, to prepare for a postretirement life.

Dialogue with the labor union

The Fujitsu General Group has entered into collective agreements with the Fujitsu General Workers Union (union shop system), which is headed by the Japanese Electrical Electronic & Information Union and the Federation of ALL Fujitsu Worker's Unions. In concordance with the agreement, the Central Labor Council is held twice every year, with labor council and production council meetings held as deemed necessary to explain management policy, business conditions, organizational restructuring, and other key matters to the employees. The company is also engaged in ongoing discussion centering on various working conditions as well as ways and means to improve the working environment.

The Fujitsu General Group strives to maintain sound and good labor- management relations through full cooperation with the Fujitsu General Workers Union. The union is founded on democratic principles and is committed to working together with the Fujitsu General Group to contribute to society across a broad range of initiatives and help resolve global environmental concerns and both national and local issues in Japan.

Meeting of the Central Labor Council (Union members in the foreground, officers facing)

Meeting of the Central Labor Council (Union members in the foreground, officers facing)

Social contribution by the Workers Union

The Fujitsu General Workers Union fully recognizes the social roles and responsibilities of the labor union. The union is committed to the principle of peaceful coexistence, working to support "environmental protection" and provide "educational support to developing nations," in addition to a myriad of activities undertaken to contribute to the well-being of society and local communities.

Initiatives to protect the natural environment

The 19th China Afforestation Volunteers scheduled to be dispatched from May 11 (Tuesday) to 16 (Sunday), 2021, in line with the Federation of ALL Fujitsu Worker's Unions 4th China Desert Greening Project "Greening Project in Daoshan, Wuchuan County, Hohhot City, Inner Mongolia Autonomous Region," was cancelled due to the impact of COVID-19.

Education support in developing countries

The "14th Cambodia Terakoya Cooperation Volunteers" of the Federation of ALL Fujitsu Worker's Unions, scheduled to be dispatched from November 15 (Sunday) to 20 (Friday), 2020, was cancelled due to the impact of COVID-19.

Since infection-prevention measures are essential for the operation of Terakoya (originally educational institutions of the Edo period in Japan; here, it refers to a literacy program for South East Asia), the Federation of ALL Fujitsu Worker's Unions sent 650,000 yen to the National Federation of UNESCO Associations in Japan to purchase locally and present masks, soap, alcohol disinfectant, etc.

Great East Japan Earthquake Reconstruction Support Activities

Volunteers were scheduled to plant trees and take measures against undergrowth for the Federation of ALL Fujitsu Worker's Unions "Minamisoma City Coastal Disaster Prevention Afforestation Activities" planned for October 2020 and May 2021, but these activities were cancelled due to the impact of COVID-19.

We continued to collect "Earthquake Disaster Relief Donation Marks" from the Bell Mark Educational Aid Foundation as a way of providing immediate support.

Welfare and employment promotion activities for the disabled

The Kanagawa Regional Council of the Japanese Electrical Electronic & Information Union (hereinafter referred to as the "Kanagawa Regional Council"), under which the Kawasaki Branch of the Fujitsu General Workers Union is organized, is engaged in a wide range of support services for people with disabilities. The Denkikanagawa Center for Community Welfare, a non-profit organization, which was established by theKanagawa Regional Council, whose first director, the late Mr. Hiroshi Asano was from the Fujitsu General Workers Union, is somewhat unusual in Japan for the labor union being its parent organization. The work it has done in providing employment opportunities for the disabled is highly regarded both within Kanagawa Prefecture and throughout the country.

The Fujitsu General Workers Union continues to support the social services provided to the disabled by the Kanagawa Regional Council, which has been ongoing since 1972. To help finance these activities, a fundraising "tissue paper campaign" was set up at the Fujitsu General Kawasaki Headquarters.

The tissue paper campaign at Kawasaki Headquarters image

The tissue paper campaign at Kawasaki Headquarters

Relevant Information (Links)

Fujitsu General Group White Paper on Health (JP website/Japanese)

  • Fujitsu General Group's Declaration of Employee Wellness
  • Positioning and promotion system
  • Promotion plan of health and productivity management