Sustainability
Society | Employee Relations | Diversity
Basic policy
We aim to become an organization where diverse talents with various perspectives and ideas can fully show their individuality and abilities and play an active role. We are convinced that valuing the new ideas generated by employees with diverse values and respecting the individuality of each employee will lead to further innovation. That's why we are working to create workplaces and corporate culture in which a diverse range of talents can play an active role independent of gender, age, nationality, disability, background, and perspectives.
Empowering diverse talent
Fuji has been actively recruiting female engineers, mid-career workers, and foreign-born personnel. In order to promote a work environment that empowers diverse talent, we have set a target for the number of female managers, and our project towards women empowerment is underway, focusing on programs for ensuring equal opportunities, gender inclusive recruitment, and transformative carrier paths. Our focus is also on creating a workplace to empower mid-career hires so that they can demonstrate their skills at full capacity. A certain number of mid-career hires have developed their careers and have been placed at management positions.
At Fuji, a large number of foreign-born employees are able to participate regardless of nationality. We strive for workplace flexibility and consider accommodative measures as necessary for unique circumstances, with respect to cultural differences.
As of the end of March 2024, people with disabilities accounted for 2.2% of Fuji's workforce, and they are active in a variety of roles at Fuji. We also provide a barrier-free environment to create a comfortable workplace.
We will continue our efforts to engage ourselves in recruitment and allocation of diverse talent who take part in achieving our medium- to long-term management strategies, regardless of gender, national origin, and disability.
Supporting work-life balance for child/elder care
We strive to employ talented people regardless of gender in a variety of occupations, including engineering, sales, production, and office work, and to create an environment in which they can fully demonstrate their abilities. In addition, with the aim of creating a comfortable workplace for our employees, we have formulated an action plan to support the balancing of work and family life, and have submitted this plan to the government.
| Childcare support initiatives | Outline |
|---|---|
| Partner's leave | Two days of paid leave are provided to an employee when the employee's spouse gives birth. |
| Childcare allowance | Childcare allowance is provided in addition to the family allowance to employees who raise two or more children. |
| Shortened hours for childcare | Employees may reduce their work time by up to 2.5 hours each day until the end of the sixth year of elementary school for their child, which goes beyond statutory requirements. |
| Use paid leave in stock (accumulated expired paid holidays) for reasons of childcare | Employees are eligible to use paid leave in stock for when the employee's spouse gives birth or for reasons of care for a child before elementary school age. |
| Handbook of work-life balance for childcare | A handbook that outlines systems related to childcare was created and made available to employees. |
| Time off for sick/injured childcare | Employees may take leave to look after their children when they get injured or ill and when their school shuts down, until the end of the sixth year of elementary school for their children, which goes beyond statutory requirements. |
| Eldercare support initiatives | Outline |
|---|---|
| Eldercare leave system | Employees may take up to 1 year leave, which is longer than statutory requirements. |
| Shortened hours for eldercare | Employees may use this system for a period of up to 3 years for each care situation, which is wider coverage than statutory requirements. |
| Use paid leave in stock (accumulated expired paid holidays) for reasons of eldercare | Employees are eligible to use paid leave in stock when they provide care for a family member who needs nursing care for a week or longer. |
| Handbook of work-life balance for eldercare | A handbook that outlines systems related to eldercare was created and made available to employees. |
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Initiatives to increase the rate of male employees taking childcare leave
While some of our male employees have taken childcare leave, we are making more efforts to familiarize male employees with childcare leave by providing information about the use of the system through a handbook on childcare and caregiver leave and by reporting on the experiences of employees who have actually taken leave in a company newsletter. We will continue to distribute information about taking childcare leave, including to supervisors in the workplace, aiming to create an environment that encourages male employees to take childcare leave.
| FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|---|
| Male childcare leave utilization rate | FY 20207.1% | FY 202120.4% | FY 202217.4% | FY 202340.5% | FY 202460.7% |
Work-style reform
As part of our efforts to create workplaces in which a diverse range of employees can work comfortably, we have introduced teleworking and flextime. In addition, in order to promote a balanced work style between work and private life, every Friday is designated as a company-wide no overtime workday, and we are working to reform our work style with an awareness of work-life balance.
External recognition
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Acquired the "Kurumin" certification as a childcare supporting company
In 2015, Fuji was certified by the Minister of Health, Labour and Welfare as a childcare supporting company (Kurumin) in recognition of our various systems and initiatives to help employees balance work and childcare.
Through the promotion of work-life balance, we aim to be a company where employees of various generations, not just those raising children, can work comfortably.
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Acquired certification as an "Aichi Company for the Promotion of Women"
Fuji was certified in 2016 as an Aichi company for the promotion of women by Aichi Prefecture as a company that has expressed its top management's intention to promote the activities of women, expanded recruitment, job scope, training, and appointment to management positions, as well as promoting work-life balance and creating workplaces that allow employees to raise children and care for family members without absence from work.
We aim to enhance the "retention" and "empowerment" of women in the workplace, and to become a company where not only women but also all employees can be engaged at work and demonstrate their top level of capabilities.
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"Family Friendly Company" recognized by Aichi Prefectural Government
Fuji was certified with an award in 2005 as a Family Friendly Company by the Aichi Prefectural Government in recognition of proactive initiatives to support employees in achieving work-life balance. Since then, childcare leave taken by male employees, not just by female employees, has been increasing year by year.
In addition to childcare, Fuji will continue to advance workplace solutions and support individual employees so that they can achieve their own work-life balance in consideration of their unique circumstances.