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CSR

CSR Integrated Report

Fujikura Group CSR Integrated Report 2014
[ISO 26000 Core Subject] Human Rights and Labour Practices

Personnel Affairs-Basic Principles

The Fujikura Group is committed to identifying the needs of customers, employees, and society to build win-win relationships with them and to incorporating the results into personnel methods and systems.

Human Rights Day campaign

As one of its CSR activities, the Fujikura Group implemented its first campaign to protect human rights in conjunction with Human Rights Day on December 10.
As the in-house rule on human rights, the Fujikura Group states in item 14 of the Fujikura Group CSR Basic Principles, "We respect the rights of all people and never allow human rights violation, including forced labor and child labor."
We posted campaign posters at Group bases for the week from December 4, when Human Rights Week started, to Human Rights Day on December 10. We also introduced the background to the establishment of Human Rights Day by the United Nations on the intranet. The campaign provided employees with a good opportunity to think about human rights.

Human Rights Day campaign

Measures for the United Nations Global Compact

Fujikura Ltd. announced its support for the United Nations Global Compact (UNGC), which sets out the universal and international principles on human rights, labor, the environment and anti-corruption. On September 3, 2013, the company became a signatory to the Global Compact and also joined the Global Compact Japan Network (GC-JN).

We conducted activities to entrench the ten principles of the Global Compact across the company, receiving support from the GC-JN.

Major activities for the UNGC

  • Introduction of the UNGC in new employee education
  • Inclusion of the UNGC in the items to be introduced in the CSR briefing sessions held for Fujikura Group employees
  • Implementation of the UNGC awareness-raising campaigns in March and September, including the presentation of campaign posters
  • Semiannual provision of information about the UNGC on the intranet in time with the aforementioned campaigns
  • Constant indication of the relationships between the ten principles and the Group's CSR-related policies and guidelines on the intranet

Management of occupational safety and health and ethical considerations

For all its employees around the world, the Fujikura Group manages occupational safety and health ethically and ensures a good working environment, where human rights are respected and discrimination is prohibited, based on Fujikura's Code of Conduct. We are also committed to fair and square labor management in line with the International Labour Conventions that set out international labor standards, while also giving due consideration to the related laws, regulations, and social norms, including the Japanese Labor Standards Act and the Industrial Safety and Health Act.

Criteria for the management of employees' health and safety and for ethical considerations

Labor-management relationship based on acceptable consultation

We are committed to building relationships of trust between labor and management through discussions conducted with mutual respect by both parties. In order to keep labor union members fully informed, we also hold briefing sessions and consultation meetings on management policies, business plans, management measures, and business measures. In addition, management and union members engage in frank exchanges of opinions, striving to deepen mutual understanding and resolve any issues or disputes when they arise.
We also hold regular labor-management workshops inviting union leaders, the President, and divisional managers as lecturers to speak about the management environment of the Company, corporate policies, and the labor union's policies. Labor conditions are also determined through labor-management discussions and agreements reached at consultation meetings.

Creation of comfortable workplaces

The Fujikura Group is committed to providing employees with comfortable workplaces based on the Fujikura Group CSR Activity Guidelines, which states, "Secure the safety of all people involved in Fujikura Group's corporate activities, while maintaining a comfortable work environment and striving to improve it."

Formulation of the policy to keep the length of employees' working hours on an appropriate level

The Fujikura Group has set the following policy to keep the length of employees' working hours at an appropriate level, as part of the activities to further improve the workplace environment for employees.

Fujikura group Management of adequate working hours activity policy

The Fujikura group proactively addresses Management of adequate working hours activities, such as institutional and organizational climate reforms, etc.,in order to create the environment where diverse human resources can demonstrate their abilities to the utmost, and to realize the enhancement of corporate value.

Fujikura Group's activities

In fiscal 2013, the following activities were conducted at 48 major Fujikura Group companies.

Item Specific activity (example) No. of companies
Creation of comfortable workplaces Having a "no overtime work day" every week 9
Regularly cleaning up the office 7
Giving presents to employees on the Women's Day 3
Ergonomically renovating the office equipment to improve the workplace environment 2
Evaluation and improvement of the workplace by employees themselves 2
Decorating the offices and break rooms with green plants 2
Making a flower bed at the office entrance 1
Promoting communication between workplaces through events such as a summer party 1
Enhancing employees' communication through a company trip 1
Having an "environmental week" 1
Measuring the level of noise semiannually 1
Childcare leave system 1
Helping employees feel relaxed by playing music during breaks 1
Establishing a conversation room for use by employees during lunchtime 1
Fostering in-house communication by installing an opinion box 1
Providing employees with a weekly vacation during mid summer 1
Serving cold drinks to employees during mid summer 1
Improving shoe storage space to make it suitable for the season 1
Recreational activities for employees and their families Organizing a company trip with the participation of employees and their families 8
Holding a party with the participation of employees and their families 6
Organizing a summer festival with the participation of employees and their families 5
Inviting employees' families to make a tour of the workplace 3
Holding a fireworks festival with the participation of employees and their families 1
Distributing hot spring and swimming pool coupons to employees 1
Organizing a picture competition targeting employees' children 1

Employees' children visited the Sakura Plant

Employees' children visited the Sakura Plant

Employees' children visited the Sakura Plant

Employees' children visited the Sakura Plant

Flower bed made at the entrance of Suzuki Giken Co., Ltd.

Flower bed made at the entrance of Suzuki Giken Co., Ltd.

Summer barbecue party held by Fujikura America, Inc. (FAI)

Summer barbecue party held by Fujikura America, Inc. (FAI)

Diversity Management

Reemployment of retirees

We regard the manufacturing technologies and management knowhow that have been accumulated by retirees as one of the important properties of the Fujikura Group, and we therefore reemploy willing retirees who are still very much required by the Group as "masters consultants."
Following the revision of the Japanese Act on Stabilization of Employment of Elderly Persons in April 2013, we have introduced a reemployment system for retirees who meet the selection criteria for continued employment (up to five years), as defined in the labor-management agreement.

Employing and promoting more women

We will continue to implement measures to help women display more of their abilities by employing and promoting more women.

Employment of people with disabilities

In recent years we have been proactive in implementing measures to employ disabled people, but fortunately our employment ratio for people with disabilities is still 1.86% as of March 2014. We will take more measures to achieve the legal ratio.

Employment ratios for people with disabilities
End of fiscal 2009 End of fiscal 2010 End of fiscal 2011 End of fiscal 2012 End of fiscal 2013
1.68% 1.73% 1.85% 1.90% 1.86%

Employment of foreign nationals

In promoting global management, it is becoming more important for us to manage human resources across national borders. At present, Fujikura has 50 non-Japanese employees.

Fellow certification program

Fujikura certifies employees who have achieved significant business results, who have outstanding expertise and excellent characters, and employees who have received high academic evaluation from outside the company as "fellows (special researchers)" and treat them just like directors.

Measures for better work-life balance

Fujikura focuses on improving its working environment to enable each employee to achieve a better work-life balance by working in a flexible manner according to their life stage.
In January 2010, before the revised Act on the Welfare of Workers Who Take Care of Children or Other Family Members including Child Care and Family Care Leave came into effect in Japan in June 2010, we revised our childcare leave system, including abolishing the exceptional rules applied to spouses who do not work outside the home and making it possible for fathers to take childcare leave more than once. As a result three male employees actually took childcare leave, which demonstrates that employees of Fujikura are steadily improving their work-life balance regardless of their gender.
In October 2010, we published a handbook that outlines Fujikura's childcare and nursing care systems and related laws. We have distributed copies of this book widely to employees, including users of the systems, managers, and employees in charge of the systems, in order to deepen their understanding of the systems and laws.

Half-day paid leave system Allows employees to take annual paid holidays on a half-day basis
(up to 20 times per year)
Childcare leave system Allows employees to take childcare leave until the child becomes three years old
Short time working system,
flexible-hour system,
and exemption from overtime/day-off working
Available for employees bringing up a child up to the third grade of elementary school
(One of the options on the left can be chosen by an employee)
Family care leave system Allows employees to take leave to care for a sick family member
(up to one year)
Special leave for hospital visits Supports employees with disabilities to make regular hospital visits
(up to six days per year)

Fujikura Academy's Approach to Human Resource Development

The Fujikura Academy

On the occasion of celebrating a corporate history that spanned 120 years and launching its "Third 60 Years", Fujikura undertook the total renovation of its management philosophy to become an enterprise that helps customers create value and that makes contributions to society through its "Tsunagu" technologies. In order to develop talent who will help the Company reach this goal, we established Fujikura Academy as the employee training/education department of the Fujikura Group in April 2006.

Approach to human resources development

The focus of human resources development is on on-the-job training (OJT), collective training (OFF-JT), self-development, and job rotation, and these four are supported by a corporate culture and climate oriented toward human resource development.

Fujikura's educational system

Mandatory stratified training for all employees

We have training programs for each career stage, including programs for employees in the first, second and third year of employment, and for OJT, team leaders, and managers. There are also programs for managers who support the personnel system, such as a training program for evaluators.

Selective training

We provide selective training designed to develop leaders for manufacturing and other business operations.

Optional training

We also provide a range of optional training programs for proactive use by employees who are highly motivated to improve their abilities regarding presentations in Japanese and English, communication, management, and accounting, and by employees who are recommended by their managers to receive extra training.

Self-development

Correspondence courses and external training

  • For correspondence courses, employees can choose the program that best suits their purpose from among 300 or more courses.
  • With external training, employees are provided opportunities to receive training with members of other companies.
  • Incentive payment system

Language education

  • Employees are provided opportunities to take the Test of English for International Communication (TOEIC) within the company twice a year.
  • Training on English and Japanese languages
  • Incentive payment system