Diversity
The Fujikura Group's Declaration of Promoting Diversity
The Fujikura Group's Declaration of Promoting Diversity (Established on December 2016)
- We will move forward with creating a system that can make use diverse human resources, irrespective of their nationality, ethnicity, gender, religion age, or previous career or employment.
- - We believe that breakthroughs will arise in the form of creative and cutting-edge ideas as people with varied backgrounds and ways of thinking put forth diverse opinions and work out conflics between differing viewpoints.
- The Significance of Diversity for the Fujikura Group
- - By providing an environment that makes it easy for employees both to deal with personal needs and desires and professional needs and desires, we will strive to hire and retain superior human resources, which will contribute to the profitability of the company.
- We will cultivate a climate that is inclusive, where diverse people can cooperate, one that welcomes new concepts, and a culture in which creative ideas are likely to arise, thus enhancing our "metabolism".
Promoting the Success of Women
General Business Owner Action Plan Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace
Action Plan Timeframe: April 1, 2021 to March 31, 2023
Numerical Targets
(1) Increase the percentage of female managers to at least 3.9% and the percentage of women at the assistant manager level to at least 13%.
(2) Increase the percentage of paid leave taken by employees to at least 60%.
External Assessments
Eruboshi Certification
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Fujikura was awarded the highest level (3 stars) of Eruboshi certification, which the Minister of Health, Labour and Welfare presents to companies with an excellent track record in implementing women’s empowerment initiatives based on the Act on Promotion of Women’s Participation and Advancement in the Workplace. (March 2017) |
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Employment of People with Disabilities
From the viewpoint of realizing social responsibility and normalization (engaging in mutual assistance with disabled and seniors), we actively employ people with disabilities and strive to improve their working environments. To improve the working environment and make it easy for people with disabilities to work throughout the entire Fujikura Group, we will naturally achieve the statutory employment rate of 2.3% mandated from March 2021. We are also aiming to realize social responsibility and normalization.
Targets (FY2021 Mid-term)
- Expand the Employment of People with Disabilities
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(1) Maintain and increase the legally mandated employment rate of 2.3% for people with disabilities.
(2) Improvement of work environment
(3) Stable operation and expansion of special subsidiary
People with Disabilitie
| End of FY2016 | End of FY2017 | End of FY2018 | End of FY2019 | End of FY2020 |
|---|---|---|---|---|
| 2.0% | 2.12% | 2.24% | 2.26% | 2.36% |
* Applied to entire Group from fiscal 2016
Support System for People with Disabilities (Fujikura)
| Support System | Contents |
|---|---|
| -Special hospital leave system | -Regular outpatient support for people with disabilities (6 days a year) |
| -Improvement of facilities | -Toilets for people with disabilities / Parking lots / Setting up of lounge rooms |
Special Subsidiary "Fujikura Cube"
The Fujikura Group basic principle on diversity states, “Create a corporate culture that encourages a range of human resources to proactively understand mutual characteristics, utilize their respective strengths, and make the most of their abilities.” We actively seek to employ people with disabilities and realize diversity and inclusion based on this principle.v
We are committed to complying with increases in the statutory employment rate to 2.3% under the national government’s policies aimed at realizing a society of coexistence where people with disabilities can live and work as a member of their own communities.
Fujikura Cube hopes to contribute to the regional employment of people with disabilities by expanding and enhancing the content of services provided and improving operating efficiency of the entire Group.
In addition, in October 2020, Fujikura Cube will receive a "Smile a lot! Friendly Office" certification. Under Chiba Prefecture's certification system for excellent offices for employment of persons with disabilities, offices that improve and devise employment management and workplace environment and make efforts for continued employment are certified, and through the introduction of examples of such efforts, contribute to the understanding and promotion of employment of persons with disabilities in the region. In addition, in October 2020, Fujikura Cube will receive a "Smile a lot! Friendly Office" certification. Under Chiba Prefecture's certification system for excellent offices for employment of persons with disabilities, offices that improve and devise employment management and workplace environment and make efforts for continued employment are certified, and through the introduction of examples of such efforts, contribute to the understanding and promotion of employment of persons with disabilities in the region.
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※A special subsidiary is an incorporated company approved by the Minister of Health, Labour and Welfare that satisfies certain conditions for the employment of persons with disabilities, pursuant to the provisions of the Act for Promotion of Employment of Persons with Disabilities. The number of persons with disabilities employed by a special subsidiary can be used for the purposes of calculating the statutory employment rate of persons with disabilities for the parent company and the parent company’s corporate group.
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Appointment of Foreign Employees
As we continue to advance global management, and as the need arises for human resources management that transcends borders, we currently have more than 60 foreign employees even within Japan. We are currently emphasizing hiring of foreign employees and gain several new members from all over the world each year.
FY2020 Plans and Results
| FY2020 Plan | FY2020 Results |
|---|---|
| 1. Promotion of recruitment activities overseas (North America, India, China, Korea) | ・Hired two new graduates overseas |
| 2. Promotion of a scholarship system to support the development of human resources in science and engineering in Myanmar | Suspended due to the changing local political situation |
| 3. Horizontal deployment of group-wide HR platform | ・Grade-based compensation system operating in 8 companies in Japan and 4 companies overseas ・Added a location that introduced the system in 1 overseas company (Hong Kong) |
| 4. Human resource development 1.Improve the motivation and retention of advanced professionals, engineers and leaders 2.Increase opportunities for training and promotion throughout the Group 3.Proper allocation of human resources 4.Establish a common platform to accelerate liquidation |
・Introduced and operating a common grade-based system in 8 main companies in Japan ・Also introduced a system of continuing employment after retirement in main companies in Japan |
| 5. Promotion of talent management and group development by utilizing human resources database | ・Introduced and operating a common evaluation system in 7 affiliated companies in Japan and 1 affiliated company overseas |
| 6. Expansion of training for executive candidates at overseas subsidiaries | ・Not conducted |
FY2021 Plans
| FY2019 Plan |
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| 1. horizontal development of the Group's common HR platform |
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2. Human resource development (1) Increase motivation and retention of highly skilled professionals, engineers, and leaders (2) Increase opportunities for development and promotion throughout the group (3) Appropriate allocation of human resources (4) Build a common platform to accelerate mobility |
| 3.Promotion of talent management through the use of a human capital database and group development |
| 4. hold regular meetings and training sessions for personnel managers of overseas subsidiaries |