Basic Concept of Diversity
In order for Fujikura Group to continue to achieve sustainable development, we believe it is important to create organization diverse human resource can thrive, regardless of nationality, race, gender, religion, age, etc., and we are promoting a variety of initiatives based on the "Fujikura Group Diversity Promotion Declaration" establishment 2016.
Fujikura Group Diversity Promotion Declaration
Fujikura Group Diversity Promotion Declaration
We will promote the creation of organization in which diverse human resource can thrive, regardless of nationality, race, gender, religion, age, or company of origin.
We believe that when people with different backgrounds and ways of thinking exchange diverse opinions, creative and cutting-edge ideas that lead to breakthroughs are born.
The Significance of Diversity to Our Group
- By creating an environment that makes it easier to balance life events with careers, we aim to strengthen our ability to recruit and retain talented human resource thereby contributing to increased profitability.
- Having diverse human resource working together will foster an environment that welcomes new ideas and a culture that is conducive to generating creative ideas, thereby contributing to strengthening "metabolism."
Promoting women's participation in the workplace
Fujikura has positioned the promotion of women's participation in the workforce as one of its key measures for diversity and inclusion, and aims to foster a culture in which all Fujikura employee, regardless of gender, respect each other while working together and cooperating, welcoming new ideas, and encouraging the birth of creative ideas, thereby enhancing corporate value. In fiscal 2023, the ratio of female managers was 4.5%, and the ratio of female section chiefs was 16.5%. Through active recruitment activities and the development of a comfortable working environment, the pool of candidates for managerial positions is growing. In order to increase the ratio of female managers, it is necessary not only to eliminate women's own concerns about their career development, but also to change the management's awareness and systematically train and promote them. We will continue to promote these efforts in the future.
General business action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace
Action Plan Period: April 1, 2023 - March 31, 2026
Numerical targets
① Aim for a ratio of women in management positions of 5.6% or more and women in section chief-level positions of 16.0% or more
② Aim for a paid vacation utilization rate of 70% or more
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Fujikura's Initiatives
We implemented a cross-industry exchange program aimed primarily at female Fujikura employee just before reaching managerial level. The program combines external training and in-house programs, and aims to enable employees to proactively chart their own careers through interactions with female Fujikura employee from other companies and external role models, life career design workshops, and interviews with superiors.
Employment handicapped person
From the perspective of social responsibility and normalization (mutual support for handicapped person and the elderly), Fujikura Group promotes the employment of handicapped person and continues to make efforts to enable them to settle in and work enthusiastically. Aiming to be a company where human resource with diverse backgrounds and ways of thinking can thrive, Fujikura Ltd. was established in 2015 to promote the employment of handicapped person throughout the group and encourage their active participation. Fujikura Group will continue to improve the working environment throughout the group, leading to the gradual increase in the legal employment rate for handicapped person.
Goals (Mid-term FY2025)
Expanding employment opportunities handicapped person
- Achieving the legal employment rate
- Improving the working environment
- Stable operation and business expansion of special subsidiary
Special subsidiary "Fujikura Cube" established
Fujikura Cube was established in November 2015 as a wholly owned subsidiary of Fujikura within the Fujikura Sakura business.
We provide support services to Fujikura Group companies in eight areas: greening, farms, welfare, laundry, horticulture, printing, document digitization, and processing and manufacturing.
Fujikura actively employs handicapped person, aiming to be a company where everyone can work with enthusiasm and a sense of fulfillment.
Obtained "Monisu Certification" as stipulated by the Ministry of Health, Labor and Welfare
Fujikura Cube received "Monis Certification" in November 2023.
* "Monisu certification system"
The "Monisu Certification System" is a system in which the Minister of Health, Labour and Welfare certifies small and medium-sized business owners who have excellent handicapped person employment promotion and employment stability initiatives, and through the publication of the status of the efforts of certified business owners as role models for handicapped person employment in the region, the entire small and medium-sized business enterprise is handicapped person It aims to advance employment efforts.
Basic Concept of Work-Life Balance
In order to achieve both further business development and a fulfilling personal life, Fujikura Group promotes support for work-life balance that respects diverse values and lifestyles.
guideline in the "Fujikura Group CSR Activity guideline"
- We will ensure the safety of everyone involved in the Group's corporate activities and strive to maintain and improve a comfortable working environment.
guideline in the "Standards for Fujikura employee Safety and Health Management and Ethical Considerations"
- Appropriate management of working hours
- Promoting a safe and healthy working environment and health management
Optimizing working hours
We recognize that optimizing working hours is an extremely important management issue that leads to improving human resource value and corporate value while also complying with local laws, and we are working on it as a group. In order to optimize working hours and reduce excessive working hours, establishment the Fujikura Group Working Hours Optimization Action policy in June 2014 and are promoting efforts based on the following three items as pillars. Furthermore, we are thoroughly informing employees of this action policy through the Health and Safety committee and e-learning, etc.
Fujikura group Management of adequate working hours activity policy
Fujikura Group is proactively working to optimize working hours, including reforming systems and organization culture, in order to create an environment in which diverse human resource can maximize their capabilities and improve corporate value.
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Sharing awareness of issues across the company and enforcing rules
- (Compliance with the Article 36 Agreement, etc.) Thorough management of appropriate working hours
- Promoting a change in mindset through a shift in evaluation criteria, etc.
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Strengthening the follow-up system
- Preventing health problems caused by overwork
- Establishment of a consultation desk for work hour issues
- Further utilization of attendance management systems, etc.
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Review of working conditions
- Improving work efficiency and reviewing work styles
- Promoting paid leave and implementing no-overtime days, etc.
Promoting work-life balance and improving the working environment
List of work-life balance support systems
| legal | Fujikura | |
|---|---|---|
| Spouse maternity leave | - | Three days can be taken within one week of the spouse's birth |
| Childcare leave | Until the child is 1 year old *This can be extended until the child is 1 year and 6 months old (up to 2 years old with further extension) only if the child cannot be admitted to a nursery school, etc. |
Until the child is 3 years old |
| Shortened working hours for childcare | Up to 3 years old | Until the child completes the third grade of elementary school |
| Nursing leave | 5 days for each child up to the age of starting elementary school, 10 days for two or more children. Unpaid | When using saved leave for the purpose of caring for a child, five days per year can be taken per child. If there are two or more children, the leave can be taken in daily increments (paid). |
| Support for early return to work after childcare leave | - | Nursery School Concierge (Support for finding nursery schools through external partners) |
| Creating an employment environment that makes it easier for employees to take childcare leave | Take one of the following measures: conducting training, establishing a consultation desk, collecting and providing case studies, or publicizing policy. |
|
| Nursing care leave | Up to 93 days per person, can be split into three installments | For each eligible family member, once each time they reach a state of needing care, for a total of one year. * Saved leave can be used up to 50 days during care leave. |
| Creating an employment environment that makes it easier to take caregiving leave | - |
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| Re-employment system for childcare, nursing care, etc. | - | Job Return System |
Flexible working arrangements
Annual paid leave
・Half-day regular leave: 20 days (40 times) of leave can be taken in half-day units during one leave year.
- Hourly regular leave: Five days of leave can be taken in one-hour increments during one leave year, with one day being eight hours (five days x eight hours = 40 hours in total).
Flextime system
We have defined core time (11:00-14:00) and flexible time (7:00-11:00, 14:00-19:00) and allow for flexible working arrangements.
Saved vacation system
Employees can accumulate up to 100 days of remaining annual paid leave, which expires after two years, and use it for purposes such as personal injury or illness, nursing care leave, community or social contribution activities, or caring for preschool children.
working from Home system
In fiscal 2020, we revision our existing work-from-home system and introduced working from Home. A wide range of Fujikura employee are taking advantage of this system, regardless of whether they have childcare or nursing care responsibilities, which has led to improved work-life balance.
secondary employment
We have introduced a system that allows employees to have a side job if they obtain prior permission from the company under certain conditions (※). The main types of side jobs include consulting, creating and managing websites and e-commerce sites, work that utilizes qualifications and specialized knowledge, family business, etc. We believe that outside activities outside of working hours should be done at one's own will and responsibility, and we aim to promote the diverse career development of employees and to foster organization culture that supports people who take on challenges.
*We do not approve such arrangements if there is a risk that it will become difficult to fulfill the obligations of safety considerations, including avoiding long working hours, the obligation to maintain confidentiality, the obligation to refrain from competing with other companies, and the obligation of good faith.
Creating a work environment where everyone can balance work and childcare
We aim to further enhance the environment in which everyone can balance work and childcare, regardless of gender, and to create a workplace where everyone can work comfortably. To this end, we are actively promoting parental leave for men, which will also help to alleviate social issues such as gender role division and the declining birthrate and labor force population.
- Publication of parental leave handbooks for male Fujikura employee and managers
- Establishment of a childcare leave consultation desk
- A supervisor will conduct an individual interview with Fujikura employee who has informed the employee that her spouse is pregnant.
- HR a person in charge provide individual explanations to employees taking childcare leave
- Implementing training to promote paternity leave for men (father classes and manager training)
General business Action Plan (10th) based on the Law for Advancement of Measures to Support the Development of the Next Generation
Please click here for details.
*Plan period: April 1, 2023 to March 31, 2026
Goal 1: Support for returning to work after childcare leave
Goal 2: Promote awareness and understanding of work-life balance support systems and internal examples of work-life balance support
Goal 3: Promote men's participation in child-rearing