Work-Life Balance
Basic Principles / Guidelines
The Fujikura Group helps employees achieve work-life balance, while respecting diverse values and lifestyles, in hopes of supporting the achievement of both business growth and enriched personal lifestyles.
- Guidelines in "Fujikura Group Activity Guidelines" is as follows.
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- Secure the safety of all people involved in Fujikura Group's corporate activities, while maintaining a comfortable work environment and striving to improve it.
- The guidelines in the"Criteria for the management of employees' health and safety and for ethical considerations", has the following two items.
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- Appropriate labor time management- Promotion of a safe, hygienic work environment and health management
Measures to Ensure Appropriate Working Hours
Fujikura Ltd. works to ensure appropriate working hours as one of its most important management issues that will help improve the value of the company and its human capital. We strive to ensure local compliance and reduce overtime work hours across the entire Group. In June 2014, we documented the Group's policies on appropriate working hours and have been conducting related activities regarding the following as the three pillars of these policies.
- (1) Share awareness of problems and ensure compliance with related rules across the company
- (2) Enhance the follow-up system
- (3) Review the work environment
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.
FY2017 Performance (Fujikura)
In April 2017, we established the Labor-Management Review Committee on Work Style Reform, which has been actively working towards work style reforms. The committee comprises members from the human resources department and the labor union. In fiscal 2017, the monthly average overtime hours was reduced by 1.84 hours per month compared to last year, showing concrete results. Moreover, we officially launched a telecommuting system and revised the related flexible working hours system, creating a more flexible work system by reducing the core time.
FY2017 Main Efforts
- (1) Launch of Work-life balance Labor-Management Review Committee
- (2) Work Style Reform Seminar for directors (external lecturer, multiple sessions)
- (3) Implementation of training session on family care
- (4) Internal and external promotion on the meaning behind supporting work style reform and diversity
- Intranet, -internal newsletter, press release, and e-learning - (5) Launch of EAP (Employee assistance program)
- (6) Launch of telecommuting system
- (7) Implementation of actual status survey for balancing life events and career
Promotion of Work-Life Balance and Development of Work Environment
Initiatives in Fiscal 2017
| FY2017 Plan | FY2017 Results |
|---|---|
| Establish workplaces that foster a culture that embraces the values of a diverse workforce and that increase labor productivity -Introduction of telecommuting system -WLB Labor-Management Review Committee -Hold training on family care (family care seminar) -Public relations inside and outside the company (work style reform website) -Organizational development training (workshop) |
-Established the WLB Labor-Management Review Committee and initiated discussions aimed at work style reform -Held seminar for executive management led by outside instructor about the meaning and importance of promoting work style reform -Published special feature article about balancing work and family care in the company newsletter (September) -Employee survey (December) Called the survey on actual conditions aimed at balancing life events and career, this survey examined the actual situation and needs of childcare, family care, and work styles -Revised flex time system and introduced telecommuting system in the second half -New paid leave system (currently under review) for encouraging male employees to get more involved in childrearing |
Fujikura's systems in support of work-life balance are outlined in the seventh General Employer's Action Plan.
An overview of work-life balance support systems can be found at:
http://www.fujikura.co.jp/eng/csr/data/work-life_balance.html
Kurumin Certification
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In November 2017, Fujikura received a notice of certification for general business owners meeting the basic criteria from the Director-General of the Tokyo Labor Bureau based on the Act on Advancement of Measures to Support Raising Next-Generation Children. Since receiving this recognition, the logo mark for next generation businesses that support childrearing (nicknamed Kurumin) has been updated. Fujikura uses the new logo in internal publications and business cards. |
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Participation in the IkuBoss Business Alliance
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We joined the IkuBoss Business Alliance, sponsored by the NPO Fathering Japan (Representative Director: Tetsuya Ando, "FJ" below) on November 15th, 2016 in an effort to promote diversity and work style reforms. |
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※What is the IkuBoss Business Alliance?
In an age where employee lifestyles are diversifying, with increased participation by women and more employed fathers who help with child-rearing (Iku-men), the IkuBoss Business Alliance is a business network that recognizes the need for "Iku-bosses" (bosses who support child care by employees). The IkuBoss Alliance wants to educate and foster a new generation of ideal bosses.
Work Style Reform Challenge Day
We hold Work Style Reform Challenge Day to reevaluate the conventional approach to work styles and approaches, with the following main initiatives.
Premium Friday
Time Difference Biz
We participated in Time Difference Biz centered on Tokyo, and encouraged the following activities at our head office region from July 11 to July 25, 2017. This was done with the intention of encouraging a climate where employees can produce output with a variety of work methods and a climate that recognizes various work methods. Activities included:
1. Promoting flex work systems for offices without them
2. In flex-time offices, arriving at work from the start of core time and leaving work before designated hours
3. Acquisition of regular vacation (full days, half days)
4. Going directly on business trips, and going directly home from them
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※What is Time Difference Biz?
The Time Difference Biz led by Tokyo Metropolitan Government is a movement which aims to ease rush hour traffic in anticipation of a large number of tourists arriving for the 2020 Tokyo Olympics and Paralympics. It is also one of the key work style improvements that will relieve stress and fatigue for people riding full trains, allowing mental and physical recovery and improving productivity as a result.
Activities to Enhance Employee Incentives
The Fujikura Group offers activities and support systems to enhance employee incentives in order to increase its corporate value and develop a workplace environment that enables diverse workforce to contribute their skills to the fullest. Within these systems are items that have continued tracing back to the first president, Tomekichi Matsumoto.
Overview of Systems
[Table of Systems]
| System Outline | System Explanation | |
|---|---|---|
| 1 | Incentive System for Acquisition of Qualification/Skills | A system that provides support for distance education |
| 2 | In-house recruitment system | A system that allows employees to apply to posted job openings on the company intranet |
| 3 | Domestic Exchange Studies System | A system for dispatching employees engaged in research and development to postgraduate school (doctoral-level studies) |
| 4 | President’s Award System | A system that gives awards/incentives to employees/groups that contribute to improving performance, etc. |
| 5 | Patent Meister System | A system for rewarding the employees with the most patents |
| 6 | Proposal Award System | A system for the recognition of excellence in proposals |
| 7 | Career Support System | A system implementing general work training and interviews targeting promoted employees |
| 8 | Master Certification System | A system for “takumi” (master) designation of tech employees who demonstrate an exceptional degree of proficiency in technologies that can be passed down |
| 9 | Overseas Internal Transference System | A system to allow for human resources at bases across the Group to work at the Fujikura headquarters and elsewhere as part of global human resource development |
| 10 | Special Research Fellow (Special Researcher) Certification System | A system for supporting those with stellar academic evaluations who have demonstrated both laudable personal characteristics and predominant expertise in research and development |
| 11 | Vacation Rollover System | A system to save up to 100 days of missed vacation to be used for sickness, elder care, or philanthropic activities. |
| 12 | Introduction of employee referral program for mid-career hires | To create opportunities to hire a broad range of human resources by establishing a system for hiring based on employee referrals |
Community Service Leave (expanded usage for banked holidays)
Fujikura offers a system of banking vacation days (banked holidays system) which enables an employee to use their paid holidays for which the two-year entitlement period has expired up to a maximum of 100 unused vacation days for events such as illness or family care. Starting in April 2015, as a measure to develop a workplace environment that is compatible with diverse lifestyles, we added community service activities (volunteering) as another way of using banked holidays.
CSR activities that fall under this system include volunteer activities during a disaster, donor registration and provision related activity, welfare activities for persons with disabilities, welfare activities for the elderly, community service activities including disaster and crime prevention, youth guidance and development related activities, and so on.