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Stakeholder’s Message
Fujitsu is promoting diversity in its human resources so that its employees and organizations can grow together. By
having employees mutually respect what each has to offer and capitalize on their own value, the goal is to gener-
ate new knowledge and technology through free and open debate from diverse viewpoints.
Fujitsu will contribute to social development through business activities by fostering global business leaders capa-
ble of executing business strategies and creating social value.
Supporting a Balance between Work and
Nursing Care
In June 2012, we conducted a survey to assess employee
nursing care service usage and needs to better motivate such
people by helping them balance work and nursing needs.
The survey targeted employees older than 40. We have
posted the survey results on our intranet.
In light of the survey, we conducted forums in September
and December 2012 to provide employees with much needed
information about public nursing care services and in-house
nursing care, along with an opportunity to consider ways to
balance work and nursing care commitments.
GKI / Development Course (GKI/D)
The Global Knowledge Institute/Development Course (GKI/D) is a program that
selects young, management-track employees and develops them into leaders
to drive new business creation and business model innovation. In fiscal 2012,
part of the program involved giving participants a front line, or customer-based
perspective by immersing them in front line work experiences without prepara-
tion, in fields that differ from ICT, such as agriculture or food services. The par-
ticipants then used what they had learned later in an “action learning”
component of the program.
Opinion from an Employee
with a Disability
As an in-house attorney at Fujitsu, I handle business law tasks to
support departmental operations. I review contracts, respond to legal
problems, and look after litigation. I frequently travel on business
around Japan and attend customer meetings. Initially, I had concerns,
but I came to realize that if you dare to tackle challenges then many
doors will open to you.
I feel most worthwhile in this job when concluding win-win con-
tracts, with customers accepting terms that I have explained carefully
while overlooking the entire business deal. The best part of my job is
the feeling of working right at the forefront of Fujitsu’s dynamically
changing ICT business.
Company-wide policy
•Fujitsu Way
•UN Global Compact
• Guidelines on
respect for human
rights
ATSUSHI MORIYAMA
Manager, Legal Division,
Business Affairs
Legal Unit
Earthquake recovery project experience at an oyster
farm (Minami Sanriku-cho, Miyagi Prefecture)
Priority 3
Priority 4
Embracing Diversity and Inclusion
Developing Human Resources for Their Contribution to Society
and the Environment
Fostering Respect for Human Rights in Corporate
Culture and Activities
The Fujitsu Group uses a PDCA cycle to identify and tackle
human rights issues, guided by the Fujitsu Way and the
Human Rights Enlightenment Committee. In fiscal 2012, we
began creating a Human Rights Due Diligence structure
encompassing our entire global value chain.
We invited experts to attend a stakeholder dialogue to
promote understanding of the UN guidelines on business and
human rights among relevant members of the Group, and to
share recognition of human rights issues within Fujitsu’s
businesses. We also surveyed 117 Group companies in Japan
and overseas based on ISO 26000 to ascertain what measures
are being taken to ensure respect for human rights through-
out the Group.
Plan
Formulate yearly
policy and plan
Act
Reflect in policy
and activities in
the following
fiscal year
Do
• Awareness raising
activities
• Employee consul-
tation room
• Status survey
Check
Review by
Company-wide
committees
Developing Human
Rights Due Diligence
throughout the
Entire Global Value
Chain
Initiatives in fiscal 2012
• Held dialogue with
human rights expert
• Checked status of
initiatives based on
ISO 26000
072 FUJITSU LIMITED ANNUAL REPORT 2013