CSR activity report│Work Style

Develop and Utilize Diverse Human Resources (Priority Issue 2)

The Fujifilm Group believes that we can contribute to a richer society by generating new values through respecting, accepting, and being inspired by each employee’s personality and individuality regardless of their backgrounds and values. We aim to be a robust organization where diversified employees can exert their capabilities to the fullest extent.

In FY2018, we have achieved positive results on the percentage of women in executive and managerial positions, and the employment rate of people with disabilities. This was achieved through a number of efforts, including maintaining and enhancing the flexible work style to suit different life stages, such as childbirth, childcare, and nursing care; implementing job retention measures for employees with disabilities; and providing workshops for female employees. We are also maintaining our efforts in training and making optimum HR allocation globally.

The Fujifilm Group implements the following measures to develop individuals who can survive global business competition: (1) Reinforcing employees’ global business capabilities including language skills; (2) Providing opportunities for overseas working experience and systematic job appointments for skill development; and (3) Developing talented local employees in overseas subsidiaries and proactively appointing such employees. In FY2018, we identified major positions in overseas subsidiaries (Global Executive Positions) and provided the Regional Leadership Program to train successors for each region. In addition, we are reinforcing our human resource portfolio to expand business globally by accepting overseas subsidiary employees and foreign students in Japanese offices, as well as increasing the number of foreign national employees.

Further, we are providing future executive training programs based on carrier stage to develop core employees responsible for corporate management in the future.

To enable employees who have various values to continue to perform well, we are expanding our flexible work styles, such as work-at-home system and more accessible paid holidays, so that our employees can continue working while experiencing major life events, such as childcare and nursing care. We are also raising awareness of work-life balance by providing a range of related seminars. We are particularly focusing on women empowerment in the office through multidimensional support, along with OJT and OFF-JT to develop human resources to play core roles. In order to increase the percentage of women in executive and managerial positions, Fujifilm has been offering a number of support programs, including the Re- Employment Program, the Work-at-Home System, and the Paid Leave by the Hour System from the viewpoint of skill application of diverse employees as a part of our Work Style Innovation activities, which we started in 2014. Fujifilm’s other women empowerment programs include the career design training program for women employees, the job returning support program after childcare leave, and a work balance support seminar, etc. In addition to similar programs to those of Fujifilm, FUJIFILM Business Innovation also implements a range of measures under their action plan based on the Act of Promotion of Women’s Participation and Advancement in the Workplace. In FY2018, FUJIFILM Business Innovation offered a training program for women sales staff and customer engineers to help create career plans and share gender-specific issues and countermeasures in male-dominated workplaces. The company also published the Managers’ Guide to Support Employees in Childcare to enable them to appropriately handle communications, welfare, and performance appraisals for employees who are involved with pregnancy, childbirth, and childcare at each stage.

As a part of diversity enhancement, we are promoting the employment of people with disabilities under the medium to long-term targets. In FY2018, the rate within the entire Fujifilm Group reached 2.35% as a result of reinforcement of inter-group collaborations based on the group-wide calculation method under FUJIFILM Holdings. We aim to create workplaces where everyone are motivated regardless of their disabilities.

Promoting Talented Employees Worldwide

Percentage of international employees (i.e. non-Japanese) in major positions in the Fujifilm Group
FY2030 target: 35%, FY2019 results: 26%

Presentation in front of the executives at the Global Leadership Seminar (left); Mr. Martin Meeson, CEO of FUJIFILM Diosynth Biotechnologies U.S.A., Inc. giving a presentation at the Seminar (right)

Presentation in front of the executives at the Global Leadership Seminar (left)
Mr. Martin Meeson, CEO of FUJIFILM Diosynth Biotechnologies U.S.A., Inc. giving a presentation at the Seminar (right)

To promote competent employees capable of leading our business activities in their respective fields, we specified key management posts at the Fujifilm Group and defined them as either Global Executive Position or Regional Executive Position. For each position, candidates are selected regardless of nationality for organized, systematic development.

In the Global Leadership Seminar for those in Global Executive Positions, participants from around the world gather at the Fujifilm Group Head Office to refine their perspectives as executive position candidates and strengthen their capabilities for the setting of agenda on a global basis. The Seminar has been held six times since 2011, with a total attendance of 52 participants. One of such promotions took place in 2020 when Mr. Martin Meeson, an alumnus of 2017 class, was appointed CEO of FUJIFILM Diosynth Biotechnologies U.S.A., Inc., the Group’s contract development and manufacturing organization for biotherapeutics.

Promoting Women in Leadership

Percentage of women in managerial positions in the Fujifilm Group
FY2030 target: 25%, FY2019 results: 14.5%

Percentage of women in managerial positions in the Fujifilm Group Japan
FY2030 target: 15%, FY2019 results: 5.4%

Returners from maternity/childcare leave and their managers at a work balance support seminar (left); Head of HR at the seminar on women’s health (right)

Returners from maternity/childcare leave and their managers at a work balance support seminar (left)
Head of HR at the seminar on women’s health (right)

The Fujifilm Group is promoting talented women to managerial positions and providing assistance to women in career development and various forms of support necessary for respective stages of life such as maternity care and childcare.

In FY2019 again, we organized a cross-industry forum for female sales representatives jointly with four companies outside the Group to share issues and discuss corrective measures and held a workshop dedicated to female customer engineers. These are among the various programs aimed at supporting career development of our female employees whose workplaces are typically dominated by male employees. Furthermore, from July through September 2020, we held work balance support seminars four times. These seminars were attended by 52 employees in total including 27 returners from maternity or childcare leave as well as their immediate managers, to make their return to work smooth and to support career development.

In October 2019 in Tokyo and Yokohama, Japan, we organized a seminar titled “Women’s Health In the Age of 100-Year Life” designed to educate female employees, their colleagues and managers how females can maintain their physical and mental wellness while being active members of the workplace. A total of 174 men and women attended. In addition to a lecture by a female doctor, our Head of Human Resources shared her personal experiences and urged the audience to work on maintaining wellness together to enjoy working and lead enriched life.

Continuing to Exceed the Legally-Stipulated Rate of Employment of People with Disabilities

Percentage of employees with disabilities according to the group-wide calculation (in Japan)
FY2030 target: 2.35%*1, FY2019 results: 2.42%

The Fujifilm Group Japan has fulfilled the legally-stipulated rate of employees with disabilities since FY2016. Although the legal rate is anticipated to be raised to 2.3% by April 2021, the Group plans to maintain the employment rate higher than the legal rate even after the raise.

To create jobs and works for people with disabilities, we have set up new workplaces chiefly for people with intellectual or mental disabilities at three worksites. We are providing assistive communication support for employees with auditory impairment with sign language interpreters and the use of voice recognition software. We also established a counseling office with guidance counselors for issues related to work and everyday living to create work environments where people with disabilities are able to work safely and energetically.

Besides employment concerns, we work with special needs schools and community support organizations to help people with disabilities accomplish social independence. In FY2019, we provided internships to seven trainees and organized other activities such as offering on-site venues to sell bread and snacks made by people with disabilities.

  • *1 The target being reviewed vis-a-vis anticipated change in the legally-stipulated rate of employment of people with disabilities

Achieve Zero Retirement of Employees Caused by Childcare and Nursing Care

Job retention rate three years after returning from childcare leave (in Japan)
FY2030 target: 100%, FY2019 results: 92.0%*2

Job retention rate three years after returning from nursing care leave (in Japan)
FY2030 target: 100%, FY2019 results: 100.0%*2

Male employee taking childcare leave (left); Onleave caring for children (right)

Male employee taking childcare leave (left)
Onleave caring for children (right)

In the area of childcare, a seminar was organized for employees who returned from childcare leave and their managers to promote and support their smooth return to work. We encourage not only female but also male employees to take childcare leave. Concretely, paid leave for each employee usually expires after two years, but male employees can utilize those unused paid leaves to take childcare leave for a span of several weeks to several months in the period when childcare for their spouse reaches a peak. Through such efforts, the number of employees who took childcare leave in FY2019 reached 348 in total for Fujifilm and FUJIFILM Business Innovation, which was 89 more than the previous year.

In the area of nursing care, a seminar was organized with an external specialist invited to give a lecture on preventing the retirement of employees due to nursing care commitments. We also enhanced nursing care counseling. Additionally, the Working from Home system has been made available for expectant mothers and employees with childcare or nursing care needs to enable them to fulfill home commitments alongside work.

  • *2 FUJIFILM Corporation

Reforming the Work Environment

Providing work spaces to help productivity

The three work spaces are PARK, where people can gather to exchange ideas freely; PIT, where they can concentrate on their work for efficiency; and PORT, available as a satellite work space or for solo work.

The Fujifilm Group is improving office facilities toward creating a better work environment. In Tokyo Midtown, where the head offices of FUJIFILM Holdings, Fujifilm, and FUJIFILM Business Innovation are located, a part of the canteen and cafeteria were transformed into three work spaces to promote Communication, Action, Reading, and Planning in May 2018. Besides that, one space is allocated as a free-address office for some divisions, the others are shared spaces equipped with high tables and stools for rapid communications, booth seats, and telephone boxes allowing employees to work with remote partners without worrying about their surroundings. This is an example of our attempts to realize new ways of working. Since August 2019, we have been refurbishing the central area of each floor to create characteristics specific to that floor and offer a free space that employees can use according to their purposes. We believe that employees can adopt more efficient and creative manners of working by offering them an environment where employees can choose the place to work according to their purpose. We plan to expand this attempt to other offices assessing the results from the current design.

Human Resource Development (Fujifilm)

Diversity (Fujifilm)

Developing Human Resources Who Think and Act Independently (FUJIFILM Business Innovation)

Major Activities in Engagement with Employee (FUJIFILM Business Innovation)