Diversity, Equity & Inclusion

Policy

Here at the Fujitsu Group, we have engaged in efforts to advance diversity, equity and inclusion (DE&I), based on the idea that "We respect fairness and equality, and promote diversity and inclusion," as described in the Purpose Statement of the Fujitsu Way.
In 2022, we revamped the Global DE&I Vision & Inclusion Wheel to create an equitable and more inclusive culture where everyone has a greater feeling of belonging and can be completely themselves. Equity, as expressed in this vision, is intended to recognize and respond to the fact that all people are in different circumstances and will require a variety of resources and opportunities depending on their circumstances, as opposed to equality, which provides the same things equally to everyone. Through this more inclusive and holistic approach to DE&I, we aim to achieve a sustainable society, looking at the positive impact Fujitsu’s technologies and solutions have on society.

Global DE&I Vision & Inclusion Wheel

Promotion framework for DE&I

The Sustainability Management Committee, chaired by the President and CEO, meets twice yearly to review progress in DE&I activities and DE&I target achievements, and to discuss proposals for new activities. The results are reported to the Executive Management Council and the Board of Directors. For Fujitsu, the materiality of Human Capital in terms of DE&I serves as a foundation that enables our sustainable development, and the Chief Human Resource Officer is charged with this responsibility.
DE&I promoters from each region advance DE&I by sharing the issues and measures taken in their own regions and pursuing global collaboration.
Additionally, we carry out an annual global engagement survey that includes questions related to DE&I issues, such as “equal opportunity” and “respect for the individual,” in order to grasp the overall situation and confirm the progress of initiatives from employee opinions.
Furthermore, we have established measures to more proactively promote inclusion through collaboration with each organization.

Initiatives for fostering corporate culture

Inclusive Leader Session

In order to foster a corporate culture at Fujitsu where “anyone can play an active role in their own way,” we annually hold a global Inclusive Leader Session with the aim of raising awareness of DE&I and inducing behavioral change.
The theme of the 2025 session was "Discussing the Idea of Inclusive Leaders and Bringing about Behavioral Change in Each and Every Executive and Employee.” At this event, we welcomed outside lecturers for lectures and held a panel discussion with executives, garnering enthusiastic participation from many employees across the globe.
*This event was held under the name “DE&I Session” up until 2024.

In addition, each region is actively working to instill DE&I corporate culture.

Inclusive Leader Session2025

Understanding unconscious bias

Fujitsu has created and distributes internally e-learning courses on unconscious bias in collaboration with external experts, with the aim of improving communication. The courses aim to help employees acquire basic knowledge about unconscious bias and learn how to manage their own unconscious biases, thereby contributing to the creation of an inclusive workplace that embraces diversity. Employees who join Fujitsu are required to take the courses, which are also made available to all employees so that they can review the subject matter at any time.

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Regional initiatives

Global Delivery Business Group (cross-regional organization)
Under the theme, “Ethics in AI: Navigating the Future of Responsible Innovation,” we held a discussion on ethical AI development, focusing on fairness, bias mitigation, and inclusive innovation.
We held a session aimed at building fair AI & empowering the next generation in STEM. At this session, we emphasized that inclusive practices will fulfill the roles of shaping equitable technologies and opportunities for the next generation.
Europe
We held an Inclusion Week for all DE&I matters and contributed to further growth of our corporate culture of embodying DE&I by providing various programs in the countries of this region, such as a panel discussion with executives and the DX team, and communication utilizing the company’s internal media.
At Fujitsu Germany, we implemented the required e-learning regarding The General Act on Equal Treatment (Allgemeines Gleichbehandlungsgesetz – AGG). Also, we celebrated German Diversity Day, inviting DE&I experts for our webinar themed on a formula for success for diversity and sustainable solutions to create an inclusive corporate culture, leverage diversity, master future challenges.

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Endorsement of international standards and initiative participation

In FY2017, the Fujitsu Group issued a CEO Statement of Support for the Women’s Empowerment Principles, which were created by the UN Global Compact and UN Women. In doing so, we pledged our support of the principles. In FY2018, we also became the first Japanese company to pledge our support to the UN’s LGBTI Standards of Conduct for business, and have been proactive overall in our adaptation to global trends in diversity.
We are also a member of G20 EMPOWER, a private sector alliance to increase and empower women in key roles in the economy and business, as well as the 30% Club Japan, which aims to achieve a healthy gender balance in corporate decision-making bodies.

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Gender

International Women’s Day initiatives

In honor of International Women’s Day, March 8 of each year, Fujitsu sends out messages from top management and through social media. We are also accelerating our corporate culture transformation through various events such as webinars in each region while also creating a sense of unity and belonging within the Group through the use of the color green which is the Fujitsu Group’s theme color for gender.
In FY2025, we globally shared not only messages from top management and CHRO but also stories of exemplary female employees and employees acting to draw out the capabilities of female employees.

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G20 EMPOWER Playbook 2025

We broadcast information about female empowerment strategies at Fujitsu not only within the company, but internationally as well. As an example, the female leaders networking strategies and career support program initiatives for female employees were listed in G20 EMPOWER’s Best Practices. G20 EMPOWER is an international framework formed through the collaboration of governmental bodies and private corporations primarily from G20 countries for the purpose of economically empowering women and fostering women leaders. The fact that G20 EMPOWER presented Fujitsu’s initiatives as exemplary demonstrates that Fujitsu’s female empowerment strategies can be utilized even in international contexts.

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G20 EMPOWER Playbook 2025

Career Workshop for female employees

This program is made available to female employees at Fujitsu and domestic Group companies in order to provide them an opportunity to consider what careers would suit them and what actions would lead to those careers, as well as encouragement to challenge themselves in new roles.
In FY2025, we held three programs divided by level. General employees were given the opportunity to learn about various workstyles and ideal executive profiles through lectures by outside lecturers and dialogue with multiple role models. Female executives had the opportunity to craft their own vision of the ideal leader they could embody and received encouragement in daring to make decisions amid diverse perspectives, thereby offering them an expansion of career options.
FY2025 participants: approximately 1,000 (from Fujitsu and domestic Group companies)

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Regional initiatives

Global Delivery Business Group (cross-regional organization)
During the series of events celebrating International Women’s Day, Global Delivery Business Group put the focus on advancing gender equality, addressing with bias, supporting women’s health, and empowering women and girls to thrive in all aspects of life.
In the virtual learning webinar series “Building an Equitable Future with Vital Voices,” we held 8 webinars on individual themes such as “The Reality of Women in the World.” Under the theme “Women Rising: The Unseen Barriers,” we held an online panel discussion that focused on the hidden challenges that women encounter as they grow in leadership and in their careers.
As part of our “Women in Business” series, we held a leadership development and mentoring session, hosted an online panel discussion, and implemented internal communication and online networking events through internal social media spotlighting on emerging women leaders.
Additionally, we made efforts to increase awareness of men’s mental health, suicide prevention, and other health issues like prostate cancer and testicular cancer.
Americas
On International Women’s Day in the Americas, our employee network group “Women’s Innovative Network (WIN)” participated in the celebration held by an external organization for empowering girls and women across the world through education and employment, that the Americas sponsors, on the anniversary gala, reinforcing Fujitsu’s commitment to social responsibilities.
Europe
On International Women’s Day at Fujitsu Germany, we held lectures on the theme of “Keep on advancing.”
At Fujitsu Portugal and Fujitsu Spain, the theme was “International Day of Women and Girls in Science,” with Portugal having celebrated this day by using company communication media to publish tips on how employees can foster and promote an interest in science in their daughters and Spain having provided a documentary video introducing key Spanish women of science and presented the “Fujitsu Alumnae” program, where female employees gave speeches to students at schools, providing a more open view of careers in STEM fields.
Fujitsu UK celebrated International Women’s Day over the entire month of March as “FuturHer Festival 2026” by hosting webinars and the like regarding challenged women and girls face in life.
Oceania
On International Women’s Day, “The Fujitsu Tech Experts Circle Program” was held in Fujitsu Australia and Fujitsu New Zealand. A good gender balance in the participants was achieved, with the event aiming to improve self-awareness, and coaching and mentoring skills, collaboration, problem-solving, as well as strategic communication abilities.

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Health, disability and accessibility

Initiatives to promote the Empowerment of Persons with Disabilities

In response to growing social demand for the employment of persons with disabilities, especially in Japan, Fujitsu has formulated the "Empowerment Stories for Persons with Disabilities" to address the inclusion of persons with disabilities as a responsible technology company. We are working to create a more comfortable working environment for employees with disabilities and to contribute to the elimination of social barriers through technology, aiming to achieve inclusion and innovation.

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The Empowerment Stories of Persons with Disabilities

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Initiatives on the International Day of Persons with Disabilities

Each year on December 3, the International Day of Persons with Disabilities, we use the color purple, which is the Fujitsu Group’s theme color for accessibility, health, and disability, to create a sense of unity within the Group, and provide information in the form of messages from top management and social media posts. One of our primary initiatives is the declaration of Fujitsu Group’s commitment to promotion of inclusion of persons with disabilities, with President and CEO Takahito Tokita signing the international initiative “Valuable 500” in May 2025. Additionally, Fujitsu implemented hands-on workshops with the aim of deepening everyone’s understanding of DE&I and reasonable accommodation. Furthermore, in each region, we conduct various initiatives such as offering programs related to inclusion of persons with disabilities and boosting employee awareness of disabilities, primarily through DE&I promotion teams and employee network groups.

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Creating an inclusive workplace

At Fujitsu, we do not impose restrictions on the types of jobs available to people with disabilities. As such, there are people with disabilities who work in a wide range of jobs, from sales staff to SEs, R&D staff, corporate staff, and more.
For the hiring process, we publish pamphlets and websites aimed at job seekers with disabilities, which include employee interviews, our stance on the employment of people with disabilities, and describe how employees work after joining the company. This information communicates how we provide an affirming and individually oriented workplace for all, with or without a disability. We also conduct long-term follow-up after joining the company, from training until getting settled in their jobs, to ensure performance to the best of their abilities. Examples of this include special training programs when they enter the company, and workplace-oriented consultations so that each employee is able to perform to the best of their abilities. Based on the concept of Work Life Shift, Fujitsu pursues a synergy of work and life through a workstyle that does not restrict time or place, as we aim for the well-being of each individual. Even from employees with disabilities, we have received positive feedback for our workstyles that match the employee’s characteristics, such as enabling work in comfortable settings where the worries of a commute are lessened.

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Employment Ratio of People with Disabilities (Fujitsu)

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Note: This graph is based on data as of June 1, 2026. The statutory employment rate may be revised during the fiscal year in accordance with applicable laws and regulations.

We also created a manual for workplaces, called the Work Style Guideline. It lists the things that employees should consider when working with employees with disabilities, according to each type of disability, to help understanding in the workplace.
In addition, we support smooth communication and efficient operations, including for employees with hard-of-hearing or difficulty seeing, through screen readers, screen magnification software, and communication tools which use chat tools or voice recognition. We are implementing strategic measures such as hiring, accessibility improvements, and employee network activities in other regions as well, according to the situation of the region or country.

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Special subsidiaries to promote the employment of people with disabilities

At Fujitsu and its domestic Group companies, we have established special subsidiaries in order to provide people with disabilities a wider range of workplaces. These subsidiaries work to create a workplace where each individual can thrive while taking into consideration the characteristics of their disability.

Fsas Technologies & Sun Inc. (as of April 2026)

Year established: 1995
No. of employees with disabilities: 37
Main work tasks: ATM, printer-related and personal computer repair, various services related to maintenance services for Fujitsu products, and system service operations
Business office (s) : Beppu City, Oita Prefecture

Fujitsu Harmony Limited (as of April 2026)

Year established: 2013
No. of employees with disabilities: 326
Main work tasks: Health keeping services, office environment support, Documents Act compliance, health checkup support, creation of novelty goods, convenience store management, and café/bakery management
Business office (s): *Head office (Kawasaki City, Kanagawa Prefecture), 23 other locations

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Accessibility

The Fujitsu Group strives for communication that is open and accessible to all people with diverse characteristics.
Related departments collaborate to achieve accessibility across brand communications, product services, and work environments. The new corporate brand applies a diversity-conscious design and emphasizes accessibility by developing a unique corporate font that is easy to read. As a result, we received the “iF Design Award” in 2022. Moving forward, we will continue to promote initiatives that emphasize accessibility.

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From September 22 to 26 in 2025, Fujitsu held its “Accessibility Week.” Initiatives included two international days, namely “International Day of Sign Languages” on September 23 and “International Day for Universal Access to Information” on September 28, as well as lining up with the Deaflympics, held in Tokyo the same year. During this period, we provided an opportunity to consider “accessibility” from various perspectives, by ensuring information was available for persons with disabilities and foreign language speakers, and improving accessibility in the city and in the workplace. In addition to posting lecture videos on information accessibility by outside experts, holding internal sessions on the theme of “AI x accessibility,” and broadcasting animations and information related to web accessibility, we implemented hands-on accessibility events (walking through a barrier-free city, touring sensory rooms, playing American football with Fujitsu Paralympians, etc.) in collaboration with Fujitsu’s American Football Team. These initiatives have led to continued increased awareness of accessibility and implementation in daily tasks and business.
During this Accessibility Week in the Americas, we held a participatory online event called “Accessibility Challenge,” raising awareness of accessibility needs, fostering empathy, and promoting inclusive workplace behavior throughout the entire organization.

In November 2024, we established the Fujitsu Accessibility Site, where we publish our “Accessibility Approach,” which is our commitment to accessibility initiatives, and offer examples of these initiatives in action.

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Fujitsu Accessibility

Chairman Ito is giving a lecture in sign language.

NPO Information Gap Buster Chairman Yoshihiro Ito giving a lecture

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7 participants in the wheelchair experience, one of our hands-on events, are pictured in front of Fujitsu Stadium Kawasaki.2 people are pictured in wheelchairs in the center, surrounded by 5 people standing

A hands-on event (wheelchair experience) held in collaboration with Fujitsu’s American Football Team.

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Contributing to elimination of social barriers as a responsible technology company

Fujitsu has signed the sponsorship agreement Tokyo 2025 Deaflympics (*1).
Up to this point, we worked on spreading DE&I and promoting a social understanding of “disability - barriers in society” through “Ontenna” and “Ekimatopeia” developed through co-creation and collaboration with deaf and hard-of-hearing persons.

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(*1) Tokyo 2025 Deaflympics

At a train platform, a woman looks at the Ekimatopeia on a vending machine. The Ekimatopeia display shows an illustration of a train door closing and hand-written letters “pi-pon—pi-pon.” It also plays a sign language video of the announcements and displays English subtitles.

Executed a field trial of “Ekimatopeia” at Ueno Station. (filmed March 2025)

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Regional initiatives

Global Delivery Business Group　(cross-regional organization)
On the International Day of Persons with Disabilities, we held a series of sessions focusing on neurodiversity and invisible disabilities, raising awareness, promoting inclusive workplaces, and developing better support systems for employees. Under the theme of "Neurodiversity Awareness for Managers," we provided 10-part webinar modules and related materials as a training series for managers, introducing inclusive practices that take diverse cognitive styles into consideration. As the digital accessibility training series, we provided interactive virtual training on the theme of inclusive digital design and e-learning materials.
Americas
On the International Day of Persons with Disabilities, an employee inclusion network, ABLe, hosted an online event called “Positively Purple,” featuring guest speakers to expand leadership on issues concerning persons with disabilities. Additionally, we held Neurodiversity Awareness Month, Mental Health Awareness Month, and the Mental Health Leadership Certification Program.
Logo of ABLe, an employee network for persons with disabilities in the Americas
Europe
In conjunction with International Day of Persons with Disabilities, Fujitsu Spain, together with external organizations, held a webinar for its employees on the topic of "Integrating Work with People on the Autism Spectrum."
Fujitsu Germany held webinars during Neurodiversity Week to raise awareness of neurodiversity both inside and outside the company.
For Down Syndrome Day, Fujitsu Spain used internal social media and videos to raise awareness that persons with Down syndrome have the same needs as everyone else.
Fujitsu UK utilizes its unique "Be Completely You Passport" to provide necessary support in the workplace, and together with its employee network group, has created a system that ensures reasonable accommodations are continuously available even when job duties change.
ASEAN+I
Fujitsu Thailand sponsored an inclusive charity run to support underprivileged children and their families, with employees participating. This event contributed to promoting employee health, improving community well-being, and strengthening social connections among participants.
Fujitsu Philippines, as a sponsor of an external organization, supported the health and wellness of athletes, children, persons with intellectual disabilities, and their families through vision screening and physical fitness assessments.
Fujitsu Vietnam promoted employee camaraderie and health through running and team sports such as pickleball.

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Culture and ethnicity

The Fujitsu Group is moving forward with efforts, both regionally and worldwide, to create a corporate culture which respects people from diverse cultures and ethnic groups.
To cultivate cultural intelligence and a global mindset and enhance inclusion among Fujitsu Group employees, we publish a series of articles called "Expand Your World", written by management and employees with experience in different cultures. These articles aim to encourage, inspire, and celebrate cultural challenges among employees.

In Japan, the English Club, an employee network group in which employees communicate in English, has seen increased participation from various regions. It is becoming a lively hub for employees to exchange information and opinions on a wide range of themes and to gain insight into different cultures.
Each region carries out employee network group activities to understand diverse cultures and ethnic groups, events to understand regional cultures, activities to provide a deeper understanding of specific ethnic groups, and activities to support ethnic minorities.

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Regional initiatives

Global Delivery Business Group (cross-regional organization)
Under the guidance of experts, Global Delivery Business Group held discussions on responsible AI, focusing on aspects such as cultural diversity, ethics, and the role of inclusive innovation in protecting human rights in the digital age. It also offered a hybrid online and in-person session called "Connecting Teams in a Hybrid World," and an online session called "Culture Cafe Hour: Bridging the Generation Gap – A New Cultural Dialogue Series," to foster an inclusive culture.
Americas
BEING, an employee network group dedicated to supporting African American inclusion, invited an external expert to lead coaching sessions on creating a people-first culture. Employees learned not only practical strategies but also how to confidently and clearly embrace African American culture.
[Logo of BEING, an employee network group supporting African American inclusion in the Americas Region]
LatinX Link, a Hispanic employee inclusion network group, celebrates Hispanic Heritage Month every year, gathering offline in person to enjoy Latin American culture through food and games.
[Logo of LatinX Link, a Hispanic employee inclusion network group in the Americas Region]
Oceania
Fujitsu Australia launched the 2025–2028 Reconciliation Action Plan (RAP) as a guideline for promoting Indigenous engagement, inclusion, and truth-sharing in Australia. Fujitsu Australia has also renewed its partnership with the Indigenous Defence and Infrastructure Consortium (iDiC) to facilitate the participation of Indigenous Australian suppliers in key projects. In addition, Fujitsu Australia supported the 2025 Indigenous Australian Datathon as a Silver Sponsor, providing Fujitsu employees with the opportunity to collaborate with Indigenous communities to develop sustainable, community-driven solutions.

Fujitsu New Zealand launched initiatives under a new " Maori Inclusion Strategy." Fujitsu New Zealand also celebrated Te Wiki o te Reo Māori (Maori Language Week) through participatory competitions, language immersion events, and self-study resources.
The Fujitsu Australia team at the 2025 Indigenous Australian Datathon in Gimuy (Cairns), Australia.
The Fujitsu Australia team at the 2025 Indigenous Australian Datathon in Gimuy (Cairns), Australia.

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LGBTI+

Fujitsu became the first Japanese company to express its support for the UN’s LGBTI Standards of Conduct for Business. To create an environment where everyone can work comfortably and fully demonstrate their abilities, we are promoting efforts to deepen understanding of gender diversity by continuously communicating messages and information to Fujitsu Group employees.
We are also expanding the scope of application of our internal systems, such as congratulatory and condolence payments, vacation days, and leaves of absence, to include same-sex partners. We also take into consideration the use of preferred names based on gender identity, individualized treatment during health checkups and other various efforts in order to create a supportive work environment.

We are raising awareness across the entire company by providing training, hosting lectures, and sending out messages through the intranet, in order to expand the network of LGBTI+ allies. We are also providing materials, such as virtual backgrounds for online meetings that demonstrate understanding of LGBTI+, which is naturally encouraging employees to make “ally statements”. In each region, Fujitsu Group companies and employee network groups continue to engage in various activities.

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Logo for activities involving the LGBTI+ community

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We endorse the Business for Marriage Equality (*2) corporate campaign and are also are a partner in Pride House Tokyo (*3), which aims to create a permanent place where the next generation of LGBTI+ youth can gather in safety and security, and where organizations, individuals, and businesses across different sectors work together to disseminate information about sexual minorities. In recognition of these efforts, the company has received the highest “Gold” rating in the PRIDE Index by the voluntary organization “work with Pride” since fiscal 2016.

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PRIDE Index 2025

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Regional initiatives

Global Delivery Business Group (cross-regional organization)
Global Delivery Business Group held the Pride Month 2025 campaign, featuring events such as a panel discussion, a storytelling session by employees of the Global Delivery Business Group, a leadership roundtable, and publicity and communication on internal social media.
Americas
Pride Month 2025 featured live virtual entertainment sessions designed to enhance a sense of unity among employees while having fun, through guest speaker presentations and interactive games, while also celebrating diversity and strengthening bonds. Additionally, on National Coming Out Day, we interviewed an author of prominent books on the topic.

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Intergenerational initiatives

The Fujitsu Group strives for a corporate culture where all generations should feel respected and have opportunities to succeed.

Regional initiatives

Global Delivery Business Group (cross-regional organization)
Global Delivery Business Group held a session on learning about generational diversity in the workplace under the theme “Age is Just a Number – Leveraging Generational Differences.” It also held an interactive online session as part of a new series of cultural dialogues, entitled "Culture Café Hour – Bridging the Age Gap."
Hong Kong
Fujitsu Hong Kong established the Age-Friendly Employer program to recognize, celebrate, and widely publicize the efforts of company that are actively working to recruit and support employees aged 50 and over. Fujitsu Hong Kong respects diversity and is committed to creating a workplace that supports the "young old" generation aged 50 and over.

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Support for balancing with childcare / nursing care responsibilities

Fujitsu is moving forward with efforts to establish systems that will allow employees to better balance their work and private life, including such events as childbirth, childcare, and long-term care. In addition to introducing and mainstreaming remote work, we are promoting a balance between work and childcare and nursing care by further enhancing our work systems, such as expanding "flex time" work setups without core work hours and increasing the number of days men can take our unique parental leave.

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Childbirth and childcare

Fujitsu has established an Action Plan (*4) in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children, and has also prepared and operates a system that subsidizes childcare-relevant menu choices available at the cafeteria with double points.
Additionally, we are developing tools for trouble-free childcare leave, such as the intranet-based “Guidelines for Childbirth and Childcare” and the “Childcare Memo” for planning for the future in regards to childcare. Furthermore, we comprehensively support work-childcare balance by publishing the “Handbook for Work-Childcare Balance,” which acts as a reference for considering workstyle and career from the time of parental leave to returning to work and onward, and by arranging an environment where employees can consult with other parents in the workplace through SNS.

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Handbook for Work-Childcare Balance

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Guidelines for Childbirth and Childcare

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Number of employees using the childcare/nursing care system and return-to-work and retention rates after childcare/nursing care leave (Fujitsu)

(*4) Action Plan : The first Action Plan was implemented in 2005. This current one is the 8th Action Plan (April 1, 2024 – March 31, 2027)

Caregiving

We implement training for all company employees to gain basic knowledge about caregiving and learn about internal and external services and provide tools for supporting work and caregiving balance. Additionally, we do caregiving surveys alongside training to ascertain the number of employees with caregiving situations and the feasibility of long-term employment with Fujitsu if faced with caregiving. We also make available a “Handbook on Managing the Balance Between Work and Caregiving “which compiles company policies with knowledge and actions necessary for each stage of caregiving. In collaboration with Fujitsu Group Caregiving Consultation Center, we are aiming to realize employee wellbeing by addressing the caregiving worries of each employee.

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Handbook for Work-Nursing Care Balance

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External awards / certifications

<Awards/Recognitions in FY2025>(Each Region)

Global Delivery Business Group (cross-regional organization)
Fujitsu Poland was recognized as a top company in diversity management by the Responsible Business Forum (Forum Odpowiedzialnego Biznesu).
Fujitsu India received Platinum Award in the DE&I category at the Infhra Awards presented by the Indian Federation of Green Energy (INFHRA).
Americas
Fujitsu America won the Human Rights Campaign (“HRC”) Award: Equality 100 Leader in LGBTQ+ Workplace Inclusion 2025/2026
Europe
Fujitsu Austria was certified by Audit Beruf und Familie of Familie & Beruf Management GmbH as a company that supports employees in managing families, caregiving, and careers.
Fujitsu Germany was certified in the FKI (Career and Inclusion Index) by FKi Inclusion for Excellence.
Fujitsu Spain's Fujitsu Talent Academy project received the Diversity & Inclusion Award in the Generational category for the first time, from Intrama. Fujitsu Spain also received the Top Diversity Company award in DE&I of Spain for the fifth consecutive year, from Intrama.
Fujitsu UK was certified as a Menopause Friendly Employer by Henpicked.
Oceania
Fujitsu Australia received the Gold Level Award in the Australian Workplace Equality Index (for LGBTI+ inclusion).
Fujitsu Australia was also recognized as a “Veteran Friendly Employer” by the Australian government's The Veteran Employment Program.

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Logo of Top Diversity Company 2025 presented by Intrama

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Logo of FKi Inclusion for Excellence

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Menopause Friendly Employer certification by Henpicked

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Logo of Australian Workplace Equality Index

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FY2025 performance

Employee engagement

Respect for individuals: 77 points (+4 over previous year)
Equal opportunity: 75 points (+3 over previous year)

Diversity Leadership（Ratio of female executives and managers ）

Fujitsu Group

Ratio of female in leadership roles 17.5%
(globally as of March 2025)

Fujitsu

Ratio of female employees: 22.4％
Ratio of female executives and managers: 13.1％
Ratio of newly appointed female managers: 25.7%

Ratio of Female Employees・Ratio of female executives and managers (Fujitsu)

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Reports

Fujitsu Integrated Report 2025

Photo of Fujitsu Executive Board Members

Fujitsu Group Sustainability Data Book 2025

Diversity, Equity & Inclusion

Policy

Promotion framework for DE&I

Initiatives for fostering corporate culture

Inclusive Leader Session

Understanding unconscious bias

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Regional initiatives

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Endorsement of international standards and initiative participation

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Gender

International Women’s Day initiatives

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G20 EMPOWER Playbook 2025

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Career Workshop for female employees

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Regional initiatives

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Health, disability and accessibility

Initiatives to promote the Empowerment of Persons with Disabilities

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Initiatives on the International Day of Persons with Disabilities

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Creating an inclusive workplace

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Special subsidiaries to promote the employment of people with disabilities

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Accessibility

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Contributing to elimination of social barriers as a responsible technology company

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Regional initiatives

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Culture and ethnicity

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Regional initiatives

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LGBTI+

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Regional initiatives

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Intergenerational initiatives

Regional initiatives

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Support for balancing with childcare / nursing care responsibilities

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Childbirth and childcare

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Caregiving

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External awards / certifications

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FY2025 performance

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Reports

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