Diversity, Equity & Inclusion

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.

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.

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.

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.

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.

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)

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.

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.

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)

Fujitsu Harmony Limited (as of April 2026)

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.

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.

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.

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

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.

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.

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.

<Awards/Recognitions in FY2025>(Each Region)