Career & Growth Well-being
Policy
We are working to expand growth opportunities for our employees, aiming to become a company that creates innovation in every corner of society by bringing together a diverse range of internal and external human resources with agility, in order to realize Fujitsu's purpose to make the world more sustainable by building trust in society through innovation. So that we can achieve a sustainable world, Fujitsu is focusing on creating an organization that brings together a diverse group of people with expertise and experience, leveraging the technology areas in which the company has always excelled. In addition, to support each employee's autonomous learning and growth rather than providing uniform training from the company, we offer a wide range of learning and career options based on common global policies. We support employees to become their desired selves by revising systems, promoting reskilling and upskilling in accordance with the transformation of our business portfolio, and provide an environment that enables each employee to act autonomously with a sense of fulfillment emphasizing improvements in employees’ sense of job satisfaction and engagement.
To achieve career ownership
We introduced a new personnel system at our domestic group companies in April 2022 based on the concept of "job-based human resource management" that encourages each employee to take on challenges and grow as an individual. To realize Fujitsu's purpose and the personal purpose that each employee articulates through "Purpose Carving," we fully overhauled our human resource and training systems so that both the company and employees will be able to grow together based on a relationship that fosters autonomy and trust.
Under this job-based human resource management system, we offer the Fujitsu Career Ownership Program (FCOP), a set of programs that cultivate career ownership in individual employees and support growth and the tackling of new challenges.
FUJITSU Career Ownership Program (FCOP)
FCOP is a support program to help each Fujitsu employee to realize a fulfilling career while exercising ownership over their own careers.
As one example of FCOP in action, we have implemented Career Cafe, a place for peers of the same generation to share ideas and receive new career inspiration, which has attracted a total of 29,000 participants since 2021. We also introduced a Career Ownership Assessment in FY2022 to determine the current level of an employee’s career ownership. One out of every three employees now utilizes this assessment.
We also introduced Udemy Business as a global learning platform in April 2026 with the goal of expanding learning opportunities aimed at growth. We intend to have all employees use this platform to foster a culture of self-directed learning.
Additionally, about 3,000 employees in Japan annually have been transferred through our in-house posting system as part of their own efforts in working toward desired positions (FY2022 to FY2025). The introduction of in-house internships and internal side jobs also provides support for employees taking on new challenges, while offering opportunities to gain various experiences that extend beyond our organization.
Over about 1,000 employees annually use our counselling system with in-house career counsellors, as we support employees’ activities inside and outside the company for their career achievement. To further encourage career dialogue, we also provide mentoring opportunities with senior employees from other departments and have expanded training programs for supervisors to facilitate their skills for one-on-one career dialogues with employees. In these ways, the various FCOP programs have steadily increased employees’ awareness, understanding, and practice of career ownership.
Initiatives supporting Uvance
In order to advance Uvance, the business brand that we have set forth to realize a sustainable world, we need people with expertise and the ability to implement change that will enable us to face and solve the issues facing society and customers. Through various initiatives, we support the realization of Uvance and our purpose from a human resource perspective.
Expansion of Uvance Wayfinders
Building on the expansion of its existing consulting services, Uvance Wayfinders is evolving in FY2026 into a role that leads transformation for both Fujitsu and its clients in an AI era. By combining Fujitsu’s cutting-edge technologies—including AI, computing, networking, and security—with deep industry and business expertise, the company is working to resolve customers’ business challenges and address societal issues.
As the challenges associated with the full-scale adoption of AI become increasingly diverse and complex, Uvance Wayfinders takes a holistic view that encompasses data, existing systems, business processes, organizational structures, and governance to design the optimal architecture for each client. Furthermore, it comprehensively designs and drives initiatives in modernization, AI adoption, security, and change management to deliver tangible business results.
By bringing together Fujitsu Group’s expertise in R&D, cutting-edge technologies, solutions, and delivery across various industries, while leveraging Fujitsu’s own experience in company-wide transformation, Uvance Wayfinders is committed to working with customers to see projects through to completion. The responsible use of AI and cross-industry value creation ensure that the company contributes to the realization of a sustainable society.
Fujitsu Innovation Circuit
Started in November 2021, the Fujitsu Innovation Circuit is a program that seeks to foster an organizational culture where all employees, including full-time, contract and part-time workers, can rise to a challenge, where learning from challenges is a practical attitude, and where supporting those who are taking on challenges is a natural thing, all with the goal of creating “intrapreneurs” (in-house entrepreneurs) who will lead Fujitsu into the future and create the world we envision with Uvance.
This program supports the proactive challenges of participants from diverse backgrounds through coaching and mentoring, encouraging the development of leadership skills and decision-making abilities.
The Academy, overseen by and featuring lectures from Associate Professor Yasuhiro Yamakawa—who teaches entrepreneurship at Babson College in the United States—has seen 1,375 participants learn the entrepreneurial mindset through its first nine sessions. Additionally, under “Challenge,” a practical platform for new business creation, we accepted 37 ideas through the fifth cohort, and under “Mission Challenge,” which launched in FY2025, we accepted 22 ideas in its first cohort. When including those commercialized by Fujitsu Launchpad Co., Ltd., a company established in July 2022 to incubate and launch new businesses, a total of 13 projects have been successfully commercialized to date.
Global Fujitsu Distinguished Engineer
Global Fujitsu Distinguished Engineers (below, "Global FDEs") are the technological face of Fujitsu, spearheading solutions to our customers' business challenges by leveraging their superior technological capabilities. Recognized as the pinnacle of Fujitsu Group engineers by common global standards, they participate in the formulation of our business and technology strategies. The Fujitsu Group has established five certification areas representing the future of technology; namely, network, cybersecurity, data & AI, computing, and hybrid IT. By FY2025, the Group had certified 26 Global FDEs worldwide. This initiative is integrated with the company’s job-based personnel system, placing these engineers in key roles that contribute to technology strategy and the creation of value for customers.
Reskilling
We are promoting skills development to expand the Business Application business, which is the technology foundation supporting cross-industry solutions at Uvance. In FY2026, we are reorganizing our approach to reskilling and upskilling, and are moving towards a frontline-led approach focusing on the 3S (SAP, ServiceNow, and Salesforce). Here, we are focusing on upskilling from a business strategy perspective to clarify skills directly related to the business and organize the skill system and learning approach. We have already completed the relevant response (reskilling in line with the shift of personnel to business priority areas: role transformation type [delivery]) for the reskilling measures for developing delivery personnel implemented since FY2024.
Regarding the program’s quantitative business impact,
3S reskilling program: rapid deployment in high-demand 3S (especially SAP) areas, several hundred people
Reskilling program for delivery roles: undergird and strengthen delivery resources in connection with our plan to shift roles from delivery to technology consulting, several hundred people
DataPractice
“DataPractice” is the general name for a collection of programs encouraging behavioral change in individuals and organizations toward the realization of the AI & data-driven management sought by Fujitsu.
One of our key programs, we have held the “AI & DDM Award,” which encourages initiatives and recognizes outstanding internal best practices in AI and data-driven transformation, annually since FY2022. By the fourth iteration of the Data Analysis Competition category in FY2025, a total of approximately 1,500 participants had taken part. Starting in FY2024, we began welcoming external participants, leading to a surge in active collaboration that transcends corporate and organizational boundaries. In FY2025, we established the AI Award to further strengthen and accelerate AI-driven initiatives. The Grand Prize pitch and awards ceremony, held in a hybrid online/offline format, attracted approximately 4,600 participants from both inside and outside the company, more than double the 2024 event. Looking ahead to FY2026, we are currently planning and designing the program with the goal of further expanding participation and maximizing the value we provide. Additionally, the “data-driven management experiential program (Insight Carving),” one of the main programs, aims to foster shared awareness and enable employees to speak on their own data-driven value, by giving them virtual experience with data-driven management that uses real-time data. It commenced at the end of FY2023 under the leadership of upper-level management, with roughly 2,000 participants from up to middle management by the end of FY2025. Furthermore, we are pushing for continual initiatives in reform, by offering a program (exLens) to monitor the progress of organizational maturity and behavioral change, and to define a concrete action plan for the goals. We are also exploring opportunities to offer these programs and insights developed through our internal practices to customers as well. In response to positive feedback from internal participants, we began offering Insight Carving to customers in FY2025. Looking ahead, in addition to internal transformation, we can support AI and data utilization in our customers’ businesses, and even contribute to the creation of new value.
Promotion structure
We are building a system to promote human resource development measures in a globally integrated manner in order to realize our purpose. The Engagement & Growth Division is in charge of human resource development in line with company-wide management policies, while the Human Resources Development division in each business unit is responsible for human resource development in line with divisional strategies and business needs, and clarifies human resources and skills to be strengthened and plans training measures. In October 2022, the Skill Ownership Office (SOO) was established as an organization dedicated to employees’ skill development. The office consolidates the reskilling and upskilling opportunities across the company to promote human resources capable of leading Fujitsu’s business globally, with the aim of achieving Uvance.
In addition, we are promoting knowledge sharing on a global basis in cooperation with the human resource development departments in each region, and supporting all employees to learn and grow through a combination of region-specific and local measures.
The execution of highly specialized training and education is handled by Fujitsu Learning Media Limited, a Group company that provides human resource development services.
Key initiatives in regions outside Japan
Workshop on strengthening leadership and improving well-being in Oceania
The Oceania held in-person “Leading with Purpose” workshops to enhance leaders’ knowledge and capabilities, as well as to support improvements in team members’ productivity, sense of contribution, and retention. Topics included purpose carving and storytelling, along with sessions led by experts on practical skills related to mental health, well-being, and psychosocial safety. More than 250 leaders, representing over 70% of the region’s leaders, attended the workshops. Following the sessions, participants reported an average two-point increase in confidence in the topics covered, based on a five-point scale.
Promoting comprehensive employee support by combining EAP and career development in Global Delivery Business Group
Global Delivery Business Group supports employees through a combination of Employee Assistance Program (EAP) and career development initiatives designed to support employee growth and well-being. Employees have access to confidential coaching, counselling, and well-being support, alongside learning, mentoring, and other career development opportunities. This integrated approach promotes employee growth, resilience, engagement, and continuous skill development, while encouraging employees to proactively seek support when needed.
FY2025 Performance
Average annual training hours per employee and annual training budget (Fujitsu and its domestic and international Group companies)
Total average
28.8 hours
95,800 yen
