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Diversity pay gaps

Diversity pay gaps

At Fujitsu, we are committed to creating a fair, inclusive and transparent workplace, where everyone is rewarded equitably for the work they do. We regularly review and publish our gender and ethnicity pay gap data as part of our wider commitment to equality, diversity and inclusion, and to help us understand where progress is being made and where more focus is needed.
This may be the first time you are coming across diversity pay gaps, so it is useful to understand what this means and why it is important. A diversity pay gap can look at the difference in average pay relating to gender, ethnicity, disability or LGBTQI+, irrespective of their role or seniority. At Fujitsu, our diversity pay gaps currently look at the difference in average pay between men and women, or people from different ethnic backgrounds, irrespective of their role or seniority.

Progress in our pay gaps

In 2017, Fujitsu was in the first 1% of UK organisations to publish our UK gender pay gap. Our gender pay gap has reduced this year and our median gender pay gap is now 9.2%, down from 10.1% last year, and our mean gender pay gap is 9.1%, down from 9.8%. Since reporting began in 2017, this represents a significant long term reduction in the gap.
This progress reflects sustained focus on fair pay practices, inclusive recruitment and inclusive retention practices.
Fujitsu voluntarily published our UK ethnicity pay gap for the first time in 2021 and our ethnicity pay gap data continues to evolve as we seek to improve our disclosure rates. Currently 85% of our UK workforce has chosen to share their ethnicity information. Disclosing information remains critical to building an accurate and meaningful picture of pay outcomes.
This year, our median ethnicity pay gap is 8.4%, and the mean ethnicity pay gap is 10.6%. Both figures show a slight increase compared to last year. These changes are influenced by workforce movement, progression patterns, and representation across different pay levels.

Median and mean pay gaps

What is happening at Fujitsu?

At Fujitsu, we publish both ethnicity and gender as a ‘Diversity Pay Gap Update’, because we want to be transparent about where we need to improve representation of women and people of all ethnicities within Fujitsu, along with the actions we are taking to achieve this.

Since starting to report gender pay gaps in 2017/2018 we have seen a decrease in the median pay gaps of 49%, from 17.9% to 9.2% in 2025 (down 0.9 ppts since 2024)

Median and mean bonus gaps
Pay Quartiles

In 2021 we voluntarily published our ethnicity pay gap with a 12.5% median and 11.1% mean. This year, we are reporting that our ethnicity pay gap has slightly increased by 1.1ppts to 8.4% median and 10.6% mean (up 0.3ppts).

Median and mean pay gaps
Pay Quartiles

Our plans to achieve Pay Equity

We remain focused on our goal of achieving a 0% pay gap across both gender and ethnicity and while we are encouraged by progress in some areas, particularly the reduction in our gender pay gap, we recognise that more work is needed to create lasting, structural change. Our priorities include:

  • Supporting career progression into senior roles for under represented groups
  • Increasing diversity in senior level recruitment through diverse recruitment practices
  • Increasing manager awareness in pay reviews
  • Continuing to encourage voluntary ethnicity disclosure to strengthen data quality

By taking a long term, data led approach, we aim to create a more balanced organisation where opportunity, progression and reward are fair and inclusive for everyone.

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