[Priority issue 2] Develop and Utilize Diverse Human Resources; Outline of Activities in FY2015: Realization of Diverse Ways of Working

Fujifilm has been implementing Work Style Innovation activities since FY2014, aiming to become a company where diverse employees can utilize their individual strengths to demonstrate their capabilities in an effective way of working that produces results. These activities consist of the three principles of (1) Working style innovation (Each one of us tries to develop ways to increase productivity and results per hour); (2) Skill exertion of diverse employees (Utilize your strength in work regardless of gender or age); (3) Enhancement of support systems (Company supports flexible ways of working for child rearing or nursing care).

In FY2015, for the purpose of IT utilization in business to promote working style innovation, we conducted activities to enlighten employees about more efficient and innovative working styles by hosting seminars by specialists divided by purpose and level and presentations on exceptional examples from all across the Group.

Meanwhile, in terms of enhancement of support systems, in August, we introduced in full a Home Working System which had been introduced previously as a trial measure, with the aim of enhancing support for employees with responsibilities such as childcare and caring for other family members, to support their motivation and enable them to demonstrate their abilities. This system enables employees who fulfill the conditions to work a certain number of days per week from home. In October, we introduced the Paid Leave by the Hour system, to enable employees to use the paid leave which each employee is allocated in one-hour units for not only childcare or caring for other family members but also for visiting hospitals for themselves or completing official procedure. Moreover, after investigating the situation of employees who need to care for family members, we launched support measures to assist employees in balancing their work and caring for family members. Care and Work Balance Support Seminar was held as one of these measures and was attended by over 1,000 employees.

Holding the “Care and Work Balance Support Seminar by a Specialist”

Fuji Xerox aims to be a company where all can deliver their full potential—regardless of gender, nationality, disability, or age—by building an organizational culture that draws to the full on a diversity of expertise, effective use of a diverse workforce, and a work style designed for high productivity (shorter working hours and flexible working styles) that will form the basis of our employees’ health. In women’s career advancement, the Program for Accompanying Spouse’s Transfer was created in FY2015 to reduce to zero the number of women leaving their jobs due to marriage or relocation of their spouses by granting them work opportunities. A next-generation women leaders program has also been created to stimulate interest and motivation in promotion among female employees. Alongside this, the use of the work-at-home system is also spreading among employees engaged in childcare or home nursing care (increased by 1.3 times over the previous year). These measures have increased the ratio of women executives and managers and are being implemented to achieve the goal of 14% by 2020.

For older employees, the Second Life Program was introduced in FY2006 to make use of the abilities of employees after retirement, as well as to support their livelihood in retirement. The survey conducted on the situations of rehired retirees in FY2015 to support the strategic utilization of older employees showed that rehiring has led to effective use of their expertise and experience and has had a beneficial impact on the work environment. We intend to apply the findings to future policy measures. To promote wider participation of employees with disabilities, workshops to foster greater understanding of people with hearing disabilities have been held. Similar workshops for mutual understanding are being scheduled in the future.