Diversity & Inclusion
The Fujibo Group believes that inclusion of diversity such as race, gender, age, gender identity, disability, etc., creates a corporate culture of mutual respect and growth together.
Approach to Ensuring Diversity
The Group’s labor policy is based on the motto, “Respect the individual, cultivate harmony,” and stipulates, “We provide fair opportunities and evaluations for each employee and create an environment where they can improve through friendly competition. Respect for individuality creates a workplace that improves competitiveness and team work.” As we move forward with the upgrading of our business structure, we believe that respecting diversity regardless of gender, age, nationality, etc., providing opportunities for employees to demonstrate their abilities, and promoting the improvement of the working environment will contribute to sustainable growth and the enhancement of corporate value.
Human Resource Development and
Internal Environment Policies to Ensure Diversity
The Group provides opportunities for a diverse range of human resources to demonstrate their abilities and play an active role, regardless of gender, age, nationality, disability, etc.
We are also promoting the development of an internal environment in which each employee can work with peace of mind and vigor in a healthy state.
Promotion of flexible work styles and improvement of work-life balance
- Support for balancing childcare and nursing care, regardless of gender
- Flextime system
- Work from home
- Post-retirement reemployment system
- Employment of people with disabilities
- Proactive promotion of leave usage
Development of Work Environment for Work With Energy and Enthusiasm
The Group has addressed the following policies to create a work environment where everyone can work with energy and enthusiasm:
- Value teamwork at workplace;
- Clarify goals and policies of each department to help each employee fully understand their role in the organization and fulfill their duties;
- Avoid excessively long work hours and properly manage work hours;
- Place an industrial physician and a person in charge of health insurance affairs at a workplace and provide mental care and healthcare.
Initiatives for Aging Society
While our retirement age is 60, we have a policy to flexibly allow various work styles after the age of 60.
We are implementing the following measures to pursue employee satisfaction in an aging society:
- Allow applicants to extend their employment until the age of 65 and to adopt various work styles after their retirement in accordance with our reemployment system;
- Hold seminars for middle-aged and older employees;
- Give healthcare and aftercare, mainly medical checkups for lifestyle diseases;
- Encourage club activities for health improvement;
- Give special consideration to employees with elderly family members in accordance with our leave of absence program for nursing care;
- Promote self-development activities for lifelong education.
Promote Women's Participation
We ensure fair and equal opportunities for employment, promotion and compensation, etc. and provide opportunities for education and training as well as development of the next generation regardless of gender. We also have taken steps to ensure that women’s skill development and careers are not interrupted by enhancing the leave of absence programs system to support both childcare and nursing care. The ESG Committee is currently studying initiatives to further promote women’s career development.
Voluntary and Measurable Targets and their Achievement
We set a target of the ratios of females, non-Japanese and mid-career hires in management positions recognizing the importance of ensuring diversity at management level, who play a central role in management. We have set a target for the same ratios for FY2025, which is the final fiscal year of the current Medium-term Management Plan, “Zokyo 21-25”. We will further enhance diversity in the future by increasing the number of core personnel.
| Item | Current | Target | Target Period |
|---|---|---|---|
| Ratio of female managers |
8.6% (13 / 151) *female managers/all managers |
10% or higher | End of March, 2026 |
| Ratio of females in management candidate positions |
15.2% (20 / 132) *female candidates for management positions/ all candidates for management positions |
8% or higher | End of March, 2026 |
| Ratio of non-Japanese in management positions |
10.6% (16 / 151) *non-Japanese managers/all managers |
13% or higher | End of March, 2026 |
| Ratio of mid-career hires in management positions |
20.5% (31 / 151) *mid-career hires /all managers |
17% or higher | End of March, 2026 |
*Managers are classified as supervisors under the Labor Standards Law, and are the sum of department managers and section managers.
*Calculated based on figures including domestic and overseas Group companies.
*"Current" represents the figures as of the end of March 2023.