[Priority Issue 2] Develop and Utilize Diverse Human Resources: Outline of Activities in FY2016 “ 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 or nursing care).

To promote working style innovation, we installed IT tools all across the company, and conducted activities divided by purpose and level to enlighten employees about more efficient and innovative working styles such as seminars by specialists and meetings to share good usage at each workplace. In FY2016, across the company we unified the two days of the week when employees are encouraged not to work overtime. We also promoted the varied working style encouraging a new program in Japan called “Premium Friday” which encourages an early leave from work on the last Friday of each month. Additionally, we started committees formed by division managers to discuss and implement measures to realize working styles leading to optimum hourly productivity. In 2016, we changed the program “day with no overwork”, and unified the same two days of the week a across the company. In addition, we established a committee that consist of managers at each workplace across the company, and accelerate the activities to realize a working style with high productivity per hour.

Meanwhile, to enhance the support for employees with responsibilities such as childcare and nursing care, we are introducing a range of measures such as a Home Working System to enable them to keep motivated and demonstrating their abilities. A Home Working System enables employees who fulfill the conditions to work a certain number of days per week from home. In 2016, Care and Work Balance Support Seminar was held mainly for managers as one of these measures, and over 1,500 employees in total attended and learned appropriate measures in a need of nursing care at these seminars to date.

We also ensure that those who have taken childcare leave can return to their original workplace, in principle, so that their experience and expertise built up over the years can be utilized continuously. Also, seminars are provided for returning workers and their managers to help smooth work recovery and provide continuous support.

Further, as a part of diversity enhancement, the entire Fujifilm Group set a medium to long-term expansion target for the employment of disabled people, in addition to those re-employed after retirement. We formed the employment expansion support scheme across the Group companies to generate more job opportunities to match different people and to improve the job retention rate.

Fuji Xerox is promoting a range of employment improvement measures, including active employment and promotion of a diverse workforce, flexible working styles to enable diverse employees to exert their abilities, business skill development as required for globalization and service-oriented business, and opportunities for employees to learn more about social demands so that they can reflect them in their work. In recognition of our Work Style Reforms that aim at enhancement of productivity, diversity, and work-life balance, which we have promoted over the years, we were presented with a number of awards in FY2016; including the New Diversity Management Selection 100, 2016, by the Ministry of Economy, Trade and Industry; the Encouragement Prize in the Large Enterprise Category, under the 1st Awards for Enterprises and Workplaces with Pleasant Working Environments and High Productivity—Enterprises Taking Actions to Balance Increased Productivity and Attractive Working Environments by the Ministry of Health, Labour and Welfare; and the Excellent Prize in the Telework in Practice category, 17th Telework Promotion Awards.

• Work Style Reform Evaluation

The Act of Promotion of Women's Participation and Advancement in the Workplace was enforced in FY2016 and obligated companies with more than 300 employees to disclose information on the working status of their female workers. In response to this act, we set up an action plan based on the said act at each Fuji Xerox Group company in Japan, and disclosed this information for Group companies, including those with less than 300 employees. Each company is now implementing their own action plan to encourage the further involvement of women in work. We also have the Relocation System for Employees whose Spouses are Transferred, which is designed to prevent career disruption for women whose careers could be compromised due to marriage or the work transfer of their husband. The system enables female employees to choose a workplace close to their new home, and this is now available across Group companies in Japan. As a result, the number of resignations due to such reasons has been significantly reduced by allowing women to continue their careers. We also offer a training program for selected women and active promotion to managerial positions, not only for their career continuation but for the empowerment of women in general.

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. We are also implementing a variety of measures for people with disabilities, which include a consultation service and information about carrying out their tasks and obtaining specific support in the workplace, and workshops for the managers and colleagues of teams with people with disabilities.