Sustainability

Activities and Performances for Promoting Diversity

Number of Employees

Number of Full-Time Employees by Region (Consolidated)

(People)

Non-Full-Time Employees (Consolidated)

(People)

Numbers of Male and Female Full-Time Employees (Consolidated)

(People)

Number of Female Regular Employees in Japan

(People)

Scope:　　　Fuji Electric Co., Ltd. and group companies (6 companies in total):
　　　　 　　Fuji Electric Co., Ltd. and the consolidated subsidiaries that adopt the same HR system as the Company.
　　　 　　　　　・ Fuji Electric Co., Ltd.
　　　 　　　　　・ Fuji Electric FA Components & Systems Co., Ltd.
　　　 　　　　　・ Fuji Electric Finance and Accounting Support Co., Ltd.
　　　 　　　　　・ Fuji Office & Life Service Co., Ltd.
　　　 　　　　　・ Fuji Electric Frontier Co., Ltd.
　　　 　　　　　・ Fuji Architects and Engineering Inc.

Employees by Age Group (Japan)

(People)

Recruiting Results in Japan

(People)

Regular Recruiting: New graduates hired on April 1st each fiscal year.
Scope : Fuji Electric Co., Ltd. and group companies (6 in total)

Mid-Career Recruiting: Mid-Career hiring from April 1st to March 31st each fiscal year.
Scope Fuji Electric Co., Ltd. and Fuji Electric FA Components & Systems Co., Ltd.

Employees Average Age and Years of Service

Turnover Rate of Employees Three Years After Joining

Supporting the Advancement of Female Employees

Fuji Electric is working to create an environment in which diverse human resources can thrive, with the aim of realizing sustainable growth for the company through adapting to change and creating new value through a diverse workforce.

In particular, we are strengthening our measures to promote the participation of women in the workplace.

We are actively recruiting women with science and engineering backgrounds, supporting their career development, and providing assistance to women returning to work after childcare leave. We also take steps to reform our workplace culture by raising awareness in level-specific training programs.

Actively Recruiting Women

We are conducting activities such as seminars sharing the experiences and advice of female employees working in the field and online roundtable discussions for women to give them a concrete idea of ​​what it is like to develop a career at our company, which will lead to the recruitment of women in science and engineering fields.

Supporting the Career Development of Female Employees

Operation of the Sister System

As part of our support for the career development of female employees, we have introduced amentorship program called the “Sister System.” In this system, senior female employees serve as advisors to share role models and help address issues related to balancing career and personal life.

The Sister System pairs a senior female mentor with a female employee who has applied to participate. The mentor provides direct advice on a wide range of matters, including career development, work-life balance, and workplace concerns. In addition, participants in this system receive training on topics such as social trends, life career planning, and work–life balance.

Through this system, we aim to boost the motivation of female employees to advance their careers and increase the number of women aspiring to higher positions.

In fiscal 2024, 54 female employees participated in this system, and since its inception in FY2011, a total of 796 female employees have participated.

Foster and train female managers

To realize sustainable company growth through adaptation to change and the creation of new value by leveraging a diverse workforce, we are working to promote and nurture female employees in managerial positions.

1. Priority Career Development

With the aim of increasing the number of female managers, each year we nominate female employees who demonstrate a willingness to take on new challenges as “Priority Career Development Candidates” after conducting interviews between managers and subordinates. These candidates participate in both on-the-job and off-the-job (group) training to support their career advancement.

Through this development system, the company provides active support to help employees acquire the knowledge and skills necessary for managerial positions, aiming to increase the number of female managers in the future.

2. Training for Female Managers

All female managers participate in training designed to help them acquire the necessary qualifications and perspectives for management roles, with the goal of further enhancing their vision and leadership capabilities.

Combined Training Program for Female Managers from Different Fields

Female managers are sent to training programs (such as METI’s Women’s Initiative for Leadership and Nomura School of Advanced Management’s Executive Program for Women Leaders) for female managers of different business fields. Through personal interaction with female managers at other companies, these programs aim to expose participants to a variety of ways of thinking and values, giving them awareness of a variety of issues and broadening their perspectives.

Promotion of a Work-Life Balance

Gender composition of assistant manager or higher position

(People)

Supporting the Advancement of Non-Japanese Employees and Mid-Career Employees

The table below shows our progress in promoting foreign nationals and mid-career employees to managerial positions. It is our policy to continue this trend in the future.

(People)

Training for Mid-Career Employees

As part of our efforts to promote the success of mid-career employees, we hold “Training for Newly Hired Employees” twice a year.

The training features lectures by in-house instructors on our production sites, products, and production technologies, “our technical developments,” “human rights,” “diversity,” “compliance,” and “information security,” as well as seminars by visiting instructors on career planning. In addition, e-learning provides employees with a wide range of knowledge on “diversity,” “compliance,” “information security,” and “our technological developments.”

The training is designed to enable mid-career employees to learn about our corporate philosophy, culture, and basic expectations, while also fostering a sense of belonging and unity and a high level of motivation toward their work.

Number of Attendee of Mid-Career New Employee Training

(People)

Supporting the Advancement of People with Disabilities

We are promoting employment of people with disabilities with the goals of growing rates of employment of differently abled individuals while remaining above the legally mandated rate and of enabling as many people as possible with disabilities to continue working until retirement age. As of June 2025, people with disabilities made up 2.99% of our workforce, which exceeds Japan’s legally mandated ratio of 2.5%.

Number of Disabled Employees/Employment Rate (in Japan)

Initiatives of a Special-Purpose Subsidiary

In 1994, Fuji Electric Frontier Co., Ltd. was established as a special-purpose subsidiary to promote the employment of people with disabilities, mainly those with intellectual disabilities, and to expand the range of duties they can perform.

In fiscal 2024, we hired 10 people with disabilities, bringing the total number of employees with disabilities to 217. Regarding expanding the scope of duties, in addition to contracted office support work such as cleaning and in-house mail services, we focus on developing everyone’s capabilities and are broadening opportunities to include more essential tasks, such as manufacturing support roles for the parent company. For example, at the Kawasaki factory, employees with disabilities are fully responsible for all operations at the parts reception center without any assistance from supervisors, and at the Tokyo factory, employees with disabilities are actively engaged on the parent company’s assembly lines.

In addition, to promote continuous employment, we are providing focused support for self-sufficiency in daily life as a member of society through programs to maintain and increase basic academic skills, health management including physical fitness, and leisure activities (walking/bowling/PC/etc.)

Fuji Electric Frontier also conducts facility tours for the parents of students with disabilities and relevant organizations and accepts interns from special needs schools as part of its commitment to facilitating the social participation of as many people as possible.

Promoting Employment of the Elderly

General employees : Selective retirement extension system

In response to an increasingly aging workforce and the need to secure sufficient labor, Fuji Electric places strong emphasis on supporting the active participation of senior employees. Employees aged 60 and over, who possess a wealth of experience and expertise related to our long-life products, are viewed as a valuable asset to the company. By leveraging their knowledge, we achieve both the enrichment of employees’ life careers and the ongoing continuity of our business.

Fuji Electric has introduced a mandatory retirement age of 65 as of fiscal 2025. Previously, employees could choose their retirement age between 60 and 65, but we have introduced the 65-year retirement system to provide an environment where senior employees can continue to work actively, without being restricted by the milestone of age 60.
Furthermore, we have increased the compensation rate for employees aged 60 and above from 60% to 75%.
As of March 31, 2025, the number of employees aged 60 and over was 863.

Selective System for Extended Employment (～FY 2024)

Retirement age of 65 (FY 2025～)

Individuals Taking Advantage of the Selective System for Extended Employment (FY2025～)

Managers : Senior task system

In April 2020, we introduced a new Senior Task System for management employees aged 60 or older. This is a revision of the previous system, where compensation was based on the position when they reached age 60. Under the new system, compensation is based on the value of their work. This enables employees who continue performing at a high level to be treated the same way as they were before age 60, with the aim of increasing their motivation.

Employment Guidelines for Employees over 65

We formulated the Employment Guidelines for Employees over 65 to provide an environment enabling employees, regardless of age, to make a contribution by deploying their high-level skills and knowledge until age 75.

We are considering ways to expand the system by introducing more flexible working styles and developing more positions suited to its use.

Employees Aged 60 or Over

(People)

Promoting Human Resources at Overseas Bases

Fuji Electric has engaged in globalization to enhance growth prospects and support business expansion. As part of this effort, we are striving to elevate local employees to positions of responsibility at our overseas bases, including executive officers. As part of its efforts to promote the development of locally hired employees at overseas bases, Fuji Electric continuously invites such employees to participate in training in Japan, and in fiscal 2024 it accepted 39 people from 12 overseas bases. After returning to their countries, these employees have been utilizing the knowledge and techniques gained in Japan as they act as key members in their respective organizations.

Looking ahead, we will actively promote strategic hiring and placement of human resources appropriate for overseas markets as well as increase their motivation to develop locally hired employees at our overseas bases.

Creating a Diversity-Friendly Corporate Culture

We are implementing a raft of measures designed to promote a change in the way all our employees think about diversity.

Raising Awareness through Training and Education

Diversity training in level-specific training courses

Training was held for those being promoted to a higher rank so that they would be able to understand the importance of diversity and the details of Company initiatives, as well as the roles required of each position.

(FY2024)

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