Phát triển bền vững

Các hoạt động và biểu diễn nhằm thúc đẩy sự đa dạng

Số lượng nhân viên

Số lượng nhân viên toàn thời gian theo khu vực (Hợp nhất)

(Mọi người)

Nhân viên không toàn thời gian (Hợp nhất)

(Mọi người)

Số lượng nhân viên toàn thời gian nam và nữ (hợp nhất)

(Mọi người)

Số lượng nhân viên nữ chính thức tại Nhật Bản

(Mọi người)

Scope:　　Fuji Electric Co., Ltd. and the consolidated subsidiaries that adopt the same HR system as the Company. (6 companies in total)
　　　 　　　　　・ 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.

Nhân viên theo nhóm tuổi (Nhật Bản)

(Mọi người)

Kết quả tuyển dụng tại Nhật Bản

(Mọi người)

Regular Recruiting: New graduates hired on April 1st each fiscal year.
Mid-Career Recruiting: Mid-Career hiring from April 1st to March 31st each fiscal year.
Scope : Fuji Electric Co., Ltd. and group companies (6 in total)

Độ tuổi trung bình và số năm phục vụ của nhân viên

Tỷ lệ luân chuyển nhân viên sau ba năm gia nhập

Hỗ trợ sự tiến bộ của nhân viên nữ

Fuji Electric is advancing the creation of 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, particularly strengthening measures for "supporting the advancement of female employees."

We continuously implement active recruitment of female students in science and engineering fields, career development support, and support for employees returning to work after childcare leave. We are also engaged in awareness activities in level-specific training to reform our workplace culture.

Tuyển dụng phụ nữ tích cực

We formed a recruitment project with female employees from science and engineering backgrounds to strengthen female recruitment. At online events where employees active on the frontline speak, we share career development and job satisfaction at our company, giving them a concrete idea of working here to boost their motivation to join.

Hỗ trợ phát triển sự nghiệp cho nhân viên nữ

Hoạt động của Hệ thống chị em

As part of career support for female employees, we have introduced a mentoring system (Sister System) with senior female employees serving as advisors, aiming to share role models and resolve issues regarding balancing career and private life.

In the Sister System, senior female employees who serve as advisors are paired with female employees who apply for this system, allowing them to directly consult on various matters such as career development, advice on balancing work and private life, and workplace concerns. In addition, for participants in this system, we hold training on social trends, life careers, work-life balance, etc.

Through this system, we support female employees to draw a future career vision more clearly, expand their possibilities, and take on challenges in various career stages including higher positions.

In fiscal 2025, 94 employees in 47 pairs participated, with a cumulative total of 890 female employees participating since fiscal 2011.

Bồi dưỡng và đào tạo cán bộ quản lý nữ

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 female employees to managerial positions and nurture them.

(1) Priority Career Development
Toward increasing the number of female executives, every year we register female employees who demonstrate a willingness to take on new challenges in higher positions as “Priority Career Development Candidates” through interviews between managers and subordinates, undertaking initiatives to connect to career advancement to higher positions through participation in OJT and Off-JT training (group training). In this development system, the company provides active support to help them acquire the knowledge and skills necessary for higher positions, aiming to increase female managers in the future.

(2) Female Manager Training
We conduct training for all female managers to enhance their perspective and vision necessary for management participation. In addition to imparting knowledge through classroom lectures, we foster managerial thinking through role model lectures and pre-/post-assignments, aiming to nurture future executive candidates and increase female line managers.

(3) Mentoring System for Female Managers
As a selective initiative with a view toward producing future female executive candidates, we conduct mentoring between female managers who are executive talent candidates and external executive management. This provides opportunities to cultivate a mind for executive leadership.

Cross-Industry Joint Training for Female Managers

Female managers are sent to training programs across different industries (such as METI’s Women’s Initiative for Leadership and Nomura School of Advanced Management’s Executive Program for Women Leaders). 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 various insights and broadening their perspectives.

Support for Work-Life Balance

Cơ cấu giới tính của trợ lý giám đốc hoặc vị trí cao hơn

(Mọi người)

Hỗ trợ sự thăng tiến của nhân viên không phải người Nhật và nhân viên trung niên

Bảng dưới đây cho thấy tiến độ của chúng tôi trong việc thăng chức cho người nước ngoài và nhân viên trung cấp lên các vị trí quản lý. Chính sách của chúng tôi là tiếp tục xu hướng này trong tương lai.

(Mọi người)

Đào tạo cho nhân viên giữa sự nghiệp

As part of our initiatives for the active participation of mid-career employees, we hold the "Mid-Career Employee Orientation Training" six times 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 career planning exercises by external instructors.

This training serves as an opportunity for mid-career employees to learn our corporate philosophy, culture, and expected basic attitudes, while also aiming to foster a sense of belonging and unity, enabling them to engage in their work with high motivation.

Số lượng người tham dự khóa đào tạo nhân viên mới giữa sự nghiệp

(Mọi người)

Hỗ trợ sự tiến bộ của người khuyết tật

Under the mindset of "employing as many people with disabilities as possible and enabling them to continue working until retirement age," we are promoting employment of people with disabilities with the goal of maintaining and expanding employment that exceeds the legally mandated rate. As of June 2026, our employment rate of people with disabilities is 2.95%, exceeding the legally mandated rate of 2.5%.

Number of Employees with Disabilities and Employment Rate

Sáng kiến của một công ty con có mục đích đặc biệt

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 expand their scope of duties.

In fiscal 2025, we hired 15 people with disabilities, bringing the total number of employees with disabilities to 216. Regarding expanding the scope of duties, in addition to contracted office support work such as cleaning and in-house mail delivery, we focus on developing each person's capabilities and are broadening the scope of duties to more essential basic tasks, such as manufacturing support work for the parent company. For example, at the Kawasaki Factory, employees with disabilities are responsible for all operations at the parts inspection center without support from instructors, and at the Tokyo Factory, they are actively engaged on the parent company's assembly lines.

In addition, as initiatives for continuing employment, we focus on supporting independence as working members of society through maintaining and improving basic learning abilities, health management including physical strengthening, and leisure activities (walking, bowling, PC, etc.).

The company also conducts facility tours for parents of people with disabilities and relevant organizations, and accepts interns from special needs schools, carrying out initiatives to enable as many people as possible to participate in society.

Thúc đẩy việc làm cho người cao tuổi

65-year-old Retirement Age System

From the perspectives of an aging workforce structure and securing labor forces, we are also focusing on promoting active participation of senior employees. Employees aged 60 and over, who possess a wealth of experience, techniques, and knowledge related to our long-life products, are viewed as a valuable asset, achieving both the enrichment of employees' life careers and the ongoing continuity of our business.

Aiming to prepare an environment where employees can work actively without being restricted by the age milestone of 60, Fuji Electric changed from a selective retirement age system to a 65-year-old retirement age system starting in fiscal 2025. Compensation after age 60 was raised from 60% to 75% of previous levels.

As of March 31, 2026, the number of employees aged 60 and over is 865.

65-year-old Retirement Age System

Trends in Employment After Age 60
(Up to FY2024, indicated by the number of people who selected to extend their retirement age; from FY2025, indicated by employment status after age 60)

(Mọi người)

Nhân viên từ 60 tuổi trở lên

(Mọi người)

Quản lý: Hệ thống nhiệm vụ cấp cao

Regarding the treatment system for management employees aged 60 or older, we revised the previous method of determining compensation based on position at age 60 to the "Senior Task System" that realizes appropriate treatment according to the value of work, introducing it in April 2020. This enables employees who continue to perform at a high level to receive compensation at the same level as before age 60, aiming to increase their motivation.

Hướng dẫn tuyển dụng cho nhân viên trên 65 tuổi

For employees over 65, we formulated the "Employment Guidelines for Employees over 65" to build an environment enabling employees, regardless of age, to demonstrate high skills and knowledge and contribute until age 75.
Going forward, we will collect opinions through interviews with eligible employees and consider further enriching the system, such as introducing flexible working arrangements and expanding job categories for senior employees.

Phát triển các nhà lãnh đạo địa phương tại các căn cứ ở nước ngoài

As part of our efforts toward globalization for Fuji Electric's growth and business expansion, we are promoting the development and appointment to executive roles of local human resources responsible for overseas base businesses. As part of developing local talent overseas, we continuously accept employees for training in Japan, accepting 41 people from 11 overseas bases in fiscal 2025. After returning, participants utilize the knowledge and skills learned in Japan to play active roles as local key persons.

Going forward, we will actively promote the development of locally hired talent at overseas bases while striving for strategic recruitment and placement adapted to local markets and enhancing motivation among local hires.

Tạo ra một nền văn hóa doanh nghiệp thân thiện với sự đa dạng

Chúng tôi đang thực hiện một loạt các biện pháp được thiết kế nhằm thúc đẩy sự thay đổi trong cách suy nghĩ của toàn thể nhân viên về sự đa dạng.

Nâng cao nhận thức thông qua đào tạo và giáo dục

Level-Specific Diversity Training

Đào tạo được tổ chức cho những người được thăng chức lên cấp cao hơn để họ có thể hiểu được tầm quan trọng của sự đa dạng và các chi tiết trong sáng kiến của Công ty, cũng như vai trò cần thiết của từng vị trí.

(FY2025)

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