"Xerox is made up of a group of enthusiastic, revolutionary people. They believe not only in profit or success in business, but also in the responsibility to provide services that have value for the customers. They want to serve society, and that service will become a source of self-respect." These are the words of Joseph C. Wilson, Chief Executive Officer, when the company started business as Xerox.
In the current trend where corporate social responsibilities are more spreading over enterprise, we are required to conduct moderate business activities from perspective of society and stakeholders.
Upon establishment, Fuji Xerox management was full of spirit to build up a company here in Japan like Xerox with passion, stimulated by innovation of Xerox which played a social role with the supreme idea. Since then, Fuji Xerox has created its corporate culture to discuss and pursue candidly what the right action is and what responsibilities of a corporation to society are.
Taking an opportunity as we come to work together with people in the United States, Southeast Asia and Oceania through expansion of our business areas, we established our "Mission Statement" and "Shared Values" in 1998. "Shared Values" naturally include "High Ethical Standards" as its composition"
"High Ethical Standards" are the most fundamental values for Fuji Xerox and its affiliates.
Complying with the laws and carrying out our business activities in a fair and honest manner is one of the basic values that we hold dear at Fuji Xerox. In the midst of an unending stream of corporate scandals, Fuji Xerox and its affiliates continue to work to maintain a strong corporate ethic and compliance framework and ensure fair operations.
In 2004, we stipulated action guidelines for ethics and compliance for Fuji Xerox and its domestic affiliates. Supported by the top management's strong resolve, we have been working on enhancing this framework and related measures to ensure these guidelines are firmly reflected in the actions of each and every one of our officers and employees.
Established under the CSR Committee, the Ethics and Compliance Committee is chaired by the corporate vice president of legal affairs. Members comprise corporate officers responsible for research, technological development, product development, manufacturing, and sales and marketing; general managers in charge of human resources, general affairs, internal audit and analysis, and corporate social responsibility; the vice president of two domestic affiliates; and corporate lawyers. The legal department acts as the secretariat for this committee, and meetings are held periodically. Members of the Ethics and Compliance Committee deliberate the planning and introduction of important measures pertaining to corporate ethics and compliance and follow up on them; however, for particularly important issues, official decisions are made by the higher-level Committee.
Employees in charge of promoting ethics and compliance are appointed in all affiliates including those overseas, and we are endeavoring to build a global ethics and compliance management system. Moreover, our overseas operating companies compile checklists for compliance with the law and regulations in their respective countries and review them on a semiannual basis.
In fiscal 2010 at our overseas production operations, we conducted a survey using a self-evaluation checklist and carried out an internal audit through internal audit and analysis department.
Fuji Xerox places great importance on ethics management. We implemented a groupwide code of conduct in 1997 that sets out the core conduct expectations and priorities for all employees. The code of conduct was revised in fiscal 2007 to better align with the UN Global Compact, which Fuji Xerox signed in fiscal 2002. This code of conduct was also translated and distribured to all overseas and sales companies.
In fiscal 2008, Fuji Xerox introduced All Fuji Xerox Compliance Helpline for compliance complaints and consultations. The helpline consolidates the functions of the Sexual Harassment Prevention Hotline and the Corporate Ethics Hotline, established respectively in fiscal 1997 and fiscal 2003. All employees of Fuji Xerox or affiliates in Japan can report or consult on legal or business ethics problems. In fiscal 2011, the helpline received 75 complains or requests for consultations and provided appropriate response.
Through fiscal 2009 and 2010, Fuji Xerox and affiliates in Japan took part in e-learning program called All Fuji Xerox Risk Management Education. This program aims to increase understanding of the Fuji Xerox Code of Conduct and strengthen awareness of ethics and compliance. Participants were able to reaffirm their basic understanding of what harassment is and the need to eliminate it. Training concerning the Code of Conduct has been a mandatory component of newly recruited employee orientations since fiscal 2010. We will sustain these education and awareness-raising activities in a close coordination with persons in charge of ethics and compliance promotion at Fuji Xerox and its affiliates.
All Fuji Xerox Code of Conduct, All Fuji Xerox Code of Conduct Guidebook
Structure of the All Fuji Xerox Compliance Help Line
Since 2008, we have held Fuji Xerox companywide Compliance Training (general legal training) sessions at Fuji Xerox and domestic affiliates to improve understanding of basic legal matters, formulating training materials jointly with FUJIFILM Holdings Corporation and FUJIFILM Corporation and implementing them in the form of a Legal Risk Assessment Test.
In addition to anti-corruption training (including examples of misconduct and checkpoints to prevent fraud) introduced in fiscal 2010 to safeguard against misconduct, we implemented new misconduct prevention training, adding questions on sexual and power harassment, with the goal of preventing harassment. To promote awareness of legal issues, we have continued to publish the semimonthly "Easy Legal News," which first appeared in fiscal 2009. ("Easy Legal News" is a newsletter published on the company intranet to address legal aspects of current affairs.) In fiscal 2011, we added various new elements intended to improve reader awareness of legal matters, including quizzes on topical matters and news analysis. A fiscal 2011 test administered to 22,878 employees showed progress in understanding of basic legal issues, with higher average percentages for correct answers than in the previous year.
We are also striving to improve theme-based compliance guidelinesNote1 that summarize compliance matters in legal areas deemed to pose high levels of legal risk.
In fiscal 2012, we plan to improve the scope of compliance by enhancing legal training for new businesses and global business activities, as well as continuing with general legal training sessions and periodic publication of "Easy Legal News." These are all part of efforts to ensure employees have the strong basic legal knowledge needed to meet their responsibilities.
The Fujifilm Group established its Charter for Good Corporate Behavior in April 2007, which describes the fundametal spirit behind the group's human rights initiatives. This charter calls for "respect for all human rights."
Fuji Xerox incorporates sessions on human rights, sexual harassment, power harassment, and mental health as part of its annual training programs for new employees and new managers, as well as for the companywide All Fuji Xerox Code of Conduct training.
Other efforts to increase awareness of human rights among its employees include asking for submissions for human rights catch-phrases and sending all executive general managers a human rights bulletin twice a year.
To prevent human rights violations in our supply chain, we work with and evaluate suppliers as part of an ethical procurement. (For more information, see Purchasing Ethics.)
We were not involved in any lawsuits or other serious disputes concerning human rights in fiscal 2011. We plan to maintain our existing efforts to prevent human rights violations and to raise awareness of human rights issues.
The most fundamental aspect of compliance is respect for basic human rights. Individual dignity is at the core of our innate human rights, and there can be no compliance if such rights are not respected and protected.Observing the following points will make our work environment better and is essential for truly enhancing productivity.
(1) Respect and protection of human rights
We respect and protect basic human rights guaranteed by international declarations as well as national constitutions and judicial precedents, and we do not infringe on such rights.
(2) Prohibition of discrimination
We respect one another as individuals and do not discriminate on the grounds of ethnicity or race; religious or political convictions or other beliefs; gender; regional or family background; disability; or age.
(3) Prohibition of harassment
We do not speak or act in ways that degrade individual dignity based on issues such as gender, authority or position (sexual harassment or power harassment), nor do we engage in any other form of harassment.
(4) Protection of privacy
We do not disclose information relating to individuals' private lives gained in the workplace or in the course of our duties without the clear consent of the individual concerned.
(5) Respect and protection of basic labor rights
We respect and protect basic labor rights, including workers' rights to organize and bargain collectively, and we do not infringe on such basic labor rights.
(6) Prohibition of forced labor / child labor
We do not take part in any form of forced labor or child labor
(7) Workplace health and safety
We comply with workplace health and safety laws as well as regulations designed to prevent workplace accidents. We ensure safe and healthy working conditions, promote the creation of comfortable work environments, and do not act in ways that conflict with these aims.