Initiatives for Diversity

Promotion of Women Employees' Active Participation

In FY2008, the percentage of women among all managerial-position employees was 2.06% (Fuji Xerox only). In order to become a company where all employees are able to fully display their ability regardless of gender and to offer more attractive products and services, we believe that the roles played by women employees are important. Looking at the current situation of women's promotions to executive and managerial positions, several questions come up, including: Is the number of women who have the desire to become managers increasing?; Are women given relevant training to be promoted to managerial positions?; Have such women actually been promoted?
When appointing an employee to a managerial or specialist role (a managerial position), Fuji Xerox selects the optimum person among those who have been given the basic management certification, a minimum requirement to be appointed. The number of women who received this certification in FY2008 increased 1.5 times from the previous year. Although the number is still small, it is on the rise overall.

Fuji Xerox will continue to make full use of its existing human resources system to ensure personnel appointments tailored to individual circumstances, taking into consideration business features and the employee's performance record, ambitions and skills.

Initiatives for Employment of People with Disabilities

Fuji Xerox aims to realize a working environment and an organizational culture that enable people with disabilities to work in the same way as persons without disabilities and to achieve self-fulfillment. To this end, we are promoting the employment of the people with disabilities and the creation of a favorable working environment.
We set a goal of achieving the legally stipulated employment rate of 1.8% for people with disabilities by the end of FY2008 at Fuji Xerox and domestic sales companies and affiliates. To attain this goal, we actively carried out recruiting activities, including participation in job interview meetings. As a result, the rate of employment of people with disabilities reached 1.88% at Fuji Xerox. Of 45 domestic sales companies and affiliates, 31 achieved the legally stipulated employment rate.
We will continue to urge sales companies and affiliates that have not yet achieved the legally stipulated level to increase the employment of people with disabilities. At the same time, our efforts will continue to improve our workplace environment so as to enable the people with disabilities to play their roles in a more active manner and to expand the range of jobs available for them.

Utilization of Veteran Human Resources - Second Life Program

Fuji Xerox adopted a system of rehiring retired employees in 2001 with a view to making effective use of their abilities after retirement. In order to respond to an increasing number of employees reaching the mandatory retirement age in the coming years, the company introduced in FY2006 the Second Life Program, which supports diverse ways of working and lifestyles of older employees.
This system consists of the following courses. Re-employment course is to rehire retired employees at Fuji Xerox; My Plan (re-employment inside and outside the group) course assists retired employees in finding their jobs at companies other than Fuji Xerox; My Plan (independent) course is for those who intend to realize their after retirement life plans without the company's support; and New Start for Senior Employees course helps employees, before reaching the retirement age, start their new careers, such as changing jobs or starting businesses of their own. Thus, the employee will be able to select a course that is most suitable to his/her life plan.
Of 316 employees who retired at the mandatory retirement age in FY2008, 166 (53%) chose the Re-employment course, 12 (3%) picked the My Plan (re-employment inside the group) and 24 (8%) went for the My Plan (re-employment outside the group). The My Plan (independent) course was selected by 114 persons (36%).

We implemented the following three initiatives in FY2008.

• Domestic sales companies introduced the Second Life Program that includes training sessions and explanatory meetings, which had already been adopted by Fuji Xerox. (The retired employee re-employment system had already been introduced at these companies.)
• To appoint rehired employees to highly skilled specialist roles, a fair judgment system using external market evaluation was introduced.
• The Senior Contract Employee program was adopted in an effort to mobilize human resources in Fuji Xerox and its domestic affiliates.

We will continue to operate the re-employment system in a manner that will allow better use of retired employees' skills, aiming at the optimum allocation of human resources within All-Fuji Xerox, including sales companies and affiliates.

• * Career Frontier Workshop: A two-day workshop to think over one's own life plan (CFW54) (54 years old)

Development of Global Human Resources

Fuji Xerox is working to increase sales in Asian and Oceania markets, to utilize overseas production bases and to offer products worldwide through Xerox Corporation, Xerox Europe and OEM customers. In order to accelerate these moves, we are making efforts to employ and develop human resources capable of responding to business globalization. Specifically, we have employed persons with foreign nationalities and developed global human resources through training programs. In FY 2008, our emphasis was placed on the following activities.

• Boosting of global adaptability of young employees overall
  New employees were motivated to develop their language skills during Fuji Xerox, domestic affiliates and sales companies' joint training program (the Test of English for International Communication -TOEIC- was given). Training incorporating “a global viewpoint” was given during yearly common training programs. Attainment of a certain level of language skills became a mandatory requirement for promotion.
• Introduction of a new program to develop next-generation leaders
  A new training program was implemented for (selected) managers who are expected to become core personnel, for the purpose of developing a mind required to deal with global business, and enhancing leadership and management skills.
• Implementation of training programs for divisions that particularly require global adaptability
• Improvement of local staff's business skills at overseas affiliates
  Training programs were implemented with the objective of enhancing problem solving ability and other skills needed by type of work (sales, product development, etc.)

In the period ahead, we will review our systems for global human resources training and development and work to formulate an education system in this regard. We will work on employment, development and allocation of human resources that support the globalization of operations in an integrated manner, thereby facilitating the implementation and promotion of management strategies and the optimum allocation of human resources in Fuji Xerox and its affiliates as a whole.