Employment and Working Environment
Employment at Fuji Xerox
Fuji Xerox and its affiliates strive to maintain and improve competitiveness by offering flexible employment arrangements to suit the nature of the work done by our employees and their expected roles.
In fiscal 2014, there was modest growth in the total workforce in Japan resulting from the implementation of appropriate employment policies, including re-employment of workers after they have reached the mandatory retirement age and contract-based employment. Another contributor to the growth was the establishment of a new affiliate company that took over the document-related businesses of Ryoin Co., Ltd. In overseas businesses, the number of employees increased drastically with the launch of full-scale operation at the production site in Vietnam.
In fiscal 2015, we will continue to recruit and develop our workforce in an appropriate manner and in accordance with the changes in market size and production volumes by country and region to achieve sustainable growth.
Total Number of Employees (Fuji Xerox and affiliates)
- Note The total number of employees reported is the number of employees who have signed direct employment contracts (official employees).
Number of Employees by Country and Region (as of end of March 2014)
|Countries and Regions||Total (persons)|
Percentage of Employees Directly Employed (Fuji Xerox and Affiliates)
- Note Directly employed employees refers to the number of employees who have signed direct employment contracts with Fuji Xerox or its affiliated companies (official employees). Indirectly employed employees are dispatched workers.
Average Age (Fuji Xerox only)
Increasing Employee Satisfaction
Fuji Xerox considers it important to have an accurate understanding of the mindset and values that each and every employee has toward the company and their work, and to improve employee satisfaction (ES) as well as reflecting these findings into the management of the company, in order to bring out the full potential of each and every employee and to create a lively workplace environment.
Based on this approach, in 1978, Fuji Xerox began conducting a questionnaire-based "Morale Survey" of all employees in our company. This was later also implemented in our affiliated companies and sales companies within Japan. The results of this survey are utilized as important information in developing our business policies as well as in finding solutions within our organization. The information is also provided to our employees through the Intranet and each organization.
The survey is centered on the following five categories, referred to as "core morale": Work Satisfaction, Workplace Satisfaction, Satisfaction with Superiors, Satisfaction with Personnel Management, and Satisfaction with Organizational Management.
In addition, the survey asks questions on how well the employees understand and are practicing the company's business policy, as well as their attitudes toward Our Shared Values espoused for both Fuji Xerox and its affiliates. There are a total of 50 such questions that are commonly shared by Fuji Xerox employees and those working in affiliates and sales companies within Japan.
In addition to these common questions, there are also questions related to measures and programs on such issues as harassment and work-life balance, as well as questions that are specific to each company. A comment area for freely writing opinions is also provided.
Also, the "Employee Motivation & Satisfaction Survey (EMSS)" has been given at overseas sales companies since 2001 for similar purposes and utilization. This survey consists of 10 modules including Direction, Communication, and Teamwork, and looks not only at the level of satisfaction of the employees, but also determines what the employees themselves consider are the most important issues.
In fiscal 2014, the groupwide average score for Core Morale was 3.35 points (out of a maximum score of 5.0 points), showing not much change from the 3.36 points of the previous year. For individual subjects, scores were 3.54 for Work Satisfaction, 3.53 for Workplace Satisfaction, and 3.57 for Satisfaction with Superiors, once again not significantly exceeding the average score of the previous year. In addition, the score for Satisfaction with Organizational Management was 3.15 points, up by 0.03 points from last year. Satisfaction with Personnel Management was 2.98 points, almost the same figure as the previous year.
Based on the results of the Morale Survey, we held formal discussions at each of the divisions and workplaces. Employees reported that they now feel that the corporate culture of their workplaces is changing to a corporate culture that encourages the spirit of "Striving for Growth and Reform."
In fiscal 2015, to further vitalize these ES activities, we will encourage autonomous workplace improvements through interactive communications between each team leader and his or her team members. In addition, we will engage both the management and the operational teams by implementing a Top Executive ES Initiative that offers opportunities for direct communication between senior executives and employees. We also plan to implement these ES activities on a consolidated basis by including overseas group companies. To accelerate this, we will work to standardize and improve the Morale Survey in terms of its system and the questions included.
Since 2004, Fuji Xerox has revamped its severance payment and pension plan benefits scheme and introduced a defined benefit corporate pension fund and a defined contribution benefit plan to replace the former employees' pension fund and qualified pension plan. Additionally, efforts to revise the systems at affiliates and sales companies in Japan have resulted in the adoption of a defined benefit and a defined contribution plan at these companies.
One of the features of our defined benefits plan is the option to postpone the start of benefits from age 60 to age 65, which provides the flexibility to respond to changes in the public pension system and any accompanying changes in employment.
In the investment of pension funds, to maintain sufficient assets to cover future payment of pension benefits, we diversify investment portfolios in order to control investment risks and obtain a stable income from the investments. As part of the activities under the defined contribution (DC) pension plan, ongoing investment education was provided to employees via an e-learning program that started in fiscal 2013. In the past, this pension plan education had been provided only to new employees of Fuji Xerox and some affiliated companies. The target of the education has now been expanded to include new employees of all group companies.
In fiscal 2015, the DC investment education and new employee education will be continued and we are planning additional programs to further promote the understanding of all employees belonging to the corporate group with regard to the pension plan.