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 2015, we focused on assigning employees in Japan to the most suitable positions in order to increase the productivity and cost competitiveness in the face of a decrease in the overall number of employees ensued from the increase in the number of employees reaching retirement age. In overseas businesses, we implemented measures to comply with local laws, and reassigned human resources in line with the consolidation of production lines and an increase in the production efficiency.
In fiscal 2016, to achieve sustainable growth 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 in each country and region.
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 2016)
|Countries and Regions||Total (persons)|
Percentage of Employees Employed Directly (Fuji Xerox and Affiliates)
- Note Directly employed employees refer 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 the most important issues.
In fiscal 2015, the groupwide average score for Core Morale was 3.36 points (out of a maximum score of 5.0 points) and thus remained at a high level, though it did not show much change from the 3.35 points of the previous year. For individual subjects, scores were 3.53 for Work Satisfaction, 3.53 for Workplace Satisfaction, and 3.54 for Satisfaction with Superiors, once again exceeding the average score of the previous year. In addition, the score for Satisfaction with Organizational Management was 3.18 points, up by 0.03 points from last year. Satisfaction with Personnel Management was 3.00 points, up 0.02 points from last year. The scores were thus above 3.00 points for all five items.
Based on the results of the ES Survey, we held formal discussions and dialogues at each division and workplace, which led to the steady implementation of communication-based workplace improvement initiatives. However, in order to achieve further growth, it is important for Fuji Xerox, its affiliates and sales companies in Japan to be united in nurturing the culture of taking on challenges. To this end in fiscal 2016, we will make even greater effort to create a workplace where employees are encouraged to proactively take on challenges, aspiring to attain higher targets. We will nurture the culture of "self-challenge", deeming it as one of our management principles and upholding the "No Try, No Success" motto while recognizing the importance of effective workplace communication between employees and managers.
Fuji Xerox and its affiliates and sales companies in Japan provide employees with pension systems based on (1) a defined benefit (DB) corporate pension fund and (2) a defined contribution (DC) benefit plan. In the investment of the DB corporate pension fund, to maintain sufficient assets to cover future payment of pension benefits, we appropriately diversify the investment portfolio 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, we provide ongoing investment education to employees via an e-learning program, and education programs devoted to the pension system targeting new employees. The target audience of these educational programs has now been expanded to include employees of Fuji Xerox's affiliates and sales companies in Japan.
In fiscal 2016, we are planning to introduce additional educational programs, such as life planning education, to further promote the employees' understanding of investment.