Diversity & Inclusion

Diversity and Inclusion Initiatives

We strive to provide a workplace that welcomes diverse individuals and enables employees to work with peace of mind, vitality, and authenticity. We respect individual diversity of race, religion, gender, sexual orientation, gender identity, nationality, and disability. We provide a place where employees can thrive and promote diversity and inclusion in our hiring, training and work styles. We are implementing initiatives to improve productivity of all employees, which contributes to the overall success of the Company.

Developing a workplace in which women, foreign nationals and people with disabilities can work vibrantly

Fuji Soft diversity initiatives

Women’s participation and advancement in the workplace	We have set the following targets for March 31, 2031 Increase the percentage of women employees to 23.0%. Increase women in leadership positions (supervisory or higher) to 20.0% Increase women in managerial positions (manager or higher) to 13.0% Maintain the work-from-home employee rate above 30% (with employees freely using the system as needed) Maintain the percentage of eligible male employees taking childcare leave above 70% Increase the annual paid leave utilization rate to 80.0%.
Active participation of seniors in the workforce	Reemploy employees who reach the mandatory retirement age of 60 and desire to continue working to age 65 Maintain “super seniors” aged 65 or older to leverage their expertise, while giving due consideration given to their health and pension status Support employees planning for retirement by offering an optional defined contribution pension plan to supplement their retirement and financial planning
Global human resources development	Actively recruit foreign talent, regardless of race or religion, as our business expands globally Translate employment rules and other important regulations into English and make available to all employees via the company intranet Promote workforce globalization through conversational English lessons, training on linguistic and presentation skills, and cross-cultural exchanges, and use the in-house social media platform to cultivate global talent Foreign national employees currently number 290, representing 21 countries (as of December 2024)
LGBT+ community	Conduct educational programs and provide a counseling desk to enhance understanding of the LGBT+ community so every employee can work with peace of mind, vitality, and authenticity Institute guidelines for changing gender status within the Company

Women's Advancement Action Plan

Fuji Soft is implementing the following action plan to promote diversity in its workforce and work styles in accordance with the Act on Promotion of Women’s Participation and Advancement in the Workplace.

Plan period	April 1, 2026 to March 31, 2031 (five years)
Issues	• Promote a positive image of managerial positions as a desirable career path • Build workplace awareness of women’s empowerment • Improve workstyles to better support work-life balance

Targets and initiatives
The table above shows the issues we are addressing and the targets and initiatives we are implementing in the two categories required by laws and regulations below.
Category 1 Provision of professional opportunities for female workers
Category 2 Development of an employment environment enabling balanced professional and personal life

Targets	Category 1	• Increase the percentage of women employees to 23.0%. • Increase women in leadership positions (supervisory or higher) to 20.0% • Increase women in managerial positions (manager or higher) to 13.0%
Targets	Category 2	• Maintain the work-from-home employee rate above 30% (with employees freely using the system as needed) • Maintain the percentage of eligible male employees taking childcare leave above 70% • Increase the annual paid leave utilization rate to 80.0%.
Initiatives	Category 1	• Promote a positive image of managerial positions • Create supportive environments for employees taking childcare leave and develop managers who encourage taking the leave • Actively employ women to increase their presence in core workforce positions
Initiatives	Category 2	• Actively use return-to-work support websites • Fully develop the work-from-home system structure • Continue promoting work-life balance by introducing an accrued paid leave system that can be used for any reason, including childcare and caregiving.

Empowering people with disabilities to thrive in the workplace

Through its special subsidiary, Fujisoft Kikaku Co., Ltd., the Company actively promotes the employment of people with disabilities and aims to create a company where they can work energetically and thrive. Guided by its philosophy of “Independence & Contribution” and its aim to be a “Company Offering Lifelong Career Opportunity,” 90% of the subsidiary’s employees hold disability certificates. Compared with many other special subsidiaries, it is also distinguished by its low proportion of employees without disabilities. Employees with diverse disabilities—including psychiatric, physical, intellectual, and developmental disabilities—work together and support one another in carrying out their duties.
The company does not differentiate its personnel systems based on whether an employee has a disability. Instead, it develops employees under common personnel and evaluation systems. Employees can receive raises and promotions under the same standards, progressing from staff member to leader, supervisor, and manager. Employees with disabilities also take on organizational management and employee development as role holders, creating a workplace where every individual can fully demonstrate their abilities.
In its business operations, the company primarily provides office support services for Group companies, while also handling a wide range of work such as administrative support and data entry, contributing to greater efficiency and productivity across the Group. Its print design business also accepts orders from companies outside the Group, helping to expand job opportunities and stabilize employment by generating external revenue.
Drawing on many years of experience in employing people with disabilities, the company has operated the Employment Preparatory School in Kamakura, Kanagawa Prefecture, as a transition-to-work support program since 2014. In addition to supporting independence and employment and providing contracted vocational training for people with disabilities, it offers return-to-work programs for employees returning after leave. People who have received this support are now working at a variety of companies.
As of 2026, Fujisoft Kikaku is building systems that enable employees to work with stability through tiered employee training, shared use of job coaches, the placement of workplace support staff, and a JOB Support Desk. It also focuses on employee development, career advancement support, and mental health support, helping each individual grow and thrive.
Employees with disabilities support one another in carrying out their duties, while employees in leadership roles also contribute to organizational management and employee development. These initiatives are highly regarded by companies that employ people with disabilities. Interest in these efforts is strong, with approximately 100 workplace tours, speaking engagements, and media interviews each year. Employees with disabilities actively participate in these events and share their own experiences and ways of working.
Fujisoft Kikaku also shares its knowledge of employing and retaining people with disabilities, including through its certification as a Kanagawa SDGs Partner, in pursuit of a society where no one is left behind. By widely sharing the achievements of employees with disabilities and the expertise it has developed over many years, the company contributes to building a society where diverse people can thrive.