Promotion of Employee Diversity & Equal Opportunity

Basic Approach

FANUC believes that (1) each individual should be able to respect each other’s individuality and maximize their abilities, and (2) individuals and the organization should grow together by connecting the strengths of individuals and making them the strengths of the organization, thereby creating new value for society. Through the promotion of diversity and inclusion, FANUC will work to create an environment that accepts and provides equal opportunities for the diversity of our employees.

Diversity & Inclusion Statement

Diversity is the cornerstone of “one FANUC” and the driving force of our growth

Each of us has diverse values, sensibilities, and abilities.
We believe that we can make FANUC develop and grow even stronger by combining our strengths as “one FANUC” through respecting each other’s differences as “individuality” and by maximizing our abilities and playing an active role.
The objective of FANUC’s diversity and inclusion is to connect the strengths of individuals and making them the strengths of the organization, enabling individuals and the organization to grow together sustainably.
The FANUC Group provides indispensable value throughout the world in the field of factory automation by promoting diversity, and will continue to be a company that is trusted by all stakeholders.

Diversity & Inclusion Action Policy

• We aim to create an environment in which all employees, regardless of gender, nationality, race, religion, age, disability, sexual orientation, etc., have a sense of responsibility as members of the FANUC Group and can maximize their abilities.
• We will provide support so that each employee can play an active role and continue to grow through their own work.
• We respect the individuality of every employee, and by bringing together their strengths as “one FANUC,” we aim to build a corporate culture that is creative and full of vitality, and to become a company in which all employees can contribute to the development of society.

Initiatives

(1)Implementation of Diversity Training

FANUC positions the promotion of diversity as a key issue for the Company’s sustainable growth and will continuously hold diversity training for all employees in order to foster an organizational culture in which diversity is accepted by all employees. The training aims to foster and instill a sense of ownership through an understanding of the significance and importance of diversity promotion, as well as to convey key points that each individual should be aware of and work on in their own workplace in order to lead to concrete actions on their part.

(2)Gender-Related Initiatives

<Promoting the Active Participation of Women>

In addition to striving to ensure that employees can play an active part in the workplace regardless of factors such as nationality and gender, etc. FANUC has enhanced various systems including maternity leave, child-care leave, and shorter working hours until children finish elementary school, so that women can pursue their careers without interruption. In this manner, FANUC fully supports the active participation of women in the workplace. Recently, women have increasingly playing active roles as executive employees in various fields, and some have been promoted as officers.
In April 2021, we renewed our General Employer Action Plan Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace. With the aim of enhancing workforce diversity by increasing the percentage of female employees, we are actively promoting the recruitment of women establishing a target of 10% of regular female employees for the Company as a whole. This numerical target was set in consideration of the small number of women in the population of students in the mechanical, electrical, and information fields, which are the focus of our recruiting activities.
To achieve these goals, we are promoting efforts such as having female employees visit schools and handle company visits by female students when recruiting for technical positions, and promoting efforts to create opportunities for women to discuss work and actual lifestyles. We are also implementing initiatives such as external seminars to support career development for female employees.
In 2023, we held a social event for female outside directors and female employees. Many female employees participated, and we are promoting bottom-up initiatives to discuss issues within the Company.

<Support for Balancing Work and Home Life>

At FANUC, 100% of the female employees who have used the child-care leave system during the past three years have returned to work, which confirms that the Company’s working environment is comfortable for women. Furthermore, we opened a nursery for employees’ children in the Headquarters’ site in April, 2019, using the company-initiated nursery business system, supervised by the Cabinet Office. To reduce total actual working hours, we have set the annual paid leave-taking rate to at least 80%, so paid leave can be more easily used to balance work and home life.
As an initiative to encourage male employees to take child-care leave, we have posted on the companywide portal site Q&A and guidance documents regarding leave systems for child care and nursing care as well as support offered by the government. A help desk has also been set up in the Human Resources Department to support the balance between work and child care and nursing care. This approach has spread knowledge and understanding of our initiatives within the Company, and more male employees are taking child-care leave. Since 2019, the number of male employees taking childcare leave has increased every year, and in 2023, 64 male employees took the leave.

In addition to the statutory childcare leave system, we have a “Wife’s Maternity Leave System,” which can be taken when a spouse gives birth with 100% of pay guaranteed. In FY2023, 168 employees took childcare leave, including the Wife’s Maternity Leave System, for a take-up rate of 90.8% (number of employees who took leave/number of employees eligible for leave).

(3) Disability-Related Initiatives

When determining assignments, FANUC takes into account the characteristics of each individual's disabilities as well as his/her aptitudes, while also considering safety aspects so that persons with disabilities can play an active role in the Company. We conduct interviews, workplace tours, and workplace training as necessary to prevent mismatches after joining the Company.
We have also established a support system to promote the employment of persons with disabilities, by cooperating with the Japanese government's Hello Work employment centers and the Vocational Center for Persons with Disabilities, and by appointing vocational life counselors for persons with disabilities.

(4) Initiatives for Nationality, Race, and Religion

In accordance with our Human Rights Policy, FANUC considers respect for human rights to be a fundamental principle for all of our activities, and we respect the human rights of all people involved in our business. FANUC thoroughly implements the “prohibition of discrimination based on race, creed, gender, social status, religion, nationality, age, mental or physical disability, sexual orientation, sexual identity, etc.” in its recruitment practices, as well. While we hire students from overseas, we prohibit any special treatment or discrimination against them in any way because of nationality.
FANUC also strives to provide a working environment that is comfortable for foreign employees. We offer vegetarian food, gluten-free food, etc. to employees for whom religious dietary considerations are required. FANUC ACADEMY has facilities that take into account the religions and customs of employees from all over the world, including Muslim prayer room for trainees.

(4) Age-Related Initiatives

In October 2006, FANUC extended its mandatory retirement age from 60 to 65 years.
Employees who have reached the retirement age of 65 years may continue to work at the Company if both the Company and the employee so wish.