FUJIFILM Case Study
How FUJIFILM transformed their female attraction and retention strategy, and supports their ageing workforce with transitioning to retirement.
When we first started working with Fujifilm their focus was to develop their Employee Value Proposition and strengthen their DEI strategy. Their goal was to enhance their talent attraction and retention strategy to increase female representation in their organisation and to counter an ageing workforce.
In parallel to partnering with triiyo, Fujifilm took part in the Career Revive Program, an initiative by the Australian Government, Workforce Australia and KPMG designed to support businesses to attract and retain women returning to work after a career break.
Fujifilm are making significant headway with regards to gender equity; they have increased their female workforce to 29%, an increase from 27% over the last 2 years.
triiyo’s gender-neutral Parental Leave Journey is part of their parental leave benefits package to support parents returning to work and to encourage men to take parental leave. This was an important consideration in their male-dominated environment as it would contribute to reducing bias for women taking parental leave and help to attract the younger generation that will make up their future workforce.
Mollie Read, HR Generalist at FUJIFILM explains “triiyo has enabled us to assist our employees at Fujifilm through their parental leave journey, from the early stages of pregnancy, right through to their return to work, and allows our people to stay connected to their colleagues and the company whilst on leave. The platform has a plethora of useful resources to assist both employees and their managers throughout this journey."
Fujifilm is proud to have retained 100% of employees who have utilised the triiyo platform to this day.”
– Mollie Read, HR Generalist, Human Resources | FUJIFILM Australia Pty Ltd
We're delighted that triiyo was included in their Career Revive Action Plan to support their commitment to removing barriers and improve company culture for parents, employees transitioning to retirement, taking personal leave and career breaks.
Well done Fujifilm for achieving Bronze Status, a huge achievement with significant outcomes already realised. We love working with organisations making a difference and taking direct action to increase female representation and improve the experience of women in the workforce.
Career Revive Case Study
Innovating #beyondthefilm for women in STEM
FUJIFILM Australia (FUJIFILM) distributes imaging equipment and services to the photographic, medical and graphic systems markets. FUJIFILM is committed to improving their gender balance across the organisation. They are particularly focused on supporting women returning to or transitioning into science, technology, engineering and mathematics (STEM) careers.
FUJIFILM have focused their efforts in three areas:
changing the way the public views the business
getting support from the business for implementing the Workforce Australia - Career Revive Action Plan.
FUJIFILM has received strong executive support for the Action Plan.
Actions FUJIFILM are undertaking include:
increasing its presence and sharing its commitment to equity and diversity on LinkedIn. It has done this by:
– posting about its employee value proposition (including access to interesting work)
– showcasing employees and good news stories
focusing on its approach to hybrid and flexible working arrangements. They implemented a hybrid and flexible working approach where individual teams agree upon arrangements according to their working priorities
using the triiyo platform (a human-centred connectivity tool) to tailor the peer and managerial supports available for:
– returning parents
– parents on or embarking on leave
– managers and team members
– those transitioning to retirement
– those taking extended personal leave
– those embarking on a career break
HR sponsors working collaboratively with executive leaders to resource Workforce Australia - Career Revive action items.
FUJIFILM are working on:
educating division managers and recruitment staff about career gaps to reduce bias in the FUJIFILM system and processes
adjusting the language used in communications, policies and processes to be more inclusive and returner friendly ensuring returners feel welcome and supported
establish a parent network to provide a peer support system for parents returning to work
increasing flexible working supports for parents.
The business has participated in the Workforce Australia - Career Revive program and has accepted their Career Revive Action Plan.
The business is striving to mature attraction, recruitment, and retention practices for women returning to work in their business.
Attraction and retention of female talent, and supporting an ageing workforce with transitioning to retirement
Parental Leave Journey and Retirement Journey
FUJIFILM retained 100% of employees who have utilised the triiyo platform to this day and increased their female workforce to 29%, an increase from 27% over the last 2 years.
Best practice guide to parental leave
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