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ETHISPHERE iG:
Fujitsu 2023 Values and Ethics
Research
Ethical Culture Assessment
Prepared For Fujitsu
Ethisphere November 14, 2023
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ETHICAL CULTURE ASSESSMENT
Preamble
* Fujitsu (“the organization” or “the Company”) retained Ethisphere, LLC (“Ethisphere”) to evaluate
and report on employees’ perceptions of ethical culture inside the organization. Ethisphere
conducted this evaluation using its proprietary Ethical Culture Assessment (“survey’”,
“assessment”, or “Ethical Culture Assessment”) and associated methodology.
* Ethisphere’s findings set forth in this report (“Report”) are owned by Fujitsu except that Ethisphere
retains exclusive proprietary ownership rights to the Ethical Culture and Perceptions Assessment
and related methodologies (“Proprietary Rights”). By using this Report, Fujitsu agrees not to take
action to interfere with such Proprietary Rights.
* In addition, Ethisphere retains the right to use the numerical information and supporting data from
which the Report was derived for future benchmarking and other analyses done for other
Ethisphere clients. Ethisphere will ONLY use this supporting data in an aggregated and
anonymized format with information from other Ethisphere clients such that the information cannot
be identified as Fujitsu information.
ETHISPHERE
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Report Contents
1 Summary Performance
A high-level look at the organization’s performance enterprise-wide
2 Demographic Assessment
An overview how each employee segment perceived the organization’s ethical culture relative to
peers
3 Question Results
Detailed outcomes for each assessment question
ETHISPHERE 2
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ETHICAL CULTURE ASSESSMENT
Summary Favorability Scores 70.9
Fujitsu
Overall Survey Score
2
93.8 94.8
91.4
84.7
80.2 192 812 ns 815
75.9 75.1 74.9 8 6 4
69.9 8.2 a
62.2 Benchmark
587 Overall Survey Score
Overall Survey and Pillar
Scores shown here represent a
weighted average favorable
perceptions recorded for each
question within that Pillar or
Assessment. A higher score
1. Awareness of 2. Perception of 3. Observing & 4. Pressure 5. Organizational 6.Manager 7. Perceptions of 8. Perceptions of always represents more favorable
Program & the Function Reporting Justice Perceptions Leadership Peers and a
Resources Misconduct Environment
I Fujitsu 2023 Values and Ethics Research ® Benchmark
ETHISPHERE 4
ETHICAL CULTURE ASSESSMENT
Summary Favorabil
ity Scores
Fujitsu 2023 Values and
Pillars of an Ethical Culture Ethics Research Vs. Benchmark
Score
1. Awareness of the Program 48
and Resources 75.9 a
2. Perceptions of the Function 75.1 -20
3. Observing and Reporting 69.9 10
Misconduct
4. Pressure 74.9 4
5. Organizational Justice 55.7 -26
6. Manager Perceptions 68.2 -9
7. Perceptions of Leadership 62.2 23
8. Perceptions of Peers and 815 40
Environment
Culture Quotient 70.9 -16
ETHISPHERE
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70.9
Fujitsu
Overall Survey Score
86.4
Benchmark
Overall Survey Score
Overall Survey and Pillar
Scores shown here represent a
weighted average favorable
perceptions recorded for each
question within that Pillar or
Assessment. A higher score
always represents more favorable
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ETHICAL CULTURE ASSESSMENT
Top Recommendations & Resources
Provide resources to
facilitate manager
discussions.
MANAGERS
MATTER
Only 18.9% of managers are having discussions about
E&C topics/issues at least monthly. This is 14.8%
below benchmark. 43.3% of managers are have
discussions Occasionally (once per quarter, on
average). This also lags benchmark by 2.6%.
There is a strong correlation between frequency of ETHICS TOOLKIT
manager discussions on E&C topics and the overall
favorability in other topic areas (Knowledge of the
Code and Policies, Speak Up, non-retaliation,
pressure, organizational justice, and perceptions of
leadership).
FOR MANAGERS
ETHISPHERE
ETHICAL CULTURE ASSESSMENT
Top Recommendations & Resources
Layer survey results with
other inputs to determine
effectiveness of
communications.
Among respondents, only 73.3% agreed they know
where to find the Code of Conduct. This was 20.4%
below benchmark. Fujitsu lagged benchmark across
Pillar 1: Awareness of Program & Resources and Pillar
2: Perception of the Function.
Consider incorporating engagement or click metrics
surrounding key E&C communications to determine if
employees are reading and engaging with them. Also
look into training completion data.
BELA RESOURCE:
BELA RESOURCE:
2023 ETHIGAL CULTURE
MASTERCLASS SERIES
on
ETHISPHERE
Layering Data is an Opportunity for Insights
Manateturnoverby eon
ceca. oxeg ating ae
Enmeeemersit Vendor de igenee dts
Contest interest daclosre ‘editresot opportunity
peters ation patterns by region
ite andentertsiment exc ang at ouside of EEC
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ETHICAL CULTURE ASSESSMENT
Top Recommendations & Resources
Educate employees on
the full spectrum of
available disciplinary
actions and reporting
Fujitsu lagged benchmark most significantly in Pillar 5:
Organizational Justice. 50.6% of respondents believe
disciplinary actions are taken when misconduct occurs,
28.3% below benchmark. Additionally, only 52.4% of
respondents believe disciplinary action is the same for
every employee, 25.8% below benchmark.
Respondents showed a general distrust in the reporting
and investigations process. 39.3% of respondents
reported misconduct they observed siting “Fear of
retaliation’ and “I did not believe that corrective action
would be taken” as the most common reasons for not
reporting.
Carelirst. ® 9
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.. *- Demographic Assessment
-THISPHERE 6
Demographic Dimensions Captured
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What follows is a list of the 5 demographic dimensions collected during the assessment. The slides that follow
illustrate how each group within a given dimension compared against peers. These tables provide a nuanced view
that illustrates where opportunities may lie within the organization.
Demographic Dimension
Example Answer Options
Responses Received
What best describes your business function at the
company?
Are you a people leader with at least one direct
report?
Are you based in the United Kingdom or Ireland?
How long have you worked at the Company,
regardless of job title?
What best describes your job level at the company?
Leadership Team, Ireland Sales, ISO - Information
Security Office, Growth, HR
Yes, I have at least one direct report, No, I do not
have any direct reports
United Kingdom, Ireland
Less than 1 year, 7 to 8 years, 11 to 20 years, 1 to 2
years, 9 to 10 years
Senior or Executive Leader, Division, Region or
Business Leader, Manager or Supervisor, Individual
contributor
1,060
1,060
1,064
1,075
1,062
SPHERE
ALLIANCE”
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DEMOGRAPHIC ANALYSIS
Business Function — Top Performers
Culture
Quotient Pillar 1 Pillar 2 Pillar 3 Pillar 4 Pillar 5 Pillar 6 Pillar 7 Pillar 8
Option Responses
Awareness of
the Program Perceptions Observing
ofthe and Reporting Pressure
Perceptions
of Peers and
Listed in descending order by
Response Organizationa Manager _Perceptions
Count Overall Score
Overall Score Rate Balas Function - Misconduct I Justice Perceptions of Leadership Environment
Growth 57 5.3% 76.8 82.2 81.7 69.5 82.5 67.8 71.9 73.7 87.7
HR 56 5.2% 76.7 81.2 75.4 75.7 82.1 72.0 73.2 66.6 89.3
DSPU 16 1.5% 76.7 83.9 86.3 79.4 87.5 56.3 59.4 75.0 84.4
Legal & Commercial 32 3.0% 76.1 73.8 67.5 83.4 81.3 63.2 88.3 71.9 87.5
Procurement 8 0.7% 76.0 69.2 79.6 84.0 62.5 70.8 71.9 81.3 87.5
Business Operations 97 9.0% 76.0 81.4 79.0 76.0 80.2 60.8 75.1 68.0 82.0
Marketing 18 1.7% 75.8 78.1 77.8 75.0 778 64.8 70.8 75.0 91.7
Range - - 15.8 17.9 24.1 18.5 31.9 28.2 38.3 40.7 17.2
Organization Overall 1,076 15.4 70.9 75.9 75.1 69.9 74.9 55.7 68.2 62.2 81.5
Benchmark 165,646 33.0 86.4 93.8 94.8 80.2 79.2 81.2 77.5 84.7 91.1
on: nymity
the hig given pilla
ft out of the hig!
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DEMOGRAPHIC ANALYSIS
Business Function — Middle Performers
Culture
Quotient Pillar 1 Pillar 2 Pillar 3 Pillar 4 Pillar 5 Pillar 6 Pillar 7 Pillar 8
Option Responses
Awareness of
Perceptions Observing
Perceptions
Product 13 1.2% 74.0 79.9 73.8 80.7 84.6 59.0 69.2 57.7 84.6
Global Delivery 16 1.5% 74.0 77.3 76.3 72.2 81.3 64.6 67.2 78.1 81.3
Private Sector 43 4.0% 73.0 81.7 75.2 77.5 69.8 57.8 59.7 67.4 86.0
UK Delivery 245 22.8% 71.6 76.4 79.5 69.9 77.6 53.5 68.5 62.9 80.1
Finance 45 4.2% 70.6 71.6 76.3 67.8 68.9 60.7 69.0 70.0 78.9
Public Sector 131 12.2% 68.4 73.2 71.7 72.6 76.3 49.4 63.9 57.0 79.8
Other 102 9.5% 67.1 71.4 70.3 65.5 72.5 52.3 68.9 57.6 74.5
Range - - 15.8 17.9 24.1 18.5 31.9 28.2 38.3 40.7 17.2
Organization Overall 1,076 15.4 70.9 75.9 75.1 69.9 74.9 55.7 68.2 62.2 81.5
Benchmark 165,646 33.0 86.4 93.8 94.8 80.2 79.2 81.2 77.5 84.7 91.1
t anonymity
ETHISPHERE ring t for a given pillai
performing segment. If “Choose not to 8
ft out of the hig!
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DEMOGRAPHIC ANALYSIS
Business Function —Low Performers
Culture
Quotient Pillar 1 Pillar 2 Pillar 3 Pillar 4 Pillar 5 Pillar 6 Pillar 7 Pillar 8
Option Responses
Awareness of
the Program Perceptions Observing
ofthe and Reporting Pressure
Perceptions
Listed in descending order by of Peers and
Response
Organizationa Manager Perceptions
Count Overall Score
Overall Score Rate Balas Function Misconduct I Justice Perceptions of Leadership Environment
Defence 143 13.3% 66.2 71.8 69.2 67.6 63.6 49.1 63.9 53.8 81.0
Ireland Delivery 16 1.5% 61.5 66.0 62.2 70.5 81.3 43.8 53.1 40.6 81.3
Uvance/Global 9 0.8% 61.0 68.7 62.2 66.0 55.6 48.1 50.0 50.0 77.8
Range - - 8 17.9 24.1 18.5 31.9 28.2 38.3 40.7 17.2
Organization Overall 1,076 15.4 70.9 75.9 75.1 69.9 74.9 55.7 68.2 62.2 81.5
Benchmark 165,646 33.0 86.4 93.8 94.8 80.2 79.2 81.2 77.5 84.7 91.1
responden
nymity
segment
or a given pilla
ETHISPHERE indicate the lowest performing segment. If “Choose not to 9
ft out of the hig!
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DEMOGRAPHIC ANALYSIS
Are you a people leader? - Summary
Option Responses oe, Pillar? —-Pillar2—Pillar3.—Pillar4 Pillar ~—Pillar6—Pillar7 _—~Piillar 8
Awareness of
the Program Perceptions Observing
Listed in descending order by Count Response ofthe I andReporting Pressure
Overall Score Rate
Perceptions
of Peers and
Organizationa Manager _ Perceptions
Overall Score
Resources Function Misconduct I Justice Perceptions of Leadership Environment
Yes, I have at least one direc... 383 35.6% 76.3 81.1 79.7 77.0 76.0 63.7 71.0 68.6 87.3
No, I do not have any direct r... 677 62.9% 67.7 72.9 72.6 64.2 74.6 51.7 66.6 59.1 78.3
Range iG 2 8.6 8.2 el 12.8 1.4 44 9:5 et
Organization Overall 1,076 15.4 70.9 75.9 75.1 69.9 74.9 55.7 68.2 62.2 81.5
Benchmark 165,646 33.0 86.4 93.8 94.8 80.2 79.2 81.2 77.5 84.7 91.1
nymity
t for a given pilla
ETHISPHERE he highest perforrr s in Red indicate the lowest performing segment. If “Choose not to 10
ft out of the high/low ar
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DEMOGRAPHIC ANALYSIS
Location - Summary
Option Responses oe, Pillar? —-Pillar2—Pillar3.—Pillar4 Pillar ~—Pillar6—Pillar7 _—~Piillar 8
Awareness of
the Program
Perceptions
Perceptions Observing
of Peers and
ofthe and Reporting Pressure
Organizationa Manager _ Perceptions
Listed in descending order by Going RESPONSE Gerais Score
Overall Score Rate on Sondien © Weccoauek IJustice Perceptions of Leadership Potro sane
United Kingdom 1,026 95.4% 70.9 76.0 75.1 69.7 74.8 55.8 68.3 62.6 81.3
Ireland 38 3.5% 70.8 71.5 72.5 81.4 81.6 55.3 66.3 55.3 85.5
Range = 0.1 45 2.6 11.7 68 0.5 2 7.3
Organization Overall 1,076 15.4 70.9 75.9 75.1 69.9 74.9 55.7 68.2 62.2 81.5
Benchmark 165,646 33.0 86.4 93.8 94.8 80.2 79.2 81.2 77.5 84.7 91.1
*Segments wi
“Range” is th
ETHISPHERE
the highest performing segm
t out of the high’!
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DEMOGRAPHIC ANALYSIS
Tenure - Summary
Culture
Quotient
Option Responses Pillar 1 Pillar 2 Pillar 3 Pillar 4 Pillar 5 Pillar 6 Pillar 7 Pillar 8
Awareness of
Response the Program
‘Overall Score Count Rate Overall Score and
Resources
Perceptions Observing
of the and Reporting Pressure
Function Misconduct
ce 5 Perceptions
Organizationa Manager Perceptions 5 pocrs and
I Justice Perceptions of Leadership FV i-onment
Listed in descending order by
Less than 1 year 65 6.0% 78.3 84.5 85.4 73.9 83.1 64.6 73.9 82.3
7 to 8 years 67 6.2% 76.9 86.0 85.1 75.3 79.1 58.7 69.8 85.1
11 to 20 years 230 21.4% 74.3 79.9 79.7 74.8 76.5 59.3 68.3 81.6
1 to 2 years 120 11.2% 71.9 74.2 74.8 71.8 73.3 62.6 70.6 81.6
9 to 10 years 50 4.6% 71.7 77.5 75.9 75.9 70.0 60.0 61.4 80.0
Longer than 20 years 317 29.5% 70.3 75.1 72.1 70.2 76.6 53.0 68.9 83.9
3 to 4 years 90 8.4% 69.7 71.7 72.0 69.3 75.6 55.6 71.4 82.8
5 to 6 years 76 71% 68.0 72.1 72.4 69.9 69.7 52.6 66.4 77.6
Choose not to respond 60 5.6% 51.8 57.4 58.7 47.7 58.3 29.0 53.9 66.7
Range : : 26.5 28.6 26.7 28.2 24.8 35.6 20
Organization Overall 1,076 15.4 70.9 75.9 75.1 69.9 74.9 55.7 68.2 62.2 81.5
Benchmark 165,646 33.0 86.4 93.8 94.8 80.2 79.2 81.2 77.5 84.7 91.1
onyt mity
pilla
erforming segment. If “Choose not to
ETHISPHERE
peric
the hig!
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DEMOGRAPHIC ANALYSIS
Job Level - Summary
owe Pillar 1 Pillar 2 Pillar 3 Pillar 4 Pillar 5 Pillar 6 Pillar 7 Pillar 8
Option Responses
Awareness of
the Program Perceptions _ Observing
ofthe andReporting Pressure
Listed in descending order by
Perceptions
of Peers and
count pone Overs Sco Organizationa Manager _ Perceptions
Overall Score
one Function Misconduct I Justice Perceptions of Leadership Environment
Senior or Executive Leader 25 2.3% 82.2 83.7 90.4 85.7 76.0 65.3 75.0 82.0 92.0
Division, Region or Business L... 50 46% 78.7 83.3 84.0 77.4 76.0 66.7 75.5 75.0 83.0
Manager or Supervisor 398 37.0% 73.6 78.7 77.5 73.7 75.9 59.4 68.9 64.5 86.4
Individual contributor 589 54.7% 67.7 73.2 72.3 64.1 74.5 51.8 66.8 59.1 77.8
Organization Overall 1,076 15.4 70.9 75.9 75.1 69.9 74.9 55.7 68.2 62.2 81.5
Benchmark 165,646 33.0 86.4 93.8 94.8 80.2 79.2 81.2 775 84.7 91.1
nymity
ETHISPHERE t for a given pilla
tL he highest perform:
ft out of the high/low ar
s in Red indicate the lowe
performing segment. If “Choose not to 14
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i ® . Question Results
ISPHERE * 7
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PILLAR 1: AWARENESS OF THE PROGRAM AND RESOURCES
Awareness of Standards and Values
# of Fujitsu 2023 Values and Ethics Research Benchmark
Responses Question Responses (Difference)
Results for Fujitsu
1.1 - I know where to find our Code of
Gandvet ors Gt
12-lmonrtentinicmeey or on TN = BB
policies and procedures.
1.6 - I am familiar with the Company's
stated Values as set out in the Fujitsu 1,075 ORG Ce fon -10.9
Way.
1.7 - I believe the Company follows its oRG Cee) jo a
Values. 920 -18.0
i
= Favorable Neutral ™® Unfavorable
+ Unless otherwise noted, “Strongly Agree” and “Agree” responses are classified as Favorable, “Neither Agree nor Disagree” is Neutral, and “Disagree”
if
ETHISPHERE and "Strongly Disagree” are Unfavorable ‘8
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PILLAR 1: AWARENESS OF THE PROGRAM AND RESOURCES
Awareness of Ethics & Compliance
wGommunicatigns
1.3 - I know how to report ethical
concerns or observed misconduct at our 1,075 ORG ee 14.0% 3% -18.6
Company.
acm coraecet es
communicated ethical expectations tome. "078 = ORG 147% pe = -16.7
1.5 - The Company has clearly
communicated disciplinary guidelines to :
me; therefore, I am aware of the tea ORE 101% “25.4
consequences of misconduct.
™ Favorable Neutral ™ Unfavorable
Fujitsu 2023 Values and Ethics Research Benchmark
Question Responses (Difference)
ongly Agree” and “Agree” responses are classified as Favorable, “Neither Agree nor Disagree” is Neutral, and “Disagree”
able
ETHISPHERE and "Strongly C
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PILLAR 2: PERCEPTIONS OF THE FUNCTION
Ethics & Compliance Training Efficacy
# of Fujitsu 2023 Values and Ethics Research Benchmark
Responses Question Responses (Difference)
2.1 - The training on the Company's Code
of Conduct was clear and 1,071 ORG Cee 24.3% [bbs -24.9
understandable.
2.2 - The Company's training and
communication efforts about ethical 1,071 ORG eS 27.3% [bas -25.4
responsibilities and conduct are effective.
2.5 - The training I receive on ethics and
compliance topics effectively explains :
what is expected of me as I conduct the (0d ORG 15.7% guo% 15.9
company's business. ;
™ Favorable Neutral ™ Unfavorable
Results for Fujitsu
+ Unless otherwise noted,
ETHISPHERE and "Strongly Disagree” a
ongly Agree” and “Agree” responses are classified as Favorable, “Neither Agree nor Disagree” is Neutral, and “Disagree”
Unfavorable.
20
PILLAR 2: PERCEPTIONS OF THE FUNCTION
Perceptions of Written Standards
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Results for Fujitsu # of Fujitsu 2023 Values and Ethics Research Benchmark
Responses Question Responses (Difference)
2.3 - The Code of Conduct explains what :
is expected of me as I conduct the 1,073 I 18.2% how -14:3
company's business.
I
6 I 0.4%
2.4 - The Company's other policies me
effectively explain what is expected of me 1,070 ORG 18.4% fo» -17.9
as I conduct the company's business.
*Un
ongly
i Favorable Neutral ™ Unfavorable
e” and “Agree” responses are classified as Favorable
Nei
or
q
Agree nor Disagree” is Neutral, and “Disagree’
21
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PILLAR 3: OBSERVING AND REPORTING MISCONDUCT
Are Employees Reporting What They Observe?
Results for Fujitsu # of Fujitsu 2023 Values and Ethics Research Benchmark
Responses Question Responses (Difference)
3.1 - If I were to observe misconduct, I Cee E
2 ORG a x =
would be willing to report it. UG R Ce ee 9.6
3.4 - Over the past 12 months, have you
absoned uncineal ohavourorbucness 1076 nc III. os
misconduct at the Company?
ae ow
™ Favorable Neutral ™ Unfavorable
3.6 - I reported the unethical behaviour or 63
business misconduct that I observed. ORG
BIM
ly Agree” and “Agree” responses are classified as Favorable, “Neither Agree nor Disagree” is Neutral, and “Disagree
cline to answer” is neutral, and “Yes” is unfavorable
ed “Yes” to question 3.4. For question 3.6 “Yes’ is favorable, “Decline to answer” is neutral, and “No” is
22
ETHISPHERE
1estion 3.6 is only given to those who
unfavorable.
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Drivers for Why Employees Are Willing to Report
3.2 - I would be willing to report the misconduct for
Fujitsu 2023 Values and Ethics
the following reason(s): (Please select all that apply) Responses Research Results
Results for Fujitsu 1,040 Total Respondents
It is the right thing to do 967 93%
Corrective action is necessary 637 61.3%
My manager will support me 575 55.3%
Senior leadership will support me 365 35.1%
The reporting is anonymous 353 33.9%
My co-workers will support me 304 29.2%
If I don't do it, no one else will 232 22.3%
Other reasons (please specify) 24 2.3%
ISPHERE
23
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Drivers for Why Employees Are Not Willing to
SERPs eee he msconauct tot Fujitsu 2023 Values and Ethics
apply) Responses Research Results
Results for Fujitsu 152 Total Respondents
I fear retaliation 88 57.9%
I do not believe that corrective action would be taken 74 48.7%
Lack of anonymity in the reporting process 70 46.1%
If the person who committed it was senior level 66 43.4%
I am not sure whom to contact 41 27%
Other reasons (please specify) 24 15.8%
I am not concerned 14 9.2%
SPHERE . 24
Types of Misconduct Observed
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3.5 - Which type(s) of unethical behaviour or
Fujitsu 2023 Values and Ethics
business misconduct did you observe? (Please # of
Research Results
select all that apply) Responses
" 61 Total Respondents
Results for Fujitsu
Bullying 29 47.5%
Harassment or Discrimination 26 42.6%
Unfair employment practices (including inappropriate use :
é = : 16 26.2%
of overtime, denial of time off)
Retaliation or intimidation 15 24.6%
Other (please specify) 11 18%
Conflicts of interest 9 14.8%
Inappropriate travel and expense reporting 7 11.5%
Cyber security/privacy violation 6 9.8%
Drug, alcohol, or substance abuse 5 8.2%
Misuse of company resources or assets 5 8.2%
ISPHERE
25
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People Are the Most Common Reporting Method
3.7 - How did you report the suspected misconduct Hof Fujitsu 2023 Values and Ethics
or unethical behaviour? (Please select all that apply) Research Results
Results for Fujitsu Responses 24 Total Respondents
My immediate manager 14 23.0%
Human Resources representative 11 18.0%
Other (please specify) 7 11.5%
My manager's manager 6 9.8%
Compliance representative 3 4.9%
Legal 1 1.6%
SPHERE ° 28
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PILLAR 3: OBSERVING AND REPORTING MISCONDUCT
Perceptions of Non-Retaliation
Results for Fujitsu
Responses
Benchmark
(Difference)
# of Fujitsu 2023 Values and Ethics Research
Question Responses
3.10 The Company has a policy that
prohibits retaliation against employees
who report misconduct or participate in an
investigation.
3.11 - I believe the Company enforces its
non-retaliation policy.
3.12 - I believe my manager complies with
the non-retaliation policy.
wi ee
24.6% Iizx -16.0
+ Unless otherwise noted, “Sti
and "Strongly Dis
ETHISPHERE
r
= Favorable Neutral ™@ Unfavorable
ngly Agree” and “Agree” responses are classified as Favorable, “Neither Agree nor Disagree” is Neutral, and “Disagree
able, “Don't Know’
is neutral, and “No” is unfavorable 3
w to question 3.10
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Frequency of Pressure Experienced
oa # of Fujitsu 2023 Values and Ethics Research Benchmark
Results for Fujitsu . f
Responses Question Responses (Difference)
4.1 - I feel pressure to compromise the
Company's Code, Policies, laws, rules or 1.075 ORG 74.9% 61% 19.0%
regulations in order to achieve business ‘
goals.
B/M 79.2% 65% 143%
Favorable Neutral Unfavorable
ISPHERE 32
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Sources of Pressure Experienced
4.2 -I feel this pressure from the following sources: Fujitsu 2023 Values and Ethics
(Please select all that apply) Responses Research Results
Results for Fujitsu 177 Total Respondents
Senior leadership 179 44.6%
Middle management 72 40.7%
Co-workers 40 22.6%
Customers 34 19.2%
My immediate manager 27 15.3%
Other (please specify) 17 9.6%
Business partners 11 6.2%
Suppliers 8 45%
Subordinates 4 2.3%
SPHERE . 33
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PILLAR 5: ORGANIZATIONAL JUSTICE
Perceptions of Organizational Justice
# of Fujitsu 2023 Values and Ethics Research Benchmark
Responses Question Responses (Difference)
Results for Fujitsu
5.1 - I believe disciplinary actions are
taken when individuals engage in R Cee 83 .
unethical behaviour or misconduct at the 07S. ORG aig -28.3
Company.
5.2 - I believe the rules and associated
disciplinary actions for unethical Cee ‘em
behaviour or misconduct are the same for 1,076 ORG = “25.8
every employee.
ov ENR om Bs
5.3 - If I raised a concern about unethical
behaviour or misconduct, I believe the 1,074 ORG I 28.8% 12 -22.5
Company will fully investigate it.
®@ Favorable Neutral ™ Unfavorable
* Unless otherwise no ly Agree” and “Agree” responses are classified as Favorable, “Neither Agree nor Disagree” is Neutral, and “Disagree
ETHISPHERE and "Strongly Disagree"
+ All questions in this pillar have and
esponse option “Don't Know 34
PILLAR 6: MANAGER PERCEPTIONS
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Perceptions of Managers as Ethical Leaders
Results for Fujitsu
Responses
# of Fujitsu 2023 Values and Ethics Research Benchmark
Question Responses (Difference)
6.1 - I believe my manager is committed
to ethical business conduct at all times. Cue 6.0
6.2 - I am comfortable approaching my
manager with issues or questions related 1,074 ORG bo fbr» -5.3
to ethical conduct.
6.3 - My manager is consistently a role
model for ethical behaviour and
: Ss 1,073 ORG
demonstrates the importance of integrity
and ethical behavior.
6.4 - My manager discusses ethics or
compliance related issues/topics.
= Favorable
17.1% Br. 114
fra
as
45.9%
™@ Unfavorable
+ Unless otherwise noted, “Strongly Agree” and “Agree” responses are classified as Favorable, “Neither Agree nor Disagree” is Neutral, and “Disagree”
ETHISPHERE and "Strongly Disagree” are Unfavorable.
+ For question 6.4 “Frequently (at
(once per year, on average)” and
lever” are unfavorable.
once per month, on average)” is favorable, “Occasionally (once per quarter, on aver:
35
e)" is neutral, “Rarely
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T
6: MANA
Frequency of Communications Impacts
Percepti ion frequency correlates closely with favorable perceptions of across other areas.
% of employees that know
9
% of employees that The Company has a policy
% of employees that reported the unethical that prohibits retaliation
. . know where to find our behaviour or business A
“My manager discusses ethics or Code of Conduct. misconduct that they against employees who report
. . . ” (Pillar 1) b: d. (Pillar 3 misconduct or participate in
compliance related issues/topics. observed. (Pillar 3) an investigation. (Pillar 3)
Frequently 1 9% 85% 50% 81 %
Occasionaly 4.3%, 78% 41% 75%
Rarely 25% 69% 38% 64%
Never 12% 49% 27% 56%
34
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MAR PTI
Frequency of Communications Impacts
Percepti ion frequency correlates closely with favorable perceptions of across other areas.
% of employees that never % of employees that believe por employ ees nek
feel pressure to compromise the rules and associated and ireland leadership
team acts ethically at all
times. (Pillar 7)
“ . . the Company's Code, policies, —_qisciplinary actions for
My manager discusses ethics or laws, rules or regulations in unethical behaviour or
A ‘ . ” order to achieve business misconduct are the same for
compliance related issues/topics. goals. (Pillar 4) every omployee. (Pillar)
Frequenty 49% 82% 66% 70%
Occasionaly 4.3% 77% 59% 65%
Rarely 25% 71% 41% 44%
Never 12% 65% 34% 30%
35
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Perceptions of Senior UK and Ireland Leadership
oe # of Fujitsu 2023 Values and Ethics Research Benchmark
Results for Fujitsu . f
Responses Question Responses (Difference)
7.1 - Senior UK and Ireland leadership
promotes the importance of ethical
behaviour throughout the Company. 4,075 ORG 68.4% 26.3% I 5.3%
B/M 88.1% 10.3% (1.6%
7.2 - I believe our senior UK and Ireland
leadership team acts ethically at all times.
1,074 ORG 56.0% 36.4% I 7.6%
B/M 81.4% 16.4% I 2.2%
Favorable Neutral Unfavorable
SPHERE; 26
Perceptions of Division Senior Leadership
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oe # of Fujitsu 2023 Values and Ethics Research Benchmark
Results for Fujitsu . f
Responses Question Responses (Difference)
Division senior UK and Ireland leadership
promotes the importance of ethical
behaviour throughout the Company.
1,073
ORG 66.3% 28.8% 4.9%
I believe our division senior leadership
team acts ethically at all times.
1,072
ORG 59.2% 34.1% 6.7%
Favorable Neutral Unfavorable
ISPHERE
36
Personal and Team Ownership of an Ethical
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roti ture
# of
Fujitsu 2023 Values and Ethics Research Benchmark
Responses Question Responses (Difference)
8.1 - I believe my co-workers act ethically 1,072 ORG 17.1% 18.2% 4.7%
at all times. <
B/M 89.0% 9.7% (1.3%
8.3 I have a personal responsibility for <
making sure the Company behaves 1,076 ORG terete Bee Be
ethically.
B/M 93.2% 6.0% I 0.8%
Favorable Neutral Unfavorable
SPHERE
37
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.. * Assessment Methodology
-THISPHERE 36
ASSESSMENT METHODOLOY
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How to Interpret the Scores
Defining the
SELES. a proportion of positive or favorable
responses to all responses collected for a given
question. Favorable responses vary but are generally
“agree” and “strongly agree.”
A higher score always represents more favorable
perceptions
How Pillar Scores Are Calculated
The Pillar scores are a weighted average of the
questions scores within a Pillar.
Questions are given a lower weight if skip logic is used.
This prevents a low response question from having an
oversized impact on the score.
BUSINESS ETHICS
stim Cony
Benchmark
BSQKERSirks are an average of the selected companies’
favorability scores for a question. Similarly, Benchmark
Pillar scores represent an average of other companies’
Pillar scores, and the Overall Survey Benchmark score
represents the average score of all other companies’
Overall Survey scores.
Ethisphere uses only those questions selected by the
organization for use in this survey when calculating
Benchmark question, Pillar, and Overall Survey scores.
39
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PROJECT CONTEXT
Fujitsu Custom Benchmark
Fujitsu’s assessment findings were compared against a handpicked assortment of companies
from Ethisphere’s database of over 300 ethical culture survey projects.
Survey data in this Benchmark includes 165,646 respondents from 12 companies that meet
the following criteria:
Companies in the
Organizations with greater Data collected recently
Information Technology
sector
than $1 billion (USD) in from surveys administered
annual revenue between 2022 and 2023.
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ISPHERE (2%
GOOD. SMART. BUSINESS, PROFIT.” ‘a Bisphere Community
THANK YOU
Erica Salmon Byrne // Chief Strategy Officer //,
Doug Allen // VP, Data Strategy //
Aimee Lanik // Senior Project Manager // I
©Ethisphere 2023