We have formulated the following action plan so that women can play an active role by realizing a work-life balance, creating an employment environment where they can fully demonstrate their abilities, changing awareness of gender equality, and providing career support.
Planning period
Five years from April 1, 2023 to March 31, 2028
Goals and Initiatives
- We aim to increase the ratio of female faculty members to 30% by March 2028.
- We aim to increase the percentage of female faculty and staff in managerial positions to 26% by March 2028.
- By March 2028, we will raise the ratio of female teachers in high-ranking positions in natural sciences, where there are few high-ranking positions, by more than 2%.
【measures】
After 2024 - Conducted FD/SD seminars on harassment and psychological safety.
- Reconstruction of the “mentor system”. Aiming at realization of career development, we will reconstruct and try the system. Aiming to start operation in 2025
After 2025 - Conducted training on the mentor system for managers. Deepen managers' understanding of the mentor system and provide training for effective guidance to managerial candidates.
- By March 2028, we aim to have 16 or more (120%) male faculty and staff take childcare leave per year, compared to 13 in 2022.
【measures】
2023 - Disseminate and provide information on various systems related to pregnancy, childbirth, and childcare for men. As a method, we will modify the website of the Support Center for Female Doctors and Researchers. Develop and implement a method of dissemination and information provision that leads to effective use of the system by faculty and staff through the website and various notification functions (web).
After 2024 - Conducted seminars on improving the work environment, such as seminars on support for balancing childcare/nursing care and work, and seminars on balancing physical rhythms and work. The contents are reviewed in accordance with the revision of the law, and the version is updated every fiscal year. Make it a place to deepen understanding by conducting it continuously
- Update the Support System for Female Doctors and Researchers Support Center and consider the system for men. Specifically, we will review and brush up the "research support staff assignment system," "childcare facility usage fee subsidy system," and "babysitter discount ticket issuance business" every year, aiming for a more comfortable workplace.
