Action Plan for General Employers Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace
On August 28, 2015, the Act on Promotion of Women’s Participation and Advancement in the Workplace (commonly referred to as the Women’s Empowerment Promotion Act) was enacted with the aim of realizing a prosperous and vibrant society in which women who wish to work can fully demonstrate their individuality and abilities.
Under this law, the national government, local governments, and private employers with more than 300 employees are required to set numerical targets—such as the ratio of women in managerial positions—formulate action plans incorporating initiatives to promote women’s participation, and publicly disclose relevant information.
Nagasaki University will further strengthen its efforts to promote women’s participation in accordance with the following Action Plan for Promoting Women’s Empowerment at Nagasaki University.
Action Plan for Promoting Women’s Empowerment - National University Corporation Nagasaki University
Nagasaki University positions the promotion of diversity as one of its key management strategies. The university aims to create new value and activate latent potential by respecting diverse perspectives and enabling individuals of all genders, nationalities, and ages to fully utilize their unique talents.
With regard to promoting women’s participation, the university will support the continuation of careers for female faculty and staff through enhanced life-event support and workstyle innovation. In addition, to increase the number of women who play active leadership roles across various fields, the following action plan has been established.
1．Plan Period
From April 1, 2025 to March 31, 2030
2．Issues at Nagasaki University
- While there are no significant differences between men and women in terms of retention rates or years of continuous service, the proportion of women in managerial positions remains low. Furthermore, the environment is not yet sufficiently developed to encourage women to aspire to such roles.
- There is also a need to further enhance organizational efforts to support work-life balance for all employees, regardless of gender.
3. Goals, Initiatives, and Implementation Schedule
【GOAL1】Proactive Promotion of Female Faculty and Staff
- Increase the proportion of women among executives (20% in the previous year) to 20% or higher, and among managerial positions (16.7% in the previous year) to 17% or higher.
- Increase the proportion of female professors (19.47% in the previous year) to 20% or higher.
- Increase the overall proportion of female faculty members (27.3% in the previous year) to 29% or higher.
- Increase the proportion of women in section chief-level positions (39% in the previous year) to 40% or higher.
＜Implementation Period and Measures＞
From April 2025:
- Expand research support systems and life-event support systems to promote the recruitment and advancement of female faculty and staff.
- Communicate the importance of work-life balance and women’s empowerment from top management.
- Implement life-event support programs—including information provision and individual consultations—on leave systems to support balancing work with life events such as childcare and caregiving, thereby promoting career development.
- Provide training programs for female faculty and staff to enhance advanced knowledge and skills, and to foster motivation and awareness for leadership roles.
- Promote retention of female faculty members through information sharing, individual consultations, and networking opportunities among researchers.
- Conduct seminars for managers to raise awareness of women’s empowerment and promotion, and to foster a workplace culture where women can thrive.
（The above measures will be implemented annually.）
From April 2026:
- Increase the proportion of women serving as advisors to the university president in order to cultivate the next generation of female leaders at the management level.
（The above measures will also be implemented annually.）
【GOAL2】Promotion of Leave and Work-Life Balance for Faculty and Staff
＜Targets＞
- Increase the percentage of male employees taking childcare leave to 50% or higher.
- Achieve an average of 9 or more days of annual paid leave taken per employee who is granted at least 10 days of paid leave per year.
＜Implementation Period and Measures＞
From April 2025:
- Conduct awareness activities on childcare and provide information on childcare leave systems to male employees eligible for such leave.
- Develop organizational structures that allow operations to continue smoothly even when employees take childcare leave.
- Promote the use of paid leave through awareness campaigns, including thorough communication of mandatory leave policies.
- Transition the annual leave grant system to a fiscal-year basis to further encourage planned use of paid leave.
- Regularly inform supervisors responsible for time management about proper management of overtime work.
- Reduce overtime work by promoting further work-life balance, implementing full-scale remote work systems, encouraging changes in work attitudes, and advancing digital transformation (DX).
（The above measures will be implemented annually.）
Guidelines for Faculty Selection to Increase the Proportion of Female Faculty Members and Promote Their Appointment to Senior Positions at Nagasaki University
Guidelines for Faculty Selection to Increase the Proportion of Female Faculty Members and Promote Their Appointment to Senior Positions at Nagasaki University
※A check form for faculty recruitment and selection aimed at increasing the proportion of female faculty members and promoting their appointment to senior positions will open.
Action Plan for General Employers Based on the Act on Advancement of Measures to Support Raising the Next Generation
Acquisition of the “Kurumin” Certification Mark
On July 13, 2015, Nagasaki University was certified by the Nagasaki Labour Bureau as a compliant general employer (a “childcare support company”) after fulfilling certain requirements, including achieving the targets set in its action plan for the period from April 1, 2012 to March 31, 2015. As a result, the university obtained the next-generation certification mark “Kurumin.”
Action Plan for General Employers - National University Corporation Nagasaki University
In accordance with the Act on Advancement of Measures to Support Raising the Next Generation, Nagasaki University establishes the following action plan to create a workplace environment where employees can balance work and childcare, enabling all staff members to fully demonstrate their abilities.
1．Plan Period
From April 1, 2025 to March 31, 2030
2．Overview
Regarding the university’s seventh phase of next-generation development support measures, based on the sixth-phase action plan, the university will further promote awareness of existing systems, encourage changes in employee attitudes, and strengthen efforts to create an environment that supports balancing work and childcare. The goal is also to enhance the dissemination of information related to childbirth and childcare.
【GOAL1】Reduce the total monthly hours of overtime work and holiday work per full-time employee (excluding those under discretionary labor systems) to an average of 15 hours or less per month.
＜Implementation Period and Measures＞
From April 2025:
- Regularly inform managers responsible for working hour management about proper control of overtime work.
- Reduce overtime work by promoting further work-life balance, introducing full-scale remote work systems, encouraging changes in work attitudes, and advancing digital transformation (DX).
（The above measures will be implemented annually.）
【GOAL2】Achieve an average of 9 or more days of annual paid leave taken per employee who is granted at least 10 days of paid leave per year.
＜Implementation Period and Measures＞
From April 2025:
- Transition the annual leave grant system to a fiscal-year basis to further encourage planned use of paid leave.
- Promote the use of paid leave through awareness campaigns, including thorough communication of mandatory leave policies.
（The above measures will be implemented annually.）
【GOAL3】Achieve the following levels for childcare leave uptake:
Male employees : 50% or higher
Female employees : 95% or higher
＜Implementation Period and Measures＞
From April 2025:
- Conduct awareness activities on childcare and provide explanations of the childcare leave system to male employees eligible for such leave.
- Develop organizational structures that allow operations to continue smoothly even when employees take childcare leave.
（The above measures will be implemented annually.）