Basic Policy for the Promotion of Diversity at Nagasaki University
Toward the Achievement of the Goals Set Forth in the Third and Fourth Medium-Term Plans of Nagasaki University and the General Employer Action Plan for the Promotion of Women’s Participation
Approved by the Education and Research Council on April 23, 2021
Ⅰ. Basic Policy for the Promotion of Diversity
１．Fostering Awareness of Diversity
At Nagasaki University, the President will actively communicate the vision of “creating a university where the individuality and abilities of all people are valued and can be fully utilized in education and research.” Through this message, the University will promote among faculty and staff a correct understanding of diversity and foster an awareness of respecting diversity as members of society.
Even in the fields of education and research, many forms of unconscious bias and discrimination exist. In particular, unconscious gender bias significantly hinders progress in education and research. Faculty and staff will move beyond fixed gender role stereotypes, actively practice gender equality, and contribute to building a sustainable society in which men and women coexist harmoniously.
The University will also take sincere measures to prevent and address harassment and other actions that undermine human dignity and significantly damage the working environment. Consideration will be given to individuals facing constraints due to childcare or caregiving responsibilities, persons with disabilities, and sexual minorities, ensuring an environment where all individuals can focus on their work.
２．Development of an Environment that Creates Work-Life Synergy
By realizing work-life balance for faculty and staff, Nagasaki University will maintain the physical and mental well-being of all who work at the University.
Furthermore, by generating synergy between fulfilling work and personal life, the University will create an attractive environment for diverse and highly talented individuals.
３．Realization of Gender Equality in Recruitment, Development, and Promotion
Recognizing that the proportion of women decreases as job rank increases among faculty and staff, the University will actively work to improve gender balance across all position levels. Expanding women’s participation in education and research positions, as well as in university and departmental management, is a key component of the University’s diversity strategy.
Nagasaki University acknowledges the urgent need to eliminate implicit gender bias and to increase women’s participation in decision-making positions. Taking into account gender balance, the University will actively promote the recruitment and development of female faculty and staff and appoint them to senior academic positions (professor and associate professor) and managerial roles, thereby achieving gender equality in university governance.
II．Action Plan for the Promotion of Diversity
１．University-wide Action Plan
Based on the “Third and Fourth Medium-Term Plans of Nagasaki University” and the “General Employer Action Plan for the Promotion of Women’s Participation” (approved on April 23, 2021), Nagasaki University will promote diversity as a unified effort involving executives, faculty, and staff, with the Diversity Promotion Center playing a central role in achieving the three basic policies outlined above.
２．Action Plans at the Faculty and Departmental Levels
Each faculty shall establish its own action plan and numerical targets based on the “Third and Fourth Medium-Term Plans of Nagasaki University” and the “General Employer Action Plan for the Promotion of Women’s Participation,” and will strive to achieve them.
Each department shall establish an internal structure to promote gender equality and formulate its own action plan and numerical targets, taking into account its specific circumstances and future planning, particularly regarding the recruitment and promotion of female faculty members.
Special efforts will be made in departments where there are no or significantly few women in senior academic positions (professor or associate professor) to address this imbalance.
Action plans at the faculty and departmental levels will be implemented over a four-year period from fiscal year 2021 to fiscal year 2024. Each faculty will set annual action plans and numerical targets, report progress to the President, and conduct a mid-term evaluation in fiscal year 2022.
【Reference】
1）Third Medium-Term Plan of Nagasaki University (Excerpt)
- To realize diverse work styles, the University will review working methods by improving daily operations based on the PDCA cycle and visualizing workflows. It will promote work-life balance, establish systems for smooth return from childcare leave, and develop a research environment that enhances research capabilities.
- Centered on a caregiving concierge, the University will collaborate with related institutions, care facilities, and community support centers to provide opportunities for interaction to prevent isolation among caregivers. It will also develop volunteer personnel who can support caregivers physically and mentally, thereby establishing systems that enable the balance of work and caregiving. The caregiving concierge will provide individualized support within the University.
- The University will actively recruit female faculty members (*1) to achieve a 23% representation rate. Furthermore, by promoting diversity management, it aims to ensure that the proportion of female executives (*2) and managers (*3) reaches at least 10%.
＊1：“Faculty members” refers to assistant professors and above
＊2：“Executives” refers to the President, Executive Directors, and Auditors
＊3：“Managers” refers to professors or above among academic staff, and section chief level or above among administrative and technical staff
2）General Employer Action Plan for the Promotion of Women’s Participation (Excerpt)
【GOAL1】 Active Promotion of Female Faculty and Staff
- Increase the proportion of women among executives to 20% or higher and among managerial positions to 17% or higher
- Increase the proportion of female professors to 20% or higher
- Increase the overall proportion of female faculty members to 29% or higher
- Increase the proportion of women in section chief-level positions to 40% or higher
【GOAL2】 Promotion of Leave and Work-Life Balance
- 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 granted at least 10 days per year