Office for Promotion of Equality and DiversityWaseda University

Three years from April 1, 2024 to March 31, 2027

Goal 1. Promote the realization of work-life balance among all faculty and staff, the University will implement effective awareness-raising activities and provide and disseminate useful information.

Measures

1. Host training programs, lectures, social gatherings, and seminars designed to raise awareness regarding gender equality among faculty and staff, and conduct public relations activities for the purpose of promoting understanding.
2. Organize information regarding work-life balance support systems for faculty and staff and utilize public information platforms for dissemination.

Goal 2. Promote the creation of an environment where all faculty and staff can engage with their work in a healthy and lively manner.

Measures

1. Support the smooth acquisition of childcare leave and return to work, and enhance the childcare support environment.
2. Make efforts to reform work styles and reduce overtime and as part of the initiatives for staff, thoroughly implement a flexible approach to “No Overtime Day,” including setting it at the division or section level and allowing individual utilization.

Five years from April 1, 2021 to March 31, 2026

1) Improve the ratio of female hires among full-time (tenured) faculty

2) Improve the ratio of female senior administrators

Goal 1: Increase the average percentage of female hires among full-time (tenured) faculty from 2021 to 2025 to at least 25%

Details of Initiative:

From AY2021 to AY2025

1. Based on discussions and coordination with each faculty, affiliated schools, Academic Affairs Division, and Personnel Division, the University will establish numerical targets for each department / school and the entire University and work towards achieving these targets through the PDCA cycle. The University-wide progress will be managed by the Diversity Promotion Committee.
2. In addition to distributing guides and checklists to reduce unconscious biases for faculty involved in recruitment, the University will distribute guides to promote the implementation of positive actions.
3. Publicly release results of annual achievements.

Goal 2: Raise the ratio of female senior administrators to 15% or more by AY2025

Details of Initiative:

From AY2021 to AY2025

1. Enhance awareness of positive examples of working styles among female senior administrators and encourage career advancement towards senior administrator positions.
2. Further encourage female staff to participate in career development training programs, including training programs for next-generation leaders, and develop their management capacities.
3. Continue to conduct seminars to reduce unconscious biases for senior administrators who consider career development and support growth of staff.