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, 2026, to March 31, 2031 

1) Increasing the proportion of full-time (tenured) women among newly hired permanent faculty members 

2) Increasing the proportion of female senior administrators 

Goal 1: Achieve an average female hiring ratio of 27% or higher among newly hired full-time (tenured) faculty members from academic years 2026 to 2030. 

Initiatives 

1) Promote understanding that diversity among organizational members contributes to overall productivity and better decision-making. 

2) Based on consultation and collaboration between each faculty, both directly affiliated schools, the Academic Affairs Division, and the Personnel Division, establish numerical targets for each faculty, school, and entire university. Aim for target achievement through the PDCA cycle. University-wide progress management will be conducted by the Equality and Diversity Promotion Committee. Achievement status for each academic year will be disclosed externally. 

3) Develop and effectively disseminate a comprehensive guidebook detailing support systems for balancing work with childcare and eldercare responsibilities. 

4) Conduct surveys of all faculty and staff to review and enhance support systems for balancing work with childcare and eldercare responsibilities. 

5) Effectively communicate to researchers, students, and others interested in applying -not just after hiring- that we actively support the career development of female faculty and are advancing an environment where they can work securely and long-term while achieving work-life balance. 

Goal 2: Achieve a female managerial position ratio of 18% or higher in AY2031. 

Initiatives 

1) Promote understanding that diversity among organizational members contributes to overall productivity and better decision-making. 

2) Create opportunities for interaction with female managerial role models to foster career advancement aspirations toward management positions. 

3) Conduct awareness activities highlighting exemplary practices that successfully balance work and life. 

4) Develop and effectively disseminate a comprehensive guidebook outlining support systems for balancing work with childcare and eldercare responsibilities. 

5) Conduct a survey of all faculty and staff to review and enhance support systems for balancing work with childcare and eldercare responsibilities. 

6) Effectively communicate to prospective students and others interested in applying -not just after hiring- that the university actively supports the career development of female staff and is advancing efforts to create an environment where they can work securely and long-term while achieving work-life balance.