Implementation Plan

The 6th Implementation Plan

Measures for Promoting Diversity, Equity and Inclusion during the 6th Medium-to-Long-Term Plan Period（April2026～March, 2033）

March 26, 2026

Forest Research and Management Organization

I.Establishment of Diversity Promotion Framework

• The Diversity Promotion Committee will deliberate on policies and measures and oversee the overall coordination of these efforts.
• External advisors will be appointed to provide guidance and enhance the quality of our initiatives.
• The Diversity Promotion Office will collaborate with the relevant departments of the Organization to plan and implement diversity promotion initiatives, coordinate efforts, analyze data, raise awareness, and organize training programs.

II.Promotion of Diverse Talent

Creating a Workplace Where Everyone Can Thrive

• Aiming to create a workplace environment that allows for flexible work arrangements tailored to each individual’s circumstances, reducing overtime and encouraging the use of annual paid leave.
• Eradicating harassment to ensure a workplace where employees can confidently demonstrate their abilities and develop their careers.

Promoting Women’s Participation and Supporting the Next Generation

• Establish numerical targets and action plans, and advance initiatives to promote the active participation of female employees and achieve work-life balance, based on the Act on Promotion of Women’s Active Participation in the Workplace and the Act on Promotion of Measures to Support the Next Generation.
• Encourage female applications by enhancing recruitment information and offering workplace experience opportunities.
• Disclose the percentage of female applicants and hires, as well as the breakdown by job type and position annually.
• During the 6th Medium- to Long-Term Plan period, the proportion of women among new hires will be at least 30% for research positions and at least 37% for general positions.
• By the end of fiscal year 2032, the proportion of women among all staff will be at least 21% for research positions and at least 25% for general positions.
• Set the proportion of women in managerial positions at the end of fiscal year Reiwa 14 to 14% or higher.
• During the 6th Medium- to Long-Term Plan period, the rate of male employees taking paternity leave (2 weeks or more) will be 80% or higher.
• Maintain a workplace environment where all eligible female employees can take childcare leave.
• Create a workplace environment that facilitates the balance between work and childcare or caregiving by promoting the use of leave for childcare or caregiving and implementing flexible work arrangements.
• Provide information and consultation support to employees taking leave to facilitate a smooth return to work.

Supporting the Active Participation of Employees with Disabilities

• Provide detailed, individualized support tailored to each person’s circumstances to help them realize their full potential.
• Provide support that combines facility improvements with personnel support.

Supporting the Success of International Staff in Research and Development Departments

• Continue to provide support for translating internal documents into English and assisting with various procedures necessary for daily life.
• Explore recruitment methods that enable us to secure diverse, highly skilled talent regardless of nationality.
• Ensure growth opportunities for foreign staff in both research and administrative duties after hiring.
• Create an environment where international staff can contribute to the organization’s internationalization through research exchanges and information dissemination by leveraging their perspectives and international networks

III.Career Development Support

• Support diverse career development tailored to each employee’s aptitudes by enhancing training programs and support for obtaining professional certifications that are tailored to each operational department and age group.
• In the research and development departments, we will support the development of personnel in accordance with the talent development program, enabling them to promptly respond to the increasing sophistication, specialization, and internationalization of research while advancing operational management and organizational administration.
• Through counseling, we will provide information and insights on career paths tailored to each individual staff member and address concerns and worries related to continuing to work, including those related to raising children and providing care for family members

IV.Collaboration and Public Relations

• Collaborate with educational and research institutions, local governments, academic societies, and companies to promote diversity in partnership with the local community.
• Participate in the Diversity Support Office as a coordinating organization and work with other coordinating organizations to accelerate the promotion of diversity.
• Publicize diversity promotion initiatives through these activities, as well as through the organization’s website and publications.

＜＜ Diversity Promotion Office