Implementation Plan

Diversity Promotion Measures for the Fifth Mid- to Long-term Plan (April 2021 ~ March 2026)

Introduction

Forest Research and Management Organization (hereinafter FRMO) has established an encouragement model for promoting gender equality initiatives during the Second Mid-term Plan period of Forestry and Forest Products Research Institute^※, and has been actively implementing it.

As a result, the percentage of female research staff at the end of the 4th Mid- to Long-term Plan period reached 16.4%, approaching the initially set target (17%). Additionally, the percentage of female administrative staff has reached 19.4%.

However, to achieve the action plan, set by FRMO based on the "Law Concerning the Promotion of Women's Advancement in Their Working Lives (the Cabinet Office, June 2020)", women's advancement in their working lives must be promoted in a prompt and focused manner.

Moreover, the Fifth Basic Plan for Gender Equality (approved by the Cabinet on 25th December 2020) states that a gender-equal society should be aimed from the perspective of implementing international agreements on gender equality in which Japan has proactively participated, considering changes in the economic and social environment and international situation. The following targets are set forth therein.

• To fully exercise one's individuality and abilities based on one's own will
•  Respect for human rights
•  Harmonization of work and life
•  Incorporating the same perspectives of gender equality and women's activities in all fields as those of the international community outlined in the sustainable development goals (SDGs)

As specific measures, the promotion of gender equality and the work-life balance has been indicated to include promoting diverse and flexible working styles, men's participation in child rearing, taking nursing care leave, and human resource development for women to continue working.

※Please refer to ‘History’ at the website of FRMO.

Among these, especially in science, technology, and academia, women's participation must be expanded, researches that consider gender perspectives must be promoted, and a research environment that facilitates continued work must be created. Moreover, in public administration, the basic plan cites efforts to increase the recruitment and appointment of female employees, train female employees to secure human resources who will grow into leadership positions in the future, expand their job scope, and actively promote the appointment of women to executive and managerial positions.

The promotion of gender equality will lead to the realization of a diversity-rich society which all people can feel happiness. The society should be inclusive of a wide range of people, regardless of gender, age, nationality and disability.

Based on the aforementioned, in the 5th Mid- to Long-term Plan period, FRMO aims to become an organization where people from various professions can realize diverse and flexible working styles and play active roles through diversity promotion efforts in the organization.

1. Efforts to promote diverse human resources

• Discuss the diversity promotion that FRMO aims to achieve and develop a system to promote it.
• Seek advice from external advisers on diversity promotion at FRMO.
• Actively raise awareness through diversity promotion seminars and exhibitions in conjunction with "Gender Equality Week" (23rd ~ 29th June every year, established by the Cabinet Office).
• The target for the proportion of female employees in 2025 is 20% or more in research positions and 23% or more in general positions. Throughout the 5th Mid- to Long-term Plan period, the recruitment percentage of female is targeted at 30% or more for research positions and 35% or more for administrative positions to increase the proportion of female staff as a whole.
• The active recruitment and promotion of female will be publicized inside and outside FRMO to achieve this goal. We will also include this in our recruitment information. Furthermore, the percentages of female in applicants and newly hired employees, and the proportions of female staff at each individual institutes/centers and at each job posts will be opened on the website every year.
• The goal is to increase the percentage of female in management positions to 8% or more by 2025. To achieve this goal, we will create conditions that make it easier for female managers to play an active role.
• Improve the procedures and systems for hiring foreign employees.
• For the staff with disabilities, improve equipment, human resources, and other support systems.
• Conduct training on diversity promotion for executives and employees. Raise awareness and publicize diversity promotion of FRMO through its website and pamphlets.
• The efforts and results of diversity promotion will be reported at important meetings such as FRMO meetings. When necessary, the committees in charge of diversity-related activities will take prompt measures and disseminate them throughout the organization.

2. Promotion of work-life balance

• To promote work-life balance, we publicize and promote the use of various systems to support employees at FRMO, who have family responsibilities such as childbirth, childcare, and nursing. Simultaneously, the system is constantly being actively improved and expanded by catching up with employees’ needs through questionnaires and other means.
• In particular, concerning child and nursing care, FRMO tries creating an atmosphere that facilitates work-life balance by promoting the availability of leave and vacation time and flexible work hours.
• While an employee is on leave, his/her colleagues continuously keep him/her informed about the situation at their laboratories and/or offices. If necessary, temporal staff is hired to take over his/her tasks. FRMO also supports the leave-takers’ returning programs to their work by communicating and exchanging information about their workplaces.
• Male employees are encouraged to take the childcare leave, aiming to 30% or more during the Fifth Mid- to Long-term Plan period. In particular, the work environment will be improved to facilitate the use of child care leave for general staff.
• Flexible work arrangements including telecommuting are considered for all FRMO staff, aiming to adopt a working style that suits each individual's situation. FRMO strives to reduce overtime work and promote the use of annual paid leave.

3. Support for career advancement

• FRMO supports the diverse career development of the staff according to their aptitude by promoting awareness of human resource development programs and enhancing training opportunities for the staff.
• Career counseling and an inquiry counter encourage FRMO employees when they have concerns about continuing to work at the organization.

4. Collaboration and cooperation with the local community and related organizations

• Promote initiatives collaborate and cooperate with educational and research institutions, local governments, and other related organizations in the vicinity of each office location.
•  Participate as a lead agency in the Diversity Support Office (DSO)

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4. Support for career advancement

• FFPRI disseminates the human resource development program and supports career development according to the aptitude of employees.
• Training opportunities are enhanced for employees and measures for supporting various ways of working and career development are implemented.
• Career counseling and an inquiry counter are provided for encouraging employees for FFPRI when they come across to worries and concerns about continuing to work at the institute. 

5. Collaboration and cooperation with the local community and related organizations

- Research and educational institutions in/around Tsukuba City, which jointly issued the "Declaration for Gender Equality by the Six Tsukuba Research and Educational Institutions" in September 2007

- Gender equality offices in municipalities and other related organizations 

• FFPRI participates as a lead agency in the Diversity Support Office (DSO). 

＜＜ Diversity Promotion Office