Government policies

OIST has formulated OIST Action Plans based on the following Japanese government policies.

The Bill on Promotion of Women's Participation and Advancement in the Workplace

Japanese law, “Bill on Promotion of Women's Participation and Advancement in the Workplace” enacted in August 2015 calls for implementing policies to promote women’s participation and advancement in the workplace. National and local government agencies and private-sector corporations are required to collect and analyze the data on gender and working conditions, develop action plans including numerical targets, and disclose the plan and the data.

Act on Advancement of Measures to Support Raising the Next-Generation Children

The “Act on Advancement of Measures to Support Raising the Next-Generation Children” has been in force since April 1, 2005, clarifying the responsibilities of the state, local governments, companies and citizens to prepare an environment where the next generation of children - who will lead the society in the future - are born and raised in the healthy environment. Under this law, companies are supposed to formulate a plan to develop the work environment that supports their employees raising children.

For more details, please visit the website of the Ministry of Health, Labor and Welfare of Japan (Japanese only)

OIST Action Plans

OIST shall establish the following action plan designed to ensure a working environment that encourages all staff members to demonstrate their ability and maintain work-life balance. The action plan also encourages the active participation of female staff toward their success in the workplace.

Period: April 1, 2025-March 31, 2030

Current Challenges at OIST

  • The rate of female employees taking childcare leave is high and their return to work is progressing steadily, but the rate of male employees taking childcare leave is low.
  • For administrative staff, the proportion of female employees hired and assigned is high, and the promotion of female employees to management positions is progressing, but the proportion of female employees hired and assigned is low and the proportion of female to management positions is low in some departments and positions.

Goals, Detailed Approaches, and Implementation Schedule

Increase the rate of male employees taking childcare leave to 20% or more. Also, promote the taking of leave for childcare purposes.

April 2025～　

  • To promote the taking of childcare leave and leave for childcare purposes by male employees, inform about the support for work-life balance to be more widely known, and encourage eligible employees and their superiors to take leave.

April 2026～

  • Examine the usage of the support, any problems, and any points that need to be improved.

Support for continuing careers for those on childcare leave and those returning from childcare leave.

June 2025～　

  • Provide information to the staff undertaking childcare leave and training for the staff returning to work from childcare leave for the development and improvement of the vocational ability.

April 2021～　

  • Provide training for managers to raise awareness

Increase the ratio of women in managerial positions (managers and above) to 40% in all administrative departments.

April 2025～

  • Increase the number of women in departments and positions where there is a lack of female representation through a review of recruitment selection criteria and operations, as well as training.

April 2026～

  • Monitor the progress of the Succession Planning. 

 

Child Leave Acquisition Rate by Gender

Wage Difference