OIST Action Plan
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：
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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.
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Support for continuing careers for those on childcare leave and those returning from childcare leave.
- June 2025～
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 Succession Planning.
*Reference