“Tokyo Metropolitan Public University Corporation DEI Promotion Declaration” has been formulated.
Through the promotion of diversity, equity, and inclusion, this corporation"A warm and comfortable company where everyone can shine"In order to achieve this, we have formulated the "Tokyo Public University Corporation DEI Promotion Declaration" and basic promotion policies based on this.
Tokyo Public University Corporation DEI Promotion Declaration
The corporation has a mission of ``pursuing the ideal image of human society in large cities,'' and is committed to developing new ideas to realize a resilient and sustainable society.Responsibility to open up a new erain XNUMX minutes by bus from Yonago Station.
The key to opening up a new era is people, and we understand the power of diversity and encourage diverse people to participate in activities in all areas, regardless of gender, disability, cultural differences, etc. It is necessary to create an educational, research, and working environment where everyone can participate and be treated with equal respect.
This corporation is “DEI (Diversity Equity Inclusion) Promotion Declaration"diversity, equity and inclusionWith the philosophy ofWe declare that we will create a warm and comfortable environment where all students, faculty, and staff can take on the challenge of their own potential with pride, and where there is mutual recognition and support.To do.
March 2024
Tokyo Public University Corporation
DEI promotion basic policy
[Policy 1] A comfortable corporation that is open to everyone
Promote a change in the mindset of all faculty and staff,Fostering a mindset where students, faculty, and staff with diverse backgrounds can understand and respect each other
Creating a comfortable campus environment where everyone can spend their time with peace of mindToward this end, we will support efforts led by two universities and one technical college from both tangible and intangible aspects.
[Policy 2] A corporation where everyone can shine lively
Actively recruit and promote motivated and capable faculty and staff to senior positions regardless of gender((Set the target for the ratio of female managers (staff) to 50%, etc.), while promoting efforts to expand the base of female researchers.Visualization of the degree of promotion of women’s active participation
Balancing childcare/nursing care and other issues for teachers and staffRealizing a work environment that is inclusive of diverse lifestyles and where each faculty member and staff member can lead a vibrant life.TowardsWork way reformpromote
DEI promotion basic plan(April 2024 to March 2027)
<Goal 1> Change the mindset of all faculty and staff and promote mutual understanding among members with diverse backgrounds
[Initiative 1] Implementation of training related to promoting understanding of diversity for all teachers and staff
[Initiative 2] Implementation of DEI promotion training for department heads and managers
[Initiative 3] Implementation of training related to unconscious bias
<Goal 2>Creating a campus environment that is comfortable for members with diverse backgrounds
[Initiative 4] Establishment of a consultation desk for teachers and staff with disabilities
[Initiative 5] Creating a campus environment that is comfortable for everyone
<Goal 3>Creating a mechanism for collecting opinions and sharing recognition regarding DEI promotion
[Initiative 6] Regularly holding open work sessions that are easy for everyone within the corporation to participate
<Goal 4>Training and placement of staff to respond to the internationalization of the campus
[Initiative 7] Improving language skills and promoting cross-cultural understanding
[Initiative 8] Dispatching staff to advanced universities overseas for training and expanding opportunities for interaction with overseas university staff, etc.
[Initiative 9] Building career paths for specialized human resources
<Goal 5>Improving the ratio of female managers (staff)
[Initiative 10] Implementation of training for managers related to promoting the active participation of women
[Initiative 11] Flexible personnel management according to life events
[Initiative 12] Promote efforts to increase motivation for promotion to managerial positions
<Goal 6>Improving the ratio of female faculty members
[Initiative 13] Planning and reviewing teacher personnel system
[Initiative 14] Promoting efforts to expand the base of female researchers
[Initiative 15] Understand the ratio of female faculty members and female students, and strive to visualize the degree of promotion of women's active participation.
<Goal 7> Enhancement of measures to support work-life balance for teachers and staff who provide childcare and nursing care,Improving the rate of men taking childcare leave, etc.
[Initiative 16] Strengthen the follow-up system for those who have taken leave and their surroundings
[Initiative 17] Introduction of a job return system for employees who retired due to life events, etc.
[Initiative 18] Promote diverse work styles that are not bound by time and place constraints
[Initiative 19] Planning and coordination of usage menus for childcare services, etc.
[Initiative 20] Promoting awareness and understanding of various systems using corporate portals and websites
[Initiative 21] Obtain childcare support certification such as “Kurumin” and “Platinum Kurumin”
<Goal 8> Reduce administrative burden by improving operational efficiency
[Initiative 22] Reduce administrative burden by consolidating tasks common to each department, etc.