Business Owner Action Plan
Business Owner Action Plan (for Next-Generation Development Assistance and Women's Activity Promotion)
Based on the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on the Promotion of Women's Participation and Advancement in the Workplace, The University of Osaka has formulated its “Business Owner Action Plan" for the five years beginning 2020.
The University of Osaka Business Owner Action Plan (for Next-Generation Development Assistance and Women's Activity Promotion)
The University of Osaka aims to create an environment in which all staff members can thrive, maximize their individuality and abilities, and achieve a good work-life balance. Based on the above-mentioned laws, the university will promote flexible working styles and try to create a workplace environment where diversity is respected.
Plan Period
April 1, 2025-March 31, 2028 (3 years)
OU needs to:
(1) Further increase the proportion of incumbent female researchers
(2) In order to realize a university that is comfortable and rewarding to work at, it is necessary to further increase the acquisition rate of male staff childcare leave, etc.
(3) Working hours need to be improved to realize a workplace where both men and women can balance work and child-rearing
Goals, activity to achieve these goals, and their respective timeframe
Goal 1: Increase the percentage of incumbent female researchers to about 30% by academic year 2031
[Summary of activity]
Period: April 2025~
- Continue to review the progress of and exchange opinions on personnel plans created by each department. Conduct a survey on DE&I promotion and investigate needs within the university
- Working to expand the base of the natural sciences through community of female graduate students
- The university will work on creating a personnel selection manual for faculty members and other staff that incorporates diversity perspectives, such as life events consideration
- Dissemination and implementation of personnel selection manual
Goal 2: Increase the acquisition rate of male staff childcare leave, etc. (the rate of staff taking childcare leave or special leaves such as spouse's maternity leave or child rearing) to approximately 100% by academic year 2027
[Summary of activity]
Period: April 2025~
- Consider making childcare leave and other soecial leaves the default option
- Increasing awareness to create a workplace environment where both men and women can contribute both at work and at home
- Thoroughly inform each staff members about the childcare leave system and confirm their intentions
- Regularly publicize the "Guidelines for Support for the Next Generation" and promote the use of systems related to pregnancy, childbirth, and child rearing
- Distribution of the Balancing Work with Childcare and Nursing Care: A Guidebook for Everyone
Goal 3: The percentage of full-time administrative staff who work more than 360 hours of overtime per year will be reduced to less than 3% by the end of academic year 2027
[Summary of activity]
Period: April 2025~
- Disseminate strong messages from the university's top management regarding the rectification of long working hours to cultivate awareness throughout the organization
- Implement training and other initiatives to strengthen the administrative ability of managers in order to rectify long working hours
- Promote mindset shift toward overtime by conducting training and awareness-raising initiatives for all staff members regarding the promotion of balancing work with childcare/nursing care, and the review of necessary work structures and working styles
- Creating a teleworking environment that contributes to the promotion of flexible work styles, etc.
*Click here for the PDF version of the above Action Plan. (file in Japanese)
*Click here for the previous version of Business Owner Action Plan (in Japanese)