Ehime University Diversity Promotion Statement

The world is now facing a time of great change. We are faced with many difficult issues that must be resolved for sustainable development, such as the spread of infectious diseases, frequent large-scale natural disasters such as earthquakes and floods, and, in Japan, a declining population due to the low birthrate and aging society. It is precisely in times like these that it is important to take a “diversity” perspective, in which diverse human resources and organizations work together to solve problems, in order to realize a society in which “no one is left behind. Organizations composed of diverse human resources can respond flexibly and quickly to the ever-changing social environment. Moreover, if each member of the organization is able to demonstrate their individual abilities in each situation, they themselves will feel a sense of accomplishment, and the performance of the organization as a whole will improve dramatically. Ehime University’s philosophy is to create “a university that moves the region and connects with the world with its shining individuality.” To this end, we aim to create an environment and understanding of diversity and inclusion (acceptance and utilization) of a global standard.

The recent Corona disaster has made us aware once again that we are not only residents of the region but also members of the world. It has also made us aware of the need to mobilize the strengths of all people and respond flexibly to an increasingly diverse society and rapidly changing environment. In the future, we will need to search for “new ways of life” that combine learning and work due to the declining birthrate, increasing life expectancy, and diversifying ways of working. Therefore, universities, as “hubs of knowledge in the region,” are required to have a variety of functions more than ever before. In order to meet expectations for such diversity of functions, it is necessary for members, each of whom has unique knowledge, ability to think and act, to respect each other’s differences and work together.

Ehime University provides a place where people can respect and collaborate with each other regardless of gender, age, nationality, disability, sexual orientation, gender identity, race, ethnicity, culture, religion, etc., to ensure human rights for all people and to create a better new society for the next generation. We aim to be a center of knowledge that resolves diverse global issues while remaining rooted in the local community. To this end, we declare that we will further promote diversity through a variety of initiatives, and become a university where each and every one of our members can shine with their individuality and demonstrate their abilities.

July 19, 2021
President of Ehime University NishinaHiroshige

Diversity Promotion Initiatives, etc.

Ehime University has set numerical targets for diversity promotion as a challenging initiative for the 4th Mid-term Goals and Mid-term Plan, and will make every effort to achieve them.

Ehime University’s 7th Action Plan for Supporting the Development of the Next Generation and 4th Action Plan for the Promotion of Women’s Activities

Ehime University has established the following action plan to improve the employment environment in which both men and women can work and raise children at the same time.
Plan period: April 1, 2025 – March 31, 2028
[Goal 1] Increase the percentage of female faculty members to about 26%.
Goal 2] Increase the ratio of female managers to approximately 26%.
[Goal 3] Promote a workplace environment that facilitates the use of childcare leave, etc. Increase the percentage of male employees taking childcare leave to around 50%.
Reduce the number of actual working hours and create a work environment that allows employees to achieve a balance between work and private life.

Ongoing efforts, etc.

Examples of Ongoing Efforts

(1) Career Support Program for Young Researchers
(2) Career Support Program for Researchers (support for researchers whose research activities are disrupted due to various reasons such as treatment for illness or injury, nursing care, etc.)
(3) Employment Support Program for Couples
(4) Overseas Cross Appointment Support Program
(5) Childcare Support Program
(6) Work-Life Balance Support ( (Operation of daycare centers and childcare for school children)
(7) Alternative measures during long-term childcare leave
(8) Increase in the rate of male employees taking childcare leave
(9) Next-generation career support ( Science Himeko semi-regular activities )
(10) Proactive employment of people with disabilities

Initiatives for 2021-2024 (2021-2024)

In 2021, Ehime University began actively recruiting young faculty members and female faculty members through the “Ehime University President’s Strategy: Positive Action Program for Young Faculty Members”.
In addition, the following efforts are being made to further promote diversity. Each department and division has prepared its own diversity promotion plan and is actively working on it.

• Actively recruit young faculty members, female faculty members, and non-Japanese faculty members
• Increase the ratio of female faculty members in upper level positions (lecturers and above)
• Hold round-table conferences with the heads of departments, etc., female faculty members, foreign faculty members, female students, graduate students, and international students, and strive to manage departments incorporating diverse opinions.
• Conduct training, workshops, lectures, etc. for faculty and staff to promote diversity
• Conducting classes, seminars, etc. to raise awareness for students
• Campus environment for international students with diverse values
• Activities to Support Rekejo College Preparation
• Conducting exchange programs to promote understanding and awareness of people with disabilities

reference

Percentage of young faculty (under 40 years old)
FY 2009: 19.8%
FY 2008: 22.5%
FY 2008: 20.5%
FY 2020: 19.5%
FY 2021: 18.4%
FY 2022: 18.3%
FY 2023: 18.6%

Percentage of female faculty
FY 2009: 16.0%
FY 2008: 16.0%
FY 2008: 16.1%
FY 2020: 17.1%
FY 2021: 17.5%
FY 2022: 17.9%
FY 2023: 20.0%

Trends in the ratio of foreign faculty
FY 2009 3.3%
FY 2008 3.2%
FY 2008 3.0%
FY 2020 3.2%
FY 2021 3.2%
FY 2022 3.4%
FY 2023 4.3%

(as of May 1 of each fiscal year)

Ehime University’s Basic Policy on Respect for Diverse Sexual Orientations and Gender Identities (SOGI)

Ehime University has established a basic policy to respect diverse sexual orientations and gender identities (SOGI) based on the Diversity Promotion Statement.

Guidelines to avoid events that are biased toward men only

Ehime University has established “Guidelines to Avoid Events Biased Only Toward Men” in order to avoid conventional events that are biased only toward men and to promote substantial participation by women.

For more information, click here.

Diversity Promotion Structure

The Diversity Promotion Division was established in April 2012 (Heisei 24) with the aim of respecting the diverse personalities and values of employees and enabling them to maximize the abilities they possess, thereby contributing to improving the overall potential of each organization of Ehime University and the University.
In April 2021 (2021), In order to further promote diversity, a new system was established to enable the university’s executive office and individual departments to share information and hold discussions. In addition to appointing the President as the Director of the Diversity Promotion Division and the Vice President for Diversity as the Vice Director, the Diversity Promotion Council was established, which consists of members of the university executive office, deans of faculties and graduate schools, and others.

Campus organizations related to diversity promotion

Gender Equity Center

In 2007, Ehime University established the Gender Equality Promotion Committee, which made a “Declaration” and “Recommendations” to promote gender equality at Ehime University, and began full-fledged promotion of gender equality at Ehime University under the slogan “Toward a University and Society Where Each Individual Shines”. In response to these recommendations, action plans for promoting gender equality were formulated for each department in FY2008, and annual plans based on the recommendations were formulated in the 2nd Mid-Term Goals and Mid-Term Plan starting in FY2010, to promote gender equality throughout the university.

Furthermore, in FY2010, Ehime University was selected for the “Fostering Support Models for Female Researchers” project funded by the Special Coordination Funds for Promoting Science and Technology from the Ministry of Education, Culture, Sports, Science and Technology, and in July 2010, the Center for Women’s Future Development was established as the implementing body of this project. Under this project, based on the “Ehime University Female Researcher Development Plan,” we have been working to develop an environment for female researchers to play an active role by providing career support, childcare support, and awareness-raising to female researchers, as well as to foster the next generation of female researchers by supporting career paths for female students and helping female junior and senior high school students choose science-related careers. We are also working to nurture the next generation of female researchers.

In April 2013, the Center for the Future Development of Women and the Office of Gender Equality were merged into the Diversity Promotion Division, and the Center for the Future Development of Women and the Office of Gender Equality were merged to continue working on the development of an environment for promoting gender equality, career support for women, regional cooperation, information dissemination, and other activities to create an environment where both men and women can work comfortably and a framework for the sustainable development of excellent female researchers. We are working to create an environment in which it is easy for both men and women to work together and a framework for the sustainable development of excellent female researchers.

In April 2023, the name was changed to “Gender Equity Center” and in addition to the above activities, we will focus on activities aimed at realizing gender equality and ensuring diversity.

Office of Employment Promotion for Persons with Disabilities

In September 2007, Ehime University established the “Working Group to Study the Employment of Rehired Staff and Persons with Disabilities” under the Office of the President to study measures to promote the active and systematic employment of persons with disabilities, and to create a comfortable working environment for them. In April 2009, the Environmental Improvement Office, which is in charge of cleaning Ehime University’s campus, was established and began employing mentally handicapped persons. The Human Resources Division, acting as coordinator, has established a university-wide acceptance system by coordinating the employment posts of fixed-term administrative contract employees in each department, and through Hello Work, etc., the university has actively employed handicapped persons. In addition, the Human Resources Division has been coordinating the hiring of fixed-term administrative contract employees in each department.

In April 2012, we established the Office for the Promotion of Employment of Persons with Disabilities with the aim of further enhancing these efforts and promoting initiatives to make better use of the abilities of persons with disabilities, such as planning measures to support the independence of employed persons with disabilities after they enter the workforce and expanding the tasks for which they are responsible.

Office of Employment Promotion for the Elderly

The University introduced a reemployment system on April 1, 2006, and in September 2007, established the “WG to Study the Employment of Rehired Employees and Persons with Disabilities” under the Office of the President to study how to employ retirees in a way that makes the most of their careers, and to consider how to employ older people with We have implemented measures necessary to stabilize employment and support employment of older workers. Furthermore, in FY2012, a reemployment system for full-time work was introduced to address chronic labor shortages, etc. due to the mass retirement of administrative staff.

In April 2012, we established the Office of Employment Promotion for the Elderly with the aim of securing employment opportunities through a variety of work styles and enhancing the development of various systems that accurately respond to the diverse needs of older workers.

Support system for students with reasonable accommodation needs

Accessibility Support Office

In April 2007, the University established the Barrier-Free Promotion Office to deal with students with disabilities and students who have difficulties in their student life.
In July 2021, the name was changed to “Accessibility Support Office” to further enhance past efforts, respond to the Law for Elimination of Discrimination against Persons with Disabilities, provide support to the rapidly increasing number of students who need reasonable accommodation, and promote the improvement of the study environment.