Diversity, Equity & Inclusion (DE&I) Action Plan
Diversity, Equity & Inclusion (DE&I) Action Plan
National Institute of National Colleges of Technology
Diversity, Equity & Inclusion (DE&I) Action Plan
Formulated on September 23, 9
Revised May 26, 1
Revised June 6, 3
Revised on October 6, 5
Revised on October 6, 7
This action plan is based on the philosophy of the "Diversity, Equity & Inclusion (DE&I) Promotion Declaration" (May 5) by the National Institute of Technology, an independent administrative institution, and in particular, regardless of differences in gender or nationality, This document clarifies the priority items that the National Institute of Technology (hereinafter referred to as "the organization") will address in the medium to long term and the action plan for the period of the XNUMXth medium-term goal for the purpose of creating a society where all members are respected and can play an active role together. It is.
Recognizing the role they should play in society, each national college of technology (hereinafter referred to as a "technical college") and the National Institute of Technology's headquarters shall promote this action plan while cooperating with each other.
The promotion period for the action plan will be from April 2020 to the end of FY2020 (the final year of the 5th medium-term plan), and evaluation will be conducted during FY2020 and the next action plan will be considered. do.
General efforts
(1) The Gender Equality Promotion Office, which had been established at the organization's headquarters, will be renamed the Diversity Promotion Office, and together with each technical college, we will work to enhance the system for promoting diversity, equity, and inclusion (DE&I) in line with the times.
(2) Promote the development of a facility environment for studying and working so that students, faculty and staff can study and work with peace of mind.
(3) Maintain and continue the harassment prevention system and counseling system for students, faculty, staff, etc., and continuously operate these systems while improving them.
(4) In addition to raising awareness among students and faculty, we will disseminate information on good practices both inside and outside the organization.
(5) We will support each and every diverse student to develop a career as a practical engineer while respecting the differences between themselves and others and deepening mutual understanding.
(6) Promote recruitment activities for female teachers so that they are assigned to each department (including courses).
(7) A flexible work system (working hours, vacation, childcare/nursing care leave, We will promote work style reforms that will lead to a reduction in overtime work, such as not holding meetings or meetings outside of regular working hours.
Priority items and action plans
[1] Increasing the ratio of female students at technical colleges
In view of the current low ratio of female students at technical colleges, we will work to increase the enrollment ratio of female students in order to foster the next generation of female engineers. To this end, while aiming for the ratio of female students to be at least 35%, during the period of the action plan, efforts will be made to secure applicants with the aim of increasing the enrollment ratio. In particular, concrete actions will be taken to increase the ratio of female students in mechanical, electrical and electronic fields, where the ratio is low.
[2] Improving the ratio of female faculty members at technical colleges
In view of the current low ratio of female faculty members at technical colleges, we aim to increase the proportion of female faculty members to 20% or more in specialized departments, and 30% or more overall, in order to play a role in technical college education regardless of gender. Meanwhile, during the period of the action plan, efforts will be made to improve the employment ratio.
[3] Improving the ratio of women in senior positions in technical college management
In order for diverse members to work together and participate in the management of technical colleges, regardless of gender, etc.
(1) The goal is for the ratio of women in professorships to be XNUMX% or more.
(2) The goal is to have women account for XNUMX percent or more of the following positions: principals, vice principals (as defined in Article XNUMX, Paragraph XNUMX of the Rules Concerning the Organization of the Independent Administrative Institution National Institute of Technology (Rules No. XNUMX of the Institution)), academic directors, student affairs directors, dormitory directors, and administrative managers.
[4] Improving the employment rate of people with disabilities among technical college faculty
In light of the fact that the legal employment rate for people with disabilities across corporations will be gradually raised to 3.0% by FY2020, we are working to create a society where people with disabilities can work to the fullest. Therefore, the goal is for the employment rate of people with disabilities at each technical college and the organization's headquarters to be 3.0% or higher.