Keio University
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General Employer Action Plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace

This action plan is formulated by Keio University based on the Act on Promotion of Women's Participation and Advancement in the Workplace (Women's Advancement Act), setting goals for further promoting the advancement of women by improving the employment environment for all faculty and staff, regardless of gender.

April 1, 2021

President, Keio University

Akira Haseyama

To further promote the advancement of women, it is essential to improve the employment environment for all workers, regardless of gender. To achieve this, Keio University has formulated the following action plan.

Plan Period

April 1, 2021 (Reiwa 3) – March 31, 2026 (Reiwa 8) (5 years)

Challenges at Keio University

  1. On-campus systems for balancing work with childcare and nursing care are not yet fully recognized.

  2. Long working hours can sometimes hinder the balance between work and private life.

  3. In the faculty division, while the total number of female faculty members is not small, the percentage of women in managerial positions (*) is low.

  4. In the staff division, the percentage of women in managerial positions is not low compared to other universities, but it is not sufficient when compared to the male-female ratio of current employees.

(*) Managerial positions: Refers to those involved in university administration, including deans, graduate school chairs, principals/heads of integrated schools, and directors of various centers.

Goals and Initiatives/Implementation Period

Goal 1

Providing opportunities for women in their professional lives

[Percentage of female employees in managerial positions]

Increase the percentage of women in managerial positions. For faculty, the goal is to appoint a certain number of women to managerial positions in each department. For staff, the aim is for the percentage of women in managerial positions to be 40% or higher.

  1. Further encourage each department to appoint at least one woman to a managerial position.

  2. Through ""improving the work environment to facilitate work-life balance"" as stated in Goal 2, further increase the pool of candidates for managerial positions among both faculty and staff.

  3. Promote awareness-raising activities for the development of female managers.

Goal 2

Improving the employment environment to support the balance between professional and family life

[Goals regarding the utilization of systems to support work-life balance]

  1. Publicize the Keio University Childcare Support Program KIDS (Keio Infant Daycare Support) throughout the university, aiming for male users to account for 40% or more of the total users.

  2. In addition to childcare support programs, enhance nursing care support programs to further promote initiatives for work-life balance.

  3. Conduct regular surveys on the utilization of these systems.