We aim for a society that respects diversity.
Since 2007, we have been working to achieve gender equality.
Since the 4th term (FY2016-2020), we have also been working toensure work-life balance for our executives & employees.

Ratio of women to men in newhires (during the 4th plan period)

Percentage of research staff that is female(%)■Women(people)

33.7%
▼

■Men200

18— National average — FRMO

1639.0%▼1501425.0%▼100

1250
100General staff

Research staff

All

Percentage of management positions by gender■Research staff (F) ■General staff (F)■Research staff (M) ■General staff (M)(people)

3.4%
▼7.3%
▼Percentage of men using childcare leave(%)
50

We aim to realize a diversity-rich society that is inclusive of a wide range ofpeople, regardless of gender, age, nationality and disability, and in which all
people feel happy. To that end, we are working to create an organizational
environment in which people of various occupations can play an active role indiverse and flexible working styles.

40150
30
20100
1050

2015

2020

02016

20172018

2019

2020

Diversity Promotion Office in Forest Research and Management Organization
Address: 1 Matsunosato, Tsukuba, Ibaraki, 305-8687 JAPAN TEL: +81-29-873-3211
e-Mail: geneq@ffpri.affrc.go.jp
HP: https://www.ffpri.affrc.go.jp/geneq/index.html
This material can be recycled into paper for printing. 2022.xx 1st edition published(FRMO)

Diversity Promotion Measures for the 5th Mid- to Long-term Plan (Apr. 2021 ~ Mar. 2026)
FRMO aims to be an organization where various people work in diverse and flexible styles and play active roles throughout.

Efforts to promote diverse human resources‣Develop a diversity promotion system
President‣Use external advisors to promote diversity‣Raise awareness through diversity promotion seminars“Kurumin”
Mark certifies acorporation that
supports
childrearing.

‣Increase the percentage of female recruits‣Increase the percentage of women in management positions
Women researchers
in various field‣Improve systems for hiring foreign employees

D.P.
officeDiversity promotion seminars

D.P.
committee

External Adviser（Academic Expert）
Poster of researchsupport‣Improve support systems for staff with disabilities‣Publicize diversity promotion effortsEfforts to encourage male employees totake childcare leave (see back cover)‣Disseminate the results of our efforts

Promotion of Work-Life balance‣Flexible work arrangements for employees through telecommuting systems.

Temporary childcare rooms (Kyoto and Tsukuba)Childcare‣Publicize and promote the use of childbirth, childcare and nursing care systems. Support for returning to work after leaves of absence.
‣Improvement of work environment for male employees to take childcare leave
Temporary childcare system ➡

DSO: National organization of
educational and research
institutions on diversity
promotion

Support for career advancement‣Support for diverse career development of staff
according to aptitude.
Career counseling‣Career counseling system and an inquiry counter foremployees who have concerns about continuing to work.

Publication of guidebooks to raise awareness

DSO Newsletter
Location of 20 participating institutions
Lead agencies: FFPRI, AIST, NIMS, NARO

Collaboration & cooperation with the local community & related org.
‣Promotion of efforts through cooperation with educational and research institutions,
local governments, and other related organizations‣Participation in the national organization of Diversity Support Office (DSO)