The University of Aizu Action Plan based on the Law for Measures toSupport the Development of the Next Generation and the Act on Promotionof Women’s Participation and Enhancement in the Workplace
The Public University Corporation, the University of Aizu will increase the ratio of female
faculty members and female managers and create an environment in which faculty members
and staff can balance work with child rearing, etc., allowing diverse faculty members and staff
to fully demonstrate their abilities. In order to achieve this, the University will formulate an action
plan as detailed below.
1.

Plan PeriodApril 1, 2024 to March 31, 2027 (three years)

2.

Issues of the University(1)

The ratio of female faculty members at the University is low and needs to be increased.

(2)

Since the ratio of female managers is low, it is necessary to promote the developmentof candidates for management positions and the assignment of female managers.

(3)

The University will create an environment that facilitates the use of childcare leave
regardless of gender.

(4)

In order to promote work-style reforms, the University will make it possible for
employees to achieve work-life balance by encouraging them to take annual paid leave.

3.

Goals and Initiatives

Goal 1: Maintain a female faculty ratio of at least 10%.
Details and Timing of Initiatives① From April 2024: We will make appeals for the active recruitment of female faculty
members at opportunities such as regular meetings of the Board of Executives and theDeans and Directors Council while also fostering awareness of the need to promote female
advancement.
② From April 2024: On the “Employment Opportunity” pages of the University of Aizu
website, we will clearly state that the University is promoting the active recruitment of female
faculty members.

Goal 2: Aim for a female management ratio of at least 12%.
Details and Timing of Initiatives① From April 2024: We will develop female faculty members and staff with strongorganizational management skills by utilizing SD training programs, external managerial

training programs, etc.
② From April 2024: We will continue to ask the Fukushima prefectural government tosend female managers to the University.

Goal 3: Aim for 100% of eligible faculty and staff taking childcare leave.
Details and Timing of Initiatives① From April 2024: We will disseminate the information on the system through leaflets
and the university website.
② From April 2024: In the event that a male faculty member and staff’s spouse gives
birth to a child, management personnel will conduct interviews with the male employee toencourage them to take special leave (spousal leave for childbirth, childcare leave).

Goal 4: Increase the number of annual paid leave days taken to an average of atleast 10 days per person per year by March 2027.
(Reference)
The number of annual paid leave days taken in 2022:
average of 7.95 days (full-time faculty and staff)
The number of annual paid leave days taken in FY2022:
average of 9.41 days (part-time staff)
Details and Timing of Initiatives(1) From April 2024: We will strive to create an environment in which employees can easily
take consecutive annual leave by not scheduling events, meetings, etc.
before or after consecutive holidays.
(2) From April 2024: Management personnel will monitor the use of leave by individual
faculty members and staff and encourage those who have not taken
many days of leave to take more.
*Management personnel: Employees in managerial or supervisory positions such asdivision directors who receive special duty allowances in accordance with Article 10 of theRegulations Concerning Salaries for Personnel of the Public University Corporation, theUniversity of Aizu