Back to top of page
  • Home >
  • Promotion of Gender Equality

Promotion of Gender Equality

Efforts in Gender Equality (Current as of April 2016)

NINS is promoting gender equality through a three-phase plan. The first phase took place from FY 2004 to FY 2009, the second phase began in FY 2010 and finished in FY 2015, and the third phase began in FY 2016 and will continue until FY 2021 and the following efforts are being implemented.

I. Phase 1 (FY 2004-FY 2009)
1. Implementation of Child Care Leave and Family Care Leave

The following 5 rules were established in April, 2004.

  • Employee Child Care Leave Rules
  • Employee Family Care Leave Rules
  • Employee Working Hours and Leave Rules
  • Rules on Limitation on Overtime Work of Employees Who Take Care of Children or Other Family Members
  • Rules on Limitation on Evening Work of Employees Who Take Care of Children or Other Family Members

2. Establishment of a Review Committee on the Promotion of Gender Equality

NINS established the Review Committee on the Promotion of Gender Equality by the decision of the President of NINS in March, 2010.

II. Phase 2 (FY 2010-FY 2015)
1. Plan for the Promotion of Gender Equality in the “Medium-Term Goals” and “Annual Plan”

The following has been included into the NINS Medium-Term Goals:
“In order to contribute to the formation of a gender-equal society, NINS takes into consideration the proportion of male to female researchers when actively recruiting the best and the brightest. Also, NINS conducts research on guarantees during child care leave and the proportion of male to female students, graduate students, postdoctoral researchers, regular employees, etc. in relevant fields in which problems are clarified and creates an environment suitable to a gender-equal society so that men and women can fully exercise their abilities regardless of gender as they respect each other.”
Also the following has been included into the FY 2011 Annual Plan (April 2011):
“NINS will draw up and work up an action plan this term to promote gender equality for the purpose of creating an environment suitable to a gender-equal society. There will be a focus on creating policies that will encourage female candidates to apply for research positions.”

2. Expansion and Improvement of Child Care Leave and Family Care Leave Systems

Revised to expand and improve on the 5 Rules listed above (June 2010)

  • Abolishment of persons exempt from receiving child care leave (employees whose spouses are non-working mothers (fathers) and employees for whom the number of prescribed weekly working days is not more than 2 days)
  • Addition of grounds for an employee to specify the Child Care Leave Scheduled Start Date by the day on which 1 week has passed from the date of submission of the application (in case a child needs more than 2 weeks of care due to injury, etc.)
  • Increasing the cases in which an employee may submit an additional application for child care leave (in case a child needs more than 2 weeks of care due to injury, etc.)
  • Increasing the cases in which an employee may change the Child Care Leave Scheduled Start Date (in case a child needs more than 2 weeks of care due to injury, etc.)
  • Addition of grounds for an employee to reapply for child care leave after withdrawing an application (in case a child needs more than 2 weeks of care due to injury, etc.)
  • Establishment of an exemption to overtime work for any employee caring for a child under the age of 3
  • Abolishment of persons exempt from limitation on overtime work (employees whose spouses are non-working mothers (fathers) and employees for whom the number of prescribed weekly working days is not more than 2 days)
  • Increasing the number of days of special leave an employee can take to care for their children (those with 2 or more children can now take up to 10 days of leave instead of 5 days, etc.)
  • Establishment of special leave for family care (up to 5 days per year can be taken for those who have 1 person requiring long-term care, up to 10 days per year can be taken if more than 1 person is in need of care)
  • Extension of age of children for partial child care leave for full-time contract employees and part-time contract employees from 1.5 years old to 3 years old

(November 2011)

  • Payment of term-end allowance is not affected by total child care leave taken when the period of leave does not surpass 1 month

(August 2013)

  • Raising of age of children eligible for employees to be granted a special leave for child care to “children who have not yet completed the 6th grade of elementary school”
3. Establishment of the Position of Executive Director of the Promotion of Gender Equality

The position of Executive Director of the Promotion of Gender Equality was established for the NINS Board of Directors and a member was selected (April 2010).

4. Commencement of Activities of Review Committee on the Promotion of Gender Equality

With the Executive Director of the Promotion of Gender Equality as chairman, 10 committee members from each institute were selected to make up the Review Committee (April 2010). This committee conducted an analysis of current proportion of women at NINS (current as of January 2011), and used the findings to discuss an action plan (a committee meeting was held in June, September and December of 2010, and May and October of 2011, including an appropriate mail committee meeting).

5. Commencement of Activities of Gender Equality Promotion Committee

In order to systematically carry out action plans aimed at promoting gender equality and creating an environment suitable to gender equality, NINS has taken into consideration the discussions thus far and has decided to transform the Review Committee into the Gender Equality Committee to strengthen the role of the committee (April 1, 2012).

6. Articles on the Promotion of Gender Equality on the NINS Website

NINS has uploaded the results of analyses of the current state and efforts thus far to promote gender equality to its website and the websites of each institute. (March 2011)

7. Holding of Lectures

In order to improve understanding and awareness of gender equality among employees, NINS has organized lectures on promotion of gender equality (December 2012,October 2014,March 2015).

8. Publication of Pamphlet

NINS has published a pamphlet which illustrates our efforts in gender equality (January 2014,January 2016).

9. Public recruiting of Female Researchers

The recruitment of female researchers were announced at the discretion of the President in FY2013, and 5 female researchers were newly hired in FY2014.

10. Comprehensive Symposium

NINS organized a comprehensive symposium in order to share information as well as to deepen understanding of the purpose and meaning of gender equality promotion by widely disclosing the efforts and achievements for gender equality promotion in the second phase of the medium-term plans (February 2016).

Ⅲ. Phase 3 (FY 2016-FY 2021)
1.Establishment of an action plan in the third phase of the period for the medium-term goals

Analyses of Current Proportion of Women at NINS

(Analysis as of April 2016)

he proportion of women in research-education employees (current as of April 1, 2016) at NINS is as follows: professors – 1.9% (2/103), associate professors – 4.9% (6/123), assistant professors - 6.5% (13/199). The total portion of women in regular research-education employees is 4.9% (22/451). The proportion of female research employees on annual salary system is 21.7% (30/138), and the proportion of female research administrator staff is 23.1% (3/13). The proportion of female part-time research employees (including specially appointed assistant professors)is 25.0% (22/88), and the proportion of female graduate students is 25.6% (56/219). The proportion of women in regular research-education employees, research administrator staff, research employees on annual salary system, part-time research employees, and graduate students at each of the 5 institutes of NINS is as follows: NAOJ – 11.2% (31/278), NIFS – 5.0% (9/179), NIBB – 22.6% (31/137), NIPS – 24.3% (36/148) and IMS – 15.8% (24/152). This is a total average of 14.6% (133/909), including the Center for Novel Science Initiatives – 20.0% (1/5), Astrobiology Center – 0.0% (0/7) and the Research Enhancement Promotion Headquarters – 33.3% (1/3).

※See past analyses

Contact Information
  Department/Contact Information/Address
Administrative Bureau, NINS General Affairs Section,
General Affairs Division
TEL +81-3-5425-2033
FAX +81-3-5425-2049
E-mail E-mail
2F Hulic Kamiyacho Building, 4-3-13 Toranomon,
Minato-ku, Tokyo, 105-0001 Japan