Kyorin University will engage in the following activities.

■Encouraging the use of life event support systems

The University will continue to develop and implement viable initiatives for promoting the active use of existing systems (which create flexible work structures through the childbirth/childcare/nursing-care support system, short-time work system, multiple primary physician system, establish safeguards against overwork, and help women return to work, etc.). Specific efforts will include distributing "Life Event Guidebooks" and creating opportunities for women to have discussions with their supervisors.

■Expanding measures for helping women return to work

In addition to operating the existing support system, the University will implement policies for female researchers raising children—an area with significant needs but little in the way of support. These efforts will address childcare in general, care for sick children, night-time childcare, weekend childcare, emergency short-term childcare, child support assistance, and more.

■Running the Childbirth/Childcare Support Navigation service and the Nursing-Care Navigation service

The "Childbirth/Childcare Support Navigation" service and "Nursing-Care Navigation" service will collect and provide timely information on childbirth/childcare and nursing-care, respectively. These services will be available on the University website, helping users avoid the risk of not having enough information on childbirth, childcare, and nursing-care.

■Implementing anti-harassment measures

Working with the school-wide Harassment Prevention Committee, the University will formulate anti-harassment measures, keep the University community informed, and take the lead in addressing any cases of harassment that should occur.

■Improving awareness of ongoing career support

In order to improve awareness of support for female researchers, the University will hold regular presentations and other events geared toward informing a wider audience.

■Helping women play more important roles in human resources and other organizational operations

The University will work to help female researchers secure positions in all its Faculties. When hiring new researchers, the University will adhere to its commitment to positive action by giving priority to female researchers who demonstrate abilities and performance equivalent to those of their counterparts. The University will also have female researchers participate in personnel committees and faculty selection committees as observers to give them a stronger presence in the process of selecting faculty.

■Fortifying the academic counseling structure

Using the "homeroom teacher" system in the undergraduate Faculties, the University will create a system that provides finely tuned academic advice and guidance to encourage female students to pursue graduate studies.

■Providing individualized guidance through a mentor system

By holding seminars designed to cultivate research capabilities, experiment skills, and academic paper-writing expertise and having mentors help researchers revise applications for external competitive funding, the University will make every effort to give female researchers and young scholars what they need to write their own applications in the future.

■Overseeing the Research Assistant System

The University will assign research assistants to researchers dealing with life events like childbirth, childcare, and nursing-care. By investigating and identifying the needs of female researchers going through major life events, the University will work to match female researchers with registered research assistants who offer the optimal skills. The University plans to select the majority of its research assistants from a pool of University students and use a registration system to manage operations.