Reaffirming our mission as a public asset committed to contributing to society through science, RIKEN is embarking on a new chapter of innovation and rising to new challenges. To advance this endeavor, it is imperative that we fully embrace and harness the strengths of a diverse workforce, ensuring that every individual, regardless of gender, age, or geographic origin, is empowered to contribute to their fullest potential.
To this end, in accordance with RIKENʼs Mid- to Long-Term Plan and Action Plans established pursuant to applicable laws and regulations, we will strive to create a workplace and research environment in which all individuals can fully unleash their wisdom, creativity, and capabilities free from discrimination. We hereby declare our unwavering commitment to promoting diversity throughout RIKEN through the concerted efforts of all its members.

October 1, 2026
Makoto Gonokami, President, RIKEN

Mid- to Long-Term Plan

I-2(2) Implementation of advanced efforts to develop and secure human resources to produce world-class research and development results

Excerpt

The establishment of a research environment that further secures diverse talent, allows researchers to devote themselves to research, and fosters human resources for future advancement and success will be the most important issue in bringing about RIKEN’s development. To this end, RIKEN will promote efforts to reform its personnel system to achieve a high level of both stability and mobility in the employment of researchers and to ensure diversity, equity, and inclusion. Specifically, it will make visible the treatment and career stages of each researcher, both within and outside RIKEN, in accordance with their individual characteristics and abilities. When recruiting researchers with internationally recognized research capabilities, it will offer flexible treatment and allocate research resources in accordance with international standards. In addition, it will establish and strengthen frameworks for recruiting and training young researchers, such as the RIKEN Early Career Leaders Program (ECL), to provide talented individuals with opportunities to engage in ambitious research and to discover, train, and secure candidates with high expertise in unexplored research fields and emerging and convergent fields who will lead RIKEN’s cutting-edge research in the future. Furthermore, to ensure the diversity that will drive the development of science, RIKEN will intensively recruit and support female and non-Japanese researchers. Additionally, when talented personnel move out of RIKEN to universities and research institutes in Japan, RIKEN will provide support for their seamless transfer to the new institute without interrupting their research activities, thereby facilitating their continued advancement.

IV-2 Items concerning human resources

Excerpt

In order to maximize R&D results and promote effective and efficient business operations, RIKEN will secure and foster outstanding researchers and research support personnel, allocate human resources appropriately, and enhance their capabilities. It will endeavor to improve the stability and mobility of researchers by utilizing the cross-appointment system and other measures in order to invigorate and efficiently promote research. In addition, in the hiring of research management personnel, mechanisms will be introduced to enable selection processes that consider diversity, equity, and inclusion.
In implementing these measures, RIKEN will adhere to the Policy on Utilization of Human Resources established in accordance with Article 24 of the Law on the Revitalization of Science.

Action Plans based on laws and regulations

RIKEN has formulated General Employer Action Plans to create an environment where it is easy for everyone to work.

◆ General Employer Action Plans

A General Employer Action Plan is a plan formulated by an employer to achieve a balance between employees’ work and personal lives and to create a more comfortable working environment. Employers are required to develop an employment environment that enables employees to balance work and child-rearing, and to formulate an action plan for measures to support raising the next generation of children. Upon doing so, employers are required to make this plan publicly available, make their own employees aware of public disclosure, and notify their Prefectural Labour Bureau.

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

This plan aims to develop a diverse and vibrant research institute by promoting the active participation of female employees.

Goal 1: Maintaining and improving the percentage of women among newly hired researchers at 20% or higher
Goal 2: Raising the percentage of male employees who take childcare leave and other leave related to childcare to at least 50%

General Employer Action Plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children

This plan aims to support employees’ work-life balance and provide a work environment where it is easy to work regardless of gender.

Goal 1: Ensuring backup staff for employees who are raising children or caring for ill/older family members
Goal 2: Enhancing programs for employees balancing work and family life
Goal 3: Raising the percentage of male employees who take childcare leave and other leave related to childcare to at least 50%

RIKEN has established a dedicated office, personnel, and committees to promote diversity.

Diversity Promotion Section, Human Resources Strategy Division, Human Resources Group (Organizational chart)

Special Advisor to the President Makiko Naka

Makiko Naka, Special Advisor to the President

Areas of responsibility: Diversity, Humanities and Social Sciences

Diversity Promotion Section

With the aim of creating a research institute where all scientists can thrive, we disseminate a wide range of information related to diversity.

Diversity Promotion Committee

The Diversity Promotion Committee was established to proactively advance diversity at RIKEN. The Committee meets regularly to examine and deliberate on the implementation and operation of measures taken to promote diversity.

RIKEN monitors and publishes various data such as the percentage of female employees, the percentage of men who took childcare leave, etc.

Percentage of female employees

RIKEN publishes a breakdown of employees and their gender distribution.

• Facts & Figures
• Changes in the percentage of female employees

RIKEN Diversity Metrics

RIKEN monitors data on key gender-related indicators, including the percentage of female researchers in managerial positions and the percentage of female researchers, including those in managerial positions.

The survey concerning promotion of diversity and work-life balance

Based on the results of this survey, we are engaged in a broad range of initiatives to advance diversity and work-life balance.

The Database on Promotion of Women’s Participation and Advancement in the Workplace(Available in Japanese only)

Work-Family Balance Support Site(Available in Japanese only)

Other relevant data are available in the abovementioned websites operated by the Ministry of Health, Labour and Welfare (MHLW).

RIKEN provides ongoing, systematic training programs and awareness-raising activities aimed at advancing gender equality and fostering an inclusive and diverse research environment.

Diversity Seminars (featuring caregiving, employment of people with disabilities, unconscious bias, etc.)

RIKEN offers a series of seminars covering a wide range of diversity-related topics, providing useful information to help create an attractive workplace where everyone can work with motivation, fulfillment, and a sense of purpose.

“Unconscious Bias” Training Programs (e-learning)

These training programs help RIKEN personnel recognize the unconscious bias hidden in ourselves and our organization, and to consider what we can do to create an organization where diversity and gender equality are respected.

Introduction of the “Unconscious Bias” Checklist for recruitment and screening processes

This checklist was designed to raise awareness of unconscious bias in decision-making processes, including recruitment and screening, to aim for fair and objective screening processes and the recruitment of diverse talent.

RIKEN Diversity Day

An institute-wide event to share initiatives undertaken by the Diversity Promotion Section as well as good practices taken at each center across RIKEN.