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Work-Life Support and Diversity Office

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Supporting Career Development

Mindset Change

Considering the Fifth Basic Plan for Gender Equality (approved by the Cabinet in December 2020) which calls for greater participation of women in the policy-making process, JAXA has decided to prioritize mindset change through raising awareness of unconscious bias that is caused by socially accepted gender roles and assumptions that is based on past experiences. In 2021, we have started un unconscious bias training with all personnel regardless of rank and permanent/fixed-term status.

In 2022, JAXA has conducted another unconscious bias training which also includes on “Psychological Safety” at workplace. This was based on the one of five principles as JAXA continue to challenge the frontiers of human knowledge: Both as individuals and as members of society, we aim to create a workplace where people routinely greet one another, treat one another with consideration and respect, and share their ideas with one another in order to achieve our shared success.

We will keep working to raise awareness through continuing unconscious bias training.

Career Terakoya

In addition to the mentor system to support solving challenges and issues to pursuit career paths as well as individual growths, we have started to hold a round table discussion with managerial personnels called Career Terakoya in 2022. The Career Terakoya provides opportunities for participants to picture themselves in the future by sharing their issues or preconceptions and helping find the tips for solutions, and giving chances to tie the management issues and their own jobs to pursue solutions.

Mentor System

JAXA drew up an action plan (the effective period is from April 1, 2016 to April 30 , 2019) based on "The Act on the promotion of Women's Participation and Advancement in the Workplace", so that women can build their major careers and participate actively in a stress-free environment. Further, a career mentor system was introduced. In this system, the mentor (senior colleague) who has abundant knowledge and professional experience will support the mentee (junior colleague) individually. While superiors would only push junior colleagues to achieve organizational goals through instructions and orders, the mentor system is expected to help solve issues in the mentee's career building and support individual growth through interactive communication with experienced mentors. To be more concrete, the mentor and mentee will conference regularly (mentoring), and build a relationship based on trust through which the mentor would listen to the issues and worries that the mentee might have regarding work and back the mentee, so that mentees can solve the issues and overcome their worries by themselves.

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