Date: 30 May 2022
External Evaluation Report for the Program "Initiative for Realizing Diversity in the Research
Environment (Advanced type)" for the FYs 2020–2021
Name:Saniye Gulser CoratThis document reports the results of an external evaluation of the FYs 2020–2021 project results
based on the separate “Report on the Results of the Program "Initiative for Realizing Diversity
in the Research Environment" (Advanced type) for the FYs 2020–2021.”
1) Achieve a recruitment rate of 30% or more for women researchers
Remarks:
 Actions taken to improve the recruitment rate of 30% or more for women researchers aregood steps in the right direction, however, they do not seem to be sufficient to attain thetargets identified by the program. For example, publishing the rates of the recruitment,
promotion and retention rates of women on the university website is important for public
accountability. Accountability would be enhanced if the Gender Equality Office could
also publish a list of concrete commitments and specific actions by the university (orthose departments that fall short of the targets) to address the shortcoming(s). In this way,
when the rates are published periodically, there could also be a short analysis of actions
that were taken and that have proven to be effective, thereby providing good examples.
 Would it be possible to organize short awareness/training sessions to accompany thehandouts distributed by the Gender Equality Office to demonstrate unconscious bias
examples? Some decision-makers may not have the time to read and digest the material
in the handouts. A short session - even in the form of a brown bag lunch informal meeting
may prove to be more effective.
 Participation of the Director of the Gender Equality Office in the Faculty HumanResources Committee is important. This participation should be made permanent.
2) Improve the percentage of women holding higher ranking positions
Remarks:
It is encouraging to read that “there were five women researchers in senior management
roles in FY 2020 including the Director of the Gender Equality Office in her capacity as
an advisor to the President, already exceeding the target set for the final year (FY 2023)

of the "Initiative for Realizing Diversity in the Research Environment” program”.
However, Graph 3 indicates a sharp decline in 2020 (7.32) followed by an improvement
to 14.4 in 2021.
What were the reasons for the sharp decline? What actions were taken to bring about
the improvement?
It is important for the annual reports to provide some analysis of the reasons for progressor lack thereof so that the evaluators have a better understanding of the context and thefactors for the changes – both positive and negative.

2020-2021 presented serious challenges for travel and collaboration as a result of the pandemic.
It is very encouraging to read that Kobe University has shown agility and has compensated with
online collaboration. Difficult times call for innovative measures. It is very positive that Kobe
University researchers have implemented innovative measures through online collaboration andhave ensured the continuation of the program.
3) Increase the base of next-generation young researchers
Remarks:
This component of the program seems to be under-performing. IN FY 2020, only one
researcher participated and in FY 2021, there was no application.
 I would suggest a few different courses of action to improve the implementationof this component: Increase the eligibility age to 50 or 55 – women often take a career break to haveand to raise children so they may fall behind in the career ladder. Up to age 45,
they may also have school-age children whom they may not be able to leavebehind to go and pursue their research in another country. After 50, it is more
likely that they will have grown children who can take care of themselves ormaybe away at the university.
 The second course of action is to review where you publicize this opportunity. It
maybe useful to use more varied networks to reach a broader base of applicants.
 Last, but not least, there may be a need for better support systems for researchers
to use this opportunity.

4) Enhance the diversity environment and expand it beyond the university
Remarks: This component was identified as one requiring enhanced and renewed efforts by theFY 2018 and 2019 evaluations. It is very encouraging to read in the last report that several actions
have been already been put into implementation to improve the situation. It would be important

for the University to continue its efforts to broaden the partnerships for enhancing the diversity
environment as well as the contributions to the Diversity Fund. I would recommend re-visiting
the actions identified in the FY2018 and FY 2019 evaluations report and explore if there are otheractions that can be taken to work on 4-2-2 to 4-2-5.
5) Verification of the results and evaluation of the Overseas Dispatch Program for Women
Researchers
Remarks:
In the FY 2018 and FY 2019 report, there are important recommendations for the verification andevaluation, including soliciting views of dispatched researchers about support systems andhighlighting/publicizing the research. Hopefully, these suggestions would be put into concrete
action in the current financial year so that the results can be reported on the next annual report.
It maybe a good idea to disseminate presentation sessions through social media so that they are
not limited to one-time presentations but can be accessed on different platforms at all times.

6) Issues to be addressed with respect to this project (Please add comments regarding “Reporton the Status and the Results of the Actions Taken in Response to the Findings of the FY 2018
and FY 2019 External Evaluations” here)
Remarks:
There are many actions in the “Actions and Results” column of the Tables in the “Report on theStatus and the Results of the Actions Taken in Response to the Findings of the FY 2018 and FY 2019
External Evaluations” that indicate either the fact that a discussion was held but there is no further
explanation on what the outcome of the discussion was; or the actions are future-oriented, ie., it isindicated that the action was discussed and will be executed at some unspecified time in the future.
For the next annual report, I suggest that all the actions are explained with concrete results and if theaction is to be taken in the future, a concrete timeline should be provided.
In general, I believe Kobe University is making real and important progress in promoting andimplementing diversity. 2021 was still a year very much affected by the limitations of the pandemicand I am confident that progress in 2022 will be efficient and impressive.