February 16, 2024
External Evaluation Report for the FY2018–2023 Project Results
Name: Kumiko Bando
This document reports the results of an external evaluation of the FY2018–2023 project results
based on the attached Report on the Results of the Initiative for Realizing Diversity in theResearch Environment (Advanced Type) Project for FY2018–2023.

1) Initiatives aimed at achieving a recruitment rate of 30% or more for women researchers
Remarks: It is highly commendable that various systems for promoting the recruitment of female
faculty were devised and introduced during the project period. These include engagement by theExecutive Assistant to the President in Charge of Diversity in the Faculty Human Resources
Committee, formulation of disclosure rules related to retention, recruitment, and promotionrelated information, introduction of a new human resources governance system, and distributionof incentives for departments depending on the increased number of female faculty. In particular,
the new human resources governance system is designed to encourage proactive engagement bychecking each department’s awareness as a stakeholder and their attitude toward initiatives in allphases of the PDCA cycle for faculty personnel.
However, the actual recruitment rate was 23.9% in FY2023, which is a significant deviation fromthe target and lower than the number in FY2018 (25.3%). Therefore, it is difficult to say that
progress is being made toward target achievement in numerical terms. Although the retention rateof female faculty––representing the accumulation of recruitment––increased by 2.1% over theproject period, it is trending with increasing deviation from the target. There is a need to reconfirm
the principles and goals and to analyze the problem situation and challenges to make the next stepforward.
Since some initiatives, such as the new human resources governance system, were only introduced
quite recently, I hope these systems are put into full operation and lead to concrete outcomes goingforward. To this end, strong commitment is necessary from not only the Executive Assistant to
the President in Charge of Diversity and Gender Equality Office but also the President, university
administration, and departmental heads. I strongly hope that, under the clear commitment of thePresident, university-wide initiatives will be accelerated, along with the improvement of theeffectiveness of these diverse systems.
There is a need to improve the way information related to statistics (e.g., department-specificrecruitment rates) and university-wide initiatives is provided on websites, etc. I hope theinformation is made more accessible both internally and externally and that the content is
improved as well.
2) Initiatives aimed at improving the percentage of women holding higher ranking positions(promotion rate)
Remarks: The PI Training Program for International Collaborative Research, which involves
dispatching women researchers abroad, along with the International Collaborative Early-career
Researcher Training Program in 3), is noteworthy as an initiative distinct to Kobe University forfurthering the promotion of women to higher ranking positions. As shown in the verification ofprogram results in 5), outcomes leading to enhancement of researchers’ academic achievements,
such as growth in external funding acquisition, can be confirmed. It is unfortunate that there weresome years where the program could not be implemented as planned due to the COVID pandemic.
Going forward, I hope the project’s initiatives are enhanced and expanded by capitalizing on thePI Training Program for International Collaborative Research’s integration with the International
Collaborative Early-career Researcher Training Program, boosting financial resources, and othermeans.
Although the percentage of women holding higher ranking positions inevitably fluctuates greatly
year to year, it failed to reach the target in most years, and, overall, it cannot necessarily be said
that the goal was achieved smoothly. However, the promotion rate was high at 33.3% in FY2023(first half), giving hope for the future. I hope further positive impacts can be achieved inpromotion by improving the overseas dispatch program as well as putting the human resources
system presented in 1) into full action.
3) Initiatives aimed at increasing the base of next-generation young researchers
Remarks: It is unfortunate that the International Collaborative Early-career Researcher TrainingProgram, which involves dispatching young researchers abroad, could not be implemented in thelatter part of the project period due to the COVID pandemic. Even though it has been integrated
with the PI Training Program in 2), there is a need to increase dispatches and improve the programwith more focus on younger researchers.
In order to increase the base of women researchers, it is important to engage female junior andsenior high school students and to foster understanding among school teachers and parents. I hopethe initiatives are improved even further to help raise awareness in schools and households.
4) Enhance the diversity environment and expand it beyond the university
Remarks: It is evaluated that the adoption of the Diversity Statement and formulation of the BasicPolicy and Guidelines for Diverse Sexualities and Genders at Kobe University will lead to a
deeper understanding of diversity and concrete action among university members.
On the other hand, even though the Diversity Co-creation Network for promoting diversity incollaboration with external companies is expected to evolve into a platform for diversity
promotion in the region, its activities have not necessarily been spreading despite the creation ofthe Diversity Education Program. I hope efforts are made to develop activities based on thisnetwork and to revitalize the network by increasing the number of participating companies.
The Diversity Fund, which is funded by donations, should be enhanced to support theInternational Collaborative Researcher Training Program. I hope the fund is enhanced in tandemwith revitalization of the Diversity Co-creation Network.
5) Verification of the results and evaluations of the Overseas Dispatch Program for Women
Researchers
Remarks: The overall outcomes of the Overseas Dispatch Program for Women Researchers havebeen analyzed based on various indicators. This is a remarkable initiative and is considered tolead to evolution of future activities. The effects of the initiatives are suggested in terms ofacquisition of external funding and academic achievements. While appropriately promoting theseoutcomes, I hope efforts are continued to gather and disseminate evidence from various angles
toward improving the program.
6) Initiatives over the entire six-year period of the project
Remarks: I imagine that during the six-year period, there were factors such as the COVID
pandemic that greatly hindered overseas dispatch and made it difficult to implement the programs
as intended. It is regrettable that the recruitment, promotion, and retention rate numbers for female
faculty failed to reach the targets. There is a need to keep making progress toward goal
achievement while constantly analyzing the problem situation and challenges.
Among these initiatives, it is highly commendable that efforts have been made to address thegovernance of the faculty human resources system, which is a core element, and undertake
challenges toward substantial awareness raising and organizational culture reform. However, withsuch systems, it is important to not only develop the framework but also to make them function
effectively. As stated in 1), the initiatives need to be accelerated with the entire university and its
departments aligned in the same direction under the President’s leadership.
Furthermore, there is a greater need than before to cooperate with other players in society. As
Kobe University has diversity-related global promotion frameworks such as UNESCO Chair, I
hope it will leverage its strengths derived from global networks and perspectives. Additionally, I
hope that the university will, as a regional hub for innovation creation, position the Co-creation

Network as a diversity promotion platform that is essential for an innovation environment.
Enhancement of the Diversity Fund is an important initiative involving citizens and companies. I
hope this project will serve as an opportunity to advance co-creation with society through suchinitiatives.