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December 21, 2020
External Evaluation Report for the 2018–2019 Project Results
Name: Kumiko Bando
This document reports the results of an external evaluation of the 2018–2019 project results basedon the attached Report on the Results of the Initiative for Realizing Diversity in the Research
Environment (Advanced Type) Project for 2018–2019.
1) Achieve a recruitment rate of 30% or more for women faculty
Remarks: The recruitment rate of 2019 was lower than that of 2018, falling significantly short of
the yearly target. This shows that determined efforts need to be made on a university-wide levelin order to achieve the project’s ultimate goals. As is described in the schedule for future initiatives,
the Gender Equality Office should engage in concrete discussions with the president anddepartmental heads regarding current issues and measures, and consistent efforts should be madeto promote initiatives on a university-wide, multi-tier level through publicity, awareness raising,and FD.
2) Improve the percentage of women holding higher ranking positions
Remarks: Although only one new researcher was dispatched under the PI Training Program forInternational Collaborative Research in 2019, the Preparatory Program for Participation in the PI
Training Program was launched in February–March 2019. The new program is expected to leadto the full-scale dispatch of women researchers going forward.
The promotion rate for 2019 is higher than the yearly target. However, as with the recruitment
rate, it is lower than the previous year’s rate. Therefore, there is a need to closely observe whether
there is an overall decline in awareness and whether the personnel governance system isfunctioning properly.
The percentage of female associate professors has fallen short of the target for two consecutiveyears. In the document explaining the measures for addressing the identified issues, it is statedthat the cause of decrease has been analyzed. However, no explanation is provided about theanalysis results and the initiatives ensuing from the analysis.
3) Increase the base of next-generation young researchers
Remarks: Only one researcher (an associate professor) was dispatched under the International
Collaborative Early-career Researcher Training Program in 2019, and the distinction between this2

program and the PI Training Program for International Collaborative Research, which also
dispatches associate professor-class researchers, is blurred. As was the case in 2018, there seems
to be a need to focus more on developing young researchers through dispatching assistantprofessors and other lower-ranked researchers.
The percentage of young researchers has risen to almost 20%, but the pace of increase has only
been 1% for the four-year period. The base of young researchers must be increased in order toachieve an increase in women holding higher ranking positions. Therefore, there is a need tofurther accelerate the development of young researchers.
4) Enhance the diversity environment and expand it beyond the university
Remarks: Regarding the Diversity Co-creation Network, the exchanging of views should bedeveloped into concrete forms of cooperation in promoting initiatives, and information on thenetwork’s activities should be actively provided to the public. The development and spread of theDiversity Education Program are expected to represent a pioneering initiative in that respect.
5) Verification of the results and evaluation of the Overseas Dispatch Program for Women
Researchers
Remarks: It can be gathered that the Overseas Dispatch Program for Women Researchers isslowly but surely contributing to an improvement in the research achievements and skills ofwomen researchers. In order for these achievements to be assessed appropriately internally andlead to promotion, it is important to do follow-ups and actively publish the results. Therefore,initiatives such as the holding of presentation sessions should be implemented consistently going
forward.
6) Overall remarks (please also write any remarks regarding the Measures Addressing Issues
Identified in the 2018 External Evaluation)
Remarks: Overall, progress in the direct initiatives aimed at improving the recruitment andpromotion situation seems to be weaker than progress in the dispatch programs targeting women.
Efforts should be made to spread and deepen diversity awareness both internally and externallyand tangibly address the issues raised.