Date:

17 July 2023

External Evaluation Report for the Program "Initiative for Realizing Diversity in the Research
Environment (Advanced type)" for the FY 2022
Name:Saniye Gulser CoratThis document reports the results of an external evaluation of the FY 2022 project results basedon the separate “Report on the Results of the Program "Initiative for Realizing Diversity in theResearch Environment" (Advanced type) for the FY 2022.”
1) Achieve a recruitment rate of 30% or more for women researchers
Remarks: It is unfortunate that the hiring rate for 2022 stood at 19.2%, well below the target.
What is encouraging is that the issue is being discussed at the highest levels and the GE Office isdirectly involved in the discussions through its Director. At this point, it is critical that all the plansthat have been discussed and formulated, including setting the rules for information dissemination,
are acted upon without any further delay to make sure action is taken swiftly and transparency
about information sharing is realized. In the report on the progress regarding the implementationof recommendations, all but one recommendation is finalized for this objective. All others are inprogress. It would be useful to indicate the level of progress, perhaps by indicating completion bytarget date (month) in 2023.
As an external evaluator, I would also appreciate getting more details regarding the “more activemeasures” that are being considered as well as “institutionalized measures” that have beenidentified. While I appreciate that the reports have to be concise, lack of specific details makes it
difficult to have a full understanding of the constraints and opportunities.
2) Improve the percentage of women holding higher ranking positions
Remarks: the results for this goal are also disappointing as the result of 9.62% less than half ofthe target rate of 20%. While the university should be commended for its efforts to put in place
different initiatives, including the training program for collaborative research and planned support
package, these initiatives may not be addressing the core reasons since analyses and investigations
are pending. It should also be pointed out that target numbers of women researchers for thetraining programme are too low. Women faculty supported by these programmes should reflect
actual numbers and needs. One or two women faculty out of how many who are in line forpromotion and who express an interest in getting support from this initiative? There seems to bea big discrepancy between set targets and capacity of programs put in place to help achieve thesetargets. A more realistic target setting may be envisaged.
Regarding the number of women researchers in senior management roles, it is noted that in FY
2022, there were four and that this number actually already meets the target for FY 2023. While
this is a satisfactory result, I would be interested to know the reason for the decrease from 5 to 4compared to the previous year.
3) Increase the base of next-generation young researchers
Remarks: I fully support the initiatives already undertaken under this goal and encourage theuniversity strongly to implement all of the recommendations (3-1 through 3-4) pertaining to thisgoal without any delay.
Globally, constructive mentoring and role modeling have proven to be powerful strategies tosupport and younger researchers in their careers. Mentoring of women researchers by caring andpositive male mentors are especially effective in formal institutional settings. Gender Equality
Office could identify appropriate male mentors both from within the University and from theprivate sector partners who would be willing to provide this support to some of the faculty as analternative method.
4) Enhance the diversity environment and expand it beyond the university
Remarks: I congratulate Kobe University for all of the initiatives undertaken in FY 2022 toenhance the diversity environment and expand it beyond the university. I recommend continued
engagement with partner companies on a regular basis with well thought-out and well-planned
sessions throughout the year FY 2023 and ensure their continued commitment through positive
messages and success stories. Some form of recognition can be accorded to partners throughspecial awards or certificated of engagement.

5) 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 2020and FY 2021 External Evaluations” here)
Remarks: This project is a flagship initiative that will have impact not only on Kobe University
itself but on the larger community of the project partners as well. I urge Kobe Universityadministration to continue to support this initiative 2023. Projects of this type take a long time to
get rooted and institutionalized. This is not only a project of increasing the number of womenfaculty and researchers of a university but it is one of changing established out-dated systems andstructures through influencing behavior change. Changing systems and structures and making
them inclusive and gender-responsive is a long term process that require political will,
determination, resilience, patience and long-term support, including financial support.
I wish you more success in FY 2023