June 14, 2022
External Evaluation Report for the FY2020–2021 Project Results
Name: Miho MitsunariThis document reports the results of an external evaluation of the FY2020–2021 project results
based on the attached Report on the Results of the Initiative for Realizing Diversity in theResearch Environment (Advanced Type) Project for FY2020–2021.
1) Achieve a recruitment rate of over 30% female researchers
Remarks: Although the recruitment target of 30% was not achieved, overall, there is an upward
trend, sustaining 24%. For FY2021 in particular, it is highly commendable that women werenewly hired for almost all academic areas. The retention rate has increased, albeit only slightly.
In order to achieve the target, clarification of responsible parties and publication of numericalfigures, among the previous findings, have been implemented, which shows the motivation toimprove effectiveness. From the above, although some issues remain, it is commendable thatsteady progress has been made toward the 30% target.
2) Improve the percentage of women holding higher ranking positions (the percentage ofpromotions)Remarks: The numerical target is 20%. The rate for FY2020 is low at 7.32%. Although it doubled
in FY2021, the target has not been reached. In FY2020, perhaps as a result of the overall
suppression of the number of promotions, the number of female promotions was also suppressed.
However, there were no female promotions even in academic areas that allow multiple promotions.
The university will need to analyze the background and reasons specifically for this. Targets arebeing met with regard to executives. The PI Training Program for International Collaborative
Research Overseas has been devised to be supported online due to the COVID-19 situation. From
the above, efforts are recognized for the target for higher ranking positions, but it is difficult tosay that sufficient results have been achieved. In particular, a specific analysis is required on thedifferences between FY2018–2019 and FY2020–2021. Then, the following measures should beclarified.
3) Increase the base of next-generation young researchers
Remarks: Regarding the International Collaborative Early-career Researcher Training Program,due to the COVID-19 pandemic, it is unavoidable that the number of applications and results will

be low in FY2020–2021. To compensate for the lack of mobility, however, a reflective analysis
would be necessary to determine if alternative methods could be considered to support
development of young researchers.
4) Enhance the diversity environment and expand it beyond the university
Remarks: The university is recognized for its ingenuity and steady efforts to enhance the diversityenvironment. In particular, it is commendable that active efforts are made to dispel unconscious
bias and provide management training. Meanwhile, the donation amount is low. It is somewhat
questionable whether it is sustainable as a “diversity fund”. As a future direction, it seems
necessary to specifically consider, for example, explicitly incorporating some form of profitsharing (information provision, research cooperation, etc.) for donor companies in the system.
5) Verification of the results and evaluations of the Overseas Dispatch Program for Female
Researchers

Remarks: No information in the performance report. Although we can assume that the COVID19 pandemic made it difficult to dispatch researchers, there might have been room forconsideration of alternative supporting measures and the establishment of an online research
environment.
6) Overall remarks (please add comments regarding the “Report on the Actions Taken in Responseto the Findings of the FY2018 and FY2019 External Evaluations” here)
Remarks: Overall, efforts for FY2020–2021 can be evaluated as making steady progress towardachieving the target. The COVID-19 situation made it unavoidable that the overseas dispatch
program was not fully implemented, despite being an important pillar of the efforts. While making
efforts for partial online implementation ongoing, further innovations are required to ensuresustainability in the future. Note that various surveys have indicated that the COVID-19 pandemic
has increased burden on the family of female researchers and reduced their research performance.
It is also desirable to consider, to the extent possible, how to take into account the impact of
COVID-19 on recruitment and promotion of female researchers. It is commendable that theresponses to the findings in FY2018–2019 are addressed in a sequential and serious manner.