The 9th Japan Korea China
Women Leaders Forum for
Science & Technology
第9回日中韓女性科学技術指導者フォーラム

Gender Equality for
Sustainable
Development Goals
持続可能な開発目標がめざすジェンダー平等

9:00-17:00, Friday, October 11, 2019
Ochanomizu University
2019年10月11日（金）9:00-17:00
お茶の水女子大学 国際交流留学生プラザ

Session 1: Evaluation Systems for Gender Equality Activities
ジェンダー平等度評価システム

Session 2: Career Development Programs for Next Generations
次世代キャリア開発プログラム

Session 3: Role of Chemistry for SDGs

持続社会のための化学の役割

Contents
Welcome Message from Chairperson Chikako YOSHI DA-NORO ······························· 04
Program ············································································································· 05

Opening Ceremony
Chair: Hitomi KUMAGAI ··················································································· 11
Akira KUSUME (MEXT) ······················································································· 13
Mihoko NOJIRI (EPMEWSE) ·············································································· 14
Ryo KIMURA (JNWES)························································································· 15
Myeong-Hee YU (Korea) ························································································ 17
Jihong YU (China) ································································································· 19
Kimiko MUROFUSHI (Ochadai) ··············································································· 20

Session 1: Evaluation Systems for Gender Equality Activities
Session Chair : Mei TIANChina ······································································ 25
Chikako YOSHIDA-NORO (Japan) ···································································· 26
Yasuko SASAKI (Japan) ···················································································· 38
So Young KIM (Korea) ··························································································· 44
Ruomei LI (China) ································································································· 54

Session 2: Career Development Programs for Next Generations
Session Chair: Heisook LEE (Korea) ·································································· 65
Rie YAMAGUCHI (Japan) ···················································································· 67
Suk Kyeong LEE (Korea)  ··················································································· 79
Erfan JU (China) ································································································· 89

Session 3: Role of Chemistry for SDGs
Session Chair: Akiko ITAKURA (Japan) ······························································ 101
Maki KAWAI (Japan) ···························································································· 103
Heesun CHUNG (Korea) ······················································································ 112
Zhimin LIU (China)···························································································· 130

Poster Session
Coordinators: Eiko NAKAYAMA, Yoshihito MORI, Maki IWAKUMA (Japan)·············· 145

Closing Remarks
Chair: Yumiko NAGOH (Japan) ········································································· 165
Fusako UTSUMI (NWEC) ················································································· 166

Welcome Message
On behalf of the organizing committee, I am honored and delighted to welcome you to theth

9 Japan-China-Korea Women Leaders Forum in Science and Technology held on October
10-12, 2019 in Japan.

Women Leaders Forum started in 2008 and held every 1-2 year in one of the three
countries. The forum 2019 is organized by the special committee on this forum including
JNWES and EPMEWSE, co-sponsored by Ochanomizu University, supported by Ministry of
Education, Culture, Sports, Science and Technology (MEXT), Japan Science and Technology
Agency (JST) and National Center for Women’s Education (NWEC).

The full program of the forum is as follows.
Thu.Oct.10:

Arriving at Haneda Airport, move to the Hotel. Welcome Dinner.

Fri. Oct.11:

Main Symposium at Multi-purpose Hall, Hisao & Hiroko TAKI Plaza,

Ochanomizu University (Otsuka, Bunkyo-ku, Japan) on the theme“Gender Equality for Sustainable Development Goals”.
Session 1:

Evaluation Systems for Gender Equality Activities

Session 2:

Career Development Programs for Next Generations

Session 3:

Role of Chemistry for SDGs

Sat. Oct.12:

The 17th Annual Symposium of EPMEWSE at Ochanomizu University(Otsuka, Bunkyo-ku, Japan) on the theme“Nurturing the next generation in science and technology and creating an environment”.

I am proud to inform you that we have invited distinguished speakers and chairs form Japan,
China and Korea. I believe this year’s forum provides a great opportunity to discuss how westrengthen our trilateral cooperation and network among the women scientists in Japan,
China and Korea.

Chikako Yoshida-Noro, PhD.
Professor, Nihon University
Chair of the Organizing Committee,
The 9th Japan-China-Korea Women Leaders
Forum in Science and Technology

Program
The 9th Japan-China-Korea Women Leaders Forum
For Science & Technology
Ochanomizu University, Otsuka, Bunkyo-ku, Japan

October 10-12, 2019
Official Language: English
Sponsored by JNWES & EPMEWSE
Co-sponsored by Ochanomizu University & supported by MEXT, JST, NWEC
Date: Thursday, October 10, 2019
Arrival: Tokyo International Airport (Haneda) in the afternoon.
Move to Sunshine Prince Hotel (Ikebukuro, Toshima-ku, Tokyo) by shuttle bus. Check-in.
Accommodation: Sunshine Prince Hotel (Ikebukuro, Toshima-ku, Tokyo)
18:30-20:30 Welcome Party at Japanese Restaurant Musashino in the Hotel
Date: Friday, October 11, 2019
Venue: Multi-purpose Hall, Hisao & Hiroko TAKI Plaza, Ochanomizu University (Otsuka,
Bunkyo-ku, Japan)
Title: The 9th Japan-China-Korea Women Leaders Forum
Theme: Gender Equality for Sustainable Development Goals
Time
Program
Chair
09:00-09:30 Opening CeremonyDr. Hitomi Kumagai,
Welcome address by Prof. Chikako Yoshida-Noro
Next President ofChairperson of the 9th JCK-WLF Organizing
EPMEWSE
Professor,
Committee, CIT & Med, Nihon University
College of Bioresource
Opening remarks by Mr. Akira Kusume
Sciences (CBS),
Director, Office of Human Resources Development
Nihon University
for Science and Technology, Human Resource Policy
Division, Science and Technology Policy Bureau,
MEXT
Opening remarks by Prof. Kimiko Murofushi,
President of Ochanomizu University
Opening remarks by Prof, Mihoko Nojiri
President of EPMEWSE, KEK
Opening remarks by Ms. Ryo Kimura,President of JNWES, Sakae Design
Opening remarks by Dr. Myeong-Hee Yu
President of KOFWST, KIST
Opening remarks by Prof. Jihong Yu,
Head of CWAST Delegation, Jilin University,
Member of CAS
09:30-10:00 Coffee Break, Group Photo
10:00-12:00 Session 1: Evaluation Systems for Gender Equality China: Prof. Mei Tian,
Deputy Director, Zhejiang
Activities

10:00-10:25

10:25-10:40
10:40-11:10

11:10-11:40

11:40-12:00
12:00-13:00
13:00-14:50
13:00-13:30

13:30-14:00

14:00-14:30

14:30-14:50
14:50-15:10
15:10-17:00
15:10-15:40

15:40-16:10

16:10-16:40

16:40-17:00

Japan: Chikako Yoshida-Noro, Nihon Univ.
“Assessment of Gender Equality in Academia:
Promoting Activity of Female Researchers in Japan andOverseas”
Yasuko Sasaki, Ochanomizu Univ.
“What Promotes Gender Equality on Campus?”
Korea: Dr. So Young Kim, Grad. Sch. of Science &Technology Policy, KAIST“Evaluating Progress in Gender Equality in S&T in
South Korea”
China: Dr. Ruomei Li, Adviser, Former SecretaryGeneral, Chinese Society for Electrical Engineering(CSEE)“Investigation and Analysis of the Status of Chinese
Women in Science and Technology”
QA & Discussion
Lunch & Poster Viewing
Session 2: Career Development Programs for Next
Generations
Japan: Rie Yamaguchi, JWEF“Work-Style Reform and Women's Career Promotion asa National Policy and Efforts to Practical Solutions in
Companies”
Korea: Prof. Suk Kyeong Lee, The Catholic Univ. of
Korea, School of Medicine“The KOFWST’s Journey to Foster Females in STEM
fields”
China: Erfan Ju, Senior Engineer, Resin/paintMarketing, Director, GE Toshiba Silicones, Great China“Shanghai next generation female engineer careerplanning and success in new high technology industry”
QA & Discussion
Coffee BreakSession 3: Role of Chemistry for SDGs
Japan: Prof. Maki Kawai, President of Chem. Soc.
Japan, Director General, Inst. Mol. Sci.
“CSJ committing to SDGs”
Korea: Prof. Heesun Chung, Dean, GRAST, Chungnam
National Univ.
“Role of Chemistry for Sustainable Development
Goals”
China: Prof. Zhimin Liu, Research Fellow, The Instituteof Chemistry, CAS“Green Chemistry promotes Sustainable Development”
QA & Discussion

Univ. Medical Center

Korea: Dr. Heisook LEE,
Principal Research Fellow,
GISTeR, KOFWST,
Professor Emeritus, Ewha
Womans Univ.

Japan: Dr. Akiko Itakura,Group Leader, NIMS

17:00-17:50

Poster Session including Research Poster Presentation Prof. Eiko Nakayama,
by Young Women Researchers
Showa Women’s Univ.
1) Junko Kogure / Megumi Furuichi, Girls’ STEM Yoshihito Mori, Ochadai.
Career Path Project (GSTEM-CPP)
Maki Iwakuma, P.E. Jp“Encouraging Teenage Girls to Choose Career in STEM
Field – Report from Natsugaku (Girls’ Science SummerCamp)”
2) Samira Jafari, Chemistry and Biochemistry
department / Advanced Sciences, Ochanimizu Univ.
“Afghan Achillea santolina L. essential oil extraction by
conventional and microwave heating”
3) Dilinigeer Dilixiati, Maya Ueda, Toshihiro Kondo,
Graduate School of Humanities and Sciences,
Ochanomizu Univ.
“High Electrocatalytic Activity for Oxygen Reduction
Reaction of Ni and Co Core-Pt Shell Nanoparticles”
4) Sara Tode, Anna Tode
“Activities of the Community of Female Student in
Science”
5) SJWS “Recent Activities of the Society of Japanese
Women Scientists “
6) JWEF “Japan Women Engineers Forum; History,
Objectives and Activities”
17:50-18:00 Closing Remarks by Fusako Utsumi, President of
Yumiko Nagoh
NWEC
Vice president of JNWES
18:30-20:00
Banquet (arranged by JNWES) (at Ochanomizu Univ., Tokyo)
Accommodation: Sunshine Prince Hotel (Ikebukuro, Toshima-ku, Tokyo)
Date: Saturday, October 12, 2019
Venue: Common lecture building 1 & 2, Ochanomizu University
Title: The 17th Annual Symposium of EPMEWSE (in Japanse) ; Canceled due to Typhoon 19
Theme: Nurturing the next generation in science and technology and creating an environment
9:50-12:00 Attending the Symposium (with whisper interpreter)
Back to the Hotel
Move to Tokyo International Airport (Haneda) by shuttle bus. Departure
JNWES: Japan Network of Women Engineers and Scientists
EPMEWSE : Japan Inter-Society Liaison Association Committee for Promoting Equal Participation of Men and
Women in Science and Engineering
KOFWST: Korea Federation of Women's Science & Technology Associations
CWAST: China Women Association for Science & Technology
CAS: Chinese Academy of Sciences

The 9th Japan Korea China Women Leaders
Forum for Science & Technology
第9回日中韓女性科学技術指導者フォーラム

Opening Ceremony

Opening Ceremony Chair (Japan)
Hitomi Kumagai
Professor, Department of Chemistry and Life Science, College
of Bioresource Sciences, Nihon University
Member of Science Council of Japan

Education
Degree: BS, Description: in Food and Nutrition, Ochanomizu University, Japan, 1982
Degree: MS, Description: in Food and Nutrition, Ochanomizu University, Japan, 1984
Degree: PhD, Description: in Agricultural Chemistry, The University of Tokyo, Japan, 1988
Research Field
Food Science, Food Chemistry, Food Engineering
Career History
Just after Dr. Hitomi Kumagai entered the graduate school of Ochanomizu University, she started to work
as a part-time teacher at Ferris Girls’ Junior & Senior High School where she used to attend. She also had
experience to teach at several other high schools and colleges while studying as a graduate student.
After Dr. Kumagai finished the doctor’s course of the University of Tokyo, she joined College of Bioresource
Sciences at Nihon University as the second ever female faculty member after 20-year hiatus in 1990.
She was assigned to an Overseas Researcher and has been to The University of Nottingham, UK from2000 to 2001 taking two of her children. She was promoted to Professor in 2011 after serving as Assistant,Lecturer, and Associate Professor for several years each. After commencement of the activities on genderequality through the Gender-Equality Promotion Committee in her College, the number of female faculty
members has been increasing and has become 51 at present. 
Certification
Teacher’s License at Junior and Senior High School
AwardsSociety Award by The Japanese Society for Food Science and Technology, 2016
Study on Improving Sensory and Processing Properties as well as Health-promoting Functions of Foods

Research-Paper Award by Japan Society for Food Engineering, 2008
Enhancement of Hydrophilicity of Soybean Globulins by Deamidation and Change in Their Gelation Properties,
Nippon Shokuhin Kogaku Kaishi, 9(1), 67-73 (2008)

Ando-Momofuku Award, 2007
Study on the Improvement of Food Protein Functionality by Cation-exchange Resins

Outstanding Paper Presentation at the 95th AOCS Annual Meeting & Expo, 2004, Cincinnati, Ohio, USA
Deamidation of Soy Proteins by Ion Exchangers to Provide New Functions- Enhancement of Calcium Absorption by Deamidated Soy Proteins –Achievements
Dr. Hitomi Kumagai has published about 20 book chapters and 100 articles including reviews and original
papers. Some of her research findings have been applied for patents, and two of them was granted asinternational patents.
Civic, Political, and Philanthropic Activities
Dr. Kumagai has been serving as a councilor of several scientific societies and as a refree of grant-in-aids
supplied from various foundations and governments.
Science Council of Japan: Member of Section II (Life Science) (2017-): Chair of Bioscience, Biotechnology,
and Agrochemistry Subcommittee (2017-); Secretary of IUNS (International Union of Nutritional
Science) Subcommittee (2017-); Member of Gender Equality Subcommittee (2017-); Secretary ofLife-Science Gender-Diversity-Promotion Subcommittee (2019-)
Japan Inter-Society Liaison Association Committee for Promoting Equal Participation of Men and Women in
Science and Engineering (EPMEWSE): Member (2017-)
Japan Society for Bioscience, Biotechnology, and Agrochemistry: Councilor (2012-2019); Chair of Diversity
Promotion Committee (Formerly, Gender Equality Committee) (2019-); Associate Editor of Bioscience,
Biotechnology, and Biochemistry (2017-); Associate Editor of Kagaku to Seibutu (Society Journal ofChemistry and Biology) (2014-2017); Member of Public Relations Committee (2011-2019); Member ofFemale-Researcher Award Committee (2016-2018); Fellow (2016-)
Japanese Society of Nutrition and Food Science: Councilor (2006-); Member of International Academic
Cooperation Committee (2008-)
Japanese Society for Food Factors: Councilor (2006-)
Japanese Society for Food Science and Technology: Member of Awards Committee (2012−2014, 2018-)
Japan Society for Food Engineering: Councilor (2007-)
American Oil Chemists' Society: Organizer of Protein and Co-Products Session in Annual Meeting (2007-)IUFoST-Japan: Councilor (2014-)
Current Memberships
Science Council of Japan (2014-)
Japan Society for Bioscience, Biotechnology, and Agrochemistry (1983-)
Japanese Society of Nutrition and Food Science (1990-)
Japanese Society for Food Factors (1996-)
Japanese Society for Food Science and Technology (1999-)
Japan Society for Food Engineering (2000-)
Japanese Society of Applied Glycoscience (2018-)
American Oil Chemists' Society (2005-)
American Chemical Society (2006-)

Message from MEXT (Japan)
Akira KUSUME
Director, Office of Human Resources Development for Scienceand Technology, Human Resource Policy Division, Science andTechnology Policy Bureau
Ministry of Education, Culture, Sports, Science and Technology(MEXT)
Education
1996: Bachelor of Law, the University of Tokyo, Japan
2002: Master of Law, Graduate School for Law and Politics, the University of Tokyo, Japan

Career History
1996: Policy Planning Division, Higher Education Bureau, Ministry of Education, Science and Culture
2003: Senior Specialist, International Affairs division, Minister’s Secretariat, Ministry of Education, Culture,
Sports, Science and Technology, MEXT
2006: Director, School Policy Planning Division, Tokushima Prefectural Board of Education
2010: Deputy Director, Child and Youth Development Promotion Division, Cabinet Office
2012: Deputy Director, Nuclear Liability Division, Research and Development Bureau, MEXT
2015: Director for Policy Planning, Day Care Division, Child and Family Policy Bureau Ministry of Health,Labour and Welfare
2018- Director, Office of Human Resources Development for Science and Technology, Human Resource
Policy Division, Science and Technology Policy Bureau, MEXTOpening Remarks (Chair of EPMEWSE, Japan)

Mihoko Nojiri
The Chair, EPMEWSE
Institute of Particle and Nuclear Studies, KEK

Education-1990

Graduate School, Division of Natural Science, Kyoto University-1985

Faculty of Science, Kyoto University

Career History
Oct 2007 - Today PI, IPMU, Tokyo University

April 2007 - Present Professor, High Energy Accererator Research Organization(KEK)Jan 2006 - Mar 2007 Associate Professor, High Energy Accererator Research Organization(KEK)
Oct 1997 - Dec 2007 Associate Professor Yukawa Institute for Theoretic. Physics, Kyoto University
July 1993 - Sep 1997 Associate Professor, Nathional Laboratory of High Energy Physics (KEK)
Research Areas
Physics / Particle/Nuclear/Cosmic ray/Astro physics /Research Interests
Theoretica. Particles Physics
Civic, Political, and Philanthropic Activities
Oct 2017 - Present Member, Science Council of JapanOct 2014 - Sep 2017 Associated member, Science Council of Japan
April 2017 - March 2019 Board member, the Physical Society of Japan(JPS), Chair for the committee of genderequality promotion of JPS
April 2017 - March 2021 Advisory Board member of Yukawa Institute for Theoretical Physics, Kyoto University.
April 2009 - March 2010 Advisory Committee member of ICRR, Tokyo University

Opening Remarks (President of JNWES, Japan)

Ryo KIMURA
President of Japan Network of Women Engineers andScientists
Co., Sakae Design company
Tokyo University of Agriculture and Technology
Qualification
Professional Engineer for Agriculture Rural Environment
First-class architectFirst-class landscaping construction management engineer
Education
Degree: BE, Architecture , School :Musashino Art University,1976
Career Histry
1976-1978: Co.,Central consultant (Building Department)
1978-: Co.,Sakae Design Environmental improvement section
Pubulic buildings design
Various Parks design

Community- center. Pump station, Individual residenceChildren’s park, City park, Botanical garden, Disaster evacuation park

Rural environment improvement
Rural planning

Rural Environment Management Project

Village development Rural activation KI

Civic, Political, and Philanthropic Activities
Japan Society for Professional Engineers of Women (JSPEW) member in 2008Japan Network of Women Engineers and Scientists in 20152011-2018President of JSPEW
2012The Geo Ecological Conservation Network Audit & Supervisory Board Member
2018-President of Japan Network of Women Engineers and Scientists
Current Memberships
JSPEW Member,
INWES member

Opening Remarks
As the President of JNWES (Japan Network of Women Engineers and Scientists),
I am very proud to invite you to “the 9th Japan-China-Korea Women Leaders Forum for
Science and Technology” in Tokyo, Japan.
The Forum started in Seoul, Korea in 2008 and will be the 9th this year and the 3rd inTokyo. In the course of conferences, we picked up various issues and compared, anddirectly discussed them among the three countries. After repeated discussions, it was
confirmed that the problems of women in all countries, especially East Asia, weresimilar. We also learned that it is very effective for three countries with similar tasks tolearn effective measures from each other's examples. I think the face-to-face meetingis very effective
The theme of the 9th Forum is “Gender Equality for Sustainable Development Goals”.
The Forum, which began with raising issues, today ... discuss future policies. Although
it is difficult to improve the female environment at once, the steady efforts of female
scientists and engineers overcome them.
A good example is this venue ...this Ochanomizu University, which provide theconference venue, has been established with a women's university and has 150years history that was first established in Japan in 1874 for nurture female teachers. At
that time, there were very few female teachers, so I think it was a very advanced
school. Women in that era were hard on all sides. Today's Forum, I can feel thehistoric linking, to be able to hold such a meaningful meeting. I hope to remember,100
years later, women will look back on our this current situation and maybe says that
"Women in the 100years before era were hard on all sides".
Finally, I would like to express my sincere thanks to all of the speakers, guests andattendees from China, Korea, and Japan. Also my deep thanks to all of our sponsors
and supporting organizations and volunteers, for their generous contributions for
ensuring this conference be a great success.
We wish all attendees to have a wonderful and memorable experience.

Ryo Kimura
JNWES President.

Opening Remarks (President of KOFWST, Korea)
Myeong-Hee Yu
President, KOFWST (Korean Federation of Women’s Scienceand Technology Associations)
Principal Research Scientist, Biomedical Research Institute of
KIST (Korea Institute of Science and Technology)

Education
Degree: BS, Dept. of Microbiology, Seoul National University, Korea, 1977
Degree: Ph.D. Dept. of Microbiology, the University of California, Berkeley, USA, 1982
Degree: MBA, KAIST Business School, Korea, 2008
Degree: LLM, Northwestern University, School of Law, USA, 2014
Research Field
The structure-function relationship of proteinsProteomics
Cancer biomarker
Career History
Postdoctoral Fellow, the Massachusetts Institute of Technology (MIT), USA, 1982-1985
Korea Research Institute of Bioscience & Biotechnology (KRIBB), Korea, 1985-2000
KIST (Korea Institute of Science and Technology), Korea, 2000 ~ Present
Senior Secretary for the Future Strategy at the Presidential Office of Korea, 2010-2013
AwardsMock-Am Award from the Korean Society of Molecular and Cellular Biology, 1996
L'Oréal-UNESCO Award for Women in Science, 1998
The Seoul City Cultural Award, 2001
The Role Models in Science, from the Korea Science Foundation & DongaScience, 2003
The Order of Science and Technology and the Ungbi Medal, from the Korean Government, 2004
60 Women in 60 Years History of UNESCO, 2006
Achievements
Over 120 published articles in major biochemical journals, appearing in Journal of Biological Chemistry,
Nature Structural Biology, Proc. Natl. Acad. Sci. US A, Journal of Molecular Biology, Journal of
Neurochemistry, Protein Science, Journal of Molecular Biology, Molecular & Cellular Proteomics, J. ofProteome Research, Scientific Reports, etc. Dr. Myeong-Hee Yu has spent over 30 years working on the
structure-function relationship of the proteins. Dr. Yu has shown that genetic emphysema, a humandisorder resulting from alpha-1-antitrypsin deficiency, is associated with a hepatic block in the protein folding
process. Since July 2002 Dr. Yu had been the Director of Functional Proteomics Center, one of 21C
Frontier R&D Initiatives of Ministry of Science and Technology, to build up national infrastructure of
emerging proteomics technology. In July 2010 she was appointed as the Senior Secretary to the Presidentof Korea for national future strategy, and had served the position till February 2013. Dr. Yu had been the
President of KOGO (The Korean Genome Organization), The Korean Biophysics Society, and KSBMB(Korean Society for Biochemistry and Molecular Biology).
Civic, Political, and Philanthropic Activities
Member, L’OREAL-UNESCO Award International Jury, 2001-2006
Member, The National Science & Technology Council, 2008-2010
Board Member, Korean Cancer Association, 2014-2016
Member, Scientific Advisory Board, Institute for Basic Science, 2015-2021
Chair, Committee on Women Scientists, The Korean Academy of Science and Technology, 2016-2019
Co-chair, Bioeconomy Forum of The Korean Federation of Science and Technology Societies, 2017-2020
President of the Korean Federation of Women’s Science and Technology Associations, 2018-2019
Advisory Committee, National Assembly Futures Institute, 2018-2020
Board Member, KC Mirae Scholarship Foundation, 2018-2021
Current Memberships
The Korean Academy of Science and Technology (KAST), 2002- Present
The National Academy of Engineering of Korea since (NAEK), 2014-Present
Citizens’ Coalition for Scientific Society (CCSS), since 2005, one of founding members

Opening Remarks (Head of CWAST Delegation, China)
Jihong YU
Academician of Chinese Academy of Sciences
Academician of TWAS, Member of Academia Europaea
Associate Editor of Chemical Science
Director of International Center of Future Science, Jilin University
Professor, State Key Laboratory of Inorganic Synthesis andPreparative Chemistry, College of Chemistry, Jilin University

Education
Degree: BS, Description: in Inorganic Chemistry, School: Jilin University, Location: Changchun, China, Year: 1989
Degree: Master, Description: in Inorganic Chemistry, School: Jilin University, Location: Changchun, China, Year: 1992
Degree: PhD, Description: in Inorganic Chemistry, School: Jilin University, Location: Changchun, China, Year: 1995

Research Field
Synthesis and application of zeolitic nanoporous materials involving designed synthesis of new type of zeolites,
developing new synthetic routes, mechanistic study and the application of zeolitic nanoporous materials in catalysis,
separation and other emerging fields.

Career History
Prof. Jihong Yu is from the State Key Laboratory of Inorganic Synthesis and Preparative Chemistry, Jilin University,
China, and is the director of International Center of Future Science, Jilin University. She received her BS (1989), MS(1992), and PhD (1995) from Jilin University, and worked as a postdoctoral fellow first at the Hong Kong University of
Science and Technology and then at Tohoku University in Japan during 1996-1998. She has been a full professor in
the Chemistry Department, Jilin University since 1999. She was awarded the Cheung Kong Professorship in 2007 andelected as the Member of the Chinese Academy of Sciences in 2015, the Fellow of TWAS in 2016, and the Member of
Academia Europaea in 2019.
Her main research interest is in the designed synthesis and application of zeolitic nanoporous materials in energy,
environment and other emerging fields. She has co-authored over 350 research papers including Science, Nat.
Commun., Sci. Adv., Chem, JACS, Angew Chem. Int. Ed., etc.; obtained over 20 authorized Chinese Invention
Patents; published 7 books. She has delivered over 60 Plenary/Keynote/Invited lectures in international conferences.
From 2014 to 2018, she was recognized as the Elsevier Most Cited Chinese Researchers for Exceptional Research
Performance in the Field of Chemistry. She was the winners of the National Prize for Natural Science, and the IUPAC
2017 Distinguished Women in Chemistry/Chemical Engineering Award, etc. Currently, she serves as the Associate
Editor of Chemical Science, the Editor-in-Chief of Chemical Research in Chinese Universities, and Editorial/Advisory
Board Members of Materials Horizons, Materials Chemistry Frontiers, National Science Review, ACS Central Science,
ACS Mater. Lett., Inorg. Chem., Chem, Matter, etc. She is the Chair of Chinese Zeolite Association, and Vice Presidentof Chinese Chemical Society.

Opening Remarks (President of Ochanomizu University, Japan)
Kimiko MUROFUSHI
Academic Name: Kimiko Murakami-Murofushi
President, Ochanomizu University

Education
Degree: B.S. in Biology from Ochanomizu University,1970
Degree: M.S. from Ochanomizu University,1972
Degrees: Ph.D. in Medicine from the University of Tokyo,1976
Research Field
Cell Biology, Biochemistry, Science Education
Career History
Joining Ochanomizu University in 1983, she became a professor, specializing in Life Science and Science
Education, in 1996, after working as an Assistant Professor and Lecturer. She was appointed Dean of theFaculty of Science in 2002 and successfully coped with various issues arising from the government’s
initiative to turn all Japanese universities into institutions with cooperative status as a Director andVice-President in 2004. Also, she conducted promotional activities to improve people’s science literacy andsupported girls’ education in developing countries while striving to establish Japan’s first “Genetic
Counseling Course” as a graduate course. She became a Professor Emeritus in 2013, and assumed hercurrent position in 2015. In 1999 and 2005, she served as a Visiting Professor at Université Louis Pasteur(now known as Université de Strasbourg), and received the Ordre des Palmes Académiques (the Order of
Academic Palms) for her contribution to promoting interactions between researchers and students in Japanand France in 2013. Besides, she held various posts such as a Council Member of the Science Council ofJapan, a working group member of the Ministry of Education, Culture, Sports, Science andTechnology/Ministry of Economy, Trade and Industry/Cabinet Office, Board Member, Governors of theJapan Broadcasting Corporation (NHK), Member of the Board of Bridgestone Corporation, Auditor of theJapan Agency for Medical Research and Development, and Vice-Chairperson of the Japan Association of
National Universities.

Major Awards
2011: The Commendation for Science and Technology by the Minister of Education, Culture, Sports,
Science and Technology
2013: Chevalier dans l'Ordre des Palmes Académiques (from the government of France)

Research Pursuits
She has studied the mechanisms of cell proliferation, cell differentiation and stress responses.
Now,she focuses on the studies to apply cyclic phosphatidic acid to the medical use for the regulation ofcancer invasion and metastasis, for the improvement of neurogenerative diseases, and for the supressionof pain.

The 9th Japan Korea China Women Leaders
Forum for Science & Technology
第9回日中韓女性科学技術指導者フォーラム

Session 1:
Evaluation Systems for Gender
Equality Activities
ジェンダー平等度評価システム

Session 1 Chair (China)
Mei Tian
Professor, Zhejiang University School of Medicine
Vice President, Zhejiang University Medical Center
Distinguished Professorship of Nuclear Medicine and Molecular
Imaging
Vice President, the Zhejiang Association for Science andTechnology

Education
Degree: MD. in Clinical Medicine; Shanxi Medical University, Taiyuan, China; 1991-1996
Degree: MSc.: in Medical Imaging; Shanxi Medical University, Taiyuan City, China; 1998-2001
Degree: PhD. In Internal Medicine; Gunma University, Maebashi, Japan; 2001-2004
Research Field
Medical Imaging Diagnosis and Molecular Imaging-based Precision Medicine,
Novel Medical Imaging Agent Development,
Stem Cell or T-Cell Trafficking.
Career History
Career: Prof. Tian has 23 years’ post-MD training and practice in radiology, nuclear medicine and molecularimaging, served in academic positions as a clinical fellow at Dana-Farber Cancer Institute / Brigham and
Women`s Hospital, Harvard Medical School, an Assistant Professor at MD Anderson Cancer Center, and aDistinguished Professor of nuclear medicine and molecular imaging granted by the Ministry of Education ofChina. Prof. Tian has spent 12 years for her professional training and working experience in Japan and theUSA.
Prof. Tian has received the multiple national and international awards, including the Women in ScienceAward.

Session 1 Speaker (Japan)
Chikako Yoshida-Noro
Professor, Department of Applied Molecular Chemistry, Collegeof Industrial Technology, Nihon University
Division of Cell Regeneration and Transplantation, Nihon
University School of Medicine
Chairperson of the 9th Japan-China-Korea Women Leaders
Forum Organizing Committee
Education
Degree: BS, Description: in Biology, Chiba Univ., Japan, 1979
Degree: PhD, Description: in Science, Kyoto Univ. Grad. Sch., Japan, 1984

Research Field
Developmental Biology, Cell Biology

Career History
Researcher, Group Leader Furusawa MorphoGene Project, ERATO, JRDC, Tsukuba, 1988—1992;
Visiting Scientist, Senior Research Associate Wellcome / CRC Institute, University of Cambridge, UK.,
1991—1993; Research Fellow, Precursory Research Embryonic Science and Technology. JRDC,
Tsukuba, 1993—1996; Researcher, Brainway Group, Brain Science Institute, RIKEN, Wako, 1998—1999;
Research Fellow, Senior Research Scientist, Experimental Animal Division, BioResource Center, RIKEN,
Tsukuba, 2000—2005; Associate Professor, Advanced Research Institute for Science and Humanities,
Nihon University, Tokyo, 2005—2013; Department of Applied Molecular Chemistry, College of Industrial
Technology, Nihon University 2008—; Department of Functional Morphology, Division of Cell Regeneration
and Transplantation, Nihon University School of Medicine 2008-; Chairperson of Gender-Equality
Committee, College of Industrial Technology, 2010-2017; Professor, 2012-; Member of Gender-Equality
Committee, Nihon University 2008-2013, 2019Certification
Senior Radiation Protection SupervisorAwards
Educational Contribution to College of Industrial Technology Award 2009, 2016
Development Growth & Differentiation Paper Award 2013
Albert Nelson Marquis Lifetime Award 2017

Achievements
Achievements include first to identification and characterization of the Cadherin family of cell adhesion
molecules; invention of name ‘cadherin’ combining elements from ‘calcium’ and ‘adhere’; invention of shuttle
cell culture chamber for in vitro and in vivo stem cell research; Clinical application of dedifferentiated fat cell(mesenchymal stem cell) for regenerative medicine; development of experimental system for the stem cellresearch in asexual and sexual reproduction of Enchytraeus japonensis;

Civic, Political, and Philanthropic Activities
Member of Japan Inter-Society Liaison Association Committee for Promoting Equal Participation of Men
and Women in Science and Engineering (EPMEWSE), 2005—; Chair, Sciience Summer School for Girls at
Nattional Women's Education Center (NWEC), Japan, 2012; Member of Promoting Communication
Committee, NWEC Forum, 2008—; Referee of Grants-in-Aid Science Research., 2008—2011, Member ofGender Equality Committee, JST 2011-2015; Board Member of NPO STEM Career Path Project for Girls(GSTEM-CPP), 2018-

Current Memberships
International Society of Developmental Biologists, International Society for Stem Cell Research, JapaneseSociety of Developmental Biologists (chair. gender-equality working group 2008—2011), American
Chemical Society 2012-, Japanese Society for Regenerative Medicine, Japanese Association of Laboratory
Animal Science, Japanese Cancer Association, Molecular Biology Society of Japan, Japanese Biochemical
Society, Society Japanese Women Scientists (board member 2008-2013.; chair of 9th annual meeting),
Japan Women Engineers Forum.

Assessment of Gender Equality in Academia: Promoting Activity ofFemale Researchers in Japan and Overseas
Chikako YOSHIDA-NORO, Ph.D.
“International investigation of policies and effects promoting participation of female scientist
and engineers” Working Group, EPMEWSE,
Department of Applied Molecular Chemistry, College of Industrial Technology, Nihon University
1-2-1 Izumi-cho, Narashino, Chiba 275-8575, Japan. E-mail:noro.chikako@nihon-u.ac.jp

Abstract: Diversity and inclusion are important for the future of science and technology, andsustainable social development. This fact is recognized in many countries, and measures has
been taken to promote gender equality in STEM field. The proportion of female researchers inJapan is lower than other developed countries, especially in STEM field. However, as thegoverment introduced the national policies, “Gender Equality Basic Plan” and “Science andTechnology Basic Plan”, and set numerical targets for expanding women's participation in thepolicy-making process, measures for the female researcher support model projects started in
FY2006. These projects has been continued to date, changing the name and system. These
measures contributed to the promotion of gender equality in universities and research
institutions. These organizations created a better environment for female researchers, and theemployment rate of female researchers has increased. The proportion of female researchers
increased to 15.3% in 2016, but the number of senior positions are still low, especially in theappointment of executives. Therefore, we would like to make basic data for further
development of female researchers activities by organizing the ex-post evaluation results forthe past 10 years that are conducted individually for model projects and collecting good
examples. We would also like to investigate the gender equality assessment system ofacademia that has been introduced overseas and propose that it be reflected in future measures
in Japan.
Keywords: Gender equality assessment, Female researcher support model project, International
comparison of assesment system

1

CURRENT SITUATION IN JAPAN, LAWS AND MEASURES(1) Female Researchers in JapanThe future of STEM field in Japan and the maintenance and enhancement of the country's international
competitiveness depend on the capabilities of people in Japan. It is important to cultivate an environment thatmakes a diverse pool of individuals including female researchers highly motivated and exercise theircapabilities.
The ratio of female researchers in Japan has been gradually increasing, increased from 11.9% in 2006 to
15.3% in 2016. However it is much lower than that of European countries and the US (UK 37.4%, Germany
28.8%, France 26.1%, the United States 34.3%), and especially low in STEM fields. It is important topromote activities by female researchers not only in order to promote gender equality but also to broaden thebase of STEM -related competent persons.

(2) Laws and Basic Plans“The Act on Promotion of Women’s Participation and Advancement in the Workplace” was promulgatedand enforced in September 2015 (effect on April 1, 2016). This act aims to promote the participation andadvancement of women in labor force. Government agencies, local government and private sector
corporations with more than 300 employees will be imposed the following on, with the guidelines by thenational government. 1) collect and analyze the data on issues of gender and employment; 2) devise anddisclose action plans to improve gender equality with concrete objectives and measures based on theseanalyses; 3) announce the data regarding women’s participation and advancement [1].
“The 5th Science and Technology Basic Plan” covers the 5-year period between FY2016-FY2021. Japan’sscience and technology innovation polices will be promoted based on the 5th Science and Technology Basic
Plan. In Chapter 4 Reinforcing the “Fundamentals” for STI, it is described that the numerical targets of the
proportion of female researchers among new hires listed in the Fourth Basic Plan (30% of the total in thenatural sciences overall, 20% in the physical sciences, 15% in engineering, 30% in agriculture, and 30% inmedicine, dentistry and pharmacology combined) have yet to be achieved, and that in order to quickly
achieve these during the period of implementation of the Fifth Basic Plan, Japan is comprehensively
promoting all related initiatives through a concerted effort by industry, academia, and the government [2].
On the other hand, in “the Fourth Basic Plan for Gender Equality” (FY2016-2020), one of the performance
objectives for 2020 is “Women’s participation and advancement in all fields of society”. There areparticularly few women researchers in engineering and science fields that make up the majority of
researchers. The percentage of women out of all researchers is 16.2%, which is lower compared to othercountries. The percentage of women in engineering field, which has the largest number of researchers (about
420,000 researchers) is 6.2% (university, etc. 11.1%, companies 5.6%). Making it easier for female
researchers to work. It is necessary to be able to continue research activities even when reaching life stagesof childbirth and childrearing [3].

(2) Female researcher support model project
Prior to the above, the second Basic Plan for Gender Equality (Approved in December 2005) based on the
Gender Equality Society Basic Law (enforced in June 1999) suggest that women should occupy leadership
positions by 2020 in all fields of society at least about 30%. In response, the government (Ministry of
Education, Culture, Sports, Science and Technology) took measures from 2006 to support the efforts ofuniversities and research institutions that help female researchers balance research and childcare andcontinue their research activities. Although the contents, purpose, and period of the project have changed, thebudget has been continued. Now promoting the active participation of female researchers is emphasized as apart of the development of human resources for science and technology innovation, as “Human Resource
Development Program for Science and Technology,” which is aimed at reforming systems involved in thefostering of STEM personnel [4].
As a result, the environment for female researchers improved, and recruitment and research activities were
promoted. The percentage of female researchers increased from 11.9% in FY2006 to 15.3% in FY2016. In
particular, the number of female researchers at universities, etc., accounting for 35.5% of female researchers,
increased from 20.4% to 26.3%. The recruitment ratio of female teachers in the natural sciences is increasing,but it varies between fields and is particularly low in engineering. The proportion of female teachers in theuniversities decline as they become higher ranks. In particular, the proportion of women in the president orvice president of the universities, and professor is still low [4]. How to increase women in leadership
positions is still an issue. Companies have introduced numerical targets for executives and are actively
improving under the guidance of the Ministry of Economy, Trade and Industry. It is also important tointroduce some guidance in academia.

2

SUMMARY OF 10-YEAR EVALUATION OF SUPPORT PROJECTSAND COLLECTION OF GOOD PRACTICESInterim evaluation and ex-post evaluation are conducted for model projects, and the results are listed on thewebsite. As the project changed, both the issues and the evaluation points changed. Therefore, the projects
for which ex-post evaluation was completed (started in 2006-2016) were organized by evaluation items andsummarized in a matrix table. From this result, important issues were organized; such as Systemdevelopment, awareness reform, environmental improvement, compatibility support, increase in female
researchers, leader development, executive appointment, strengthening of research capabilities, next
generation development, collaboration and network construction.
In the initial program, a female researcher support model development project (started in 2006-2010) by
the Science and Technology Promotion Coordination Fund, 55 institutions were selected. Emphasis wasplaced on the development of a system in which female researchers can play an active role, the environment
and work-life balance, and the increase in female researchers. Therefore, it was encouraged to conduct
research support staff for female researchers during life events. Evaluation points included the nextgeneration girls' advancement rate to the undergraduate / graduate school of natural sciences and the increasein the advancement rate of doctoral programs for female graduate students. Under the leadership of thepresident and others, a system reform was required to create a system for increasing female researchers
throughout the university.

In the next program, the Female Researcher Training System Reform Acceleration Project (started in 20092010), the 12 organizations that had already been adopted as the first project and the environment had been
improved were actively working to increase the number of female researchers.
The third program, Female Researcher Research Activity Support Project (21 projects started in 20112012), in addition to the above, establishes a support system and consultation system for female researchers,
and worked to improve research capabilities such as support for obtaining research funds. Implementation ofcareer path consultation and enlightenment activities for students was introduced to expand the support offemale researchers. In the next period, in addition to the conventional type (19 cases adopted in 2013-2014)
applied by individual institutions, the project of base type and collaborative type (14 cases started in 20132014) were introduced. Since 2015, it has been renamed the Diversity Research Environment Realization
Initiative, and two types of projects are running; featured and collaborative. In recent years, thestrengthening of research capabilities and the promotion to higher rank have become evaluation points. An
analysis was introduced whether or not the research performance of female researchers has improved as aresult of such supports. Compared to environmental improvements and system reforms, the number of papers
and presentations is easier to quantify, which may be easier to measure as an evaluation. Furthermore, aproject to create a nationwide network from 2018, and a project to conduct survey analysis in 2019- werelaunched.
In the evaluation matrix table analysis, the horizontal axis shows important issues, the vertical axis
summarizes the activities of each institution, the items with low evaluation are shown in red, and the goodpractices that each institution has characteristicly displayed in blue. Good practices include the following;
Effective use of the President's discretionary post and a personnel point system for the recruitment of female
researchers such as Hokkaido University; Ochadai Index (investigation with evaluation items common to
institutions) for institutional survey; Regional cooperation in the Kyushu/Okinawa or Tsukuba area; Leader
training programs including mentor system and career development portfolio for female researchers byinstitutional cooperation.
We would like to summarize these evaluation results, share the good examples with other institutions anddiscuss how to improve the insufficient points. Furthermore, it is thought that a better system can beachieved by learning not only Japanese methods but also methods from other countries.

3

GENDER EQUALITY ASSESSMENT SYSTEM IN OVERSEASIn Gender Summit 10 (JST sponsored) held in Japan in May 2017 [5], six working groups (WG) were
established and parallel sessions (PS) were held for each theme. One of them, “Presentation of Evaluation
Methods for Diversity Promotion” WG (Leader: Ryoichi Fujii, Director of Information and Systems
Research Organization) held the PS “Developing Evaluation Methods for Diversity in Research”. The
current situation and evaluation methods of gender equality in Germany, China, US., Malaysia and the UK
were discussed. Finally, as a recommendation, important requirements for the evaluation system weresummarized.
The Sasakawa Peace Foundation (SPF) symposium “Advancing Research Excellence Through Gender
Equality” was held in March 2018 [6]. On the first day, talks on “Catalysing Policy and Practice throughAssessment: understanding the impact of assessment frameworks and policies on advancing gender equality
in research” had been given. On the second day, “Gender equality assessment framework design: A Japanhigher education and research sector-wide strategic planning” workshop was held. and discussed on
designing a Japanese evaluation framework.
On these occasions, we learned about the gender equality assessment system overseas. To understand it
better, the Working Group “International investigation of policies and effects promoting participation of
female scientist and engineers” of the Japan Inter-Society Liaison Association Committee for Promoting
Equal Participation of Men and Women in Science and Engineering (EPMEWSE) conducted theinvestigation by the support of SPF. The authors of the description of evaluation systems and outlines are as
follows.
1) Athenswan, UK
Yoshiko Nakamura, Research Organization of Information and Systems, Female Researcher Activity
Support Office / Coordinator

The Athena SWAN Charter, which has been continuously implemented for over 10 years in the UK, wasestablished in 2005 as a certification system for promoting gender equality in the field of STEM. This reportsummarizes the evaluation methods of research institutions under this certification system, the transition
from the start of the system to the present, and the ripple effects within and outside the UK. In addition,
evaluations and issues regarding the system itself were described centered on the official opinion of theevaluation side with the opinions from both the UK and overseas as well as voices from researchers.
2) US ADVANCE
Hisako Otsubo Senior Researcher, Faculty of Pharmaceutical Sciences, Nihon University
ADVANCE is an abbreviation for “Increasing the Participation and Advancement of Women in Academic
Science And Engineering Careers”, and The program aimed at increasing the number of women andminority researchers by focusing on organizational changes in universities and research institutions.The flagof the “organizational change” was “recognition and overcoming of ”Unconscious Bias”. The reason why thestrategy was switched from supporting individual female researchers to changing the organization andconsciousness of university and research institutes was that the effect of the support measures in the first 20
years did not rise as expected. In other words, it became clear that the percentage of female researchers
would not increase only by taking care of “pipeline leaks”. The history and achievements are summarized indetail.
3) US SEA Change
Sanae M. M. Iguchi-Ariga, Research Faculty of Agriculture, Hokkaido University
SEA Change, a new evaluation and certification system for promoting organizational, structural change indiversity, equality and conjugation in academic research institutions in the United States. It is headquarteredby the American Association for the Advancement of Science (AAAS) that officially started in January 2018with the support of multiple foundations. Higher education institutions and their departments remove all sortsof systematic, structural discrimination and disability against women, blacks, Latin Americans, Native
Americans, disabled people and so on. The goal is to enable talented human resources to participate,continue and succeed in their careers at school and in the institution. The program structure of SEA Change
consists of self-evaluation, evaluation criteria, certification and awards, and is largely based on Athena
SWAN in the UK.
We are also investigating Spain (EU Horizon2020, Sanae Ariga) and Asia (China, Korea, etc., Noro
Chikako Nihon University). We would like to further improve Asian descriptions by exchanging information
at this forum.

4

TOWARD THE INTRODUCTION OF GENDER EQUALITYASSESSMENT TO STRENGTHEN RESEARCH POWER OF JAPANIn the 13 years since 2006, gender equality in the science and technology field in Japan has progressed in
the academic field with planned measures and budgets. But it is still not enough for improving the ratio of
female researchers and increasing the number of female leaders in STEM field. We must share information
with other countries and find social issues. It is also important to demonstrate the benefits of gender equality
for society and the future with specific examples. Our survey data is an excellent tool for that.
In 2019, A research and analysis project was newly introduced in the Diversity Research Environment
Realization Initiative, and the proposal of the Research Organization of Information and Systems was
adopted. This is a project that conducts surveys and analyzes on examples of outstanding efforts at overseas
universities and research institutions, as well as systems in multiple countries where advanced efforts areseen, which contribute to the promotion of female researchers. It is hoped that this research and analysis willfurther develop gender equality in Japanese academia.
REFERENCES[1] http://www.gender.go.jp/english_contents/about_danjo/lbp/pdf/promotion_of_woman.pdf[2] https://www8.cao.go.jp/cstp/english/basic/5thbasicplan.pdf[3] http://www.gender.go.jp/english_contents/about_danjo/whitepaper/pdf/ewp2019.pdf[4] https://www.jst.go.jp/shincho/koubo/29koubo/youryou/diversity29-setumeikai.pdf[5] https://www.jst.go.jp/diversity/en/GS10/index.html[6] https://www.spf.org/en/gender/news/24582.html

“The Act on PromoIon of Women’s ParIcipaIon and Advancement in the Workplace”“The 5th Science and Technology Basic Plan”

4

the numerical targets in the 4th Basic Plan (30% of the total in the natural sciences in total)h"ps://www.jst.go.jp/shincho/koubo/29koubo/youryou/diversity29-setumeikai.pdf(1) Female Researchers in Japanh"ps://www.jst.go.jp/shincho/koubo/29koubo/youryou/diversity29-setumeikai.pdf

UNIVERSITY
Target2006

INSTITUTE

2014

OVERALL
COMPANY2006

All

Science Engineering Agriculture HealthAll

Science Engineering Agriculture Health

2016
PhD Student
Female Researcher Recruitmenth"ps://www.jst.go.jp/shincho/koubo/29koubo/youryou/diversity29-setumeikai.pdf

h"ps://www.jst.go.jp/shincho/koubo/29koubo/youryou/diversity29-setumeikai.pdf

Target2014

All

ScienceAll

Engineering

Prof.

2006 W

Agriculture

Health2016

President
Professor
LecturerVice President Assoc.Prof

Assoc.Prof. Lecturer Assistant Profh"ps://www.jst.go.jp/shincho/koubo/29koubo/youryou/diversity29-setumeikai.pdf

h"ps://www.jst.go.jp/shincho/koubo/29koubo/youryou/diversity29-setumeikai.pdf

h"ps://www.jst.go.jp/shincho/koubo/29koubo/youryou/diversity29-setumeikai.pdf

h"ps://www.jst.go.jp/shincho/koubo/29koubo/youryou/diversity29-setumeikai.pdf

5th S&T Basic Plan

“The Act on PromoIon of Women’s
ParIcipaIon and Advancement in the
Workplace”

4th Gender Equality Basic Plan
4)

1) F
2)

3)

h"ps://www.jst.go.jp/shincho/koubo/29koubo/youryou/diversity29-setumeikai.pdf

1) F
2006- 20102)
2009-20103)
2011-2014

JST Top > Department for Science and Technogy Program Promotion > Program to supporting research activities of female researchersh"ps://www.jst.go.jp/shincho/josei_shien/en/index.html
March 10, 2015
MEXT announces call for proposals to implement the FY 2015 program “Initiative for the implementaionof the diversity research environment (Distinctive Features Type and Collaboration Type) ” which aims at
supporting the activites of femaile researchers to develop human resources in science and technology.＜
We are no longer taking applications＞
November 4, 2014

The Ministry of Education, Culture, Sports, Science, and Technology (MEXT) will announce theorganizations selected to be part of “Program to supporting research activities of female researchers(Organizations and Collaborations),” funded within the Development of Human Resources in Science andTechnology in FY2014.

4)
2015-

October 31, 2014

“The 2014 Symposium will be held, as part of the FY 2014 Program to Support the Research Activities ofFemale Researchers ? Supporting Female Researchers and Diversity Management”＜This event has
already taken place＞

May 27, 2014

MEXT will announce a public call for proposals for the “Program to supporting research activities offemale researchers (Organizations and Collaborations)” funded within the FY 2014 program to support
the development of human resources in science and technology.

November 10, 2014

Update on the organizations chosen to participate in “Program to supporting research activities of female
researchers (Organizations and Collaborations),” funded within the FY 2014 program to support thedevelopment of human resources in science and technology.

September 11, 2015

【Kagoshima University】7th Kyushu-Okinawa Island Network Symposium in Kagoshima

March 19, 2015

【Niigata University】Lecture on "Rikejo" Science Women

March 16, 2015

【Kobe University】Review Symposium of Programs for Training Female Researchers

March 11, 2015

【University of Tsukuba】Training Course on Followership and Leadership for Women

March 9, 2015

【Shizuoka University】7th Regular Exchange Meeting on Collaborative Research Support System MidTerm Report

March 6, 2015

【Shizuoka University】Leader Workshop

March 6, 2015

【The University of Tokushima】5-University Collaboration in Shikoku to hold a 2015 Kick-Off
Symposium to Promote the Activities of Female Researchers

March 3, 2015

【Kyoto University】Commendation Ceremony of the 7th Kyoto University Most Outstanding Female
Scholar Award (Tachibana Award)

March 3, 2015

【Kyoto Institute of Technology】Review Seminar of Supporting Activities for Female Researchers by
KIT Center for Promotion of Gender Equality

Assessment Matrix Table
2)

C

C

S

h"ps://www.jst.go.jp/shincho/josei_shien/en/index.html

organizaIons

Assessment afer the project

S

S

S

S

A

S

A

A

A

A

A
26

A
(FreshFemale Faculty;
F3

F3)
15

20% by
2020
1/2

A

A

A

A

21

A

A

A

A

B

A

A

S

A

B

15

5
29

(

20

)

S
10

18

10

S

PDCA

A

S

A

A

A

A

A
27

22
(
13

10

)

A
5

(

)
49

(8.7%)
59 (6.9%)
32(8.7%)

A

A

A

A
5

2

50%

A

A

A

Good PracIces••••

Gender Summit 10 Tokyo 2017
Gender Summit 102017.5.25-26
h"ps://gender-summit.com/gs10-about2

G

S

E

O

A
of

.
Sanae M. M. Iguchi-Ariga Prof. Research Faculty of Agriculture,4), SpainSanae M. M. Iguchi-Ariga Prof. Research Faculty of Agriculture,5) Asia (China, Korea, etc.)
Chikako Yoshida-Noro, Prof. College of Industrial Technology, Nihon Univ.

.
.

Summary
•
•
•
•
• New
by ROISSession 1 Speaker (Japan)
Yasuko SASAKI
Trustee and Vice President, Ochanomizu University

Education− MA (Japanese Literature), Graduate School of Humanities and Sciences, Ochanomizu University, Japan1978− MA (Humanities and Sciences), Graduate School of Humanities and Sciences, Ochanomizu University,
Japan 1991
Research Field− Sociolinguistics
Career History− Assistant, Graduate School of Humanities and Sciences, Ochanomizu University 1993-1995:− Assistant Professor, Faculty of Letters and Education, Ochanomizu 1997-2000:− Associate Professor, Faculty of Letters and Education, Ochanomizu 2000-2001:− Associate Professor, Foreign Student Center, Ochanomizu University 2001-2005:− Director of Foreign Student Center, Ochanomizu University 2004-2005:− Associate Professor, International Education Center, Ochanomizu University 2005-2007:− Director of International Education Center, Ochanomizu University 2005-2010:− Professor, Graduate School of Humanities and Sciences, Ochanomizu University 2007-2019:− Councilor of International Affairs, Ochanomizu University 2007-2010:− Principal of Primary School attached to Ochanomizu University 2011-2015:− Visiting Professor, Strasbourg University 2015:− Councilor of International Affairs, Ochanomizu University 2015-2016:− Vice President of International Affairs, Ochanomizu University 2016-2019:− Trustee of Gender Equality and Vice President of International Affairs, Ochanomizu University 2019Certification
Achievements− As a vice president of international affairs at Ochanomizu University, I have promoted theinternationalization of Ochanomizu University and established its oversee’s partner universities.
− As a trustee of gender equality, I have promoted gender equality of Ochanomizu University, expanded
the global network of research collaboration on Female Leaders and leadership and held international
symposiums and forums.

What Promotes Gender Equality on Campus?
Yasuko SASAKI 1(1. Ochanomizu University, 2-1-1 Otsuka, Bunkyo-ku, Tokyo, 112-8610, JAPAN.
E-mail: sasaki.yasuko@ocha.ac.jp)

Abstract: The 'Ochadai Index' was created based on the results of the Support Program for
Women Researchers (FY2006-2008) financed by the Special Coordination Fund for
Promoting Science and Technology from MEXT. It is a self-evaluation index of theeducational as well as research institutions’ employment environments. By examining theevaluation results with COSMOS WorkBook, we can improve the employment environment
for women. Moreover, we will continuously try to ameliorate the index based on our
research results.
Keywords: Ochadai Index, Self-evaluation, COSMOS WorkBook

1. Introducing the Ochadai Index
The 'Ochadai Index' was created based on the results of the Support Program for Women
Researchers (FY2006-2008) financed by the Special Coordination Fund for Promoting
Science and Technology from MEXT. It is a self-evaluation index of the educational as well
as research institutions' employment environments. It is divided into four main categories, andfurther into subcategories. Each participating institution applied the index to assess theirpresent situation, based on a 3-point grading system. By examining the evaluation resultswith COSMOS WorkBook, we can work on the improvement of the employment environment
for women.
THE OCHADAI INDEX
MAIN CATEGORIESSUBCATEGORIES
Organization

School-wide support system
Work system
Child-rearing support
Support for women researchers
Research and education support
Information support

Building an information bank
Next-generation development

Raising awarenessRaising awareness

ITEMS TO GRADE (0, 1, OR 2)
Established an organization to support women
researchers; 8 more items
Made efforts to increase work efficiency;
5 more items
Created a women’s lounge;
5 more items
Created flexible work systems during child-rearing;
10 more items
Disseminated information via websites;
5 more items
Held sample lectures on and off campus for middle
school and high-school girls; 3 more items
Informed all staff about support for women
researchers; 7 more items

2. Referring to the AKKA Program of Lund University and Humbert,
Kelan, and Clayton-Hathway (2019)
We are living in an ever-changing world where the continuous updating of measurements
is imperative. The following approaches are worth referring to:
2.1 The AKKA Program of Lund University, Sweden
The AKKA program at Lund University contributed to the significant progress ofgender equality, thereby raising the understanding of gender and gender awareness. It
held workshops and seminars on those two areas and lasted more than ten years from2004 to 2014.
2.2 Humbert et al. (2019)
According to Humbert et al. (2019), they conclude that for further and fasterprogress of gender balance to be made, the introduction of legislated board quotas shows
excellent potential, but only in combination with a striving for a gender-equal society andusing hard sanctions.

3. Discussion/Conclusion
As for the Ochadai Index, since 2010, we have conducted a survey of educational andresearch organizations, including Ochanomizu University using the Ochadai Index. We haveanalyzed the results and shown it on our homepage every year since 2010. So, what was theresult of the evaluation of Ochanomizu University among the participating 41 universities?
Ochanomizu University was 6th among the 41 national and private universities in 2017.
Unfortunately, we were not the first. However, regarding the proportion of female to malefaculty members among other national universities, Ochanomizu is in the first place. That is,
Ochanomizu University is the most advanced university in gender equality of national
universities. Since Ochanomizu University implemented a variety of measures, such as
seminars, workshops, research, and other events, we believe these contributed to raisinggender understanding and awareness, as well as implementing various measures to develop agender-equal environment.
Though the result of the assessment by the Ochadai Index of Ochanomizu University, the
AKKA program and Humbert et al. (2019), we learned that not only one measure can develop
institutions’ gender equality but an amalgamation with other measures such as thedevelopment of the working environment through raising awareness of gender understanding
and legislated board quotas.

REFERENCES[1] Humbert, A., Kelan, E., & Clayton-Hathway, K. (2019). A rights-based approach to board quotas and how
hard sanctions work for gender equality. European Journal of Women's Studies, 1-22.
[2] LundUniversity(n.d.).
AKKA
Leadership
Program.
Retrieved
https://eige.europa.eu/gender-mainstreaming/good-practices/sweden/akka-leadership-programmefrom[3] Ochanomizu University Center for Leadership Education and Research COSMOS (2012, July 31).
COSMOS WorkBook. Tokyo: Ochanomizu University.

The 9th Japan-Korea-China Women Leaders Forum for
Science & Technology
October 11, 2019, Ochanomizu University

CONTENTS!

“Gender Equality for Sustainable Development Goals“

1. The Ochadai Index – An Overview
2. Notable Attempts to Promote Gender Equality on
Campus:What Promotes
Gender Equality
On Campus

1) Athena SWAN at University College London
2) The AKKA Program of Lund University

3. A New Orientation of Gender Equality on Campus

Yasuko SASAKITHE OCHADAI INDEX
MAIN CATEGORIESSUBCATEGORIESITEMS TO GRADE (0, 1, OR 2)

Organization

Established an organization to support women
researchers; 8 more items

Work system

Made efforts to increase work efficiency;
5 more items

Child-rearing support

Created a women’s lounge;
5 more items

Research and education support

Created flexible work systems during child-rearing;
10 more items

Building an information bank

Disseminated information via websites;
5 more items

Next-generation development

Held sample lectures on and off campus for middle
school and high-school girls; 3 more items

Raising awarenessInformed all staff about support for women researchers;
7 more items

School-wide support system

Support for women researchers

Information support

Raising awareness

We now plan to improve the Ochadai Index basedon the previous survey.
A specific question is how to design the recognizing
system of our competency to promote genderequality on campus.

An Interview with Professor Sara Mole
‑ UCL found that there was a gender bias as students’ and staﬀ’s positions increased.
‑ In order to clarify the cause and improve this situation, UCL decided to use the Athena
SWAN.
‑ UCL has 17 departments, and their goal is for all departments to apply to Athena
SWAN and get Silver.
‑ UCL organizes the Gender Equality Team, and people of various ages and positions
within the university participated in the team of their own will.
☞ The reasons for their success:§ The top of the university has taken the strong initiative and then tackled
the whole university.
§ The result of the evaluation of Athena SWAN is linked to a subsidy fromthe government.

An Interview with Professor Lövkrona‑ The proportion of women rapidly decreases as they advance to the careers of lecturers,
associate professors, and professors.
‑ In order to clarify the cause and improve this situation, Lund University implemented
the AKKA Program.
‑ When the program spread, men were actively invited to participate to train male leaders
who understand gender and gender awareness in order for women to be active.
‑ The program provided opportunities for learning about leadership by holding seminars,
workshops, and project work.
‑ As a result, in 2005, when the program started, there was only one woman out of eightdeans, but in 2014 their number was 50:50.
☞ The program sees leadership as something that can be learned rather than inherited.

Women/All Staff (%)

Score ((#) is Ranking)

500

75

75
(8)

72

72
(6)

70

(6)

400
350
300

(9)

54%

55%

250

(7)

68

450

57%

56%

57%

200
150

(8)

100

64

50

(11)

0

All Staff
2015

2016
2017

Women
2018
2019

2011

2012

2013

2014

2015

2016

2017

Women

All Staff

Men & Women in Position (%)

Women/Academic Staff (%)
100%

100%

33%

67%

30%

59%

67%

54%

100%

80%

250

60%

200
49%

50%

51%

100

40%

48%

20%

48%

50
Academic Staff
2015

2016

2017

Women

Women
2018

2019

Academic Staff

Men

Through the result of the assessment by the Ochadai Index of
Ochanomizu University, the Athena SWAN at UCL and the AKKA
program at Lund University, we learned that not only one measurecan develop institutions’ gender equality but an amalgamation withother measures such as the development of the working
environment through raising awareness of gender understanding
and legislated board quotas.

Women

(#
)T
ot
al

0%

0

Pr
es
ide
nt
(1
Tr
)
us
Vic
te
e
e
Pr
(3
)
es
ide
nt
Pr
As
(3
of
so
)
es
cia
s
or
te
(8
Pr
6)
of
es
so
r(
54
Le
As
)
ct
sis
ur
ta
e
r(
nt
18
Pr
)
of
es
so
r(
24
As
)
sis
ta
nt
(1
4)

150

Session 1 Speaker (Korea)

So Young KIM
Chair, Long-Term Policy Committee, KOFWSTHead, Graduate School of Science & Technology Policy, KAIST

Education
Degree: B.A. English Education, Seoul National University, Seoul, Korea, 1993
Degree: M.A. Political Science, Seoul National University, Seoul, Korea, 1996
Degree: M.S. Mathematical Methods in Social Sciences, Northwestern University, Evanston, U.S., 1999
Degree: Ph.D. Political Science, Northwestern University, Evanston, U.S., 2004

Research Field
Science and Technology Policy (R&D Policy, S&T Workforce Policy, Women in Science Policy)
International Political Economy, Quantitative Methodology
Career History
2014-present, Kenya KAIST Project Coordinator (Deputy Director for the Center for Establishment of Kenya
Advanced Institute of Science and Technology), KAIST
2012, Visiting Professor, Georgia Institute of Technology, Atlanta, U.S.
2004-2006, Assistant Professor, Florida Atlantic University, Boca Raton, U.S.
2004, Data Archivist, Social Science Computing Center, University of Chicago, Chicago, U.S.
Appointments
2019-present, Co-Chair, Science Diplomacy Committee, Korea Federation of Science and Technology
Associations (KOFST)
2018, National R&D Review Committee, Ministry of Science and ICT
2018, Vice President, Korea Technology Innovation Society
2018, Board Member, Korea Society for Innovation Management and Economics (KOSIME)
2017-present, Deputy Director for the Fourth Industrial Revolution Intelligence Center, KAIST
2017-present, Member of University Gender Equality Committee, Ministry of Gender Equality

2017-present, External Advisory Member, Institute for Public Understanding of Risk, National University ofSingapore
2016-present, Editorial Member, East Asian Science, Technology, and Society (SSCI)
2016-present, Member of Global Future Council of World Economic Forum2016-present, Co-Chair, Fourth Industrial Revolution Net, KOFST
2014-present, Project Coordinator for the Establishment of Kenya KAIST ProjectAwards2018, KAIST International Collaboration Award
2010, KAIST Facutly Service Award

Current Memberships
American Political Science Association, International Political Science Association, Korean Political Science
Association, Korean Technology Innovation Society

Evaluating Progress in Gender Equality in S&T in South Korea
So Young KIM1
(1. Graduate School of Science & Technology Policy, KAIST, 291 Daehak-ro, Daejeon, 34141,
KOREA, soyoungkim@kaist.ac.kr)

Abstract: Despite various programs and policies to promote women in S&T in the last two
decades in South Korea, there still exists much room for improvement in the effort of both
the government and the community of women scientists and engineers to attract andadvance more women in S&T. This paper reviews the achievements and limitations of theimplementation outcomes of the three governmental five-year plans in South Korea tofoster and support women in S&T. Major focus is on a reflective evaluation of key results
and structural limits rather than a simple summary of what went well and what went wrong.
The paper then makes three recommendations for the future effort including the fourth planthat just began, especially to compensate for uneven progress across different areas andcareer levels of women in S&T.
Keywords: women in science and technology, gender equality, S&T workforce, South
Korea

1.

Introduction

Much effort has been made since the 1990s in South Korea to promote women in
S&T, with the most outstanding example being the series of systematic government-wide
five-year plans now entering the fourth phase. As revealed in the review of the most recent
Third Five-Year Plan for Fostering Women in S&T, the rate of female students graduatingfrom S&T degrees increased from 23.9% in 2006 to 29.4% in 2017. Also, the share of womenscientists or engineers hired in full-time permanent positions arose from 14.9% to 22.2% for
the same period.
There still exists much room for improvement, however. In particular, women remain
significantly under-represented in many fields of engineering. While the rate of female
students admitted to departments or programs of natural sciences now reaches 52.7% on
average, only one in four students is female in engineering departments with someengineering departments showing even much lower ratios (e.g., 8.3% for mechanicalengineering, 9.1% for electrical engineering).
This paper provides a reflective evaluation of South Korean effort to recruit, retain,
and advance women into S&T based on the reviews of the aforementioned five-year plans
with a focus on unbalanced progress across different areas and career levels.

2.

Remarkable but Uneven Progress

With the Framework Act for Fostering and Supporting Women in S&T enacted in
2002, the South Korean government promptly embarked on the implementation of the Act in
the form of five-year plan of strategies and tasks. Though this was a government plan, theactual implementation largely depended on women scientists and engineers who participated– more or less voluntarily – in various public or quasi-public programs and organizations thatsprang up to support women in S&T. Therefore, the outcomes of the five-year plans can beconsidered not simply as the result of government policy implementation but as the collective
effort of the South Korean community of women in S&T. This implies that an evaluation ofwhatever progress or setback made during the last 15 years in the promotion of women in
S&T in South Korea should not be an aloof criticism of government policy but a sincere
reflection of why some areas witness visible progress and others remain resistant to change.
2.1

First Plan (2004~08): Laying the Ground
Looking back after fifteen years, the first five-year plan was relatively
straightforward in the sense that most tasks addressed the recruitment of women into S&T,
namely fixing numbers [1]. One of the most outstanding goals of this plan was to attract more
women into S&T, especially school-age girls. The so-called 4W programs (WISE, WIST,WIE, WATCH21) activated during the years of the first plan generally targeted female
students enrolled in secondary and tertiary schools. The WISE Program ran activities mostly
for middle-school and high-school students, while WIST and WIE focused on post-secondary
students enrolled in undergraduate and graduate programs. The WATCH21 Programsupported team activities connecting secondary and tertiary students.
Such effort to attract more girls into S&T had very visible outcomes including theincrease of the WISE Program beneficiaries (from 22,349 in 2004 to 36,992 in 2007) and of
the WATCH21 teams from 40 to 60 in the same period. Notably, the percentage of female
students in S&T doctoral recipients rose from 16.0% in 2000 to 19.5% in 2007. The
percentage of female students in S&T master’s degree awardees also increased from 17.2% in2000 to 24.5% for the same period. The first plan is therefore assessed to have laid the groundfor the recruitment and promotion of women in S&T, given such a noticeable significant
increase in the number of female students studying S&T fields or subjects in secondary andtertiary schools.
Yet there were still notable areas for further improvement. Despite the inflow offemale students into S&T, the top-rank female students were still attracted to medical fields(including dentistry and oriental medicine) with the increasing preferences for stable jobs due
to worsening economic insecurity. In particular, engineering fields kept suffering from low
rates of female students.

2.2

Second Plan (2009~12): Aiming at More Ambitious Goals
The second five-year plan set out a very clear goal in the areas of recruitment by
aiming to increase the share of female students in engineering up to 25% and to produce
annually 1,000 female doctoral recipients in S&T [2]. The plan also suggested a similar
quantitative target in the utilization of the women S&T workforce by proposing to secure 10%
of S&T jobs for women scientists and engineers and to raise the percentage of women project
investigators (PIs) of national R&D projects to 10%.
Some of such ambitious goals saw only partial success. The rate of female students
admitted to engineering programs reached 20.4% in 2012, which fell far below the
proclaimed goal. In fact, the share of high-school girls in S&T remained virtually unchanged
during the period of the second plan (34.7% in 2007 to 35.3% in 2011). Yet, other goals weresuccessfully achieved, which include the share of women PIs increasing to 11.6% in 2012
(from just 9.1% in 2008) and the number of female S&T doctoral recipients reaching 1,127 in2012 (from 705 in 2007).
Though the second plan saw mixed success in the recruitment goals of women in
S&T, one of the new attempts that left indelible legacy was to reform existing institutional
practices concerning the hiring and promotion of women scientists and engineers. Due tovarious policies to promote women in S&T workplaces such as the employment quota,
retraining of women in S&T, and support for women of career-breaks, the share of women in
new employees of S&T organizations rose from 22.4% in 2007 to 24.6% in 2012, with theportion of women in regular/permanent positions also rising from 9.8% to 12% in the same
period.
2.3

Third Plan (2014~18): Refinement and Sophistication
Beginning in just ten years since the first plan was implemented, the third plan had
abundant data and records to evaluate before setting out goals and activities. The review ofthe second plan at the time of formulating the third plan pointed out three limitations of theprevious effort to attract and advance women in S&T [3]. One was the uneven recruitment
pattern of female students across S&T fields. For example, female students were not only
under-recruited in engineering in general but significantly under-represented in those fields ofengineering of great economic potentials such as electrical engineering and computer science.
Secondly, the persistently low quality of employment in addition to the shortage of jobs
remained to be a big hurdle for the retention and advancement of women in S&T, withdisproportionately large number of women scientists and engineers hired in temporary
positions. Finally, due to the persistent culture of over-work and male-dominant work
practices, women successfully launching their S&T careers in universities, research institutes
or companies were forced out to stay home.
While the third plan still kept some quantitative targets, it placed more focus on therefinement of policy targets and goals to affect the organizational behavior and culture ofschools and work places. One of the most outstanding programs pursued in the third plan was
the Program for Career Returns of Women in S&T that provided monetary support for the
training and hiring of women returning to R&D work after career breaks. A policy evaluation
study of this program reveals that the program made a significant in-road into public andprivate research institutes absorbing such women as full-time permanent researchers, though
universities did not show similar performance in terms of hiring career-break women in R&D
positions [4].

3.

Recommendations for Long-term Success

Now with the fourth plan just starting [5], it is time to build longer-term sustainabilityof the policy to recruit and retain women in S&T from candid evaluations of the success andlimitations of the past effort at the fostering of women in S&T. Based on the review of thepast implementation of three plans presented above, at least three recommendations can be
made. Firstly, given the limited budget and personnel, more effort must be geared towards

strategic distribution of the available resources across different areas of S&T and different
career levels. Secondly, although the third plan took a very serious note of the retention
program, much more effort must be leveled at the later parts of the leaky pipeline, which
implies a shift of policy focus from the recruitment to the retention and advancement stages inthose fields that already achieved quantitative targets. Finally, as is recently emphasized in thevast literature and effort for gendered innovation, more effort must be made to fix not only
numbers or institutions but knowledge, the very content of S&T research. In that regard, it isquite encouraging to see the fourth plan expanding several goals for gendered innovation thatwas first introduced into a policy document in the third plan.

REFERENCES[1] Ministry of Education, Science and Technology. 2004. The First Five-Year Plan for the Fostering andPromotion of Women in Science and Technology.
[2] Ministry of Education, Science and Technology. 2008. The Second Five-Year Plan for the Fostering andPromotion of Women in Science and Technology.
[3] Ministry of Science, ICT and Future Planning. 2014. The Third Five-Year Plan for the Fostering andPromotion of Women in Science and Technology.
[4] Korea Advanced Institute for Women in Science, Engineering and Technology (WISET). 2016.
Evidence-based Appraisal of the Program for Women Returners to Research and Development.
[5] Ministry of Science and ICT. 2019. The Fourth Five-Year Plan for the Fostering and Promotion of Women in
Science and Technology.

Five Years Ago…
2019 Japan-Korea-China Women Leaders Forum for S&T

Evaluating Progress in Gender
Equality in S&T in Korea
So Young Kim
Head of the Graduate School of Science, Technology, and Policy, KAIST
Chair of the Long-term Policy Committee, KOFWST
October 11, 2019

Long-Term Policy Roadmap for Women Scientists & Engineers• KOFWST developing the Long-term Policy Roadmap for Women Scientists
and Engineers, which was the first bottom-up effort of Korean women in S&T
to canvass the current landscape of policy for women in S&T and to identify
key issues to be addressed in the long run.
•
(Women in S&T) Urgent Need to Minimize Career Breaks of Women in S&T in theAge of Jobless Growth(Women for S&T) Increasing Demand for Active Roles of Women for Welfare, Safety,
Environment, Quality of Life, etc. beyond Industrial Growth

Proposing to Proceed in Steps

LTRM 3rd Forum(2/2014)

Member Workshop(6/2014)Public Hearing(7/2014)

Recommending Further Effort

Still Fixing Numbers and Institutions• To implement policy tasks identified as important and urgent• To continuously update on major issues of women in S&T• To create a sustainable system of policy and institutions integrating the two
aspects of women S&T (women in S&T and women for S&T)

• Still leaky pipeline★Small # of female students
choosing engineering★Many female graduates hiredin temporary jobs

★Difficult to survive
graduate schools★Career breaks due to childbirth/childbearing★Slow promotion to higher
leadership positions★Limited R&D opportunities
for women researchers

Areas of the Slowest Progress

Education• KOFWST running the first survey of the comparison of educational
environments of female vs. male graduate students this year

Education• Unbalanced shares of female students across S&T fields• Difficult lab conditions for female grad studentso Pilot survey of major universities (representative of different types ofuniversities – public vs. private, general vs. S&T-focused, Seoul vs. otherregions)o Responses: 645 (male: 61.4%, female: 38.6%)

Career Entry• Female graduates accounting for only 1/4~1/3 of new hiring in R&D workforce• Female graduates tending to be hired in temporary positions
Career Advancement• Very small share of women researchers among large-scale R&D PIs• Under-representation of women in S&T leadership

Grad Survey
Result(Hours)Master’s
Degree• Female doctoral
students spending
roughly the sameamount of time inlabs but being paid
lessProgram

Male

Female

All

t

20.54

18.08

19.41

0.971

Integrated

26.54

24.26

25.80

0.798

PhD

19.62

19.00

19.38

0.199

F

7.894***vs(KRW 1,000)

DegreeProgram

Male

FemaleAllt

Master’s

838

834

830

0.072

Integrated

1,269

1,100

1,210

2.509*

PhD

1,411

1,280

1,360

1.388

F

Grad Survey
Result• Female gradstudents lesssatisfied with theiradvisors but
experiencing more
discrimination

58.260***Grad Survey Result• Female grad students having more difficulty in work-life balance & personal
relationships and worrying more about careers/jobs

Satisfaction with Advisors(7-point Likert Scale)

Male

FemaleAllt

Master’s

5.54

5.05

5.31

2.545*

DegreeProgramF

Integrated

5.03

4.55

4.87

2.161*

PhD

5.16

4.93

5.07

0.799

4.593*

Experience of Discrimination(7-point Likert Scale)

Male

FemaleAllt

Master’s

1.48

2.07

1.75

-3.852***Integrated

1.65

2.28

1.86

-3.683***

PhD

1.61

1.84

1.70

-1.186

DegreeProgramF

0.893

Career Entry• Share of women in new R&D hiring (share of women in temporary positions inparenthesis)

Universities
27.2% (29.5%)

Public ResearchInstitutes
36.7% (39.9%)

PrivateCompanies
23.3% (65.4%)

2017 Report on the Status of Women in SET (WISET 2018)

Permanent Positions (New Hiring)Temporary Positions (Existing Jobs)• Share of women in R&D hired in permanent positions by degree
Government Research Institutes
60

54.3

52.3

60

50
40
30

50
40

27.3

25.2

24.1
13.9

20

• Share of temporary positions 2.5 times larger among female S&T workers
than in male S&T workers

Private Companies

30

42.4
27.5
16.8

20

10

39.9

Unit

Men

In 1,000

45

53

60

%

4.7

4.5

5.0

14.1

9.4

Women

10

0

Men vs.
Women

0Doctoral Degree

Master's Degree

Natural Sciences

Bachelor's Degree

Doctoral Degree

Engineering

Master's Degree

Natural Sciences

2010

2013

2016

In 1,000

67

79

78

%

13.6

13.6

12.2

Bachelor's Degree

KOFWST Issue Brief #1 on Temporary Female S&T Workers (2018)

Engineering

2017 Report on the Status of Women in SET (WISET 2018)

Career Advancement

Unfair Payment?

• Women holders of leadership positions in universities• Women new hires getting smaller payment
Department chairs
All
Heads of auxiliary units
Deans
Associate vicepresidents• 24.8% of those new hires getting less than 30 million KRW are women (vs. 14.8% ofmen)• 85.3% of those new hires getting more than 30 million KRW are men (vs. 75.2% of
women)

Women

Men

24.8% vs 75.2%

14.8% vs 85.3%

2017 Report on the Status of Women in SET (WISET 2018)2017 Report on the Status of Women in SET (WISET 2018)

Inconvenient Truth: WLB Only on Paper

More but Smaller Projects?

• Significant imbalance between mandatory and elective measures of WLB• More women PIs
Universities

Elective Measures

Mandatory Measures

GRIs
All

100

100

PrivateCompanies

80

80

60

60

40

40

20
0

20

Alternative
Workforce0
Maternity Leave
Universities

Paternity Leave

Public Research Institutes

Serial Leave

Smart WorkChildcare Leave
Private Companies

Universities

Public Research Institutes

Flexible Work
Hours (Lessthan 5 Days)
Private Companies

2017 Report on the Status of Women in SET (WISET 2018)2017 Report on the Status of Women in SET (WISET 2018)

Inconvenient Truth: More but Smaller?

In Lieu of Conclusion• But doing smaller projects
Project Size (in KRW)

Share of Women PI

1 billion or more

8.8%

100 million ~ less than 1 billion

7.5%

30 million ~ less than 100 million

12.3%

Less than 30 million

10.2%
2017 Report on the Status of Women in SET (WISET 2018)

Thank you.
• soyoungkim@kaist.ac.kr

Fixing numbers (e.g.,hiring quotas, genderratio of committees)
Fixing institutions(e.g. paternal leave,
childcare center atwork, WLB)
Fixing knowledge(e.g., bias in modern
depictions offertilization)• Still more work to do to fix numbers and institutions• Big pictures important but need more refined approachlooking into details (e.g. survey of young researchers)• Need to identify areas of slow progress and address theroot causes to develop right kinds of policy to incentivize
relevant stakeholders (e.g., moving from supplementary/
temporary payment for career-break women of S&T to restructuring of work and culture for them to sustain theircareers)

Session 2 Speaker (China)

Ruomei LI
Dr., Adviser, Former Secretary-General, Chinese Society forElectrical Engineering

Education
Degree: B.E., School: Hefei University of Technology, Location: Anhui, China, Year: 1982
Degree: M.E, School: China Electric Power Research Institute (CEPRI), Location: Beijing, China, Year:
Degree: PhD, School: University of Bath, UK, Location: UK, Year: 2000
Research Field
Electrical engineer career for system analysis and operation control
Career History
She started her electrical engineer career for system analysis and operation control in the Anhui electric
power dispatch Center during 1982-1986. In China electric power research institute (1989-1994,
2000-2004), she was engaged in the research and management work, for power system digital simulation
and analysis, operation control strategy, planning and power electronic technology. In recent years, herfocus is in promotion of clean energy in China. Her interested areas also include energy revolution andhumanity. She served as Deputy Secretary General/Secretary General of Chinese electrical engineeringsociety (CSEE) during 2004~2013. She was member of CIGRE Administrative Council/Steering Committee(2005/2006-2014). She was the AORC-CIGRE chair (2010-2012) and CIRED steering committee member(2007-2017). She is the initiator and organizer of female engineers' activities in China's power & energy field,
from 2012. She is the first chair of CIGRE WIE Task force and the main organizer of WIE event in CIGRE
Paris Sessions since 2014. She initiated the IEEE PES WIP activity in China in 2018.

Awards and Scholars
The second prize of the Science and Technology Progress award by China Ministry of Energy in 1991
(No.4)
The first prize of the China National Science and Technology Progress Award in 2008 (No.4)
Honorary member of CIGRE 2014
The “2019 IEEE PES Wanda Reder Pioneer in Power Award”
Current Memberships
Senior member of IEEE
Chair of Women in Power Committee (WIP) of IEEE Power & Energy Society (PES)
Executive Council member of World Federation of Engineering Organizations (WFEO)
Council member of China Women's Association for Science and Technology (CWAST)
Invited Research fellow of Energy Internet Research Institute of Tsinghua University since 2015

Up to now, she is a member of the Editorial Advisory Board of Tellus B-Chemical and Physical Meteorology,
Atmospheric Environment, the Editorial Board of Acta Chimica Sinica, Acta Scientiae Circumstantiae(Chinese). She is also the member of several scientific program, including China SOLAS (the Surface
Ocean – Lower Atmosphere Study), China IGAC(International Global Atmospheric Chemistry) China
iLEAPS (Integrated Land Ecosystem- Atmosphere Processes Study) , and China ABC (the Atmospheric
Brown Cloud).

INVESTIGATION AND ANALYSIS OF THE STATUS OF CHINESE WOMEN IN
SCIENCE AND TECHNOLOGYRUOMEI LI
Chinese Society for Electrical Engineering, Chinaruomei-li@csee.org.cn, ruomeili@icloud.com

Abstract: In order to realize UN SDG 5, to achieve gender equality and empower all women and girls, it isnecessary to understand the current status, problems, expectations and needs of women. This report has
shown the survey data of China's women workers of science and technology, the analysis of theprofessional women's growth path, the career bottleneck and challenges facing. It points out that a newgeneration of science & technology and social development trend of diversity, would give women more
growth opportunities. However, despite equal educational opportunities, the existing employment andretirement policies for women, as well as the lack of self-confidence caused by the social and culturalenvironment, still hinder women's career development. This paper points out that the policy makers should
adjust policies in consideration of women's special responsibilities in family and next generation cultivation,
to provide equal development opportunities for males & females. On the other hand, special
education/training and social activities can also play the key functions. Women have a great potential
capability which can produce a greater impact on the sustainable development.
Keywords: investigation of women's status, demand and bottlenecks in career, policy needs, role of social
activities, opportunities and prospects.

IEEE Senior member, CIGRE Honorary Member.
WIP Chair, IEEE PES
Executive Council, World Federation ofEngineering Organizations (WFEO)
Invited Research Fellow,
Energy Internet Research Institute, Tsinghua
University

Dr. Ruomei LI, 11/Oct/2019, Tokyo, Japan
Council Member, China Women Association of Science andTechnology
Chair, IEEE PES WIP,
Executive Council Member, World Federation of Engineering
Organizations

Council, Chinese Women Association for
Science and Technology (CWAST)

Dr. Ruomei
LI

Consultant, Chinese Society for ElectricalEngineering (CSEE)

Main Titles & Awards• Chair/Co-Chair, CIGRE Women Engineering Working Group(2013-2018)

OUTLINE• Secretary General, Chinese Society for Electrical Engineering(2009-2013)• SDG 5-goal for Women• CIRED Directing Committee (2007~2017)• Women in Power, Why & How?

• CIGRE Administrative Council/Steering Committee(2005/2006~2014)• What is the Status of Women?
• The Specialility of Women, Advantages &Challenges• To Empower Women• Chair, CIGRE AORC (2010~2012)• IEEE PES Wanda Reder Pioneer in Power Award, 2019.
• CIGRE Honorary Member, 2014

Goal 5: Achieve gender equality andempower all women and girls

SDG 5- Goal for Women• Recognize and value unpaid care and domestic work

How far it is to reach our goal?

through the provision of public services, infrastructureand social protection policies and the promotion ofshared responsibility within the household and the family

SDG 5Goal for
Women

as nationally appropriate.
• Ensure women’s full and effective participation and equal
opportunities for leadership at all levels of decision
making in political, economic and public life.

• For all the efforts on SDG 5, we should know firstly the current status of
women, especially women in science & technology, to find out feasible
paths for our goal.
• China is a country with the largest population and also the largest numbersof women professionals in STEM field. The challenges and experiences
could be useful for sharing.

Chinese Women data in S&T （2014）

What is the Status of Women ?

科技界人力资源

Total No: 81,140,000 (100%)• China is the country with No. 1 population in the world. The

Male: 51,427,000 (63.4%)

women of Science &Technology in China has also theFemale: 29,713,000 (36.6%)

Female37%largest number. Here, the data is from the report of the

The data comes from the
Male
[百分比]

China Ministry of S&T in 2016.

graduates and undergraduates

Statistics of women in Engineering and Science (2015)

Female %nIn China, it takes about 30,000USD to cultivate one BSc graduate.
The cultivation cost of a MSc or PhD student is higher.

No.

Types

Female %1Undergraduate

51％

2

Post Graduate49％

n 67% of them have BSc & BE degree,3

Female Researcher

40％

n6% have master degree.

4

Top Scholars

5.6％

The Proporion of Female Full-time Teachers and Researchers
in a 985 University in China (2015)

n36% of the scientific and technical staffs are women

Statistics of Chinese women in Engineering and Science (2015)
The Female Postgraduate data of a 985 University

%
%

%

%

.
.
% %

30 89 0774 2.80

4107744107744 84 .3

950

274

%

Women in political positions (2000~2009)3

32701.

050

2650

8%

%

0
0

0

Statistics of female CEOs in Chinese
enterprises

1%

1

5

0

%
0

4

.

3
29

0

7

3 0

3

%

Why the Career of Women is so hard?

• Long time social culture

nts

g
din

le
Ta

a

Le

e

ad

Ac

• Women’s physiological reason and family responsibilities

l

e
nn

rso

e
eP

• Public services have lagged behind

n

bo

ck

Ba

• Family education and expectation of parents

ers

ad

Le

mic

sic

Ba

Why the Career of Women is so hard?

• Retirement system (Majority of Chinese professional
women retired at 50~55 years old , men retire at 60 yrs)

ts
len

ta

n Women engeneers are lack of motivation toresearch under the current system and theenvironment

Less Opportunities for Women to have Career Promotion• Social culture

What Women Lose when not being in Power ?

• Entry Level of a company, Male% /Female%=52% / 48%;
• Manager Level: Male%/Female% = 62% / 38%;
• VP Level: Male% /Female% = 71% /29%;• SVP Level, Male% / Female% = 76% /24%
• C-SUITE Level, Male% / Female% = 77% /23%

• The direct expression of power is economic status.
Promotions to management positions means the paymentrise, which bring the decrease of women’s income. The gap
known academically as the “gender wage gap”.

Women has much less opportunity to have internal
promotion like men, although when they enter theworkforce, in about equal number.

• Without the financial independence, women can only dependon men in the family.

• Men dominate the politics, culture, family, society,administration, private sector, etc.

Why we need “Women in Power”?

Women in Power, How to be in Reality

Remarks of UN Secretary General, António Guterres:• Gender equality is fundamentally a question of power, as we
still live in a male-dominated world with a male-dominatedculture.
• When women have equal opportunities at work, development
accelerates tremendously.
• And we also need change in power relations to advancepeace and security for all, as gender equality is a key
instrument of peace and security.

• Firstly, we need fair policies for women, from governmentand companies/universities. The women has play animportant function not only for families but also for social
society. Its responsibility should be shared.
• The current retirement policy in China should be changed as
women retire 5 years earlier than men.
• Encourage and training women for their capability ofleadership.

Specialties of Women

Women’s Disadvantagel Their natural intuition allow them to capture the factbehind the scenes according to the feeling;• Lack of self-confidence. High dependence & strongl Determination - have a sense of urgency, dare to break
the routine• More focus on the details and without consideration the key

l Social skills - better understanding of human nature,communication and coordination skills
l Natural love - compassionate, love to help othersobedience on their boss or male colleagues;

points. “It is my boss’s business not mine”• Not wide mind, more emotional.

l Care for the environment - naturally close to nature.

Women’s disadvantage• Most women not participate very often the social activities.
The private message between females become the only way
to communicate. More gossips in the company or divisions
dominated by females.
• Some females can accept their male colleagues to get
promotion, but not the female in the same position, because
it hurt their self confidence.

Opportunities for Woman to be successful• Mentor is the key point.
• First of all there should exist the opportunity, and thencan we explore, The favor and promotion from important
figure can greatly accelerate the growth of young people.
• There will be more opportunities when you maintainactive participation in social activities.

Never be too late to go ahead• You would never know how far you can go in yourlife. You could realize much higher value than you
expected• In this world, it is never too late for you to makedecisions.
• Be independent, be yourself.

The 9th Japan Korea China Women Leaders
Forum for Science & Technology
第9回日中韓女性科学技術指導者フォーラム

Session 2:
Career Development Programsfor Next Generations
次世代キャリア開発プログラム

Session 2 Chair (Korea)
Heisook LEE
Principal Research Fellow, GISTeR, KOFWST
Professor Emeritus, Ewha Womans University

Education
Degree: B.S.(With Distinction), Mathematics, Ewha Womans University, Seoul, Korea, 1971
Degree: M.Sc. in Mathematics, University of British Columbia, Canada, 1974
Degree: PhD, in Mathematics, Queen’s University, Kingston, Canada, 1978

Research Field
Associative Algebras, Applied Algebra, Algebraic Coding Theory
Science Policy: Gendered Innovations, HRD in STEM, Science Education, Science Communication

Career History
Major Faculty Appointments at Ewha Womans University
1988-2014.2 Professor, Department of Mathematics
2007.8-2010.7 Dean of College of Natural Sciences
2006.8-2008.7 Dean, Graduate School,
2002-2010 Founding Executive Director, Center for WISE
1998-2001.1 Dean, International Educations Institute1997.3-2001.1 Dean for Research Affairs
1995.9-1997.2 Dean of College of Natural Sciences
2011.1-2016.3 President of Center for Women in Science, Engineering and Technology(WISET)

Appointments
2017.3-2019.2 WE-UP Professor, Handong Global University
2013.9 -2014.9. Member of Presidential Advisory Council on Science & Technology
2010.10 - 2013.2. Member of National Science & Technology Commission
2012.7-2018.10. Board Member of KAIST
2013.6-2017.6 Audit of Pohang university of Science and Technology
2012. 6-2015.4 Science Committee member of Korean National Commission for UNESCO

2009. 6 - 2011. 6. Board member of National Research Foundation
2008.1 - 2011.2. Vice President, Korea Federation of Science &Technology Societies
2006.1 - 2007.12. President, Korean Federation of Women’s Science and Technology associations
1994.10 - 1996.12. Chief Editor of Journal of Korean Mathematical Society
1888. 10 - 1990.10. Chief Editor of Communications of KMS

Awards2016.11 Samsung Awards for Creative Womon Leader
2014.10 Acievement Award, Korean Women in Mathematical Sciences Society
2014.2. Okjo Geunjeong Medal by the President of Korea
2008. 10 Achievement Award, Korean Mathematical Society
2007.12 Seoul City Culture (Natural Science Field) Award
2006. 12 Duke of Edinburgh Fellowship, Korea British Society
2003 The Year Award for Woman in Science & Engineering of the year, Minister of Science andTechnology
2003 National Science Medal, President of Korea

Current Memberships
Mem.: Korean Mathematical Society, Korean Women in Mathematical Sciences Society,
KOFWST (Korean Federation of Women’s Science & Technology Associations),
KOFST (Korean Federation of Science & Technology Societies)

Session 2 Speaker (Japan)

Rie YAMAGUCHI
Diversity and Inclusion Consultant
Japan Network of Women Engineers and Scientists

Education
Sept 1991 – Dec 1992
Master of Science (Computer Science)
University of Southern California
Career History
June 2010 – Present
Diversity and Inclusion Consultant
Undertake training to parents dealing with career and child-raisingUndertake training to managers dealing with empowerment female employees
May 2006 – June 2010
Business Cube and Partners
Marketing Senior Director
Apr 1984 – Jan 2006
Hitachi,Ltd. Software Division
Software Planning
Software Development
Joined a general electronics manufacturer in 1984 and engaged in software development, design andproduct planning for 24 years.
Took childcare leave twice and work as a general manager.
In June 2010, became an independent consultant and now provided more than 200 seminars in a year.
Book:” Let’s start after childcare leave” “Communication that makes use of childrearing employees”
Current Memberships
JWEF Member,

Work-Style Reform and Women's Career Promotion as a
National Policy and Efforts to Practical Solutions in Companies
Rie YAMAGUCHIJapan Women Engineers Forum, 2-1-30, Kudan-Minami, Chiyoda-ku, Tokyo 102-0074, JAPAN,
E-mail yamaguchi@1995consultant.com

Abstract: In 2016, the Act on Promotion of Female Participation and Career Advancementin the Workplace was established in Japan. Also, the Acts to Promote Work Style Reform
took effect in 2019.
According to these laws, efforts to promote female careers in companies have been
actively carried out. In particular, female employees who return to work after childcare
leave after childbirth and continue to work are increasing year by year, and trial and error
continue how to support activities for employees who work differently than before in theworkplace.
The author joined an ICT company in 1984 as a new graduate and worked for 24 years
after having taken childcare leave twice. Encountered various problems in balancing workand childcare, and then experienced a managerial position. Served as a leader of the
Women's Achievement Promotion Project for two years from 2006, also had theopportunity to practice problem-solving as the promotion side.
Based on these experiences, the author has provided practical information toorganizations and individuals as “Diversity and Inclusion Management Consultants”. This
paper introduces the background behind these activities and to provide the latest status of
women's career promotion in STEM field In Japan.
Keywords: Work Style Reform, Women’s Career Promotion, Childcare Leave, Gender
Equality, Work Life Balance, Diversity and Inclusion Management

1.

Executive Summary

In 2016, the Act on Promotion of Female Participation and Career Advancement in the
Workplace was established in Japan. And also, the Acts to Promote Work Style Reform tookeffect in 2019.
According to these laws, efforts to promote female career in companies have been
actively carried out. In particular, female employees who return to work after childcare leave
after childbirth and continue to work are increasing year by year, and trial and error continue
on how to support activities for employees who work differently than before in the workplace.
The author joined an ICT company in 1984 as a new graduate and worked for 24 years after
having taken childcare leave twice. Encountered various problems in balancing work andchildcare, and then experienced managerial position. Served as a leader of the Women's
Achievement Promotion Project for two years from 2006, also had the opportunity to practiceproblem solving as the promotion side.
Based on these experiences, the author has provided practical information toorganizations and individuals as “Diversity and Inclusion Management Consultants”. I would
like to introduce the background behind these activities and to provide the latest status ofwomen's career promotion in STEM field In Japan.

2.

Introduction

There are few female engineers in Japan. According to the 2012 White Paper on Gender
Equality published by the Cabinet Office, only 14% of Japanese researchers (including
engineers engaged in development in companies) are advanced in international comparison.
Near the lowest in the country. In addition, about two-thirds of male researchers belong tocompanies, whereas only one-third are female.
According to the survey results of the reasons why there were few female researchers, themost common answer for both men and women was “difficult to balance home and work”
followed by “difficult to return after childcare” In terms of female responses, the top threereasons were related to family balance. From this, it can be easily imagined that improving
the environment related to balance increases the number of female engineers and leads tosuccess.

3.

Approach and Methodology

There are the following two problems that women after childcare leave face back towork.
Difficult to produce work results in a limited time
Difficult to get an understanding from the workplace about working with the work-lifebalance support system
It is an urgent task for companies seeking to promote the active participation of women inorder to make them aware of these issues during childcare leave or after returning to work,and how to deal with them.
The training program was devised. These are the “return to work seminar after childcare
leave,” “seminar for managers,” “seminar with partner,” and “seminar for young female
employees.”
3.1 Seminar for returning to work after childcare leave
3.1.1 Needs from companies
In companies where the number of employees returning to work from childcare leave isincreasing, there are many cases where they are aware of the problem of how to work after
returning to work. Two major problems are depending on the type of company.
The first is a company that wants to do something because employees who are raisingchildren think of the use of the work-life balance support system as a natural right and tend
not to be grateful for the surrounding coverage. This has been actively promoted"family-friendly" measures, but it is often found in companies that have a low "proportion ofgender equality." For example, companies that have improved the childcare leave system andshort-time work system in a direction that allows them to rest as long as possible, but still
have a personnel management system by course.
The second is, in contrast, companies that are expected to produce high results even whileraising children, and those who cannot do so feel extremely negative or cannot continue theirwork. This is high in “type of equality promotion” but low in “family-friendly” type

companies. Although there is a place to play an active part according to ability regardless ofgender, there is still a strong idea that long working hours are natural and that working for along time contributes to the organization.
In either case, the way the company has been so far has had a strong influence on the way
employees think after childcare leave, so simply changing the mindset and awareness offemale employees will not solve the problem. This is well understood by the person in chargeof the personnel / diversity promotion department who is the client of the training, and theseminar is undertaken.
3.1.2 Seminar Program
At the beginning of the seminar, there is always time to explain the purpose of theseminar to managers above the Human Resources Department. The reason is that the person
who has authority to say that the company expects the success of employees who are raisingchildren in the future, and of course, can improve their careers, as long as it seeks the resultsof their work in a high load of balancing work and childcare. This is because it is necessary tohave a declaration. This affects that the seriousness of the company is communicated to thestudents and has a positive effect on the attitude of attending the seminar.
In lectures on attitudes to balancing work and childcare, even if there is a period when theburden of childcare is temporarily high, it is noticed that there is a period of work over a long
period. This lecture can contribute to Students who are busy with day-to-day childcare tend to
be unable to draw a vision of their future career, but this approach makes it possible to grasp
the current situation objectively from a long-term perspective.
3.1.3 Cooperation with partners and family
Women are more likely to choose time-restricted work styles when they return to work,
but at the same time they tend to think that childcare and housework should be primarily
responsible. However, as a matter of course, it is impossible to play an active role at work,
aiming at a high level of childcare and housework. Therefore, he explains the necessity ofsharing childcare between couples. In particular, the emphasis is on the necessity of sharing
between the nursery school and the sharing of the call handling and nursing when the child isill.
If the same person a mother or a father performs pick-up at a nursery school, it tells
us that there is no freedom of time both in the morning and evening, and that the burden on
both mind and body is heavy. We propose that both couples can pick the child up. It is notuncommon for the students to respond that they were unaware of entrusting them to theirhusbands because they believed that they were going to take care of the nursery. I was
surprised by this reaction. This is because the couple who worked together around 20 years
ago, such as my family, flexibly shared the nursery. However, as a real problem, as long as
modern mothers are still bound by stereotypes.
3.1.4 Effect of seminar
In this training, the effect of changing the student's consciousness as follows isrecognized, and high satisfaction is obtained every time.
I thought it would be good to aim for higher working hours
Because I was going to do all my childcare and housework even after returning towork, it was an opportunity to think about what my husband would do
I thought that I had to take care of my child
I wanted to actively use home appliances and housework services
I want to think about my future growth
In the future, we are considering the evolution of content that can be communicated toboth men and women, based on the fact that male employees taking childcare leave are
gradually increasing.
3.2 Seminar for managers
3.2.1 Background of starting seminar for managers
In 2012, a full-scale seminar for returning to work after childcare leave was started. There
was a clear common point in the free description column of the post-seminar questionnaire
for any company. That is, "I want managers to hear this story."
When the author first saw this impression, felt that it was difficult to squeeze thecontents to be conveyed in the seminar for managers. However, because of the increasingneeds, finally decided to provide it.
The research results of the Institute of Social Sciences, the University of Tokyo,
published in 2013 summarizes what should be done to users of the short-time work system,and this was a great reference. In addition, the role-playing scenario created for the “Ikuboss
Training Course” in April 2014 is now offered as a set with lectures. The number of requests
for seminars for managers has increased rapidly since 2014, because the idea that “direct
managers are the key to the success of employees after childcare leave” has been made known
to corporate personnel. It was.
3.2.2 Seminar contents for managers
The following three points are the most important things to convey in the seminar for
managers.
(1) To improve work efficiency throughout the workplace and promote work-style reform
for all employees(2) Do not lower the quality of work (difficulty) for subordinates who work intime-constrained ways (work volume is adjusted as necessary)(3) As with other subordinates, develop future-oriented subordinates who are working
with time constraints in a planned manner.
In order to carry out the above (2) and (3), communication between the supervisor andsubordinates during childcare is essential. However, some managers give too muchconsideration to subordinates who are raising their children (excessive consideration), making
it challenging to assign jobs appropriately and give them opportunities to encourage growth.
Many people feel it. Therefore, we have devised and proposed the return-to-work interview
sheet as a communication support tool. It is the same as the one made for cafe participants
after childcare leave.
This sheet is composed of items for knowing what kind of work environment thesubordinates work after returning to work after childcare leave, and enthusiasm and requests
for work, and covers information that the subordinates should convey to the supervisor during

the interview. Yes. By knowing such information specifically by the boss, it is possible toestimate the burden of subordinates who are raising children, not knowing only at theworkplace.
3.2.3 Role-playing between managers and subordinates
Managers are lack of knowledge for how to communicate with subordinates who wereraising children. They need to get hints by having a conversation with a subordinate during aninterview. Therefore, we devised role-playing that consists of a set of three people: asupervisor, a subordinate, and a referee who observes the correspondence of the supervisor.
Seven examples of interview scenarios were created as lisited below.
1. Report of pregnancy from female subordinates
2. Consultation on childcare leave acquisition from male subordinates
3. Talk with subordinates returning from childcare leave
4. Consultation from subordinates one month after returning to work
5. Complaints from colleagues of short-time workers
6. Consultation to increase workload for short-time workers
7. Talk to a child-caring subordinates
The most commonly used are 3, 4, and 5. The purpose of 5 is that a colleague working
with a subordinate who is raising a child and working with a short-time work system isannoyed because the workload increases due to the short-time work. Some managers haveexperienced this, and people often hear about their feelings.
Role-playing is very exciting every time, and even after the end, participants can discuss
their thoughts and communicate more actively, and satisfaction is high.
3.2.4 Effect of seminar
The managers who attended the seminar expressed the following impressions and thoughtthat the original purpose was achieved.
I was too careful about my subordinates
I learned a lot from what I heard for the first time
I want to improve long working hours for employees without time constraints
I want to incorporate a return-to-work interview sheet
Role-playing was helpful
As future issues, we would like to add items such as evaluation methods for subordinates
who are raising children and the prevention of maternity harassment.

4.

Conclusions and recommendations

For seven years since 2012, we have provided training (seminars) for corporations. In thelast few years, there has been a significant movement in promoting women's active
participation and work style reform, and the workplace is changing at an unprecedented rate.
The government started to discuss the upper limit on working hours. Workplace problems thatmake it difficult for women to work are rooted in Japanese employment practices, which
existed 30 years ago, and have continued for a long time. However, as if it were a heavy stonethat began to roll, reforms that began to move in a specific direction would increase in speed
and never go back.

In the future, based on the efforts so far, we plan to enhance training to cultivate female
manager candidates and support for female leaders to play active roles as management.
The speed of change varies from company to company and individual, and there isresistance from the layer that loses vested interests. Based on this situation, we will continue
to provide optimal solutions that meet the needs of the workplace in order to create aworkplace where all working people, including women who work while raising children, candemonstrate their abilities naturally.

Today’s Topic

Work-style Reform and
Women’s Career
Practical Solutions in Companies• Introduction• “Work-style Reform” in Japan• Practical Solutions in Companies• Conclusion

October 11th 2019
Rie Yamaguchi (Japan)

Self Introduction (1)• Born in 1961
• Graduated from Tsukuba University, majoredin Computer Science• Entered Hitachi, Ltd. as an software engineer
in 1984
INTRODUCTION

--- Equal Opportunity Law 1985 ----- Child Care and Family Care Leave Act 1991 ---• Engaged in software development teamSelf Introduction (2)Self Introduction (3)• Gave birth in 1994 : child care leave by one year old• Back to work in 1995 and entered so-called mommy
track (by 1998)• Gave birth in 1996: child care leave by four month• Promoted to a managerial post in 1998
• Worked as a manager and then senior manager in the
product planning section• Nominated a Diversity and Inclusion Project Leader
in 2006– Realized that mommy track problems still unchanged– felt responsible in part for the situation as a first-generation– My daughter was 10 years old at that time and I did notwant this problem remain pending in her future• Started Independent consultant in 2010

Why Work-style Reform
In Japan• Birthrate is declining• Aging population increasing-> Labor force is declining rapidly• We need”WORK-STYLE” REFORM IN JAPAN

– To expand employment opportunities for more people– To maximize their motivation and ablities

What is Work-style Reform• Redress long working hours– Engaging women and elderly in work

• Create environment for easier changing jobs
– Establishing universal rules for dismissals– Supporting career changes• Redress disparities– Equal pay for equal work
– Narrowing gaps in working conditions between regular and nonregular workers

Japanese Women in Workplace
Each Age Group

Japanese Women in Workplace
After Giving BirthCThe proportion of women who continue to work before and after giving birth to their first child increased from around 40% to 53.1%.
CThe ratio of men taking paternal leave increased but remains low. The length of leave is less than one year or longer for women,
extremely short for men.

Source : White paper on gender equality 2019

Japanese Women in Workplace
After Giving Birth Permanent EmployeeEWork History of Wives (Permanent Employee）
Before & After Giving Birth to their First Child by His/Her Birth Year

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

Japanese Women in Workplace
Managerial Positions
While there isn’t a large discrepancy in the proportion of women employed between Japan (44.2%) and other countries,
the proportion of women in managerial positions in Japan (14.9%) is lower than other countries.

Maternity retirement
Continued work (birthing leave )

19
85
-8
9
19
90
-9
4
19
95
20 -99
00
-2
00
20
4
05
-2
00
20
9
10
-2
01
4

Continued work(birthing leave + child-care leave)

Source : White paper on gender equality 2019Japanese Women in Workplace
Solutions from My Viewpoint• To address engaging women in workplace, It is necessary toincrease managerial position women in everywhere• Only experienced employee can promote to managerial positions• For women in 20s to 40s, which are very important period for theircareer, giving birth and child-raising are highly important issues
for their entire life
• They thought it should be almost impossible to both raise children
and become managers, but I know they can because I did• Therefore I developed Corporate in-house training for mothers
which enables both child-raising and career enhancement

Practical Solutions
Corporate in-house training for mothers• Main Target– Working at private companies or public organizations– Permanent employed– Willing to continue working– Partners also employed• Contents
CRaise awareness of their career
CEncourage communication with their bosses and colleagues
CInform importance to collaborate in child care and housemanagement with their partners

PRACTICAL SOLUTIONS IN COMPANIES

Practical Solutions
Impressions from Trainees• Satisfaction level was very high• Impressions“ It would be good to aim for higher working hours”“ I was going to do all my childcare and housework, but it was anopportunity to think about what my husband would do”“ I thought that I had to take care of my child only by myself but I cancall help”“Interested in home appliances and housework services!”“I need to think about my future growth””I want managers to hear this story”“I think my boss should take this training”“Please give this training to our bosses”

Practical Solutions
Corporate in-house training for Managers• Main Target– Managers who’s subordinates are pregnant or child-raising• Contents– Give chances to child-raising workers to prove their selves– Consider to time constraints of child-raising– Keep good communication with child-raising workers– Interview child-raising employees and ask what kind ofmanagerial support is helpful for both child-raising and career
enhancement– Roleplaying– Case Study

Practical Solutions
Impressions from Trainees• Satisfaction level was very high• Impressions“I was too careful about my subordinates but now I know it was
too much””I learned a lot from what I heard for the first time”“Roleplaying was helpful”“Since I do not want to be doubted to sexual/power/maternity
harass, difficult to ask private issues to my subordinates”/

Practical Solutions:Back-to-work Interview Sheet• Most Efficient tool I created : “Back to work Interview
Sheet”• It contains working conditions of workers which bosses
should know to assign appropriate about of job to them.
• Since the managers feel fear for harassment charge toomuch, this kind of guideline is very helpful.
• This sheet is very popular and have been introduced tomajor companies.
• It includes commuting time, nursery school location,
partner commitment, parents cooperation, and so on.

•

*
*-

Condition
/

/

-

- - *
-

１

Commuting time（where you live）

２

Location of your nursery, how much time the child spend at
the nursery３Your spouse’s work hours/work style,-４

Support from your parents/Services available for use

５

Health of your child/ren

-

.

*

/

Practical Solutions
Up-to-date Corporate in-house Training Menu
• Unconscious Bias Seminar for Managers– What is unconscious Bias
– Examples of unconscious Bias
– How to avoid negative effect to recruiting and promoting?

• Promoting paternity leave– Management challenge– Fathers’ challenge

CONCLUSIONS

.
--

/

Eﬀect.
/- *-

-

.-

-

-

. -

-

-

. -

-

-

. -

-

Conclusions

Thank you!

Customer a

Yamaguchi• Work-style Reform is Urgent Problem in Japan• From my own experience, I have been developing practicalsolutions for employed mothers and fathers which is one of
the most challenging part of Work-style Reform• Corporate in-house training has been proved to be effective• “Back-to-work interview sheet” is supporing managers a lot• I believe women proportion of Managerial position rateachieved to be 30% soon

Business Model
In 2018 about 200 trainings were conductedTraining Company
A::

Customer cCustomer x

Training Company
B:
Customer zSession 2 Speaker (Korea)

Suk Kyeong Lee
Professor, the Catholic University of Korea, School of Medicine

Education
Degree: B.S. (graduate summa cum laude) Seoul National University/ College of Pharmacy, Seoul, Korea,
1986
Degree: M.S. in Pharmaceutics) Seoul National University/ College of Pharmacy, Seoul, Korea, 1988
Degree: Ph.D. Molecular Pharmacology and Biological Chemistry, Northwestern University Medical School,
Chicago. U.S.A, 1994

Research Field
Mechanistic role of virus in tumorigenesis
Noncoding RNAs (miRNA, long noncoding RNA) network in tumor and immune disorder
Effect of sex/gender on pathology and treatment

Career History
1994.6-1997.2

Post Doc, Northwestern University Medical School

1997.5 -2004.2

Assistant professor, College of Medicine, The Catholic University of Korea

2004.3 -2009.2

Associate professor, College of Medicine, The Catholic University of Korea

2010.3- present

Full Professor, College of Medicine , The Catholic University of Korea1

Appointments
2017.3- present

Animal research ethics committee (Gachon University

2017.10- present

Board Member of IRB (The Catholic University of Korea)

2017.11~2018.10 Committee on the Fourth Industrial Revolution
2018.10- present

Committee on the talented young generation for the future2018.11- present

Board member of National Research Foundation

Awards
2015: Presidential Award ( improving gender equality)

Current Memberships
KOFWST (Korean Federation of Women’s Science & Technology Associations)Korean Society for Molecular and Cellular Biology
Korean Society for Biochemistry and Molecular Biology
The Korean Cancer Association
The Pharmaceutical Society of Korea
American Society for Microbiology
International Association for Research on EBV and Associated Diseases
Women’s Bioscience ForumThe KOFWST’s Journey to Foster Females in STEM fields
Suk Kyeong LEE(Department of Medical Life Sciences, Department of Biomedicine & Health Sciences, College ofMedicine,

The

Catholic

Universityof

Korea,

Seoul,

06591,

Republicof

Korea,

sukklee@catholic.ac.kr)
Abstract: The scarcity of female STEM role models negatively influences girls in two
ways. First, when girls consider entering higher schools such as universities or graduate
schools, choosing STEM fields is not reinforced by respected role models. Second, the lackof female role models solidifies somewhat negative stereotypes held by girls and young
women about STEM fields. KOFWST (the Korea Federation of Women's Science andTechnology Associations) composed of 65 member organizations in the field of S&T has
tried to encourage girls in entering to STEM fields. The KOFWST has published biography
series ‘Women in Science’ about Korean women in STEM fields and the scientific careers
they have pursued with passion. In addition, Korean editions of ‘Women’s Adventures inScience (Volume 1~10)’ by National Academy Press have been published. The authors andtranslators of those books gave lectures to girl students to convey their lively stories about
their dreams and experiences in the path to fulfil their dreams. To fix the women’s
problems in S&T, girl friendly science education and programs for promoting and keeping
more women in S&T are urgent. Many problems are rooted on the fact that women havebeen excluded from the decision making and the positions in charge of managing research
projects and institutions in S&T. To overcome this problem, the KOFWST has run 8 week
female leadership program since 2015. Cumulative total about 150 female S&T personals
have benefited from the programs to cultivate their leadership and to establish network withother female leaders in STEM fields. This paper overviews the KOFWST’s journey toinspire girls to enter to STEM fields and to help female S&T scientists to grow as leaders inthe society.
Keywords: STEM, Role Model, Book Talk, Female Leadership, Women in Science andTechnology

1.

Introduction

The Korea Federation of Women's Science and Technology Associations (KOFWST)
was established in 2003 with 4 associations for the purpose of fostering alliances among
women’s science and technology organizations. The mission of KOFWST is to enhance statusof women in science and technology, to achieve equal employment of women in science andtechnology, and to expand national capacity of science and technology. As of September 2019,
KOFWST consists of 65 member associations: 23 women’s committee, 9 general, 3 regional,
9 vocational, 14 society, and 7 cooperative members.
Activities of KOFWST include supporting associations in science and technology,
annual conference, leadership program for women leaders in the science and technology field,
forums, international cooperation, laboratory safety management for women scientists,
fellowship award programs, publications, gendered innovations in research, and social
responsibility programs.

This paper summarized stepwise activities of KOFWST to foster women in S & T for
career development. First of all, KOFWST tries to encourage girls to enter STEM fields bypublishing books providing role models for girls.

2.

Career Guidance Program

KOFWST tries to encourage girls to enter STEM (Science, Technology, Engineering,and Mathematics) fields by publishing good science books. For this purpose, KOFWST haverenowned female scientists to write about their stories to let girls know what they experienced
and how they achieved their dream. KOFWST also has translated English biographies ofrespectable foreign female scientists in Korean so that girls as well as boys can read and learn
from their lives. The authors and translators of the books also have visited middle/high school
to give lectures regarding the books and share their own stories with the students. In addition,book essay contests have been held every year for students who read the books KOFWST
have published.
2.1

Publishing Books in STEM
Research on the gap between men and women in STEM fields points out the paucityof role models for girls when they consider STEM careers. KOFWST tries to encourage girls
to enter STEM fields by publishing series of books regarding female STEM scientists.
KOFWST has published books such as ‘The Only Woman in the Room’ by Eileen
Pollack, Korean Edition (2015), ‘Women’s Adventures in Science (Volume 1~4)’ by National
Academy Press, Korean Edition (2016), ‘Women in Science’ (2016), ‘Women’s Adventuresin Science (Volume 5~10)’ by National Academy Press, Korean Edition (2017), ‘Women in
Engineering’ , Korean Edition (2017), ‘Women Entrepreneurs in S&T’ (2018), and ‘Women
Scientists – Reflections, Challenges, and Breaking Boundaries’ by Magdolna Hargittai,
Korean Edition (2019).
In 2017, the first book of ‘Women in Science’ series was ranked among the 10 best
sellers in science sector. The same book was also designated as 2017 Sejong Book, aprivileged book award granted by Ministry of Culture, Sports, and Tourism. Five authors
were invited to give lectures at Seoul Science Center.

2.2

Author Lecture SeriesBook Talk series has been carried out to reach out girls and to give them chances tomeet female scientist role models in person. The authors and translators of the books
KOFWST published visited middle/high schools, gave lectures regarding the books, andshared their own stories with the students.
In 2017, 11 female scientists visited 4 middle schools and 4 high schools scattered invarious provinces. In 2018, 11 female scientists visited 5 high schools where they graduatedfrom. Over 1,000 girl students who were interested in STEM fields had met the female STEM
researchers and listened to what the role models have experienced and how they reachedwhere they are now.

2.3

Book Essay Contest for Students
Book essay contests have been held every year for students who read the books
published by KOFWST. In 2017, 18 middle/high school students were selected and awarded
for their book essays. In 2018, 36 out of 152 book assays were chosen as awardees. Prizes
were also given to two of the schools where many good assays were applied from.

3. Career Advancement Program
KOFWST have developed an 8 week leadership cultivating program and trained
women leaders since 2015. The leadership program pursues 1) to strengthen leadership offemale S & T personnel who are in the pre-participation stage of major committees as well as
women science leaders in the early stages of committee participation, 2) to boost cooperation
between S & T leaders and public leaders, 3) to establish the nation's best technology andpolicy network for female leaders in STEM fields.
As present Korean government aims to fulfill 40% female ratio in every
governmental commission, many female STEM scientists who were trained in KOFWST
leadership program have been newly appointed as government committee members.
3.1

Leadership Program in Science and Technology
The first leadership program aimed for ‘Leadership Development & Training’ and 30
female scientists participated in that in 2015. Total 26 members participated the second
leadership under the subject of ‘The Essence of Leadership’ in 2017. In 2018, there were thethird and fourth leadership programs. Thirty six female scientists participated the third
program for ‘Public Leadership’, while 30 members joined for the fourth leadership program
under the subject of ‘Public Leadership in the Fourth Industrial Revolution’. This year, 29
STEM scientists were trained in the fifth leadership program for ‘Public Leadership in theTransformation Era’.
A scientific leader today is required to be not only an excellent researcher, but also agood manager. To be a leader in the society, scientists need to gain the experience and ability
to analyze various information and then to integrate them into a policy. KOFWST are helping
female scientist for that by running the leadership program.

KOFWST

KOrea Federation of Women’s Science & Technology Associations

KOFWST was established in 2003 with 4 associations
for the purpose of fostering alliances among women’s science and technology or
ganizations.

The KOFWST’s Journey toFoster Females in STEM Fields

The mission of KOFWST is to· enhance status of women in science and technology· achieve equal employment of women in science and technology· expand national capacity of science and technology.

Suk Kyeong Lee
Department of Medical Life Sciences, Department of Biomedicine & Health Sciences
College of Medicine, The Catholic University of Korea

The number of members of KOFWST as of October 2019 are~ 75,000 from 65 associations.
The 9th Japan-China-Korea Women Leaders Forum for Science & Technology on Oct. 11, 20191

65 Associations

Activities
New

K wseap
Society Members
(14)

New

Cooperative Me
mbers
(7)
New

Vocational Me
mbers
(9)

KOFWST
Women’s Committee(23)

Regional Me
mbers
(3)
General Members
(9)

Supporting Associations in S&T

Laboratory Safety Management

43 projects in 2019

for Women Scientists

Annual Conference

Fellowship Award Programs

since 2006

Excellence Award for Young Scientists…

Leadership Program

Publications

for Women Leaders in S & T

Women Meet Science, Women at the Heart of Science…

ForumsGendered Innovations in Research

S&T, Policies, Industry 4.0…

Policy Development to Promote Gender-based ResearchInternational Cooperation

Social Responsibility Programs

Korea-China-Japan, EKC, CKC, UKC, AKC and GNet…

Volunteer Education Programs & Scholarships for Migra
nt Youths

2

Career Guidance Program3

Publishing Books in STEM
Research on the gap between men and women in STEM fields points out the paucity of role models for girls when they consider STEM careers. KOFWST tries to encourage girls to enter STEM fields by publishing series of books regarding female STEM scientists.

◀ Publishing Books in STEM
to encourage more girls to pursue STEM fields

2006

2005
『Women Meet Science』

Author Lecture Series ▶
giving lectures and sharing
their own stories with students

Introducing 61 women inscience and technology

2007『Women at the Heart of Science』
Introducing 24 women in science and technology『Delicious Jobs in Science』◀ Book Essay Contest for Students

honoring students who read the books
KOFWST have published and wrote essays

Introducing 140 jobs in science and technology

45

Publishing Books in STEM

Publishing Books in STEM
2010

2008
『Waiting for tomorrow’s Marie Curie Ⅰ』
Celebrating Women of
Outstanding Achievement Ⅰ
Introducing 24 women in science and technology

2015

2011

『Waiting for tomorrow's Marie Curie Ⅱ』
Celebrating Women of
Outstanding Achievement Ⅱ『Who’s Next』 Volumes 1~4
Introducing 108 women in scienceand technology

2016『 The Only Woman in the Room: Why Science Is Still aBoys' Club – September, 2015 』
by Eileen Pollack (Author)

Introducing 24 women in science and technology『Women in Science』
Introducing 5 women in science and technology

A bracingly honest exploration of why there are still so fe
w women in the hard sciences, mathematics, engineering, and computer science『The Only Woman in the Room』
(Korean Edition)◀ Selected as a book of Culture & Education section for "2017 Saejong Doseo"
hosted by Publication Industry Promotion Agency of Kore
a under Ministry of Culture,
Sports and Tourism

Published in Korean

6

Publishing Books in STEM

7

Publishing Books in STEM

2016

2017

National Academy Press,『Women’s Adventures in Science』(Korean Edition)

Selected as a 2017 Excellent Science Book by KO
FAC(Korea Foundation for the advancement of S
cience & Creativity) ▼Introducing 4 women in science and technology
Forecast Earth: The Story of Climate Sci
entist Inez Fung (2006)↓

National Academy Press,『Women’s Adventures in Science』(Korean Edition)
Introducing 6 women in science and technology
BONE DETECTIVE: the story of fore
nsic anthropologist DIANE FRANCE( GORILLA MOUNTAIN: the story of wildl
2006)
ife biologist AMY VEDDER (2006)↓↓

Gene Hunter: The Story of Neuropsychologist Nancy W
exler (2006) ↓NATURE’S MACHINES
the story of bio mechanist M
IMI KOEHL(2006)↓

Published in Korean

Published in Korean↑
Robo World: The Story of Robot Designer Cynthia
Breazeal (2006)↑
STRONG FORCE: the story of physici
st SHIRLEY ANN JACKSON (2006)↑
Beyond Jupiter: The Story of Planetary Astronomer Heidi Hammel (2006)↑
SPACE ROCKS
the story of planetary geologist ADR
IANA OCAMPO (2006)

8

Publishing Books in STEM

Author Lecture Series
2019

2018

↑
PEOPLE PERSON
the story of sociologist MARTA TIENDA(2006)

Selected as a 2018 Excellent Science Book by KO
FAC(Korea Foundation for the advancement of S
cience & Creativity) ▶
9Book Talk Series

2017『Women Entrepreneurs in S&T』

『Women Scientists 』by Magdolna Hargittai (Author)

Introducing 5 women entrepreneurs in S &T

Interviews with over 100 successful women scientists fro
m 18 countries

11 Female scientists visited 4 middle schools
and 4 high schools scattered in various provinces[Contents]
Bio Venture… Finding the Hope of Intractable Diseases
Information security… Management to crack passwords between people
Published in Korean

Science exhibition… Reading mania adds story to science
Venture Capital… From Doctor to Venture Capitalist… Social venture
More girls to the wider world

10

City

Time/Place

Incheon10.17/ 제물포여자고등학교 girls MS

Daegu

10.19 / 효성여자고등학교 girls HS

Osan

10.23/성호중학교 MS

Daejeon

11.1/지족고등학교 HS

Daegu

11.21/경구중학교 MS

Gwangju

11.27/동신여자중학교 girls MS

Seoul

12.7/하나고등학교 HS

Gimhae12.13/김해여자고등학교 girls HS
11Author Lecture SeriesBook Talk Series

2018

11 Female scientists visited 5 high schools
where they graduated from.
City

Time/Place

Daejeon

5.9/ 유성여자고등학교 girls MS

Gwangju

5.16/ 금호중앙여자고등학교 girls HS

Yang Pyeong

5.29/양서고등학교 HS

Chun Cheon

6.1/춘천여자고등학교 girls HS

Seoul

9.21/정신여자고등학교 girls HS

Daegu

11.5/경덕여자고등학교 girls HS

Over 1,000 girl students who were interested in
STEM aields met the female STEM researchers.
13Book essay contests have been held every year for students
who read the books published by KOFWST.

Book Essay Contest for Students
2017 ~ 2018

In 2017,18 middle/high school students were selected a
nd awarded for their bo
ok essays.
In 2018
36 out of 152 book assa
ys were chosen as awar
dees. Prizes were also gi
ven to two of the schools where many good essa
ys were applied from.

15

Career Advancement Program

1st Leadership Program

Leadership Program in Science & Technology ▼1st / APR 14 ~ JUN 8, 2015

3rd / MAR 12 ~ APR 30, 2018

2nd / MAY 15 ~ JUL 3, 2017

APR 14 ~ JUN 8, 2015

The airst leadership program aimed for ‘Leadership Development & Training’and 30 female scientists participated in that in 2015.
1기 프로그램 (2015년 4월 13일 ~ 6월 8일 / 매주 월요일)5th / MAR 25 ~ MAY 20, 2019

4th / OCT 15 ~ NOV 19, 2018

16

1주차
04/13

1교시

효과적여성 리더십의 이해

김성회 CEO리더십연구소장

2교시성공하는 여성 리더의 기초최영순 데일카네기코리아 대표이사

2주차
04/20

1교시

매력적인 여성 리더가 되려면유인경 방송인

2교시우호적인 인간관계 증진이미라 데일카네기코리아 이사

3주차
04/27

1교시

여성리더와 네트워크론이은형 국민대 경영학과 교수2교시걱정 및 스트레스 극복이미라 데일카네기코리아 이사

4주차
5/4

1교시

역사와 인문학으로 본 리더십이은형 국민대 경영학과 교수2교시열렬한 협력창출 및 리더십 개발최영순 데일카네기코리아 대표이사

5주차
5/11

1교시

스피치의 기술

강영은 MBC 아나운서2교시

명확한 의사전달최영순 데일카네기코리아 대표이사

6주차
5/18

1교시

디지털 시대의 돌핀 리더십홍은주 한양사이버대학교 교수

2교시건설적인 의견 제시고상근 데일카네기, 서울대 교수

7주차
6/1

1교시

소통하는 글쓰기제정임 세명대 저널리즘 교수2교시칭찬을 통한 동기부여이미라 데일카네기코리아 이사

8주차
06/08

1교시

공공리더십의 특징과 대응방안김명자 전 환경부 장관2교시팀워크 리더십 개발이미라 데일카네기코리아 이사17

2nd Leadership Program

MAY 15 ~ JUL 3, 2017

Total 26 members participated the second leadership under the subject of ‘The Essence of Leadership’in 2017. In 2018, there were the third and fourth leadership programs2기 프로그램 (2017년 5월 15일 ~ 7월 3일 / 매주 월요일)1교시

리더십 입문강한 리더 현장에서 빛을 발하는 리더십

김성회 CEO리더십연구소장

2교시

과정 소개

교육성과를 높이기 위한 목표수립과 동기부여권오남 서울대학교 교수

2주차
05/22

1교시

리더의 교양리더를 위한 인문고전김 헌 서울대학교 인문학연구원 HK교수2교시리더의 콘텐츠1맛있는 글 요리하기 (과제 부여)허두영 테크업 대표

3주차
05/29

1교시

리더의 경제상식1경제에서 배우는 리더십홍은주 한양사이버대학교 교수2교시리더의 말하기1매력적인 리더를 위한 성공적인 스피치법1이은영 모아아카데미 원장

4주차
06/05

1교시

리더의 말하기2매력적인 리더를 위한 성공적인 스피치법2이은영 모아아카데미 원장2교시리더의 시대정신

조선시대, 왕과 신화로 산다는 것신병주 건국대학교 교수

5주차
6/12

1교시

리더의 전략대왕 세종의 리더십박현모 여주대학교 세종리더십연구소 소장2교시리더의 경제상식2거시경제 흐름 읽기: 대한민국 경제와 미래홍춘욱 키움증권 연구원

6주차
6/19

1교시

리더의 법 이해법의 지도최승필 한국외국어대학교 교수2교시리더의 콘텐츠2과제첨삭, 콘텐츠 큐레이션허두영 테크업 대표1교시리더의 듣기

소통하는 리더 (Action Learning)이영민 액션러닝코리아 대표2교시리더의 그릇리더의 덕목 및 양성김태완 서울대학교 교수1교시리더의 역할

정책결정 위치에서의 여성과학기술인의 역할민경찬 연세대학교 명예특임교수

2교시

과정 정리

교육성과 공유 졸업식권오남 서울대학교 교수

1주차
05/15

7주차 6/26
8주차
7/3

19

3rd Leadership Program

4th Leadership Program

MAR 12 ~ APR 30, 20183기 프로그램 (2018년 3월 12일 ~ 4월 30일 / 매주 월요일)오리엔테이션권오남 여성과총 부회장, 서울대학교 교수합리성과 감성의 거버넌스 리더십김명자 한국과총 회장

2교시한국인의 탄생과 발견최정운 서울대학교 외교학과 교수2주차
(3/19)

1교시패권의 비밀과 행복의 비밀김태유 서울대학교 산업공학과 명예교수2교시

국가 과학기술 정책과 거버넌스문미옥 대통령비서실 과학기술보좌관

3주차
(3/26)1교시양성평등정책과 여성리더십민무숙 한국양성평등교육진흥원 원장2교시리더의 성공적인 커뮤니케이션

김은혜 MBN 앵커

4주차
(4/2)

1교시

혼란의 시기, 생존과 선택을 위한 위대한 결정

2교시효과적인 구성원 관계 관리1주차
(3/12)

1교시

1교시인공지능 핵심기술과 전망이경일 솔트룩스 대표2교시리더의 법적 책임과 역할강한승 김앤장변호사

6주차
(4/16)1교시바이오산업과 규제묵현상 범부처신약개발사업단장

2교시

4차산업혁명과 새로운 인재의 조건정두희 한동대학교 교수7주차
(4/23)

1교시

부(富)의 삼원색홍은주 한양사이버대학교 교수

2교시여성공공리더십오종남 스크랜튼여성리더십센터 이사장1교시나눔의 리더십안규리 서울대학교 내과학과 교수

2교시여성리더 특강백희영 전 여성가족부 장관수료식교육성과 공유 및 수료식권오남 여성과총 부회장, 서울대학교 교수8주차
(4/30)

4기 프로그램 (2018년 10월 15일 ~ 11월 19일 / 매주 월요일)오리엔테이션 · 여성공공리더십백희영 전 여성가족부 장관1교시과학기술 정부 조직, 위원회,거버넌스(토론)유명희 여성과총 회장노정혜 한국연구재단 이사장문미옥 대통령비서실 과학기술보좌관박상욱 서울대학교 교수박수경 한국과학기술원 교수1교시디지털시대에서 과학기술 소통이상욱 한양대학교 교수2교시디지털 시대의 플랫폼 변화와 소통정혜승 대통령 비서실 디지털소통센터장

3주차
(10/29)1교시인공지능과 함께하는 세상이경일 솔트룩스 대표

2교시미래사회의 경제시스템

이원재 LAB2050 대표4주차
(11/05)1교시블록체인 기술엄경순 한국IBM CTO

2교시블록체인과 미래사회인 호 고려대학교 교수5주차
(11/12)1교시국가혁신체제 및 과학기술 정책

홍성주 STEPI 전략기획단장

2교시시민사회와 여성리더십엄규숙 대통령비서실 여성가족비서관

6주차
(11/19)1교시빅데이터 분석을 위한 데이터마이닝 기술김상욱 한양대학교 교수2교시정보의 활용과 보호권헌영 고려대학교 교수1주차
(10/15)2주차
(10/22)

배보경 IGM세계경영연구원 원장

5주차
(4/9)

OCT 15 ~ NOV 19, 2018

The fourth leadership program under the subject of ‘Public Leadership in the Fourth Industrial Rev
olution’ and 30 female scientists participated in 2018.

Thirty six female scientists participated the third program for ‘Public Leadership’ in 201820

5th Leadership Program

21

Activities

MAR 25 ~ MAY 20, 2019

This year, 29 STEM scientists were trained in the aifth leadership programfor ‘Public Leadership in the Transformation Era’.

Supporting Associations in S&T

Laboratory Safety Management

43 projects in 2019

for Women Scientists

Annual Conference

Fellowship Award Programs

since 2006

Excellence Award for Young Scientists…

Leadership Program

Publications

for Women Leaders in S & T

Women Meet Science, Women at the Heart of Science…

ForumsGendered Innovations in Research

S&T, Policies, Industry 4.0…

Policy Development to Promote Gender-based ResearchInternational Cooperation

Social Responsibility Programs

Korea-China-Japan, EKC, CKC, UKC, AKC and GNet…
22

Volunteer Education Programs & Scholarships for Migra
nt Youths
23





Session 2 Speaker (China)

Er-Fan Ju
Senior Engineer,
GE Toshiba Silicones, Resin/paint Marketing Director.

Education
Education Background ：Bachelor’s degree : Graduated from East China University of Science and Technology, Major : Chemicalengineering and technology .
Master’s degree : Graduated from Shanghai Jiao Tong University MBA , Senior Engineer

Research Field
Innovation and research special chemical materials in the High performance application. Epoxy resin andamine, polyamide curing agent,Oxygenated Solvents and Anionic Surfactants in water-based Coating,
Silicone Resin in TV-LED light diffusion application; Silane; siloxanes in 500℃ heat resistant coating,Special functional additive for water-based electrolyte slurry in Lithium battery negative and ceramic
diaphragm film.
Career History

1. Shanghai Coating & Paint Research Institute ----Technical Team LeaderResearch Director
Research in subject of epoxy resin and amine curing agent “ Underwater Curing Coating “ and“ Wet Curing Coating “, Major application in marine , port , container , heavy duty coating ,anti-corrosion area .As Team Leaders, research of Oxygenated Solvents in water-based Coating got
satisfying result in 1991. Join the major project : Bao Steel Plant. Obtain the second Award of
Shanghai Science & Technology Development in 1992.
2. Dow Chemical Company --- Great China Technical Manager
Technical Research & Developing for Epoxy resin formulation: Composite materials; Electronic
laminate; insulation slurry; Mariner & Container Coating; Automobile Coating; CED Coating;Anti-corrosion Coating. Research on Oxygenated Solvents and Anionic Surfactants both products
Focus on emulsion latex, water -based coating, functionality textile slurry .
Obtain Company Science and Technology progress two Awards in 1998.

3. GE Toshiba Silicone Chemical -----Great China Technical & Marketing Director
Silicone Resin; Silane; siloxanes; Coating Additive; leading China Marketing & Technical teamsupport & developing new Biz in Great China , Developing Silicone resin in heat resistant coating in
500; silicone oil for personal care; LCD-TV, LED light diffusion application ; PI film of flexible
copper clad laminate for electronics & insulation , composites & polymer industry ;silicone
modified epoxy as major composites in wind mill , Silane functional additive for carbon fibre andUV resistance coating , technical support on formulation to adjust on curing agent , like Pt catalyst
and amine special coating on the wind mill surface for UV resistance , water Repellent working on
low temp. ( -50C) , Obtain China Coating Science and Technology Awards in 2008.
4. Lithium battery Industry
Technical Manager for Sanyo Chemical Special functional additive for water-based electrolyte slurry,developing formulation for negative and ceramic coating film, Research the influence of additive on
Lithium battery properties have been examined by cyclic voltammetry discharge at constantcurrent. non-ionic wetting agent and dispersing for carbon nanometre paste and stabilizer.
Research different additive performance in Lithium battery non-Newtonian Liquid system .
Awards and Scholars

Obtain the second Award of Shanghai Science & Technology Development in 1992.
Obtain Dow Chemical Company Science and Technology progress Awards in 2000.
Obtain GE Company China Market New Technology Application Awards in 2008.
Obtain China Coatings Association Coating Science and Technology Awards in 2010.
Obtain China Coatings Association Coating Outstanding Talents Awards in 2015.
Obtain 40th Anniversary of Reform and Opening China Coatings Science and Technology Awards in
2019.
Current Memberships

Up to now, Social posts :1. Expect of Shanghai government new project evaluation group ;2. Expert of China Coatings Industry Association;
3. Expect of Chinese Society for Corrosion and Protection
4. Editorial board member of < China Coating >Magazine ;5. Editorial board member of < China Coating Industry>Magazine ;6. Editorial board member of < Shanghai Coating >Magazine ;7. Shanghai Women Engineer Association , executive director

SHANGHAI NEXT GENERATION FEMALE ENGINEER CAREER
PLANNING AND SUCCESS IN NEW HIGH TECHNOLOGY
INDUSTRYERFAN JUShanghai Woman Engineer Association, Executive Director
jef2008jef@hotmail.com, 13916045398

Abstract:This paper explores Shanghai next generation female engineer careerplanning and development in the new high technology industry .The Global Gender
Gap Report,2018, shows that females are underrepresented in more and more areasof work that require knowledge or skills in science, technology, engineering andmathematics (STEM). The female gender gap in the STEM is becoming more
obvious. Indeed young females tend to be more reluctant to choose STEM andengineering jobs that are both intellectually and physically challenging. What have
we done to change this situation?
As a professional female society organization, Shanghai Woman Engineer Association
has implemented a series of actions since 2000. The young female engineer members
share 65%. Eighty percent of these young female engineers are married and 70% withchildren. During the past decades, the Association has paid long-term attention to thephysical and mental health of young female engineers as well as their careerdevelopment. Based on the national regulation and developmental strategy, theAssociation helps young female engineers to analyze the requirement of the society andchoose suitable jobs accordingly. Specifically, multiple channels have been established
to help young female engineers to obtain technical skills for their jobs. In the hightechnology industry, the Association helps them set up proper career plans and achievea successful career step by step. They also suggest young female engineers well balance
the relationship between career and family. Most of young female engineers grow fastand become experts in their fields.
For example, in the Shanghai metro industry, many young Association members
expressed that the Association help become Science and Technology (S&T)
professional talent and get the win & win on both family and career.
At the same time, the Association also provide a platform on which young female
engineers can share professional technical information, having entertainment together,and support each other. After enrolled in the association, many young female engineers
not only become experts in the STEM area but also make great progress as leaders in
the management filed. These progress and achievements make young female engineers
really capable and enjoy the STEM and high technology jobs.
Keywords: young female engineers, female career values, balance, multiple way anddifferent channel, technology expert, become Science and Technology (S&T)
professional talent ,Conclusion:
The balance is the gold ! Most of young female engineers are doing very well from thefollowing career balances:
Balance between national policy and the security of female job;
Balance between country development needs and young female’s own advantages,
Balance between the high-tech emerging industry requirement and the young female’s
personal career development;
Balance working hours and careers with young female’s marriage and give birth period,
Balance and succeed in changing different roles among the family, the career and society,
Balance and proper arrange time for young female own careers and the education of theirchildrenContents
1.中国年.女性展状况China Young Women Career Development Situation
2.上海女工程1会年女工程./划所做的工作Work done by SWEA for Young Female
Engineers of Career Planing & Development

新兴中上海下一代女工程的./划与成
Career Planning and Development of the next
Generation of female Engineers in Shanghai in
Emerging Industries

3.上海地,展中年女性.平衡

Career balance of Young Women in Shanghai
Metro Inductory Development
4.年一代女性.展的思考和感悟Shanghai Woman Engineer Association
上海市女工程1会 居尔蕃Tokyo , Oct.10,2019, Ju Er-Fan
13916045309

1.1 China Young Women Career Development
Situation
1.1Female labor participation rate in China
中国76%的参与率，中国的男人的确很勤,养家意非常强，
参与率高90%。再看中国女人，真是啊，近70%的参与率，世界第一,中国女人在强悍得不止一
点点！太了不起了。
China Labour force participation rate ismore than 76%,
the Chinese man rate higher than 90%,
the Chinese womon rate is 70%, No, 1
on the world , the data shows Chinese
women really amazing , outstanding !

Thoughts and think about on the careerdevelopment of the younger generation
Professional Women

1.2 Organizational guarantee for the Development ofProfessional Young Women in China
1.2中全国0女"合会All-China Women's Federation
The women's organization, established in March 1949, was defined as a
non-governmental ，Social function: repersentative and protect women and children's right andinterests, Men and women are equal；rise up all Chinese Women's social
position；educat women grow up and self-respect,confidence, self-improve,
women have power of participate social mangerment,

中国女科技工作者1会China Women's Association for Scienceand Technology
The purpose: unite and support all Science and Technology felame
worker , rise up the professional science and technology skill , make thegreat contribution for our country

1.3 The advantages of the Development of Young
Professional Women in China

1.4 China Young Career female Development Situation

1.3 Chinese Professional Women and Wealth

1.4 The young working women take multiple roles at the

In 2017, the Hurun Rich list released a list of self-made women from allover the world： 88 rich and powerful women from 12 countries areon the list，Chinese women hold 56 seats，up to 64% of the all. in
the first place。

The advantages of the young women growth in China:

1.China's social system---Very democratic, equal, open andinclusive,There are various laws and regulations for protecting
women.Women's desire for independence can be realized.,Evensurpassing men in many areas.
2.Chinese women are generally highly educated--- These young women who
graduate from university or college will be more diligent, independent, wise
and thoughtful.
3.The EQ is high--- Chinese women seem to be naturally skilled at dealing
with complex relationships. Balance the various relationship between family
and occupation，It's a great test of EQ.

1.年角色age role ----Their age 22-45 years old , young and have dream & target,
same
time
also with liven and technology;

2.. 角色Career role ----not only a job make money but also successful in career
3.家庭角色Family role-----bear children ，family balance，respect elders，toraise and educate a child, and have a full-time job
4.社会角色social role-----take responsibilty same as the man, achieved the worldfamous China rise up with man together.


youn
g

socia
l
Famil
y

.
Care
er

femal
e

Chinese women, they're the freest, Self-reliance,
The most independent, the best, the heart of
struggle, most hardly. They should have more
respect and applause than women in any
country.

2.1The Development of Shanghai Women'sEngineers

Contents

2.1Brief introduction of Shanghai Women Engineers Association(SWEA)

1.中国年.女性展状况China Young Women Career Development Situation
2.上海女工程1会年女工程./划所做的工作Work done by SWEA for Young Female
Engineers of Career Planing & Development
3.上海地,展中年女性.平衡

Career balance of Young Women in Shanghai
Metro Inductory Development
4.年一代女性.展的思考和感悟

Thoughts and think about on the careerdevelopment of the younger generation
Professional WomenSWEA was founded in 1984.Since the establishment, they done lot of theinnovation jobs, dig out and enrich the connotation of work.There are Sixteen
technical academic groups and more than 500 members come from Industry:
Aerospace, Aviation, Construction, Subway traffic,Chemical industry, Instrument,
Phamacy, Medicine, Textile, Metallurgy, Light industry, Petrochemical,
Engineering Project Supervisor etc.and so on. They are representative of excellent
women's engineers in all major industries of Shanghai. 60% of them are young
female engineers.
The SWEA actively cooperates with Shanghai Women's Federation andShanghai Science and Technology Association, help the next Generation
female Engineers to set up the career planning and become : A new woman
who has made a contribution to society with a sound and physical healthy.
These great young women's engineers, 80% have a family, 70% havechildren; They take care of both careers and families. In family:daughter,
wife, mother, daughter-in-law etc., In career: Technical expert, BusinessDirector,Chief Scientist, President in company, General Manager,Director of
R & D etc. They are the elite of China's economic and social development!

2.2 Shanghai young generation Female Engineer
career guidance and orientation

2.3 Shanghai young generation Female Engineer
career value chain

2.2 SWEA help young generation Female fixed career direction ，

SWEA help young generation female establish positive career
values. The goal is ambitious and do solid work; ，It is important and necessary to provide ：Early career guidance, orientation,planning and training for young women.
1.年女性喜的.--2.年女性合适的.---The job young female is glad；

The job young female is suitable

3.年女性擅的.---The job young female is skillable

4.年女性+任的.----The job young female is qualifiedChina Developing area
年女性喜的.
The job young female is
glad

Focus

年女性擅的.
The job young female isskillable

年女性合适的.
The job young female issuitable
年女性+任的.
The job young female isqualified

1..的成就感 sense of achievement ---participate in country developing;2..的荣誉感
--professional ranks and technicaltitle;honorary title; award; encourage andreward;3..的自豪感.sense of achievement
.
.

----

career is socially recognized and approve4..的幸福感 sense of happiness-stable and promising job
5. 个人的足感 personal satisfaction-stable income.sense of happiness
personal satisfaction

2.4 Shanghai young generation Female Engineer
career needs

2.What we done for SH young generation Female
Engineer career

2.4 SWEA created lot of opportunity for young generation Female to improvetheir career skill：

1..的/划要与世界展接2----开拓眼界, 参与国'会(,
Career planning integrate with world developing---- join international event；The 8th China-Japan-Korea women foram for Science and Technology in 2017.

1..的/划要与世界展接2----开拓眼界, 参与国'会(,
career planning integrate with world developing---- join international event；2..的久要身心健康好身体----国家 $人关心年女工程身体健康,
career longness link to physically and mentally healthy--- state leader’s takecare；
3..的深度要%有 攻-----上海科技各 的技%座career depth need expertise and technical----professional technical seminars
4..的广度要知#面要广----不&有自己技% 跨行学金融知#
career width require scope of knowledge ----- cross-industry learning each other
5..的培)要不断学提高----上海女性学校定期 家!,参地,新技%,
career training ask for continuous learning----- Shanghai Female School have regulartraining from expert ， visited the subway new technology
6..的承要前-,帮, 下一代----新老三八旗手接子,

career inherit senior will be support ----- senior and junior one to one support
7..的展示要提供平台----年一代女工程展示多才多*,career show need provide platform--- young generation Female show versatile2.What we done for SH young generation Female
Engineer career

2.What we done for SH young generation Female
Engineer career

1..的/划要与世界展接2----开拓眼界, 参与国'会(,
Career planning integrate with world developing---- join international event，2018 SH Women International Event.

2..的久要身心健康好身体----国家 $人关心年女工程身体健康,2.What we done for SH young generation Female
Engineer career

2.What we done for SH young generation Female
Engineer career

3..的深度要%有 攻-----上海科技各 的
技%座Career depth need expertise and technical----professional technicalseminars in SH Scientific and Technological Festival in 2018.

2.What we done for SH young generation Female
Engineer career

5..的培)要不断学提高----上海女性学校定期 家!,参地,新技%,
Career training ask for continuous learning----- Shanghai Female School haveregular training from expert, visited the subway company, learning newtechnology,

Career longness link to physically and mentally healthy--- state leader
Chairman of All-China Women's Federation Ms. Shen Yue-Yue takecare
young felame engineers healthy in 2018.

4..的广度要知#面要广----不&有自己技% 跨行学金融知#
Career width require scope of knowledge ----- cross-industry learning each other，learning finance and banking knowledge in 2018.

2.What we done for SH young generation Female
Engineer career
6..的承要前-,帮, 下一代----新老三八旗手接子,
Career inherit senior will be support ----- senior and junior female
engineer one to one support , take care the next generation female,2.What we done for SH young generation Female
Engineer career

Contents
1.中国年.女性展状况

7..的展示要提供平台----年一代女工程展示多才多*,Career show need provide platform--- young generation Female show
versatile and diversity performance;

China Young Women Career Development Situation
2.上海女工程1会年女工程./划所做的工作Work done by SWEA for Young Female
Engineers of Career Planing & Development
3.上海地,展中年女性.平衡

Career balance of Young Women in Shanghai
Metro Inductory Development
4.年一代女性.展的思考和感悟

Thoughts and think about on the careerdevelopment of the younger generation
Professional Women

3.1 41 1 1
1
6

1

45

3.2 1 35 3 5
o 1 55

2 4 34 5 1--Ition newest
2 4 34 5 1

5n 2018 totally passenger enter
number ：1.9 billion person-times

n Operation lines number：19

n 2018 annual passenger flowing：
32.5 hundred million times
frequency；

n Operating line length：705 km
n Operating stations：415 seats;n railway carriage：4000cargo/
660rank

3

2

1.9

2.8

Annual Passenger Boardings (billion)
2.5
2.3
2.1

n Hightest daily passenger number ：7.2 million (31,December,2018)n Maximum daily flowing：11.37
million person-times Multiptransportation (31,December,2018)n Shanghai Metro planning

12.9%
10.6%

7.8%

1

line number：22 lines（含磁

10.4%

浮）
n Planing line length：1080

0
2010

2011

2012

2013

2014

km
n Operating stations：589
seats

3.3
1 2 21 1
4 34 5 1
Group

22

61

3.4 Young women's right of professional
development

5l The total number of staff and workers is 28989 -----female workers 7289，
Female share 25%, Average age of female workers is 32 years-old, very young
generation;l A total 168 middle-level cadres in company management----- female cadres27, share 16% of total;l There are 5429 women with professional skills-----There are 1014 young
generation female is professionals and technicians job;l Production workers----There are 5888 young female workers in production lines。

Improve job quality and skills

33 1%

11 1%

697
13%

157 16%458 45%388 38%.
.

to promote women co-construction
2004年2月，集$女工委'0了22个巾;班'参加的 交流4。各巾;示范:（）按”九个一”的"建要求,-范服/行，做到技%技能硬、(保障措施有力。


992 18%.

4985 85%类1117 20%296 607 10%
5%极'0女,工参加集$技%比武、9道交通(18&、建立功8&和各类培)，提高工知!
和技能水平，展示地+女,工“巾;不.眉”的精神。

 类
2590 48%

Build a display platform
集$女工委极、'0女性 人才参加集$“女性 人才文征集比&”。此次活#3
个月，共征集送文60篇,充分展示了9道交通女
性 人才的 采和技%成果。

3.5 Young women's right for career security

organizati
on andprotectionof femaleworkers

3.6 Young women's right for democratic
management
Proportion of female representatives rate instaff congress；−Establishment of female working
Committee members by Trade unionsof each immediate subordinate Unit

Effectively
protect the -Formulate the Standard of "Special Inspection
for female Labor Rights"
legitimate
Rights andinterests offemalefollowing
publicity−following Regulations on Labor Protection oflaws protect Female Workers，
females'right −sign the special collective contract for protecting

Investigate the situation of female
labor protection；

Ensure equal treatment for
female career promotion；

the female rights 。

3.7 Young women's right for career
health;Focus on the work
issues in the field“走100个班'，51000位,工”活，深入一班'了解关心,工需
求，帮助解决 困。

train female withgood culture andstable sentiment− 先 女性集体代表和个人的形象礼6座− "意工坊DIY秀活、“阳台种菜+厨房酵素”、“, 6”、“中医养生和女性保健”等座培)− 保公司女,工周末学校− “幸福在美食每刻——巾;厨*交流&”

Care for thephysical and mental
health of female− 周期性女,工体4− “粉 列，一路温馨”主 系列活− “孕3粉色候 区”

Care about single
parents.

− “幸福烘焙”集$公司青年,工 7交友活− “小眼看网2”9交子活Contents
1.中国年.女性展状况China Young Women Career Development Situation
2.上海女工程1会年女工程./划所做的工作Work done by SWEA for Young Female
Engineers of Career Planing & Development
3.上海地,展中年女性.平衡

Career balance of Young Women in Shanghai
Metro Inductory Development
4.年一代女性.展的思考和感悟

Thoughts and think about on the careerdevelopment of the younger generation
Professional Women

4.1Balance is gold: Country,Society, Company,
Family, Personal
Country, Society,
Policy：Men and women get
equal, pay for equal job、National policies care for
women

countrysociety%technicalfamilypersonal.careercompany

平衡是金

Family,Personal,Children
career planning、familyplanning，Child growthdevelopment planning,

Company,Career：Multi-way and diversify
to discover the value ofyoung women,givetraining and learning
opportunities,build-up
experience,

4.2 Conclusion 1.--young women should be haveprofessionals knowledge and skill
Y
Career---, Career planning, Career

fulD

1. E
----- An Open, fair and inclusive social
environment in Shanghai. Society and companies provide all channels
for women to grow their talents,
2.P
career------ In emerging industry, not only women
have jobs but also they do outstanding;
3.
career lady ------ most young lady have technology skill to
平衡是金
contribution their intelligence withc;
4.I
career lady----- more and more capable lady
works Top
global, same as men in the daliy
work and management;
5.
career lady----- someyoung lady into thenational leadership,make a contribution to the country's political andpolicy, become the model for all Chinese women.

4.3 Conclusion 2.--young women successful balanced
various relationships
They succeeded in achieving the following career balance:


.




expert兴 .requireThank You!

平衡是金





.


career.Btalent

ir

ren

10,

1 ,2019
Q&A

The 9th Japan Korea China Women Leaders
Forum for Science & Technology
第9回日中韓女性科学技術指導者フォーラム

Session 3:
Role of Chemistry for SDGs
持続社会のための化学の役割

Session 3 Chair (Japan)

Akiko N. ITAKURA
Group Leader, Surface Physics and Characterization Group,
National Institute for Materials Science

Education
Degree: BS, Description: of Toho University, Location: Japan, Year: 1986
Degree: PhD, Description: in Sci., Gakushuin University, Location: Japan, Year: 1991
Research Field
Surface and Interface Physics, Vacuum Science, Material Science

Career History
She has been focusing on surface science. First, she had been studied two dimensional phase transition ofrare gas films measured by ellipsometry in an ultra-high vacuum. She was a researcher in National
Research Institute for Metal (NRIM) from 1991 to 1996 in the field of ultra- to extremely high vacuum. From
1997, she had researched semiconductor materials to investigate surface stress of thin oxide layers on
silicon in Reaction & Excitation Dynamics Group. She is currently in National Institute for Material Science(NIMS), Surface Physics and Characterization Group, where she is investigating molecular sensors byusing surface stress of a film coated micro cantilevers. And her work around hydrogen visualization is a big
topic in the field of materials around hydrogen energy. She has been a visiting professor at Tokyo Medical
and Dental University, Yokohama City University, and Charles University (Czech Republic).
Certification
Director of the Vacuum Society of Japan, 2014-2017,
Director of the Physical Society of Japan and a chair of Gender Equality Committee, 2015-1017
Director of the Japan Society of Surface Science, 2015-2017,
Member of Science Council of Japan, 2018-,
Fellow and Director of the Japanese Society of Vacuum and Surface Science, 2018-,
Director of the Society of Japanese Women Scientists, 2019-.

Awards
Best Paper Award, The Surface Science Society of Japan, Appl. 2002
Best Poster Award, Asia-Pacific Surface & Interface Analysis Conference (APSIAC02), Oct. 2002

Achievements
Achievements include academic papers more than 60, management of research group in NIMS, andactivities in four academic societies of Japan and so on. As a visiting professor, she taught PhD students inCharles University and under graduate students in Tokyo Medical and Dental University. She has helped
five students to get doctoral degrees as a doctoral instructor.
Civic, Political, and Philanthropic Activities
The Japan Inter-Society Liaison Association Committee for Promoting Equal Participation of Men and
Women in Science and Engineering (EPMEWSE)” was established in order to overcome gender gaps inJapan over a long period of time, in 2002. She had supported the activities at the time of its establishment
as a committee member. In 2008, she established a gender equality promotion team in NIMS and createda support system for female researchers. In 2015-2017, he was the director of gender equality at the
Physical Society of Japan.

Current Memberships
A member of Science Council of Japan, Fellow of the Japanese Society of Vacuum and Surface Scienceand a vice chair of Gender Equality Committee of the VSS society, Director of the Society of Japanese
Women Scientists.

Session 3 Speaker (Japan)
Director General, Institute for Molecular Science, Japan
President, Chemical Society of Japan
Member, Science Council of Japan
Professor Emeritus, The University of Tokyo,
Honorary Scientist, RIKEN
Honorary Fellow, Royal Society of Chemistry
Fellow, American Physical Society  Maki Kawai
Education
Degree: Ph.D., Chemistry, Faculty of Science, The University of Tokyo, Tokyo, Japan 1980
Research Field
Surface Science, Physical Chemistry
Career History
1988-91 TDK Professor, Tokyo Institute of Technology, Yokohama, Japan
1991-10 Chief Scientist, Director of Surface Chemistry Laboratory, RIKEN, Saitama, Japan
2004-17 Professor, Department of Advanced Materials Science, The University of Tokyo, Chiba, Japan
2010-15 Executive Director, RIKEN, Japan
2016 --

Director General, Institute for Molecular Science, National Institute of Natural Sciences, Japan2018 --

President, Chemical Society of Japan

Certification
AwardsSaruhashi Award, for Woman Scientist, Japan (1996), Japanese Surface Science Society Award, (2005),
The Commendation for Science and Technology by the Minister of Education, Culture, Sports, Science andTechnology, Prize for Science and Technology (Research Category), Japan (2008), The Chemical Societyof Japan (CSJ) Award (2009), American Physical Society (APS) Fellow: (2010), The IUPAC 2015
Distinguished Women in Chemistry / Chemical Engineering (2015), Gerhard Ertl Lecture award, Fritz-Haber
Institute der Max Plank Society (2015), Medard W. Welch Award, AVS, U.S.A.( 2016), Humboldt ResearchAward (2017), Medal with Purple Ribbon, Japan (2017), Honorary Fellow, Royal Society of Chemistry(2019),L’Oreal-UNESCO Women in Science (2019)

Achievements
Single molecule spectroscopy utilizing inelastic tunneling process and extracting vibrational spectra fromaction of molecules (Action Spectroscopy) using STM. Interplay between the localized spin at adsorbed
molecule and electrons at the Fermi sea of metal substrate is another topic where Zeeman splitting or the
Kondo resonance are resolved in sub-atomic resolution in space.
Civic, Political, and Philanthropic Activities
Mem. Chemical Society of Japan, Surface Science Society of Japan, The Physical Society of Japan, The
Japanese Society of Applied Physics, Catalysis Society of Japan, American Physical Society, American
Chemical Society, AVS,CSJ committing to SDGs
Maki KAWAI 1, 2
(1. Director General, Institute for Molecular Science, Myodaiji, Okazaki 444-8585, Japan,
2. President, Chemical Society of Japan, 1-5, Kanda-Surugadai, Chiyoda-ku, Tokyo 101-8307,
Japan.
E-mail maki@ims.ac.jp)

Abstract: Brief introduction to activity of Chemical Society of Japan towards Sustainable
Development Goals will be given.
Keywords: SDG’s, CSJ,

Introduction to Chemical Society of Japan [1]The Chemical Society of Japan (CSJ), initially named the Chemical Society, was foundedin 1878 by approximately twenty motivated and enthusiastic young scholars wishing toadvance research in chemistry. Later, it was renamed The Tokyo Chemical Society, andeventually given the present English name of "The Chemical Society of Japan."In 1948, it merged with the Society of Chemical Industry, founded in 1898. Thus the CSJ
has a history encompassing 140 years, with a current membership exceeding 27,000, and is
one of the most affluent academic societies in Japan, covering most areas of pure and appliedchemistry.
It has contributed and circulated the results of chemical research to chemists and industry
throughout the world. The prime mission of the CSJ is to promote chemistry for science andindustry in collaboration with other domestic and global societies. Above all, the overriding
purpose of the Society is to contribute to the betterment of human life.
To pursue these missions, the Society holds various academic conferences, lecture
meetings and publishes journals and books. Today, the world shares common pressing issues,interests relating to energy, food, environmental problems, safety, human health andeducation, which require a rapid exchange of information in every field of research with othercountries.
The CSJ has a long history in chemical education and in its outreach program to the
public. These activities have recently been redoubled to heighten public awareness, and to
stress the importance of chemistry's role in solving the many problems besetting people andthe environment today.
REFERENCES[1]

http://www.chemistry.or.jp/en/

The Chemical
Society of Japan

SDGs : Activity of CSJ
The Chemical Society of Japan
i

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Maki Kawai(2006)

Kawai
Produced by APCTP

President , The Chemical Society of Japan
Director General, Institute for Molecular Science
SEC member, IBS Korea
Science Advisory Board member,
Quantum NanoScience Research Center, Ewha Womans University,
Korea! Dr. Akira Yoshino (Asahi Kasei Fellow and Honorary Member of the

Chemical Society of Japan) received the Nobel Prize in Chemistry 2019.
! Dr. Yoshino shared the prize with two other researchers for thedevelopment of lithium-ion batteries. The co-winners are Dr. John
Goodenough of the University of Texas, and Dr. M. Stanley Whittinghamof Binghamton University, State University of New York.

Congratulations!

! About CSJ! Topics! International Relations! Journal Publication! Approach for SDG! Activities for Gender Equality

Press conference Oct 10th, 2019 @ CSJ

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International Collaborations-8th CS3; Chemical Science andSocieties Symposium
Nov. 11-13, 2019 @ London, UK- IUPAC Paris 2019
July 5-12, 2019 @ Paris, France- 10th RSC-CSJ Joint Symposium
Sept. 7, 2019 @ Sendai, Japan- IYPT 2019 Closing Ceremony
Dec. 5, 2019 @ Tokyo, Japan- 19th ACC (The Asian Chemical Congress)
Dec. 8-12, 2019 @ Taipei, Taiwan- PACIFICHEM 2020
Dec. 15-20, 2020 @ Hawaii, USA

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(Note) The ﬁgures described are the results for
FY2017.

The Chemical
Society of Japan

Itami research group (Nagoya Univ.) idenQﬁed theprotein responsible for germinaQon of Striga seeds“Green light of hope to overcome Striga-triggered food insecurity in Africa
Fluorescent turn-on probe idenQﬁes the 'wake-up protein' in witchweed
seeds ”
hVp://www.itbm.nagoya-u.ac.jp/en/research/2015/08/YoshimulactoneStriga.php

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Chair person: Professor CharloVe Williams,
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Year

Place

Theme

1

2009

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2

2010

London/GB

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2012

Sun Francisco/US

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5

2013

Narita/JP

Eﬃcient UQlizaQon of Elements

6

2015

Leipzig/DE

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Dalian/CN

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Sustainable Future

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London/GB

PlasQcs

2019 CS3: PlasQcs
Chair person: Professor CharloVe Williams, University of Oxford
Sub-topics(1) New types of plasQcs(2) DegradaQon(3) Recyclability(4) Measuring the impact of plasQcs?

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Germany

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German Research FoundaQon (DFG)

UK

Royal Society of Chemistry(RSC)

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Research Council (EPSRC)

USA

American Chemical Society(ACS)

U.S. NaQonal Science FoundaQon (NSF)Japan

Chemical Society of Japan(CSJ)

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Total
UK37.8%

UK38.6%

USA33.6%

USA33.4%

GER26.8%

GER28.0%

KOR18.2%
JPN14.6%

KOR19.7%
JPN15.7%

Private sector

Governmental
InsQtutes

The Chemical
Society of Japan

university

UK36.3%
USA32.5%

USA34.3%
USA34.3%

UK26.0%
GER15.5%
JPN11.3%

UK26.0%
GER21.3%

GER24.9%

JPN13.0%

JPN14.0%(White Paper on Gender Equality 2019, Gender Equality Bureau Cabinet Office)UK

FranceGermany

Korea

Further eﬀort necessary for the private sector

Japan

The Chemical
Society of Japan

Breakdown of Respondents by Profession

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• Member: 12• Activities:ØSymposiaØEPMEWSEØEvents
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Japanese research personal(4th Large Scale Survay (2017), 19p, EPMEWSE)

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 Held annually For female junior and senior high school

students
 Career Consultation
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Seminar for female students

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 For undergraduate and master students

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Goals：
ü Ratio of board and committee members: 20%
ü Establish an award for female researchers

2019ü Must include at lease one female board member (3 as of 2019)
ü First female president: Prof. Maki Kawai (2018-)
ü First female vice president: Prof. Masako Kato (2019-)
ü The CSJ Award for Women Chemists established (2012-)

 Core society of science course choice project for women's junior and highschool studentsSession 3 Speaker (Korea)

Heesun CHUNG
Professor, Dean, Graduate School of Analytical Science andTechnology, Chungnam National University, South Korea

Education
Degree: BS, Pharmacy, Sookmyung Women’s University, Korea, 1978
Degree: MS, Pharmacy, Sookmyung Women’s University, Korea, 1980
Degree: PhD, Pharmacy, Sookmyung Women’s University, Korea, 1987

Research Field
Drug testing in biological fluids ( Urine, hair, blood, oral fluids)
Forensic Toxicology
Determination of biomarker for the postmortem interval
Career History
2013- present professor, dean, graduate school of analytical science and technology, Chungnam National
University
2010 - 2012 Director General (Grade 1) National Forensic Service
2008 - 2010 Director General (Grade 2) National Institute of Scientific Investigation
2002 - 2008 Head, Department of Forensic Science, National Institute of Scientific Investigation
1996 - 2002 Director, Narcotics Analysis Division, National Institute of Scientific Investigation
1993 - 1996 Director, Drug-Toxicology Division, National Institute of Scientific Investigation
1990 - 1991 Postdoctoral course, King’s College London, UK
Appointments
2019 President-elect, Korea Federation of Women’s Science & Technology Associations
2019 Advisory committee member , National Police Agency
2018 Committee member, Bioethics appointed by the president
2016 Committee member , DNA Management committee by Prime minister2011 - 2014 President, The International Association of Forensic Sciences
2014 - 2017 President, The International Association of Forensic Toxicologists

Awards
2014
2012
2010
2009
2007

Honorary Commander of the Most Excellent Order of the British Empire (CBE)
Medal for the Distinguished Service (Korean Government)
Bichumi Woman Award (Samsung Life Insurance Company)
Medal of Mongolian Government (Ministry of Home Affairs and Justice)
Year of Woman Scientist (The Ministry of Science and Technology)

Current Memberships
Board member: The International Association of Forensic Toxicologists
Member, Korean Association of Forensic Sciences
Editorial board, Forensic Science International
Editorial board, Forensic Toxicology

Role of Chemistry for Sustainable Development Goals
Heesun Chung, CBE, Ph,D
(Graduate School of analytical Science and Technology, Chungnam National University, 99 Daehak-ro, Yuseonggu, Daejeon, Korea, hschung@cnu.ac.kr)

Abstract: T United Nations provided a shared blueprint of peace and prosperity for people
and the planet in 2015 and set the 17 Sustainable Development Goals (SDGs). Among 17
goals, there are goals which need the support from Chemistry such as Peace, justice and strong
institutions as well as sustainable cities and communities. In this talk, the role chemistry injustice and peace will be addressed by introducing Forensic chemistry, especially forensic
toxicology.
By using all different and state of art technology, poisons and chemical substances are
identified in biological fluids of deaths or living people for determining the cause of deaths or
the trends of harmful and abused drugs in society or effect of drugs on human being.
The role of forensic toxicology for justice will be discussed by the definition of poisons, andthe gender difference in drug related deaths and drug use.
Recently there are so many drug related deaths worldwide, mostly opioid-related deaths. It isvery important to note that women are more likely to use prescription opioids compared tomen, because women have a greater sensitivity to pain than men. So, there is a possibility for
women to begin the misuse of opioids through medical treatment and increase the likelihoodof an overdose.
The gender difference in drug related deaths will be showed by statistics and data fromliteratures and articles. The deaths from opioids will be discussed along with the abuse of
Zolpidem which is the most commonly detected drug in emergency room as well as in acuteintoxication cases.

1

INTRODUCTION

Sustainable Development Goals (SDGs) by United Nations needs action from both developed anddeveloping countries with a global partnership. Among 17 goals there are goals which need the role ofchemistry to achieve goals such as Climate action, Life below water and life on land. In addition to these,
Chemistry also plays important role in Peace, justice and strong institutions as well as sustainable cities andcommunities.
In this talk the role of forensic chemistry in Justice and Safety will be addressed by introducing
Forensic Science. Society with Peace and Justice is where we dream to live and a society where there is no
threat from crime and drugs is the one we want to live. To build a society free from drugs and crimes,
forensic chemistry as a part of chemistry plays a pivotal role to support the crime investigation as well as thejustice system by identifying the physical evidences collected from crime scene.
Forensic science is the application of science to criminal and civil laws in the criminal investigation,
as governed by the legal standards of admissible evidence and criminal procedure. There are many
disciplines of Forensic science such as anthropology, criminalistics, digital sciences, Engineering sciences,odontology, pathology, biology, behavioral science, questioned documents and forensic chemistry.
In forensic chemistry, there are also many sub-divisions of drugs of abuse, toxicology, alcohol,
explosives, polymers and many more. Among these sub-divisions, toxicology is the one to be discussed
mainly in this talk.
Forensic toxicology is the science that deals with medical and legal aspects of the harmful effects ofthe chemicals, toxic substances or poisons on the human body. Forensic toxicology divided into five major
sub-divisions, death investigation (post-mortem), human performance, workplace drug testing, doping
control, and drug-facilitated crimes The trend of increasing crimes and deaths related to drugs and other toxic
materials, as well as drug abuse and misuse, makes forensic toxicology essential in peace of society. By
examining the nature and extent of chemical involvement in a potential human poisoning, it plays pivotal
role in determining the cause of death.

2

DRUG RELATED DEATHS IN CHEMISTRY

To begin with, the definition of poison is given based on Paracelsus’s theory. He said, “All substances
are poisons; there is none which is not a poison. The right dose differentiates a poison and a remedy.” Itmeans that the only difference between a poison and a remedy is the amount. Poisons are generally defined
as chemicals that damage health and destroy life itself.
To explain the meaning of poisons easily, the books by Agatha Christine will be introduced. She wrote
80 books and killed 300 people in her books. Among them 100 was killed by 30 different of poisons. She
used many plant poisons, chemicals as well as something novel to kill people. There was a very interesting
story regarding her knowledge of poisons. In 1976, 19 - month old baby came to London from Iraq for thetreatment of mysterious symptoms such as lethargy, numbness, black-outs, slurred speech, general debility.
When a nurse saw her symptoms, she remembered the book “Pale horse” by Agatha Christie, in which
victim’s symptoms were exactly same as what a baby showed. So she asked a doctor to test the presence ofThallium in the baby’s biological specimens. Surprisingly Thallium was positive and the baby was cured bya proper treatment. This story shows how knowledgeable Agatha Christie was in description of poisons inher books. This story was published in the British journal
In order to determine the cause of death, especially by poisons, forensic toxicologists must analyze thebiological fluids from the deceased to identify poisons. Recently there are so many drug related deaths
worldwide. UNODC reported that there were a minimum of 190,000 drug related deaths worldwide in 2015,
mostly opioid-related deaths. The largest numbers of deaths were in Asia followed by America. However,North America had the highest drug-related mortality rate, followed by Oceania. The highest rate for acountry was 245 per 1 million people in the US, followed by Iceland and El Salvador. In 2016, 63,632 drugrelated deaths were reported in the US and of these 42,249 cases involved opioids. The number of deaths due
to synthetic opioids increased sharply since 2014, as well as the number of deaths due to semi-synthetic
opioids and heroin. This was because synthetic opioids were sold as or mixed with semi-synthetic opioids
and heroin. Of the opioid-related deaths, 46% were linked to synthetic opioids, while of the heroin-related
deaths, 37% were linked to synthetic opioids. Many fentanyl-related deaths have been recorded due to theirvariable purity and potency. The report of NIH showed that deaths due to the synthetic opioids in the US
reached over 70,000 now. It is very important to note that women are more likely to use prescription opioids
compared to men, because women have a greater sensitivity to pain than men. So, there are possibility for
women to begin the misuse of opioids through medical treatment and increase the likelihood of an overdose.
Unfortunately, overdoses related to opioids have greatly increased in women compared to men.
Furthermore, women develop a dependence on opioids faster than men due to a heightened dopamine
response in the brain.
Between 1999 and 2016, overdose deaths from opioid prescriptions increased by 404% for men and583% for women. In 2016, 27 men died per day from prescription opioid overdose, compared to 19 women
per day. Conversely, the rate of opioid-related deaths among women climbed 596% between 1999 and 2016(deaths among men increased 312%).
In addition, women exposed to an addictive substance develop a drug use disorder more rapidly thanmen. Men are more likely than women to use almost all types of illicit drugs, and illicit drug use is more
likely to result in emergency department visits or overdose deaths for men than for women. Drugs associatedwith homicide (marijuana, cocaine and amphetamines) are stronger among males, while drugs associatedwith suicide are stronger among females (antidepressants and opiates)
The data accumulated by toxicologists are very important to predict the trends of drug overdose as
well as to maintain a healthy society.

3

ZOLPIDEM RELATED CASES

Zolpidem is the most prescribed sedative-hypnotic and a non-benzodiazepine hypnotic agent which
has been shown to be effective in inducing and maintaining sleep in adults. It is very important to note that
the Food and Drug Administration (FDA) in US claimed the existence of new data showing women to be atrisk for excessive daytime sedation and impaired driving proficiency following bedtime doses of zolpidem.
Also zolpidem clearance is lower in females than in males indicating there is a big gender difference in theeffect of the drug. Zolpidem has been marketed in Europe since 1987, and was approved by US Food andDrug Administration (FDA) in April 1992. It is the 15th most prescribed drug in the US and as a result, ahigh number of acute intoxication has been reported and the most commonly detected drug in emergency
room worldwide. In accordance with the tension and/or temptation from rapid changes in society,intoxication of drugs is significantly increasing year by year and there are so many patients admitted inemergency room due to the drug overdose.
In Korea, zolpidem was detected in many autopsy cases conducted by National Forensic Service and used forsuicide attempt due to acute intoxication. Also zolpidem was the most frequently detected drug in emergency
room. By using a fast and accurate screening method to identify zolpidem in biological fluids, the bloodconcentration of zolpidem was measured to determine the cause of death and prevalence and harm ofZolpidem in society.

4

CONCLUSION

In conclusion, Forensic toxicology as a part of chemistry plays an important role for identifying
chemicals and substances in biological fluids for the cause of deaths and trends of drug related deaths. By
identification of drugs and substances, it provides information of gender differences in drug related deaths
which is very important to prevent misuse and treat pain. Because women and men experience different
paths and different treatment needs, it is important to understand the gender differences in drug use, risks andharms. Over all, chemistry is a very important supporter for keeping peace and safety of society to achieve
Sustainable Development Goals
REFERENCES
1.
2.
3.
4.
5.
6.

Overview of forensic toxicology, yesterday, today and in the future, Current Pharmaceutical Design,
Heesun chung, Sanggil Choe, Volume 23 , Issue 36 , 2017
Women and drugs, World Drug Report 2018, UNODC
https://www.unodc.org/wdr2018/prelaunch/WDR18_Booklet_5_WOMEN.pdf
https://www.sciencedaily.com/releases/2018/07/180705205146.htm
https://www.addictioncenter.com/addiction/differences-men-women/
Determination of Zolpidem in Blood Samples from Emergency Patients Using GC-MS, Hantae MOON, Youngki HONG,
Junhui LEE, Ahra GO, Wonjoon JEONG, Heesun CHUNG, Forensic Sceicne and Technology, 2018

Hello, Tokyo!

6th meeting in China 2014

Wonderful time in China 2014

Wonderful time in China 2014

Role of Chemistry for SDGs

Heesun Chung , GRAST
Chungnam National University, Daejeon, Korea

Sustainable Development
Goals

Chemistry for SDGs

Chemistry for SDGs

Chemistry for SDGs

What Chemistry for Justice?

Forensic Science

JusticeForensic Chemistry

1978 Forensic Life Began!

Seoul, South Korea

Life in Forensic Science
IAFS president (2011-2014)

When do you think
my life in Forensics
began?

30 Years Later

11th Director General

TIAFT President (2014 – 2017)

AgendaWhat is Forensic Toxicology?

§ Role of forensic toxicology in Justice§ poison§ Hair drug testing§ Gender differences in drug related deathsand drug abuse

Forensic toxicology(American Board of Forensic Toxicologists)

Poison?

The science that deals with medical andlegal aspects of the harmful effects of thechemicals, toxic substances or poisonson the human body.

What poisons did
murderers use in the1920 to 1970s?

Who is this woman?

Agatha Christie

Poisons used by Agatha
Christie?

80 books
300 people killed
100 poisoned
30 poisons

What was her favorite poison?

Thallium

Cyanide it kills quickly
200-300mg Potassium cyanide is lethal

In 1976,19-month-old girlHow did she administer
cyanide?

Nurse recognized
Mysterious symptoms
Requested Dr. totest for tallium
lethargy, numbness, black-outs,
slurred speech, general debility

How did she learn?

Published in the
British Journal

Is she a real expert?

WWI Nurse
Pharmacy Exam
Self-study

Give me a decent
bottle of poison
and I’ll construct
the perfect crimeFive Divisions

Forensic Workplace
Drug Testing

Postmortem
Toxicology

Human Performance
Toxicology
DopingControlDrug Facilitated
Crime

High-profile case in 2019
§ K-pop singer and actor wassuspected for taking
methamphetamine§ He denied to take any drug
§ He tried to destroy evidence bydyeing and shaving of the hair fromall his body before undergoing the
drug test

Hair analysis for drugs

High-profile case in 2019
§ Police collected hair sample
from his leg.
§ National Forensic Service
conducted a drug test and theresult was positive formethamphetamine§ Later he confessed to take it.

Hair analysis

Gender and drugs

A Minimum of
190,000 Drug
Related Deaths
Mostly opioid related overdoses
UNODC 2015

Regional variation in drug-related
deaths

The regional drug related mortality
rate in 2015
Overdoses per 1 million people
EuropeMiddleEast

Asia

Oceania

North America

South America

Drug related death rates in countries

Drug related death in the US

250
200
150
100
50

la
nd
al
va
do
r
Sw
ed
en
A
us
tra
lia
Uk
ra
in
e
C
an
ad
a
Es
to
ni
a
Ru
ss
Se
ia
yc
he
lle
s
El
S

Ic
e

US
A

0

Overdoses per 1 million people

What are synthetic opioids?
OpioidProduces
Reduces

Any substance that acts on
opioid receptors in the bodymorphine-like effects
pain

What is Fentanyl?

Opioids Classification
Natural opium
alkaloids

Morphine

CodeineSemi synthetic

HeroinBuprenorphine

Synthetic opioids

Methadone

Fentanyl

How powerful are Fentanyl
Analogues?

A family of synthetic opioids
Some are incredibly strong
Effective at very small doses and difficult to detectsafemedicines.org

Less Than

One Pill Can Kill

l

ny

nta

Fe

Is there any genderdifference in opioid use?

Deaths by prescription opioid overdose
DEATH FROM OPIOID OVERDOSE
IN 2016
12000
10000

9978

8000
6000

7109
Men

4000

Women

Women • 19 women per day dyingMen• 27 men per day dying

2000
0
numberCurr Opin Psychiatry. 2017 Jul; 30(4): 238–246.

Opioid overdoses increased
more rapidly for women
Death from opioid overdose(2011-2016)
700

Why women use opioids more?

596

600
500
400

312

300

Men

Women

200
100
men

0
percent

women

Women are more sensitive topain than men
Men

Women are more likely to havechronic pain

Women

pain
pain

pain

pain

pain

Women are more likely to useprescription opioids compared tomenDrug use rates by gender

Gender differences in drug use
Cann
abis

Antidepr
essant

Men

Cocai
ne

Antianxiety

Opiat
es

TranquilizerrWomen§ Men are more likely than women to use cannabis, cocaine andopiates,§ the prevalence of the non-medical use of opioids andtranquillizers , antidepressant and anti-anxiety

opioids

Antidepressants and antianxiety or sleep drugs

Annual prevalence of tranquillizers
among those aged 15–64, 2011-2016 inEurope§ Women are more likely to die from overdoses involving
medications for mental health conditions, likeantidepressants.
§ Antidepressants and anti-anxiety or sleep drugs sendmore women to emergency departments than men .

Anti-anxiety medications or
sleeping aids

Use of AntidepressantsCenters for Disease Control and Prevention§ Antidepressant use has increased§ Women are more than twice as likely to use the drug as theirmale counterparts

Why women are more at risk thanmen for anxiety and insomnia?
Women are being prescribed mor
e of these types of medications

Greater access can increase therisk of misuse

Lead to substance use disorder
or overdose

Consequences of Drug use by
Women§ Women often suffer more than men with serious
long-term consequences§ Women may be more susceptible to craving,
relapse, which are key phases of the addiction
cycle.
§ Women are just as likely as men to develop a
substance use disorder.

What are problems on women anddrugs?
§ Women seek help for substance abuse at much lower rates
than men§

33 percent of the individuals admitted for treatment in 2011 werefemale, while 67 percent were male

§ It also reflects a reluctance among women to admit the need forhelp or to believe that they deserve recovery services.
§ Women may also refuse treatment because of childcare
responsibilities,§

a lack of financial resources to pay for treatment,§a lack of adequate transportation.

Women and Drug in SDGs

Conclusion§ensuring healthy lives and promoting wel
l-being at all ages

§ Understanding gender differences related to Drugabuse and deaths§achieving gender equality and empowering all women and girls§ Differences in drug use by gender can result indifferential consequences that matter such asserious morbidity and mortality§promoting sustained, inclusive and sustainable econ
omic growth, full and productive employment and decent work for all§reducing inequality within and among co
untries§promoting peaceful and inclusive societi
es for sustainable development

Do you know where?

The 10th Korea-China-Japan
Women Leaders Forum For
Science & Technology§ For women§ Building self-esteem§ Setting boundaries with partners and children§ Managing stress§ Improving communication skills

See you in Seoul 2021
Thank you very much

Session 2 Speaker (China)

Zhimin LIU
Professor, Institute of Chemistry (IC), Chinese Academy of
Sciences (CAS)

Education
Degree: BS, Description: in Chemical Engineering, School: Qingdao University of Science and Technology,
Location: Qingdao, Shandong, China, Year: 1990
Degree: Master, Description: in Chemical Engineering, School: Qingdao University of Science andTechnology, Location: Qingdao, Shandong, China, Year: 1993
Degree: PhD, Description: in Chemical Engineering, School: China Petroleum University, Location: Beijing,
China, Year: 1997
Research Field
Green chemistry, Utilization of CO2, Chemical transformation of biomass to chemicals, fuels and materials,
Ionic liquids

Career History
Zhimin Liu is a professor and a group leader of CAS Key Laboratory of Colloid Interface andThermodynamics, ICCAS, China.
After she received Ph.D in 1997, she worked as a postdoc in ICCAS for 2 years, and was hired as an
associate professor by ICCAS in 1999. She visited Nottingham University (UK) and Tohoku University(Japan) as a visiting scientist in 2003 and 2006, respectively. Since 2007, she has been working as a full
professor in ICCAS. Her research interest is green chemistry with focus on green solvents and chemical
conversion of CO2 and biomass.

Awards and Scholars
Ø China National Natural Science Foundation for Distinguished Young Scholars in 2011Ø The Second Prize of the National Science and Technology Progress Award in 2011 ( Rank No. 2)
Ø Leading Talent in Science and Technological Innovation of Ministry of Science and Technology in 2016
Ø Leading Talent of National High-Level Personnel of Special Support Program in 2018.

Current Memberships
Ø Vice Chairman of Committee on Supercritical Fluid Technology of Chemical Industry and Engineering
Society of China
Ø Member of Committee on Ionic Liquids of Chemical Industry and Engineering Society of China
Ø Member of Committee on Green Chemistry of Chinese Chemical SocietyØ Member of Committee on Chemical Thermodynamics and Thermal Analysis of Chinese Chemical
SocietyØ General Secretary of Supercritical Fluid Association of Asia
Ø Editor-in-Chief of Current Opinion in Green and Sustainable ChemistryØ Editorial board member of Sustainable Chemistry and Pharmacy
Ø Editorial Advisory Board of Industrial & Engineering Chemistry ResearchØ Editorial board member of Chinese Science Bulletin
Ø Editorial board member of Acta Physico-Chimica Sinica

GREEN CHEMISTRY PROMOTES SUSTAINABLE DEVELOPMENTZHIMIN

LIU

Institute of Chemistry, Chinese Academy of Sciences, China. liuzm@iccas.ac.cn

Abstract: Sustainable development is one of the most important issues for our society and is agreat challenge. Green chemistry, which is the design of chemical products and processes that
reduce or eliminate the use or generation of hazardous substances, will promote the sustainable
development of our society. Herein, the important aspects of green chemistry including atom
economic reaction, green catalysis, green solvent, green carbon science and green product are
introduced, which may provide solutions to achieve the sustainable development goals.
Keywords: green chemistry, atom economic reaction, green solvent, green catalysis, green
carbon science, green product, education

1. Introduction
Chemistry is a central science that creates new materials and deals with the composition, structure, andproperties of substances and with their transformations. Chemistry has greatly contributed to modern
civilization, which provides about 97% products in the world and makes our lives better. For example, theinvention of ammonia and related fertilizers renders the production of enough foods to meet needs ofpeople all over the world. The medicines protect the health of people, and lengthen their average life span.
Man-made materials make the world colorful and wonderful. However, we have to admit that chemistry
also has polluted our planet and depleted natural resources greatly, so the sustainable development of oursociety is confronted with great challenges.
Green chemistry, which is the design of chemical products and processes that reduce or eliminate theuse or generation of hazardous substances [1], guides the development directions of chemistry using thewellknown “Twelve Principles”. The core of green chemistry is to save resources and energy, convert
feedstocks into products as far as possible, and reduce or eliminate pollution to environment from the
beginning. Green chemistry will promote sustainable development and realize the sustainable development
goals (SDGs).

2. Green chemistry for SDGs
2.1 Atom economic reactions
To achieve sustainable development, we need enough and sustainable resources, but the resources inthe earth are fixed and limited. Therefore, the utilization of the natural resources with high efficiency is ofgreat significance for the sustainable development. An important goal of green chemistry is to maximize
the efficiency of use of raw materials and to minimize the creation of waste. For a chemical reaction, atom
efficiency is defined as the conversion efficiency of a chemical process in terms of all atoms involved andthe desired products. Atom economic reaction is considered with high ratio of atom utilization, in which theconversion of raw materials is maximized and the waste emission is minimized. That is, atom economic
reaction can generate more product using less feedstocks, thus reducing or eliminating the pollution caused
by waste emission from the beginning. The strategies to improve atom economy mainly include designing
alternative synthetic methodology, improving selectivity towards target products, and making good use of
byproducts. It is crucial to develop robust and environmentally friendly catalysts to achieve a real atomeconomic reaction. The highly effective economic reaction not only saves resource but also prevents thepollution, which affords a significant way for sustainable development.

2.2 Green catalysis
Catalysis represents one of the most important way to achieve the goals established by 12 principles ofgreen chemistry, and is also providing pathways to a sustainable development [2]. Catalysis also plays
important role in environmental applications including the destruction of wastes and purification of gases,
waters and soil. Noble metal catalysts are widely applied in chemical industry. Due to the limits of thenoble metal resources, the low-cost, abundant and environment-friendly metals are expected to replace
noble metal catalysts and have been widely investigated with focus on improving their activity comparable
to that of noble metal catalysts. Nanocatalysts, particularly, catalysts with single-metal atom, display highly
enhanced activity, and have become the frontier of the catalysis in recent years. The metal-free catalysts
including organo-catalyst, carbons and ionic liquids without metals have emerged as green alternatives forvarious kinds of reactions, especially for the production of pharmaceuticals and biologic active molecules.
The bio- and photo-catalysis are considered to be green catalysis, which can be performed in green way
under ambient conditions. Electrocatalysis is also a green catalysis, which can adopt green and renewableelectricity from wind, tide, etc. However, the efficiency of these kinds of green catalysis is generally very
low compared to that of thermo-catalysis. Therefore, exploring catalysts with high efficiency for bio-,
photo- and electro-catalysis is of significance for sustainable development. The reduction of CO2 into fuels
and chemicals via bio-, photo- and electro- catalysis provides green routes for CO2 fixation andtransformation, which have been paid much attention in recent years. In addition, the catalysis associatedwith the use of green solvents is also a green catalytic process.

2.3 Green solvents
As known, over 70% chemical processes require solvents, especially organic solvents that are generally
toxic, flammable, and/or corrosive. Therefore, study on green solvents is the most active area of green
chemistry research [2], which represents an important challenge because the utilization of green solvents is
not a simple replacement to the conventional solvents. The widely investigated green solvents mainly
include water, supercritical fluids, ionic liquids and biomass-derived solvents. Besides their green features,the unique properties of green solvents should be investigated to meet the requirements for theirapplications. Water has been widely applied in inorganic industry, and prevention of water pollution is themain problem in its applications. Recent researches indicate that water is also a good reaction solvent forsome organic reactions, showing promising potentials in organic synthesis. Supercritical fluids havetemperature- and pressure-controlled properties with liquid- and gas-like performances, which, especiallysupercritical CO2, have shown promising applications in chemical processes. Ionic liquids that arecompletely composed of ions can be designed with green features together with unique properties, which
are considered as a kind of green solvents and have attracted much attention in green chemistry. In addition,
biomass-derived solvents like glycerol also have attracted attention, which may have great potentials.

2.4 Green carbon sciences
Carbon, the fourth most abundant element in the universe, is the key element of life on earth, and offers
us organic materials. The efficient utilization of carbon resources and carbon recycling are of great
importance for the sustainable development of our society. In the foreseeing future, fossil resources (raw oil,coal, natural gas and minerals) will still be the main resources of energy and chemicals, thus exploringgreen technologies for efficient utilization of fossil carbon resources will still be important task of chemists
and engineers. With gradual consumption of fossil carbon resources, biomass as the largest renewablecarbon resources has attracted much attention, and related technology to utilize biomass are being
developed. The utilization of fossil resources and biomass emits huge amount of CO2, which results in theCO2 concentration in air to reach up to 415 ppm in 2018, thus causing serious environmental and social
problems. Chemically, feasible and effective solutions to this problem are the efficient use of the limited
fossil resources and the development of processes to convert biomass and CO 2 into fuels and value added
chemicals on a large scale. Therefore, Chinese scientists [3] proposed concept of green carbon science withfour principles, which focuses on the transformations of carbon-containing compounds in the entire carbon
cycle, with the ultimate aim at using carbon resources efficiently and minimizing the net CO2 emission.
This holistic view also has ramifications for related fields including petroleum refining and the productionof liquid fuels and chemicals from coal, methane, CO2, and biomass.
In addition, the recycling and reuse of organic polymers is also an important aspect of green carbon
sciences. The spent polymers provide rich renewable carbon resources, and their degradation into
chemicals is of significance for sustainable development, which can not only reduce the pollution to theenvironment but also save the carbon resources.

2.5 Green products
Green products are necessary for sustainable development, which should have the following features:
nontoxicity, environmental-friendliness, long life span for use, available recycling, production from natural
and/or renewable feedstocks, fabrication with low energy cost, high biodegradability. The green chemicals
for agriculture including fertilizers, pesticides, and insecticides can guarantee safe production of enoughfoods for us. Green pharmaceuticals and medicines can protect our health and lengthen the life span of ourhumans. Other green products including natural additives for foods, biomass-derived functional materials,
natural clays, green coating materials, and so on, can make our life better.
In addition, the recycling of solid wastes including plastic waste, metal waste, glass, and so on, is alsoof great significance for sustainable development. Transformation of such solid waste into chemicals or
useful materials needs chemistry, which is an aspect of green chemistry.

3. Education
Education is perceived as the master key to achieving a sustainable society. The core role of chemistry
and chemical industry for sustainable development in modern societies suggests a central role for chemistryeducation. Green chemistry education aims at incorporating the concept of green chemistry into chemical
education, and a major objective is to foster sustainable scientific literacy and to develop corresponding
skills among the present and future generations [4]. More importantly, the intention of green chemistryeducation is to promote the desired types of awareness in the young generations, keeping in mind theimportance of social and environmental sustainability and the role that chemistry can play to promotesustainable development, being to allow them to actively learn how to shape society in a positive,
sustainable fashion. Therefore, green chemistry education should be and also has been paid much attention
all over the world.
Nowadays, more and more female students are educated at high schools and universities, and theyshould be have equal rights to be educated with green chemistry. More and more female scientists areworking in green chemistry fields, and they should be supported equally. It is believable that women are
also able to contribute to sustainable development.

4. Conclusion
Green chemistry provides important solutions to sustainable development, which will give us abeautiful and sustainable world. Women working in green chemistry is an important power to contribute tosustainable development of our society. Let’s work together, and make our life better and better.

REFERENCES[1] P. T. Anastas and J. C. Warner, in Green Chemistry: Theory and Practice, Oxford University Press, New
York, 1998.
[2] P. Anastas, N. Eghbali, Green Chemistry: Principles and Practice, Chem. Soc. Rev., 2010, 39, 301–312.
[3] M. Y. He, Y. H. Sun, B. X. Han, Green Carbon Science: Scientific Basis for Integrating Carbon Resource
Processing, Utilization, and Recycling, Angew. Chem. Int. Ed. 2013, 52, 9620-9633.
[4] Worldwide Trends in Green Chemistry Education, Edited by V. G. Zuin and L. Mammino, The Royal
Society of Chemistry, 2015.

The 9th Japan-China-Korea Women Leaders Forum for Science &Technology,
Ochanomizu University, Otsuka, Bunkyo-ku, Tokyo, Japan, Oct. 10-12, 2019

CAS is the largest scientific research organization of China,
which has >100 research institutes and 3 universities.

Institute of Chemistry, CAS
ICCASGreen Chemistry Promotes
Sustainable Development
Prof. Dr. Zhimin Liu
Institute of Chemistry, Chinese Academy of Sciences(ICCAS), Beijing 100190, China. Homepage: Liuzm.iccas.ac.cn

ICCAS is a multi-disciplinary
research institute dedicated tobasic research of chemistry, andis one leading chemistryresearch organization in China.
110 professors, 15 women professors.

CURRICULUM VITAE
Professor Dr. of Chemistry
Education and Employment History
Ø
Ø
Ø
Ø
Ø
Ø
Ø

1997
1999
1999
2003
2006
2007
2008

University of Petroleum, Ph.D. in Org. Chem. Eng.
Postdoctoral fellow of ICCASAssociate Professor of ICCASVisiting scholar, Nottingham University, UK
JSPS invitation fellow, Tohoku University, Japan
Group leader
Full professor of ICCASMembershipØ Fellow of Royal Society of chemistryØ Vice Chairman of Committee on Supercritical Fluid Technology of Chemical Industry
and Engineering Society of China
Ø Member of Committee on Ionic Liquids of Chemical Industry and Engineering Societyof ChinaØ Member of Committee on Green Chemistry of Chinese Chemical SocietyØ Member of Committee on Chemical Thermodynamics and Thermal Analysis ofChinese Chemical SocietyØ General Secretary of Supercritical Fluids Association of Asia.

Editorial Board member
Ø Editor-in-chief for Current Opinion in Green and Sustainable Chemistry


Ø
Ø
Ø
Ø

Research Interests
Ø Green chemistryØ Study on the properties of green solvents including supercritical fluids and ionicliquids;
Ø Chemical conversion of CO2 and biomass;Ø Green solvent-induced fabrication of functional materials;
Ø Green catalysis.

Editorial board member for Sustainable Chemistry and Pharmacy
Editorial Advisory Board for Industrial & Engineering Chemistry Research
Editorial board member for Chinese Science Bulletin
Editorial board member for Acta Physico-Chimica Sinica

AwardsØ Selected as Leading Talent of "National High-Level Personnel of Special Support
Program”, 2018
Ø A Second Class Prize of National Natural Science Award of China, 2011.
Ø China National Fund for Distinguished Young Scientists, 2011.
Ø A Second Class Prize of Science and Technology Award of Beijing, 2007

Sustainability ?
Green Chemistry Promotes Sustainable
Development
Ø Green chemistryØ Green carbon sciencesØ Atom-economic reactions
Ø Green solvents
Ø Green productsØ Education
Ø My research interest• "Sustainability" is a concept that is used to
distinguish methods and processes that canensure the long-term productivity of theenvironment, so that new generations ofhumans can live on this planet.
• Sustainability has environmental, economic,
and social dimensions.

We live in a chemically-dependent society

Great Challenges for Sustainable Development

Over 97% of man-made goods are produced using at least one
chemical process. Chemistry plays crucial role in modern
civilization.

Old Chemical Processes•

Fertilizers afford us with enough food••Synthetic polymers give us colorful clothing.
Modern construction materials offer us comfortable housing.

•

Medicine protects our health and prolongs the lives of our humans.

Chemistry makes our life better.

•

Small portion (~10%) of resources we takefrom earth is converted into products. Most ofthem is transformed into waste.

•

Huge amout of harmful wastes are generated annually, andserious pollution is caused.

•

It is not sustainable in products, process and resources.

Polymer

Functional Materials

Medicines

6

Green chemistry is highly desirable

7

Green Chemistry ?
GreenSolvent

New and green chemistry is highlyGreen
feedstocks

desirable for sustainable
development, but challenging!

Green
product

Green
Chemistry

Green
Catalysis

Green reaction
route

Green
process• A new approach to designing chemicals and chemical transformations that are
beneficial for human health and the environment.
• Aiming to save resources and energy, and completely convert feedstocks into
target products and eliminate pollution from the beginning.
8

12 Principles of Green Chemistry
1. Prevention rather than remediation
2. Atom Economy
3. Less Hazardous Chemical Syntheses
4. Designing Safer Chemicals
5. Safer Solvents and Auxiliaries
6. Design for Energy Efficiency
7. Use of Renewable Feedstocks
8. Reduce Derivatives
9. Catalysis
10. Design for Degradation
11. Real-time analysis for Pollution Prevention
12. Inherently Safer Chemistry for Accident Prevention
Anastas, P. T.; Warner, J. C. Green Chemistry: Theory andPractice, Oxford University Press: New York, 1998

9

Green Chemistry Attracts Worldwide Attention
Ø Green Chemistry Centers/networks all over the world
Ø IUPAC subcommittee on Green Chemistry (2001)
Ø USA Presidential Green Chemistry Challenge Award(1995)
Greener Synthetic Pathways; Greener Reaction
Conditions; The Design of Greener Chemicals;
Small Business; Academic

Ø International conferences on Green Chemistry11

We live in the age of carbon

International journals on green chemisty
Ø Green Chemistry (1999)
Ø Clean---Soil, Air, Water (2007)
Ø ChemSusChem (2009)
Ø Green Chemistry ---Reviews and Letters (2010)
Ø Green & Sustainable Chemistry (2011)
Ø ACS Sustainable Chemistry & Engineering (2012)Ø Current Opinion in Green and Sustainable Chemistry(2015)
Ø Sustainable Chemistry and Pharmacy (2017)

Fossil resources••

Currently, we are heavily reliant on fossil resources,
which offer us energy and chemicals.
•

Oil affords >90% of organic chemicals. But
only 10% of petroleum is used to makechemicals.

•

Natural gas, with predominate
component of methane, is mainly
used to produce energy.

Most of the articles of society are carbon-based. Carbon resource is
indispensable for us.
Coal

Petroleum

There would be nomodern civilization
without carbon, but
carbon is also
threatening the survivalof our humans due toour own problems.

Green Carbon Science (GCS)？

CarbonatemineralNon-renewable

C

Plant

AnimalMicroorganism
CO2
Renewable
13

Renewable resources
Biomass•

Nature provides us with plentiful biomass.
~200 Billion tons of lignocellulose isproduced every year. But only 4% is utilized
as carbon resource. Especially, theirtransformation to desired products ischallenging.

CO2•~40 Billion tons of CO2 is emitted from fossil
utilization annually, and its concentration in air
has reached >400 ppm ( in 2018). Only 0.4% isused for chemicals production due to both
thermodynamic and kinetic problems.

Coal is the largest carbon resource, and it provides the major energy via
combustion, meanwhile it emits huge amount of CO2 together with S-,
N-containing compounds, resulting in pollution to environment.

• Fossil resource is the base of chemical industry, but they are finite andincreasingly difficult to access. Time is running out for petrochemical
feedstocks and for other traditional resources.

Natural gas

CarbonResource

Efficient utilization of renewable carbon resources is
crucial to sustainable development of our society

p Transformation of CO2

Ø Energy generation
C + O2 = CO2-393.5KJ/molØ Natural Photosynthesis
CO2+H2OGCS Defination
Study and optimization of transformation of carbon-containing compounds,
processes involved in the entire carbon cycle from carbon resource
processing, carbon energy utilization, CO2 fixation, and carbon recycling tominimize the carbon unbalance caused by over-consumption of fossil
resources.

Main research areas••

CO2 + H2O

Biomass

Highly efficient utilization of fossil resources
Economic processes to use biomass and CO2
M. Y. He, Y. H. Sun, B. X. Han, Angew. Chem. Int. Ed., 2013, 52, 9620 .

Modern chemicalindustry emits hugeamount of CO2.

Natural photosynthesis
provides us with foodand materials.

p Commercial production of urea, salicylic acid, carbonatesü Reduction to fuels, e.g, CO, CH4, HCOOH, CH3OH, etc.
ü Involving the synthesis of various chemicals,e.g., cyclocarbonates, benzimidazoles, N-formylamides, etc.

p Transformation of biomass
Nature provides us with plentiful renewable carbon resources--biomass.

Challenges:
EdibleØ Both thermodynamic
and kinetic limitations.
Ø Photocatalysis andelectrocatalysis canovercome thethermodynamic limitation.
Ø Cheap and renewable
H2 is important.

Non-edible

triglycerideØ Biomass-derived green and renewable feedstocks
Non-edible biomass includes cellulose, lignin, chitosan and theirplatform compounds.

p Lignin is the second largest biopolymer witharomatic structures, which provides the possibility
to afford aromatics from biomass.

p Cellulose is the largest biopolymer
with unit structure of glucose.
OH

OH
O HO

*

HO

Transformation

Hydrolysis

O

Paper industry produces about 50 million tons of lignin waste annually.

*

O
OH

OH
OH

OH n

Aromatics produced from lignin
OH
5-Methyl furfural

OCH3

Ethylene glycol
Sorbitol
D-Mannitol

Ø Green solvents--- Environment-friendly solvents
Challenges for biomass transformation

Around 70% chemical processes require for solvents.
SOLVENT GUIDE
RankingØ Use of lignocelluloses is extremely important, but
selective conversion and separation is challenging.

PreferredPreferred or
Problematic ?

Solvents
Water, ethanol, propanol, n-butyl alcohol, AcOEt, AcOiPr,
AcOnBu, PhOMe, sulfolane
Spraying
MeOH, tBuOH, BnOH, ethylene glycol,
acetone, MEK, MIBK,Ø Utilization of starch and triglyceride is easier, but theirsources are very limited.

ProblematicØ More attention should be paid to explore processes
using the special structure of biomass.

Me-THF, heptane, Me-cyclohexane, toluene, xylene,
chlorobenzene, acetonitrile, DMPU, DMSO

Problematic or
Hazardous

THF, MTBE, cyclohexane, DCM, formic acid, pyridine

Hazardous

iPr2O, dioxane, DME, pentane, hexane, DMF, DMA, NMP,
TED, methoxyethanol

Highly hazardous

Et2O, benzene, CCl4, chloroform, DCE, nitromethaneØ Transformation of renewable carbon resource is of great
importance, which is a long term task.

•

cyclohexane, AcOMe, AcOH, Ac2O

~20 Million tons of harmful solvents are emitted annually,
resulting in harm to people and pollution to environment.

23

p Water (H2O)

Green solvents:
•
•
•
•
•

Water/supercritical water
Supercritical CO2Ionic liquids
Polyethylene glycol
Biomass-derived solvents

Water is the most accessible green resourcein the earth, which has wide applications inindustry.

The replacement of harmful
solvents with green ones
needs to reconsider many
new issues due to theunique features of green
solvents.

As a chemical feedstock, it can serve as a reductant toprovide H, and also as an oxidant to provide O.
As a green solvent, it shows unique performance due to thestrong ability to form H-bonding.
Exploring its efficient utilization in chemical processes is ofsignificance for sustainable development.

Spraying or coating

DyeingExtraction process

p Supercritical CO2

p Ionic Liquids (ILs)

Critical Point: 31.1 °C, 7.38 MPa

A kind of organic melton salts composed oforganic cations and inorganic/organic
anions.

Ø Properties
Gas-like viscosity and diffusion
Liquid-like density
Near zero surface tension
Tunable properties…

SpecialH-bondingØ Applications
Extraction
DyeingDryingCleaning
Chemical reactions
Material processing or
preparation…

Highly designable
Many kinds+

Essential oil
Caffeine
Nicotine

Uniqueproperties

Ionic
microstructure

ILs can be
designedwith green
features.

For example, >80% of hops for beer is produced by CO2 extraction.

Multipleinteractions•

Solvent•

Surfactant

Wide applications • Catalyst•

Microwave absorber• Wide liquid
window• High thermal andchemical stability• Negligible vapor
pressure• Wideelectrochemical
window• Coulomb force• H-bonding• Van der Waar
• hydrophilic/hydrophobic
interaction

Ø Green products

p Biomass-derived solvents

Green chemicals, degradable materials …

p Degradable polymers
furfuralglycerol

ethyl levulinate

furfuryl alcohol•

We live in a world where synthetic plastics are
everywhere. From clothing to crisp packages
and from bottles to buckets, plastics make ourlives more convenient.

•

But >80% plastics we consume ends
up as waste, which causes serious
problems to us and to ourenvironment. It was reported…

ü

Degradable polymers are highly
required.

butyl levulinate

2,2,5,5-tetramethytoxolane
These solvents will replace some traditional solvents.

ü Natural polymers such as cellulose, chitosan, wool, silk, spidersilk andmussel byssus fibres, and biopolymer-based nanocomposites, present an
attractive alternative for synthetic polymers derived from petrochemicals.

Circular economy

p Green pesticides

By recovering resources from the waste materials, we can reduce our reliant on
virgin feedstocks that are not sustainable as well as reducing the quantity ofmaterials going to landfill sites.

Nowadays, pesticides have been
widely applied in agriculture, which
improves the crop yields, but areharmful to human beings and to soil.

Recycling is essential for environmental sustainability.

Green pesticides that are low-toxic, highefficient, and degradable are of greatsignificance for sustainable development.

Rubber recycling. Rubber is used in a vast number of products, and thevolume of rubber waste produced globally makes it difficult to manage
because accumulated waste rubber, especially in the form of tyres, can posea significant fire risk. Recycling rubber not only prevents this problem but
can produce new materials with desirable properties that virgin rubbers lack.

Element Recovery. Increased consumption of electronic equipment hasbrought with it a greater demand for rare earth elements and metals. It is
predicted that the global supply of rare earth elements could soon be
exhausted. A sustainable approach to the use and recovery of rare earth
elements is highly needed.

SpinosadGreen chemistry education

My research interest• Green Chemistry education has been paidworldwide attention.

Chemicals
Fuels

RenewableC
arbon
Resources• Ionic liquid catalysts• Polymer catalysts

Thermo-catalytic
Transformation

O HO

HO

O

*

O
OH

OH
OH

OH n

Biomass• Green chemistry education must be integrated into
the way we teach scientists from the earliest ages,e.g., from high school students.

Transformation of carbon dioxide

OH

OH

*

New Materials

O=C=O• A wide range of new approaches, courses, tools, andmaterials related to green chemistry have been
introduced and demonstrated in the chemistry
curriculum in colleges and universities around theworld.

Reaction
Mechanism

Atom-economic reactions• Sovlent-mediatedcatalytic systems[HDBU][TFE]
Z. M. Liu,* et al, Angew. Chem. In. Ed., 2014, 53, 5922.

CO2Electrocatalytic
Transformation• Electrocatalysts• Electrolytes• Photocatalysts

Photocatalytic
Transformation

R-OH
R-COOHZ. M. Liu*, et al., Angew. Chem. Int. Ed. 2016, 55, 9685.

No byproducts

Summary and outlook

Artificial photosynthesis
CO + H2O2

Green chemistry provides a concrete pathto solving environmental problems.
Green chemistry is the way for sustainable
development, and it is the future ofchemical industry
Our woman scientists can play key role indevelopment of green and sustainablechemistry.

Z. M. Liu*, et al, Angew. Chem. In. Ed., 2019, 58, 632-636.

My group

37

许环军
、郝
磊端、高
翔
马志爽
、纪
桂鹏、
胡彩玲
、吴
云雁、
罗小颖
、杨
鹏、于

张宏晔、赵燕飞、杨珍珍、于博

笑笑、
李瑞鹏
张峰涛
、柯

Page



振刚、王
欢、郭
世恩

The 9th Japan Korea China Women Leaders
Forum for Science & Technology
第9回日中韓女性科学技術指導者フォーラム

Poster Session

Poster Session Coordinator (Japan)

Eiko NAKAYAMA
Professor, Faculty of Life and Environmental Science andGraduate School of Life Sciences, Showa Women’s University

Education
Degree: BA, Description: in Agricultural Science, Kyoto Univ., Japan, 1982
Degree: PhD, Description: in Agricultural Science, Kyoto Univ. Grad. Sch., Japan, 1995y Research Field
Wood Science and Technology
Environmental Science
Career History
Showa Women’s University , Tokyo, Japan
Professor, Faculty of Life and Environmental Science and Graduate School of Life Sciences (2007-)
Associate Professor, Faculty of Life and Environmental Science and Graduate School of Life Sciences(1997-2007)
Lecturer, Faculty of Life and Environmental Science (1989-1997)
Research Associate, Faculty of Life and Environmental Science (1985-1989)
RIKEN: Institute of Physical and Chemical Research, Wako, Japan
Guest Researcher, Polymer Chemistry Laboratory (2005-2006)
Collaborative Researcher, Polymer Chemistry Laboratory (1996-2005)
LUKE: Natural Resources Institute Finland, Helsinki, Finland

Civic, Political, and Philanthropic Activities
The Japan Wood Research Society, Director (2011-)
The Society of Japanese Women Scientists, Director (2005-)

Poster Session Coordinator (Japan)

Yoshihito MORI
Professor, Ochanomizu University
Principal, Ochanomizu University Kindergarten

Education
Degree: BParm in Pharmaceutical Sciences, Tokusihma Univ., Japan, 1983
Degree: PharmD in Pharmaceutical Sciences, Hokkaido Univ. Grad. Sch., Japan, 1988
Research Field
Nonlinear Phenomena in physico-chemical system and microwave technology application for botanicalessential oil extraction.
Career History
Pharmacist, Toyama Medical and Pharmaceutical University Hospital, 1988-1989; Researcher, Molecular
Institute of Sciences, 1989-1995; Research associate, Nagoya Institute of Technology, 1995-1998;
Associate Professor, Ochanomizu University; 1998-2014, Professor, Ochanomizu University, 2014 up to
now. Ochanomizu University Izumi Nursery Principal, 2014-2016.
Achievements
The nonlinear phenomena research revealed surface tension-driven oil-droplet movement was directed in
an asymmetrical boundary and surfactant foam production in space was bifurcated on gravity and thecollaboration with Afghan women scientists was made on microwave-assisted essential oil extraction.
Civic, Political, and Philanthropic Activities
Member of Japan Inter-Society Liaison Association Committee for Promoting Equal Participation of Men
and Women in Science and Engineering, 2005 up to now; Chair, Science Summer School for Girls at
National Women's Education Center, Japan, 2007; Member of Gender-equality Promoting Committee of
The Chemical Society of Japan, 2004 up to now. Member of Tokyo Bunkyo-ward equality committee, 2008
up to now. Host professor of Japan governmental aim for Afghan women promotion, 2003 up now
Current Memberships
Member of The Chemical Society of Japan: Member of Japan Electromagnetic Energy Application:
Member of The Japan Society of Microgravity Application.

Poster Session Coordinator (Japan)
Maki IWAKUMA
Vice President, The Institution of Professional Engineers,
Japan
Fellow of The Institution of Professional Engineers, Japan
Fellow of Japan Society of Civil Engineers

Education
Degree: Bachelor of Agriculture, Faculty of Horticulture, Chiba University
Registered Professional Engineer, Japan (Applied Science, No.15111)
Research Field
Environmental Study and Research
Employment Record:
1972-:Engineer, CTI Engineering Co., Ltd.

1989-1994: General Manager, R&D Division, Environmental and Biotechnology CTI Engineering Co., Ltd
1994-2005: Director, CTI Science Systems Co., Ltd.,
2006-2009: Executive Vice President, CTI Science Systems Co., Ltd
2010-Present: Chief Engineer, Institute for Environmental Monitoring TOKEN C.C.E. Consultants Co., Ltd.
Professional Memberships:
As the Institution of Professional Engineers, Japan (IPEJ)
2005-2009:

Board of Directors Member

2005-2007:

Vice-Chair, Policy and Planning Committee

2007-2009:

Vice President / Chair, Publicity Committee

2011-2015:

Chair, Gender Equality Committee

2017-Present: Board of Directors Member /Vice President/ Chair, Corporate Planning Committee
As Women Engineers Society
1985-1991: Committee Member, the Society of Women Civil Engineers
1991-1997: Secretary-General, the Society of Women Civil Engineers
1998-1999: Vice-Chair, 11th International Conference of Women Engineers and Scientists (ICWES-11)
2004-Present: Committee Member, International Network of Women Engineers and Scientists, Japan
2009-2011: Director, the Woman Professional Engineers Society of Japan (Non-Profit Organization)
2015-Present: Committee Member, Steering Committee of National Women's Education Center
Awards1996: Award of the Institution of Professional Engineers, Japan

Poster Session（１） SJWS:
Recent Activities of the Society of Japanese Women Scientists（２） JWEF:
History, Objectives and Activities of Japan Women Engineers Forum（３）Girls’ STEM Career Path Project (GSTEM-CPP):
Junko Kogure / Megumi Furuichi
Encouraging Teenage Girls to Choose Career in STEM Field– Report from Natsugaku (Girls’ Science Summer Camp)（４）Dilinigeer Dilixiati, Maya Ueda, and Toshihiro Kondo(Graduate School of Humanities and Sciences, Ochanomizu University)
High Electrocatalytic Activity for Oxygen Reduction Reaction of Ni and Co
Core-Pt Shell Nanoparticles（５）Jafari Samira(Department of Chemistry and Biochemistry, Division of Advanced Science,
Graduate School of Humanities and Sciences, Ochanomizu University)
Afghan Achillea santolina L. essential oil extraction by conventional andmicrowave heating（６）ESCO(Environmental Science Club of Ochanomizu University)
https://ochakan.1net.jp
Nanako KAWANO and Shoko TANAKA

Outreach Activity in Science

)

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)

Establishment, purpose, membership of SJWSThe Society of Japanese Women Scientists (SJWS) was established in April, 1958 to foster friendship among female scientists,
facilitate knowledge exchange among them in various fields of research and provide support during their career with the ultimate
goal of advancing world peace. Since April, 2014, SJWS has become the general incorporated association.
Now in 2019, the number of members is about 350, and there are a wide range of members, including researchers in science,engineering, medicine, pharmacy, and agriculture, belonging to universities, research institutions, as well as researchers andengineers from companies. It is a collaborative organization of the Science Council of Japan, and is active in Hokkaido/Tohoku
Block, Kanto Block, Tokai/Chubu/Hokuriku Block, Kansai Block, Chugoku/Shikoku/Kyushu/Okinawa Block.

SJWS supports female researchers and scientists
Activities II

Activities I

Seminars for SJWS members and non-members who are activein the natural science field, including famous foreign researchers.
Symposiums and social gatherings of female scientists.
Science classes for small children and experimental guidance atsummer school for high school girls.
Academic journals published by Japanese women scientists (oncea year), NEWS published (twice a year).
Member of the Japan Inter-Society Liaison Association
Committee for Promoting Equal Participation of Men and Womenin Science and Engineering (EPMEWSE).
Launched SJWS Science Communicator Certification System(2007-).

SJWS Early Career Investigator Award award will begiven for members of the Society who have made researchachievements in the field of natural sciences and can expect
future prospects, agree to the purpose of the Society, andstrive to achieve it. Since 1996, 49 people have been
awarded.
SJWS Distinguished Service Award; award certificatesand anniversary gifts will be presented to those who havecontributed to the promotion and research of Japanese
female scientists (non-members are allowed) or who havemade significant contributions to the association. Since June
1996, 44 people (including two men) have been awarded.

25th Early Career Investigator Award andDistinguished Service Award to be recruited

Recent Activities

The 12th Academic Conference & 60th Anniversary Lecture washeld in November 3, 2018 (Sat / Holiday) at Showa Women's
University Cosmos Hall & Sofia
Commemorative lecture 1
RIKEN Center for Developmental Biology (CDB)
Masayo Takahashi, M.D., Ph.D., Project leader
Commemorative lecture 2
Okinawa Institute of Science and Technology Graduate University(OIST) Machi Dilworth, Vice President for Gender Equality and
Human Resources Development

The 24th (2019) Awards Ceremony

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Japan Women Engineers Forum
What JWEF is:
JWEF was established in 1992 for women engineers to achieve the objectives by networking and exchanging
information. The objectives are to improve each engineer’s skill, to create the comfortable working environment
where women engineers can demonstrate own abilities, and to contribute to society in increasing the number ofwomen engineers.

History:Japan experiences the industrial restructuring driven by specialization and advancement in science and technology.
Accordingly, the mobility of engineering population and the diversity of career paths and responsibilities in theprofession have been increasing.
Most of all, there has been a growing demand for engineers. Meanwhile, many women engineers have madesignificant contribution to the profession.
However, the absolute number of women engineers is still small. Also, the individual expertise is not always
reflected on current human resources for engineering.
JWEF promotes networking among women engineers who often leave to be isolated in their workplaces, such asenterprises, educational and research institutes.
We hold various training courses across sectors and fields. These
activities provide opportunities for women to achieve the selfdevelopment as well as to be empowered to play an active role in theprofession.
Furthermore, JWEF conducts various researches and studies, anddevelops socially influential recommendations based on the findings.

JWEF Objectives:➢ Networking and FriendshipWe promote
Networking among women engineers across specialties
Networking with female students aspiring to an engineering career
Networking with other Japanese as well as overseas organizations including INWES (International
Network of Women Engineers & Scientist)
Friendship through regular meetings and interest groups➢ Exchanging Information
We promote
Exchanging information across sectors and fields
Research and Study on women engineers➢ Increasing and Empowering Women Engineers
We provide
Career information and role models for female students
including junior/senior high school and university students
Recommendations and messages to build gender-equal society➢ Career and Leadership Development
We encourage
Career and leadership development through lectures and training courses
Enhancing knowledge and skills through study tours and workshops

URL: www.jwef.jp , Email: info@jwef.jp.

Activities:➢

Symposium, Regular meeting, and sight visit
Recent Events and topics
What is “Unconscious Bias” and how to engage
Food loss -Way and which women engineers can contribute for future -from view point of SDGs,
Sight visits• The Latest and largest logistics terminal in Japan,• The changes in gigantic Steel industry, work flow and labor force• Future of space industry – Japan Aerospace Exploration Agency➢ JWEF AWARD -Incentive Award to young woman engineer
To acknowledge and promote the importance and contribution of womenengineers in the industry, JWEF awards a young woman, every year, as
an excellent role model, who presents her leadership both in the work
place and society.
➢ Study group
Technology Study group - To grasp the latest industry trends, its challenges, policies, and technologies,
the developers, and/or, the policy maker, or industry specialists give lectures.
Topics are;
• The relation between Primary Industry and Disaster prevention• How industries engage SDGs (sustainable Developments goals).
• Manufacturing technologies of hardware and components• Image Processing Technologies and creation of future value• Robotics,• Space Industry and more
Mentoring Skills Training Group – Improving mentoring skills through actual/real mentoring exercises,
and mutual training for mentoring across the different age group.
Targeting next generations, JWEF provides High School and Uni-Students with practical advice andguidance for career.
Run the trial class for fabrication laboratories, and let children experience the joy ofcreation/productions. Target -teens under 15 years old.
➢ JWEF News Letter, and periodical information provision via Mail system➢ Networking
Regional/section meeting to energize and promote mutual exchanges between the member who areaway from capital and big cities.
Cross cultural exchanges between different communities, such as, international bodies, scientistcommunities, and delegation to the overseas conference and events.
Information exchange between corporate member companies.
Information exchange between senior member
Social gathering, meeting up with various communities both domestic and overseas. JNWES(Japan
Network of Women Engineers and Scientists)、JSPEW(Japan Society of Professional Engineers of
Women) JSWS(Japan Society of Women Scientists) and other.

Composition of JWEF member:
JWEF is constructed by 3 categories, one is individual member, from various industries, different generations andpositions, next category is the student member, and the third group is the corporate member, which are increased
proved by the importance and promotion of diversity and inclusion related activities. ‘As of 2018 Individual
member (adults and students) 100, Corporate member (companies) 19.

Ages of Individual Member
60 S ～

20 S

30 S

50 S
40 S

Construction
EnergyFoods
Information ,Communication

Category of business

OthersTransportation equipment
Materials industry

Not listed

Academy, ResearchElectric, Machinery
Chemical , PharmaceuticalEncouraging Teenage Girls to Choose Career in STEM Field– Report from Natsugaku (Girls’ Science Summer Camp)

Gender Gap Index : Our common subject
Economic participation
and Opportunity
Iceland

Health andSurvival

Oct 11, 2019
Girls’ STEM Career Path Project (GSTEM-CPP)
Junko Kogure / Megumi Furuichi
the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

Humanities
Social Sciences
Sciences
Engineering
Agriculture
Medicine&Dentistry
Pharmacy&Nursing
Education
OthersScore

Iceland0.858

2

Norway0.835

3

Sweden

0.822

Average

12

France0.779

14Germany

0.776

15

UK

0.774

51

US

0.720

75

Russia

0.701

103

China

0.673

110

Japan

0.662

115

Korea

0.657

Educational
Attainment

Source: Global Gender Gap Report 2018
Natsugaku

Natsugaku

the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

What makes girls hesitate?
Hard to get
jobs?

What kinds of jobs?
FemaleDifficult
Entrance
Examination

Male

Hard to getmarried?

Graduate

Humanities
Social Sciences
Sciences
Engineering
Agriculture
Medicine&Dentistry
Pharmacy&Nursing
Education
OthersNation1

Japan

Political
Empowerment

Female’s low rate in Japanese STEM fields
UnderGraduate

Rank

FemaleMale

Unconscious
Bias

Lacking role models
Hard workin STEM career

Source: School Basic Survey 2016 (Ministry of education)
the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

Natsugaku

Our approach in Natsugaku

Natsugaku

the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

Teamwork beyond generation
National
Women’s
Education
Center(NWEC)

Girls’ STEMCareer Path
Project(GSTEM-CPP)

Natsugaku
Programs Run byProfessionals in STEM Fields Programs Run by STEM
Major College Students
the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

Natsugaku

Graduate&
Undergraduate
students (TA)*EPMEWSE

Japan Inter-Society Liaison Association Committee for Promoting
Equal Participation of Men and Women in Science and Engineering

the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

Scientists
Engineers
Professionals)

EPMEWSE*
NatsugakuPoint (1) – Teaching assistants (TA)Natsugaku Science summer camp

• 30 Female grad & undergrad
students in STEM major• Support girls’ activities
during camp
• Organize & run programs

Unique Points• Teaching assistants− Programs they voluntarily organized− Detailed and customized support for girls• Many organizations & staff
Girls can:− explore various STEM fields− meet various “Real” role models
the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

Natsugaku

Original Point (2) - Many organizations & staff• Over 50 organizations & 250
staff• Experiments & poster
presentations• “Real” role models for girls

Natsugaku

the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

Programs for girls (Organized by TA)
Image own future in
STEM career

Meet role models
in person

Tell own dream in
STEM career

Share their thoughts

the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

NatsugakuHigh satisfaction answered

Natsugaku

the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

Acknowledgement

Girls
Satisfied Others
12% 1%

National Women’s Education Center

Natsugaku Planning Committee

Students’ Natsugaku Planning
Committee

Over 250 delegates from member organization of
the Japan Inter-Society Liaison Association
Committee for Promoting Equal Participation of
Men and Women in Science and Engineering

Grant
Noevir Green Foundation

Extremely Satisfied
87%

Other support

N=101

Girls’ reports with their experiences after Natsugaku• Presentation as a research project• Application for overseas training program• English speech contest

the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

Richo Ltd.

PLUS Corp.

Chugai Pharmaceutical Co., Ltd.

Japan CCS Co., Ltd.

CLEA Japan, Inc.

Wacker Asahikasei Silicone Co., Ltd.

Kao Corp.

KIOXIA Corporation.

MITSUBISHI MOTORS CORPORATION.

JSR Corp.

Lion Corp.

Gakken Holdings Co., Ltd.

Pacific Consultants Co., LTD.

SHIMADZU CORPORATION.

Hitachi Chemical Co., Ltd.

Sumitomo Dainippon Pharma Co., Ltd.

Japan Women Engineers Forum.

The Molecular Biology Society of Japan.

The Japan Society of Applied Physics.

The Iron and Steel Institute of JapanThe Japan Society for Industrial and Applied Mathematics.

Natsugaku

the 9th China-Korea-Japan Women Leaders Forum for Science and Technology

Natsugaku

High Electrocatalytic Activity for Oxygen Reduction Reaction of Ni and Co Core-Pt Shell Nanoparticles
Dilinigeer Dilixiati, Maya Ueda, and Toshihiro Kondo

Introduction

Graduate School of Humanities and Sciences, Ochanomizu University

Polymer electrolyte fuel cell (PEFC) has been receiving intense attention as an efficient and clean power source for stationary and automotive applications.
PlatinumPt is the most stable and active catalyst for the oxygen reduction reaction (ORR) at the cathode (Eqs. (a)) of the PEFC. However, Pt is an
expensive precious metal, and moreover, Pt electrocatalytic activity for ORR is not enough to actual operation of PEFC. In order to achieve higher
performance and lower cost, the core-shell typed nanoparticles with non-noble metal as a core and noble metal as a shell have been expected.
In the Kondo laboratory, we have succeeded to electrochemically construct Ni and Co core - Pt shell nanoparticles on the glassy carbon electrode surfaces
and to obtain the higher electrocatalytic activity for the ORR than that of the polycrystalline Pt. In this study, it is aimed to construct the core - shell
nanoparticles with higher electrocatalytic activity for the ORR by reviewing how to construct nanoparticles. Here, the particle size was controlled by thepotential step method to construct fine Ni core - Pt shell nanoparticles, and their electrocatalytic activity was evaluated using the rotating disk electrode(RDE) system.
O2 + 4H+ + 4e- → 2H2O
E0 = 1.23 V (vs. NHE) (a)Pt ShellNi and Co
Corecore-shell particle

Experimental
1. Ni nanoparticle preparation
After the pre-treatment of the glassy carbon electrode (GCE) substrates, thepotential of the GCE in the deaerated 0.1 M Na2SO4 + 0.1 M NiSO4 electrolyte
solution was stepped to several potentials and determine the stepped potential
to be -1.67 V (vs. MSE), where the nuclear formation and growth simultaneously
take place.

Fig. 1a Nucleation and growth in instantaneous mode

2. Ni core - Pt shell nanoparticles preparation
Ni nuclear formation takes place just after the potential is stepped. Insuch instantaneous mode, the size of the Ni nanoparticles can becontrolled only by the stepped periods, which were 2 s, 5 s, 10 s, and 20 s.
Just after the potential stepped period passed, the potential control wasoff and the electrode potential was back to an open circuit state. Then, afew drops of concentrated K2PtCl4 solution was added into theelectrolyte solution and kept for overnight during monitoring OCP.

Fig. 1b Nucleation and growth in progressive mode

Instantaneous and progressive modes based on Eqs. (b) and (c):(i/im )2 instantaneous =3. ORR measurements
After ultrasonic washing with ultrapure water for 5 min, the surface area of Pt
covered nanoparticles was evaluated by CV, measured in the deaerated 50 mM
H2SO4 and the electrocatalytic activity for ORR was evaluated by measuring
linear sweep voltammogram (LSV) in the oxygen saturated 0.1 M HClO4.

Results and Discussion(i/im )2 progressive =".$%&'(/(*".''%&(/(*'{1 − ./0 −1.2564(t/t 7 ) !

{1 − ./0 −2.3367(t/t 7 )' !

'

(b)
(c)

RDE measurements

Ni nanoparticle preparation

Fig. 2 Chronoamperograms during Ni nanoparticle preparation.

Conclusion

Fig. 3 LSVs of the Ni core - Pt
shell nanoparticle modified
GCEelectrodes
andpolycrystalline Pt electrode.

Ni deposition time

Jk/mA cm-2

E1/2/V

2 sec

2.012

0.84

5 sec

2.103

0.85

10 sec

6.969

0.90

20 sec

4.482

0.89

Pt ploy

1.989

0.85

Table I. Analyzed data of kinetic current
density, Jk, at 0.90 V and half- wave
potential, E1/2.

• As clearly shown in Fig. 2, when the potential of the GCE was stepped to -1.67 V, Ni nanoparticles can be deposited on the GCE surface with an instantaneous mode.
• From Fig. 3 and Table 1, the electrocatalytic activities of Ni core - Pt shell nanoparticles prepared for the 10 sec deposition period was 3.5 times higher than that of polycrystalline Pt
and was highest among Ni core - Pt shell nanoparticles prepared in this study. This result suggests that the size of core - shell nanoparticle is not important, but the thickness of Pt filmon Ni is the key factor for the ORR.

Future work
1. Control the thickness of the Pt shell.
2. Preparation of Co core-Pt shell nanoparticles.

Abstract
Afghan Achillea santolina L. essential oil extraction by conventional andmicrowave heating
Jafari Samira
Department of Chemistry and Biochemistry, Division of Advanced Science, Graduate School of
Humanities and Sciences, Ochanomizu University

Microwave technology has attracted attention in recent years. Microwave technology wasapplied in communication for the first time, but it is used in many fields now. In particular, it isemployed in medicinal plant researches for the extraction of essential oils due to its specificheating mechanism, cost, and applicability in atmospheric condition.
Afghanistan is a mountainous country with a high continental climate. The climate andgeographical location of Afghanistan have contributed to the diversity and richness of the plant
flora in this country. Moreover, most of these plants contain essential oils, however, theseessential oils were not extracted and used before. Therefore, the aim of this study is theextraction of essential oil from medicinal plants of Afghanistan by hydrodistillation andmicrowave-assisted hydrodistillation methods, as well as analysis of the obtained essential oil.
Afghanistan flora comprises about 5000 species and 30% of them are endemic.
Traditional medicine in Afghanistan has a long history. For example, people of Wakhan Corridor
and Pamir have used medicinal plants to cure their illnesses such as infectious disease, fever, andpain. Additionally, Pamiri people in Afghanistan and Tajikistan, prepare the medical herbs as
decoction or tea as well as they use fresh or dried different parts of medicinal plants. Asteraceae
is the largest vascular plant family which comprises 1600 genera and 24000 species. Furthermore,
four important and famous genera of this family are Artemisia (500 species), Centaurea (500-600
species), helichrysum (600 species), and Achillea (140 species). There are 705 species ofAsteraceae family in Afghanistan that 192 of them are endemic. Together with, 17 species ofAsteraceae have medicinal value and 15 species contain essential oils. Achillea santolina L. is
one of the members of genus Achillea (Asteraceae family) that can be found in Afghanistan,
Jordan, Algeria, and Egypt and it contains essential oil. There are conventional andnonconventional methods for extraction of essential oils. Microwave-assisted extraction is one of
the modern techniques for the extraction of essential oils from plants that has some advantages
over conventional methods such as short extraction time, low solvent consumption, eco-friendly
and efficiency. In this study, Achillea santolina L. is used for the extraction of essential oil byhydrodistillation and microwave-assisted hydrodistillation extraction methods.
The dried flowering aerial parts of Achillea santolina L. collected from Mazar-e-sharif
was subjected to HD and MAHD extraction. For the MAHD extraction, a single-mode
microwave extractor was used that the volume of its flask is 50 mL. Additionally, different
power, time and amount of plant materials were examined in the microwave-assisted extraction.

The maximum used power was 210 W and the minimum used power was 180 W for 15- 30 min.
The yield of extracted essential oil by HD extraction method was 0.75%. Whereas, the essential
oil could not be extracted from A. santolina L. using the MAHD extraction method because thisplant has less amount of essential oil and it is needed to use more amount of plant materials forthe extraction.
High performance thin layer chromatography (HPTLC) with the support of an image
processing software was used for the qualitative and quantitative analysis of the obtained
essential oil by HD extraction method. The HPTLC analysis was performed using a silica gel 60
sheet and the mixture of toluene-acetone (95:5 v/v) in the twin trough glass chamber. As well as,
visualization of the HPTLC sheet was carried out using the anisaldehyde derivatizing reagent.
For the image analysis of HPTLC chromatogram, the scanned HPTLC chromatogram wasconverted to a densitogram using ImageJ software for further analysis. The Rf values ofvisualized zones were calculated using ImageJ. Then, the qualitative analysis was performed bycomparison of the colors and Rf values of visualized zones. Therefore, the three contents of theobtained essential oil were identified that were (+)-limonene, (-)-β-pinene and (-)borneol. In
quantitative analysis, the concentration of β-pinene and borneol were determined. The ImageJsoftware was used to illustrate the calibration curves of β-pinene and borneol and the amount ofthese two contents were calculated by the obtained regression equation from the calibration
curves of β-pinene and borneol. The concentration of β-pinene and borneol were determined 5%
and 2.25% respectively in the essential oil of A. santolina L. As well as, the reproducibility ofchromatographic method and image analyzing method was assured by calculating the Rf values
and concentration of β-pinene and borneol using ImageJ.
In conclusion, A. santolina L. essential oil was extracted by MAHD and HD methods, aswell as the obtained essential oil was analyzed qualitatively and quantitatively in this study. The
yield of extracted oil by HD extraction was 0.75%, but the extraction of the essential oil by
MAHD was not succeeded and the amount of the essential oil was very small and notrecoverable. In addition, the qualitative and quantitative analysis was performed by HPTLC withthe support of an image processing software. In qualitative analysis, three contents of theessential oil were identified which were (+)-limonene, (-)-β-pinene and (-)borneol. In
quantitative analysis, the concentrations of β-pinene and borneol were determined that were 5%
and 2.25% respectively. Furthermore, this study can contribute to future studies on this plantfrom different parts of Afghanistan, as well as extraction by single-mood microwave extractor
can be applied on other plants of Afghanistan that are rich in essential oils. on the other hand, theantioxidant and antimicrobial properties of Afghan A. santolina L. can be examined in futurestudies.

1.Introduction

Afghan Achillea santolina L. essential oil
extraction by conventional andmicrowave heating
Samira JAFARI
Chemistry and Biochemistry department / Advanced Sciences
Ochanimizu University
2019/10/11• Afghanistan is a mountainous country
which is rich in plant flora. Most ofthese plants contain essential oils.
Figure1. Afghanistan map• Essential oils are secondary metabolites which are naturally
produced by plants. Almost 3000 essential oils are known which
300 of them are used in pharmaceutical, food, comsmetic andperfume industries. (1)1. F. Bakkali et al, 2007

1.Introduction• There are conventional and non conventional methods foressential oil extraction.
• Microwave is a modern method that has some advantages
such as short extraction time, using small amount of solvent
for extraction and it is environmental friendly.
• This methods can be used to extract Afghan plant essential
oils.
ØThe aim of this study is extraction and analysis of essential
oil of Achillea santolina L. (Asteraceae) (one of the
medicinal plants of Afghanistan).

2. Exprimental
I. Plant Material: Achillea santolina L. was collected in May
2017 in Balkh city and dried in the shape at room temperature.

Figure2. The field where Achillea santolina wascollected, Balkh city

Figure3. Collected areal parts of Achillea santolina

2. Exprimental

2. Exprimental

II. Conventional Hydrodistillation Extraction Method: 100g dried powdered areal parts of Achillea santolina L. wassubjected to hydrodistillation extraction using a Clevenger typeapparatus for 5 h.

III. Microwave Assisted Hydrodistillation Extraction Method:
Microwave extraction was performed by using 7g of dried aerial
parts of plant in a single mode microwave irradiator at 210 W
power for 30 min.

Figure4. Hydrodistillation extraction process

Figure5. Microwave extraction process

3. Results

2. Exprimental
IV. Analysis Method: HPTLC with support of an image
processing software was used for analysis of the essential oil.
Chromatography was carried out on a 10*10 cm HPTLC 60 F254,
aluminum sheet (Merck, Darmstadt, Germany). Mixture oftoluene and acetone (95:5) was used as mobile phase. The spots
were visualized by using anisaldehyde reagent.

I. Essential oil yield:
The essential oil yield extracted by hydrodistillation was 0.75%.
The essential oil yield in microwave was very small amount and notmeasurable.
Essential oil on
the top of water

Figure6. Extracted essential oil by hydrodistillation

3. Results

3. Results

Table1. Rf values of standards and sample

Composition
Borneol
D-limonene
β- pineneStandard Rf
0.49
0.84
0.67

III. Quantitative analysis:

Quantitative analysis of compositions is performed byillustration of calibration curves of standards.

Intensity/arb. units

II. Qualitative analysis:
To determine compositions of the essential oil, the color andRfs of spots was observed. The Rfs of sample and standards
was calculate by a software after converting the scanned photos
(b)
(c)
(d)
(a)
of HPTLC sheet to a plot profile.
No
1
2
3

Sample Rf
0.49
0.84
0.68
Figure8. HPTLC-chromatogram of extracted sample solution(a) andstandards of borneol (b), D-limonene (c) and β-pinene (d).

3. Results
y = 7745.8x + 1716.8
R² = 0.9993

25000
20000
15000
10000
5000
0
0

0.5

1

1.5
2
Conc. (µg/spot)

2.5

Calibration curve of borneol

3

3.5

18000
16000
14000
12000
10000
8000
6000
4000
2000
0

y = 255994x + 1926.7
R² = 0.9937

0

0.01

0.02

0.03

0.04

0.05

Conc. (mg/spot)

Calibration curve of β-pinene

0.06

Borneolβ-pinene

Limonene

Distance/arb. units

Figure9. HPTLC-chromatogram

3. Results

Peak area (arb.unit)

Peak area (arb.unit)

30000

Figure7. Extracted essential oil by microwave

4.Discussion
The yield of obtained essential oil by HD was 0.75% (v/w) while theyields of A. santolina L. essential oil from Egypt, Algeria and Iran werereported 0.49%, 0.99%, and 0.60% respectively. it was found that thisplant has less amount of essential oil.
üborneol: Egypt (1.7%), Algeria (0.22%) and Iran (3.93%)
üβ-pinene: Egypt (0.2%), Iran (0.31%), Algeria (1.06%) and Jordan(0.35%)

Outreach Activity in Science
Nanako KAWANO and Shoko TANAKAESCOPaperchromatographics Art
KAWANO Nanako(Environmental Science Club of Ochanomizu University)

https://ochakan.1net.jp

We talk today about paperchromatographics art
anda scientific toy
for early childhood education

Typical patterns in the natureof striped and dotted with periodicity

Another is staining
in the nature or a laboratory

ABSTRACTThe science-based art production has been performed and the products are
Exhibited on a SNS, Instagram. The searching function of the SNS, hash-tag,
is used for artists to attract much attention on it.

Periodic patterns in a laboratory
are produced based-on a scientific principle

Paperchromatographics produces staining patterns
with ink-pens, a paper and waterPieces of the stained paper are used
for making an image

The Instagram hash-tag function is used
for artists to attract much attention on it.

A Scientific Toy
for Early Childhood Education
Shoko Tanaka
ABSTRACT
Flight models made of aluminum foil were examined in a flight tube. The
tube was made of a PVC sheet and raising flow was prepared with a room
circulator. Flight behavior was depend on form and size of the models.

2.4
2.2
2

trianglesquarehexagoncirclepentagon

1.8
1.6
1.4
1.2
1
0.015

0.025

0.035

0.045

0.055

0.065

m(weight) / s(bottom area)

Air-circulator

Flight tube

Number of model’s rotation

I made models
having various
form and size!!

Flight Time through a tube (sec)Let`s go search with #paperchromatographics

0.075

3.5
3
2.5

triangle
pentagoncirclesquarehexagon

0.025

0.045

2
1.5
1
0.5
0
0.015

0.035

0.055

0.065

0.075

m (weight) / s (bottom area)

Each shape has own value about time and number ofrotation , but they have similar trend on a ratio of
weight to bottom area.
Flight models

The 9th Japan Korea China Women Leaders
Forum for Science & Technology
第9回日中韓女性科学技術指導者フォーラム

Closing Remarks

Session Chair Closing Remarks (Japan)
Yumiko NAGOH
Project Manager, Institute for Open Innovation,
The University of Tokyo
Vice President of 3 NPOs(JNWES, GSTEM-CPP, ReSDA)

Education
Degree: BE, Description: Chemical Engineering, The University of Tokyo, Location: Japan, Year: 1984
Degree: ME, Description: Chemical Engineering, The University of Tokyo, Location: Japan, Year: 1986
Research Field
Environmental pollution, Surfactant, Washing mechanism
Career History
Since joining Lion Corp. in 1986, she worked as a researcher of process engineering and detergent
development for 18 years. She was awarded President award with the theme of development of new life
proposal detergent “Heyaboshi-TOP”. After she worked in market research and product planningdepartment for 6 years, she started her new career for public relations division in The University of Tokyo.
Recently, she supports Chance Discovery Labs. as a project manager in Institute for Open Innovation.
Also she is dedicating to NPO or volunteer activities for next generation, science education, revitalization ofsenior generation and regional activation.
Civic, Political, and Philanthropic Activities
She has been a leader of mentoring subcommittee at Japan Womens Engineers Forum(JWEF), a 20-yearmember. Various kinds of career support activities are reported on JWEF website(http://jwef.jp/) for a wide
range of age groups, from elementary school students to seniors. She serves as vice president at threeNPOs, JNWES, STEM Career Path Project for Girls(GSTEM-CPP) and Relife Social Design
Association(ReSDA). Since 2018 she is also involved in a regional revitalization project for the Takatsu
River basin in Shimane Prefecture.

Closing Remarks (Japan)
Fusako UTSUMI
President of National Women’s Education Center

NWEC

Education
1971 graduated from the Department of Mathematics, Tsuda University
Career History
Since joining NEC in 1971, she worked as a Software Development Engineer and was appointed amanager of the Engineering departments. In 1989 she had begun to engage in development of female
workers of the company when she was transferred to the Personnel Department. Since then she had
undertaken the management of personnel, labor and human resources. In 2001 she was appointed

Managing Officer of the Personnel Department of NEC Soft, Ltd. and assumed a presidency of NEC
Learning Ltd. in 2005. In 2011, she was appointed as a president of National Women’s Education
Center (NWEC). As a first president from private sector assuming the position, she has been
expanding the boundaries of the organization including promotion of gender equality and diversity
in the workplace and launching new programs for young women.
Achievements

She is the author of “Watashi wa Jinji Kacho Ichinensei” (I’m a First Year HR Manager), Keidanren
Publications 1990 and “Motto Suteki ni Working Life” (How to Better Enjoy your Working Life),
Daiwa Shuppan 1993.
Civic, Political, and Philanthropic Activities
Auditor, Ochanomizu University (2016 –)Administrative Council Member, Saitama University (2014 –)Advisor, The Tokyo Organising Committee of the Olympic and Paralympic Games (2014 –)Current Memberships
Japanese Society for Engineering Education (Chair of Diversity Working Group, 2008 – )Japan Society of Educational Information (Board Member 2011–)

The 9th JCK-WLF
Photos

20191010-12 Tokyo JAPAN

The 9th JCK-WLF Photos

Haneda AirportWelcome Dinner @ Sunshine Prince Hotel
20191010 Tokyo JAPAN

The 9th JCK-WLF Photos

YOSHIDA-NORO

Opening 
KUMAGAIMUROFUSHIi

KUSUMEKIMURANOJIRI

M-H YU 

J YU 

Session 1
YOSHIDA-NOROS Y KIM 
SASAKIE JU YAMAGUCHIS K LEE 

Session 2

H LEE Forum@ Ochanomizu Univ.
20191011 Tokyo JAPAN

R LI 

The 9th JCK-WLF Photos

Z LIU KAWAI CHUNG Session 3

ITAKURANAKAYAMAIWAKUMA
MORI

Poster Session

Closing
NAGOH
UTSUMI

Forum@ Ochanomizu Univ.
20191011 Tokyo JAPAN

The 9th JCK-WLF Photos

Tea Break

Lunch

Banquet @ Ochanomizu Univ.
20191011 Tokyo JAPAN

The 9th Japan Korea China Women Leaders Forum for Science & Technology
第9回日中韓女性科学技術指導者フォーラム

Gender Equality for Sustainable Development Goals
持続可能な開発目標がめざすジェンダー平等

9:00-17:00, Friday, October 11, 20192019年10月11日（金）9:00-17:00

Ochanomizu University

お茶の水女子大学

国際交流留学生プラザ

Opening Ceremony
Session Chair: Hitomi Kumagai, CBS, Nihon Univ. Next President of EPMEWSE
Message from MEXT
Akira Kusume
Chair of EPMEWSE
Mihoko Nojiri, KEK
President of JNWES
Ryo Kimura, Sakae Design
President of KOFWST
Myeong-Hee Yu, KIST
Head of CWAST Delegation
Jihong Yu Prof. Jilin University, CAS
President of Ochanomizu Univ.
Kimiko Murofushi

Session 1: Evaluation Systems for Gender Equality Activities

ジェンダー平等度評価システム
Session Chair: Mei Tian, Prof. Deputy Director, Zhejiang Univ. Medical Center
Japan Chikako Yoshida-Noro, CIT, Nihon Univ. & Yasuko Sasaki, Ochanomizu Univ.
Korea So Young Kim, Grad. Sch. of Science & Technology Policy at KAIST
China Ruomei Li, Former Secretary-General, CSEE

Session 2: Career Development Programs for Next Generations

次世代キャリア開発プログラム

Session Chair: Heisook Lee, GISTeR, KOFWST, Ewha Womans Univ.
Japan Rie Yamaguchi, JWEF
Korea Suk Kyeong Lee, The Catholic Univ. of Korea, School of Medicine.
China Erfan Ju, Senior Engineer, Director, GE Toshiba Silicones, Great China

Session 3: Role of Chemistry for SDGs

持続社会のための化学の役割

Session Chair: Akiko Itakura, Group Leader, NIMS
Japan Maki Kawai, President of Chem. Soc. Japan, Direct. Gen. Inst. Mol. Sci.
Korea Heesun Chung, Dean, Prof. GRAST, Chungnam National Univ.
China Zhimin Liu, Prof. The Institute of Chemistry, CAS

Poster Session
Closing Remarks

Coordinators: Eiko Nakayama, Showa Women’s Univ.,
Yoshihito Mori, Ochanomizu Univ., Maki Iwakuma, P.E. Jp

Session Chair: Yumiko Nagoh, Univ. Tokyo
President of NWEC
Fusako Utsumi

Banquet at Ochanomizu University