February 15, 2024
External Evaluation Report for the FY2018–2023 Project Results
Name: Yoshihide Ozawa
This document reports the results of an external evaluation of the FY2018–2023 project results
based on the attached Report on the Results of the Initiative for Realizing Diversity in theResearch Environment (Advanced Type) Project for FY2018–2023.
1) Initiatives aimed at achieving a recruitment rate of 30% or more for women researchers
Remarks: It is highly regrettable that the recruitment rate for women researchers did not show
improvement over the project period and that even in the final year, the results were significantly
lower than the target. I cannot help but be concerned about whether the retention rate andpromotion rate can be improved in the long term. Unless the recruitment rate is improved first,
the retention rate cannot be raised, and improvement of the promotion rate may level off too. To
ensure that the project’s progress in enhancing the research capabilities of women researchers is
not reversed, I ask that the initiatives implemented to date be thoroughly reviewed to identify
effective means for improvement.
2) Initiatives aimed at improving the percentage of women holding higher ranking positions(promotion rate)
Remarks: Although evaluation is difficult due to the significant yearly fluctuation, it is highly
commendable that the final year’s promotion rate almost reached the target on a three-year
moving average basis. The PI Training Program for International Collaborative Research could
not dispatch researchers abroad through FY2020 to FY2022 due to the COVID pandemic, andthe program had to be conducted online. It was unfortunate that the initial plan did not go asexpected. In FY2023, when overseas travel became possible, seven individuals applied for theprogram––exceeding the designated quota for dispatch––of which three were dispatched. Thiswas a very positive sign, and I have high hopes for the program’s future. (It has been reorganizedunder a new name: International Collaborative Researcher Training Program). Although thePreparatory Program for Participation in the PI Training Program was, in the end, onlyimplemented in FY2018, it is deemed effective for increasing the number of long-term dispatch
candidates. Therefore, it would be desirable to consider resuming a similar short-term dispatch
program.

3) Initiatives aimed at increasing the base of next-generation young researchers
Remarks: It is highly commendable that the International Collaborative Early-career Researcher
Training Program and International Human Resource Exchange Program were vigorously
implemented during FY2018 and FY20219 and that they contributed to improving the dispatchedresearchers’ academic achievements. These programs were virtually dormant during the COVID
pandemic years of FY2020–2022, with only one dispatched participant and one online participant,respectively, but maybe this could not have been helped. Going forward, I hope the overseas
dispatch programs are improved to offer more diverse options in terms of purpose, period, andage. The role model exchange meetings gathered many participants and appear to have been
conducted effectively. To allow diverse role models to be featured in future exchange meetings, I
would like to see the meeting developed into one that transcends the barriers between academiaand industry.
4) Enhance the diversity environment and expand it beyond the university
Remarks: The creation, publication, and content of the Basic Policy and Guidelines for Diverse
Sexualities and Genders at Kobe University are highly commendable. There are no short cuts inorganizational culture reform; it is essential to keep thoroughly disseminating the policy andguidelines to all related parties. I look forward to the results of awareness campaigns and training
activities that utilize the educational materials created by the Gender Equality Office. Additionally,
it is highly commendable that the Diversity Forum was successfully held each year throughout
the project period involving discussions around a variety of topics.
5) Verification of the results and evaluations of the Overseas Dispatch Program for Women
Researchers
Remarks: The academic achievements of women researchers before and after their overseas
dispatch under this project from FY2018–2022 were compared, which allowed the results ofdispatch to be confirmed both objectively and quantitatively. This is highly commendable. Thereis a significant difference between young researchers dispatched abroad and those of regularfemale faculty in terms of the number of academic papers and that of international conference
presentations, which lends hope to further improvement of academic achievements in the future.
Furthermore, seven of the 24 dispatched researchers were promoted during the project period.
Promotion rate improvement was difficult to verify based on figures from the entire university,
but focusing on dispatched researchers allowed the results to be confirmed clearly.
6) Initiatives over the entire six-year period of the project
Remarks: The initiatives aimed at enhancing research capabilities––primarily the overseas

dispatch of women researchers affiliated with Kobe University––are evaluated as generallyeffective. However, there are concerns about the future since the initiatives aimed at increasing
the total number of women researchers have not produced visible results. I understand thatresearchers could not be dispatched during the COVID pandemic years of FY2020–2022 and thatplanned activities had to be scaled back. I would like to learn about any activities, no matter how
small, involving creative solutions that were implemented in a constrained environment.