February 3, 2020
External Evaluation Report for the 2018 Project
Name: Kumiko Bando
This document reports the results of external evaluations for each item from (1) through (6)under the section, “2. Achievement Status of Project Goals,” described in Exhibit, the Report ofInitiative for Realizing Diversity in the Research Environment (Advanced Type).
(1) Achieve a recruitment rate for women researchers of 30% or more
Remarks: Starting specific reforms in the personnel governance system, the university
successfully increased the hiring ratio of female researchers by 5% over 2017, reaching 25.7%.
This achievement receives high marks. On the other hand, although the retention ratio goal wasachieved, the ratio remains lower than the previous year, 17.1%. This result suggests the need tocomprehensively and continuously improve the working environment for female researchers.
(2) Improve the percentage of women holding higher-ranking positions
Remarks: The university’s program of sending its researchers to overseas research institutions
for them to be more competitive as PIs of international joint research can serve effectively toassist them in getting promoted to senior posts. Our evaluation gives high marks to this programthat sends the researchers from a wide variety of divisions, including the preliminary survey
program, where researchers are sent on a short-term basis. However, the university needs toreview and improve this program, for example, by considering whether the preliminary survey
program period should be about 1 week.
Both the ratio of promotion to senior posts and the ratio of hiring professors exceeded thegoals, which should receive high marks. The ratio of hiring female associate professors did notreach the goal. Associate professors play a core role in active research activities and serve as akey to expand senior positions. It is highly recommended that the university should makefurther efforts to promote hiring female associate professors. Candidates for associate professors
could overlap with the age groups who engage in research activities while giving birth, raising
their children, etc. at the same time. The university needs to make continuous efforts inestablishing a performance evaluation system based on consideration for their diverse situations.
(3) Increase the number of next generation early career researchers
Remarks: (1) The university invited 24 female researchers as part of its International Human

Resource Exchange Program, where these overseas researchers demonstrated their performancein departments and fields with only a few female researchers. This attempt should receive highmarks while being expected to produce a significant awareness-raising effect. This program isentitled “personnel exchange,” yet on a short-term basis. The current status of this program wasunclear whether the program really lives up to the title or not, both in sending and accepting
researchers. To clarify the achievements of this program, the university could collect more
information regarding the identities (cross-appointment system) and actual activities from theparticipants.
(4) Enhance the diversity environment and expand it beyond the university
Remarks: (1) Diversity Co-creation Network has launched with five companies. Engaging incollaboration with various parties is doubly helpful, serving as a significant catalyst forrecognizing the effect of diversity and raising awareness in the participants. With a good senseof promptness, the university is highly expected to make specific efforts in cooperation witheach company. The completion of the collaboration framework built by the founding members
can expand the network further on the early stage, creating a tremendous social impact alongwith the efforts made in more diverse fields.

(5) Initiatives particular to this project
Remarks: (1) We think it is beneficial that Kobe University organizes its support system forfemale researchers while taking advantage of various networks that the university has. However,using overseas offices, students’ associations, and reunion associations might be inadequate toproduce achievements of practical support for female researchers that fit their needs (e.g.,providing information and advice about childcare needs). The university should connect withproper local organizations and parties through these offices and associations.
(2) The university is currently making a highly motivated effort to consider and develop
Diversity Education Program in an international perspective. Engaging in the development ofsuch a program somehow will bring about useful feedback for actual use. The university isexpected to follow a development process in coordination not only with Diversity Co-creation
Network Partners but also with various parties of academic fields within the university.

(6) Issues to be addressed with respect to this project
Remarks: (1) The introduction of New Human Resource Governance System is an ambitious
effort. The university should work on notifying each department of the whole concept of thisnew system thoroughly to make a smooth start for operation. Therefore, the university needs tomanage interviews with the representative directors and the head of the gender equality office,including the participation of the faculty personnel committee, so that these things function
correctly. This can prevent program planning and review, and response to departments that have
yet to achieve the goals from becoming a mere formality.
(2) Financing is a difficult challenge. It is necessary to analyze and visualize the program
achievements and continue to expand a network of links with industries. Speaking from thisperspective, the establishment of the Diversity Co-creation Partner Club (tentative title) isessential. It should be noted that relations and differences with the participation of the Diversity
Co-creation Network Partners need to be adequately organized.

(7) Remarks regarding the overall project
Our evaluation appreciates that through this project, Kobe University not only targets what isvisible, including the improvement of the actual ratio of hiring female researchers, but also tryto work on the issue of awareness on how to eliminate underlying unconscious bias. Also, wegive high marks to the university’s enthusiastic attitude to work not only on gender issues but
also on a wide range of issues related to diversity. Of course, this is not a theme that can bepromoted by this project alone. We do hope that this project serves an opportunity for Kobe
University to embody the philosophy of diversity in the activities of the university and its staff,including education and research, and social coordination.
More work is needed to evaluate the progress of this project. It is a good system that theexternal evaluation committee members can participate in evaluation online. To make theevaluation process more meaningful, real and practical information and resources are essential.
In this case, it was difficult to evaluate the achievement status based only on the number ofparticipants and ratios for each item described in the report. Further resources should benecessary to give specific examples of efforts being made. We also expect that the university
will verify and analyze more in-depth the effects of the efforts made along with the challenges
they face.