Diversity Initiatives at 39 Institutions:
A Collection of Practical Examples
2019Realizing Diversity in Japan’s Research Environment
NISHIO Shojiro
All Nippon Diversity Network General Manager
President, Osaka University
In response to the United Nations’ Sustainable Development Goals and otherinternational trends, diversity & inclusion has been drawing attention both inJapan and abroad to realize a sustainable and inclusive society.
With that in mind, the All Nippon Diversity Network was established in
February 2019, under the “Initiative for Realizing Diversity in the Research
Environment (All Nippon Core Institutions (Group)),” an H.30 Subsidized Projecton Science and Technology HR Development of the Ministry of Education, Culture,
Sports, Science and Technology of Japan (MEXT).
This organization collaborates with and connects institutions nationwide bysharing both domestic and international best practices and practical experiences,with to enhance and continuously improve the work environment and enable better
futures for women researchers through the dissemination and development of its
gathered knowledge throughout Japan. With the participation of a wide range ofinstitutions in Japan, it is expected to grow and become an autonomous nationwide
network designed to continuously promote the participation and advancement of
women researchers.
Two essential pillars were established at the outset of this project. The first is the
All Nippon Diversity Network Organization, which is tasked with sharing issues
and best practices through face-to-face meetings. For that purpose, the entire
nation was divided into eight regional blocks where the administrative universities
in each block plan and carry out activities best suited to local conditions and needs.
The second pillar is the All Nippon Diversity Network Platform web system. In
collaboration with IBM Japan and the Science Council of Japan, an open anddiverse online community will be created involving private enterprises and female
students who aspire to become researchers in the future. Through the collaborationof these two networks, this initiative will be developed at a national level.
As of 29 October 2019, a total of 140 institutions, including higher education andresearch institutions and corporations, have taken part in the planning of thisinitiative, and 24 administrative universities are developing projects in close
collaboration with MEXT and with the support of the Science Council of Japan andother institutions.
Currently, universities are required not only to pursue academic research but
also to contribute to solving social issues. As the lead institution of this initiative,
Osaka University is committed to supporting the All Nippon Diversity Network as

it develops into an open and useful cornerstone for all the people within Japan andthroughout the world.
I am determined to do my best to drive creative insight and energy through thisproject to accelerate diversity in the research environment in our country. In
closing, I would like to ask for your understanding of, and support for, thisinitiative.

Publication of Diversity Initiatives at 39 Institutions: A Collection of Practical

ExamplesThis booklet describes the efforts of 39 institutions, which are administrative
universities and institutions participating in the All Nippon Diversity Network
selected under the Initiative for Realizing Diversity in the Research Environment(All Nippon Core Institutions (Group)) of MEXT. Please visit
https://www.opened.network/ for more detailed information.
The cases contained in this booklet are classified into six categories of diversity
promotion: recruitment & development, appointments to managerial/senior
positions, research capacity building, the work environment, change of awareness,and others.
Many of the cases are classified into “recruitment & development” or “the work
environment.” Efforts related to “recruitment & development” include theimplementation of positive actions, diversification and visualization of career paths,
systems of mentorship, and others that are intended to address general aspects ofrecruitment and development, as well as initiatives to support the next generationof leaders, chiefly junior and senior high school students, through the provision ofrole models.
A large number of initiatives to improve the work environment can be seen to
include support for those returning to work after childbirth and the establishment
of day-care centers, though others have also been introduced for university staff
that include men as well as women and revisions to the work style conducted by all
staff.
In addition, cases have been observed where systems have been adopted toprovide financial support regarding the progressive appointments of women
professors or women researchers (“appointments to managerial/senior positions”),
cases of industry, government, academia collaboration and support for women who
wish to further improve their research ability, leadership, or other skills (“research
capacity building and other cases regarding the visualization of unconscious biases
and the promotion of awareness through dialogue with diverse staff were also seen(“raising diversity awareness”). As such, this booklet contains real examples that
address a wide range of issues.
To compile these initiatives into one booklet, areas that have been prioritized forsuccess have been added to each case, as they represent success factors based on
global examples of successful advances in the promotion of diversity. “Commitment
by top management,” “Organization (Systems of governance),” and “goal setting” arethe priority areas commonly cited by many such institutions. They have come toregard them as crucial factors even from the initial stages of their respective
initiatives. For them to continue to generate the expected outcomes, however, thenecessity of other factors are also made apparent, such as “strategy (from theposition of identifying their institution’s management strategy in regards todiversity),” “interactive communication (promoting communication between
executive staff and members of the institution),” and “accountability andtransparency (establishing an external evaluation committee and setting up asystem to receive external opinions, etc.).”Through this booklet, it is made clear that many institutions have many common
issues. When facing these issues, I hope that this booklet will allow institutions to
explore more options, in order to select and adopt more workable measures. Thisbooklet can also be utilized to plan strategies and investigate any subsequentissues they may need to address. If they deeply consider their priority areas for
success and consider these areas when implementing initiatives from the beginningstages and not just during the final review process, they are likely to achieve more
fruitful outcomes.
This booklet is anticipated to generate discussions centering on the specificoutcomes of these initiatives, thereby significantly promoting diversity andimproving the work environment for female researchers in Japan.
Moreover, we will further improve the website to share many more examples ofgood practice and the results of these programs.
Finally, I would like to express my sincere gratitude to all the organizations andinstitutions for their assistance with the publication of this booklet on very short
notice. I would also like to ask all the related institutions to further share
information and good practice with the Secretariat of the All Nippon Diversity
Network Platform.
KUDO Mayumi
All Nippon Diversity Network Deputy General Manager
Director and Vice President, Osaka University

【Table of Contents】

The initiatives of the participating institutions are classiﬁed by issues and are categorized by their priority areas.
"Priority Areas for Success" in the initiatives
Strategy: The project is positioned as a management strategy for the institution.
Top management commitment: The project is led by the top leader of the institution.
Organization: A person in charge is appointed and an organization for implementation is clearly deﬁned.
Goal setting: Speciﬁc and clear goals have been set.
Interactive communication: Communication is promoted between the management and members.
Accountability and transparency: An external evaluation committees is established to consider external views.
Other

A
B
C
D
E
F
G

1. Recruitment & development: Recruitment of female researchers and development of future generations
Challenging unconscious bias to increase the number of female researchers and senior managers
A

B

C

D

E

F

(N) Iwate University ・・・・・・・・・ 1

Positive actions and the Science Himeko initiatives to develop women in the next generation
A

B

C

D

(N) Ehime University ・・・・・・・・・ 2

EAn industry-government-academia Circular Development Program for Women Researchers
A

B

C

D

E

F

To realize diversity in the research environment
B

C

D

Support from female students in selecting science courses
C

E“New organizational system” x “Combined support system”= “Kyutech Project”
A

B

C

D

Achieving diversity in arts universities
A

B

C

D

Tohoku University Science Angels
B

C

E

NITech CAN for Innovative Diversity
A

B

C

D

E

Step-by-Step ProgramA

B

F

Kyoto Sangyo Universityʼs initiatives based on positive actions
B

Supporting longer career paths for female researchersB

C

SHINAYAKA Engineer Education ProgramAC

D(N) Osaka University ・・・・・・・・・ 3(N) Kanazawa University ・・・・・・・ 4(N) Kitami Institute ofTechnology ・ ・・ 5(N) Kyushu Institute of Technology・・・ 6(N) Tokyo University of the Arts ・・・・ 7(N) Tohoku University・・・・・・・・・ 8(N) Nagoya Institute of Technology・・・ 9(N) University of Miyazaki・・・・・・・ 10(PRI) Kyoto Sangyo University・・・・・・ 11(PRI) Japan Womenʼs University・・・・・ 12(CO)National Institute of Technology,
Nara College

・・ 13

2. Appointment to managerial/senior positions: Increase in the number of, and development of female faculty
members involved in decision-making processes.
A new promotion system to encourage the appointment of competent female faculty members to senior positions
A

B

F

The project of the beneﬁt for female researchers
A

B

C

D

E

(N) Chiba University ・・・・・・・・・ 14(N) Tokushima University ・・・・・・・ 15

Realization of a sustainable cycle in which women can thrive by training Women medical doctors and researchers toenable their appointment to senior positions
A

B

C

D

E

(PRI) Tokyo Women's Medical University ・ 16

3. Research capability building: Development of female researchers' capabilities, including increased acceptance
rates under research funding schemes
A grants program for female faculty
C(N) Okayama University・・・・・・・・ 17

Career Advancement Project for Women Researchers (CAPWR)
A

B

C

D

E

F

(N) Hiroshima University ・・・・・・・ 18

Unique initiatives to raise research capabilities with the use of service design projects and networks
A

B

C

D

E

F

(N) Yamagata University ・・・・・・・ 19

Sequential skill development programs to support female researchers to become leaders
A

B(PRE) Osaka Prefecture University・・・・ 20

C

4. Work environment: Improvement of the work environment, such as establishing day-care centers, andpromoting of work-life balance
Promoting work-life balance
BC

Kyoto University nursery room for sick children
A

B

C

Summer school for children of the faculty and staﬀ
G(N) Ochanomizu University ・・・・・・ 21(N) Kyoto University ・・・・・・・・・ 22(N) Kobe University ・・・・・・・・・ 23

A family support network for optimal balance between work and childcare, supported by local residents
A

B

C

D

E

F

Ample nursery services available on campuses, resulting in no waiting lists
B

Multifaceted support for the next generation of scientists
A

B

C

B

C

D

E

Childcare support programs
C

Tokyo Medical and Dental
・・・・ 24
University(N) The University of Tokyo・・・・・・ 25(N)

Nagasaki University Diversity Management x Work- Style Innovation
A(N)

Tokyo University of Agriculture
and Technology

・・ 26(N) Nagasaki University ・・・・・・・ 27(N) Nagoya University ・・・・・・・・ 28

A working environment that adapts to life events and supports an optimal work-life balanceC

Supporting communication between international parents and daycare centers
C

Research support for diversity
A

B

C

D

(N) Nara Women's University ・・・・・ 29(N) Hokkaido University ・・・・・・・ 30(N) Muroran Institute of Technology ・・ 31

Expanded breadth of support to faculty with childcare and elderly care responsibilities
BC(PRE) Tokyo Metropolitan University

E

Promoting gender equality utilizing the features of the nine campuses
BCE

A university where everyone embodies “Mastery for Service”
B

D

・・ 32

(PRE) University of Hyogo ・・・・・・・ 33(PRI) Kwansei Gakuin University ・・・・ 34

As a private university, fast consensus-building for realizing diversity in the research environment
B

C(PRI) Ritsumeikan University ・・・・・・ 35

E

5. Change in Mindset: Changes in people's awareness and mindset, including unconscious bias
Unconscious bias revealed by analysis of research papers
ABF

A dialogue-centered mechanism
BE

A cyclical system that connects people to provide support
BCE(N) Kyushu University ・・・・・・・・ 36(N) Niigata University ・・・・・・・・ 37(PRI) Teikyo University ・・・・・・・・ 38

6. OtherTo achieve true diversity and inclusion
A

B

C

E

G

(N) University of Tsukuba ・・・・・・ 39*Abbreviation Note: (N) National Universities, (PRE)Prefectural Universities, (PRI)Private Universities, (CO) Colleges*The institutions are listed in Japanese alphabetical order from national, prefectural, and private universities and colleges.
*On the Table of Contents, only the subtitles of the initiatives are indicated; where there is no subtitle, the main titles are written.

"Priority Areas for Success" in the initiatives
AA

Strategy: The project is positioned as a management strategy for the institution.

BB

Top management commitment: The project is led by the top leader of the institution.

C

Organization: A person in charge is appointed and an organization for implementation is clearly deﬁned.

DD

Goal setting: Speciﬁc and clear goals have been set.

E

Interactive communication: Communication is promoted between the management and members.

FF

Accountability and transparency: An external evaluation committees is established to consider external views

G

Other

NO.

Univeristy

B

C

D

E

F

G

Strategy

Top management
commitment

Organization

Goal setting

Interactive
communication

Accountability andtransparency

Other

〇

A

1 Iwate University(N)

〇

〇

〇

〇

〇

2 Ehime University(N)

〇

〇

〇

〇

〇

3 Osaka University(N)〇〇Recruitment & development

4 Kanazawa University(N)〇Kyushu Institute of Technology(N)

〇

〇

〇

〇

7 Tokyo University of the Arts(N)

〇

〇

〇

〇

〇

〇
〇

Nagoya Institute of Technology(N)〇〇10 University of Miyazaki(N)〇〇

11 Kyoto Sangyo University(PRI)〇

12 Japan Womenʼs Universityi(PRI)〇

National Institute of Technology,
Nara College(CO)

〇

〇

〇

Kitami Institute of Technology(N)9positions〇〇5

8 Tohoku University(N)

〇
〇

〇
〇

〇
〇

〇

14 Chiba University(N)〇〇15 Tokushima University(N)

〇

〇

〇

〇

〇

16

〇

〇

〇

〇

〇

18 Hiroshima University(N)

〇

〇

〇

〇

〇

〇

19 Yamagata University(N)

〇

〇

〇

〇

〇

〇

20 Osaka Prefecture University(PRE)

〇

〇

〇

〇

〇

〇

〇

Tokyo Women's Medical University(PRI)

17 Okayama University(N)building

Appointment tomanagerial/senior

〇
〇

6

13

Research capability〇〇〇

21 Ochanomizu University(N)22 Kyoto University(N)〇〇23 Kobe University(N)24Tokyo Medical and Dental Universit(N)〇〇Work environment〇

26 Technology(N）

〇

〇

〇

27 Nagasaki University(N)

〇

〇

〇

28 Nagoya University(N)〇29 Nara Women's University(N)〇30 Hokkaido University(N)〇31 Muroran Institute of Technology(N)

〇

〇

〇

〇

〇

33 University of Hyogo(PRE)〇〇34 Kwansei Gakuin University(PRI)〇

35 Ritsumeikan University(PRI)〇

Change in Mindset

32 Tokyo Metropolitan University(PRE)36 Kyushu University(N)Others39 University of Tsukuba(N)

〇

〇

〇

〇

〇

〇

25 The University of Tokyo(N)Tokyo University of Agriculture and

〇

〇

〇
〇
〇
〇

〇

〇

〇

〇

37 Niigata University(N)〇38 Teikyo University(PRI)

〇

〇

〇

〇

〇

〇

〇

〇

*Abbreviation Note: (N) National Universities, (PRE)Prefectural Universities, (PRI)Private Universities, (CO) Colleges〇

Recruitment & Development

Overview

Challenging unconscious bias to increase the numberof female researchers and senior managers
Iwate University aims to lead the future of the Northern Tohoku Region where women can fully
demonstrate their abilities by evolving the implementation of activities that have generated
successful outcomes in supporting female researchers.
Education to managers and professors
involved
in HR
Implementationof gender equality programs at Iwate University

Since 2009, under theleadership of the President,
positive actions have beentaken, resulting in an
increase in women infaculty from 8.9% to 14.7%.

Full details

To further raiseeﬀectiveness, a system has
been established tominimize the impact of
unconscious bias.

≪ Eﬀorts to increase the eﬀectiveness of positive actions ≫Diversity reporting system

Any faculty recruitment is either limited to women,
or women are given priority when male and female
candidates have identical qualiﬁcations
After a trial starting in 2017, from 2019, the selection
committee chair is required to make a report on theselection process where women are given priority fromthe viewpoint of diversity.
The checklist will also be eﬀective in reducing theimpact of unconscious bias.

Policy to promote female-only recruitment
One-Up open recruitment to oﬀer openings in onerank higher positions now applicable to tenure-track
faculty.
In addition to 3-year start-up research funding for
women, ﬁnancial support is given to increase thenumber of female applicants and improve their working
environment.
【Priority areas for success】
Top management
B commitment
A Strategy

C Organization

D

Contact: The Oﬃce for Gender Equality, Iwate
University

Reducing the impact of unconscious bias
• Education to increase awareness of managers
and professors involved in HR

2017 Management seminar“Unconscious bias and promotionof advancement for female researchers”• Recruitment guide ”To recruit researchers
from a diversity viewpoint” has been preparedwith reference to overseas information.
1.
2.
3.

Goal setting

To attract diverse applicants• Active and regular recruitment and scouting
To conduct selection that achieves diversity• Diversity in members/appropriate subject
criteria/interview with diverse applicants
To improve selection eﬀectiveness• Responsibility of the selection committee todeclare ability-based selection

E

Interactive communication

F

Accountability andtransparency

Link on OPENeD site:
https://www.opened.network/case/p-0025/-1-

Recruitment && Development
Development
Recruitment

Creating more opportunities for women!

Overview

Positive actions and the Science Himeko initiatives to develop women in
the next generation
Ehime University aims to realize a society that promotes women’s advancement via a positive action
program to increase the proportion of female faculty members, and, through the initiatives of “Science
Himeko,” a group of female students majoring in science at the University, will increase the number offemale students in science and provide more opportunities to female researchers.
Ehime University President’s Strategy/Positive action program to increase women faculty numbers

Positive action program
To hire more female faculty in line with the
University strategy, a positive action program
was implemented from FY2017 to FY2019. Under
this program, women were initially hired at thediscretion of the President. They will now
become full-time faculty in their department
within ﬁve years.
This initiative has produced a speciﬁc outcome:six women were hired (two in FY2016, one in2017, and three in 2018).

Full details

Science Himeko
With the supervision and support of the Women’s Future Development Center, part of the Diversity
Promotion Oﬃce, Science Himeko plans and organizes events and oﬀers support and consultations to
inform schoolgirls and their parents of how interesting science subjects are.
Activities such as the “Science Princess Project” (SPP)
have been organized for schoolgirls and their parents inearly August every year since 2011, with threeobjectives: 1) to provide a better understanding of
science subjects, 2) to change their mindset whenchoosing a future path, and 3) to eliminate anxieties
about future job options. This event oﬀers lectures by
graduates, exchanges with Science Himeko members,
and lab tours. A survey of junior and high school girls
showed that female students who were close to them inage served as role models and successfully conveyed theintended messages.

SPP Structure

Other activities include the planning and implementation of science experiments targeted at primary school
girls and their parents by Science Himeko members in collaboration with local governments, the participationof female students in research presentations in alliance with the Super Science High-school Program,cooperation in science programs organized by local NPOs, consultation sessions at local events, and lectures atjunior and senior high schools.
These activities have strengthened bonds among participating undergraduate and graduate female students
and raised their planning and management abilities as well as their awareness of their career potential.
【Priority areas for success】
management
A Strategy
B Top
commitment

C

D

Organization

Goal setting

Interactive communication

Link on OPENeD site
https://www.opened.network/case/p-0021/

Contact：Women’s Future Development Center,
Ehime University-2-

Recruitment
Recruitment && Development
Development

Diverse and developmental career paths for women
researchers! An industry-government- academia
Circular Development Program for Women Researchers
Overview

Osaka University aims to increase the number of female researchers and develop theirresearch capabilities in the natural sciences via industry-government-academia
collaboration based on Research Alliance Laboratories and Joint Research Chairs at theuniversity with private enterprises.
For over 10 years, thethree institutions (left)
have collaborated todevelop female researchers in thenatural sciences.
They will further implement
collaborative activities such as
cross-appointments and support
for joint research led by female
researchers by transcending the
traditional barriers of universities,
research institutions, andcompanies.

Details
Six cases of industry-academia cross-appointment:

New program for developing female leaders inengineeringOﬀered as a regular subject designed where female company
Daikin: Assistant professor in Engineering [Pioneering case at a national university] employees and graduate students can study together
Mandom: Assistant professor in Pharmaceutical Sciences [Commercialization for
Networking between female graduate students andwomen cosmetics]
participating
institutions
NTT West: Associate professor in Human Sciences [First appointment in theOpportunities to link research with society to enhance their researchhumanities]
Suntory, Rohto Pharmaceutical, and Saraya
and raise career awareness

10-year comprehensive collaboration agreement that includes Career development support for women on childcare
female researcher development with Daikin and Sysmex
leaveFemale employees can enroll at OU as part-time students

Priority areas for success:management
A Strategy
B Top
commitment

C

Organization

D Goal setting

E Interactive communication

F

Accountability andtransparency

Link on OPENeD site
https://www.opened.network/case/p-0010/

Contact：Center for Gender Equality Promotion,
Osaka University-3-

Recruitment && Development
Development
Recruitment

Overview

Female-speciﬁc open-recruitment at all science andengineering faculties in principle!
To realize diversity in the research environment
Kanazawa University set the percentage targets for recruiting female researchers in eachﬁeld in 2016. To achieve these targets and improve the current situation, in which female
faculty numbers are very limited, female-speciﬁc open-recruitment was implemented.
History of initiatives at Kanazawa University
・2001 Established the Gender Equality Promotion Committee
・2008 Established the Career Design Laboratory for Gender Equality
・2013 Established the Hokuriku Women Researchers’ Network (HWRN)
・2017 Began work to realize diversity in Hokuriku research environment via academiaindustry collaboration

Full details

Scope of our activities
・Taking initiative in founding and expanding diversity in Hokuriku research environment
・Fostering female leaders through enhancing their research capabilities
・Developing ﬁrm foundation in female researchers promotions to senior positions
・Raising female researchers employment ratio

To raise motivated female researchers employment ratio
・Set the percentage targets for employing women in each ﬁeld
・Create a female-speciﬁc open-recruitment system (fundamentally, at all scienceand engineering faculties)
・Employ talented female researchers from the private sector througha cross-appointment system【Priority areas for success】
B

Top management commitment

C

D

Organization

Goal setting

Link on OPENeD site
https://www.opened.network/case/p-0009/

Contact ：Career Design Laboratory for Gender
Equality, Kanazawa University-4-

Recruitment && Development
Development
Recruitment

Overview

Eﬀorts to increase female researchers towards the future:
Support from female students in selecting science courses
To increase the number of female researchers in engineering for the future, Kitami Institute ofTechnology oﬀers individual consultations from its female students to high school girls who areinterested in STEM courses. A meeting was also held between its directors and female faculty totake further measures in this regard.
Female students supporting the selection of science courses
Gathering interest through PR activities, the Kitami Institute of Technology has oﬀered support tohigh school girls in selecting science courses and organizes career seminars for female students toincrease the number of female researchers in the future.
As a new initiative, female students oﬀer consultations to high school students on Open Campus
days. They answer questions asked by schoolgirls and their parents on their concerns over campus
life due to the limited number of female students in engineering, and discuss concerns about the
selection of a future path, such as job options, choice of academic courses, etc.

Full details

Number of female students

Meeting held between directors and female faculty
The ﬁrst ever meeting was held between the
President and the Executive Director in charge ofgeneral aﬀairs, and female faculty to promote diversity
at the Institute.
The President and Director explained prospects fordiversity promotion, and exchanged opinions overmeasures to increase numbers of female researchersand graduate students. They also discussed external
activities to encourage female high school students ineastern Hokkaido to chose a science or engineeringcourse and eventually advance to graduate courses.

(Private consultations provided to high school girls)(President Suzuki and female faculty at the meeting)【Priority areas for success】
C

Organization

E

Interactive communication

Link on OPENeD site
https://www.opened.network/case/p-0002/

Contact： General Aﬀairs Division for Personnel
Aﬀairs, Kitami Institute of Technology-5-Recruitment
Recruitment && Development
Development

Overview

Project to increase the number of female faculty and develop researchcapabilities via unique measures: “New organizational system” x“Combined support system” = “Kyutech Project”（入れ込んでください）

Kyutech is promoting the “Kyutech Project” within its organizational system and a combined support
system to increase the number of female faculty and to develop their research capabilities.

【Kyutech Project ： Features on Organization System】

The Gender-Equality Promotion Council has
been established, and its role is clearly
diﬀerentiated from that of the Gender-Equality
Promotion Oﬃce. The Council is responsible fornumerical targets for female faculty, while theOﬃce is responsible for improving their living
and research environment.
This Council embodies the new organizational
system in “Kyutech Project.” It manages thenumber and ratio of female faculty and takes
positive actions under the leadership of the
President.

Full details

Meanwhile, the role ofthe Oﬃce is to improve the female faculty’s
living and research environment with the combined support system
in “Kyutech Project”. The system is the combination of “Home
Teleworking” and “Supportto allocate research assistant” to ensure
research time and research quality, with the aim of enhancing theirresearch capabilities.
As a result of clarifying the role ofthe Council and the Oﬃce,
Kyutech has achieved an increase in the number and promotion of
female faculty, and developed their research capabilities. The
number and ratio oﬀemale faculty reached 31 (8.8%) as of 1
September 2019, from 26 (7.5%) as of 1 May 2017.
During this period, three female faculty members have beenpromoted to professor (two in engineering), and one to an associate
professor.

【Number【Number andand Ratio
Ratio ofof female
female faculty】
faculty】【Kyutech-Project】
Adoption and promotion of female faculty
Improvement of research capabilities

Home Teleworking
Support to allocate
research assistant【Priority areas for success】
A

Strategy

B

Top management commitment

C

Organization

D Goal setting

Link on OPENeD site
https://www.opened.network/case/p-0033/

Contact： Gender Equality Promotion Oﬃce, Kyushu
Institute of Technology-6-

Recruitment
Recruitment && Development
Development

Overview

Diversity will shape the future of Geidai:
Achieving diversity in arts universities
At the Toyo University of Arts, although the majority of the students are women, senior faculty aremostly men. This prevents the visualization of career paths for female artists and researchers. To
improve this situation, the University is taking actions to achieve diversity by focusing on issues
speciﬁc to Geidai while utilizing its strengths as an arts university.
Issues unique to arts universities
Female students: approx. 70% ⇔ Senior female faculty: approx. 20%→ Career paths for female artists and researchers are not visualized.
→ Other arts universities are in the same situation.

Male
男

女
FemaleFemale女

Student Faculty

Actions

Full details

男Male

1. Create a network of faculty, staﬀ and students
・Provide opportunities to discuss issues faced by women in thearts, such as by hosting lectures by female graduates
2. Provide information
・Disseminate information on activities by female faculty, staﬀ
and graduates that is useful for female students andyoung faculty and staﬀ for designing their careers
3. Change mindset and develop capabilities
・Visualizing detailed gender ratios by department/job typeto create a common understanding of the need to increase
female faculty numbers
・Symposium for female faculty and researchers in the arts
(May 26, 2018) Presentations by female teachers from the
University and four other arts universities in Tokyo
・University Diversity Promotion Month 2019
(June to July, 2019)
・The “Women, the Arts and Careers” Symposium
・Lecture: “When a female artist becomes a mother”
・Concert by vocalists who have small children
・Queer Animation Screening
・Lecture on music by a hearing-impaired individual
・Skills development seminars for artists and researchers
4. Provide support and environmental improvement
・Support that is matched to needs associated with life events,
such as assigning assistants to support researchers who aretaking care of family members (children/elderly people)【Priority areas for success】
A

Strategy

B

Top management commitment

C

Organization

D Goal setting

Link on OPENeD site
https://www.opened.network/case/p-0043/

Contact：Oﬃce for Diversity & Inclusion, Tokyo
University of the Arts
-7-

Recruitment
Recruitment&&Development
Development

Overview

Tohoku University Science Angels
Communicating the fascination of science to nurture
future generations of female researchers
Tohoku University Science Angels (SAs) is a program for nurturing future generations of female researchers byfemale graduate students in natural sciences. Each year, 40 to 70 students are appointed as SAs by the
President. They organize seminars and science programs to communicate the attractiveness of science and joyof doing research. SAs also attend seminars for their own beneﬁt, to raise awareness and network with otherfemale researchers across generations and research ﬁelds.
Objectives of activitiesl To nurture future generations of female researchers as role models
and communicate the fascination of science to studentsl To develop research skills and cultivate mission and responsibilityl To build networks across generations and research ﬁelds“S.A. KIYU-KAI”: Organization consisting of about 140 active andformer SAs to organize events/workshops and build a network
through mailing lists.

FY2019 Tohoku University Science Angels

Main SA activities
l Visiting seminars and on campus events

Giving talks to junior/senior high school students on research and university
life based on their actual experiencel Science eventseOrganizing experiments and workshops for children to raise their interest in
Organizinsciencel Open Campus

Giving advice and answers to junior/senior high school students interested inscience cou
courses

Full detailsl Symposia and seminars

Raising awareness as researchers by attending symposia and skills
development seminars

Outcome and spillover eﬀects

Seminars on university science courses

STEAM education events/workshops for children(mainly for junior/senior high school students )

•
•
•
•
•
•

From Hokkaido to Okinawa 19
prefectures
Conducted at 140 schools
Over 9,000 participants

Recognition and awards

Over 60 sessions so far
More than 10,000 participants
Collaboration with global/local partnersex) STEAM education workshops with MITex) Science events with local government,
corporate partners and NPOs

Similar eﬀorts expanded to other universities【Priority areas for success】
B

Top management commitment

C

Organization

E

Interactive communication

Link on OPENeD site
https://www.opened.network/case/p-0004/

Contact： Center for Gender Equality Promotion,
Tohoku University-8-

Recruitment
Recruitment&&Development
Development

Overview

Supporting consistent career development for
women in the ﬁeld of engineering:
NITech CAN for Innovative Diversity
In collaboration with the business industry, NITech develops and provides support to womenin the engineering ﬁeld at all stages, from students, engineers, researchers, and researchleaders to gain opportunities to achieve higher positions.

Full details

NITech CAN for Innovative Diversity

Acting• Research incentives• Award for women developing thefuture of engineering• Research assistants policy

Networking• Talent bank of alumnae• Female researcher database• Project-based faculty sourced from
corporations

Given the low ratio of female researchers/students inengineering, provide development opportunities for them at allstages, including for graduate students and part-time researchers

Comprehending•••• Women-only recruitment• Promote researchers as full-time faculty• Support for use of babysitters

External funds, patent seminars
Mentor system for female researchers
Research career seminars for female
graduate students

Develop capabilities and assign senior positions through multilayer support such as a mentor system, funding, recognition, andacademia-industry collaboration.

【Priority areas for success】
A

Strategy

B Top management commitment

C

Organization

D

Goal setting

E

Interactive communication

Link on OPENeD site
https://www.opened.network/case/p-0040/

Contact： Center for Diversity & Inclusion, Nagoya
Institute of Technology-9-Recruitment
Recruitment &&Development
Development

Overview

Development of Female Researchers Leading the Community for
the Future of Miyazaki:Step-by-Step Program
The University of Miyazaki is taking a positive approach to the increase of the ratio of
female faculty by promoting female associate professors or lecturers with outstanding
research achievements to senior positions through screening, and is providing a career
path to top-ranking female graduate students aiming for researchers.

Full details

Positive action to promote women to senior positions (ATHENA Plan)• The purpose is to improve the low proportion of female professors and associate professors
in the ﬁeld of natural science.
• The university applies screening without public recruitment, based on the agreement in the“UoM’s Faculty Selection Rules,” of associate professors and lecturers who are PhD holders
with outstanding research achievements and abilities to perform their duties as seniorfaculty members.
• This screening system has produced four female professors.
• Those senior female faculty members become a role model for young faculty and students.
Accordingly it has eliminated unconscious bias in faculty recruitment the university had.
Mid to long-term talent development – “Step-by-Step Program” for female graduate students• In the mid- to long-term strategy of the increase of female faculty, that is “Step-by-Step
Program,” graduate students aiming for researchers are appointed as special faculty (special
assistants) and gradually promoted to senior positions.
• This program is oﬀered to university graduates (including expected graduates) who have aclear intention to go on to a graduate school, and to graduate students who have excellent
academic achievements and are strongly motivated to engage in education and research at
the University of Miyazaki. Accordingly it has visualized the career path of researchers.
• As a result of this program, a female master’s student from the Graduate School of Medicine
and Veterinary Medicine was appointed as special assistant in January 2019.

Recruitment of Special Faculty in the Step-by-Step Program(established on July 26, 2019)【Priority areas for success】
A

Strategy

B

Top management commitment

F

Accountability and transparency

Link on OPENeD site
https://www.opened.network/case/p-0039/

Contact：KIYOHANA ATHENA Oﬃce of Gender
Equality Promotion, University of Miyazaki- 10 -

Recruitment & Development

Overview

Kyoto Sangyo University’s initiatives based on
positive actions
With the “Gender Equality Declaration” by the President, Kyoto Sangyo University has set ﬁve basic
principles and action plans. To promote university-wide gender equality, all departments engage inpositive actions. These activities are periodically reviewed by the Committee for further
improvement and development.

A university-wide organization to promote progress
The Diversity Promotion Committee is a cross-departmental organization, consisting ofthe Vice
President (Executive Director) as the Chairperson, the Head ofthe Promotion Oﬃce, faculty
representatives from each ofthe 10 departments, and four general managers from administration.
Its members serve as a liaison for theirrespective departments. There are four
working groups thatimplement activities toraise awareness and promote gender equality.

Full details

Organizational eﬀorts are required while
taking account of the diﬀerent situations of
the departments.
Each department compiles an annual report on
its activities. The Committee then reviews andevaluates it based on the standard criteria andprovides proposals for improvement.

The Board of
Directors

Diversity Promotion Committee

Departments

Kyoto Sangyo University’s positive action
Gender equality activities are part of
all recruitment processes

To increase the number of female faculty,
female-prioritized or female-only
recruitment is conducted under thegovernance of the President.

Increase in female researchers:
targets and actual numbers

Proposals are made based on a comparison of eﬀorts ofall the departments for recruitment, consideration of life
events, and other initiatives, so that the departments canshare and adopt good practice.

TargetActualRatio of women in new hires

30%

32.7%

Ratio of female researchers

24%

24.4%

Number of female full-time
faculty

10

14

One female has been hired by each of the threescience and engineering departments*Results from FY2014 - 16

【Priority areas for success】
B Top management commitment

Link on OPENeD site
https://www.opened.network/case/p-0026/

Contact： Diversity Promotion Oﬃce, Kyoto Sangyo
University- 11 -

Recruitment && Development
Development
Recruitment

Overview

The Power of Continuity!
Supporting longer career paths for female researchers
By establishing a model project to support women’s careers and working environment,
Japan Women’s University has been able to sustain this model as a foundational project toproactively support the hiring of female faculty.

Active Hiring of Female Researchers
Ratio of female faculty (lecturers or higher)

l

50
40
30

l

20
10

l

0
2006

2009

Even after the completion of
the project in 2009, themeasures were continued,
maintaining a high ratio of 45%
over 10 years.
At present, 31% of researchersat the Department of Science
are female.
In FY2019, the heads of four
departments were women.

2019

Full details

Model project to support female researchers

Developing junior/senior highschool girls who aspire to enter
Support for retaining a high ratio of females the science department
Assistants are hired for female researchers duringchildbirth and childcare- Since FY2011, ten women have beneﬁted from thesystem. The average number of hired assistants
per one woman was 11 people-months.
Sakura Nursery (within the University)- A childcare service has been provided since 1971 forchildren from four months old to preschool age,
including day-long, temporary, and schoolingsupport with a remote education program.
- Currently, 2-6 faculty and staﬀ members, and 1-3
part-time lecturers use the nursery every year.

【Priority areas for success】
B Top management commitment

C

Science Department Summer School- Since FY2003, 7 - 8 sessions have been
held every
year.
- 50 to 60 highschool girls(50% fromJWU highschool)and about 90
JWU juniorhigh school
girls haveattended.

Organization

Link on OPENeD site
https://www.opened.network/case/p-0037/

Contact： Research and Learning Support Division,
Japan Women’s University- 12 -

Recruitment&
Recruitment①& Development
Development
採用・育成

Overview

SHINAYAKA Engineer Education Program:
A leadership program to develop female engineers
through value creation from interdisciplinary learning“The SHINAYAKA Engineer Education Program” is designed for female engineers, throughinterdisciplinary learning, to cultivate sensitivity and freedom of expression and thought, todemonstrate leadership in diverse environments and enable them to create new values.
n Upon completion of the program, the ideal female engineer leader will have:Ø Adequate engineering knowledge and skills (based on core and advanced courses)
Ø The ability to link society with technology and create new values, and the capability to shape andexpress these values (core courses)
Ø Leadership in diverse environments (advanced course)n Class activities
n Curriculum
Ø Invite lecturers in speciﬁc areas from
Consists of three lecture categories to acquire:
universities/companies in omnibus form
① “Sensitivity” to acquire multiple perspectivesØAfter lectures, students hold discussions to② An ability to connect multiple perspectives
enhance their learning individually or in teams.
③ An ability to materialize “expression”

Full details

Lectures forsensitivity

Lectures forconnection

Lectures forexpressionn Some of the activities conducted during the FY2018 pilot program
Indigo dyeing workshop
A 4-day workshop consisting of lectures and exercises was held jointlywith Nara Women’s University and Nara University of Education. Its theme
was “Gifts symbolizing Nara for foreigners visiting the College andUniversity.” Participants practiced dyeing, learned attitudes andexpressions from traditional culture, and attended targeted problemsolving sessions.

Graphic design workshop
The participants created a logo for this program under the title of “Tackling
Graphic Design.” The logo on the left was created at the workshop. It combines
an impression of Japanese braiding, which becomes stronger and more beautiful
as the number of strands increases, and an image of “SHINAYAKA Engineer”,
which creates values from diﬀerent sensitivities and perspectives.
【成功に向けた留意点】【Focused areas for success】
A Strategy
C Organization

D

Goal setting

Contact：Promotion Center for Women Engineers
Development, National Institute of Technology（KOSEN）, Nara College

Link on OPENeD site
https://www.opened.network/case/p-0041/- 13 -

Appointment to managerial/senior
positions

Overview

A new promotion system to encourage the appointment ofcompetent female faculty members to senior positions
A new system has been adopted to promote competent female faculty to whom no promotion
opportunities are given due to a lack of open positions by using the President’s discretionary budget.
Under this system, talented women have been appointed to senior positions, resulting in an increasein the ratio of women in senior positions.

Full details

To realize diversity in research
environments
In FY2015, a joint application of
Chiba University, Toho University
and QST-NIRS was accepted as an“Initiative for Realizing Diversity in
the Research Environment(collaborative type).” The three
institutions are promoting
diversity based on their individual
strengths. Programs include theprovision of assistants to pregnant
researchers or those caring forfamily members, support for joint
research, and appointment of
women to senior positions.

Initiatives to realize Diversity in the Research
ダイバーシティ研究環境実現のための取組
Environment

A system to promote female researchers and increase the number of women in senior
positions
For competent female faculty to whom no promotion opportunities are available due to a lackof openings, a new “Promoting female faculty system” was built to promote them using thePresident’s discretionary budget to partially cover their labor costs. Under this system, from
FY2016, female faculty have been recruited, recommended by the departments, and screened.
Seven people have been promoted in the past three years. The ratio of female professors,
associate professors and lecturers reached 19.3% in FY2019 .

Chiba University Ratio of women in senior positions

2014

2015

2016

2017

2018

2019

Seven female
facultymembers insciences havebeen
promoted【Focused areas for success】
A

Strategy

B

Top management commitment

F

Accountability and transparency

Link on OPENeD site
https://www.opened.network/case/p-0044/

Contact：Diversity Promotion Section, Chiba
University- 14 -

Appointment
Appointment toto managerial/senior
managerial/senior
positions
positions

Overview

More female researchers and expedited appointments
to senior positions: the project of the beneﬁt for
female researchers
This project aims to empower female researchers and promote their advancement and research byappointing individuals with suﬃcient achievements as professors, associate professors or lecturers,
as role models for other female researchers and leading researchers.

The Project for Female Researchers of Tokushima University AWA (OUR) Support System:
to Promote Them in Senior Positions
Since there are limited numbers oﬀemale professors, associate professors and lecturers atthe
University, young female researchers ﬁnd it diﬃcultto plan their careers. An eﬀort was therefore
launched in 2013 to increase the number of ambitious female researchers with top-ranking
achievements in senior positions.

Application and selection guidelines
Research ﬁeld:
Positions:

Full details

Numbers to be
selected:
Qualiﬁcations:

Not speciﬁed
Professor, associate professor, or lecturer*The position of Professor was made available for application in FY2018 (for FY2019).

One Professor and two to three Associate Professors or Lecturers
Full-time PhD-holding female faculty at Tokushima University, excluding those hired at the discretion of the
President in terms of post or budget
Application documents:
A resumé and list of research achievements. A short essay on thehistory of research activity, future policy, and ambitions for
Ratio of senior positions held by female
education and researchresearchers
Recommendation letter by the head of the department
Selection:
Initial selection:
By the department at faculty meeting, etc.
Second selection:(Professors)
Review by the Personnel Committee in the departments(Associate professors or lecturers)
Review by the Gender Equality Oﬃce

Results since the ﬁrst selection in FY2013
Fiscal year 2014
Professors
Associate1
professors
Lecturers
1

Attract students

2015

2016

2017

2018

2019

2
1
2

3

2

3

1

Developresearch/teachingcapabilities

Internship【Priority areas for success】
management
B Top
A Strategy
commitment

2

C

Organization

D

Developleadership

Goal settingE

Recruitment/
appointment

The Project for
Female Researchers:
to Promote Them in
Senior Positions

Interactive communication

Link on OPENeD site:
https://www.opened.network/case/p-0022/

Contact ： AWA Support Center, Tokushima
University- 15 -

Appointment to managerial/senior
positions

Overview

Realization of a sustainable cycle in which women can
thrive by training Women medical doctors and researchers
to enable their appointment to senior positions

Tokyo Women’s
Medical University

In addition to development measures, TWMU strives to increase the number of women professors bycreating (1) A “Plus Factor” system, (2) Women Ambassador Professor positions, and (3) Women Professor at
the Women’s Center (formerly the Women-Speciﬁc Clinic at the University Hospital), thereby realizing asustainable cycle to change mindsets, improve the work environment, and develop research capabilities.

A sustainable cycle to ensure that women thrive
Appoint toprofessors

Appointment to professorial positions (target ratio 30%)
① Introduction of “Plus Factor” method② Creation of the Women Ambassador Professor positions③ WomenProfessor positions at the Women’s Center(formerly the Women-Speciﬁc Clinic at the University
Hospital)④ Review the faculty appraisal system⑤ Change the awareness of department heads (faculty
meeting FD)

Target ratio for Women
Professors 30%

Improving the environment (work style reform)

Improveenvironment

Raise researchcapabilities

Full details

Work stylereformNumber and ratio of women professors

40
29.1％

35

24.2％

30
25
20

Raise research capabilities (Yayoijuku)① Leadership seminars, English seminars② Peer learning③ Individual career development support④ Lectures

Yayoijuku

Yayoijuku is an educational center to train Women medical
professionals to carry forward the ideals of Dr. Yayoi Yoshioka,
founder of TWMU, as leaders. The number of registrants for FY2018
was 300, an increase of 67 from FY2016.
Family support is a childcare support system for TWMU’s faculty andstaﬀ to provide pickup and drop-oﬀ services for their children atnursery or private lessons, and care services for faculty with shortened
work hours or for emergencies, with the cooperation of local
residents. TWMU is a pioneer in this eﬀort. The number of individual
services provided per year is about 4,000.

Women Ambassador Professor is a position created to inspire other
Women faculty members and show them that they are candidates forsenior positions, both internally and externally. It is intended toencourage women to aspire to professorial positions.
Professors at the Women’s Center
The Women’s Center (formerly the Women-Speciﬁc Clinic) was
created in 2017 at the University Hospital to provide medical
services in all ﬁelds, not only for women’s diseases, by female
medical doctors, nurses and other medical professionals. The
number of positions for professors and associate professors at theCenter can be increased once they are allowed to serve as faculty atotherdepartments.
Increasein Women professors, deans, and directors

People① Improve the work environment② Improve childcare support (family support)③ Create nursing-care support④ System to assign research assistants

18.9％
23

31

H29.5
May
2017

H30.5
May
2018

41

2015

2016
Man

Dean of School of Medicine%
35

Dean of School of Nursing
Dean of Students, School of Medicine
Dean of Students, School of Nursing
Director, Tokyo Women’s Medical Center
East

30

Woman
Man
Woman

Director, Institute of Clinical Genomics

20

Director, Institute of Advanced
Biomedical Engineering and Science
TWMU
Director, Institute of Oriental Medicine

15

Library Director

R1.8

Director, TWMU Career Development
Center for Medical Professionals

Aug 2019

2018
2019
Woman
Woman
Woman
Woman

Woman

Woman

Man

M an

(Newly created on Dec 4,
2017)

Woman

Director, Institute of Geriatrics

25

2017

Man

M an
Woman
Woman

Man
Woman
Man

Woman

* In fiscal 2019, a woman became Chancellor.

【Priority areas for success】
A

Strategy

B

Top management
commitment

C Organization

D

Goal setting

E

Interactive communication

Link on OPENeD site:
https://www.opened.network/case/p-0035/

Contact ： TWMU Career Development Center for
Medical Professionals- 16 -

Research capability building

Overview

Empowerment of female faculty members:
A grants program for female faculty
To increase the ratio of female faculty in recruitment, senior and other positions, Okayama
University is taking various measures from three perspectives: Upgrading, Support andEmpowerment. A grants program is part of our Empowerment eﬀorts.
ダイバーシティ研究環境実現に向けた取組概要

Initiatives to realize diversity in the research environment

A grants program for female faculty
To raise overall research and management
abilities, and to improve the ability to dispatch
seeds information for potential joint research,
grants are provided for conducting workshops
and symposia organized or co-organized byfemale researchers. Funding is also available
for domestic travel to other institutes for
information exchange and joint research, andfor overseas travel to international
conferences to present research outcomes.

Full details

This program was established in ﬁscal 2016.
Types of grants provided to female faculty○ For the improvement of management capabilities
To develop global management and leadership skills, grants are provided for international symposia
and workshops planned and organized by young female faculty who solely or jointly conduct active researchexchanges. (Total of eight cases from FY2016 to FY2018)○ For visiting other institutes
Grants are provided to young female faculty who arrange visits to other institutes to exchange andacquire information. (17 individuals received grants from FY2016 to FY2018.)○ For making presentations at international conferences (began in FY2018)
Grants are provided to female faculty participation in international academic conferences to present
their research outcomes. (One member received grants in FY2018)*Depending on the type of grant, an amount between 100,000 yen and one million yen is provided per case.

【Priority areas for success】
C

Organization

Contact: Organization for Diversity Management,
Okayama University

Link on OPENeD site:
https://www.opened.network/case/p-0013/- 17 -

Research capability building

Full details

Overview

Improving research capabilities for female researchers in local
industry-academia collaboration!
Career Advancement Project for Women Researchers (CAPWR)
Hiroshima University is implementing the Career Advancement Project for Women Researchers(CAPWR) to enhance both the quality and quantity of female researchers in science, engineeringand agriculture, who are both deeply rooted in the local community and have global perspectives,by strengthening collaboration with universities, private companies, and local governments.
(1) A strengthened industry-academia-government system to support female researchers
CAPWR was adopted as an Initiative for Realizing Diversity in the Research Environment (Hubs andCollaboration Type) in 2017.
Based on industry-academia-government
collaboration, four activities are conducted: 1)
Improving the research environment, 2)
Developing women’s research capability andleadership, 3) Recruitment and appointment offemale researchers to senior positions, and 4)
Developing a model to realize diversity in the
research environment.
This project aims to enhance the quality andquantity of female researchers at universities
and companies by learning from each otherabout the diﬀerent policies and their mindset,
supporting them to acquire new knowledge andtechnology across organizations, and providing
joint research opportunities and research grants.
(2) Successful examples
Hiroshima University, the lead organization, in collaboration with Mazda Motor Corporation, Delta
Kogyo Co., Ltd., and the International Development Center of Japan, has established an IndustryAcademia-Government Council on Promoting Diversity. Participating member institutions mutually
cooperate to engage in various activities such as providing grant programs, awareness seminars etc.
n Joint sessions on cross-sectional and industrial exchanges
Ø Seminars on Career Development, English Presentation Skills, and interactive workshops on
writing scientiﬁc papers by a former editor of Nature Journal.
n A grant program for joint research projects by female researchersØ A granｔ program was established for joint research projects led by female researchersn Admission fee waiver for those who have been accepted for a doctoral programØ Admission fees for doctoral programs are waived for female full-time staﬀ, spouses of full-time
staﬀ who are members of the Industry-Academia-Government Council, female scholars who
have a master’s degree but have suspended their research, and those who have been accepted
for a doctoral program at Hiroshima University.
【Priority areas for success】
Top management
A Strategy
B commitment

C Organization

D Goal setting

Contact: Gender Equality Promotion Oﬃce,
Hiroshima University

E

Interactive communication

F

Accountability andtransparency

Link on OPENeD site:
https://www.opened.network/case/p-0027/- 18 -

Research capability
building
採用・育成①

Full details

Overview

Unique initiatives to raise research capabilities withthe use of service design projects and networks
Yamagata University aims to further develop the research capabilities of female researchersand promote their advancement through service design and collaboration with Yamagata
University Center of Innovation (COI) by using networks within and outside of Yamagata.
Since FY2015, the University, Dai
Nippon Printing’s R&D Center, andYamagata Prefectural Yonezawa
University of Nutrition Sciences have
implemented an “Initiative forRealizing Diversity in the Research
Environment (collaboration type).”
The theme is “Participation of
women researchers in the creationof lifestyles using organic
electronics.” Capability-building
through service design has been
perceived as unique and is highly
valued.
Service design thinking andmethods are disseminatedthroughout the University.
To foster innovation, theUniversity also collaborates with
its COI, which aims to create “A
wealthy and healthy society”
based on world-leading organic
electronics technology in theregion.
The Diversity Promotion
Network was established under
the University Consortium
Yamagata. By using the Tohoku
block meeting network under the
All Nippon Diversity Network, thethree institutions work topromote women’s advancement
in a sustainable manner.
【成功に向けた留意点】【Priority
areas for success】
Top management
A Strategy
B commitment

C

Organization

D Goal setting

E

Interactive communication

F

Accountability andtransparency

Link on OPENeD site:
https://www.opened.network/case/p-0030/

Contact：Oﬃce for Gender Equality, Yamagata
University- 19 -

Research capability building

Overview

Sequential skill development programs to support
female researchers to become leaders
Osaka Prefecture University provides opportunities for female researchers todevelop their research skills and demonstrate leadership in research groups aspart of its eﬀorts to support the structuring of their research career paths.
With the use of skill development seminars and
RESPECT (Research Support Programfor Enhancing Capability and Techniques), sequential
support is provided for female researchers to advanceboth their skills and leadership.

Overview of support programs

Open screening

Selection

After completingtwo seminars

Skilldevelopment
seminars(based onpresentations)ＲＥＳＰＥＣＴ

Full detailsl Objective: To provide opportunities forfemale researchers to become team leadersl From 22 applicants, 13 were selected(2016 - 2019)

Seminars on four topics:l Applying for external fundsl Writing academic papers in English
l Management skills
l Presentation skills

l After funding, activities continued
at their own expense

Results
2016 to2018:
out of 10
members,

three obtained
grants-in-aid•
Presentation skills seminar

RESPECT open screeningl Other research funding support for female researchers

From 2016
based onPresident’s
proposal

Project

For

FY2019Female researchers
support

Women
only

7 cases

Grants-in-aid
support（Step-up）

Men andwomen

Out of 19 cases,
4 are forwomen

【Priority areas for success】
A Strategy
B Top management
commitment

C••

ScientiﬁcResearch B
Challenging
Research(Exploratory)
For Young
Scientists

Ceremony to recognize winning applicants

Organization

Contact: Center for Women in Research of Osaka
Prefecture University

Link on OPENeD site:
https://www.opened.network/case/p-0047/- 20 -

Work environment

Overview

Promoting work-life balance
Ochanomizu University is working to improve the work arrangements and the working environment
to enable its faculty and researchers to achieve an optimal balance between research andchildcare/nursing care, so that the University can stand as a role model for a society in which both
women and men have the freedom and equality needed to thrive.

1. Support for Researchers① Assignment of assistants to female researchers who have small children

Assistants are provided up to 29 hours per week. Every year, three to four women researchers use
assistants.

② Temporary support for researchers at the University

Available during pregnancy (for self or spouse), caring for small children, caring for elderly or
nursing family, for both male and female researchers.
Up to 10 hours a week of paid work by the assistant.
About 10 faculty members use this support each year, resulting in zero turnover of researchers.

③ Reduced workload for faculty members who cannot take childcare leave

Men and women who cannot take childcare leave for work-related reasons are excusedcommittee work and have reduced teaching hours. Every year, two to three faculty members use
this system.

Full details④ Founding of the Migakazuba Researchers System

This system regards women researchers as Designated researchers and supports the continuationof research as well as giving support to researchers on returning to their studies.

2. Nursery at the University (Izumi Nursery)① Childcare support scholarship

Half of the nursery fee is subsidized as a scholarship. More than 10 students per year beneﬁt fromthis arrangement.

② Promotion of gender equality awarenessSessions are held for students, faculty and staﬀ
to spend time with children. Occasionallyorganized as training for administrative staﬀ.

③ Temporary Nursery

Faculty, staﬀ, and students can use the nursery whenclasses are conducted on weekends or holidays.
When a symposium is held, a temporary nursery isprovided using external services to encourage those
who have small children to attend. The fees are
subsidized by the University.

Izumi Nursery【Priority areas for success】
B

Top management commitment

C

Organization

Contact: Planning and Strategy Division for Gender
Equality, Ochanomizu University

Link on OPENeD site:
https://www.opened.network/case/p-0020/- 21 -

Work environment

Overview

Kyoto University nursery room for sick children:a history of 12 years as the ﬁrst nursery room for sickchildren at a national university
Kyoto University opened a nursery room for sick children in collaboration with Kyoto University
Hospital in 2007 to enable researchers to concentrate on their research even when their children
are sick. It was the ﬁrst such nursery at a national university and became a model case. Similar
facilities have since been established at numerous universities and research institutes in Japan.

Full details

Management of the nursery〇 To enable Kyoto University faculty, staﬀ and students to continue to work even when theirchildren are too sick to go to school or childcare.
〇 In collaboration with Kyoto University Hospital, full-time pediatricians examine the children
before they are admitted, who are cared for at all times by nurses and childcare professionals at
the nursery.
〇 In addition to normal nursery rooms, an air-conditioned isolation room is provided to attend tochildren suﬀering from any type of condition.
Review of nursery management
Since opening in 2007, the following
improvements have been made in response touser surveys.
2008 Student discount (50%).
2009 Opened consultation room on sick children
2009 Isolation room established2015 Care newly provided to children in the acutephase of some illnesses
2016 Extended opening hours (from earlymorning)2019 Raised the age limit for eligible children

Rate of utilization over the past 5 years

Isolation room

Ordinary nursery room
【Priority areas for success】
A

Strategy

B

Top management commitment

C

Contact: Gender Equality Promotion Center, Kyoto
University

Organization

Link on OPENeD site:
https://www.opened.network/case/p-0031/- 22 -

Work
environmentWorkenvironment

Overview

Let’s learn about what your mom or dad
is doing at work!
Summer school for children of the faculty and staﬀ
A university-wide Basic Policy has been set as part of the “Kobe University Gender Equality
Promotion Program (Master Plan),” approved by the Academic Council on Sep 18. 2008, in which theNo. 3 object is to “Support eﬀorts to achieve a balance between research, education, work, studies
and family life.” Since 2016, summer school programs have been held each year for primary school
children of Kobe University’s faculty and staﬀ to realize this objective.

Full details

Summer school for Kids 2019

【Priority areas for success】
G

Other (lecturers were recruited from various fields with the help of the cooperating faculty of different departments）

Link on OPENeD site:
https://www.opened.network/case/p-0016/

Contact: Gender Equality Oﬃce, Kobe University（This is categorized as “change of awareness” on OPENeD based on the request of Kobe University)- 23 -

Work environment

Overview

A family support network for optimal balance between
work and childcare, supported by local residents
Tokyo Medical and Dental University operates its own family support system that utilizes a
medical network with related institutions. Infrastructure such as a nursery at the university
is provided as well as support for the faculty, staﬀ and students to maintain a goodwork/research and pregnancy/childcare balance.

Family support system

Full details

To help faculty, staﬀ and graduate students with small children maintain a good balance between
work/research and childcare, services are provided with the support of local residents, incollaboration with Juntendo University and Research Institute of Biomatrix, Nippi,Incorporated.

・ The advisor arranges a support service (temporary, sick-child, or overnight childcare) byintroducing a service provider to the member who needs childcare support.
・ The service provider should be a local resident who has completed childcare training (a total of
30.5 hours) and is certiﬁed by the Japan Association for the Advancement of Working Women.
・ The support service is covered by the Japan Association for the Advancement of Working Women’s
Mutual Childcare Support Insurance.

Other forms of childcare support

Provision of a nursery at the University, a breastfeeding/bottle-feeding room, a career
consultation oﬃce, research assistants, lab coats for pregnant women, books and materials
related to career, social sessions for parents, etc.
【Priority areas for success】
Top management
A Strategy
B commitment

C

Organization

Contact：Diversity Diamond Unit (DD Unit)
Promotional Oﬃce,
Oﬃce for Gender Equality and Work –life Balance,
Tokyo Medical and Dental University

D Goal setting

E

Interactive communication

F

Accountability andtransparency

Link on OPENeD site:
https://www.opened.network/case/p-0046/- 24 -

Work
environmentWorkenvironment

Overview

Ample nursery services available on campuses,
resulting in no waiting lists
The University of Tokyo provides nurseries on its campuses to supply childcare services that meetthe needs of its researchers and students, particularly those who return to research or begin work
during the middle of a ﬁscal year, so that they can continue to carry out their research or studies
while still caring for their family.

■ Eight nurseries on the campuses

Full details

・ Five nurseries have been established by the University, and childcare services areoutsourced. One nursery is provided by a private company. The total capacity ofchildren for the faculty, staﬀ and students, etc., is 221.
・ One is approved by Bunkyo Ward, and one is certiﬁed by the Tokyo Metropolitan
Government, meeting childcare needs of the local community as well.

■ Providing childcare services that meet the needs of the researchers and students
・ Accepting small children of students who have diﬃculty in ﬁnding openings at local
nurseries.
・ Accepting the children of researchers and students who return to work or study
during the middle of a ﬁscal year
・ Childcare is provided until 9pm to meet the needs of researchers who work late.
・ Flexible childcare fees are linked to household income and include exemptions.
■ A safe environment for maintaining a good balance between childcare andresearch/work
・ About 50% of users of the nurseries are its faculty and staﬀ, and the remaining
50% are used by the students.
・ As of October 2019, no child is on the nursery waiting list, which means that thenurseries serve as a safety net for the faculty, staﬀ and students.

【Priority areas for success】
B

Top management commitment

Contact : Diversity Promotion Group , The
University of Tokyo

Link on OPENeD site
https://www.opened.network/case/p-0017/- 25 -

Work
Work
environment
environment

Developing and supporting female researchers:

Overview

multifaceted support for the next generation of scientists

Tokyo University of Agriculture and Technology (TUAT) has been expanding support systems for thedeveloping of Next-Generation as well as providing childbirth/childcare support.

Childbirth and childcare support system
Pregnancy

Date of birth
Up to 6 months

Research assistantby WFDO*

Post-doctoral
research fellow

Research assistantby WFDO*

Maternity
leave

pregnancyChild in 6th grade*Women’s Future Development Organization

We mainly promote two childbirth/childcare
support systems. First, “Women’s Future
Development Organization” provides theresearch assistant once or twice a week, toenable female researchers to advance theirresearch work during childbirth/care. Second, forfaculty on maternal leave, a postdoctoral
research fellow is hired as a full-time assistantfor
up to six months.

On-campus nurseries

The Nursery was established on the both campuses in 2011 and 2013. In addition, the Fuchû Campus
provides temporary childcare service. We collaborate with local government and share information withnurseries that provide sick-child care. The university supports part ofthe sick -child care fees to enable toactively utilize their system and services.

Full details■ Koganei Campus (June 1, 2011)
Established the “Kaikisen” Nursery, certiﬁed by the TMG*
■ Fuchû Campus (April 1, 2013)
Established the “Minori” Nursery, certiﬁed by the TMG*
*TMG: Tokyo Metropolitan Government

Student mentor system
A student mentor system has been in place since2007. By the mentor system, female graduate
students provide consultations and advice to female
undergraduate students.

Career path seminar
Since 2013, career path seminar has been organized
for undergraduates and master’s course students tofoster the next generation of researchers.
Researchers at companies, young female faculty,
etc., serve as lecturers and talk about diverse career
paths, such as doctoral programs and theadvancement of women researchers in industry.
【Priority areas for success】
A

Strategy

B

Top management commitment

C

Organization

Link on OPENeD site:
https://www.opened.network/case/p-0005/

Contact：Women's Future Development Organization,
Tokyo University of Agriculture and Technology- 26 -

Work
environmentWorkenvironment

Support for women’s advancement and work-life balance

Overview

Nagasaki University Diversity Management x Work- Style Innovation

機関名・ロゴを記載してください

By incorporating diverse perspectives and ideas, Nagasaki University aims to raise theresearch capabilities of female researchers and support their appointments to senior
positions. Backup is also provided to cope with the growing need for nursing care.

1. Work - Style Innovation

Work- Style Innovation

To raise productivity, teams identify challenges
and ideal conditions for improving individual
work styles by raising skills within teams throughknowledge-sharing and by digitizing manuals.
The progress of Work - Style Innovation is shared
not only with program participants but also toother departments to share and adopt goodpractices.

Full details

Extended support for nursing careto the community
2. Extended support to balance work and nursing
care for those taking care of family members
Eﬀorts to provide learning and support
opportunities on work and care balance aresupported in the community by appointing Nursing
Care Concierges for private consultations, andorganizing “Carers’ Networking” for informationexchange and the training of carers through “Carer
support training,” which is also available toresidents in the community to develop a “Learning
and Support” mechanism.

Increase in Female Researchers
3. Company-led childcare program“Omoyai Kids” was opened in 2017 as the ﬁrst
company-led childcare service program by anational university.

4. Transparent recruitment and selection

With the establishment of the policy on “Guidanceon faculty selection to increase the ratio of womenfaculty and appointment to senior positions,” theHead of the Center for Diversity and Inclusion
attends faculty selection meetings as an observer.
【Priority areas for success】
Top management
A Strategy
B commitment

C

Organization

Contact: Center for Diversity and Inclusion,
Nagasaki University

D

Goal setting

E

Interactive communication

Link on OPENeD site:
https://www.opened.network/case/p-0014/- 27 -

Work
environmentWorkenvironment

Overview

Promoting work-life balance to enjoy child-raising:childcare support programs
To promote work-life balance among its faculty and staﬀ, Nagoya University has put in place
three action plans and has established an infrastructure for childcare support that includes
nursery schools and after-school daycare centers.
Action plans to support faculty and staﬀ to achieve an optimal work-life balance
1. As a general rule, meetings are prohibited outside regular work hours (8:30 - 17:15) on
weekdays.
2. Department heads must create an environment that encourages members to take childcare or
nursing care leave and must inform them of the system and the support available to them.
3. Department heads should reduce the workload, such as teaching, and excuse faculty or staﬀ
with children under the age of 2 from serving on committees and other extra activities asnecessary.
After-school daycare center
Programs are developed and implemented to best utilize the physical and intellectual
property of the University in collaboration with the faculty, staﬀ, students, and local
community.

Full details

Co-working space for faculty, staﬀ and students with small children
Space has been provided for the faculty, staﬀ, students and their family members to work,
study, or attend meetings accompanied by their children.

【Priority areas for success】
C

Organization

Contact: Center for Gender Equality, Nagoya
University

Link on OPENeD site:
https://www.opened.network/case/p-0008/- 28 -

Work
environmentWorkenvironment

Overview

A working environment that adapts to life events andsupports an optimal work-life balance
Nara Women’s University has established a “mutual support system” with the local community andstudents to support the faculty and staﬀ in achieving a good work-life balance. An online systemcalled “Web Narakko” enables them to make childcare support requests. Supporters are assigned tofaculty undergoing childbirth, childcare or nursing care to support their teaching and research.

Issues unique to NWU
Being small in size: Diﬃcult to operate
On-campus nurseries, as the numberof potential users is limited.
However, although small, NWU can oﬀer support
that meets individual needs.
“Mutual support system” with the local community
and NWU studentsChildcare support system

Outcomes of the system
・Increased numbers of young female faculty:
Approx. 60% of young faculty members(assistant and associate professors) in the
Faculty of Science are raising children.
・A visible improvement in research achievements
Upcoming challenges
Responding to increasing and diversifying needs

Full details

Registered supporters

Students & Local
community

Teaching and research assistants
To support the faculty through childbirth,childcare and nursing care with their research
activities, researchers, mostly postdoctoral
fellows, are hired as their supporters. Thissystem helps both the supporters and theassisted faculty develop careers or restart theircareer by providing the opportunity to take onchallenges.

NWU has a childcare supporter development program
Targets: the community, its students, retired faculty, etc.

【Priority areas for success】
C

Organization

Contact: Organization for the Promotion of Gender
Equality, Nara Women's University

Link on OPENeD site:
https://www.opened.network/case/p-0045/- 29 -

Work
environmentWorkenvironment

Overview

Supporting communication between international
parents and daycare centers
Hokkaido University dispatches interpreters to support international students
and researchers in their search for day care centers

Full details

The current situation
Hokkaido University has been taking measures to increase the presence of international
researchers and students. As a result, the number has doubled over the last 10 years, andthe number of families with small children has grown rapidly. Sapporo has a shortage ofplaces for children in certiﬁed daycare centers. There are also many children on the waiting
lists for the two daycare centers on campus, whose total capacity is only 120 children. Thereis an increasing number of inquiries from international students who ﬁnd it diﬃcult tocontinue their studies because they are not able to ﬁnd a daycare center.
Interpreters accompany overseas faculty to support communication with daycare centersand city oﬃces
Opening more childcare centers on campus would be a solution to the above-mentioned
problem, but it is hard to do so because of diﬃculty in obtaining land and funding. The
University began sending volunteer interpreters in FY2015 to accompany them and assist
communication with the daycare centers on a paid basis. The interpreters accompany themon visits to the city oﬃce when searching for daycare or visiting daycare centers.
Interpreters help communicate with daycare staﬀ and may occasionally give informal advice
on how to search for daycare centers. Over the last three years, there have been
approximately 100 cases of its use, indicating that there is a major demand for this service,
which is much appreciated.

【Priority areas for success】
C

Organization

Contact: Promotion oﬃce of Research environmentfor Diversity, Front Oﬃce for Human Resource
Education and Development, Hokkaido University

Link on OPENeD site:
https://www.opened.network/case/p-0001/- 30 -

Work
environmentWorkenvironment

Overview

Establishing an environment in which diverse members
can thrive: Research support for diversity
Muroran Institute of Technology has established an environment that enables its researchers tocontinue their research even while attending to important life events, by providing support such as
subsidizing the costs of hiring research assistants.
1. Support for researchers dealing with life eventsThe Institute provides ﬁnancial support to its researchers, both men and women, during life
events (pregnancy, childcare, nursing care, etc.), to enable continuation of their research, by
subsidizing the costs of hiring assistants, use of babysitters or the use of taxis during emergencies.
2. “Female high school students interested in STEM subjects” support project
In collaboration with the Manufacturing and Engineering Design Center, a two-day and onenight program with lectures and practical work on manufacturing and engineering is oﬀered tofemale high school students to convey the joy of manufacturing. This has led to an increase in thenumber of students selecting engineering courses at university.

Full details“STEM female high school students” support project in action

Lecture by Shimizu Center Manager

Making welcome signs

3. Collaboration with the Muroran IT-Alumni Women’s Network
Networking events are held by the Oﬃce for Promotion of Gender Equality in collaboration with the
Muroran IT-Alumni Women’s Network

Collaboration structure at the Institute【Priority areas for success】
A

Strategy

B

Top management commitment

C

Organization

Contact: Oﬃce for Promotion of Gender Equality,
Muroran Institute of Technology

D

Goal setting

Link on OPENeD site
https://www.opened.network/case/p-0003/- 31 -

Work
environmentWorkenvironment

Overview

Expanded breadth of support to faculty withchildcare and elderly care responsibilities
The “Research Support System for Achievement of Work-Life Balance” has been put in place tosupport researchers for whom childbirth, childcare, or nursing care responsibilities make claims on
their time. Financial support is provided to hire research and teaching assistants.

Research Support System for Achievement of Work-Life Balance

Eligibility: Researchers at the University involved in pregnancy, childbirth, childcare, nursing care(including those on leave for childbirth, childcare or nursing care)
Assistants to be hired: Temporary staﬀ (support research, clerical work related forresearch/teaching)RAs for research work that requires expertiseTAs and STAs for teaching support
Maximum subsidy:¥500,000/term(the amount is adjusted according to the number of applications)Applications accepted: June and December of every year
Research Support System for Achievement of Work-Life
Balance：Usage by genderEﬀorts and features● Both women and men are eligible
Support given to faculty for childcare or nursing care,regardless of gender● Flexible aid to meet individual needs

F

Full details

・ Support expanded from research/teaching only to include clerical work
→To meet the needs of users for support in doing clerical work
・ Amount per application raised from ¥150,000/month to ¥500,000/term→Enables ﬂexible use that ﬁts user needs
・ Upper limit changed from a total of six terms to a total of ¥3 million→To match the speciﬁc life plans of users

M

Understand andrespond to users’ needs
through reports andbrieﬁng sessions

Outcomes of the system: users’ testimonials● Securing suﬃcient research time, which leads to progress in research, psychologicalstability and high motivation“I was able to put together my research results by using my limited time eﬃciently.”“Suﬃcient time for research and childcare enabled me to obtain data which can be included in my future
academic papers”“Being psychologically secure, I was able to raise my motivation for research but still commit to childcare!”● Beneﬁts to research assistants“The graduate student hired as an assistant developed leadership skills as a researcher
became motivated research-wise and put in an eﬀort to teach the junior students.”“The assistant thanked me for the opportunity to learn analytical methods.”“The student assistant seems to have developed an adventurous outlook.”【Priority areas for success】
B

Top management commitment

C

Organization

E

Interactive communication

Link on OPENeD site
https://www.opened.network/case/p-0032

Contact： Diversity Promotion Oﬃce, Tokyo
Metropolitan University- 32 -

Work environment
採用・育成①

Overview

Promoting gender equality utilizing thefeatures of the nine campuses

Under the supervision of the Head Oﬃce, to promote gender equality activities that match local
characteristics of each campus, nine self-directing branches have been established. In each branch,branch director, managers, oﬃce staﬀ, assistants, and promoters are appointed to support
researchers’ work-life balance.
Committee for Gender Equality Promotion

Background
The University has six undergraduate
schools, 14 graduate schools, and fourattached laboratories on nine campuses,
located from the Japan Sea to the Paciﬁc
Ocean.

Policy establishment
Oﬃce for Gender Equality Promotion

Undergraduate/graduate campus: ① – ⑤

Head Oﬃce

Graduate schools campus only： ⑥ – ⑨

Structure:
Director,Deputy Director,
Assistant Diｒｅｃｔｏｒ, Manager
coordinator, and assistant

Full details

兵庫県立大学⑧ Toyooka Geo & Konotori Campus Branch

University-wide eﬀorts on• Budget allocation• Changes In mindset• Advancement of female
researchers• Childcare support• Public relations

Branch oﬃce personnel

At all nine campuses:
Branch Diｒｅｃｔｏｒ, Manager,
Assistants, and Promoters② Himeji Campus for Engineering Branch③ Harima Campus for Science Branch④ Himeji Campus for Human Science Branch① Kobe Campus forCommerce Branch⑤ Akashi Campus for Nursing Art and Science Branch⑦ Awaji Campus for Landscape Design and Management
Branch
【成功に向けた留意点】【Priority
areas for success】
B Top management commitment

C

Branch eﬀorts include• Seminars
・ Work/life balance
・ Provision of role models
・ Increasing the number offemale students in STEM

Organization

E⑨ Kobe Campus for
Disaster Risk Reduction
Branch⑥ Kobe Campus for Information
Science BranchInteractive communication

Contact: Oﬃce for Gender Equality Promotion,
University of Hyogo

Link on OPENeD site
https://www.opened.network/case/p-0038/- 33 -

Work
environmentWorkenvironment

Aiming to create a work environment where everyone
can play an active role:
Overview

A university where everyone embodies “Mastery for Service”

With the aim of creating an environment where everyone can engage in study and research
activities to embody “Mastery for Service,” the school motto, Kwansei Gakuin is promoting
diversity, including improvement of the work environment.
■ Major initiatives so far
・ 2010: Adopted as an H.22 Subsidized Project on Science and Technology HR Development of MEXT, Program
to support the research activities of female researchers (Development of Female Researcher Support Model).
The University established a Head Oﬃce for Gender Equality Promotion / Support oﬃce for Gender Equality
Promotion (President’s Oﬃce serving as the Secretariat) and has launched eﬀorts to change the mindset atthe University.
・ 2012: “The Kwansei Gakuin University Declaration on Gender Equality” was issued.
・ 2013: The Head Oﬃce for Gender Equality Promotion was transferred to the Foundation (the HR Dept.
serving as the Secretariat) to promote Foundation-wide eﬀorts.
・ 2014: Adopted as an H.26 Subsidized Project on Science and Technology HR Development by MEXT, Program
to support research activities of female researchers (Collaboration type) of MEXT.
・ 2019: The Head Oﬃce for Gender Equality Promotion was reorganized as the Head oﬃce for Diversity
Promotion, facilitating eﬀorts toward creating a diverse society in which everyone can thrive.

Full details■ Major eﬀorts related to improvement of the work environment
1. Support for female researchers (the Pinch Hitter System)
This system allows female full-time/limited-term faculty members and postdoctoral students who are pressed
for research time due to childbirth or childcare to continue with their research by hiring assistants who canconduct the research work on their behalf.
*Results (FY2013 - FY2018)

Fiscal YearUsers

2013
2014
2015
2016
2017
2018

5
7
10
6
7
6

Support Hours
500.5
716
1774
961
1583.45
1797.5

2. The Poplar Day Nursery, a company-led childcare center
Kwansei Gakuin established a nursery to enhance study/research quality and contribute to society by assisting
everyone to achieve a good balance between work/study and childrearing and by providing an environment
where they can focus on work/study so that they can exert their full potential without disruption to theircareer due to childbirth/childcare. The nursery is also open to the local community to help shorten the waiting
list for nurseries. Collaboration with Kwansei Gakuin Kindergarten is now under way on a trial basis.
3. Temporary childcare
Temporary childcare is provided when entrance exam-related work or classes take placeon Sundays or national holidays. Students may also use the system when they need toattend class on these days.
■ Outcomes
Kwansei Gakuin’s continuous eﬀorts were formally recognized and awarded the Kurumin Certiﬁcation by
Hyogo Labour Bureau in July 2019. We will continue these eﬀorts to further improve the work environment.
【Priority areas for success】
B Top management commitment

D

Goal setting

Link on OPENeD site
https://www.opened.network/case/p-0042/

Contact: Oﬃce of Promotion Diversity, Kwansei
Gakuin Educational Foundation- 34 -

Work
environmentWorkenvironment
採用・育成①

Overview

As a private university, fast consensus-building forrealizing diversity in the research environment
Based on ﬁve basic policies: (1) Mindset change and information sharing, (2) Research capability building andpromotion of women, (3) Improvement in the research environment, (4) Support for new faculty members,and (5) Increase in the number of women who aspire to be researchers. Policy design was completed before
the start of FY2018, with consensus rapidly reached by all the departments.
Two on-campus daycare centers opened in Sep 2018
“Ritsumeikan Mirai Nursery”
A needs study began in 2017, including the setting up ofa working group, questionnaires sent to all graduate
students, faculty and staﬀ, workshops, lectures, andvisits, as a result of which process, consensus wasquickly reached in a bottom-up manner. The University
won the 2017 Cabinet Oﬃce subsidy for “Company-led
childcare projects.” The selection of property was the
Kinugasa Campus
Biwako-Kusatsu Campus
most diﬃcult task, but existing meeting rooms wereFaculty, staﬀ, researchers, graduate andUsersrenovated. Accepting children from the local
undergraduate students
community was considered but due to restrictions in
Age of children
0 to 5 years old
facility usage, the centers are limited to persons related
to the University.
A total of 19 children for regular and temporary
Number of children acceptedchildcare at the two centers each
Recruitment limited to female applicants
From FY2017, female-only recruitment at the Colleges of Science & Engineering, Information Science & Engineering,Life Sciences, and Pharmaceutical Sciences *Some positions for retirees were made available 1-2 years ahead of
the schedule by order of the President.
Trend of female Professor/Associate Professor in 4 Natrual Science Departments
FY H29 ・ H30
FY H28FY H31
No. female faculty
Female Faculty
Female only recruitment
自然科学系4学部における女性教授・准教授在職者数推移○ Ratios of women faculty

Full details

Science and1 （advance placement １）
3
平成28年度
平成29年・30年度における
平成31年度7
Engineering
女性教員数
女性限定公募実施数
女性教員数
Information
2 （advance placement １）
Scienceand理工学部
3名 4 1件（うち前倒し人事1件）
7名 6
Engineering
情報理工学部
4名
2件（うち前倒し人事1件）
6名
3 （advance placement 2 ）Life Sience
5
2
生命科学部
2名
3件（うち前倒し人事2件）
5名
Phamaceutical3
薬学部
2名 2 3件
4名 4ScieceFY※平成31年度女性教員数は令和元年５月1日時点での数値。
H31faculty number is as of May 1st, FY R1
Includingnumber hired from regular recruitment
尚、通常人事等における採用数も含む。

Support for new faculty members“Welcome to

Ritsumeikan”
1.Encourage communication among faculty members@Biwako・ “Welcome to Ritsumeikan” introduction to research support and networking
・”Community of Ritsumeikan Researchers” for networking across ﬁelds
Kusatsu・”Salon de BKC” for informal exchanges among researchers over drinks
Campus◎Compulsory
2.Support for initiating research projects
FY2019 workshop sessions ● Elective
・Bridge to ongoing projects and cross-sectional research organizations (R-GIRO)(http://www.ritsumei.ac.jp/rgiro/)
Current students theory◎
・”Research concierge” to answer questions, oﬀer information, and serve as liaison to start research・”Seminars on research community and support” to meet the needs of individual researchers
Communicating with◎
3.Teaching support
students
・Seamless support for new faculty in collaboration with the University’s Institute for Teaching andWriting goals●
Learning that has carried out new faculty development programs since FY2019
・For one year (max. two years) after assuming the post. During the training, private consultation isprovided to clear doubts and solve problems about class teaching and communication with students. ● Evaluating students
・Participants should complete six workshop sessions (four compulsory and two elective) and give a ◎ Course portfolio
presentation.

*The presentation may be replaced by submission of a course or teaching portfolio.
Center for Teaching and Learning, Institute for Teaching and Learning: http://www.ritsumei.ac.jp/itl/

The University provides new faculty development expenses (¥150,000/y for two years) to those whose teachingexperience as a full-time member is less than three years before assuming a post at the University.
【Priority【成功に向けた留意点】
areas for success】
B

Top management commitment

C

Organization

Contact: Research-Life Support Division for
Promotion of Gender Equality, Ritsumeikan
University

E◎

Classroom methods●

University classmethodology●

Microteaching

Interactive communication

Link on OPENeD site
https://www.opened.network/case/p-0011/
Classiﬁed as “other” on OPENeD at the request of Ritsumeikan University- 35 -

Change in mindset

Overview

Faculty Recruitment & Review System with quotas for women:
Unconscious bias revealed by analysis of research papers
Kyushu University’s unique recruitment system with quotas for women attracted international attention, andan analysis of papers written by faculty hired under this system showed it to be eﬀective in correcting
unconscious bias. This had a major impact in Japan and overseas. The University’s innovative projects include
the introduction of the dual-career couple hiring system of faculty members and “Diversity and Super Global
Training Program for Female and Young Faculty (SENTAN-Q)”.

A unique system
for recruiting
ポリモルフィアVol.4,
pp.40～47(March 2019) ISBN 2424-1113
female researchers
Under the “Supporting Positive Activities
for Female Researchers” program as
adopted by MEXT, a unique system has
been builtfor cultivating and developing
excellentfemale researchers. In a ripple
eﬀect, more women were hired inregular recruitment as well, considerably
raising the female faculty ratio from
8.2% in 2009 to 14.4% in 2019. Thissystem was presented overseas as“KASOKU”.

Full details

Unconscious bias revealed by ananalysis of papers

The number and quality of papers wereanalyzed by gender and position using
Elsevier’s large-scale gender analyticalmethod in cooperation with the Oﬃceof Institutional Research. Data on faculty
hired under the women’s quota
revealed the presence of unconscious
bias. Discussions based on actual data
are eﬀective as a basis for making
progress.

Promotion oﬁnnovative projects

The dual-career couple hiring system
for faculty members was introduced in2017 for the ﬁrsttime at a university
in Japan. In 2019, “Diversity and Super
Global Training Program for Female
and Young Faculty (SENTAN-Q)” waslaunched to promote the appointmentoﬀemale and younger members tosenior positions.
【Priority areas for success】
A

Strategy

B Top management commitment

F

Accountability and transparency

Contact: Oﬃce for the Promotion of Gender
Equality, Kyushu University

Link on OPENeD site
https://www.opened.network/case/p-0036/- 36 -

Change in mindset

Overview

Challenging the established mindset to achieve diversity:
A dialogue-centered mechanism
Aiming to change the general mindset to realize diversity, Niigata University is making
eﬀorts to facilitate dialogue among its executives, managers, faculty and staﬀ members as
a ﬁrst step toward collaboration by all its members.
Securing opportunities and places for decision-making• Establishment of the Diversity Promotion Committee
The ﬁrst university-wide committee to be established was set up in FY2016, after the University
became a national university corporation. Information on the University’s current situation isshared and decisions are made on measures based on the basic policy for diversity promotion.
• Development and monitoring of action plans and numerical targets for female faculty by thedepartments
The departments identify their challenges, set numerical targets for female faculty, then create andimplement action plans for improvement. These actions are monitored by the Diversity Promotion
Committee.

Full details

Providing opportunities and places for dialogue• World café-style Faculty Development(FD) sessions for managers
Dialogue-based FD sessions are conducted here to provide knowledge and information on theadvancement of women and to share issues and good practice across the departments.
• “Social gatherings with the university executives on gender equality and diversity”
The President or one of the Vice Presidents is invited as a guest to discussions with faculty members.
A newsletter is issued to report what was discussed and distributed within the University. Detailed
preparations are made, including a prior meeting by participants and sending out discussion topics
to guests.
• Sessions with role models who have achieved a good work-life balance
Researchers who have struck a good balance between work and childcare or nursing care, or malefaculty who have taken paternal leave are invited as guests to these information exchange sessions.

World cafe-style FD program for managers

Discussion with top management of Gender Equality
Promotion【Priority areas for success】
B

Top management commitment

E

Interactive communication

Contact: Oﬃce for Equality and Diversity,
Niigata University

Link on OPENeD site
https://www.opened.network/case/p-0007/- 37 -

Change in mindset

Helping women achieve good work-life balance:
Overview

A cyclical system that connects people to provide support

With the aim of increasing the research capabilities of female researchers, Teikyo University strives
to improve the work environment for all faculty and staﬀ via changing their mindset, by circulating
top-down and bottom-up communication with the Committee directly reporting to the President.

Internal support structure

1. With the Committee at the center,circulation of top-down and bottom-up
communication to deliver the President’s
recommendations on gender equality
The results of discussions over the year with the
Gender Equality Promotion Committee and four
working groups are reported to the President via
the Gender Equality Promotion Council (Steering
Committee)↓

Communication across the faculties andcampuses takes place at the faculty meeting thefollowing ﬁscal year↓

The President issues “Recommendations on
gender equality” every two to three years↓

Full details

Based on the President’s recommendations, newprograms are started and continuous
improvement are made↓

Report submitted to the President

2. Programs created based on the President’s recommendations on gender equality
Faculty development activity

As part of FD in each department, faculty are expected to take the time to think
about such themes as “Male/Female Collaboration” and “Women’s
advancement.”
Fy2017：Faculties of Medical Technology, Law, and Pharma-Science
FY2018：Faculty of Science and Engineering
FY2019: Hachioji Campus FD Forum“Diversity & Inclusion at the University and in society”

Teaching staﬀ as work-life balance concierges

Senior staﬀ are assigned to consult on pregnancy, childbirth, and childcare.

The ﬁrst concierge was assigned to the Faculty of Medicine’s Clinical Study Section in 2019

3. Improvement programs

Nursing care preparation, Harassment, and Q&A on winning research grants
Programs to improve the work environment and develop research capabilities【Priority areas for success】
B

Top management commitment

C

Organization

E

Interactive communication

Contact: Support Center for Women Physicians andResearchers, Teikyo University

Link on OPENeD site
https://www.opened.network/case/p-0034/- 38 -

OtherOverview

To achieve true diversity and inclusion

Tsukuba University is making eﬀorts to promote women to managerial or senior positions throughthe formation of female researcher and engineer communities. At the same time, to realize true
diversity & inclusion, the University is taking measures to support sexual minorities such as LGBT.
Tsukuba University, IBM Japan, and AIST
have agreed to collaborate in addressing
issues related to female researchers andengineers that a single institute would ﬁnd
diﬃcult to solve. This initiative was named
TIDE (Tsukuba Advanced Initiatives for
Diversity & Environment). The three
institutions jointly work to solve issues fromthe diﬀerent perspectives of industry,
academia, and government.
A seamless encouragement model for multiple generations offemale researchers/engineers to create innovation

Work environment
support

Awareness change

Research resumption
support program

Senior management
development program

TIDE consists of three underlying projects
and three pillar programs. In the program
to “develop senior members,” female
researchers and engineers from the three
institutions get together to drive theprogram through several workshops. With
these initiatives, “Sirius,” a network offemale researchers at Tsukuba University,
was formed as a place for informationsharing and encouraging new activities.

Next generation career
support program

Full details

Diversity promotion under industry-academiagovernment collaboration

Capability building

For promoting the advancement of diverse human resources including LGBTIn March 2017, as one of the ﬁrst universities to establish and publish the basic policy on sexual minorities
and action guidelines, high praise was received from outside the university. The University is making eﬀorts
to realize not just gender diversity but true diversity that values the uniqueness of individuals with diﬀerent
attributes and promote their advancement.
【Priority areas for success】
Top management
A Strategy B commitment

C Organization

E Interactive communication

Contact: Center for Diversity, Accessibility andCareer Development, University of Tsukuba

G

Other (a mechanism to engage relevant parties)

Link on OPENeD site:
https://www.opened.network/case/p-0006/- 39 -