May 29, 2023
External Evaluation Report for the FY2022 Project Results
Name: Miho MitsunariThis document reports the results of an external evaluation of the FY2022 project results basedon the attached Report on the Results of the Initiative for Realizing Diversity in the Research
Environment (Advanced Type) Project for FY2022.
1) Achieve a recruitment rate of over 30% women researchers
Remarks: It is promising to hear that previous findings will be addressed in FY2023. The
recruitment rate of women (the university-wide average not including academic researchers) has
been steadily rising by three points each year at 20.2% (FY2019), 23.1% (FY2020) and 26.4%(FY2021) (https://www.office.kobe-u.ac.jp/opge-kyodo-sankaku/data/data/index.html), and therecruitment rate of female full-time faculty in FY2022 was 28.63% (https://www.office.kobeu.ac.jp/opge-kyodo-sankaku/data/data/images/josei_koukai2022.pdf). The retention rate offemale faculty has been gradually increasing by around one point each year at 16.3% (FY2019),
17.2% (FY2020) and 18.5% (FY2021). It can be said that these figures reflect the results of theefforts. However, the retention rate of women in the Faculties of Science and Engineering(FY2019-2021) has dropped below 10% with no significant growth observed. For the Facultiesof Science and Engineering, this can be the result of the recruitment rate of women being lower
than the university-wide average (although in FY2019 the rate exceeded 30% for the Faculty ofEngineering). Further efforts are expected in future. Moreover, the published data is dispersed invarious locations, and it is difficult to see the yearly changes. As steady progress is being made in
the recruitment rate of women, I would like to see more active visualization of the progress.
2) Improve the percentage of women holding higher ranking positions (the percentage ofpromotions)Remarks: There is a significant difference in the promotion rate (university average) each year
at 21.4% (FY2019), 7.3% (FY2020) and 14.5% (FY2021). As the posts for promotion arelimited, I understand that it is difficult to achieve the numerical target in the same way as therecruitment rate. However, of the 66 professors in the Faculty of Engineering as of FY2021, the factthat there are zero female professors despite the rates of female students in the Faculty ofEngineering being 14.9% for undergraduate students, 14.7% for graduate students, and 19.5% for
PhD students (FY2022 https://www.office.kobe-u.ac.jp/opge-kyodo-

sankaku/data/data/images/joseihiritu_students2022.pdf) suggests a lack of accountability in termsof women’s education in science and engineering.

3) Increase the base of next-generation young researchers
Remarks: The review of the age restriction, etc. for the Program for International Collaborative
Research is commendable, and it is likely that the integration of the programs will make it easierto understand for applicants. Regarding the training for next-generation researchers, how toincrease the interest in science and engineering among female junior high and high school
students is imperative, and it is commendable that efforts have been made in this regard, such as
conducting surveys on the open day. On the other hand, specific content for “(We will) implement
more effective measures” is unclear, it is therefore difficult to evaluate the effectiveness of thesemeasures.
4) Enhance the diversity environment and expand it beyond the universityRemarks: With regard to donations and partnerships with companies, I understand that activities
were disrupted due to the COVID-19 pandemic, and I look forward to future initiatives. Within
the university, efforts for child and nursing care support are substantial, and it is highly
commendable how there is childcare support for men as well. In particular, nursing care support
will become increasingly important in future, so I would like to see this expanded further while
monitoring the use status.
5) Overall remarks (Please add comments regarding the “Report on the Actions Taken inResponse to the Findings of the FY2020 and FY2021 External Evaluations” here.)
Remarks: The clarification and publication of the guidelines for LGBTQ, nicknames and surnames ishighly commendable (https://www.kobe-u.ac.jp/documents/NEWS/info/svsc/2022_09_27_01.pdf). When implementing the unconscious
bias survey (scheduled for FY2023), it would be desirable for the questions to be asked in a waythat accurately reflects the differences (discrepancy) in the awareness (perception) among
undergraduate students, graduate students, faculty (by position/gender), staff (byposition/gender), and senior management (by gender). I also hope that the survey itself helps therespondents to reflect on their internalized biases. In addition, to overcome unconscious bias, I
hope that the university will actively collect and update data on gender statistics. Unfortunately,
the current state of gender statistics cannot be said to be sufficient, as some data has no longer
been updated, and some important information is scattered over multiple locations(https://www.office.kobe-u.ac.jp/opge-kyodo-sankaku/diversity/data/index.html).