February 15, 2024
External Evaluation Report for the FY2018–2023 Project Results
Name: Miho MitsunariThis document reports the results of an external evaluation of the FY2018–2023 project results
based on the attached Report on the Results of the Initiative for Realizing Diversity in theResearch Environment (Advanced Type) Project for FY2018–2023.
1) Initiatives aimed at achieving a recruitment rate of 30% or more for women researchers
Remarks:(i) It is highly commendable that an organization responsible for the initiatives has been created,a PDCA cycle has been fully implemented, the 30% target has been clearly indicated, and theresults are publicly disclosed. However, throughout the six-year period, the recruitment rate ofwomen researchers has been on a downward trend, and the retention rate of women researchers
has deviated from the target despite being on an upward trend (see Figs. 1 and 2 in the Report on
the Results of the Initiative for Realizing Diversity in the Research Environment (Advanced Type)
Project for FY2018–2023).
(ii) The data shows that even in 2022, the retention rate of female faculty in the Science Disciplineand Engineering Discipline was significantly lower than the university-wide target of 21.7% (seethe figure below). The recruitment rate of women researchers in the two Disciplines was 12.5%
in 2022, which is significantly lower than the university-wide target of 30%.

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Source: Retention rate of female faculty in FY2022 (Kobe University official website)
https://www.office.kobe-u.ac.jp/opge-kyodo-sankaku/data/data/images/joseihiritu_kyoin_saiyo2022.pdf

2) Initiatives aimed at improving the percentage of women holding higher ranking positions(promotion rate)
Remarks:(i) Active support for assistant professors, etc. in all fields has been realized in the program forinternational collaborative research. The program’s goal is for women researchers to be promoted
to higher ranking positions, which serves as a powerful means of empowerment for women
researchers. Furthermore, it is highly commendable that improvements have been made to theprogram, such as the removal of the age restriction.
(ii) It is highly commendable that the target for the promotion rate of women researchers has been
set to 20%. This is because support for women researchers is often limited to “recruitment”;
women researchers cannot envision their subsequent career paths, which poses a significant
hurdle to them. Although the promotion rate has fluctuated considerably each year (see Fig. 3 inthe Report on the Results of the Initiative for Realizing Diversity in the Research Environment(Advanced Type) Project for FY2018–2023), efforts have been made toward achieving the target
overall, which is commendable.
(iii) It is highly commendable that six individuals were appointed to senior management roles in2

FY2023, which is higher than the target of four. However, the fact that not a single woman serves
in a top-level management role––President, Director, Vice-President––goes against the purposeof gender equality promotion and is highly regrettable.
3) Initiatives aimed at increasing the base of next-generation young researchers
Remarks:(i) The International Collaborative Early-career Researcher Training Program went very well in
2018. However, owing in part to the COVID pandemic, there have only been a handful ofexamples since 2020. Similarly, the International Human Resource Exchange Program produced
considerable results in FY2018 and FY2019 but was later practically suspended due to theCOVID pandemic. Given that, to a certain extent, it initially fulfilled needs and produced results,
the program can be considered successful. Hence, its suspension during the pandemic wasunfortunate indeed. On the other hand, despite there being an instance where the program wasconducted online, it barely functioned even after COVID measures were altered in 2022. Thiscannot be explained by the impact of the COVID pandemic. Therefore, I am concerned that theprogram’s implementation structure was flawed in some way.
(ii) The “role model networking session” has continued to garner the participation of a certainnumber of participants, which is commendable.
4) Enhance the diversity environment and expand it beyond the university
Remarks:(i) The establishment of the Basic Policy and Guidelines for Diverse Sexualities and Genders at
Kobe University in 2022 is very highly commendable. They are specific in content and thus serve
as a model example for guidelines.
(ii) The initiatives aimed at enhancing the diversity environment are commendable. These include
creating a fund, holding workshops for external parties, and holding an internal forum.
(iii) The consultation structure is inadequate. I am concerned that members of sexual minorities
will be hesitant to contact the general email address of the Gender Equality Promotion Center.
This is because it is unclear how sensitive information regarding their sexuality will be handled.
In this respect, the consultation structure needs to be improved from the user’s perspective.
5) Verification of the results and evaluations of the Overseas Dispatch Program for Women
Researchers
Remarks:(i) It is clear that the support program is enhancing the academic achievements of women
researchers and is working advantageously for their promotion. In that sense, it is evaluated that3the program has been highly effective.
6) Initiatives over the entire six-year period of the project
Remarks:(i) Overall, it is evaluated that the project achieved the intended goals to a certain extent. In
particular, it is highly commendable that six initiatives––(A) build a new human resources
governance system, (B) implement the PI Training Program for International Collaborative
Research, (C) implement the International Human Resource Exchange Program, (D) implement
the International Collaborative Early-career Researcher Training Program, (E) establish theDiversity Promotion Council, (F) establish the Diversity Fund and build the Diversity Co-creation
Network––were set based on the four goals––1) achieve and maintain a recruitment rate of 30%
or more for women researchers, 2) improve the percentage of women holding higher ranking
positions (promotion rate), 3) increase the base of next-generation young researchers, 4) enhancethe diversity environment and expand it beyond the university––and implemented in a planned
manner.
(ii) As for “achieve and maintain a recruitment rate of 30% or more for women researchers” and“improve the percentage of women holding higher ranking positions (promotion rate),” eventhough the recruitment rate struggled to grow beyond 25% or so, the promotion rate exceeded thegoal in some years (albeit with large yearly fluctuations). Therefore, it is evaluated that solid
achievements were made. However, the greatest issue is the lack of improvement in thepercentage of women among science and engineering faculty. Earnest engagement is needed toaddress this issue going forward. Additionally, given the recent trend in university organization,
the total absence of women serving as an Executive Director or Vice-President is unsound.
(iii) It is commendable that sustained efforts have been made for nurturing next-generation
researchers and that initiatives have been continued toward enhancing the diversity environment
and expanding it beyond the university.
(iv) The Gender Equality Office was reorganized under the Inclusive Campus & Healthcare
Center. This is very rational from the perspective of strengthening cooperation, but it should be
noted that the significance of gender equality may be trivialized as a result. The promotion ofgender equality should contribute to the improvement of the research environment for not only
women researchers but also male researchers, and it is also an essential policy for eliminatingintersectional discrimination (compound discrimination) against LGBTQ and foreign researchers.
In concluding the project, I hope efforts are made to realize gender equality even further with aneye toward Kobe University’s future.

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