ATHENA SWAN GENDER CHARTER• Founded by the UK Advanced Higher Education, a non-profit company• Athena Swan (Scientific Women’s Academic Network) Charter measures an

ダイバーシティ海外派遣報告

institution’s commitment to gender equality initially in the STEMM (science,technology, engineering, mathematics, and medicine) fields, but later
extended to humanities, social sciences business etc.

国際連携推進機構国際教育総合センター
特命講師 エルカン・キビリチム• It gives awards for three levels: bronze, silver, gold
• Queen Mary University (QMU) was given a silver award in 201712GENDER EQUALITY IN QMU: STATISTICS

Source: Staff Data EDI Annual Report 2019:
EDI Publications and Data - Human Resources (qmul.ac.uk)

GENDER EQUALITY IN QMU: STATISTICS

3Source: Staff Data EDI Annual Report 2019:
EDI Publications and Data - Human Resources (qmul.ac.uk)

4

GENDER EQUALITY IN QMU: STATISTICSGENDER EQUALITY IN THE SCHOOL OF LAW• I could not find data on gender equality for different schools anddepartments of QMU, so I analyzed the date for the School of Law• First, academic hierarchy in UK Universities (from lowest to highest)• Lecturer (equivalent to assistant professor)• Senior Lecturer (equivalent to associate professor)• Reader (a rank unique to UK system)• Professor (professor)
Source: Staff Data EDI Annual Report 2019:
EDI Publications and Data - Human Resources (qmul.ac.uk)

5GOOD PRACTICES OF QMU IN ADDRESSINGGENDER EQUALITY

GENDER EQUALITY IN THE SCHOOL OF LAW• Total Number of Members: 130• Number of Male Members: 72• Number of Female Members: 58• 44% of the academic staff is female,almost 40% of the professors is female.
This is a value much above the averageof the entire university (which is 29%,
see graph on slide 3)• There is not a big difference between
the numbers of male and female
academics in levels lower than professor.

ACADEMICS BY GRADE AND GENDER(SCHOOL OF LAW)
Female• Queen Mary University adopts a number of policies to address gender

Male

45

39

40
35
30

25

25
20
11105391264• the university relieves female researchers returning from maternity leave of teaching

50
Other juior positions(teaching fellow,director, convenor)

Lecturer

Senior Lecturer

Readerequality. I want to introduce a few of these good practices which can be
useful suggestions for Kobe University.

• Supporting females who take maternity leave

16156Professor

Created by the researcher based on the data provide by theschool of law of QMU
https://www.qmul.ac.uk/law/people/academic-staff/

7

responsibilities for a determined period of time so that they can focus on research.

8

GOOD PRACTICES OF QMU IN ADDRESSINGGENDER EQUALITY

GOOD PRACTICES OF QMU IN ADDRESSINGGENDER EQUALITY• Springboard Program• Supporting parents with children for effective work-life balance  some• Launched in 2018
• Four month personal and professional development program for only female researchers• Researchers gain the opportunity of reviewing their academic and personal life and practice skills

departments implement a “no meeting” policy outside of hours of 10am-4pm toensure that staff with children are not excluded from meetings• Programs to accelerate female career advancement

such as assertiveness and goal setting Springboard Women's Development Programme - Human
Resources (qmul.ac.uk)• Aurora Women’s Leadership Program• Mentoring Scheme for women• A program to develop leadership skills for female academics who are employed in senior level• The Athena Swan examination showed that there is inequality between the numbers of male and female staff

posts

employed in higher level posts (beyond lecturer level)• Only females can attend• Participants attend informative meetings and guided individually by a mentor
Aurora Women's Leadership Development Programme 2021 - Human Resources(qmul.ac.uk)• To address this inequality, mentors are assigned to female researchers who have the interest and ability ofgetting promoted. http://hr.qmul.ac.uk/equality/protected-characteristics/sex/mentoringwomen/

910REMAINING GENDER EQUALITY PROBLEMS IN QMUREMAINING GENDER EQUALITY PROBLEMS IN QMU• According to QMU “Gender and Ethnicity Pay• In 2019, the QMU conducted a research about inclusion and diversity, I would like toReport 2019,” there is a problem of “gender paygap” between men and women because more men
are employed in senior level jobs than women.

report some of the problems that the female staff face at the University• Micro-aggression and harassment directed against female staff• The graph shows the proportion of men and women• In some departments, female staff complain that when in small groups, they are not given theby grade (level of job)

opportunity to speak, or colleagues talk over them or undermine their perspectives, or malecolleagues take credit for a point made by the female staff.
• In some severe cases, it was reported that the male colleagues in powerful positions use
misogynistic language or enagage in bullying• These issues tend to happen in schools and departments where the number of women in senior
positions are smaller• As seen the proportion of women employed in grade
1 jobs is much higher, and from grade 6 onward theproportion of men get higher, see especially grade8.

• According to the university report, this seems to be
the biggest challenge for achieving full genderequality

QMUL-Gender-and-Ethnicity-Pay-201911
2020-(Nov).pdf

12

REMAINING GENDER EQUALITY PROBLEMS IN QMUREMAINING GENDER EQUALITY PROBLEMS IN QMU• The university equality office thinks that these issues should be resolved so that• workload given to female academics tend to be higher

negative stereotypes do not take root in the university culture• The report found women tend to be assigned 8-10% more work on average. Females are
more likely to accept additional responsibilities and males are more likely to decline such
requests to focus on research• Additionally, such behavior has an affect on psychological well-being of• Lack of network to support and empower women across different parts of thefemale staff, so it should be addressed

university (such networks can expose role models and development paths of seniorresearchers)• Source: Inclusion Report 2019 Queen Mary University:
http://hr.qmul.ac.uk/media/hr/edi/Inclusion-Report-with-fullappendices_redacted.pdf• Source: Inclusion Report 2019 Queen Mary University:
http://hr.qmul.ac.uk/media/hr/edi/Inclusion-Report-with-full-appendices_redacted.pdf
13REMAINING GENDER EQUALITY PROBLEMS IN QMU14SCOPE OF MY RESEARCH VISIT AND ACTIVITIES• Another problem is the lack of female members in the recruitment and promotion panels of some
• I am currently employed under the Kobe University Program for European Studies (KUPES) as a lecturer and I teach courses

faculties

on the EU law and politics and EU-Japan comparative seminars• What is the problem? According to the Equality and Diversity Steering Group of the University the• I stayed almost a month in the UK and conducted research on EU’s refugee law.

composition of the panel is important to ensure fairness in recruitment and promotion because a panel
made up of members with similar background may be unable to fairly assess the experiences andqualities of an applicant coming from a different background. This means a panel composed of only
men cannot correctly assess the achievements and qualities of female applicants.

• During my stay, I conducted research in the library of Queen Mary University on EU refugee law, especially complementary
protection status given to those people in need of international protection but do not qualify as refugees.

• Collected material and participated in the seminars on international law of Professor Malgosia Fitzmaurice.
• I also conducted research on EU-Turkey Refugee Agreement and wrote a book chapter on the same topic, the book will be
published in April 2021.

• The Steering Group has recently made some revisions in policies• Only the staff who have finished the university’s recruitment and interview selection training are qualified to beon recruitment panels• All recruitment and promotion panels with three or more members must include both women and men• Source: http://hr.qmul.ac.uk/media/hr/docs/forms/policies/Gender-Diversity-on-Panels-3.pdf

15• Erkan Kivilcim, “EUの難民危機からの回復― EU・トルコ難民合意における負担転嫁問題” [EU’s Recovery from theRefugee Crisis: The problem of Burden-shifting in the EU-Turkey Refugee Agreement] in EU の回復力 [EU’s Resilience] 吉井正
彦・井上典之 編集 (東京: 勁草書房2021年4月出版予定)

16

SCOPE OF MY RESEARCH VISIT AND ACTIVITIES• I went to University of Aberdeen,
Scotland to attend an international
conference entitled “Internationalrefugee law: comparative policy
perspectives from Asia and Europe”• I gave a research presentation
entitled “Immigration and Refugee
Laws in Japan: Past and Present”
17