DIVERSITY PROJECT REPORT 2018-2019

Approach 4

Model Development

1 Model Development●Model initiatives are developed in order to realize a diverse research environment by Hiroshima University as theLead Organization in cooperation with Collaborating Organizations and Promotion Council Member Organizations.
●Toward the development of the model initiatives, surveys are conducted in each organization. The surveys arepromoted primarily by the Hiroshima University Diversity Research Center. At this Center, there is a teamcomprising specialists from various academic disciplines (psychology, sociology, literature, and management
studies, and so on.) who adopt an approach to challenges from diverse perspectives.

Leading up to Development Model
Exchange of opinionswith personnel oﬃcersin the organizations(situation analysis forrealization of diversity)

Surveys among organization personnel (interview analysis, questionnaires, statistical surveys, and text analysis)

Identify factors thathinder diversity andprovisionally implement improvement
measures in organizations

Measure the results,
make further proposals for improvements,and verify the eﬀects
as part of cyclicalapproach

Model Development and Publication●Based on information from a wide range of organizations, model initiatives are developed in order to create adiverse research environment.
●The potential for applying those model initiatives is investigated in various fields, industries, and in areas outsideof Hiroshima, and the findings are published in Japan and internationally.

2 Measuring and Publishing the Effects of CAPWR●Surveys are conducted to measure the effects of CAPWR.
●Before and after implementing CAPWR, a questionnaire is conducted with each organization.
●The results of the surveys are used as basic data for third party evaluations, etc.

Research Progress Status
A study was conducted in collaboration with one retailing and two manufacturing companies for model
development and preliminary research.

Retailing Company
Although there are relatively greater numbers of women employees at retailing companies, it often remains difficult
for women to rise from positions of chiefs on-site to management positions. Various factors determine the women’spromotion, including the employee’s family environment, career awareness, relationship with her superior,
impression that management is dominated by men, and evaluation methods that center on men.
Interviews and questionnaire surveys were conducted in cooperation with Izumi Co., Ltd.
The interviews made it evident how each woman formed an awareness of her career within her overall life plan.
On the other hand, the questionnaires clarified how career awareness is formed within the interplay between
superiors at their workplace, colleagues, and subordinates. Overall, the research helped to understand the factorsthat prevent promotion from multiple perspectives.

19◆Interviews■Interview Date/Time/Conditions: Seven days between April 26 and June 22 2018; One-on-one and face-toface during work hours for approximately one hour to one-and-a-half hours per person.
■Interview Location: Izumi Co., Ltd. Headquarters and nine stores■Interview Target: 25 employees■Breakdown:TotalManagerBuyer
Chief
Member
Women

214

1151

Men42020

Non-Regular Employee

Region-Limited Employee

Full-Time Employee

Women

2316

Men

004

◆Questionnaire Survey■Survey Method: Four types of questionnaires were made for staff members, chiefs, senior staff, and section
chiefs, respectively. Staff members evaluated the leadership of chiefs, whereas chiefs
evaluated that of senior staff, senior staff evaluated that of chiefs, and section chief evaluatedthat of the senior staff. IDs were given to link superiors to subordinates and the questionnaires
were sent to each store and distributed from the superior to the subordinate. Respondents
answered the questionnaire at a time of their convenience, including work hours. The
questionnaires were sealed by the respondent after completion and collected at the stores,
where they were compiled and returned to headquarters.
■Survey Date/Time: Questionnaires sent from headquarters to each store on June 22, 2018 and collected on
August 10, 2018.
■Respondents: Store managers of all stores. All employees of stores where a chief oversaw more than threesubordinates (including non-regular employees)■Number distributed and collection rate: 4463 distributed, 2842 collected (collection rate 63.68%), 2392
deemed usable (valid response rate: 53.60%)

Manufacturing Company
There are few women employees at manufacturing companies, and the few who work there tend to beconcentrated in certain departments. There are various difficulties for women to be promoted in such anenvironment, including male-centric corporate culture, practices, and evaluation standards, as well as a lack ofpolicies that support work–life balance.
Interviews and questionnaire surveys were conducted with the cooperation of Delta Kogyo Co., Ltd. and Mazda
Motor Corporation.
Interviews were conducted at Delta Kogyo Co., Ltd. to extract information about career awareness, policies that
support work–life balance, initiatives to develop women, allocation of work and evaluation methods. After identifying
the problem areas, the questionnaire survey was administered.

◆Interviews■Interview Date/Time: March 14, 15, and 16 2018; One-on-one and face-to-face for approximately one hour toone-and-a-half hours per person during work hours.
■Interview Location: Delta Kogyo Co., Ltd. headquarters■Interview Target: 25 full-time employees in back-office section (as well as certain front- office employees)■Breakdown:
TotalManager

Chief

Staff Member

Women

15384Men

10226◆Questionnaire Survey■Survey Method: Survey Method: Questionnaires were made targeting general employees and managers. The
web questionnaire survey URL was sent from the HR representative to the work emails of therespondents, who answered the questionnaire at a time of their convenience, including workhours. HR representatives were unable to view the responses.
■Survey Process: The URL was distributed on January 28, 2019. The deadline to complete the survey wasFebruary 26, 2019.
■Respondents: All full-time employees in back offices and doing deskwork in manufacturing departments(including those assigned to group companies)■Number distributed and collection rate: 534 distributed, 366 collected (collection rate:68.54%)◆A questionnaire survey similar to that used for Delta Kogyo Co., Ltd. was being preparedfor Mazda Motor Corporation in March 2019.
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