Initiative for the Implementation of the Diversity Research Environment (Collaboration Type)

Initiative for the Implementation of the Diversity Research Environment (Collaboration Type)

Third Party Evaluation Committee

Purpose

The Third-party Evaluation Committee will provide accountability for the program, alongside generating lessons for future program planning and implementation by evaluating the program’s effectiveness and its short- and medium-term impact during implementation (in the third year) and upon its completion (the sixth year).

Dates (planned)

  • Interim evaluation: May to July 2019
  • Final evaluation: May to July 2022

Members of the Third Party Evaluation Committee

Chairperson Keiko Nishino (Professor, Department of International Policy Studies, School & Graduate School of Policy Studies, Kwansei Gakuin University))
  Masafumi Nagao (Visiting Professor, Institute for the Advanced Study of Sustainability, United Nations University)
  Akihiko Hashimoto (Senior Researcher, Department for Educational Policy and Evaluation Research, National Institute for Educational Policy Research)

Overview, Objectives, and Evaluation Indices

  Overview and Objectives Evaluation Indices
Program Activities Approach (1): Putting in place a diverse research environment
Approach (2): Enhancing women researchers’ research skills and training leaders
Approach (3): Fostering the hiring and promotion to management positions of women researchers
Approach (4): Developing models for realizing diverse research environments
 
Expected
  1. Programs will be put in place to make it easier for women researchers to work.
  2. A specified number of women researchers will build on their research skills and receive leadership training.
  3. The number of women researchers who are hired and promoted to management positions will increase.
  4. Diversity research will yield results that are put into practice and verified.
  1. Utilization of programs and their ease of use
  2. Number of trainees and results of training evaluations by trainees
  3. Number of women researchers hired and promoted
  4. Reports and presentations of research results; status of model development
Short-term Benefits
  1. Women researchers will be able to work in a stable manner with peace of mind.
  2. The research skills of women researchers will increase, and their leadership skills will be strengthened.
  3. The number of women researchers will increase, and the number of women researchers in management positions will increase.
  4. Models will be developed for creating a diverse research environment.
  1. Awareness and motivation of women researchers; understanding and support of supervisors and colleagues
  2. Number of projects by women researchers receiving outside funding and number of papers by women researchers; number of major projects with female leaders receiving outside funding; number of joint research projects that transcend organizational boundaries
  3. Women researchers as a percentage of total faculty members; female managers as a percentage of all managers; status of participation of women researchers in organizational decision-making; degree of interest of female high-school students in science and engineering; etc.
  4. Status of model development and adoption
Medium-term Benefits
  • The number of women researchers working on leading-edge topics will increase.
  • Inclusive research structures that welcome diversity will be put in place, and diverse knowledge and ideas will yield research findings and new products.
  • The program will help internationalize local industry and boost its international competitiveness.
  • Awareness and motivation of women researchers, university students, and high-school students in the region
  • R&D structures put in place by educational and research institutions, local governments, private-sector companies, etc.
  • Awareness and evaluation of leaders at involved organizations, etc.
  • Examples of good practice
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