Faculty Council June 2014

Recommendations of the Task Force on Gender Equality at OIST

Percentage of Females by Position at OIST (April 2014)

Category Title Female Male Total % of Female

Executive President, Provost, Auditor, EVP, VP 1 10 11 9%

Faculty

Professor 2 19 21 10%Assistant Professor 2 12 14 14%Associate Professor 3 9 12 25%Total 7 40 47 15%

Researchers

Group Leader 3 19 22 14%Researcher 32 127 159 20%Research Scientist 6 3 9 67%Total 41 149 190 22%

TechnicianTechnician 42 36 78 54%Research Assistant 5 0 5 100%Total 47 36 83 57%

Students

PhD Student 15 38 53 28%Special Research Student 4 11 15 27%Research Intern 5 7 12 42%Total 24 56 80 30%

Administrative

Manager, Senior Manager, Others 3 32 35 9%

Administrative Staff 137 58 195 70%Research Administrator 37 0 37 100%Total 177 90 267 66%

OIST Total 　 297 381 678 44%

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President’s initiatives to help address gender balance (Feb. 2013 ～ )

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Establishment of a Gender Equality Committee Requirement that all faculty search committees to have a

member responsible for monitoring and reporting on efforts to recruit and hire female faculty

Statement on all job advertisements indicating OIST welcomes applications from women

Target of opportunity positions to recruit talented female faculty when opportunities identified

Multiple appointments if faculty searches permit

Establishment of Task Force on Gender Equality at OIST (Feb. 2014)

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The Task Force was formed to discuss changes and make recommendations to improve gender equality at OIST

Co-chairs: Professor Gail Tripp and Maki Kubo (VPAC)Membership: BOG members, OIST executives, faculty, administrative staff, researchers, and students

Four Working GroupsWG1: Recruitment and retention of faculty, researchers, students, and

research staff WG2: Quality of life, an attractive working place for women WG3: Promotion practices for administrative staff with a focus on fair

assessment and promotion of womenWG4: Communication/promotion of gender equality issues

Members of the Task Force on Gender Equality

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Name Title

Gail Tripp Professor Co-Chair

Maki Kubo Vice President, Administrative Compliance Co-Chair

Sile Nic Chormaic Associate Professor Chair, Working Group 1

Jeff Wickens Dean of Graduate School Chair, Working Group 2

George Iwama Executive Vice President Chair, Working Group 2

Hirotaka Sugawara Special Advisor to the President Chair, Working Group 3

Neil Calder Vice President, Communications & Public Relations Chair, Working Group 4

Cherry Murray BOG Member, Working Group 1

Kiyoshi Kurokawa BOG Member, Working Group 3

Rita Colwell BOG Member, Working Group 3

Torsten Wiesel BOG Member, Working Group 1

Hajimu Nomura Associate Vice President, Human Resources Member, Working Group 3

Bruce Charles McLin Manager, Talent Development and Support Section Member, Working Group 2, 3

Anna Nagamine Specialist, Business Development Section Member, Working Group 3

Rosa Estela Diaz Rivas Researcher, Sowwan Unit Member, Working Group 1, 2

Sakurako Watanabe Student Member, Working Group 1, 2, 4

Sandrine Anne Laure Burriel-Ha Student Member, Working Group 1, 2, 4

Akiko Mizukoshi Assistant Manager, Diversity Section Secretariat

Recommendations of the Task Force

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Create a working environment that is attractive to, and supportive of, all staff irrespective of gender, age or family status.

Achieve gender balance within every job category and level within OIST, defined as at least 30% women, by 2020 (BOG/BOC, Executives, Managers, Faculty, Researchers, Students).

OIST’s Gender Equality Goals

Recommendations of the Task Force

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3.1 Personnel and Structural Recommendations

3.2 Action Recommendations

3.2.1 All OIST 3.2.2 Administration 3.2.3 Academic and Research - Faculty

- Researchers- Students

3.1 Personnel and Structural Recommendations

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Appoint a Vice-President responsible for gender equality and create an Office of Gender Equality and Career Development (OGECD)

Vice President for Gender EqualityCandidates for this position should have a strong background in the development and implementation of gender equality policies in a University setting. An international search should be initiated.

Two specialist-level positionsCandidates for these positions should have a strong commitment to, and training in, the implementation of gender equality policies within a University setting. Searches within and outside of Japan should be initiated following the appointment of the VP for Gender Equality.

3.2.1 Action Recommendations for All OIST

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Develop an OIST Gender Policy Code of Conduct (GPCC)

Incorporate the OIST GPCC and all gender equality polices, rules and procedures into the PRP document

Increase attractiveness of the OIST working environment

Enhance the current maternity/child care leave policies Develop a “stop the clock” policy for promotions (OIST wide)

3.2.1 Action Recommendations for All OIST

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Introduce best practices to achieve gender balance

Aggressively promote capable qualified women within OIST Undertake an OIST wide salary review

Widely advertise OIST Gender Equality policies and initiatives within and beyond the University

3.2.2 Action Recommendations for Administration

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Establish a high quality career development and support program for women working within the administrative sector at OIST

Target and aggressively recruit suitably qualified women for

higher level positions (executive and manager level)

Reduce gender imbalance in female dominated sectors

Establish a Committee of Personnel Career Development

3.2.3 Action Recommendations for Research Staff (all)

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Provide “Confidence building and leadership” training

Establish mentoring programs

Run a 1-2 day workshop for female researchers annually

Create research prizes for females at OIST

Include females as external reviewers for female faculty applicants

3.2.3 Action Recommendations for Research Staff (all)

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OIST funded/organized workshops/conferences/speakers must aim for equal gender participation

Raise awareness of achievements of OIST female researchers in OIST news releases

Establish an appropriate means of compensating female faculty/researchers/students for participating gender equality initiatives that create additional demands on their time

3.2.3 Action Recommendations for Research Staff (all)

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Actively recruit talented female applicants to OIST faculty positions

Actively recruit and support talented early career female scientists

Target talented female students in the pipeline

At least 30% by 2020

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OIST has an opportunity to actively address gender equality within the university and exceed Japanese government targets of a ratio of 30% females in leadership positions by 2020 and to establish itself as a model for other universities within Japan.

We request the support of the Faculty for the Gender Equality Task Force recommendations.

Thank you!

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