1. Faculty Council June 2014 Recommendations of the Task Force on Gender Equality at OIST

2. Percentage of Females by Position at OIST (April 2014) CategoryTitleFemaleMaleTotal% of Female ExecutivePresident, Provost, Auditor, EVP, VP110119% Faculty Professor2192110% Assistant Professor2121414% Associate Professor391225% Total7404715% Researchers Group Leader3192214% Researcher3212715920% Research Scientist63967% Total4114919022% Technician 42367854% Research Assistant505100% Total47368357% Students PhD Student15385328% Special Research Student4111527% Research Intern571242% Total24568030% Administrative Manager, Senior Manager, Others332359% Administrative Staff1375819570% Research Administrator370 100% Total1779026766% OIST Total 29738167844% 1

3. President’s initiatives to help address gender balance (Feb. 2013 ～ ) 2  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

4. Establishment of Task Force on Gender Equality at OIST (Feb. 2014) 3 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 Groups WG1: 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 women WG4: Communication/promotion of gender equality issues

5. Members of the Task Force on Gender Equality 4 NameTitle Gail TrippProfessorCo-Chair Maki KuboVice President, Administrative ComplianceCo-Chair Sile Nic ChormaicAssociate ProfessorChair, Working Group 1 Jeff WickensDean of Graduate SchoolChair, Working Group 2 George IwamaExecutive Vice PresidentChair, Working Group 2 Hirotaka SugawaraSpecial Advisor to the PresidentChair, Working Group 3 Neil CalderVice President, Communications & Public RelationsChair, Working Group 4 Cherry MurrayBOGMember, Working Group 1 Kiyoshi KurokawaBOGMember, Working Group 3 Rita ColwellBOGMember, Working Group 3 Torsten WieselBOGMember, Working Group 1 Hajimu NomuraAssociate Vice President, Human ResourcesMember, Working Group 3 Bruce Charles McLinManager, Talent Development and Support SectionMember, Working Group 2, 3 Anna NagamineSpecialist, Business Development SectionMember, Working Group 3 Rosa Estela Diaz RivasResearcher, Sowwan UnitMember, Working Group 1, 2 Sakurako WatanabeStudentMember, Working Group 1, 2, 4 Sandrine Anne Laure Burriel-HaStudentMember, Working Group 1, 2, 4 Akiko MizukoshiAssistant Manager, Diversity SectionSecretariat

6. Recommendations of the Task Force 5  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

7. Recommendations of the Task Force 6 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

8. 3.1 Personnel and Structural Recommendations 7  Appoint a Vice-President responsible for gender equality and create an Office of Gender Equality and Career Development (OGECD ) Vice President for Gender Equality Candidates 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 positions Candidates 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.

9. 3.2.1 Action Recommendations for All OIST 8  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)

10. 3.2.1 Action Recommendations for All OIST 9  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

11. 3.2.2 Action Recommendations for Administration 10  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

12. 3.2.3 Action Recommendations for Research Staff (all) 11  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

13. 3.2.3 Action Recommendations for Research Staff (all) 12  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

14. 3.2.3 Action Recommendations for Research Staff (all) 13  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

15. At least 30% by 2020 14 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.

16. Thank you! 15