日本女性研究者的職涯困境、挑戰與支持系統——以名古屋大學個案為例

Career Challenges, Barriers, and Support Systems for Women Researchers in Japan

在「性別主流化」的國際趨勢下，日本政府於1999年制定《男女共同參畫社會基本法》，自2000年起每五年推動一期《男女共同參畫基本計畫》，並延續至今。中央各主管機關據此法令與計畫，推動相關法律與政策以實踐性別主流化。內閣府男女共同參畫局亦於2003年推出「積極措施」（Positive Action），期望於2020年前達成「居於指導地位之女性比率至少達30%」的目標，其中亦涵蓋提升女性研究者地位與改善其工作環境。本文採用文件分析法，探討日本女性研究者的職涯困境、中央政府政策框架、名古屋大學個案實踐以及學協會之倡議行動。研究結果如下：第一，日本在學科領域分類上與國際存在差異，難以進行全面性的國際比較，且缺乏橫向流動的統計資料，亟需建構可與國際接軌之學科分類系統，並同步進行持續性與系統性統計作業。第二，政府所提供的競爭性經費類型，包括研究型、推廣型及獎勵型，有助於強化女性研究者所處之環境，未來應將補助對象擴充至其他公部門、企業及非營利組織，以擴大政策成效。第三，支持系統之經費來源應趨向多元化，除政府補助外，亦應鼓勵大學、企業及民間設定相關基金，並在產學合作計畫中納入相關性別成效指標，以全面提升女性研究者之工作環境品質。第四，政府應積極倡導與推動典範性支持系統之建構，發展具代表性的典範大學與系所，促使優質支持系統紮根於高等教育機構之內部運作中。第五，政府亦可加強對學術團體的支持，促進相關研究組織與主題之發展，並以多元而具吸引力的方式推廣性別平等正向價值觀至中小學、高中及大學階段，厚植女性研究者未來發展之社會與教育基礎。

In response to the global trend of gender mainstreaming, the Japanese government enacted the Basic Act for a Gender-Equal Society in 1999 and launched the Basic Plan for Gender Equality in 2000, implemented in five-year phases to the present day. Based on this framework, central government agencies have formulated relevant laws and programs to promote gender mainstreaming. In 2003, the Gender Equality Bureau of the Cabinet Office introduced“Positive Action”initiatives aimed at increasing the percentage of women in leadership positions to at least 30% by 2020. These initiatives include improving the status and working conditions of female researchers. This study adopts a document analysis approach to examine the career challenges faced by female researchers in Japan, the national policy framework, a case study of Nagoya University, and initiatives by academic associations. The findings are as follows: (1) Japan’s academic discipline classification system differs from international standards, limiting comprehensive international comparisons and lacking data on horizontal mobility. Therefore, it is necessary to develop a system compatible with international frameworks and conduct continuous and systematic statistical collection. (2) The government’s competitive funding—categorized into research, promotional, and incentive-based types—has contributed to improving the research environment. The scope of this support should be expanded to include public institutions, private enterprises, and non-profit organizations to maximize its impact. (3) Funding sources for support systems should be diversified. In addition to government subsidies, universities, corporations, and private entities should be encouraged to establish related funds, and gender-related outcome indicators should be integrated into industry-academic collaboration projects to enhance the working environment for female researchers. (4) The government should actively promote the construction of support systems by establishing model universities and departments, embedding high-quality support mechanisms within higher education institutions. (5) The government may also enhance support for academic societies, increase the number of gender-related research organizations and topics, and promote positive gender-equality values across all educational levels—including primary, secondary, and tertiary education—to cultivate a stronger foundation for the development of future female researchers.