Welcome messeage

• Jun-ichi Yokoyama (Kavli IPMU, Tokyo)

Room: Lecture Hall

Opening message

• Junko Hibiya (Science Council of Japan)

Room: Lecture Hall

Supporting and increasing the visibility of women in science

• Frances Separovic (Australian Academy of Science/University of Melbourne)

Room: Lecture Hall Attracting women and girls to science, technology, engineering and mathematics (STEM) and providing an environment for them to thrive and progress is a shared responsibility of government, academia, the education system, industry, and the community. I will discuss the Women in STEM Decadal Plan1, developed by the Australian Academy of Science (AAS) in collaboration with the Australian Academy of Technology & Engineering. This ten-year plan offers a vision and opportunities to guide stakeholders as they identify and implement specific actions needed to build the strongest STEM workforce to support Australia. The AAS also hosts the STEM Women website, an online directory which aims to promote gender equity in STEM by showcasing the breadth of scientific talent to enable a diverse range of women to be offered opportunities to progress their careers and personal capabilities. In partnership with the Association of Academies & Societies of Sciences in Asia (AASSA) and the InterAcademy Partnership (IAP) in September 2021 this was extended to STEM Women Asia to help discover the diversity of women with STEM skills across Asia and Oceania. Then in November 2022, STEM Women Global was launched to increase the visibility of women working in STEM worldwide. Further, the AAS convenes the International Science Council (ISC) Regional Focal Point for Asia & the Pacific (RFP-AP), which acts as a hub for ISC members and activities in the region. The ISC RFP-AP aims to ensure that the unique needs and priorities of the Asia and Pacific regions are integrated into the global scientific dialogue. A mentoring programme commenced in September 2024 to connect early career researchers (ECRs) with senior science mentors to guide young scientists from low-income nations within the region to become future leaders in academia. A case study of an ECR in chemistry who participated in the program will be presented.

Women in STEM and Small-Scale Chemistry: Empowering Change through Innovation and Inclusion

• Supawan Tantayanon (The Science Society of Thailand Under the Patronage of His Majesty the King/Chulalongkorn University)

Room: Lecture Hall This presentation examines the intersection of gender equity and scientific innovation through the lens of Small-Scale Chemistry (SSC), an educational approach designed to make chemistry more accessible, cost-effective, and environmentally responsible. In many parts of the world—particularly in South and Southeast Asia—systemic barriers continue to limit the participation of women in science, technology, engineering, and mathematics (STEM). SSC offers a transformative strategy to overcome these barriers by enabling women to engage with science as both educators and learners, even in resource-constrained environments. Drawing on regional data, successful case studies, and the speaker’s extensive experience in teacher training and curriculum innovation, this session highlights how SSC can serve as a powerful tool for inclusion and empowerment. The presentation will also outline practical strategies for integrating SSC into national education systems and establishing supportive networks that foster the advancement of women in STEM. Ultimately, this talk advocates for an inclusive, hands-on approach to science education that inspires and equips the next generation of female scientists and leaders.

Advancing Human Resource Development for Women in Science and Engineering in the Philippines

• Aura Castillo Matias (National Academy of Science and Technology, Philippines/University of the Philippines)

Room: Lecture Hall Although the Philippines ranks highly in gender parity overall, significant gaps persist in STEM—especially in engineering, manufacturing, construction, and leadership roles.Women hold ~45% of bachelor’s degrees in science & technology, but only ~25% in engineering/manufacturing/construction. Barriers include female stereotype reinforcement, gendered career opportunities, workplace bias and discrimination and limited role models. Strategic recommendations to advance Women in STEM include funding for mentorships and scholarships; improve STEM teaching practices; Support gender-responsive HR; and Ensure flexible & safe workplaces.

Breaking Waves: Empowering Women in Marine Science in Thailand

• Suchana Chavanich (The Science Society of Thailand Under the Patronage of His Majesty the King/Chulalongkorn University)

Room: Lecture Hall Women in marine science in Thailand have made remarkable strides despite facing systemic challenges in access, representation, and recognition. This talk explores the evolving landscape for women in the field—from early barriers to emerging leadership roles in research, education, and conservation. Drawing on personal experience and national initiatives, the presentation highlights how empowering women has led to more inclusive, innovative, and impactful marine science. By investing in mentorship, capacity building, and policy change, Thailand is creating waves of transformation and ensuring that the next generation of marine scientists reflects the diversity and strength of the communities they serve.

Strategies for Utilizing Highly Experienced Korean Women Scientists and Engineers in an Era of Population Decline

• So Young Sohn (The Korean Academy of Science and Technology (KAST)/Yonsei University)

Room: Lecture Hall South Korea faces a serious challenge due to its rapidly declining birthrate—recording the lowest among OECD countries. This decline in birthrate is leading to a shrinking workforce, adversely affecting the supply of science and technology talent. In response, the Korean Academy of Science and Technology’s Committee for Women Scientists has initiated the issue report to explore how experienced women in science and technology can be better utilized to maintain and enhance the workforce during this era of demographic change. This report examined the status and trajectory of highly experienced women in S&T; to identify the aspirations of these professionals post-retirement and to propose policy directions to facilitate their continued contributions. The findings of the report will be shared in this talk.

Gender gap in research and development in Sri Lanka

• Nadira Karunaweera (National Academy of Sciences of Sri Lanka/University of Colombo)

Room: Lecture Hall The Gender Gap in Research and Development in Sri Lanka Nadira D. Karunaweera1,2, Rajika Dewasurendra2, Vidyani Kulatunga2 1 National Academy of Sciences of Sri Lanka, 2Department of Parasitology, Faculty of Medicine, University of Colombo, Sri Lanka Research and Development (R&D) sector plays a key role in Sri Lanka by improving the nation’s science and technology competencies, but the gender gap in the field remains a concern. This study reveals the persistence of the gender gap in Sri Lanka’s R&D workforce, providing a comprehensive analysis of gender distribution across disciplines, age groups, educational qualifications, employment sectors, and academic positions together with temporal trends. The analysis is based on published national data from Science & Technology and R&D surveys, including head counts and Full-Time Equivalent (FTE) values. Gender proportions were calculated across multiple categories: discipline, age, education, employment sector, academic positions, National Academy of Sciences fellows, and research students. Findings indicate a gradual narrowing of the gender gap in Sri Lanka’s R&D workforce over the years 1984 to 2022, with female representation rising from 23.9% in 1984 to 45.4% in 2022. Natural, agricultural, medical and social sciences show more balanced gender participation, while engineering remaining male-dominated. Both men and women are most represented in the 31-40 and 41-50 age groups in R&D and there is a consistent gender gap in all categories. The number of male researchers in all age categories has exceeded that of females from 2016 to 2022. There is a substantial increase in the educational advancement of both genders in R&D in Sri Lanka from 2004 to 2022. However, the number of male PhD holders outnumbers the female with same qualifications indicating a persistent gender gap in the highest academic qualification. Female representation in higher education teaching in Sri Lanka has steadily increased from 2010 to 2023. Nevertheless, a notable gender gap persists in senior academic ranks with positions such as professor and senior lecturer still predominantly held by males. State sector employment demonstrates a more balanced gender composition compared to the private sector. The number of female research students and Fellows of the National Academy Sciences of Sri Lanka are also on the rise. Overall data demonstrates that Sri Lanka’s R&D sector has made significant progress in reducing the gender gap over the past several decades. This study underscores the need for targeted policies to bridge gender gaps further, focusing more on selected fields of concern and promote inclusive innovation in Sri Lanka’s R&D sector achieving gender equality by maximizing talent and driving sustainable national development.

Turkish Women in Science and Technology: Current Status and Empowering Strategies

• Kadriye Arzum Erdem Gürsan (Turkish Academy of Sciences/Ege University)

Room: Lecture Hall This presentation explores the evolving role of Turkish women in science and technology, highlighting both progress and persistent challenges. While women in Türkiye have increasingly entered STEM fields and achieved notable success in academia and research, they remain underrepresented in leadership roles and high-impact innovation sectors. In 2024, women hold approximately 28% of senior academic positions—including roles such as rectors, deans, and department heads—at Turkish universities; however, the proportion of female rectors specifically remains lower, between 7% and 11% due to structural barriers limited mentorship, and societal expectations etc. The presentation outlines key empowering strategies aimed at closing this gap. These include national and international initiatives like the L'Oréal-UNESCO For Women in Science program, early STEM education for girls, mentorship networks, and institutional reforms promoting gender equity. Emphasis is placed on the importance of inclusive policies, corporate responsibility, and cultural change to foster a more supportive environment for women in STEM. TÜBA has now 235 members elected and approved by the General Assembly, upon the proposal of the Council. The ratio of female members is reached almost to 11 %, which is 24 members. TÜBA organized the first ever full supporting award programme “TÜBA-GEBİP” to Reward Successful Young Scientists of Türkiye in 2001 without any gender or subject discrimination, and it has been dedicated to highly skilled young scientists in Türkiye ever since. Between 2020 and 2024, a total of 187 individuals received awards or prizes from the Academy, of which 53 were women, representing approximately 28.3% of all recipients. This percentage is notably higher than the current percentage of women represented among the Academy’s full members, indicating a more balanced gender distribution in award recognition compared to institutional membership. Empowering strategies should address both education process and career progression: Enhancing recruitment and retention at junior and midcareer levels, especially in engineering and physical Sciences, supporting leadership training and mentorship, to boost women’s entrance into decisionmaking positions; promoting role models; and strengthening institutional policies, can be listed as some important strategies that can be considered especially by policy-makers and decision-makers. By showcasing current data, success stories, and strategic frameworks, this session aims to inspire action and collaboration among educators, policymakers, and industry leaders to empower the next generation of Turkish women scientists and technologists.

Barriers to Breakthroughs: Women in Nepal's Information and Communication Technology's Landscape

• Gunakeshari Pradhan Manandhar (Nepal Academy of Science and Technology/Women in Information Technology)

Room: Lecture Hall Research The Information and Communication Technology (ICT) sector is recognized as a key driver of economic growth and innovation, both globally and within Nepal. However, despite women comprising over half of Nepal's population and achieving higher university enrollment rates than men, their active participation in the ICT workforce is strikingly low in Nepal, hindering the sector's potential for inclusive and equitable growth. Thus it was essential to provide an evidence-based analysis of the existing landscape, identify specific barriers, and uncover opportunities to empower women in this crucial economic domain. Women in Information Technology (WIIT) in Nepal undertook this task by conducting a survey and research "Barriers to Breakthroughs: Women in Nepal's Information and Communication Technology Landscape" with support from The Asia Foundation (TAF). The study, based on extensive surveys of ICT companies, ICT-enabled companies, professional women and focus group discussions with professionals & stakeholders reveals stark disparities: women constitute only 7.88% of the workforce in Nepalese ICT companies and a mere 0.51% in ICT-enabled firms, with even lower representation in leadership roles. Key challenges identified include significant work-life balance issues, subconscious bias in hiring and promotions, limited access to mentorship & role models, financial constraints for advanced education. Encouragingly, 87.9% of surveyed women reported no pay disparity. In exploring competitive edge women bring to ICT roles, women are highly valued for their ethical professionalism (98.3%), customer relations & communication skills (95.7%) and innovative & problem-solving nature (87.1%). Actionable recommendations include hands-on training and networking for young women, mentorship and inclusive policies for organizations, and government-funded scholarships, tax incentives and equitable laws, thus providing Nepal with a foundational data-driven resource for policy makers and industry leaders to design and implement targeted interventions. For the broader Asia Pacific region, this research offers a localized case study that resonates with shared challenges in women's STEM participation. It can also serve as a catalyst for regional dialogue and collaborative efforts to build an inclusive digital future.

Indian Women in STEMM: Catalysts for Change and Innovation.

• Bushra Ateeq (Indian National Science Academy/Indian Institute of Technology Kanpur)

Room: Lecture Hall Indian women scientists and researchers have made significant strides across various fields of science and technology, overcoming societal and infrastructural challenges. Their contributions span diverse domains including space research, medicine, agriculture, information technology, and environmental science. Pioneering figures like Dr. Kadambini Ganguly, Dr. Janaki Ammal, and Dr. Tessy Thomas have not only advanced scientific frontiers but also served as inspiring role models for aspiring women scientists. Despite historical gender biases, contemporary Indian women researchers continue to break barriers, fostering innovation and scientific excellence. Their relentless pursuit of knowledge and commitment to societal betterment underscore the vital role women play in India's scientific ecosystem. The Government of India introduced several schemes and programs aimed at empowering women in STEMM (Science, Technology, Engineering, Mathematics, and Medicine) to promote their participation, retention, and leadership. Some notable government schemes, such as Vigyan Jyoti, KIRAN (Knowledge, Inspiration, and Research Advancement in Neurosciences) Scheme, and Pratyusha Launchpad, have been instrumental at many levels, starting from inculcating girls' interest in science to funding research, mentorship, and incubation support for women-led startups. Moreover, it is critical to create an inclusive and supportive ecosystem that requires sustained effort across policies, society, and individual initiatives. The goal should be to make STEMM fields welcoming, accessible, and equitable for women at every stage of their careers.

Women in Science in Russia

• Natalia Varlamova (Russian Academy of Sciences/The Far Eastern State Transport University)

Room: Lecture Hall It is commonly believed that women in Russia are underrepresented in science and industrial production. Their primary occupations are focused on household responsibilities, child-rearing, or careers in humanities and creative fields. However, recent research shows that this situation has changed: women now comprise approximately 30% to 40% of researchers in the engineering and natural sciences. At the same time, women encounter significantly more obstacles and stereotypes on their scientific career paths. These challenges include the "double burden", the gender pay gap, segregation by fields of study and employment sectors. Despite these difficulties, the contribution of Russian women to science, as well as their overall involvement, is very substantial. Data on publication activity and citation impact, measured using metrics such as the H-index, show that the average publication output of women is higher than that of men. Moreover, the proportion of women holding leadership positions is increasing. These roles include laboratory heads, department managers, and directors of research institutes. The report is dedicated to the work of Russian women in science.

Challenges of building research career in biomedical sciences and way forward: women perspective of a low- and middle-income country in South Asia

• Aliya Naheed (Bangladesh Academy of Sciences/International Centre for Diarrhoeal DIsease Research)

Room: Lecture Hall Equal participation of both men and women in science and technology is essential for promoting a balanced socio-economic advancement in both of the developed and developing countries. Little attempt has been made to examine the gendering process in academia or research institutions in developing countries. This paper reviewed the gender disparity among scientists in a research organization in, Bangladesh, and constructed relevant theories to explain gendering process. Data obtained from different department were reviewed by a group of researchers in a reputed organization in Bangladesh at two time points between 2004 and 2016. The first review of 2004-2006 data conducted in 2007 revealed that women held 25% of the scientific positions of the organization, while 30% held a scientific leadership position, 23% led a research protocols as a Principal Investigator, 30% were enrolled in a research training and 16% were assigned as a mentor for PhD candidate enro8lled elsewhere. The second review of 2010 -2016 data conducted in 2017 revealed that women researchers held 36% of the scientific position, 40% leadership position, 25% of the research training opportunity, and 10% of the academic mentorship position for a PhD candidate enrolled elsewhere. Additional review suggested, 31% among the grant winners were females, 36% research protocols were led by a female and only 12% of the published articles had a female corresponding author. These finding support significant gender disparity among scientists of a research organization in a LMIC not just only in terms of the position, but also lack of opportunities of training and playing a leadership role. The bureaucratic impediment in the promotion, mentoring, leadership, and a less congenial work environment may have compromised the potential of women in a LMIC research organization to build career in health research. Understanding the gendering process in an academic organization and identifying gender specific barriers prohibiting women achieving their full potential in STEM disciplines would be imperative for promoting women in science, technology, mathematics and engineering (STEM) disciplines would be essential for fostering scientific development in LMICs.

Wemen in STEM in Japan

• Yukari Ito (Sceicence council of Japan, Kavli IPMU, The University of Tokyo)

Room: Lecture Hall We will itroduce Japanese situation of women in STEM.

Six years of Women in Science Japan: Lessons on community-building, mentorship, and professional development

• Elizabeth Oda (Women in Science Japan)

Room: Lecture Hall Despite ongoing efforts to promote gender equity, women in STEM in Japan continue to face structural and cultural barriers to advancement. Founded in 2019, Women in Science Japan (WISJ) aims to address these challenges by providing a platform for peer support, mentorship, and professional development. This talk offers a retrospective analysis of WISJ’s evolution over six years, examining the design, implementation, and impact of its core initiatives. Data and observations from community-led activities—including networking events, structured mentorship cohorts, and skills-based workshops—reveal which formats have proven most effective in fostering engagement and supporting career progression. Conversely, less impactful strategies, such as panel discussions and open-ended mentorship formats, highlight the importance of intentional program design. The talk will also discuss the potential of larger-scale initiatives, such as the recently launched Machine Learning Summer School, whose outcomes are still emerging. Insights will be presented with attention to their relevance for comparable initiatives across Asia, offering practical ideas for community-building and professional support.

Opening Doors to Diversity: Gender Reform at Tokyo Tech (now Science Tokyo)

• Kazuya Masu (The National Institute of Advanced Industrial Science and Technology)

Room: Lecture Hall In Japanese universities—including in STEM fields—female representation among faculty and students remains low. During my presidency at Tokyo Institute of Technology (now Science Tokyo) from April 2018 to September 2024, I promoted diversity and gender balance by introducing women-only faculty recruitment and implementing a female student admissions quota. In this talk, I will share the outcomes and challenges of these initiatives, emphasizing that diversity is a key driver of innovation. I will also highlight the next challenge: fostering global inclusion and collaboration in academia.

Women in Math

• Motoko Kotani (Science Council of Japan/Tohoku University)

Room: Lecture Hall Discuss the situation in Math. as well as some of the initiatives in STEM in Japan

Movie "Marguerite's Theorem Room: Lecture Hall