RIKEN Nishina Center Declaration on Diversity, Equity, and Inclusion

Every person must be treated fairly. This is a fundamental and inalienable human right. This principle aligns with the golden rule of human interactions: treat others as you would like to be treated. Achieving this requires mutual respect, the recognition and mitigation of biases, and active support for fairness, especially in situations where it is lacking. By fostering fairness, we aim to promote a more diverse and respectful workplace. This not only benefits those directly involved but also contributes to improved overall quality and productivity [1–3].

This principle also applies to scientific institutions such as the RIKEN Nishina Center (RNC), which traces its origins to the Nishina Laboratory founded by Dr. Yoshio Nishina in the 1930s. As a pioneer of modern physics in Japan, Dr. Nishina recognized the importance of fairness, although the concept of diversity, equity, and inclusion (DEI) had not yet been established at that time. During his time at the Niels Bohr Institute in Copenhagen, Denmark, he experienced an open-minded and inclusive work environment where individuals could freely engage in scientific discussions, regardless of age, experience, or position. This led him to view the “Copenhagen Spirit” as a model to be emulated in Japan. He is known for saying, “The environment creates people, and people create the environment,” highlighting his recognition of the vital role that a wholesome atmosphere plays in scientific research.

We inherit this spirit of openness and extend it to a more transparent and inclusive form that suits the modern era. To this end, RNC is committed to improving its research and work environments based on the following guidelines.

Diversity

• We aim to foster an environment in which everyone working at the RNC can communicate with each other in a respectful manner without reservation based on differences in nationality, ethnicity, gender, sexual orientation, religion, disabilities, profession (research and administrative staff), position, educational background, or other attributes.
• We aim to eliminate discrimination based on such differences in our daily work and research environment, including interactions with colleagues and persons outside the RNC as well as in the hiring process.

Equity and Transparency

• We aim to support and protect members facing challenges caused by individual circumstances, such as the differences mentioned above, as well as those arising from family matters.
• We aim to maintain transparency in all aspects of our work, including key policy decisions within the RNC, hiring processes, and our daily scientific activities.
• We are committed to openness toward opinions related to the RNC and its operation, including those from external researchers and experts.

Inclusion

• We aim to build an environment that combats discrimination, where members feel respected, and valued, thereby fostering trust and empowering everyone to contribute confidently to their fullest potential.
• We recognize that the promotion of a diverse and inclusive environment is also key to ensuring high scientific standards, leading to an environment that engenders new perspectives and innovation, which are essential to the advancement of science.
• We will conduct training for RNC members that increases their sensitivity to potential discrimination, raises awareness of unconscious biases, and promotes respectful interactions in the RNC.
• Furthermore, we aim to enhance an inclusive environment in the future through outreach activities to young people and the general public.

Demographic Data: Internationalization Rate and Female Ratio by Job Category

As part of this declaration, we will publish demographic data to show the current state of the RNC. As of April 1, 2025, the Nishina Center has a total of 807 members, including staff, students, and visitors, each of whom are dedicated to their work with pride and responsibility.

Note: Staff numbers as of April 1, 2025 (including primary and concurrent appointments at the Nishina Center)

References

[1] Kaoru Tamada, Eriko Jotaki, Naoko Tsukamoto, Shoko Sagara, Junko N. Kondo, Masao Mori, Miwako Waga and Sandra Brown, Evaluation of the Gender-Neutral Academic Climate on Campus for Women Faculty in STEM Fields, International Journal of Educational Research Open (IJEDRO), Elsevier
DOI：10.1016/j.ijedro.2024.100390
Press release document in Japanese: https://www.kyushu-u.ac.jp/ja/researches/view/1164

[2] Suzanne T. Bell, Anton J. Villado, Marc A. Lukasik, Larisa Belau, and Andrea L. Briggs, Getting Specific about Demographic Diversity Variable and Team Performance Relationships: A Meta-Analysis, Journal of Management Vol. 37 No. 3, May 2011 709-743, DOI: 10.1177/0149206310365001.

[3] Reports by McKinsey & Company, Why Diversity Matters (2015), Delivering Through Diversity (2018), Diversity Wins (2020), Diversity matters even more: The case for holistic impact (2023).
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-thecase- for-holistic-impact