Feature: Me × Diversity—What Does True Diversity Mean?

We are in an era where "diversity" is already taken for granted. However, the answer to the question "What is diversity?" should differ for each individual. To explore this, students and faculty members transcended their respective positions and engaged in an honest discussion about their own perspectives and the issues they feel on a daily basis.

 

Diana Khor

Executive Trustee and Vice President for International Affairs  and the Promotion of Diversity and Gender Equality, Professor at the Faculty of Global and Interdisciplinary Studies (GIS). B. Soc. Sc. & M.Phil. in Sociology from the University of Hong Kong, M.A & Ph.D. in Sociology from Stanford University. Joined Hosei University in 1999. Specializes in Sociology, Gender and Sexuality Studies.

Sayaka Ichikawa

Staff member at the Diversity, Equity & Inclusion Center (DEI Center). Joined the Office of the President Planning Section in 2022, where she was responsible for the promotion of diversity. Contributed to the establishment of the DEI Center, which opened in April 2024, and is currently working at the Center.

Takumi Ōshima
Fourth-year student in the Department of Global and Interdisciplinary Studies (GIS), Faculty of Global and Interdisciplinary Studies. Belongs to Professor Khor’s seminar, which focuses on the theme of "Intersectionality." He also studied abroad in Australia, which is connected to to his research topic.

Masahito Takagi
Fourth-year student in the Faculty of Sustainability Studies, Department of Sustainability Studies. To study the persecution of the Jewish people by Nazi Germany from a multidisciplinary perspective, he studied abroad in Vienna, Austria, for about six months starting in the fall of 2023.

Ayana Fujii
Fourth-year student in the Department of Geography, Faculty of Letters. Began learning sign language after joining the sign language circle "Watagashi." Currently works part-time as an assistant for the NHK Sign Language News program.

The Word 'Diversity' is Everywhere in the World, But..

Ōshima: My name is Ōshima, a fourth-year student in the Faculty of Global and Interdisciplinary Studies (GIS). I belong to Professor Diana Khor’s seminar, where I study "Intersectionality," a framework that visualizes the discrimination and oppression arising from the intersection of identities such as race, gender, and sexual orientation.

Takagi: My name is Takagi, a fourth-year student in the Faculty of Human Sustainability Studies. To study the Holocaust in Nazi-occupied Europe, I participated in a study abroad program and spent about six months in Vienna, Austria.

Fujii: My name is Fujii, a fourth-year student in the Faculty of Letters. I belong to the sign language circle "Watagashi" and also participate in off-campus sign language exchange meetings and training courses. Currently, I work part-time as a program assistant for NHK Sign Language News.

Khor: My name is Diana Khor, Executive Trustee and Vice President for International Affairs, and the Promotion of Diversity and Gender Equality. My specialty is sociology, with a focus on gender and sexuality studies.

Ichikawa: My name is Ichikawa, a staff member at the Diversity, Equity & Inclusion Center (DEI Center), which was established in April 2024 to further promote diversity at Hosei University. Today, I would first like to hear what kind of image you, the students, have of diversity.

Fujii: Well... the more I research and think about it, the more confused I become. When we talk about diversity, it’s often said that we should be "kind" or "compassionate" toward minorities. But I feel like these seemingly nice words sometimes make diversity harder to see.

Ōshima: I get what you mean. There’s a bit of a trend in the media where it feels like just mentioning the word "diversity" is enough, even if it’s only for appearances.

Fujii: Exactly. Kindness and compassion alone aren’t enough to promote diversity. Also, it’s hard to put into words, but I get the impression that just stopping at “having different kinds of people” is being called diversity, when really it’s not.

A Roundtable Discussion on What Each Person Thinks About the Shape of Diversity: Can Diversity Be Achieved with Just "Kindness" and "Compassion"?

Takagi: Ideally, it’s important for people of diverse backgrounds to talk with and recognize each other, but it seems like that initial step has become the end goal. That’s something I’ve noticed too. I think the key point about diversity is "not making one single correct answer." It’s crucial to affirm each person’s perspective and way of life and to "recognize multiple correct answers."

Ōshima: It’s often assumed that what’s considered "normal" or "common sense" by a portion of society is the correct answer. People tend to feel fear when faced with something that doesn’t fit within their own common sense. In Japan, the term "homophobia" is translated as "hatred of homosexuality," but the original meaning of "phobia" is "fear." Rather than being afraid when confronted with something unknown or difficult to understand, I think it’s important to question "What are my own concepts of 'normal' and 'common sense'? Are they really 'normal' and 'common sense'?" This kind of questioning can lead to a greater acceptance of diversity. The keywords here are "equity" and "inclusion."

Khor: Your perspectives are excellent; I believe they capture the essence of diversity. There are two approaches to diversity. The first is "accepting each person’s differences"—in other words, "everyone is different, and that’s okay." The second approach, which is closer to my own view, is that "diversity must be considered alongside 'equity' and 'inclusion'." Japanese society and organizations today are built around groups that hold power and privilege—namely, cisgender, heterosexual Japanese men. That’s why it’s essential to analyze the disparities that exist between this group that holds power and privilege and other groups excluded from such power and privilege, and work to transform society and organizations into ones that are equitable and inclusive, where no group is excluded based on their backgrounds, social positions or identities. Additionally, it’s crucial to approach this issue from the standpoint of minorities. Without considering the minority perspective, true diversity cannot be achieved.

Ichikawa: If there’s some kind of barrier preventing minority groups from fully utilizing their abilities, then it’s essential to remove that barrier. Honestly, before I was assigned to work on diversity promotion, I hadn’t really thought deeply about these issues. But as I started learning from scratch, I realized how much I did not question "the taken-for-granted". For example, there are still many organizations where female managers are underrepresented. That’s not "normal" at all, and I’ve come to believe that we need to identify the root causes of these issues and work toward creating an environment where everyone can feel secure and perform to the best of their abilities.

Questioning the "Taken-for-Granted" from a Minority Perspective

Fujii: Professor Khor mentioned the importance of thinking from the perspective of minorities, and as I’ve been learning sign language, I’ve heard many things from the Deaf community that I never knew before. For example, during wars or disasters, they can’t hear the sounds of air raids, sirens, or conversations around them, so they have no idea what’s happening. Embarrassingly, I’d never even considered such possibilities, which shows that I wasn’t questioning the "taken-for-granted."

Ōshima: As someone who identifies as a sexual minority, I find it frustrating when people ask me about romantic experiences assuming heterosexuality, without questioning their own "norms." It makes me wonder if they lack understanding. However, rather than blaming individuals, I prefer to look at the broader societal structure and think about what the real issues are. The fact that heterosexuality is considered "normal" is itself problematic, but that notion is deeply ingrained through education, legal systems, and various other aspects of society.

Takagi: When I was studying abroad, I was in the minority as an Asian, so I did encounter some discriminatory behavior. However, a lot of it stemmed from ignorance or unconscious bias rather than malice, and I was able to resolve some of these issues through calm explanation. Perhaps this kind of "dialogue" could be one way forward.

Ōshima: During my study abroad experience, I also engaged in conversations and shared knowledge with people who made discriminatory remarks out of ignorance. However, when it comes to my sexual minority identity, it’s so normal for me that I don’t go out of my way to come out. I talk about it as if it’s the most ordinary thing, and my friends naturally accept it without making a fuss.

Khor: That’s how it should be. By the way, I also belong to multiple minority groups due to my roots and gender, so I often face dilemmas. For example, I get stared at when my name is called in hospitals or when I speak English. Also, at the university, male trustees and deans have three official ties in the university colors, white, and black for different occasions, but for women, there’s only one type of scarf.

Ichikawa: I think that’s an example of not considering a diverse range of people. At the time, I also didn’t feel particularly odd about the fact that there were overwhelmingly more male trustees.

Khor: What we’re seeking isn’t special treatment, but what actually should be taken-for-granted rights. However, there are many disparities in society that often go unnoticed. For example, in families where no one has graduated from university, the first person to attend college is referred to as a "first generation" student. These students often face difficulties in both their studies and daily life, yet few people may be aware of their situation. Additionally, there are people with foreign roots whose appearance or language doesn’t immediately reveal their background, as well as those with invisible disabilities. We should be questioning the "normal" and so-called "common sense" established by a select few. Moreover, among sexual and gender minorities, there are people with disabilities, and among women, there are those with foreign roots. These intersecting and overlapping disparities and privileges often go unrecognized.

The Current State of Diversity at Hosei University

Ichikawa: We’re still only half-way through, but Hosei University has been working on promoting diversity from an early stage. In the long-term vision (HOSEI 2030) established in 2016, diversity was listed as one of the key issues. In the same year, the university charter, "Practical Wisdom for Freedom," also reaffirmed the commitment to diversity and inclusion, leading to the announcement of the "Hosei University Diversity Declaration." Recently, we established the DEI Center, which will be the hub for these efforts, and have issued new "Guidelines on Diversity for Students and Faculty" to strengthen university-wide initiatives. I’d like to hear your thoughts on the diversity initiatives at the university.

Fujii: Regarding facilities, the DEI Center on the first floor of the Fujimi Gate now has newly installed tactile paving, but I think it’s still limited within the campus. Additionally, while students with hearing impairments can receive support like note-taking if they request it, I think the ideal situation would be one where they don’t have to go out of their way to make such requests.

Takagi: What I’ve noticed is that the university already offers a wide range of diversity-related events and programs. However, there are those who engage with these initiatives and those who don’t. I wish the university would also support students in launching and promoting their own projects. If there were more student-led initiatives, I think it would help move closer to the idea of "leaving no one behind."

Khor: That’s exactly what I envision! I would love to see that kind of system put in place.

Ōshima: As for university events, I think "HOSEI DIVERSITY WEEKs" is a fantastic initiative. Especially the lectures by faculty members, which offer opportunities to learn about diversity from various perspectives—such a great idea. However, people who aren’t interested won’t participate in those events, and they may not even realize what they don’t know. That’s why I think it could be beneficial to introduce a required course across the university curriculum that nurtures a foundation of human rights awareness.

Takagi: As Ōshima mentioned earlier, "fear comes from a lack of knowledge." The Holocaust, which I study, is a tragic example of how ignorance and misunderstanding can lead to catastrophe.

Fujii: Even when we think we know something, we can still be influenced by preconceived notions and assumptions. For example, when assisting a wheelchair user or someone with a white cane, well-intentioned actions can sometimes have the opposite effect. Whether passive or active, I think it’s important to have opportunities to properly learn and understand these issues.

If Everyone Embraces a Sense of Reponsiblity, the University Will Change

Ichikawa: At the DEI Center, we plan to actively provide opportunities for learning and awareness. This includes offering courses and events, as well as displaying related books and information in the community space within the center. We hope that even a casual visit can prompt people to start thinking about these issues.

Of course, our fundamental goal is to create a safe space for those facing any difficulties, where they can feel secure. We have specialized coordinators available for individual consultations. If more student-led actions increase, we can move closer to ensuring that "no one is left behind."

Ōshima: Having a place like this on campus makes me feel recognized and validated. It’s a very positive change.

Ichikawa: I’m glad to hear that, as that’s exactly what we aimed for. Creating an inclusive environment is a key role of the center, so if there are any obstacles preventing diverse people from learning or working here, we want to remove them one by one. We want to move forward so that everyone can feel proud to be a part of Hosei University.

Khor: The establishment of the DEI Center is a significant step forward. It will bring attention to issues that have been difficult to see, allowing for more effective promotion of diversity across the university. However, the most important thing is that everyone at the university feels that promoting diversity is their job, that they are the protagonists in this effort. Regardless of their position or department, it’s only when everyone is actively engaged in promoting diversity that we can truly say our university is diverse. To achieve this, we will continue to implement concrete initiatives while also focusing on awareness-raising and advocacy for changing mindsets.

What Are the Insights on Diversity That These Five People Gained for the Future?

Khor: It was very meaningful and enjoyable to hear the candid voices of the students. If the entire university becomes an inclusive environment where no one is excluded, it will benefit everyone, not just minorities. I want to continue working on initiatives like ongoing training for faculty and staff, creating systems where students can be involved, and building an equitable structure, so that all members can live their “normal” daily life in the same way.

Takagi: Diversity is like a gradient—it can’t be fully explained by binary terms or concepts like male/female, able-bodied/disabled, or heterosexual/homosexual. That’s why it’s essential to have an attitude of understanding and respecting each person’s individuality, and to find solutions through dialogue. In this sense, I hope the DEI Center becomes a place for open dialogue.

Fujii: I was reminded that I want diversity to become so natural that we no longer need to raise it as a slogan. Additionally, since there are cases where multiple disparities and privileges intersect, individual dialogue is increasingly important. I also want to continue broadening my perspectives by engaging with various communities and people, so that I don’t become rigid in my ideas of what is "normal" or "common sense."

Ichikawa: It’s not just about being a "majority" or a "minority"; everyone, including myself, has various aspects to their identity, and recognizing that we all contribute to diversity can lead to a stronger sense of involvement. Instead of simply saying "diversity is important," I want to address the challenges we face to make the university a place where everyone can truly feel safe learning and working.

Ōshima: A situation lacking diversity is one where the things that so-called "normal" people enjoy or have the option to choose are not available—when that "normal" is absent. Same-sex marriage and the option for married couples to have different surnames are examples of this. I’ve come to realize again that making these "norms" truly "normal" for everyone is the goal that diversity should strive for.

Creating an Environment Where Diverse Students and Faculty Can Learn and Work Creatively with Peace of Mind

In April 2024, Hosei University established the Diversity, Equity & Inclusion Center (DEI Center) as the central organization responsible for promoting diversity within the university. The center focuses on creating an inclusive environment, providing individual consultations, and advancing gender equality initiatives. Located on the first floor of the Fujimi Gate Building on Ichigaya Campus, the DEI Center also includes a community space called the "DIVERSITY LOUNGE" as a hub for information and interaction. The lounge offers access to related books for reading and borrowing, hosts events for students, and has specialized coordinators on-site to provide consultations on issues such as gender, gender identity, and sexual orientation. The center strives to create an environment where diverse students and faculty can feel safe and supported.

Hours of Operation: Monday to Friday, 9:00 AM to 5:00 PM (Lunch break: 11:30 AM to 12:30 PM).

SPECIAL EXPERIENCE for Mutual Understanding

A Commitment Sparked by Dialogue with the Deaf Community

Ayana Fujii: As a member of the sign language circle, I have had many opportunities to interact with and listen to members of the Deaf community through university volunteer center-hosted lectures and municipality-organized courses. Through these interactions, I learned about the reality that Deaf individuals are often left behind during disasters, which gave me a sense of urgency. This experience has inspired me to work towards creating a system where everyone can evacuate safely and equitably in the future.

Sign language circle "Watagashi"

The sign language circle "Watagashi" has about 100 members and holds sign language study sessions twice a week at the Ichigaya Campus. These sessions are designed for beginners to enjoy learning the basics through group games, while also providing opportunities to learn about information accessibility and welfare.

Exploring the Reality of the Holocaust Unknown to Many Japanese

Masahito Takagi: Learning that the Holocaust occurred in various parts of Europe beyond Germany and Poland, I decided to study abroad in Austria to develop a broad understanding of history and a global perspective, which are essential for my goal of becoming a teacher. The significance of what I learned there was profound, and during a break, I visited the Auschwitz concentration camp in Poland, which prompted me to deeply reflect on the discord between different races and ethnicities.

Study Abroad Program

This study abroad program selects participants from among second- and third-year applicants across all faculties, allowing them to study in their third or fourth year at one of 70 universities and institutions in 24 countries and regions with which Hosei University has agreements. The program duration is either one year or one semester, and all selected students receive a scholarship.

Exploring Minority Perspectives in Different Cultures

Takumi Oshima: In my seminar, I research the impact of imperialism and colonialism on the identities of sexually marginalized Indigenous Australians. Through studying abroad in Australia, I came to realize that knowledge and assumptions about sexuality differ across cultures. The more I learn about diverse ways of being, the more I find that my understanding and perception of society change, broadening my view of the world.

Intersectionality Seminar (Professor Diana Khor’s Seminar)

This seminar focuses on the study of social minorities from the perspective of "intersectionality," where disparities and privileges related to race, ethnicity, gender, sexual orientation, and disability intersect. Led by students, we present and discuss various themes each week.

HOSEI DIVERSITY WEEKS

The Hosei Diversity Weeks are held annually for about two weeks from November to December. The event features a variety of programs aimed at learning about and reflecting on diversity, including lectures and panel discussions by faculty, exhibitions and individual consultations on sexual diversity, and seminars organized by students. These programs are offered both in-person and online.

 

Related Link

• Public Relations Magazine “HOSEI” August/September 2024：Feature