The starting point for this study was when the research representative submitted this study in 2008 to the Research Project for Gender Equality conducted by the Kyoto University Global Center of Excellence for Reconstruction of the Intimate and Public Spheres in 21st Century Asia and the Center for Women Researchers, Kyoto University, which invited public participation. Following visits to two hospitals that already had put into practice measures to support female physicians (Okayama University Hospital and Osaka Koseinenkin Hospital), a symposium was held entitled ‘Examining the University Hospital Work Environment in Consideration of Female Physician Work Continuity’. In addition, a questionnaire for female physicians was conducted to investigate how female physicians at Kyoto University Hospital had been able to maintain their careers and to find balance with their families.

This survey showed that female physicians considered return-to-work support and child care support insufficient. Although the phrase ‘return-to-work’ is based on the assumption that one will leave the job at least once, it is important to improve the work environment in which female physicians can continue with as little separation from the front lines as possible during pregnancy, childbirth and child care. In addition, ‘female physician support’ being equated with child care support suggests the allocation of child care duties to women and acts contrary to gender equality. Although working-hour reduction measures　including night duty/on-call duty exemptions exclusive to female physicians are certainly necessary, narrowing the aim to just ‘maintaining employment’ leaves open the possibility that female physicians will not be able to free themselves from auxiliary roles.

A symposium was held in 2009 entitled ‘From Female Physician Support to Work–life Balance for all Physicians’ seeking to shift the focus to the work environment of all physicians and to promote physician work–life balance and gender equality. The importance of improving work environment for all physicians, not just female physicians, and of promoting true gender equality was ascertained. In addition, a survey was conducted for all Kyoto University Hospital physicians on their present circumstances, satisfaction level/fatigue and incentives for physicians.

In 2010, investigation and curriculum creation related to career path education for female physicians and female medical students have been added to research subjects focusing on medical education addressing ‘Consideration of a Necessary Overhaul of the Physician Work System and a New Curriculum in Medical Education for Female Physician Career Continuity’. This is due to the perceived necessity of strategically focusing on a career path from one’s student days, implementing a system whereby students can get advice from mentors and acquiring definite skills as quickly as possible after graduation (within ten years after graduation if possible). We propose continuous and strategic education stretching from pre-graduation to post-graduation.

In addition, we have determined a range of implications from the analysis of the results of the survey for all physicians at Kyoto University Hospital conducted last year.

Furthermore, we were selected for the 2010 Health and Labour Sciences Research Grant ‘Research on Region Medical’. We hope to strengthen research on the employment of female physicians and the surrounding environment (medical system/education/culture) in working towards a proposal for an effective plan.