TOWARDS DIVERSITY GENDER & CAREER ADVANCEMENT (JAPAN)

TOWARDSDIVERSITYGENDER&CAREERADVANCEMENT(JAPAN)InTheResearchIndustry

2©2017LiebermanResearchWorldwide.Allrightsreserved.CONFIDENTIAL. 1GlobalStrategyGroup,fortheRockefellerFoundations,2017

190 InterviewsConductedOnline

….amongthoseworkinginaresearchcapacity

Amongresearchersofdifferentlevels… ….anddifferenttypes&sizeoffirm

2-99employees

100+employees

96%

3% 1%

Full-time

Part-timeSelf-employed

97%

3%

Surveylimitedto15minutesinlengthToreducefatigue&accommodatemobile

0%PublicPrivate

VCFunded/PrivateEquity

Whowespoketo…

45%55% FEMALEMALE

15

Lower-MidLevel

37%

63%27%

Senior+5% CEOs

1% BusinessOwners73%

JAPAN

3©2017LiebermanResearchWorldwide.Allrightsreserved.CONFIDENTIAL.

JapanandGenderDiversity


JAPANISSTRUGGLINGTOKEEPPACEWITHGLOBALTRENDSINGENDERDIVERSITY.

Extremegendergapsatseniorlevels

!

1Womenfeelmorebarriersthanmen(&global)2Womenfeelopportunityisless3Leadingtoalackofambition4PASSIVENESSTOWARDSDIVERSITY&CAREER

ADVANCEMENT!


LackofgenderdiversityisparticularlyachallengeforExecutivepositions…

Extremegapsatseniorlevels!!Japancurrentlylagstheglobalmarketplaceinworkplacediversity

andespeciallyamongCEOpositions

86% 96%Malevs.

4%Female

GLOBAL

JAPAN

JAPAN

64%

36%

GLOBAL

MALE FEMALEMALE FEMALE79%

21%

MALE

FEMALE

14%

1


Japanesefemaleslagtheirmalecounterpartsinsalariesandexecutive-levelpromotionsJapanesewomencomparedtoGlobalwomenreceivemorepromotions,whichmightbeafunctionofstayinglongerattheircompanies.

JAPAN GLOBAL

7.5 5.6

Promotions

1.4

StayEmployedatCurrentCompany

1.2

Yet,promotionsarestillnottakingthemtotheexecutive

level.

BothmaleandFemaleequallylikelytoreceivebonuspayments

84%Malesvs.83%Females

JapaneseEqualityinbonuspayments

55%

66%

v Majorityofwomen(65%)makelessthan$60,000whilemenfallinthehigherendofthepayscale.

65%

52%

1

Differentstoryforglobalfemaleswhoreceivemorebonuses


Japanesewomenfacemoreobstaclesintheircareerdevelopmentthantheirmalepeers.

ForJapanesewomen,havingchildrenisverymuchalimitingfactortocareeradvancement

Comparedtofemales,Japanesemenarenotlimitedbybeingaparentandaremorelikelytobeseenastheprimarysourceofhouseholdincome.

17%*

56%

0%

91%PrimarySourceofIncome

ExtremelyLimited

JapanesewomenfeeltheiremployersareNOTsupportiveofpregnantemployeescomparedtoGlobalfemales

GLOBALJAPAN

9%14%

*LowBase

2


Alackofopportunity

31% ofJapanesewomenespeciallyfeelthereislittletonoopportunitycomparedto

ofGlobalwomen

WHATCANWEDOTOCHANGETHIS

23%

3


Japanesefemalesaremorelikelytonotebarrierstodevelopmentin…

Lackofwork-lifebalance

Discrimination

Lackoftrainingopportunities

JAPAN

Globally,genderdifferencesarenotaslarge

• Equalnumbersofmenandwomencitedwork-lifebalanceanddiscrimination

• Slightlymorefemalesthanmalesfeltthatlackoftrainingopportunitieshinderedtheircareerdevelopment

GLOBAL

26%

2%

9%

49%

6%

16%

30%34%

3%4%

17%24%

2x

3x

MALES

FEMALES

MALES

FEMALES

MALES

FEMALES

*LowBase

2


JapanesewomenarelesscomfortablethanJapanesemeninaskingforapromotion,anissueconsistentwithGlobaltrends

…andevenmoresoatseniorlevels.Needmoreconfidencetoseekoutadvancement

JapanesewomencomparedtoGlobalwomenfeeltherearenotfairchancesforpromotionforuppermanagement/mid-levelpositions

JAPAN GLOBAL

27%

37% 54%

48%

43%

42%

FEMALES

MALES

FEMALES

MALES

JAPAN

GLOBAL

3


Giventhisdisparity,diversitydoesnotseemtobetop-of-mindinJapan.ComparedtoGlobal,Japanfallsshortin: 25%

53%

4%

47%

62%

7%

Ensuringdiversityinitsemployeehiringprocess

Flexibleschedules Takesothermeasurestoaddressequalopportunity

JAPAN

GLOBAL

Afeelingoflowerpro-activenessindiversityhiring4


Alackofopportunityleadingtoanapathytowardscareerdevelopment

Currently,andforward-looking,personallifetakeshigherprioritythancareerforJapaneseFemales,especiallycomparedtoGlobalFemales.

AlsotruewhencomparedtoJapaneseMales,for‘WhereI’dliketobe.’

4%18%

JAPAN GLOBAL

GlobalJapan

11% 23%

SoJapanesewomenaregenerallylesscommoninJapantoregularlyseekoutcareergrowthopportunities…

4


MovingForward:Recommendations

• Aclearcareerpathtowardexecutiveroles

• Negotiationandothercoreleadershipskillstraining

• Mentoring opportunities

• WorklifeBalancetraining

• Flexiblehoursasstandard

• GenerousmaternityANDpaternityleaveandre-entryprograms

• Childcareproviderrelationshipsorsavingsprograms

Approachwomenearlyintheircareerswith….

ProvidebettersupportforMenandwomen….

!

!



ExecutiveSummary

Japan’sstrugglestokeeppacewithGlobaltrendstowardsgenderequality.Japanesewomenfallshortincompensation,lackopportunitiesforsenior-levelpromotions,andfeel unsupportedbytheiremployers. CareeradvancementopportunitiesaremoreavailabletoJapanesemen,whodominateseniorpositons.Japanesewomenreporttohavemorepassiveattitudes towardstheircareerscomparedtoGlobalwomen,whotakeproactivestepstowardscareergoals.WhileJapanesewomenmore stronglyacknowledgeexistenceofbarriersinbusiness,theyarelessinterestedinadvancingintheircareercomparedtotheirGlobalcounterparts.

v JapanesewomenperceivebiggerhurdlesintheircareersthanGlobalwomen– work/lifebalance,discrimination,andlackoftrainingopportunities,inparticular.

v NearlyallCEOsinJapanaremen,echoingGlobaltrendstoamuchstrongerdegree.WhileJapanesewomenreceivemorepromotionsthanGlobalwomen,promotionsforJapanesewomenarelesslikelytotakethemtoexecutivelevels.Ofnote,(onparwithGlobaltrends)JapanesewomenarelesscomfortableaskingforpromotionscomparedtoJapanesemen.

v GapsincompensationbetweenJapanesewomenandJapanesemen– Majorityofwomenmakelessthan$60,000whilemenfallinthehigherendofthepayscale.

v LackofsupportfromemployersholdbackJapanesewomenfromtheircareergoals.Intermsoffamily,Japanesewomenaremorelikelythanmentofeelhavingchildrenisextremelylimitingtocareeradvancement.Incontrast,Japanesemenaremorelikelytoconsiderthemselvestheprimarysourceofincomeforthefamily,andfeelhavingchildrenhavelittletonoimpactontheircareerprogression.


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TOWARDS DIVERSITY GENDER & CAREER ADVANCEMENT (JAPAN)