Gender inequality, often refers to unequal perceptions or treatments of individuals based on their gender. It mainly arises from distinctions in biology, psychology and cultural norms, where different area experience different gender inequalities. While gender equality requires equal enjoyment by both men and women of socially-valued resources, opportunities and rewards. Universally, there are obvious patterns of women’s inferior access to resources and opportunities.
According to the graph below, it shows that only 22 % of senior roles occupied by women in G7 countries, and such inequality is more significant to see with 39% companies of no female senior managers in G7 countries . Researches have shown that almost 4 in 10 businesses among G7 countries have no women occupied senior management positions, not to mention the proportion of women participating in senior levels globally is merely 24% in 2005.
Japan is the worst performing country, with only 13% of senior management roles held by women, and 7% of Japanese companies with no women managers at all. “This is despite widespread public commitments to equal opportunity and an abundance of research illustrating the commercial benefits of diverse leadership.” says Grant Thornton, who published Women in business: turning promises into practice in 2016.
Zooming in to see Japan, gender inequality is actually a “demographic time bomb” for this country, described by Havard. Although there is an increasing number of women with higher education and great temptation to have a career in Japan, the current situation does not allow them to have workforce equality at home. Since women are required to carry responsibilities for childcare and housework in Japan, the majority of female staff have to end up with “second shift” after a day of work. Problem arises when female workers try to choose between work and family, and regardless of which they’ve chosen, the result are likely to be unsatisfied.
The birth rate, also called as fertility rate is crucial for a country to naturally replace its workforce through generations. Since the 1980s, the rate has been gradually fallen around the world, with 1.9 in the United States and roughly 1.2 in South Europe and East Asia (2.1 is considered to be an appropriate birth rate). While in Japan, the rate is much lower than any other European countries, probably contributed to the entrenched attitudes toward mother and female staff. As the traditional culture of the ideal mother may conflict with the corporate culture that demands overtime working.
Gender stereotypes are hard to break, and admit it or not, we are all inclined to follow the traditional rules at a time or another. Study has revealed that people’s ingrained biases have supported inaccurate perceptions about women and the unfair practices that those biases can produce, with or without consciousness. In another study carried out by the Making Caring Common Project in 2015, it presents a pervasive bias even early among middle school students.
We need to de-bias organizational practices and procedures. Mindset will follow.
Iris Bohnet
Media Era 