The Main Causes Of Gender Inequality In Japan

Over the past few decades, great strides have been made by women in the workplace. This increased number in women in the workplace does not mean equality however. Even with equal qualifications and achievements, women are still not given all the opportunities that men have. The chapter in the textbook, “Gender at Work”, shows us more of these inequalities in the workplace. Such inequalities cause gender segregation of jobs and can be linked with the pay inequality in the labor force. Even in jobs that are predominantly filled by women, men earn more than women. Women are often stereotyped as being family focused and not as able to travel, therefore they tend to get passed up for promotions (Garson p.353). This invisible barrier that keeps women from moving up the executive ladder is referred to as the “glass ceiling” (Baxter and Wright p. 346). Women also tend to do more domestic work, or unpaid labor and caregiving. This extra unpaid work is referred to as “the third shift” and is largely rested on the shoulders of women (Gersel p. 352). Consequently, this seems to be one of the biggest things holding women back from taking on jobs that are normally considered male

With the arrival of the Allied Occupation, the United States of America introduced many reforms to Japanese society. “Equality of the sexes, woman suffrage of 1946, all inequalities in laws was ended and high schools became coed” (Friedman). Since the 1950’s women have sought more individualized means to provide for themselves with a sense of well-being. The most evolving aspect of post modernization has been women’s attitudes toward marriage and the family system. Women have started to wait till later in life to marry and have placed education and or work as top priorities. Once married, however, many women now choice to continue to work especially after they work of child birth. The women’s role in the family is evolving and become more

As many people know, the Second World War changed the role of Japanese women. Before the war they used to be stay home mothers, and they had duties such as, keeping the house clean, and taking care of their husband and children. During the world war II, women changed their roles. Because a significant amount of man went to war, many women had to take their jobs in order to keep production in the country. Women started taking jobs like arms factories and coalmines. (1) In addition, new opportunities arise at that time for women because they could even join the army. After the World War II, women keep their freedom when it comes to having the right to choose whether they were going to work or be an stay home mother. Moreover, they also gain more

Do women belong in the workplace? Should employers treat them differently because of their responsibilities in the home? The article “Female Company President: ‘I’m Sorry to all the Mothers I Worked With’” by Kathrine Zaleski, president and co-founder of PowerToFly, argues that women can be both successful mothers and employees if employers take the initiative to accommodate them. She believes that women have the ability and skills to become both valuable employees and involved mothers, but employers need to make adjustments in several common work practices in order to build women up to their full potential.

Heidi Gottfried, author of Gender, Work, and Economy, states, “Unraveling the logical puzzle can offer clues to how the reproductive bargain within a country, structures options and actions related to the gender division of labor in the household, and its consequences for women’s labor force participation in the wage labor market” (105). She discusses that Japan’ low birth rate does not affect the low labor participation by women. Whereas, Sweden’s steady birthrates results in high labor force participation. Japanese women tend to participate in the labor force at high rates only if the birthrate is low. “The fertility decisions are sensitive to economic and political factors and context” (106). If women has two children, then she is willing

Although efforts and struggles have been tendered, gender discrimination still presents itself in the society, procuring hindrances to the socio-economic development of the country. Gender discrimination as defined by the National Association of Japanese Canadians is the prejudice “based on a person’s gender or sex” which ensues unequal opportunities on education, health, jobs, and politics (National Association of Japanese Canadians). Furthermore, according to the United Nations Development Programme, disparities caused by gender bias yet instill a huge barricade to the socio-economic development of the society. Women, including those in their youth, still experience “gender-specific discrimation & disadvantage”. Studies from the International

Throughout history there have been many movements in order to gain equal rights and equal pay for women. In 1903 the National Women’s Trade Union League was established to advocate for improved wages and working conditions, in 1920 the Women’s Bureau of the Department of Labor was formed in order to collect information about women in the workforce and in order to safeguard good working conditions for women, in 1961 improvements like fair hiring practices, paid maternity leave and affordable child care were recommended, and many more. Although women have achieved a great number of things there are still some problems in the workplace and at home. While women have been increasing their participation in the labor force they continue to be the

Every society in the history of mankind has assigned work by gender; without work done by each gender economies could not thrive. Chapter 12 of Hunter College Women’s and Gender Studies Collective fourth edition depicts the truth about inequality, discrimination in the workforce against women and how globalization overall effects women. As the Hunter College Women and Gender Studies Collective (HCWGSC, 2015) states, “…women complete more than two thirds of the world’s unpaid work.” (p. 350), this is an issue for women world-wide. Each culture has different values, roles, and social norms they follow, and this includes gender specific roles and jobs. There is more to work equality than feminism; status, race and value play a major role on equality

That image of women can be changed if affirmative action is reinforced and allowed qualified employees who have been discriminated against to get a job. Also, the gap of pay between men and women is a concrete example of inequality between them. For example, according to the Institute for Women’s Policy Research, in 2015, women with a full time jobs made only 80 cents for every dollar earned by men. Women work as harder as men, and they should deserve to have equal pay. Women at work should be allowed to progress at the same pace as men and should also be respected. Furthermore, women are subject to domestic violence, sexual harassment and rape. In order to reduce or banned those troubles that torment women more effectively, laws should be passed. Also, equality of women within their family requires a sharing of responsibilities between members of the family. Women should not be the only one responsible for domestic chore, taking care of their children and parents. Therefore, they should get support from their

is, you can only get it if you don’t have the money to support the child, but in reality we do the procedure whoever needs it,” says Dr. Yoshiko Onishi of Tokyo’s Parkside Hiroo Ladies Clinic (Leonard 1). The Japanese people are trying to make it legal for more kids to be born to the same family, and if Japan bans abortion their problem of slow birthrate will dissipate (Leonard 1). “Womenomics” changed Japan by bringing women into the workforce. In 2015 66% of women got a job, which is high for Japan but low for other economies. Only around 9% of women are managers in Japan while in the U.S. 43% of all managers are women (Leonard 2). That is an improvement that can still get better.

One possible resolution for combating gender pay inequality would be to implement methods of easing women’s entry or re-entry into the workforce. Nations should implement fair scheduling practices, which will allow women, especially mothers, to be able to amend their working schedules based on their responsibilities as well as in the event of an emergency. Therefore, women can be allowed to take a certain amount of personal leave per year, which entails both sick and vacation days as well as maternity leave. Women who have such responsibilities are usually those who are re-entering the workforce and have low-paying jobs that are only part-time. Fair scheduling practices will allow women to have full-time jobs, while also being able to perform their familial responsibilities, such as taking care of children. Nations should also sponsor the creation of CARE (Career Assistance for Re-entry into the workforce). CARE centers can be opened by federal governments, primarily through the Ministry of Labor and Social Affairs, and the Ministry of Women and Human Rights Development. These centers will ensure that women get the assistance they need to re-enter the workforce and even assistance for those entering for the first time. These centers will also act as research agencies that would find better paying jobs and careers for women. An additional resolution would be to further implement the aforementioned gender policy. An adoption of similar policies would also prove useful for other countries, as it provides a structure to follow that will increase gender equity in nations.This will be similar to compiled databases in the United States, such as CareerOneStop.org, and will be sponsored, paid for, and upheld through the Ministry of Labor as well as through Women for Women International.

Researchers have proposed a variety of explanations for systematic gender inequality in the workplace. Cultural benefits, the actions of male employees, the actions of the female employees, and the actions of the employer can contribute to intentional or unintentional gender discrimination (Ngo, Foley, Wong, & Loi, 2003). It has also been mentioned that women make less money because their work environment is generally safer than the stereotypical male work environment; childcare, cashiers, and secretary positions as opposed to firefighters, truck drivers and construction workers (Parcheta, Kaifi, & Khanfar, 2013). Perhaps the most dominant reasoning for women receiving less pay is the carrying over of biological roles into the workplace. Female employees often take time off to have a family, take care of a family, and are the primary caregiver of said family.

One day in 1902 when plantation workers racics tactics had finally backfired on them. All of these workers had unequal wages based on your ethic backround. If you were japanese you could get payed 18 dollars for a month's worth of work while the portuguese and Puerto Ricans would get payed 22.50 dollors for the same work.

Women have experienced a historic situation of inequality in the social as well as professional aspects. Women were normally the ones that would take care of children, do the chores in the house, and in rural areas; they would work in the field with the rest of the family. However, today’s women have become more self-sufficient and independent from the predominant male figure within every historical family. Gender inequality in the workplace is becoming less common; yet, gender is a factor that affects men and women. Especially women have been subjected to a historical discrimination that has influenced society to decide which job is more suitable for women than men. However women have confronted and tried to break down the barriers that

The ‘good wife, wise mother’ ideology, also known as the ‘ryōsai kenbo’ ideology, is one that finds its historic origins in the Meiji period and has dominated Japan ever-since. It is dynamic and changes its form (or rather, its form is tweaked and determined by the Government) according to current socioeconomic needs – usually to the detriment and subordination of women. In today’s Japan the ideology’s ‘male breadwinner’ form is undergoing attempts of legal erosion with democratization, specifically the push towards gender equality, but that is not to say the ideology is no longer relevant in today’s Japan. In reality the ideology still exists as it is culturally valued. This essay argues that although today’s Japan’s socioeconomic state no longer sits well with the ‘male breadwinner model’ founded upon this ideology, the ideology itself continues to exist – manifesting itself in various ways – and can be considered ‘relevant in today’s Japan’.