About 30% of the world's managers are women.
日本の就業者の女性割合は他国と同じ50%弱です。しかしながら、管理職に占める女性割合は、世界平均は約3割ですが、日本は15％弱です。例えば、クォータ制と呼ばれる、組織内の従業員数の比率を男女で決める制度があります。こういったポジティブアクションによって変化させられるでしょうか？私たちは子供の頃から性別や人種によって職業が分かれているを思わされています。私はこの偏った思い込みを小さい頃から変えることこそが、将来の社会のあり方を変えることができるのではないかと信じています。 (English) The percentage of women in the workforce in Japan is the same as in other countries, at just under 50%. However, the global average rate of women in management positions is about 30%, while in Japan, it is less than 15%. Can this be changed through "positive action"? For example, there is a system called the quota system, in which the ratio of the number of employees in an organization is determined according to gender. Since childhood, we have believed that occupations are divided according to gender and race. Is it true? I believe that changing this biased belief from a young age is the only way to change the future of our society.
<No.1>
The global Ratio of Female Managers is 27%, ILO Japan Lowest in G7
March 7, 2019
https://www.nikkei.com/article/DGXMZO42179640X00C19A3EAF000/
1)
The International Labor Organization (ILO) has released a report showing that the percentage of women in management worldwide was 27.1% in 2018.
Despite a modest increase, the gender gap in the workplace remains large.
At 12%, Japan ranks last among the seven major G7 countries. In addition, the promotion of women to leadership positions is lagging.
2)
According to the report, the percentage of women in management positions in companies and other organizations worldwide was 24.8% in 1991.
Over the past 27 years, this figure has risen by 2.3 percentage points.
Americas had the highest percentage by region at 39%, while Asia-Pacific had 22.5%.
The lowest was in the Arab countries at 11.1%.
3)
The ILO stated, "The pace of improvement is slow, and standards remain low.
One reason is that women are overburdened with childcare and nursing care.
The percentage of women in management positions with children under six is 25%, six percentage points lower than without children.
Women spend an average of 4 hours and 25 minutes per day in such unpaid work, while men spend 1 hour and 23 minutes.
At the current pace, it is projected to take "209 years" to close this gap.
4)
France leads the G7 in the percentage of women on boards (as of 2016) at 37%, with an average of about 23%.
Japan is only at 3.4%.
The majority of CEOs are male in all countries.
5)
Regarding the employment rate, 71.4% of men are employed, compared to 45.3% of women.
The gap has hardly narrowed over the past 27 years.
Many women prefer to work in paid jobs, and men agree.
6)
The report also mentions the impact of technological innovations such as artificial intelligence (AI).
For example, it noted that 73% of women's jobs in accommodations and restaurants would be affected by automation.
7)
The increasing use of robots in production and other areas threatens women's work in middle-income countries.
He warned that "if technology is not properly managed, it will be a factor that further widens the gender gap."
8)
ILO Director-General Ryder said, "We need to strengthen our legal systems and regulations and be more flexible about working hours and careers.
Every year, March 8 falls on International Women's Day, a day set aside by the United Nations to protect women's rights.
<No.2>
About 30% of the world's managers are women. Will positive action change this?
2021-03-15
https://style.biglobe.co.jp/entry/2021/03/15/120000
A)
To bring diversity within professions and occupations.
Positive Action (Affirmative Action) is a movement that has been gaining attention in recent years to bridge the gap in occupations.
Japan's Ministry of Health, Labor, and Welfare describes positive action.
B)
〈QUOTE〉As a result of stereotyped gender role divisions and history, the following attitudes have arisen among male and female workers.
" There are very few women in sales positions."
" Men occupy most management positions above the section manager level."
Positive action is a voluntary and proactive effort by individual companies to eliminate this gap in awareness.
C)
For example, there is a system called the quota system, in which the ratio of the number of employees in an organization is determined according to gender.
Alternatively, it also includes training and the creation of an environment that makes it easier to take maternity or paternity leave.
D)
There have been examples of this practice for longer than in Japan.
For example, in Norway, a law was enacted in 1988 requiring that members of public organizations be 40% of each sex, and in 2004, the same ratio was established for corporate directors.
Similar systems have been adopted in Spain, the Netherlands, Israel, and other countries.
E)
Advantages/Disadvantages of Positive Action
When implementing positive action, the number of applicants should be determined according to the gender and race of the applicants to be recruited.
Alternatively, a dedicated quota may be created.
This can be done to close the gap in the organization forcefully.
F)
Furthermore, data shows that companies with more positive action are performing better.
*The 21st Century Occupations Foundation, "Survey on the Relationship between Corporate Women's Activities and Management Performance.
G)
It can be seen that sales increase more in companies with more female managers.
In addition to sales, improvements in the working environment and the quality of communication in the workplace and organization are also seen.
There is also the effect of moving closer to a workplace that is easier to work in and a more comfortable organization for various people.
H)
On the other hand, positive action creates special quotas that prioritize closing gaps due to gender, race, and ethnic differences rather than differences in ability.
Some argue that this is "reverse discrimination against the majority."
I)
There is also the reality that among our people, the awareness that occupations are divided according to gender and race has been ingrained in us since childhood.
Some say it is difficult to attract applicants for each type of job in a balanced manner.
J)
Despite the controversy, this positive action is expected to become more widespread.
If occupational choices are less limited by gender, race, disability, and other factors, more people will have a broader range of options.
It will be interesting to see what changes will emerge due to the expansion of positive action.
i)
What influenced your dreams for the future?
What kind of job did you want to have when you were a child?
I can't remember much about it, but I have a vaguely fixed image of my future dream as a child.
For example, girls can be cake shops and flower shops; boys can be police officers and athletes.
ii)
Every year, 1,000 kindergarten and elementary school children nationwide are surveyed about what they want to be when they grow up.
As a result of the 2019 survey, among boys, the 1st place was a soccer player, the 2nd place was a baseball player, and the 3rd place was a police officer.
The results were 1st food store, 2nd kindergarten teacher, and 3rd nurse for girls.
Although the survey has been conducted since 1989, there have been some changes in the rankings, but there has not been much change in the occupations listed.
For some reason, we seem to have recognized gender differences in occupations since childhood. So, where does this perception come from?
iii)
gendered occupations
Jobs are gendered not only in children's future dreams but also in the real world.
For example, look at childcare workers and nurses in the above survey.
As for nurses, the result is that there are overwhelmingly more women.
As of 2018, only 7.8% of all nurses were male. So even if you go to a hospital, you probably won't encounter many male nurses.
iv)
As of 2020, there are 82,000 male and 1,583,000 female childcare workers, and men account for less than 5% of the total.
v)
In addition to these occupations, many men are in engineering and university teaching occupations.
It should also be noted that there are differences not only by occupation but also by position.
The graph is an international comparison of the percentage of women in managerial positions.
Comparisons are made with 2019 figures for Japan and 2018 for other countries.
As per the graph, the average percentage of female managers internationally is 33%.
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