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Attitude survey on the appointment of female managers

Posted by en world Japan

7 months ago

20% of companies achieved the “30% by 2020” target for women in managerial positions. 60% of companies consider the low percentage of women in managerial positions a problem. 

en world Japan K.K. (headquarters: Chuo City, Tokyo, president: Vijay Deol), one of Japan’s largest recruiting firms specializing in global talent, conducted an attitude survey of foreign capital companies and Japanese companies on the appointment of female managers ahead of  the International Women’s Day on March 8, and 254 companies answered. 
 

Summary of the survey results

・ 20% of companies achieved the “30% by 2020” target. The percentage of foreign capital companies that achieved that target was higher than that of Japanese companies by 9 points .
・ 60% of companies consider the low percentage of women in managerial positions a problem. The percentage of foreign capital companies that agreed was higher than that of Japanese companies by 23 points. 
・ The action needed to increase the number of women in managerial positions chosen by the largest percentage of companies was “change in  management’s attitudes toward the appointment of female managers.” 
・ Approx. 50% of companies are working to increase the number of women in managerial positions. 
・30% of companies responded that remote working and working from home would promote the appointment of female managers.

What is “30% by 2020?”: The target of increasing the percentage of women holding leadership positions to 30% by 2020 set by the Japanese government.
 

Comments on the result

Aki Nagashima, Associate Director, Perm Recruiting Division

At en world, we actively promote diversity, and not only women but also LGBTQ people, foreign nationals, and employees of many ages energetically work with us. However, we still face the challenge of increasing the percentage of women in managerial positions. According to the survey result, many companies still face that challenge and it is a shame that so few companies have achieved the target. Because of Covid-19, many companies implemented dramatic reforms that included flexible workstyles. I hope management will recognize the benefit of having women managers from a managerial perspective and that more companies will support and understand women’s career success as leaders.

 

Details of the survey results

1. 20% of companies achieved the “30% by 2020” target. The percentage of foreign capital companies that achieved that target was higher than that of Japanese companies by 9 points. (Figs. 1, 2, and 3)

We asked companies whether they had achieved the “30% by 2020” target of promoting women’s career success set by the government, and 19% responded that they had. The percentage of foreign capital companies that achieved the target was higher than Japanese companies by 9 points. (Foreign capital companies: 22%, Japanese companies: 13%) Looking at the achievement rates by number of employees, companies with fewer than 100 employees have the highest achievement rate at 25%.

We asked companies whether they knew that the target age in the “30% by 2020” target had changed to “as early as possible in 20s,” and 45% responded in the affirmative. (Foreign capital companies: 46%, Japanese companies: 44%)
 

[Fig. 1] Have you achieved the “30% by 2020” target of promoting women’s career success set by the government?
 


 

[Fig. 2] Have you achieved the “30% by 2020” target of promoting women’s career success set by the government? (By number of employees)

   

[Fig. 3] Do you know that the target age in the “30% by 2020” target changed to “as early as possible in 20s”?

 

2.60% of companies consider the low percentage of women in managerial positions a problem. The percentage of foreign capital companies that agreed was higher than that of Japanese companies by 23 points.  (Fig. 4)

We asked companies how they felt about the fact that the percentage of women in managerial positions in Japan was smaller than foreign countries (*), and 61% responded that “it is a problem (more women are needed in managerial positions). The percentage of foreign capital companies that agreed was higher than Japanese companies by 23 points. Foreign capital companies were more aware of the problem of the low percentage of women in managerial positions in Japan. (Foreign capital companies: 68%, Japanese companies: 45%)

*Reference: The share of women in managerial positions: global average 27.1%, Japan 12%/Results of the 2018 survey by the International Labour Organization (ILO)
 

[Fig. 4] How do you feel about the fact that the percentage of women in managerial positions in Japan is smaller than in foreign countries?

 

 

3.The action needed to increase the number of women in managerial positions chosen by the largest percentage of companies was “change in  management’s attitudes toward the appointment of female managers.” (Figs. 5, 6)

We asked companies that considered the low percentage of women in managerial positions in Japan a problem and those not sure whether it was a problem or not what they thought was necessary to increase the number of women in managerial positions, and the largest percentage chose “change in  management’s attitudes toward the appointment of female managers.” (Foreign capital companies: 69%, Japanese companies: 65%)

We asked companies that responded that the smaller percentage of women in managerial positions in Japan than in foreign countries was not a problem why they thought that way, and the largest percentage chose “managerial positions should be held by the right people regardless of gender.” (Foreign capital companies: 100%, Japanese companies: 100%) 


[Fig. 5] Please respond if you think that the smaller percentage of women in managerial positions in Japan than in foreign countries is a problem or are not sure whether it is a problem or not. What do you think is necessary to increase the number of women in managerial positions? (Multiple answers allowed)

  
 

[Fig. 6] Please respond if you think that the smaller percentage of women in managerial positions in Japan compared to foreign countries is not a problem. Why do you think so? (Multiple answers allowed)

    
 

4.Approx. 50% of companies are working to increase the number of women in managerial positions. (Fig. 7, 8)

We asked companies whether they were trying to increase the number of women in managerial positions, and 48% responded in the affirmative. The percentage of foreign capital companies was higher than that of Japanese companies by 7 points. (Foreign capital companies: 50%, Japanese companies: 43%)

The largest percentage of companies (74%) were developing and introducing systems that made it easier for women with children to work, such as shorter working hours and flexible working hours (foreign capital companies: 74%, Japanese companies: 73%). The percentage of Japanese companies that considered the percentage of women when hiring new graduates was higher than that of foreign capital companies by 36%, which reflected the practice of hiring new graduates at one time, which is unique to Japanese companies. (Foreign capital companies: 22%, Japanese companies: 58%)


[Fig. 7] Are you trying to increase the number of women in managerial positions?

 
 

[Fig. 8] Please respond if you are trying to increase the number of women in managerial positions. What efforts are you making specifically? (Multiple answers allowed)

 


▼Comments about company efforts

・Implementation of training on D&I (diversity & inclusion.) We include at least two female candidates in the recruitment process. (Foreign capital company/100-499 employees)
・We actively hire female managers. Since the percentage of female managers increased to a certain level, it has become easier to hire more female executives(Foreign capital company/fewer than 100 employees)
・Mentoring by female employees and education on recognition of unconscious biases for all managers. (Foreign capital company/ more than 5,000 employees)
・We always check female candidates when selecting  candidates for promotion to positions higher than division manager. Establishment of a company nursery near the company building. Introduction of a super flextime system, a childcare leave longer than the mandatory one, etc. (Foreign capital company/ more than 5,000 employees) 
・We formed a diversity project team and are continuously conducting awareness-raising activities within the company. (Foreign capital company/ 500-999 employees)
・Approval of shorter working hours, teleworking, and working from home during pregnancy. Approval of childcare leave for male employees and working from home during a maternity leave. (Japanese company/ 100-499 employees)
・Active promotion of teleworking. Introduction of a super flextime system with no core hours. (Japanese company/ More than 5,000 employees) 
・Shorter working hours, financial support for employees to hire babysitters, a paid leave system on an hourly basis, etc. (Japanese company/ More than 5,000 employees) 
 

5.30% of companies responded that remote working and working from home would promote the appointment of female managers.(Fig. 9)

We asked companies whether the increase in the number of companies introducing remote working and working from home due to Covid-19 would promote the appointment of female managers, and 31% responded in the affirmative. (Foreign capital companies:31%, Japanese companies: 31%) Some comments are shown below.
 

[Fig. 9] Do you think the increase in the number of companies introducing remote working and working from home due to Covid-19 will promote the appointment of female managers?



▼Comments from respondents who chose ”yes” (the appointment of female managers will be promoted)
・I actually feel that I can balance work and child rearing by working from home and perform better than expected without a gender gap. (Foreign capital company/ Fewer than 100 employees)
・Because of the increased awareness of our employees about flexible workstyles, I think more women will have a go at managerial positions, (Foreign capital company/ 1,000-4,999 employees)
・It will make it easier to balance family and work. I think it would be better if we could use a flexible working system, such as flexible working hours, in addition to working from home. (Foreign capital company/ 1,000-4,999 employees) 
・Because it will promote the hiring of competent female workers who took a career break due to childrearing or nursing care. (Foreign capital company/ 100-499 employees)

▼ Comments from respondents who chose “yes and no” 
・I think it won’t make it any easier for women to get promoted unless the corporate culture changes, 
(Foreign capital company/ 100-499 employees)
・I think it’s a matter of motivation and skills. (Japanese company/ 1,000-4,999 employees) 
・I think purposes for introducing remote working differ from company to company and only some companies fundamentally  accept diversity. (Japanese company/ More than 5,000 employees)

 

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[Outline of the survey]
Survey method: Online survey
Area: Japan
Number of valid answers: 254 companies
Period: January 3-8, 2021
Respondent attribute: Foreign capital companies 70%, Japanese companies 30%
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About en world Japan (https://www.enworld.com/)

en world Japan is a recruiting firm established in 1999 specializing in global human resources with offices in four countries in the Asia-Pacific region. We specialize in supporting Foreign Capital Companies and global Japanese companies in recruiting human resources for middle to high level positions. We help companies with recruitment and job seekers with career changes from every angle by staffing full-time workers, contract professionals, and executive human resources and providing recruitment process outsourcing solutions.
 

Contact information for inquiries about this news release
en world Japan K.K.  PR representative
Email : enworld-pr@enworld.com
Tokyo Square Garden 12F, Kyobashi 3-1-1, Chuo-ku, Tokyo 104-0031