Gender Inequality in US and Japanese Businesses Akin Can Akdogan Liliya Temes Jieun Yang
The Gray Rhino Highly probable, high-impact yet neglected threat The obvious danger that we often ignore By Michele Wucker
Inconvenient Truth Charging Rhino Recurring Rhino Meta-Rhino Domino and Chimera-Rhinos Conundrum or Gordian Knot Creative Destruction Unidentified Rhino
Gender Inequality in US and Japanese Businesses
Meta-Rhinos Structural issue that creates or worsens other challenges
Gender Pay Gap Leadership opportunity Maternity Leave
Gender Pay Gap in the US In 2015, women working full time in the United States typically were paid just 80 percent of what men were paid, a gap of 20 percent. The gap has narrowed since 1960, largely due to women s progress in education and workforce participation and to men s wages rising at a slower rate. At the rate of change between 1960 and 2015, women are expected to reach pay equity with men in 2059. If change continues at the slower rate seen since 2001, women will not reach pay equity with men until 2152.
Even after women leave the workforce, the pay gap follows them. Between 1967 and 2012, the proportion of mothers bringing home at least a quarter of the family s earnings rose from 28 percent to 63 percent. Because women typically are paid less than men during working years, when women retire Today, 40 percent of mothers with children under the age of 18 are their families primary or they receive less income from Social Security, sole breadwinners. pensions, and other sources than do retired men. As families increasingly rely on women s wages to make ends meet, the gender pay gap directly affects men and children as well. The impact of the pay gap has also deepened in recent years as a result of changes in family structure.
According to ACS data, in 2015 the pay gap was smallest in New York, where women were paid 89 percent of what men were paid, and largest in Wyoming, where women were paid 64 percent of what men were paid.
Age The gender pay gap also grows with age, and differences among older workers are considerably larger than differences among younger workers. In 2014, for full-time workers ages 20 24, women were paid 92 percent of what men were paid on a weekly basis. That ratio tends to stay at about 90 percent until around the age of 35, at which point median earnings for women start to grow much more slowly than median earnings for men. From age 35 through retirement, women are typically paid 76 81 percent of what men are paid, depending on age. By the time workers reach 55 64 years old, women are paid only 76 percent of what their male peers are paid.
Education As a rule, earnings increase as years of education increase for both men and women. While more education is an effective tool for increasing earnings, it is not an effective tool against the gender pay gap. At every level of academic achievement, women s median earnings are less than men s median earnings. In some cases, the gender pay gap is larger at higher levels of education.
Gender Pay Gap in Japan In Japan men earned an average of 5,020,000 JPY (49,196 USD) while women earned only 2,680,000 JPY (26,264 USD). Based solely on this data, men earn 1.87 times more than women. Female participation in the labor force is 63%. Men with part- time status came to 21.3 %, while women came to 56.5%.
Social Aspects Traditional Japanese women should be taking care of a family instead of looking for work. Japanese employment practices prevent women from equal opportunities. Single women have small chances to find a job due to fear of her marriage or childbirth.
Long working hours with a lot of overtime Require many years of service and long hours to reach management positions.
Longstanding Spousal Tax Deduction Encourages many married women to limit paid work. Tax advantage that goes to couples when one of them earns less than 1.03 million yen a year (about $10,000), regardless of how much money the other makes. If a taxpayer s spouse earns less than 1.03 million yen, their annual taxable income is reduced by 380,000 yen.
Education 59% of Japan's women have university degree compared to 52% of men aged 25-34 years. Women s college completion rate is on average 10 percentage points higher than men s. College women have lower rates of employment than male counterparts. Despite these educational gains, women continue to lag behind men in income, business ownership, research and politics. Men with college or graduate school degrees earned 396,400, compared to 286,800 for those with only high-school degrees. Women with college or graduate school degrees received 284,700, compared to 205,700 that female high-school graduates did.
Japan has one of the highest gender inequality rates in the world Women retire from their jobs upon marriage, and most of them quit after giving birth. Women in their 30s are unlikely to be able to find a job as a full time employee. Women account for 68 percent of workers in what Japan classifies as non-regular positions, which covers part time, contract and temporary jobs. Non-regular workers are paid 38 percent less on average than regular workers, government data show. They also have limited job security and fewer pension and insurance benefits.
Gender Leadership Gap in the US Women are much less likely than men to be considered leaders. In 2015, only 5 percent of the companies in the Standard and Poor s 500 index had female chief executive officers. Leaders enjoy high status and privilege, and leadership in one area opens doors to other opportunities. Extreme wealth creates unique and extraordinary leadership opportunities but these opportunities are almost exclusively available to men. In 2015, only 46 of the 400 super rich individuals in the United States (defined as having $1.7 billion or more in total wealth) are women, and only one of these 46 women is a woman of color.
Leaders in Education Given women s prominence in the U.S. educational workforce, we might expect to see women make up a large share of the leadership positions. Three quarters of public school teachers are women, yet their presence at the superintendent level is much lower. In 2014, white women made up 18 percent of superintendents, black women made up 1 percent, and women of other races and ethnicities together made up about 1 percent. In higher education, women have made great gains and are now earning more degrees than men. But women headed up only 26 percent of colleges and universities in 2012, including community colleges and women s colleges, where female presidents are more common.
Gender Leadership Gap in Japan Women today occupy a mere 9 % of managerial positions in private-sector firms, even though they account for more than 40 percent of the employees. Women in public sector occupy 3 % leadership positions out of 42 % workforce.
Japan women on board consists of only 3%
Maternity Leave in the US In the United States bearing a child comes at a high price for many women. Despite having one of the world's most advanced economies, the United States lags far behind other countries in its policies for expectant mothers. It is the only highly competitive country where mothers are not guaranteed paid leave. Because current U.S. policy doesn't mandate paid maternity leave, many women feel they have to choose between working and raising a family. This gender inequity undermines their prospects of equal opportunity at work.
The 1993 Family and Medical Leave Act guarantees all workers up to 12 weeks of unpaid leave to care for a new child or sick family member. However it applies only to businesses with more than 50 employees, only covers workers that have been with their employer for at least one year, and doesn t extend to part time workers. These exemptions are significant they ensure that just over half of American workers and less than a fifth of all new mothers are actually covered by FMLA. A 2012 survey conducted for the Department of Labor, demonstrated that nearly one in four women who took leave to care for a new baby took only two weeks or fewer off and about half of those women were back to work in under a week. According to the 2008 Census Analysis many low income mothers are usually the ones forced out, nearly half of women with less than a high school education quit their jobs upon the birth of their first child.
Maternity Leave in Japan Guaranteed maternity leave in Japan covers a period of 6 weeks prior to the expected birth date to 8 weeks after giving birth. Employee may return to work earlier after getting approval by a medical doctor. During maternity leave, the employee salary will be covered by the social insurance up to a limit of around 2/3 of the base salary.
Childcare in Japan If the employee s spouse is also on child care leave, the child care leave may be extended up to when the child reaches the age of 1 year and 2 months. The duration each parent may take child care leave should not, however, exceed one year.
That fall on a woman s shoulders, whether she happens to have a job or not
Women are the one to leave Work load is not to shared equally. When women have their first child, 70% of them stop working for a decade or more, most of them are gone for good due to: Mothers can mostly get part-time or temporary jobs with low pay and little security. Deficiency in childcare provision. Great demands from corporate culture.
Maternity harassment Employers pressure pregnant women to quit. Women get demoted. Mothers receive unfair treatment and verbal abuse. Their bonuses reduced In most cases almost 40% the perpetrators were male superiors, but 20% involved discriminatory behavior by female bosses. 20% of working women in Japan have experienced maternity harassment
Despite legislation declaring the practice illegal, one in five Japanese women still risk bullying, demotion, and even being fired when they tell their bosses they're pregnant.
Survey Results
Do you believe businesses discriminate against women? Do you believe women and men deserve equal pay for conducting the same work? Do you believe that there should be more women engaged in the workforce? Do you believe women deserve longer maternity leave? Do you believe childcare is a responsibility of both men and women? Do you believe women get promoted as often as men? Do you believe women are as capable and productive as men, when it comes to business? Do you believe men are more valued than women in the decision making process in most businesses?
Q1 - Do you believe businesses discriminate against women?
Q6 - Do you believe women get promoted as often as men?
Q8 - Do you believe men are more valued than women in the decision making process in most businesses?
Conclusion Gender inequality exists in business as a Gray Rhino
Suggestions To the United States To Japan
One more thing! President-elect Donald Trump Sexist: Trump s controversial comments about women No plans for paid family leave, child care, or equal pay
THANK YOU!!