Gender Wage Gap In Japan Case Study

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Introduction
Some countries, including Japan, have been introduced with the OECD proposals and equal pay legislation to guarantee ‘equal pay for equal work’ and to decrease the gender wage gap. However, there is still a significant gap between the pay rates of men and women in Japan. It is important to identify the different factors that cause this wage differential in order to recognize why the gender wage gap has continued.
The gender gap in Japan is striking since there is a relatively lack of access to different extent of autonomy and authority among Japanese women. This is caused by the cultural traditions of the role of women in the society. In Japan, the idea of women staying at home has great appeal even among women (Ishida, 1995). …show more content…

Unstable work and low salaries has been caused by deregulation. In 2007, the Ministry of Health, Labor and Welfare (MHLW) conducted a survey and found out that during the early twenties or the early working lives of men and women, their salaries are comparatively equal. However, the wage gap increases as men and women reached their mid-twenties. The gap reached its peak when men and women were around the age fifty.
The female-male wage gap persists to be present in Japan. Wage discrepancies have slowly reduced in Japan since 1986, which is around 59.7 percent and reached 69.8 percent in 2009 according to the survey made by MHLW ( (Rodosho, 2011).
The gender-specific wage gap is caused by the fact that lesser number of women gets promoted as compared to men in terms of higher levels of management despite the number of years in service to a corporation. For men, the number of years they have worked for a company is highly correlated to the position they get in higher administration (Assmann, 2014).

On the Perspective of Labor …show more content…

The labour market in Japan is presumed for its ‘lasting employment system’ where workers spend a great fraction of their profession working for a particular corporation or a single industrial company (Hori & Nohara, 2006).
The Japanese ‘internal labour market’ has a number of characteristic features. There exists a tightly set border between white-collar and blue-collar workers in Japan in terms of the professional category. This border is rather unyielding and impermeable. Hardly any blue-collar employees can become white-collar employees in the course of their working years (Hori & Nohara, 2006).
All class of workers in Japan are expected to get the same pay system and are frequently enclosed by a communal agreement founded on a single-status section. (Hori & Nohara, 2006). University graduates in Japan, thus, received salaries or begin at the lowest level offered on the entire labor market. Moreover, the pay levels of employees are always less than those who experienced manual work until they reach 35 years of age. There is a slow rate of progress on the pay scale, and this method does not constantly promote risk-taking or

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