November 23, 2014
Akahata Sunday edition
Japan’s Prime Minister Abe Shinzo has trumpeted the slogan, “A society where women can shine”. In reality, Japanese women, especially women workers, are suffering unequal and discriminatory treatment rather than “shining”.
The World Economic Forum’s latest report on global gender gaps attracted public attention. According to the report, Japan is ranked 104th among 142 countries in the overall gender equality index. Of the seven major economies, Japan is at the bottom. This is because Japan scored poorly in the areas of women’s participation in politics (129th) and in the labor force (102nd).
In Japan, the gender pay gap is the most visible example of gender inequalities. Japanese full-time female workers earn, on average, 30% less than male workers. If non-regular workers are included, the gap between men’s and women’s wages is 50%. Furthermore, it is reported that about 60% of Japanese women workers give up their careers after they become pregnant or after giving birth.
In addition to this, Japanese women workers undergo various unfair treatment.
Indirect discrimination
International organizations define all forms of treatment of workers which appear on the surface to be neutral but in practice cause disadvantages to either gender as indirect discrimination. International rules prohibit such treatment.
The equal employment opportunity law in Japan bans discrimination on the basis of gender in various areas related to employment, such as recruitment, job assignment, and promotion. The law, however, has no provision regarding indirect discrimination. As a result, women workers are discriminated against in terms of wages and promotion through unfair tactics such as dual-track employment systems under which female workers are assigned to clerical non-career track positions while male workers obtain career-track positions.
In order to overcome this situation, it is necessary to incorporate in the equal opportunity law effective measures banning any forms of indirect discrimination, establishing an authorized organization for resolving disputes over discrimination, and requiring corporations to prove that they do not engage in discrimination in labor practices.
Temporary work
Workers in Europe, irrespective of whether they work on fixed-term or non-regular contracts, receive the same treatment as their full-time coworkers who do the same job. In contrast, contingent workers in Japan face discrimination in pay and eligibility for other fringe benefits, including paid holidays. To eliminate such discriminatory practices in workplaces, the Part-Time Employment Act should employ and enforce a policy of equal treatment.
Childbearing and child-rearing
Working women in Japan often suffer unreasonable treatment at work before and after giving birth, known as “maternity harassment”. In addition to an effort to help erase this form of harassment, it is also necessary for both national and local governments to ensure all children’s access to authorized childcare day facilities and after-school day care centers.
Compared to other countries, workers in Japan work extraordinarily long hours, and men’s participation in housework and childcare is extremely low. Shorter working hours for both men and women are another essential element needed to address gender discrimination.
Equality law needed in Japan
Asakura Mutsuko, professor at Waseda University Institute of Comparative Law, suggests that Japan adopt comprehensive laws to eliminate all forms of discrimination and promote equality.
In Britain, she says, the Equality Act came into force several years ago. All public institutions must carry out action plans based on the law. Any violators must abide by any court order to correct inequality. Regarding wages, if illegal disparities in pay are found, employers will be required to offer their workers back pay for up to six years. Job contracts include equality clauses and guarantee equal pay.
Japan should create a similar system, she says, so that organizations concerned can issue directives to business operators engaging in discriminatory practices and have the power to penalize them if they disobey the directive.
She added that it is even more important to end excessively long working hours, ensuring decent work for the sake of all workers.
Past related article:
>JCP proposes gender equality policies [October 22, 2014]
Japan’s Prime Minister Abe Shinzo has trumpeted the slogan, “A society where women can shine”. In reality, Japanese women, especially women workers, are suffering unequal and discriminatory treatment rather than “shining”.
The World Economic Forum’s latest report on global gender gaps attracted public attention. According to the report, Japan is ranked 104th among 142 countries in the overall gender equality index. Of the seven major economies, Japan is at the bottom. This is because Japan scored poorly in the areas of women’s participation in politics (129th) and in the labor force (102nd).
In Japan, the gender pay gap is the most visible example of gender inequalities. Japanese full-time female workers earn, on average, 30% less than male workers. If non-regular workers are included, the gap between men’s and women’s wages is 50%. Furthermore, it is reported that about 60% of Japanese women workers give up their careers after they become pregnant or after giving birth.
In addition to this, Japanese women workers undergo various unfair treatment.
Indirect discrimination
International organizations define all forms of treatment of workers which appear on the surface to be neutral but in practice cause disadvantages to either gender as indirect discrimination. International rules prohibit such treatment.
The equal employment opportunity law in Japan bans discrimination on the basis of gender in various areas related to employment, such as recruitment, job assignment, and promotion. The law, however, has no provision regarding indirect discrimination. As a result, women workers are discriminated against in terms of wages and promotion through unfair tactics such as dual-track employment systems under which female workers are assigned to clerical non-career track positions while male workers obtain career-track positions.
In order to overcome this situation, it is necessary to incorporate in the equal opportunity law effective measures banning any forms of indirect discrimination, establishing an authorized organization for resolving disputes over discrimination, and requiring corporations to prove that they do not engage in discrimination in labor practices.
Temporary work
Workers in Europe, irrespective of whether they work on fixed-term or non-regular contracts, receive the same treatment as their full-time coworkers who do the same job. In contrast, contingent workers in Japan face discrimination in pay and eligibility for other fringe benefits, including paid holidays. To eliminate such discriminatory practices in workplaces, the Part-Time Employment Act should employ and enforce a policy of equal treatment.
Childbearing and child-rearing
Working women in Japan often suffer unreasonable treatment at work before and after giving birth, known as “maternity harassment”. In addition to an effort to help erase this form of harassment, it is also necessary for both national and local governments to ensure all children’s access to authorized childcare day facilities and after-school day care centers.
Compared to other countries, workers in Japan work extraordinarily long hours, and men’s participation in housework and childcare is extremely low. Shorter working hours for both men and women are another essential element needed to address gender discrimination.
Equality law needed in Japan
Asakura Mutsuko, professor at Waseda University Institute of Comparative Law, suggests that Japan adopt comprehensive laws to eliminate all forms of discrimination and promote equality.
In Britain, she says, the Equality Act came into force several years ago. All public institutions must carry out action plans based on the law. Any violators must abide by any court order to correct inequality. Regarding wages, if illegal disparities in pay are found, employers will be required to offer their workers back pay for up to six years. Job contracts include equality clauses and guarantee equal pay.
Japan should create a similar system, she says, so that organizations concerned can issue directives to business operators engaging in discriminatory practices and have the power to penalize them if they disobey the directive.
She added that it is even more important to end excessively long working hours, ensuring decent work for the sake of all workers.
Past related article:
>JCP proposes gender equality policies [October 22, 2014]
