The Fifth Basic Plan for
Gender Equality(Overview)
March, 2021
Government of Japan

National Machinery for Gender Equality
The Basic Act for Gender-Equal Society

The Fifth Basic Plan for Gender Equality

Promulgated and Enacted on 23 June, 1999

Decided by the Cabinet on Dec 25, 2020

Council for Gender Equality
Basis: the Basic Act
Established in the Cabinet Office Jan. 2001
(One of the five important councils)
Members: Chief Cabinet Secretary (Chair)
Relevant Ministers
Experts & Scholars
Mission: - Deliberate on basic policies andimportant matters- Monitor the implementation andStudy the impacts of all relevant measuresfrom gender perspectives

Headquarters for the Promotion of
Gender Equality
Basis: Cabinet decision (July 1994)
Established in the Cabinet OfficeMembers: Prime Minister (President)
Chief Cabinet Secretary (Co-Vice President)
Minister of State for Gender Equality(Co-Vice President)
All other Ministers
Mission: Implementation of measures

Civil Society
・ Liaison Conference for the Promotion of Gender Equality (CSOs’ network conference)
Members: Experts &Scholars, Representatives from 98 CSOs
Mission: wide-ranging collaboration and coordination, promote civil society initiatives

1

The Basic Act for Gender-equal Society
The Fifth Basic Plan for Gender Equality
The Basic Act for Gender-equal Society（Promulgated and Enacted on 23 June,1999）■Responsibilities

Basic Principles:●Respect for the human rights of women and men●Consideration of society systems or practices●Joint participation in planning and deciding
policies●Compatibility of family life and other activities●International cooperation

National
Government●Formulation of the Basic Plan for Gender Equality●Implementation of policies including
Positive Action/Temporary Special Measures.

Local
Governments●Implementation of policies in accordance withthe characteristic of the local areas

Citizens●Contribute to the formation of gender-equal society

The Fifth Basic Plan for Gender Equality(decided by the Cabinet on December 25, 2020)
Based on Article 13 of the Basic Act
2

Deided by the Cabinet on
December 25, 2020

The Fifth Basic Plan for Gender Equality (Presentation)

Toward Reiwa society where all women and girls can thrive and achieve their full potential

Social Situations, Environmental Changes, and Challenges(1) The impacts of COVID-19(2) Population declining society and increase in unmarried and single-person households(3) The age of the 100 Years of Life（51.1% of women are expected to live until 90 years old）
(4) Development of the legal and institutional framework(5) Digital society（Society 5.0）
(6) Social movements to eliminate violence against women(7) Frequently occurring large-scale disasters(8) Global trends to achieve gender equality

Proportion of the unmarried atage 50

Number of workers(10 thousand
persons)

Proportion of people who live up to
age 90(10 thousand
persons) （％）
Man(left axis)

Men

Women
(right axis)

Women
Men
2020

2019

Experience of spousal violence

Experience of forced sexual intercourse

あった（計）
Yes(total)Yes (total)
あった（計）
２人以上からFrom
more than
From one
１人からあったあった
one person
personあったYes（計）(total)

無回答
N/A

まったくない
Never

Women

Never
まったくないOnceor twice
１、２度あった

何度もあっMany
timesた

17.5(31.3)

66.9

13.8

Ａ
身
体 violence
的暴
A Physical

Total 数
(3,376)(3,376人)

1.0

88.2

6.9

(4.9)

84.8

7.4

(7.8)

1.7
6.1

Men (1,569)
性 (1,569人)

6.4

92.2

0.2

(1.5)

行

14.5

(19.8)

78
2.2

撃(16.8)

79.5

9

3.7

7.8

CＣEconomic
oppression
経
済
的
圧
迫

(10.0)

86.2

4.8

3.9

5.2

DＤSexual
coercion
性
的
強

要

(9.7)

86.3

5.9

1.3

0

1.8

5.3

心
理
的 attack
攻BＢPsychological

3.9

女Women性(1,807)(1,807人)

4

3.8

10

20

30

40

50

60

70

(Source) Cabinet Office, “FY2017 Survey on violence between women and men”

80

90

100 (%)

あった
Yes
（計）
(total)N/A
無回答(ｎ=1,366)

Experience
ofの被害経験の有being a victim 無of
配偶者から
spousal violence(ｎ)男(Source) The proportion of babies born in 2019 who live up to the ageof 90 was calculated based on the Ministry of Health, Labour andWelfare’s abridged life tables.

(Source) Calculated based on National Institute of Population and Social Security
Research, “Population Statistics 2020” and “Household Projection for Japan 2018.”(Source) Ministry of Internal Affairs and Communications, “Labour Force
Survey (Basic Tabulation)”

総

Women

0

25

50

75

100 (%)(Source) Cabinet Office, “FY2017 Survey on violence between women and men”*“Spouse” includes partners in a de facto marriage, married partners living apart, and ex-spouse (divorced, bereaved of,or ended de facto marriage).

3

Field 1 Expansion of Women's Participation in Policy Decision‐making Processes
Basic Standpoint
Proportion of women in the House ofRepresentatives

33.9

15

France

0.781

21

UK

0.767

Germany

31.2

53

US

0.724

106

China

0.676

108

Korea

0.672

UnitedStatesRepublic of
Korea

120

United Arab Emirates

0.655

Japan

121

Japan

0.652

122

Kuwait

0.650

23.4
19.0
9.9

• Statutory quota system forcandidates-(Source) Women in Parliaments (as of October 2020)
Proportion of women in the lower house or unicameral parliament.

〇Women account for 51.3% of Japan’s population and 51.7% of the eligible voters. Participationof both women and men in the decision-making process leads to a sustainable society and asociety comfortable for all people.

New targets :‐ Create a society within the 2030s in which everyone candemonstrate their abilities regardless of sex and gender and where
both women and men alike are in leadership positions; and‐ Implement measures to increase the proportion of women in
leadership positions to about 30% of the total as early as possible
during the 2020s as a milestone.

34.6

30

29.4

20

14.8

10
0

日本

UnitedKingdom

36.8

ドイツ

0.787

40.2

フランス

Germany

40.7

イギリス

Health(0.979)

1040

スウェーデン

Politics(0.049)Finland

50

アメリカ

0

Education(0.983)

39.5

（％）

Japan

0.5

FranceQuota system• Statutory quota system forcandidates• Voluntary quota system bypolitical parties• Voluntary quota system bypolitical parties• Voluntary quota system bypolitical parties

Germany

1

Score
0.877
0.842
0.832

FranceJapan

Economy(0.598)Country
Iceland
NorwayUnitedKingdom

Iceland

Rank
1
2
3

Proportion(%)

SwedenCountry

Proportion of womenadministrative/managerial workers

UnitedStatesRanked 121st out of 153 countries in Gender Gap Index 2020

(Source) Figures for Japan are from Ministry of Internal Affairs andCommunications, “Labour Force Survey.” Figures for other countries
are from ILO, “ILOSTAT” (as of November 2020). Figures for all
countries are for 2019.

[Challenges for progress]
Political field• Difficulty of balancing
candidacy/political activities andfamily life
• Lack of human resource
development opportunities• Harassment against candidates
and politicians
Economic field• Still in the process of building
the pipeline of future managers
and executives
Society as a whole• Stereotype of gender roles4

Field 1 Expansion of Women's Participation in Policy Decision‐making Processes

Key Initiatives and Targets in the Political Field- Request political parties to increase the proportion of women candidates in national elections, inaccordance with the spirit of the Act on Promotion of Gender Equality in the Political Field.
- Disclose progress made by each political party.
Item

Current state

Target (Deadline)

Proportion of women candidates for the House ofRepresentatives

17.8% (2017)35% (2025)

Proportion of women candidates for the House of Councillors

28.1% (2019)35% (2025)

（％）

（

40

Proportion of female election candidates for
the House of Representatives

35(Target)
35.0

30

（

Proportion of female election candidates for
the House of Councillors

16.7

20
13.0

15.0

16.6

25

17.8

35.0

24.1

22.9

24.2

24.7

2013

2016

28.1

20

10
2005

(Target)

35
30

25

15

（％）
40

(* The government keeps these targets in mind whenrequesting political parties for actions. These targets arethus goals for the government to strive for, which don’t
restrict the independent action of political party, nor
require achievement by a political party on its own.)

20092012 2014

2017

2025

Source: Ministry of Internal Affairs and Communications, “Survey of Results of House of Councillors
Regular Elections” *Source of the actual figures.

15
2007

2010

2019

2025

Source: Ministry of Internal Affairs and Communications, “Survey of Results of House of Councillors
Regular Elections” *Source of the actual figures.

- Request the national associations of local assembly chairpersons to amend the Standard Rules to facilitate
the periods before and after childbirth as well as the inclusion of childcare, nursing care into reasons forabsence.
- Consider providing platforms for the development of women who wish to participate in politics as well as thosefor their networking.
Item

Current state

Target (Deadline)

Proportion of women candidates
in nationwide local elections

16.0％(2019)

35％(2025)*The target represents the figure expected to be achieved as a whole through government initiatives, including
requests to political parties, etc., promotion of visualization, fact-finding surveys, sharing of good practices, andimprovement of the environment, as well as collaboration with political parties, the Diet, local government bodies,
the six local organizations, and other relevant actors. It neither adds constraints to autonomous action by eachorganization nor is a target each organization aims to achieve. The figure for the current state represents the total for
prefectural, ordinance-designated city, and municipal assembly elections in the 2019 nationwide local elections..)5

Field 1 Expansion of Women's Participation in Policy Decision‐making Processes
Key Initiatives and Targets in the Economic Field- Notify new obligations based on the amended Act on the Promotion of Female Participation and Career Advancement.
- Take into account gender perspectives in considering the improvement of corporate governance, including how information
should be disclosed in annual securities reports.
- Compile information of women executives found in annual securities reports and look into disclosure efforts and factorsthat hinder the appointment of women executives, so that companies active in women's empowerment can be recognizedand businesses can overcome challenges in appointing and developing female executives.
Item

Current state

Target (Deadline)

Proportion of women in private corporation managerial positions
Section Chief level
Director level
Department manager level
Proportion of women executives of listed companies*1

18.9% (2019)11.4% (2019)6.9% (2019)―30% (2025)
18% (2025)
12% (2025)
12% (2022)*2（％）
14

Proportion of women executives of listedcompanies
12.0

12[new Target ] Executives in companies
listed on the First Section of the Tokyo
Stock Exchange

10

（％）
70

*1 Executives include directors, auditors,
executive officers, executive managing
officers and officers equivalent to them.
*2 Target after the reorganization of trading
sections is to be set at the time of interim
follow-up for the Fifth Basic Plan.

Proportion of women in private corporation managerial
positions
30.0

60
50
Section Chief level

8

18.9

40

17.0
Directors, auditors and executive
officers in all listed companies(now used as an indicator for
reference)

6
4

6.2

30
20

2

0.3

0.8

1.3

2.8

10

0
2001

2005

2010

2015

2020

Source: Tokyo Keizai Inc., “Japan Company Handbook” *Source of the actual figures.

2025

18.0

13.7
Director level

10.4
8.3
3.6

9.8

11.4
12.0

7.0
5.1

1.8

2.8

2001

2005

4.2

6.2

6.9

0
2010

2015

2019

Department
manager level

Source: Ministry of Health, Labour and Welfare, “FY 2019 Basic Survey on Wage Structure” *Source of the actual figures.

2025

6

Field 1 Expansion of Women's Participation in Policy Decision‐making Processes
Key Initiatives and Targets in the Judicial Field[Prosecutors]- In addition to working on the advancement of female
prosecutors, take measures to ensure that law schools
Item
Current state
Target (Deadline)
produce women who work in the legal profession. Specific
Proportion of female public
25.4％
30％
measures include education by women in the legal
prosecutors(March 31, 2020)(End of FY2025)
profession who can be role models.
[Judges]- Request the courts and other relevant entities to increase the proportion of female judges, including female justices of
the Supreme Court.
- Request law schools to take measures to produce women who work in the legal profession. Specific measures include
education by women in the legal profession who can be role models.
[Attorneys]- Request law schools to take measures to produce women who work in the legal profession. Specific measures include
education by women adopting diverse work styles in the legal profession who can be role models.

Key Initiatives and Targets in the Public Administration Field[National and local public employees]- Make personnel management flexible, such as offering opportunities for training and diverse work experience, creating
systems for consultation, and offering important work experience necessary for career advancement before or after theperiod of childcare.
- Encourage male employees to take leave associated with childcare.
Item

Current state

Target (Deadline)

Section chief at HQ or equivalent

26.5% (July 2020)30% (End of FY2025)

Newly promoted unit chief level employees (HQ)

22.8% (July 2019)35% (End of FY2025)

Director at Regional institution, assistant director at HQ or equivalent

12.3% (July 2020)

17% (End of FY2025)

Director at HQ or equivalent

5.9% (July 2020)

10% (End of FY2025)

Designated service or equivalent

4.4% (July 2020)

8% (End of FY2025)

Percentage of male workers who take childcare leave(National civil service)

12.4% (FY2018)

30% (2025)

Percentage of male workers who take childcare leave(Local civil service)

8.0% (FY2019)30% (2025)

Proportion of women at each rank in national government positions

7

Field 2 Securing Equal opportunities and Treatment between Women and Men and Work‐Life Balance
Basic Standpoint
Employment rate for women by Age Group

Expansion of ESG investment

2020

N/A

0 yen

0–1 billion yen
1 trillion yen–

1–10 billion yen

2010

1990

100 billion–
1 trillion yen
10–100 billion yen(Source) Cabinet Office, “Questionnaire for Research Project on ESG Investors’ Usage of Information on
Women’s Advancement ” (2019)(age)(Source) Ministry of Internal Affairs and Communications, “Labour Force Survey (Basic Tabulation: Historical Data)”〇Those who are willing to work being able to demonstrate their ability to the fullest, regardless of gender, is a basis of
personal well-being. It is also extremely important in invigorating the Japanese society and economy, as well as in attracting
domestic and international talent and investors to Japanese companies.
〇It is important that everyone who is willing to work is able to continue working, gain opportunities to develop their ability andcareer, and demonstrate their ability to the fullest, without being forced to choose between work and life.
〇Ensuring equal opportunity and treatment in employment, such as eliminating discriminatory practices based on gender andsexual harassment at workplace, is an essential prerequisite for a society where everyone who is willing to work is
empowered. Sexual harassment in job hunting is an act that exploits students looking for a job. It is vital to take preventive
measures.
〇In addition to improving the treatment of workers in non-regular employment, it is necessary to step up measures to convert
them to regular employees.
〇The spread of COVID-19 has had a greater impact on women’s employment and income. It is important to take appropriate
measures as necessary. It is also important to further promote remote working across Japan.

8Field 2 Securing Equal opportunities and Treatment between Women and Men and Work‐Life Balance
Key Initiatives and Targets- To encourage men to take childcare leave, consider introducing a new framework to encourage them to take a leave immediately afterchildbirth and disseminate information on the leave system to individual workers, among other measures, with a view to submitting relevant bills
to the current ordinary session of the Diet.
- To prevent sexual harassment in job hunting, investigate the actual state of the issue. In addition, collaborate with relevant ministries forappropriate response, such as offering consultations at Comprehensive Labour Advisory Counters in Prefectural Labour Bureaus. Furthermore,share cases dealt with by universities at meetings of those who engage in student support and on other occasions.
- Ensure smooth enforcement of the Part-Time and Fixed-Term Workers Act and the Worker Dispatching Act to eliminate the unreasonable gap
between the treatment of regular and non-regular employees within the same company/organization.
- To facilitate conversion of non-regular employees to regular employees, formulate a plan for conversion to regular employees and treatment
improvement, and offer subsidies and other forms of assistance to businesses.
- For increased opportunities to brush up one’s knowledge and skills, promote recurrent education to equip adults, including those who wish to
re-enter the labor market, with the practical knowledge and skills necessary for employment, skill improvement, or career change.
35（
Item

Current state

Target (Deadline)

Percentage of male workers at
private corporation who takechild care leave

7.48% (FY2019)30% (2025)

Employment rate for women
aged between 25and 44 years

77.7% (2019)

Percentages of wives who
continued working before andafter giving birth to the 1st child

85（

25

82% (2025)

53.1% (2015)

070% (2025)

82.0

70.8
66.1
64.0

60
2009

2014

2019

Source: Ministry of Internal Affairs and Communications, “Labour Force Survey (Basic Tabulation)”*Source of the actual figures.

7.48

10

77.7

2005

30.0

20

5

Employment rate for women aged between 25and 44 years

70(Target)

15

80

65

30

(Target)75

Percentage of male workers at private corporation
who take child care leave

2025

0.33 0.56

1.72

2002 2004

2009

2.30
2019

2025

Source: Ministry of Health, Labour and Welfare, “Basic Survey on Gender Equality in
Employment Management” *Source of the actual figures.

75（
70
65
60

Percentages of wives who continued working before
and after giving birth to the 1st child

55
50
45
40
35

39.2

39.3

38.1

19951
～1989

1990
～1994

1995
～1999

(Target)

70.0

53.1
40.5

40.4

2000
～2004

2005
～2009

2010
～2014

Source: National Institute of Population and Social Security Research, “The 15th National
Fertility Survey (Married Couples)”*Source of the actual figures.

2025

9

Field 3 Promotion of Gender Equality in the Area of Regional
Basic Standpoint
Reason for not choosing to work in the local area (%)(Top 5 answers cited by women)

Net loss of population against regions’ population of
women in their 10s and 20s

（％）
1.4

I wanted to leave the local area and home
I could not find a job I wanted

1.2
1.1

Women

1.0
0.8
0.7
0.6

I wanted to live in Tokyo, Saitama, Chiba, or
Kanagawa
I wanted to work in Tokyo, Saitama, Chiba, or
Kanagawa

1.10

0.80

(Target)(Source) Headquarters for Overcoming Population Decline and Vitalizing Local Economy, Cabinet Secretariat, “Survey on the View
on Work Styles of Young People Who Migrated to the Tokyo Area” (2015)

0.80
0.73

Stereotyped perception of gender roles found among people in one’s hometown
Q. Do people in your hometown agree with the idea that “husbands should work outside and wives should take care of
their home”?

Men*Population:
Women in Japan

0.5
0.4

Men

1.33

1.3

0.9

Women

No jobs with good pay were available

Female total （n＝2166）

2010

2019

2025

(Source) Calculated by Cabinet Office based on Ministry of Internal Affairs andCommunications, “Report on Internal Migration in Japan” and “Survey on Population,
Demographics, and Number of Households Based on the Basic Resident Registration.”*Net loss of regions’ population was divided by regions’ population to calculate the proportion.
(Net loss of regions’ population/Regions’ population)
Regions: 36 prefectures excluding the three metropolitan (Tokyo, Nagoya, and Osaka) areas
Tokyo area: Saitama, Chiba, Tokyo, and Kanagawa
Nagoya area: Gifu, Aichi, and Mie
Osaka area: Kyoto, Osaka, Hyogo, and Nara

From Tokyo area
⇒Living in （n＝810）
Tokyo area
From Tokyo area
⇒Not living in （n＝42）
Tokyo area
Not from Tokyo area
⇒Living in （n＝258）
Tokyo area
Not from Tokyo area
⇒Not living in （n＝1056）
Tokyo area

Agree

Somewhat agree

Somewhat disagree

DisagreeDon’t know

*Hometown: Area where one spent the longest time before turning 15 years old.
(Source) Prepared based on National and Regional Policy Bureau, Ministry of Land, Infrastructure, Transport and Tourism, “Basic
Survey on the Concentration of Businesses in Tokyo (International Questionnaire for Citizens)” (2020)〇Rural areas are facing serious population outflow, as well as declining birthrate and aging. In addition, net migration of young women to metropolitan areas has been
increasing in recent years. A higher proportion of women cited “I wanted to leave the local area and home” as a reason for not choosing to work in the local area. A
factor behind this could be a deep-rooted stereotyped perception of gender roles in the area, which deprives women of opportunities and places they belong.
Sustainable development of local communities is not possible unless regions become attractive for women. Promoting gender equality and women's empowerment inregions will lead to the securing and retaining of talent and is essential for the sustainable development of the regional economy.
〇Meanwhile, some people are returning to rural areas, and more women in urban areas engage with such areas. In addition to the rising interest in moving from theTokyo area to rural areas due to COVID-19, remote working and online platforms are tapping into the potential of women in rural areas in terms of their work styles.
〇In light of the shrinking agricultural workforce, it is essential to support women's empowerment to ensure the sustainability of agriculture, forestry, and fisheries. In
addition, community activities (PTAs, residents’/neighborhood associations, etc.) need diverse actors to resolve increasingly diversifying issues. It is thus important tobe free from stereotyped gender roles.

10Field 3 Promotion of Gender Equality in the Area of Regional
Key Initiatives and Targets- Through subsidies for women‘s empowerment in regions and by other means, offer support to measures taken by local government bodies in collaboration withvarious actors and in accordance with regional circumstances. Specific initiatives may include development of highly skilled female IT professionals,
establishment of diverse and flexible work styles for the ”new normal”, and support for women facing different types of challenges/difficulties.
- Facilitate participation of women in the policy decision-making process in agriculture, forestry, and fisheries by increasing the proportion of female members of
the Agriculture Committee and female directors of agricultural co-operatives, as well as by working to depart from zero female appointment. In addition, create
an environment for women to be able to demonstrate their ability in agriculture, forestry, and fisheries, by encouraging certified farmers to jointly apply forbusiness improvement plans and utilizing subsidized projects.
- To increase female leaders who head locally rooted organizations, including residents’ associations, take measures to foster momentum and develop humanresources. In addition, present ideal approaches to the activities, which allow diverse male and female residents to participate, and expand good practices
horizontally.
Jobs-to-applicants ratio (December 2020)
Total

1.03

10

Information processing/Communications engineers

1.23

8

Clerical staff

0.27

6

(Source) Ministry of Health, Labour and Welfare, “General Job Placement Status”

Item

Target(Deadline)

Current state

Proportion of female heads of community associations(%)

12

4

1.33％
(2019)

0.80％(2025)

2

6.1％(FY2020)

10％(FY2025)0

Proportion of female
members in agriculturalcommittees

2014

12.1％
(FY2019)

2025

1000

Proportion of female members in Agricultural Committees/Number of organizations without any female members(Target)０(FY2025)
20% (at an early stage),then aim for 30%(FY2025)

30.0
25.0

526

20.0

400

12.1

200

273

0

（％）

30.0 35.0866

600
273/1,703(FY2019)2020

Source: Gender Equality Bureau, Cabinet Office, “Status of Formation of Gender-Equal Society by Local
Government Bodies and Promotion of Women’s Empowerment Measures” *Source of the actual figures.

800

Proportion of female members in Agricultural Committees
Number of organizations
without any female
members

4.7

3.8(Number oforganizations)

Proportion of female heads ofcommunity associations

10.0

6.1

2009
Net loss of population against
regions’ population of women in
their 10s and 20s(Target)

15.0
10.0

4.9
2009

5.0

7.3
2014

0.0
2019

2025

Source: Research by the Ministry of Agriculture, Forestry and Fisheries, “Participation of women as
members of the Agriculture Committee” *Source of the actual figures.

11Field 4 Gender Equality in Science and Technology and Academic Fields
Basic Standpoint
Proportion of Undergraduate Students in University

Proportion of Women Researchers and University Professor

0

10

20

30

40

UnitedUnited33.7

アメリカStatesGermany
ドイツ

27.9

France
フランス

27.0

Japan
日本

Humanities
人文科学

38.6

イギリス
Kingdom

Republic
韓国
of
Korea

50

20.1
16.6

Number of female Nobel
Prize laureates(in natural sciences)
UnitedStates9Europe10

Other*

4

Japan

0

34.7%
65.3%
Socialsciences
社会科学
64.4%
35.6%
Science
Women
⼥性
理学
72.1%
27.9%
Engineering
男性Men
工学 15.4%
84.6%
Agriculture
農学
54.9%
45.1%
Healthcare(medicine/dentistry/
保健(医歯薬学)
52.0%
48.0%
pharmacology)
Healthcare(nursing,etc.)
保健(看護学等)
9.4%
90.6%
Education
教育
40.8%
59.2%
Other
その他等
39.0%
61.0%

*Israel, Australia, China, Canada(Source) Ministry of Education, Culture, Sports, Science and Technology, “FY2019 School Basic Survey”(Source) Ministry of Internal Affairs and Communications, Survey on Research and Development (2020);
OECD, “Main Science and Technology Indicators”; National Science Foundation (NSF), “Science andEngineering Indicators”〇It is important that both women and men participate in and benefit from cutting-edge technology development, as
well as the provision of products and services that take advantage of such technology.
〇Gender differences, such as differences in physical build, structure, and function and changes associated withaging, need to be taken into account in research and technology development.
As it is necessary to embrace diverse perspectives and ideas, an environment where female researchers andengineers can demonstrate their abilities to the maximum extent, without being subject to discriminatory treatment,
needs to be created.
It is necessary to support universities, research institutes, academic organizations, and businesses in taking
positive action to facilitate the appointment of women to the management board, frontline leaders, and senior
positions.
〇Support to balance research and unpaid care work is essential for both women and men to allow researchers andengineers to continue with their activities.
〇It is also important to foster female human resources in science and technology who will lead the next generation.

12

Field 4 Gender Equality in Science and Technology and Academic Fields
Key Initiatives and Targets- Keep track of and share the proportion of female presidents, chancellors, and research institute directors at science and technology
organizations and academic institutions.
- Add the gender equality perspective and taking relevant measures, as well as recognizing initiatives to give consideration to unpaid care work to
conditions for receiving government-related competitive research funds.
- Give consideration to those who have been temporarily away from research due to caring for children and the elderly in the eligibility formeasures to increase the number of positions available for young researchers, as well as for research funds for young researchers.
- Take thorough measures to prevent various forms of harassment, such as providing necessary information to universities and research
institutes to ensure that they can drive forward initiatives to prevent academic harassment and other forms of harassment. In addition, ensure
thorough implementation of preventive measures by all stakeholders, including students.
- In cooperation with universities, research institutes, academic organizations, and businesses, encourage female students to choose a career inscience and engineering, by facilitating female pupils’/students’, parents’, and teachers’ understanding of the advantages of choosing such a
career and working on the elimination of unconscious bias.
Item

Current state

Target (Deadline)

Proportion of female academic staff in science andengineering at universities (lecturers and above)

Science: 8.0%, Engineering: 4.9%
(2016)

Science: 12.0%, Engineering: 9.0%(2025)

Proportion of female undergraduate studentsin
university science and engineering departments

Science: 27.9%, Engineering: 15.4%(2019)

Higher than the previous fiscal year
(Every fiscal year)%

Proportion of female academic staff in science and engineering atuniversities (lecturers and above)

14
12

12.00 (Target)

7.12

9.00 (Target)

7.98

30.0

4.27

Engineering

26.4

25.7

27.9

25.0

15.0

4.91

3.54

Science(Target)Higher thanevery fiscal year

(Target)Higher thanevery fiscal year

20.0

6.56

6
4

35.0

Science108Proportion of female undergraduate students inscience and engineering

Engineering

15.4
12.9

10.7

10.0

2

5.0

0
2010

2013

2016

2019

2022

Source: Ministry of Education, Culture, Sports, Science and Technology,“Statistical Survey on Teachers”*Source of the actual figures

2025

0.0

2009

2014

2019

Source: Ministry of Education, Culture, Sports, Science and Technology,“School Basic Survey” (As of May 1 each year)*Source of the actual figures

13

Field 5 Elimination of All Forms of Violence Against Women (VAW)
Basic Standpoint
Experience of spousal violence

Experience of forced sexual intercourse

Approx. one woman in ７ has experienced spousal violence multiple times.

Approx. one woman in 13 has experienced forcible sexualintercourse.

Yes (total)
Many times

Once or twice

Women

Never

N/A

Yes (total)

Yes(total)From one
personExperience of spousal
violence

From more than
one person

Never

N/A

Yes
(total)Number of counselling at
one-stop support
centers for victims ofsexual crimes and sexual
violence (Apr-Sep,2020)

A Physical violence
Total (3,376)
B Psychological attack
Women (1,807)

C Economic oppression

Men (1,569)

D Sexual coercion

Cases

The number of cases in Apr-Sep wasup 1.2 times at the same period in theprevious year in total.
+15.5%(Source) Cabinet Office, “FY2017 Survey on violence between women and men”*“Spouse” includes couples that do not have formally registered marriages, married partners living apart, and ex-spouse (divorced, bereaved of, orended couples that do not have formally registered marriages).

(Source) Cabinet Office, “FY2017 Survey on violence between women and men”

Number of consultations about spousal violence (April to December, 2020)
The number of consultations about spousal violence stood at 147,277 for April to December, 2020, an about 1.5-fold increase from the same period in the previous year.
It has already surpassed the total (119,276) for the previous fiscal year (FY2019).

(Cases)Spousal ViolenceCounseling andSupport Centers

Domestic Violence Hotline Plus(Started in April 2020)

FY2019

April
May
June
July
AugustSeptember
OctoberNovember
December(Year and month)(Source) Research by the Gender Equality Bureau, Cabinet Office *Number of consultations with the nationwide Spousal Violence Counseling and Support Centers is provisional, as of January 25, 2021

FY2020(Source) Research by the Gender Equality
Bureau, Cabinet Office〇VAW is a serious violation of human rights that includes acts constituting a criminal offense.
〇To eliminate VAW, it is essential to close gender gaps in society, as well as to raise awareness. Support needs betailored to each victim in accordance with the form of violence, attributes of the victim, and other factors.
〇To eliminate VAW, it is necessary to create a social environment intolerant of violence and to work to strengthen thefoundation for the elimination of violence. Seamless, comprehensive, and professional support needs to be offered to
victims from an early stage.
〇In response to the spread of COVID-19, it is important to develop consultation systems and create safe places for victims
who cannot stay at home.

14

Field 5 Elimination of All Forms of Violence Against Women (VAW)
Key Initiatives and Targets (Sexual Crimes and Assaults)- In FY2020, aim to discuss matters on penalties and criminal proceedings against sex crimes pointed out as issues by the Commission on
Criminal Laws Against Sex Crimes. From FY2021 onward, take necessary measures based on the results of the discussion.
- In addition to stabilizing the administration and improving the quality of the one-stop support center for victims of sexual crimes and sexual
violence, develop systems to lower the hurdle for consultation by increasing victim support centers in accordance with the state of affairs ineach prefecture.
- Enhance education that teaches to respect toward life, as well as education suitable for children’s developmental stages to prevent them frombecoming perpetrators, victims, or bystanders.
- In addition to ensuring that strict disciplinary measures are taken against teachers, childcare workers who engaged in sexual misconductagainst pupils or students, discuss stricter management of teaching licenses, including relationships with other systems and legal issues.
- To prevent sexual misconduct against children from taking place at educational/childcare facilities and other facilities for children, work tocreate the necessary environment, such as to consider asking prospective employees for a certification of no sexual conviction.
- Effectively roll out awareness-raising campaigns utilizing social media and other forms of media that can reach out to the young generation.

Item

Current state

Target (Deadline)

Number of one-stop support centers for victimsof sexual crime/sexual violence in local
governments

47(April 2020)

60(2025)

Number of prefectures where emergency
services are available 365 days a year at onestop support centers, etc. for sex crimes andsexual violence

20(April 2020)47(2025)

What is the one-stop support center for victimsof sexual crimes and sexual violence?
〇Purpose- Starting immediately after the incident, offer comprehensive support,
as one-stop service whenever possible- Alleviate physical and psychological burden on victims and aim to
restore their health- Encourage victims to notify the police, and prevent incidents fromgoing unreported.

〇Expected core functions

Campaign for Eliminating of Violence
Against Women(FY2020)
Focus topic, “Eliminate Sexual Assaults”

One-stop support centers forvictims of sexual crimes andsexual violence

Nationwide
Speed dial

- Coordination and consultation concerning support- Gynecotocological care (emergency care, ongoing medical care,evidence collection, etc.)〇Administrator (Prefectures, public interest incorporated
associations, private sector organizations, etc.)

15

Field 5 Elimination of All Forms of Violence Against Women (VAW)
Key Initiatives and Targets (Spousal Violence)- Discuss issues relevant to the prevention of spousal violence, such as expanding the scope of the form of spousal violence subject toreporting and victims of spousal violence who can file for protection orders, as well as how the perpetrators should be rehabilitated in thelocal community, and take necessary measures.
- Enhance victims support, such as to promote progressive measures taken by private sector shelters.
- Inform the public of the nationwide speed dial #8008, and promote consultations that utilize social media, etc.
- Proceed with trial community programs to deter perpetrators’ violence, and discuss necessary issues for full-fledged implementation, suchas the formulation of guidelines for the implementation of collaborative programs between local government bodies and private sector
organizations.
- Promote cooperation between institutions that handle spousal violence and child abuse.

Item

Current state

Number of Spousal ViolenceCounseling and Support Centers inmunicipalities

119(April 2020)

Target(Deadline)(Locations)

Number of Spousal Violence Counseling andSupport Centers

150(2025)
Municipalities

Number of Spousal ViolenceCounseling and Support Centers
participating in a regional councilof countermeasures for children
requiring aid
DV Consultation Navi
(nationwide speed dial)

190(April 2018)323(2025)

Prefectures

Domestic Violence Hotline Plus
Started on April 20, 2020
Consultation via
social media
Consultation via
email

24-hour helpline

Accompanying,protection, etc.

*As of April 1 each year (as of July 1 for 2013 and 2014, as of November 9 for 2015, as of July 2 for
2016, as of November 2 for 2017, as of December 3 for 2018, and as of July 1 for 2019 and 2020)*Numbers in the parenthesis show total numbers of the Spousal Violence Counseling and Support
Centers established by prefectures and municipalities

Source: Research by the Gender Equality Bureau, Cabinet Office16

Field 6 Offering Support to Tackle Poverty and Other Livelihood Difficulties from Gender Perspective
Basic Standpoint
Relative poverty rate for single-parent households(34th out of 35 OECD countries)

Employment of single-parent households

（％）

2016

Single-motherhouseholds

Single-father
households

Generalhouseholds

Employment rate

81.8％

85.4％

Women 66.0%
Men 82.5%

Of employees:

47.7％

89.7％

Women 45.9%
Men 82.1%

52.3％

10.3％

Women 54.1%
Men 17.9%

60

48.1

50
40

32.5

30

Regular20

Of employees:

10Non-regular

2 million yen

3.98 million yen

Average annual
work income

Regular employees:
3.05 million yen
Part-time,etc.: 1.33
million yen

Regular : 4.28 million
yenPart-time,etc.: 1.90
million yen

Women 2.80 million yen
Men 5.21 million yenChild support
agreement rate
Child support
receipt rate

24.3％

3.2％

━

0
Korea
Japan
CanadaUnited States
New Zealand
Lithuania
Chile
Luxembourg
Spain
Slovak Republic
Italy
Australia
MexicoIreland
LatviaCzech RepublicOECD average
Belgium
Israel (a)Slovenia
TurkeyPortugal
Germany
Netherlands
GreeceFranceSwedenAustria
Hungary
United Kingdom
Iceland
NorwayEstonia
PolandFinlandDenmark(Source) - Relative poverty rate for Japan is based on Ministry of Health, Labour and Welfare, “2019Comprehensive Survey of Living Conditions”- Ranking was made by applying Japan’s data for 2018 to the latest data for OECD Family
Database member countries

Average earnings(Source) - Ministry of Health, Labour and Welfare, “Nationwide Survey on Single Parent Household (FY2016)” for single-motherand single-father households- Ministry of Internal Affairs and Communications, “Labour Force Survey (2016) 15–64 years old” and National Tax
Agency, “Statistical Survey of Actual Status for Salary in the Private Sector (2016)” for general households〇Women are more likely to face poverty and other livelihood difficulties.
The relative poverty rate for single-parent households in Japan is 48.1% (2018), which is 34th out of 35 OECD
countries.
〇It is necessary to offer a range of support services as a safety net to tackle poverty and other livelihood difficulties, aswell as to strive for improvement to ensure that the services are readily accessible.
〇The spread of COVID-19 has had a more serious impact on people in socially vulnerable positions.
Gender issues caused by stereotyped perception of gender roles have become all the more apparent.
〇Minority groups may face intersectional difficulties. It is necessary to spread a correct understanding of people whohave different attributes and to create, as society as a whole, an environment where diversity is respected.

17

Field 6 Offering Support to Tackle Poverty and Other Livelihood Difficulties from Gender Perspective
Key Initiatives and Targets- Roll out comprehensive support to single-parent households and provide information on the support.
- Effectively make information available and raise awareness via videos and brochures to promote child support
arrangements. Proceed with research and discussion to ensure the payment of child support. In addition, consider law
amendment to review the child support system.
- Facilitate the labor force participation of elderly women and men, by steadily and smoothly implementing measures tosecure employment up to 65 years of age and a place in the labor force up to 70 years of age.
- Offer support to job seekers based on the Act on Employment Promotion of Persons with Disabilities, Basic Policy on
Employment Measures for Persons with Disabilities.
- With regard to the cases where women are faced with more complexed and difficult situations because of their gender,
strive to understand the actual state of the issue where possible, promote human rights education and awareness-raising
activities, and investigate and take relief measures when detecting a case where human rights violation is suspected.

Item

Current state

Proportion of divorcing couples who made childsupport arrangements

Target(Deadline)（％）

Proportion of divorcing
couples who made childsupport arrangements

64.3％(FY2019)70％(FY2022)―

Total (womenand men):
51.6%(2025)(Target)

72

70.0

70
68

Employment rate forindividuals aged between65
and 69 years

Actual employment rate forpeople with disabilities (privatecompanies)

66
64
62

2.11％
(June 2019)

2.3％(2022)

64.3
62.6

60
2015

2019

2022 (Year)(Source) Research by the Civil Affairs Bureau, Ministry of Justice *Source of the actual figures.

18

Field 7 Support for Lifelong Health
Basic Standpoint
36

34

Transition of average age of first marriage andmothers giving birthAgeAverage ageof mothers
giving birth tothe third child

32

Average age of
mothers giving
birth to thesecond child

31.4
30.3

30

31.8

28
26.4
25.7

24
24.7

32.6

29.1

27.8

25.2

28.2

25.5

33.5
32.5

31.0
29.5

29.8

27.0
28.4

25.9

27.5

3…
29.9

29.1

32.7

31.1

30.7
31.2

30.5

28.0
26.7

33.2

33.8

31.8

30.4
28.7

27.0

32.3

30.6

28.0

26

40.0%

Average ageof mothers
giving birth tothe first child

32.0

Proportion of married couples who have undergone
infertility checkup or treatment

28.8

28.5

26.3

28.0

27.0

28.8

29.4

29.6

1980

1985

1990

1995

Average age of first marriage
平均初婚年齢(wife) （妻）

31.1%
26.1%

20.0%

2005

18.2%

16.4%
12.7%

Average 10.0%
age offirst
5.0%
marriage

13.4%
不妊を⼼配したことがある
Haveworried about infertility
不妊の検査や治療を受けたことがある
Haveundergone infertility checkup or treatment

2002

2000

25.8%

0.0%

22
1975

Average 30.0%
age ofmothers
giving birth 25.0%

15.0%

29.8

35.0%

35.0%

2010

2015

Average age of first marriage
平均初婚年齢（夫）(husband)2019(Year)

2005

2010

2015

Source: National Institute of Population and Social Security Research, “Annual Population andSocial Security Surveys” (data for each year)(Note) Surveyed married couples, on condition that it was the first marriage for both the husband
and the wife and that the wife (respondent) is younger than 50 years of age

Source: Ministry of Health, Labour and Welfare, “Vital Statistics”〇In forming a gender-equal society, it is a major prerequisite that women and men fully understand physical differences between them, respect humanrights, and are considerate to each other.
〇The physical and psychological states of women are characterized by significant changes depending on age, and the perspective of reproductive
health/rights is especially important.
〇Social determinants of health and their impact differ between women and men. Receiving appropriate healthcare, in accordance with gender differences,is thus necessary.
〇In recent years, women’s disease pattern has changed due to various factors, including increase in the number of menstrual periods resulting fromdecrease in lifetime fertility, increase in the age of first childbirth resulting from increased tendency to marry later, and increase in average life expectancy.
〇As an increasing number of women and men wish to undergo infertility treatment, measures to alleviate the financial burden and to balance treatment andwork are needed.
〇In light of a 100-year life society, health support starting around menopause is important to further empower women and increase healthy life expectancy.
〇Attentive support by midwives, public health nurses, etc. is important to let expectant and nursing mothers, who are concerned about COVID-19, givebirth and take care of their children without worries.
〇The government will drive forward work style reform for doctors, and urge increased participation of women in the policy decision-making process.
〇It is necessary to create an environment where female athletes can flourish in good health and to support them to be able to stay active after retirement.

19Field 7 Support for Lifelong Health
Key Initiatives and Targets- Take measures to further increase the proportion of women who undergo cervical screening tests and breast cancer screenings.
- Consider allowing access to emergency contraception, without a prescription, for women who have the possibility of unintended pregnancy.
- Drive forward alleviation of the financial burden of infertility treatment and creation of a workplace environment that allows workers to balance
infertility treatment and work.
- Engage in comprehensive education and awareness raising concerning health for the young generation, including providing knowledge on pregnancy
and childbirth from an early stage and raising awareness toward the health of their own body, and create systems for consultation.
- Promote workplace training and awareness-raising activities concerning menopausal health, as well as establishment of systems for consultation.
- For further empowerment of female doctors, drive forward work style reform for doctors and measures to increase the proportion of women in
leadership positions.
- Support the formulation of specific plans to achieve the proportion of female directors (40%) set out in the Governance Code for Sports
Organizations.
- Drive forward measures to prevent harassment against athletes, which includes taking and disseminating photos and videos with sexual intent. In
addition, drive forward compliance education by each sports organization to eradicate various forms of harassment against athletes, etc.
Item

Current state

Target (Deadline)

Number of Specialized Infertility
Consultation Centers

81 prefectures and cities(FY2020)

All prefectures, ordinance-designated cities,
and core cities(FY2025)

Proportion of female practicing physicians
aged between 25 and 44 years

31.8％(2018)

33.6％(As early as possible in the 2020s)(Numbers)

140

Number of Specialized Infertility
Consultation Centers

130(Target)
127

120
110

34.0%

Proportion of female practicing physicians aged between
25 and 44 years
31.8%

32.0%

30.1%

80
70

61

63

65

66

67

76

81

30.9%

27.9%

28.0%

90

(Target)
33.6%

29.1%

30.0%

100

60

36.0%

26.3%

26.0%

24.5%

24.0%

51

22.0%

50

20.9%
22.8%

20.0%

40
2004 2010 2015 2016 2017 2018 2019 2020

Source: Materials provided by the Maternal and Child Health Division, Child and Family Policy Bureau,
Ministry of Health, Labour and Welfare (as of October 2020)
Ministry of Internal Affairs and Communications, Local Autonomy System, Classification of Local
Government Bodies (as of April 2020)

2025
(FY)

2002 2004 2006 2008 2010 2012 2014 2016 2018
Source: Ministry of Health, Labour and Welfare, “Statistics of Physicians,
Dentists and Pharmacists” (practicing in hospitals and clinics)

2025(Year)

20

Field 8 Disaster Prevention and Reconstruction, and Environmental Issues from Gender Perspectives
Basic Standpoint
Proportion of female disaster management council members
and status of constant stockpile〇Women account for 51.3% of the population. It isessential to fully take into account different types ofimpact of disasters on women and men in disasterprevention, disaster mitigation, and realization of adisaster-resilient society.
〇In the event of a disaster, gender issues (e.g.
concentration of unpaid care work on women;
gender-based violence (DV and sexual violence))
are amplified and reinforced, reflecting astereotyped perception of gender roles in normal
times. It is therefore important to include gender
perspectives in all policies related to disasterprevention and reconstruction in normal times.
〇Various natural disasters have occurred since theGreat East Japan Earthquake, and large-scaledisasters such as Nankai Trough earthquake andTokyo inland earthquake are anticipated. However,efforts for disaster prevention and reconstruction
from gender perspective has not been fully put inplace.
〇The national government will therefore work on the
integration of gender perspectives into disaster
responses. The national government will also share
the recognition with local governments that womenare major actors at each stage of preparation, initial
response, evacuation, and recovery/reconstruction,and provide support to promote their initiatives thatincorporate gender perspectives .

Comparing the constant stockpile prepared by disaster councils withzero and 10–19% female members, both based on regional disastermanagement plans, the latter are more likely to have various kinds ofdaily essentials including feminine and baby products.
Zero
0

20

40

（％）

10–19%

60

80

100
87.1

Staple food (rice, bread, etc.)
Seasonings

95.2

44.4
39.1

Food for side dishes

1.1
1.4

84.2

Drinking water

90.8
95.7

Blankets

57.3

Blue tarpaulins
Makeshift partitions (cardboard, etc.)
Beds/Stretchers
Partitions to ensure privacy

7.5

Portable toilets (Japanese style)
Portable toilets (Western style)

17.7
17.9

42.5

63.8

Makeshift toilets

33.3
32.3
28.3

Sanitary goods
Baby formula
Baby bottles

12.5

Allergen-free food for children
Baby diapers

16.8

Baby wipes (wet wipes)
Complementary foodSpoonsBaby bathtubs

27.6

6.16.8
6.8
10.9
0.7
0.3

Food for lifestyle diseases

5.0
12.2
0.7
1.4

Allergen-free foodOther
No stockpile
N/A

1.1
0
1.1
0

36.6

57.1

37.3

22.6

17.6
16.9

87.8

56.1
50.0
47.3

24.5

Adult diapers of appropriate sizes
Nursing care food

97.6

74.1

33.7
35.7
30.8
50.0
41.2
50.0
26.2
37.8

Household medicine

55.1

48.3

- Sanitary goods (zero female member: 33.3%, 10–19% female members: 56.1%)- Baby diapers (zero female member: 36.6%, 10–19% female members: 57.1%)- Western style portable toilets (zero female member: 17.9%, 10–19% female members: 42.5%)
Cabinet Office, “First meeting of the Commission on Disaster Management and Reconstruction from thegender perspectives,” Reference 3
Reorganized “FY2017 Survey on Disaster Management and Disaster Risk Reduction Measures from the
Perspective of Women and Local Residents” by Mari Osawa

21

Field 8 Disaster Prevention and Reconstruction and Environmental Issues from Gender Perspectives
Key Initiatives and Targets- Request the local governments to increase the proportion of female members in prefectural disaster management councils. In addition,
ensure at an early stage that all municipal disaster management councils have at least one female member, and drive forward
initiatives to increase the proportion of female members.
- Assign female employees and employees in charge of gender equality to disaster response headquarters and to ensure that malemembers of the headquarters understand disaster response from gender perspectives. Strengthen support in the event of a disaster,
including dispatching national government employees and asking for cooperation from gender equality centers that have experience ofbeing affected by a disaster or offering support.
- Share good practices to make gender equality centers hubs for promoting local disaster management from gender perspectives.
In addition, encourage gender equality centers to support each other to be able to play an effective role in the event of a disaster.
- Make sure that heads of local governments and staff of disaster /crisis management and gender equality departments are familiar with
“Guidelines for Disaster Prevention and Reconstruction from gender perspectives” and enhance training programs for them. The
national government plans to monitor and evaluate the efforts of local governments based on the Guidelines.
- Disaster /crisis management and gender equality departments collaborate and work together more closely in normal times and drive
forward disaster prevention and reconstruction initiatives from gender perspectives.
Item

Current state

Target (Deadline)

Proportion of female membersof prefectural disaster councils

16.1％(2020)

30％(2025)（％）
35

Proportion of women among local disaster management(Target)council members
30.0

30

Proportion of female members of municipal disaster councils

30.0

Number oforganizations with nofemale members

348(2020)

0(2025)

Proportion of female
members

8.8％(2020)

Aiming 15% (initially),
up to 30% (2025)

25
20
15

12.1

10

Prefectural disastermanagement council

5

2.2

Key points of the Guidelines□ Assign both women and men to be in charge of managing evacuation shelters□ Use partitions that fully ensure privacy□ Create separate changing rooms for women and men, as well as nursing rooms□ Ensure that feminine products (sanitary goods, underwear, etc.) are distributed
by women□ Install toilets for women and men at different places□ Put up posters calling for prevention of DV and sexual violence, at readily visible
places in evacuation shelters□ Make sure to assign staff member of a gender equality department to a
subordinate body of local governments’ disaster response headquarters

16.1

7.1

8.8
Municipal disastermanagement council

3.2

0
2005

2009

2014

2020

2025

Source: Gender Equality Bureau, Cabinet Office, “Status of Formation of Gender-Equal Society
by Local Government Bodies and Promotion of Women’s Empowerment Measures”*Source of the actual figures.

22

Field 9 Consolidation of the Social Systems
Basic Standpoint
Transition of the number of marriages,
divorces, and remarriages

Changes in number of dual-income households, etc.
(10,000 households)
（万世帯）
1,300
1,200

*Remarriage: Both husband and wife or either of them remarried

1,245
10,000 cases

万件

1,219

1,114

1,100

100

30

80
60

1,000
60

900

700

582

15

26
（2014）

28（2016）

2018
2019

24
（2012）

2016

22（2010）

2014

20（2008）

2012

18（2006）

2010

16（2004）

16

20

5
2008

14
（2002）

2006

12（2000）

2004

10（1998）

2002

８（1996）

2000

６（1994）

1998

４（1992）

1996

平成２（1990）

1994

63（1988）

1992

61（1986）

1990

59（1984）

1986

1984

1982

1980

57
（1982）

21

20

employee and a non working wife
昭和55（1980）

40

Number ofremarriages(right axis)

25

10Households consisting of a husband who work as

600
500

606

921

614

1988

800

Number of divorces(right axis)

万件
10,000cases

35

Number of marriages(left axis)

Dual-income households

949

40

103

30 令和元（2018）（2019）(Year)(Source) Calculated based on Management and Coordination Agency, “Special Survey of the Labour
Force Survey” (February each year, but March each year from 1980 to 1982) from 1980 to 2001 andMinistry of Internal Affairs and Communications, “Labour Force Survey (Detailed Tabulation)” from2002 onward.

(Source) Calculated based on Ministry of Health, Labour and Welfare, “2019 Vital Statistics (Final data)”〇Social systems and practices may reflect a stereotyped perception of gender roles and gender-based bias and, as aresult, may not function in a gender-neutral manner.
〇Essential to establish gender-neutral systems and practices, in terms of the impact on the selection of social activities,
to secure opportunities for women and men to participate in activities in all fields of society at their own will. To this end,
it is necessary to constantly review overall social systems, including tax and social security systems, based on socialand economic situations.
〇The government will carry out research on the impact of its policies on the formation of a gender-equal society.
〇Taking into account the issues that have become apparent under the COVID-19 pandemic, review of relevant systems
will be strongly promoted to ensure the delivery of effects of various policies, including various kinds of benefits, toindividuals who need them. In particular, a review will be considered, utilizing My Numbers, to shift the unit forcalculation of benefits and burdens in relevant systems from households to individuals.

23

Field 9 Consolidation of the Social Systems
Key Initiatives and Targets[Consideration of systems that do not hinder the willingness to work]- Proceed with further review of deductions to realize a tax system neutral toward
individual choices.
- With regard to the social security system, further expand the scope of people
covered by employee insurance. Consider scaling down the scope of Category
3 insured persons.

Survey results on system of allowing married
couples to use separate surname
Married couples
should always havethe same surname,and there is no needto amend the law

Law could
be amended

Married couples should always
have the same surname, butlaws could be amended to allow
the use of the surname before
marriage as the name one iscommonly known by.

I don’t know

[Total (reference)]
Male 18–29[Establishment of legislation concerning family]*System of allowing married couples to use separate surname- Continue expanding the use of former surname and making relevant information
available to eliminate inconvenience and disadvantage felt by people who havechanged their surnames due to marriage.
- Proceed with the discussion on specific systems concerning the surname of
married couples, with a close eye on the opinions of various layers of citizens
and discussions in the Diet, and based on the judicial ruling.

[Establishment of a basis for childcare and nursing care
support that enables diverse decisions for women and men]
- Further enhance childcare support in accordance with local needs, by creating
more childcare facilities based on the New Plan for Raising Children in a
Peaceful Environment and increasing the number of children accepted by after
school children’s clubs based on the New Comprehensive Plan for Children’s
After School Activities.
- Promote the establishment of childcare facilities and facilities for the elderly anddisabled persons in housing complexes.

Female 18–29
Male 30–39
Female 30–39
Male 40–49
Female 40–49
Male 50–59
Female 50–59
Male 60–69
Female 60–69
Male 70–
Female 70–(Source) Cabinet Office, “Public Opinion Poll on Family Law (2017)”

Item

Number of wait-listed children on childcare services

Number of children registered with after school children’s clubs

Current state

Target(Deadline)

12,439(April 2020)

To be set based on the New Plan for RaisingChildren in a Peaceful Environment

Approx. 1.3 million(May 2019)1.52 million(End of FY2023)

24

Field 10 Raising Awareness and Facilitating Understanding Through Education and Media for Both women and men
Basic Standpoint
Women’s participation in decision-making process inschool education and media

Sense of gender equality in society as a whole

1.6%

Men aregiven
significantly
preferential
treatment

Men are given
somewhatpreferential
treatment

Men are given preferential treatment(subtotal) 74.1%

2.8%

0.3%

Proportion of female
teachers

Proportion of female
principals

Japan

42.2％

7.0％

Average for 48
participating countries

69.2％

48.9％

(Source) The OECD Teaching and Learning International Survey (2018)

I don’t know
Equal
Women aregiven
somewhatpreferential
treatment[Proportion of female middle school principals]

Women aregiven
significantly
preferential
treatment

Women are given preferential treatment(subtotal) 3.1%

(Source) Cabinet Office, “2019 Public Opinion Poll on a Gender-Equal Society”[Proportion of female executives in media organizations]
Proportion of managers
The Japan Publishers & Editors
Association
The Japan Commercial
Broadcasters Association
Japan Broadcasting Corporation

0％
0％
8％

(Source) Cabinet Office, Research on Women’s Participation in the Policy
Decision-Making Process (2020)〇According to the 2019 Public Opinion Poll on a Gender-Equal Society, 21.2% of the respondents felt that in society as a whole, women and men are“equal,” while 74.1% of them answered, “Men are given preferential treatment.” The factors behind these answers are a stereotyped perception ofgender roles, gender-based bias and stereotypes, and unconscious bias rooted in our work styles and lifestyles, which have developed over time inpeople’s minds.
〇Such perception and stereotypes are likely to develop over time from childhood and exist in both women and men. It is extremely important toavoid, for all generations including children, instilling and forcing to adopt a stereotyped perception of gender roles, as well as to change themindset of both women and men. It is important to make gender equality a familiar issue easy to understand for a wide range of generations, fromyoung children to the elderly.
〇The government will collaborate with local government bodies and other relevant institutions and organizations, respect human rights, andovercome stereotyped perception of gender roles. In addition, the government will prevent the negative impact of unconscious bias by reaching out
to both women and men to raise awareness and facilitate understanding. Participation of women in the policy decision-making process will also be
promoted in the fields of school education and media, in light of its significant impact on the development of people’s mindset.

25

Field 10 Raising Awareness and Facilitating Understanding Through Education and Media for Both women and men

Key Initiatives and Targets[Education field]- To foster the values of respect for equality between women and men, which is stipulated as an objective of education in the Basic Act on Education,
adopt the gender perspectives at each stage of teacher training, recruitment, and development, as well as promote understanding of genderequality among teaching staff, including principals, and boards of education. In addition, further promote the philosophy of equality between womenand men in school education and social education.
- Drive forward the appointment of women to decision-making positions, such as superintendents and members of the boards of education,
principals, and vice principals,. In particular, further drive forward the appointment of female principals at schools. Develop female teachers throughpositive action and other initiatives.

Item

Current state

Target(Deadline)

Proportion of female principals and vice-principals in elementaryand secondary educational organizations
Vice principal

20.5％(2019)

25％(2025)（％ Proportion of female principals and vice-principals in elementary
26

15.4％
(2019)

20％(2025)

25.0

and secondary educational organizations

24
20.5

22
20
18
16

Principal(Target)1412(Target)20.0

Vice principal

15.6
13.1

16.4

15.4

14.1

Principal

102009[Media field]
Item

Proportion of respondents
who answered “equal”
when asked about thesense of gender equality insociety as a whole

Current state

21.2%(2019)

Target(Deadline)

50% for the present,
while the ultimate goalis nearly 100%(2025)

2014

2019

2025

- Instill an awareness toward gender equality through the Forced Appearance inPornographic Materials and JK Business Prevention Month (April), the Gender
Equality Week (June 23–29), the National Conference for the Formation of a
Gender-Equal Society (June), and the Campaign for Eliminating Violence against
Women (November 12–25).
- Work on the expansion of women’s participation in the policy decision-making
process in the media field. In response to the sexual harassment case involving
media and the government, take preventive measures and remedial action
against and prevent recurrence of such cases as a government-wide initiative.

26

Field 11 International Collaboration and Contribution on Gender Equality
Basic Standpoint〇The 2030 Agenda for Sustainable Development states, “Realizing gender equality and the empowerment of women and girls will make a crucial
contribution to progress across all the Goals and targets.” The government will fully recognize the significance of the issue, aims to enhance andstrengthen the functions of the systems to strongly promote the policies (national machinery), and ensure that gender equality and gender
perspectives are integrated into all government initiatives and reflected in policies (gender mainstreaming).
〇The government will proactively adhere to the Convention on the Elimination of All Forms of Discrimination Against Women and take measures inaccordance with the Beijing Declaration and Platform for Action.
〇Japan will ensure the implementation of summit-level and ministerial-level international agreements reached at G7, G20, APEC, OECD, and othermeetings and proactively contribute to international discussions and initiatives.
〇Japan will contribute to securing the peace, stability, and prosperity of the international community from the perspectives of women and girls’
empowerment and gender, by promoting gender mainstreaming in Official Development Assitance (ODA) and taking measures based on the UN
Security Council Resolution 1325.
〇Information will be provided to deepen citizens’ understanding of international discussions and relevant government initiatives. In addition, thegovernment will collaborate, cooperate, and engage in dialogues with not only government agencies but also all stakeholders, including the United
Nations and other international organizations, local government bodies, the private sector, and civil society.

United Nations General AssemblyHigh-Level Meeting on the 25th Anniversary of
the 4th World Conference on Women2020 APEC Women andthe Economy Forum

Minister Hashimoto making a statement
The meeting (Minister Hashimoto
participating in the meeting)27

Field 11 International Collaboration and Contribution on Gender Equality
Key Initiatives and Targets- Promote and implement measures to achieve the SDGs. Keep accurate track of the achievement level of gender equality andgender mainstreaming in the SDGs based on global indicators.
- The Council for Gender Equality will ask for reports on the response to the concluding observations of the CEDAW and request the
government to take necessary measures. Proactively provide information on Japan’s initiatives at international conferences,including meetings of the Committee on the Status of Women. Seek collaboration with UN Women and other organizations.
- Ensure that summit-level and ministerial-level international agreements and discussions on gender equality at G7, G20, APEC,
OECD, and other meetings are reflected in domestic policies, implemented, and used to improve the policies. Contribute to policy
decision making by providing and sharing information based on Japan’s experience and initiatives.
- Based on the UN Security Council Resolution 1325, implement the National Action Plan on Women, Peace and Security.
- Promote the appointment of women to key positions in embassies, consulates, and permanent missions.
Item

Current state

Target (Deadline)

Proportion of women at each position level in embassies,
consulates, and permanent missions
Minister, Counsellor,
7.4% (*)
10％
and above(July 2020)(2025)
Ambassador
Extraordinary and5.3% (**)
8％
Plenipotentiary,(July 2020)(2025)
Consul-General* 40 out of 543** 12 out of 226

Proportion of female ambassadors extraordinary andplenipotentiary and consul-generals

Proportion of ministers and counsellors
％
11

％
10

(Target)
8.0

8

3.3

4
2
0

1.6

9

5.3

5.5

5
3
2014

2019 2020

2025

7.4
6.8

6

2.0

2009

7.3

7

4
2003

10.0

10
8

6.0

6

(Target)

3.4
2003

2009

2014

20192020

Source: Gender Equality Bureau, Cabinet Office, “Research on Women’s Participation in the Policy Decision-Making Process” (2020); Ministry of Foreign Affairs *Source of the actual figures.

2025

28

IV Implementation of the plan

Basic Standpoint〇It is important that the perspectives of gender equality and women's 〇Local initiatives are extremely important. Support will be enhanced toempowerment are in place and reflected in policies in all fields. The
enable local government bodies to closely collaborate with gender
government will work to enhance and strengthen domestic systems toequality centers and other relevant local institutions and organizations, as
drive forward relevant initiatives. In particular, monitoring and impact
each actor fully takes advantage of its functions, and promote genderassessment functions, among others, will be fully taken advantage of forequality and women's empowerment in the area.
increased effectiveness.

Key Initiatives and Targets[The Council for Gender Equality]- The Council for Gender Equality is a domestic headquarters under theprime minister that strongly promotes gender equality. Let the Council
demonstrate its comprehensive planning functions, coordination functions,monitoring and impact assessment functions, etc. to the maximum extent
for all policies, and further strengthen the functions. In addition, conduct
research and deliberate on issues that require intensive discussion forincreased effectiveness of the Fifth Plan, as well as new issues, at theCouncil for Gender Equality.
[Gender statistics]- To improve gender statistics, look into and disclose the status of statistics
of various kinds. In conducting surveys, obtain data by sex wheneverpossible, and strive to obtain and analyze data by age and prefecture.
[Local initiatives]- Focus on towns and villages that have not formulated a municipal plan forgender equality; collaborate with prefectures; promote understanding on
gender equality by visualizing the progress and providing otherinformation, collecting and sharing good practices, and dispatchingexperts; and facilitate the formulation of a plan in all municipalities.
- To enable gender equality centers to fully take advantage of their functions
as a place that resolves local issues from the gender perspectives,
collaborate with the National Council of Women’s Centers, share knowhow and good practices, and facilitate interaction and collaboration beyond
the local area.
Make the role of gender equality centers clear to local government bodies
to take full advantage of the functions and strengths in each local area.
Urge them to strengthen and enhance initiatives through organic
collaboration with relevant organizations.

Proportion of municipalities with established plans for gender equality

（％）
96.6
100
94.7
94.4
95
Cities and
90
wards
85
80
75
70
65
Towns and60
villages
55
50.2
45.3
50
45
40 36.3
35
2010 2012 2014

96.4

(Target)100.0
98.3(Target)
85.0

69.4

56.6

2017

2020

2025

Item

Current state

Target(Deadline)

Proportion ofmunicipalities withestablishedplans for genderequality

Cities and Wards:: 98.3%
Towns andvillages:69.4%(2020)

Cities and wards:
100%
Towns andvillages:85%(2025)

29