nijiVOICE 2023 Report
A Survey of LGBTQ+ Work and Life in Japan
December 2023(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Contents
I.

Executive SummaryII.

Acknowledgements

III.

BackgroundIV. Key Findings
V.

ThemesI.

Demographics

II.

Work/School

III.

FinanceIV.

SocialV.

HealthVI.

Partnership System

VI. Appendix(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Executive Summary
We would like to present the nijiVOICE 2023 report, a survey on LGBTQ+ work and life in Japan. We would like to thank all those who
responded to the survey and those who cooperated in its analysis and publicity. In 2023, there has been significant progress in theacquisition of LGBTQ+ rights.
With the enactment of the "Law for the Promotion of LGBT Understanding,“ LGBTQ+ initiatives at workplaces and schools became
mandatory. The local government partnership registration system has finally reached more than 70% of the population. Furthermore, theSupreme Court ruled that the infertility requirement of the “Gender Identity Disorder (GID) Special Law" was unconstitutional, and in the"Freedom of Marriage for All" trial for marriage equality, the Nagoya District Court and Fukuoka District Court ruled current law isunconstitutional, following Sapporo and Tokyo.
However, these social changes have not necessarily led to improvements in the situation of individual LGBTQ+ people. Issues such as theisolation of LGBTQ+ people, loneliness, disparities in mental and physical health, and economic disparities remain unresolved. Recovery fromthe COVID-19 pandemic is still ongoing. The crises caused by global conflicts and the resulting resource price hikes, climate change, andnatural disasters are likely to have a greater negative impact on LGBTQ+ as a social minority.
In this issue of nijiVOICE 2023, we focused our analysis on how to restore the mental, physical, and social health of LGBTQ+ people. We hopethat this data will be used to further promote LGBTQ-related policies in Japanese society.
We hope that this survey, which collects the real voices of LGBTQ+ people, will serve as a catalyst for further research by the national
government and academic research groups. We appreciate your continued support for the activities of Nijiiro Diversity and LGBTQ+ equality.
Maki Muraki, President, Nijiiro Diversity NPO(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Acknowledgements
We would like to thank everyone who contributed to the making of nijiVOICE 2023
Survey Entity

Collaborators

Survey Respondents

Maki Muraki, President

Daiki Hiramori, Assistant Professor

Nijiiro Diversity NPO

Hosei University

LGBTQ+ and Allies
community throughout
Japan

Jun Mikami, Doctoral Student
Osaka University
Kei Yamawaki, Masters Student
Osaka University
Visualizations & Writing

Reference Entity

Taylor Hamilton, Visiting Scholar

Social Research Support
Organization Chikilabo

Henry Luce Foundation(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

About Nijiiro Diversity
Our mission and goals in supporting LGBTQ+ equality in Osaka and beyond

Did you know?
Nijiiro means“rainbow” inJapanese

Mission: Bridging the gaps for diversity and inclusion.
Nijiiro Diversity attempts to bridge the gaps facing the LGBTQ+ community within society. We hope to gift future
generations a better society for all, regardless of their sexual orientation and/or gender identity (SOGI).
EDUCATION We focus on changing companies, governments, and the law.
RESEARCH We continue to invest in research and development toward a more
equitable and rewarding society where no one is left behind.
ADVOCACY

Nijiiro Diversity defends human rights and the dignity of LGBTQ+
people, their families and allies.

https://nijiirodiversity.jp/aboutus/(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Background
Summary of the survey purpose, methods, and sample composition(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Purpose
In Japan, the number of LGBTQ – an acronym for lesbian, gay, bisexual, transgender, queer orquestioning – and other sexual minority groups who come out in the workplace and in society is still
small, making it difficult to understand what difficulties they face and what needs they have. There arevery few surveys conducted by the government.
The purpose of this survey is:
To accumulate data to promote the creation of a workplace and society where sexual minorities can work andlive comfortably, while also taking into account overall diversity policies.

To confirm the effectiveness of the LGBTQ policies of companies and governments that have been implemented
in recent years.

To reduce the burden on respondents from undergoing similar surveys repeatedly, and to return the results ofthis survey to society at large, data with personal information removed will be made publicly available forsecondary analysis for academic purposes.

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Methods• Used web-based survey forms, through SurveyMonkey paid version• Collection period: 5/21/2023 - 6/19/2023 (30 days)• Participants: 2,304 (valid responses: 2,242)
Year 2014

2015

2016

2018

2019

2020

2022

2023

Responses 1,815

2,154

2,298

2,348

2,587

2,231

2,296

2,242

• Total of 50 questions (all are optional, so the number of responses varies depending on the question)• Publicized through website, Twitter, Facebook, Instagram, LinkedIn, lectures, displaying posters at
Pride Center Osaka, requesting cooperation from existing Nijiiro Diversity clients via email newsletter,etc.

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

SOGI Classification Methods
Sex at Birth

Gender Identity

Sexual Orientation

SOGI Category

2nd Category

3rd Category

FemaleFemaleHomosexual

Cis Lesbian

LGBTQ+

Cis LGB+

Heterosexual

Cis Het Female

Cis HetCis HetPansexual/Omnisexual

Cis Bi Female

LGBTQ+

Cis LGB+Other

Cis Other Female

LGBTQ+

Cis LGB+Male

Any orientation

Trans Man

LGBTQ+

Transgender

Other

Any orientation

AFAB Nonbinary

LGBTQ+

Transgender

FemaleAny orientation

Trans Woman

LGBTQ+

Transgender

Male

Homosexual

Cis Gay

Cis HetCis HetHeterosexual

Cis Het Male

LGBTQ+

Cis LGB+

Pansexual/Omnisexual

Cis Bi Male

LGBTQ+

Cis LGB+Other

Cis Other Male

LGBTQ+

Cis LGB+Any orientation

AMAB Nonbinary

LGBTQ+

Transgender

Male

Other

* Transgender includes a variety of sexual orientations, including lesbian, gay, and bisexual.
* This survey is mainly about work and living, and we made the classification in our analysis based on the assumption that in the current society, gender at birth may have a greater impact on
income and other factors than sexual orientation.

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Response Composition
Most respondents werefemale (sex at birth) orcisgender gay men

15 - 30
years old

Most responses werefrom people 10-30
years old

Many respondents werefrom residents in the
Kanto and Kinki regions

nijiVOICE 2023 provides valuable survey data on the LGBTQ experience, but we cannot overgeneralize
the survey response trends.
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Key Findings
Insights across each of the survey themes(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Key Findings Similar to Previous Surveys
1
2

3

4
5

6

LGBTQ+ people experience poor mental health,and, notably, transgender people experienceworse mental health.
Being female at birth and transgender may belinked to lower educational attainment levels,
informal employment, and lower income.
LGBTQ+ policies in the workplace and elsewhere
make allies more visible and easier to consult with,leading to a more psychologically secure workplaceand increased motivation to continue working.

7
8

There is a strong desire for pro-LGBTQ+ policies, suchas the application of benefits to same-sex partners
and accommodations for transgender people.
Although outing is considered a form of power
harassment, many respondents have experienced
being outed. This year transgender men (18%)
reported the highest instances.

9

Transgender people have low rates of healthcheckups.

The greater the number of pro-LGBTQ+ measures,the higher the psychological safety of the workplace,and the higher the percentage of people coming out.

10

Many LGBTQ+ people do not know their householdincome. A high percentage of them live alone.

Cisgender heterosexuals survey respondents are
more likely to be allies, but report experiencing lessdiscrimination in the workplace and elsewhere than
LGBTQ+ people.

11

Harassment related to gender and SOGI in theworkplace and elsewhere reduces psychologicalsafety.

Many LGBTQ+ people have experiences related topoverty. 20% of transgender people and 19% of cisLGB+ people have experienced a bank balance ofless than ¥10,000 JPY (~$70 USD) in the past year.

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

New Key Findings from 2023 Survey
1

2

3

4
5

Over 45% of respondents desire their workplaceand elsewhere to support pro-LGBTQ+ legislation,
perhaps due to high frequency of news about laws
and judicial decisions concerning LGBTQ+ people.
Less than 5% of survey respondents are registeredin the municipal partnership system which has apopulation coverage of over 70%. Few people areregistered or utilizing the system in any way.
LGBTQ+ people are less likely to perceive
themselves as healthy. There are also differences
between LGBTQ+ and cis heterosexuals in factors
perceived to influence health: connection withothers, exercise habits, sleep habits, and diet.
When asked about barriers to exercise, manytransgender respondents cited financial
affordability, location, and facilities.
Many transgender respondents, even 16% withdepression, visit the doctor, etc. in some form, but
experienced a lot of stress when doing so. Many said
it was difficult to ask medical professionals questions.

6

7

8

9

LGBTQ+ respondents indicated that they felt
comfortable consulting with friends and internet
connections, from which activities to connect themto social resources were considered important.
As for social connections, cis heterosexuals are
more involved in family, school/work, communityand sports gatherings; bars and other places where
LGBTQ+ people feel safe to gather, such ascommunity centers where people with low income
can gather for free, play a significant role.
Higher income earners are more interested inforward-looking investments; willingness to invest
in LGBTQ-friendly companies was similar regardlessof SOGI.
LGBTQ+ respondents have a higher desire to move.
The most common reason given was "I want to live
as I am," which is thought to be due to not being
able to be oneself in one's current life.

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

ThemesA deep dive into the six emerging topics of Demographics, Work/School,
Finance, Social, Health, and Partnership System(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

1. Demographics Findings• 52% of respondents identify as cisgender LGB+, 34% astransgender, and 14% as cisgender heterosexual (seeFig 1.1)• Most survey respondents are cisgender gay men (21%)
or born female at birth (23%) (see Fig 1.2)
• Though cisgender heterosexual households reporthigher annual income than LGBTQ+ households,
differences in personal income are more impacted bygender expression than sexuality (see Fig 1.8)
• 47% of respondents live in the Kanto region (see Fig
1.4)• 40% of respondents are between the ages of 15 and 30
years old (see Fig 1.3)(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 1.1 Respondent Identity
86% of survey respondents identified as LGBTQ+.
N=

LGBTQ+Cis Heterosexual

Total

1,938

304

2,242

52% of survey respondents identified as cisgender
LGB, while 34% of respondents identified astransgender.
N=

Cis LGB+Transgender

Cis Heterosexual

Total

1,165

773

304

2,242

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 1.2 Response % by SOGI Characteristic
Many survey respondents
are cisgender gay men(21%) or nonbinary
people born female atbirth (23%).

N=

Cis L

Cis G

Cis Bi
FemaleCis BiMale

Cis OtherFemaleCis Other
Male

Trans
Man

AFAB
Nonbinary

Trans
Woman

AMAB
Nonbinary

Cis HetFemaleCis Het
Male

Total

230

468

213

54

174

23

88

503

75

105

213

90

2,236

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 1.3 Age by SOGI Characteristic
Among respondents overall,
40% of respondents are
between 15 years old and 30
years old.

N=

Cis L

Cis G

Cis Bi
FemaleCis BiMale

Cis OtherFemaleCis Other
Male

Trans
Man

AFAB
Nonbinary

Trans
Woman

AMAB
Nonbinary

Cis HetFemaleCis Het
Male

Total

230

468

213

54

174

23

88

503

75

105

213

90

2,236

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 1.4 Respondent Prefecture

N= 2,138

An overwhelming majority of respondents live in the Kanto Region (47%), while 19% live in the Kinki Region.
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 1.5 Prefecture by Identity
Over a quarter of respondents acrossall segments live in the Tokyo area.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

1,110

734

289

2,133

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 1.6 Nationality
Nationality
Japan
China
USA
BrazilTaiwanCanada

Count
2,097
30
11
6
6
2

Hong Kong
Mexico22

New ZealandRussia2
2

United Kingdom
Australia
BhutanFranceGermany
India
Iran
Italy
Peru

2
1
1
1
1
1
1
1
1

Philippines

1

Republic of Korea
Thailand
Vietnam1
1
1

Other Country
N=

9
2,183

The majority of respondents
have Japanese nationality,with less than 4% of
respondents holding a nonJapanese nationality.

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 1.7 Educational Attainment

Education levels across respondent identities are fairly similar.
Though a higher percentage of transgender respondents reportlower education attainment level than cisgender respondents, this
could be due to the age of the respondents (see Fig 1.3).

N=

Cis LGB+Transgender

Cis Heterosexual

Total

1,037

680

237

1,954

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 1.8 Personal Income
Individuals in the “Cis Bi Female”,“Cis Other Female”, “AFAB
nonbinary”, and “Transgenderwomen” categories reported lower
income levels than other SOGI
groups.

N=

シス
L

シス
G

シスB女性

191

398

177

シスB男性

シスその
他女性

シスそ
の他男
性

トラン
ス男性

生まれ
女性X

トラン
ス女性

生まれ
男性X

シス異性
愛女性

シス異性
愛男性

合計

43

148

21

73

425

62

74

165

62

1,839

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 1.9 Household Income
Cisgender heterosexual respondents reporthigher household income than LGBTQ+
respondents.
Note: nearly half of respondents were not able
to answer this question (i.e., they did notknow, they did not want to answer, or they do
not have family/dependent income)N=

Cis LGB+Transgender

Cis Heterosexual

Total

1,032

675

236

1,943

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

2. Work/School Findings• One fourth of transgender respondents have part-timejobs compared to cisgender LGB+ (15%) and cisgender
heterosexual (11%) respondents (see Fig 2.2)
• Regardless of SOGI, over 66% respondents want theirworkplace to include same-sex partners in work
benefits, over 50% desire clearer non-discrimination
policies, and over 45% want their employer to support
LGBTQ+ legislation (see Fig 2.12)• 81% of transgender men and 78% of transgenderwomen are out at work, compared to 55% of lesbian
women and 53% of gay men (see Fig 2.13)• More cisgender heterosexual respondents (68%)
believe there are LGBTQ+ allies in the workplace than
LGBTQ+ respondents (see Fig 2.17)(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.1 Employment Status

Cis LGB+N=

1,124

Transgender Cis Heterosexual

728

284

Total

2,136

Transgender respondents (55%) were less likely to have full-time employment
status compared to cisgender respondents (68%).

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.2 Employment Type

Cis LGB+N=

945

Transgender Cis Heterosexual

549

240

Total

1,734

Transgender respondents (52%) indicate lower levels of staff-type
employment than cisgender LGB+ (66%) and cisgender heterosexual
respondents (73%).
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.3 Employer Size

Cis LGB+
N=

893

Transgender Cis Heterosexual

508

228

Total

1,629

The majority of respondents are employed by large companies. However,transgender respondents (32%) report the highest rate of employment at
small businesses.
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.4 Industry
LGBTQ+ people work in a variety of industries.
The top ten industries selected by respondents ineach category are displayed.

Cis LGB+N=

927

Transgender Cis Heterosexual

542

232

Total

1,701

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.5 Occupation
A higher percentage of transgender
respondents were in service, bluecollar, and sales positions. A higher
percentage of cisgender
heterosexual respondents were inmanagement positions. (This may be
due to the fact that the respondents
were asked to respond to the survey
after Nijiiro Diversity onsite diversity
training.)

Cis LGB+
N=

920

Transgender Cis Heterosexual

537

230

Total

1,687

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.6 Weekly Working Hours
Many respondents work less than afull-time work week. Transgenderpeople tend to work shorter hours.
Longer hours are more common
among LGBTQ+ people.

Cis LGB+N=

894

Transgender Cis Heterosexual

524

204

Total

1,622
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.7 Current LGBTQ+ Policies at Workplace
Over 60% of LGBTQ+ respondents reporttheir workplace has no specific policies
regarding LGBTQ+ people. Few workplaces
have benefits or support for transgender
employees.

Cis LGB+N=

873

Transgender Cis Heterosexual

513

198

Total

1,584

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.8 Psychological Safety x Workplace
LGBTQ+ Policy Count, LGB+
Cisgender LGB+ people are more likely
to report greater psychological safety inthe workplace the greater the numberof LGBTQ measures implemented.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

893

529

202

1,624

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.9 Psychological Safety x Workplace
LGBTQ+ Policy Count, TransIn the transgender population, as in thecisgender LGB+ population, the greater
the number of LGBTQ policies in place,the more likely respondents are toreport a higher level of psychologicalsafety in the workplace. In workplaces
with no policies, 42% say psychologicalsafety is low.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

893

529

202

1,624

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.10 Psychological Safety x Workplace
LGBTQ+ Policy Count, Cis Het
Cisgender heterosexuals are more likely
to report a high level of psychologicalsafety in the workplace, even without
LGBTQ policies.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

893

529

202

1,624

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.11 Psychological Safety x Training on
Sexual Minorities
Many respondents reported a high level ofpsychological safety in workplaces where training
on LGBTQ+ issues was provided.
28% of cis-LGB+ respondents reported low
psychological safety, suggesting the need todevise training that is more welcoming and to
consider other measures in addition to training.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

873

513

198

1,584

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.12 Desired LGBTQ+ Policies at Workplace
Over 66% of respondents across all
segments desire their workplace toinclude same-sex partners in work
benefits. Respondents also desire clearer
non-discrimination policies and for theiremployer to support LGBTQ+ legislation.

Cis LGB+N=

1,027

Transgender Cis Heterosexual

679

238

Total

1,944

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.13 Coming Out at Work
The average rate of coming out at work to
at least one person for transgender
respondents is higher than that ofcisgender LGB+ respondents. 81% oftransgender men and 78% of transgenderwomen stated they are out at work.

N=

Cis L

Cis G

Cis Bi
FemaleCis BiMale

Cis OtherFemaleCis Other
Male

Trans
Man

AFAB
Nonbinary

Trans
Woman

AMAB
Nonbinary

Cis HetFemaleCis Het
Male

Total

174

383

150

40

99

10

58

334

54

62

14

5

1,383
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.14 Out at Work x Age
Older respondents have higher
rates of coming out at theirworkplace.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

855

508

19

1,382
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.15 Out at Work x Discrimination
Many LGBTQ+ people have come out in theworkplace when they perceive there are lowlevels of discrimination at work. In contrast,
the percentage of people out at work drops
when there are high levels of discrimination
observed in the workplace.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

787

467

14

1,268
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.16 Out at Work x Psychological Safety
LGBTQ+ respondents experiencing highpsychological safety are more likely to havecome out. In contrast, the percentage of
people out at work is much lower when low
psychological safety is experienced in theworkplace, a trend that is more pronounced
than discriminatory speech and behavior.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

840

503

19

1,362
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.17 Allies in the Workplace
Cisgender heterosexual respondents(68.29%) were more likely to indicate
there are LGBTQ+ allies in theworkplace than LGBTQ+
respondents. Many LGBTQ+
respondents report that they do notknow whether there are allies in theworkplace.

Cis LGB+N=

902

Transgender Cis Heterosexual

533

205

Total

1,640

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.18 Psychological Safety x Allies at Work
Respondents who reported highpsychological safety were more likely
to report having an ally in theworkplace.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

892

529

202

1,623

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.19 Social Support x Allies at WorkWhen there are believed to be no allies
in the workplace, 73% of cisgender
LGB+ and 69% of transgender
respondents report they do not feelthey can talk to people in theirworkplace.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

796

471

171

1,438

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.20 Loyalty to Current Workplace
Transgender respondents were lesslikely to be willing to continue
working at their current workplace.

Cis LGB+N=

909

Transgender Cis Heterosexual

533

208

Total

1,650

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 2.21 Work Loyalty x Psychological Safety
If respondents experience highpsychological safety, then they also are
more likely to remain at their current
workplace.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

893

528

202

1,623

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

3. Finance Findings• Respondent understanding of and motivations
investing for are similar across SOGI segments (see Fig
3.1)• Respondents who reported that their workplace had ahigher number of LGBTQ+ policies in place also
indicated more interest in investing (see Fig 3.3)
• Transgender respondents report more experiences withpoverty than cisgender respondents in almost every
case (see Fig 3.4)(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 3.1 Investment AwarenessRespondents' attitudes toward
investment did not differ
significantly by SOGI group.
Interest in investing in LGBTQfriendly companies ranged
from 21%-32%.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

1,165

773

304

2,242

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 3.2 Investment Awareness x Income
Individuals with higher income
demonstrate a higher interest ininvesting, particularly for the sake ofretirement or their family. After these
two goals, respondents indicatedinterest in ESG investment and LGBTQfriendly companies. Low-income
individuals (27%) indicated none ofthese investment goals applied to themcompared to medium-income (17%)
and high-income (12%) respondents.

N=

1,806

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 3.3 Investment x LGBTQ+ Policy Count
Respondents who reported that their workplace
had a higher number of LGBTQ+ policies in placealso indicated more interest in investing compared
to respondents who reported a lower number of
LGBTQ+ policies in the workplace. For example,
74% of respondents who indicated their workplace
has 5-12 LGBTQ+ policies in place also believe
investing is necessary for retirement compared to
54% of respondents who work at a place with no
LGBTQ+ policies in place.

N=

1,806

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 3.4 Experiences with Poverty
Transgender respondents
reported experiencing morepoverty than cisgender
respondents in almost all cases.
20% of transgender
respondents and 19% of cisLGB+ respondents had
experienced a bank balance ofless than ¥10,000 JPY (~$70
USD) .

N=

Cis LGB+Transgender

Cis Heterosexual

Total

976

646

211

1,833
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

4. Social Findings• 62% of transgender respondents desire to move out of
their current home to a new location (see Fig 4.2)
• Over 90% of LGBTQ+ respondents have come out tosomeone in their social circle (see Fig 4.4)
• Over 30% of LGBTQ+ respondents report having a low
sense of safety and comfortability speaking theirthoughts and feelings (see Fig 4.7)
• Transgender women (13%) and transgender men (18%)
report the highest instances of being outed by others(see Fig 4.9)
• Cisgender heterosexual respondents report observing
lower numbers of discriminatory comments or acts
compared to LGBTQ+ respondents (see Fig 4.11)(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.1 Cohabitation Status
35% of LGBTQ+ live alone compared to
25% of cisgender heterosexual respondents.
39% of transgender respondents live with
their parents compared to 18% of cisgender
heterosexual respondents. The age of the
respondents may be a factor.
5% of cis LGB+ and 4% of transgender
respondents live with their children.

Cis LGB+N=

944

Transgender Cis Heterosexual

628

201

Total

1,773

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.2 Desire to Move
54% of cisgender respondents are satisfied
with their current living situation, while
LGBTQ+ respondents who have a higher
desire to move elsewhere.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

1,128

734

291

2,153
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.3 Reasons for Desiring to Move
Independence (wanting to live as oneself)
was the most common reason given by
LGBTQ+ respondents for wanting to move,
while physical reasons related to housing was
the most common reason given by cis
heterosexuals.

Cis LGB+N=

641

Transgender Cis Heterosexual

454

132

Total

1,227

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.4 Out in Society

N=

Cis LGB+Transgender

Cis Heterosexual

Total

1,000

661

214

1,875

Over 90% of LGBTQ+ respondents have come out to someone in their social circle. Although there are
8% of cisgender LGB+ and 7% of transgender respondents have not come out to anyone at all.
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.5 Out in Society x Age, LGB+In the case of cis LGB+ respondents, differences can be seenin who they are coming out to depending on their age. A
higher percentage of those coming out to their mothers andfathers are in their 30s and 40s.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

999

660

213

1,872
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.6 Out in Society x Age, Trans
Transgender respondents have come out in society athigher rates than cisgender LGB+ respondents, especially to
medical and welfare personnel. There is a higher
percentage of coming out to mothers and fathers by
respondents in their teens and 20s.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

999

660

213

1,872
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.7 Psychological Safety at Work/School
Over 30% of LGBTQ+ respondents
report feeling low psychological safety– the ability to feel safe andcomfortable speaking their thoughts
and feelings.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

893

529

202

1,624
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.8 Harassment at Work/School, LGB+

Cisgender LGB+ females report experiencing more harassment
than their cisgender male counterparts. 13% of cisgender gay
men indicate they were outed by others compared to 7% ofcisgender lesbian women.

N=

Cis
LesbianCis Gay

Cis Bi
FemaleCis Bi Male

Cis OtherFemaleCis Other
Male

Total

165

308

156

36

137

18

1,566

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.9 Harassment at Work/School, Trans
Respondents assigned female at birth
have indicated experiencing higher levelsof harassment. Transgender men (18%)
report the highest instances of being
outed by others.

AFAB
Trans Man Nonbinary

N=

56

400

AMAB
Trans Woman Nonbinary

Total

48

1,566

69

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.10 Harassment at Work/School, Cis Het
Among cisgender heterosexuals, both
men and women reported similar levels of
harrassment, but women were more likely
to experience harassment involving
physical contact.

N=

Cis Het Female

Cis Het Male

Total

133

40

1,566

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.11 Discrimination at Work/School
Cisgender LGB+ (46%) and transgender(50%) respondents report observing
higher instances of discrimination thancisgender heterosexual respondents.
Cisgender heterosexual respondents (58%)
report observing low number of
discriminatory comments or acts.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

990

654

216

1,860
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.12 Community Activities
LGBTQ+ people and cisgender heterosexual people
differ in their participation in social activities. Cisgender
heterosexual respondents are more involved in family,
school/work, community and sports gatherings.
When examined across income levels, high-income
individuals are more likely to go on family trips or
frequent LGBTQ+ bars than low-income individuals.
Respondents visit LGBTQ+ community centers at thesame rate regardless of income.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

884

573

197

1,654

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.13 Social Support, LGB+
Cisgender LGB+ respondents reportbeing able to talk to friends, partners,or online connections if they haveconcerns of worries.

Cis LGB+N=

935

Transgender Cis Heterosexual

626

Total

199 1,760(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 4.14 Social Support, Trans
Transgender respondents reportbeing able to talk to friends if they
have concerns of worries, followed byconnections.

Cis LGB+N=

935

Transgender Cis Heterosexual

626

Total

199 1,760(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

5. Health Findings• LGBTQ+ respondents report lower subjective healththan cisgender heterosexual, compared to 30% ofcisgender heterosexual respondents (see Fig 5.1)
• LGBTQ+ respondents were less likely to have a healthcheck up in the past year than cisgender heterosexual
respondents (see Fig 5.3)
• LGBTQ+ respondents report higher levels of
psychological distress on the K6 psychological distressscale compared to cisgender heterosexual respondents(see Fig 5.5)
• Affordability (23%) and accessibility (20%) to exercise
facilities are barriers to exercise and sports that are
disproportionately affecting transgender respondents(see Fig 5.23)(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.1 Subjective Health
LGBTQ+ respondents self-assess
their health is low compared tocisgender heterosexual respondents.
26% of cisgender LGB+ and 15% oftransgender respondents state they
feel healthy, compared to 30% ofcisgender heterosexual respondents.

Cis LGB+N=

956

Transgender Cis Heterosexual

630

Total

214 1,800(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.2 Health Conditions
The percentage of transgender people who do not havea medical checkups, medication, or follow-up care is low
at 37%. Conversely, more than 60% of transgenderpeople have some kind of health problem. Depression
and adjustment disorders are prominently prevalent
among transgender respondents.

Cis LGB+N=

871

Transgender Cis Heterosexual

592

Total

187 1,650(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.3 Health Checkups
Transgender respondents (48%) were muchless likely to have a health check up
compared to other respondents. LGBTQ+
respondents were less likely to have a healthcheck up in the past year than cisgender
heterosexual respondents. When examined
across income levels, 40% of low-income
respondents did not have a health checkup
this year compared to 13% of medium
income and 9% of high-income
respondents. Furthermore, 35% of
respondents who did not have a healthcheckup report high psychological distress(13 – 24 points on the K6 scale).
Cis LGB+N=

949

Transgender Cis Heterosexual

630

Total

205 1,784(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.4 Healthcare Stress
Over 20% of LGBTQ+ respondents say a sourcesof stress when receiving healthcare is “difficulty inasking questions”.

Cis LGB+N=

883

Transgender Cis Heterosexual

594

Total

180 1,657(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.5 Mental Health on Kessler
Psychological Distress Scale (K6)LGBTQ+ respondents report higher
levels of psychological distress on theK6 scale, where higher points means
higher levels of distress, compared tocisgender heterosexual respondents.

Cis LGB+
N=

1007

Transgender Cis Heterosexual

665

Total

226 1,898(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.6 Mental Health on K6 Scale, LGB+

“Cis other female” (28%) and “Cis bisexual male” (27%)
respondents express the highest levels of psychologicaldistress (K6 range of 13 – 24 points) among cisgender LGB+
respondents.

N=

Cis
LesbianCis Gay

Cis Bi
FemaleCis Bi Male

Cis OtherFemaleCis Other
Male

Total

196

403

184

49

154

21

1,898

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.7 Mental Health on K6 Scale, TransAll groups of transgender respondents
report higher levels of psychologicaldistress compared to cisgender
respondents. AMAB nonbinary (39%) and
AFAB nonbinary (37%) express the highest
levels of psychological distress (K6 range of
13 – 24 points) among transgender
respondents.

AFAB
Trans Man Nonbinary

N=

72

447

AMAB
Trans Woman Nonbinary

Total

61

1,898

85

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.8 Mental Health on K6 Scale, Cis Het
Cisgender heterosexual respondents
report much lower levels of psychologicaldistress on the K6 scale compared to
LGBTQ+ respondents.

N=

Cis Het Female

Cis Het Male

Total

168

58

1,898

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.9 Mental Health(K6) x DiscriminationN=

Cis LGB+Transgender

Cis Heterosexual

Total

988

651

216

1,855

Cis LGB+ people are less likely to have poor mental health
if they do not experience discrimination. The same is true
for transgender people, but a very high percentage (42%or more) may have mental health problems if theyexperience moderate or higher levels of discrimination,and immediate action is required.
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.10 Mental Health(K6) x LGBTQ+ Policies

N=

Cis LGB+Transgender

Cis Heterosexual

Total

1007

665

226

1,898

LGBTQ+ people are less likely to have poor mental
health if there are more LGBTQ policies in theworkplace, etc.

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.11 Mental Health(K6) x Out at Work
LGBTQ+ respondents are less likely tohave poor mental health if they arecoming out at work, etc. (Including those
who have not come out at work, thepercentages of respondents reporting 13
points or higher on the K6 scale arecisgender LGB+ 19% and transgender
36%)

N=

Cis LGB+Transgender

Cis Heterosexual

Total

800

473

15

1,288
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.12 Eating Habits
LGBTQ+ respondents self-assess theireating habits to be less healthy
compared to cisgender heterosexual
respondents. 21% of cisgender LGB+
and 17% of transgender respondents
state they feel their eating habits arehealthy, compared to 25% ofcisgender heterosexual respondents.

Cis LGB+N=

966

Transgender Cis Heterosexual

625

Total

209 1,800(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.13 Eating Habits x Age, LGB+
Younger generations of LGB+
respondents report that their diets are
not healthy, which fits the general
population trend.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

965

624

208

1,797
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.14 Eating Habits x Age, Trans
Many transgender respondents, eventhose in their 50s and older, reported
that their diets are not healthy.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

965

624

208

1,797
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.15 Eating Habits x Age, Cis Het
Younger cis heterosexuals report lesshealthy eating habits, which fits thegeneral population trend.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

965

624

208

1,797
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.16 Exercise Habits
Exercise habits across segments are
similar, though cisgender LGB+
individuals report slightly higher
exercise frequency.
This year, transgender respondents
are younger, which should generally
produce the highest exercise
frequency, but this is not the case.

Cis LGB+N=

949

Transgender Cis Heterosexual

626

Total

208 1,783(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.17 Exercise Habits x Age, LGB+
LGB+ respondents are characterized bya higher frequency of exercise in the 50s
and older.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

948

625

207

1,780

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.18 Exercise Habits x Age, TransThe number of transgender people who
exercise two days a week decreases withadvancing age. Younger generations
may have physical education classes atschool, etc.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

948

625

207

1,780

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.19 Exercise Habits x Age, Cis Het
Cisgender heterosexual respondents intheir 30s and 40s exercise the least
among the age groups.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

948

625

207

1,780

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.20 Exercise Habits x Income, LGB+
Among LGB+ respondents, those withhigher incomes are less likely to say thatthey do not exercise and exercise about
two days a week, while 34% of thosewith lower incomes do not exercise.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

904

589

200

1,693

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.21 Exercise Habits x Income, Trans
Among transgender persons, 32% of
those with low income do not exercise,
while 18% of those with low income
also exercise 3 to 4 days per week.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

904

589

200

1,693

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.22 Exercise Habits x Income, Cis Het
For cisgender heterosexuals, annual
income does not impact the proportionof respondents who do not engage inphysical activity.

N=

Cis LGB+Transgender

Cis Heterosexual

Total

904

589

200

1,693

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.23 Barriers to Exercise
When asked about barriers to being able to exercise orplay sports, transgender people cited affordability,
accessibility, and facilities.

Cis LGB+
N=

493

Transgender Cis Heterosexual

348

128

Total

969
(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 5.24 Sleep Quality
Few respondents have no problems with sleep quality.
Transgender respondents indicate higher levels of
dissatisfaction with their quality of sleep than cisgender
respondents.

Cis LGB+N=

948

Transgender Cis Heterosexual

629

Total

204 1,781(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

6. Partnership Findings• Roughly half of LGB+ (see Fig 6.1) and an average of
60% of transgender (see Fig 6.2) respondents are
single, compared to their cisgender heterosexualcounterparts (see Fig 6.3)
• The majority of partnered LGBTQ+ respondents haveno legal relationship with their partners. “Cisgendered
Other Males” lead in cases of marriage at 26%. “CisLesbian” respondents have the highest instance ofusing the partnership registration system at 14% (seeFig 6.1)• Very few LGBTQ+ people report using the partnershipregistration identification card. 25% of cisgender LGB+
and 36% of transgender respondents report not having
an occasion to use the card at all (see Fig 6.4)(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 6.1 Legal Relationship w/ Partner, LBG+

Out of the cisgender LGB+ respondents with partners, themajority state they have no legal connection to their partner.
For example, 42% of lesbian women and 40% of gay men
are in a relationship but are not legally tied to one another.

N=

Cis
LesbianCis Gay

Cis Bi
FemaleCis Bi Male

Cis OtherFemaleCis Other
Male

Total

185

374

177

45

144

19

1,778

Note: In Japan, it is legal to adopt another adult above the age of 18 as
your child for the purpose of social and legal familial recognition(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 6.2 Legal Relationship w/ Partner, TransAn average of about 60% of transgender respondents do
not have partners. Of those that do have partners, about
19% on average have no legal connection to their partner.

Trans Man AFAB Nonbinary

N=

70

427

Trans Woman

AMAB Nonbinary

Total

58

78

1,778

Note: In Japan, it is legal to adopt another adult above the age of 18 as
your child for the purpose of social and legal familial recognition(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 6.3 Legal Relationship w/ Partner, Cis Het

Cisgender heterosexual respondents report higher rates ofmarriage and higher rates of being in a partnership withanother person.

N=

Cis Het Female

Cis Het Male

Total

149

52

1,778

Note: In Japan, it is legal to adopt another adult above the age of 18 as
your child for the purpose of social and legal familial recognition(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Fig 6.4 Using Partnership Registration
Of 108 registered partnerships,
60% of respondents carry theirpartnership registration card on aregular basis, yet 28% of LGBTQ+
respondents report not having anoccasion to use the card.

N=

108

(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Appendix
Additional thoughts on survey methods and nijiVOICE
survey details(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Methods for Researching Sexual Minorities
National random sampling survey e.g., National Questionnaire on Family, Sex, and Diversity§

Probability sample: A system in which all individuals in Japan are selected with equal probability, leaving it to chance to determine
who will be selected for the survey, similar to a "lottery" or "dice roll".

§§

Designed to be an accurate microcosm of the reality of people living in Japan
Difficult to know about the actual situation of minorities

Open-type web surveys e.g., nijiVOICE 2023, Aro/Ace Survey 2022, B/P Fact-Finding Survey§

Non-probability sample: Survey administrator publicizes and gathers collaborators§

Responses collected do not provide an accurate microcosm of society because respondents who have a strong interest in thesurvey topic respond spontaneously, it is possible to capture the actual status of a demographic that is difficult to ascertain withrandom sampling.

Closed web survey e.g., Dentsu Diversity Lab's "LGBTQ+ Survey"§

Non-probability sample: Web research firms survey people who are registered as "monitors" with the firm, and because rewards
are given, disinterested respondents and non-minorities also respond to the survey§

Demographic characteristics of survey company monitors are not an accurate microcosm of Japanese society as a whole; large
surveys can reach minorities(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Proviso at Beginning of Survey(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

Survey Questions (52 in Total)
Demographics

Work/School

Finance

SocialHealthPartnership/Other

Age

Employment Status

Investment awareness

Cohabitation

Mental health (K6)

Legal relationship with partner

Sex at birthType of Employment

Experiences related topoverty

Living situation*

Subjective health*Use of partnership system

Gender identity

Number of Employees

Desire to move or emigrate*

Health conditions*

Comments

Gender expression

Industry

Reason for moving or
emigrating*

Eating habits*

Email address

Sexual orientation

Occupation

Out in society

Thoughts on diet*

Unwilling or undecided identity

Scope of coming out atwork

Psychological safety

Exercise habits*

Gender Attracted To

Current LGBT policy

Experienced school / workplace
Barriers to exercise*harassment

Romantic orientation

Desired LGBT policy

Discriminatory language or
behavior

Thoughts on exercise
and sports*

State/Province

Workplace loyalty

Community activities*

Sleep habits*

Current Nationality*

Ally status

Social support

Health checkups*

Country of Origin*

Working hours

Stress in health care*

Educational background
Personal income
Family income* represents new questions for 2023** branching questions appeared based on responses(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023

End(c) 認定NPO法⼈ 虹⾊ダイバーシティ 2023