Survey of LGBT Issues in the Workplace
Environment 2015	
	
Nijiiro Diversity (NPO)	
Collaborative Research：Center for Gender Studies, International Christian
University（CGS）	

©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Outline	• Survey	
  summary	  • Survey	
  results	  • Conclusion	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Survey	  Summary	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Study	  Author	
Nijiiro Diversity (NPO)	
◯Aims to create workplace environments that are easy for sexual 	
minorities to work in	◯Active since 2012, 2 members of staff, 6 causal staff and affiliates, plus supporting members		＜Main Activities＞	
◯LGBT related study groups and lectures (for businesses, administrations and general public)◯Educational events at businesses & collaborators e.g. CSR study group at Osaka Gas,
WorkWithPride@Panasonic 	
◯Consulting: Supporting businesses & administrations in creating LGBT policies	
◯Surveys & Research: LGBT and Workplace Environment Survey, hearings with business
representatives	

◯Media appearances: Newspapers, radio, television, magazines 	
◯Achievements：2014 LGBT and Workplace Environment Survey (in collaboration with CGS), checklist
for media workers 	
◯Events：Lectures at BB Labo、Toilet Research Lab 、Toyo Keizai、Japan Advertising Agencies
Association	

◯Commissioned activities：Yodogawa Ward LGBT support activities、activities to support awarenessprograms for workers	
◯Funding awarded：Google Impact Challenge Award	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  	CollaboraCve	
  Partner	
Center for Gender Studies at International Christian University	
（CGS@ICU）	
○A communication space opened for everybody who is interested in gender and sexuality 	○Inaugurated April 2004, 21 members, 1 regular staff, 1 special staff, 8 assistants, volunteer students	
○Actively builds networks with individuals and organizations outside the school	○Supports Gender and Sexuality major	
	＜Main Activities＞	
○Newsletter, issues annual journal	
○Symposiums, lectures and workshops. Held “R-Week” event in June 	○2013 - Held lecture reporting results from the first Nijiiro Diversity Internet Survey during R-Week	
○2008 – Japan Coordinator for the Bilingual English-Japanese News Exchange Project 	
○2012 – LGBT Student Guidebook: Transgender/GID edition, collection of resources (other universities, junior highschools, high schools, media)	
○2012 – Established and supports the management of the ICU Breastfeeding Room 	○2013 – Established the Special Gender and Sexuality Consultation Service （weekly, can be used by all university
affiliates）	
○Ties within the university, induction course for university halls, implementation of sexuality lectures for 1st year
students	
○Location：Tokyo, Mikata City（15 minutes from JR Chuo Line Musashi-Sakai Station by bus + walk）. Open weekdays
11am-5pm	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Research	
  Collaborators	
• MURAKI Maki（Nijiiro Diversity Representative）	
• KOBAYASHI Waka（Nijiiro Diversity Staff）	
• TANAKA Kazuko（CGS Research Fellow）	
• NIKI Izumi（CGS Research Associate）	
• HIRAMORI Daiki（Department of Sociology,
University of Washington）	
• KATO Yuji（CGS Office Manager）	
• Cooperation from：Nijiiro Diversity Staff	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Survey	  Background	
  and	  Aims	【Background】	
・Understanding what problems sexual minorities face and what needs they have isdifficult because a very small number of LGBT (Lesbian, Gay, Bisexual,
Transgender) individuals in Japan choose to come-out in their workplaces 	
・It is necessary to understand what those issues are in order to develop LGBT
policies	【Aims of the survey】	
・To accumulate data that will help to create accessible workplaces for sexual
minorities, such as LGBT individuals, as part of all-inclusive diversity measures	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Overview	
  of	
  the	  Survey	
•Web based survey (SurveyMonkey paid service)	

•Open from 2/14/2015 to - 3/31/2015 (45 days)	

•2,154 participants (In 2013 there was 1,815
participants)	
※This includes people who did not finish answering	the survey	

•Circulated via Twitter, Facebook, mixi, LGBT
organization mailing lists, flyers, requests to existing
Nijiiro Diversity clients	

•Collaborative research conducted with CGS at ICU	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  InformaCon	
  given	  before	
  answering	
  survey	【Please read before answering】	
・There are between 33 and 35 questions, it should take about 15 to 20 minutes tocomplete	
・You will not be asked to write any personally identifying information, such as the name ofyour workplace or your e-mail address	
・Two sections ask for you to write freely if you would like to, the rest are multiple-choice 	
・The survey is looking for participants who have experience working in Japan (including
part-time and irregular work). We’re sorry but we ask that you do not answer the survey
if you do not have experience working in Japan	
・You can answer the survey whether or not you identify as a sexual minority	
・If you are not currently working, please tell us about your most recent employment	
・If you have multiple work places, please tell us about the main one	・If you currently work outside of Japan, please tell us about your most recent workplace inJapan	
・If you would like to tell us about a previous workplace, or a second-job, please use thefree space provided in the final section	
・You can answer this survey using a computer, smart phone or tablet	・You cannot answer the survey more than once from the same device		©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Questions（35 in Total）	
Multiple-choice, closed questions【age】【gender identity】【gender at time of birth】【gender at workplace】【sexual orientation】【employment status】【prefecture of residence】【employment type】【company size】【work hours】【diversity awareness at workplace】【sexual harassment】【sickness】【presence of allies】【desired LGBT
policies and reality】【whether you have come out or not (including at work)】【industry】【type of work】【relationship status】【educational background】	
About the work environment	
・Are you productively employed? 【stress】	
・Can you stay with the company? 【willingness to continue working】【number of job changes】【diversity awareness】	
・Effective use of human resources? 【LGBT policies & hopes】【difficulties in finding work】【workplace
selection and LGBT policies】	
・Team building? 【personal connections】	
	
Other	
【LGBT consumer policies】【consumer preferences】【partners and co-habiting】【share of living costs】		©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Survey	  Results	  Report	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  ClassiﬁcaCon	
  of	
  Sexuality	
Sex	
  at	
  birth	

Gender	  IdenCty	

Cis/Transgender	

Female	Cis-­‐gender	Male	X-­‐gender・gender	  neutral	  Other	
Female	Transgender	

ClassiﬁcaCon	

Transgender	

All	

FTX	
  

Other	
Transgender	

All	
All	

Male	

Cis-­‐gender	

Female	Male	X-­‐gender・gender	  neutral	  Other	

Sexual	  Minority/	
  Non-­‐
sexual	  minority	
Female	Cis-­‐gendered	
  lesbian	
  Sexual	  minority	Cis-­‐gendered	
  heterosexual	
   Non-­‐sexual	  Male	
female	minority	Cis-­‐gendered	
  bisexual	  Both/	  no	
  preference	
female	Not	
  applicable	
Other	
Other	
Other	
Sexual	  minority	
All	
FTM	
  
Sexual	  OrientaCon	

Other	MTF	
  Sexual	  minority	Cis-­‐gendered	
  heterosexual	
   Non-­‐sexual	
  Female	male	minority	
Male	
Cis-­‐gendered	
  gay	  Both/	  no	
  preference	 Cis-­‐gendered	
  bisexual-­‐male	Not	
  applicable	
Other	
Sexual	  minority	
Other	
Other	

Transgender	

All	

MTX	
  

Other	All	Other	※‘Other’refers to sexual minorities other than LGBT	※ Transgender includes a variety of sexual orientations, such as gay and bisexual	※ This survey is about workplaces, and the analysis was conducted on the supposition that in contemporary society one’s sex atbirth has a greater influence on one’s work than one’s sexual orientation, and the classifications in this table reflect this	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  1. Age	
20代	
~19 	
   10代	
	
  20-­‐29
Cis-­‐lesbian	  シスL	
   6.5%	
  45.2%	  Cis-­‐gay	
  3.2%	  シスG	
  Cis-­‐bisexual	
  female	  シスB女性	

36.1%	  

29.9%	
  37.9%	
  

11.6%	  Other	
   8.1%	
  その他	
Cis-­‐heterosexual	
  female	  1.6%	
  シスS女性	
Cis-­‐heterosexual	
  
male	
  
	
  	
  
0.0%	
  
シスS男性		  Sexual	  minority	
  当事者	
 7.2%	
  Non-­‐sexual	
  minority	
  
非当事者	
1.1%	
  

16.8%	
  
39.1%	  

10.4%	
  9.5%	   2.6%	
  10.5%	
   1.3%	
  28.4%	
  

11.6%	
  
17.4%	
  

30.6%	
  

24.1%	  

26.5%	  

29.4%	
  

17.2%	
  

15.8%	
  

35.2%	
  

1.8%	
  

12.2%	
  

26.7%	
  43.0%	
  
23.3%	
  7.2%	  17.1%	
  

35.5%	
  
34.5%	
  

2.5%	
  

30.3%	
  24.6%	
  

42.3%	
  21.6%	
  

11.9%	  

32.8%	
  

49.6%	  MtF	
   5.3%	
  
MtF	
  

6.7%	
  

16.9%	
  

42.2%	
  

8.3%	
  

3.6%	
  

21.2%	
  
19.7%	
  39.0%	  

12.9%	
  

MtX	
  
MtX	
  

12.9%	
  

55.3%	  Cis-­‐bisexual	
  male	
   3.9%	
  シスB男性	
FtX	
  
FtX	
  

	
  50+	   	
  	

31.9%	  

32.8%	
  

10.6%	
  

FtM	
  
FtM	
  

30代	
40代	
 	
  450代以上	
	
  30-­‐39
0-­‐49

26.6%	  4.6%	  13.9%	
  

	
N=	
  
	

Cis-­‐
Cis-­‐
Cis-­‐
Cis-­‐gay	
 bisexual	
   bisexual	
  lesbian	
female	
  
male	
279	
  

466	
  

320	
  

77	
  

FtM	
  

FtX	
  

MtF	
  

MtX	
  

Cis-­‐
Non-­‐
Cis-­‐
Sexual	  sexual	  Other	
 heterosexual	
   heterosexual	
  minority	
male	
female	minority	

116	
  

228	
  

95	
  

69	
  

111	
  

245	
  

©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	
  

116	
  

1,761	
  361	  

8. Employment Status	
Part	
  Cme	  パートアルバイト派遣契約、嘱託	
Temporary	
  contracts	

0%	
  

10%	
  

20%	
  

Cis-­‐lesbian	
  
シスL	
  
Cis-­‐gay	
  
シスG	
  

40%	
  

50%	
  

3.5%	
  
2.6%	
  5.2%	
  41.7%	
  6.0%	  2.3%	
   8.7%	
  

31.5%	
  9.5%	   3.2%	
   10.5%	
  39.7%	
  4.4%	  2.9%	
  43.4%	
  

36.8%	
  

11.8%	
  

41.2%	
  4.7%	   5.7%	
   4.7%	
  

30.7%	
  
19.2%	
  

41.9%	
  50.0%	
  

51.6%	
  

MtX	
  
MtX	
  
Other	
  
その他	

100%	
  

53.1%	
  7.9%	  0.0%	
   10.5%	
  40.0%	
  90%	  59.0%	
  

46.9%	
  

FtX	
  
FtX	
  
MtF	
  
MtF	
  

Regular	
  employment	
正規	

80%	
  

3.9%	
  
1.9%	
   7.9%	
  31.6%	
  

FtM	
  
FtM	
  

Other	
その他	

70%	
  

5.7%	
  1.7%	
  4.1%	
  44.5%	  Cis-­‐bisexual	
  
male	
  
シスB男性	

60%	
  

4.4%	
  
1.8%	
  
3.6%	
  

29.5%	  Cis-­‐bisexual	
  female	  シスB女性	

Cis-­‐heterosexual	
  female	  シスS女性	
Cis-­‐heterosexual	
  
male	
  	
  	
  
シスS男性	30%	  37.1%	  House	
  work	
  
Work	
  in	
  home	
家事手伝い、内職	Company	
  director	
  会社役員自営	Self-­‐employed	

41.5%	  7.6%	   4.2%	
   6.3%	
  51.3%	
  9.2%	   0.0%	
  
3.7%	
  

67.9%	  	
  Sexual	  minority	
  当事者	Non-­‐sexual	
  minority	
  非当事者	

39.3%	
  27.0%	
  5.2%	  2.2%	
  6.4%	
  8.1%	
   2.9%	
  5.5%	
  46.9%	
  
56.5%	  2012 irregular workers 38.2%, male 22.1%, female 57.5%（Employment Status Survey- Statistics Bureau）	

N=	  Cis-­‐
Cis-­‐
Cis-­‐gay	
 bisexual	
  lesbian	
female	
  
275	
  
461	
  
315	
  

Cis-­‐
bisexual	
  
male	
  
76	
  

FtM	
  

FtX	
  

MtF	
  

MtX	
  

115	
  

219	
  

95	
  

68	
  

Cis-­‐
Cis-­‐
Non-­‐
Sexual	  sexual	  Other	
 heterosexual	
   heterosexual	
  minority	
female	male	
  minority	
106	
  
238	
  
109	
  
1,730	
  
347	
  

©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  33. Annual Income	Low	
  (JPY	
  0-­‐1.9m)	
低0〜199万円	

Medium	  (2-­‐3.9m	
  JPY)	
中200〜399万円	

28.2%	  シスL	  Cis-­‐lesbian	
  42.7%	
  22.0%	  シスG	  Cis-­‐gay	
  29.1%	  

32.7%	  Cis-­‐bisexual	
  female	  シスB女性	

45.3%	
  46.0%	  Cis-­‐bisexual	
  
male	
  
シスB男性	

38.1%	
  20.0%	
  40.0%	
  

FtM	
  
FtX	
  

43.8%	
  

49.1%	  MtF	
  34.6%	
  

MtX	
  
MtX	
  

33.3%	  Other	  その他	17.7%	
  
34.9%	
  16.0%	  

38.5%	
  

26.9%	
  

33.3%	
  

33.3%	
  

42.5%	
  37.5%	
  

28.9%	  シスS男性	
Cis-­‐heterosexual	
  
male	
  	
  	
  

15.9%	
  40.0%	  

38.5%	  Cis-­‐heterosexual	
  female	  シスS女性	High	
  (4m	  JPY	  +)	高400万円以上	

20.0%	  

29.9%	
  

13.3%	
  

41.2%	
  

24.4%	
  

62.2%	  	
  33.90%	
  Sexual	  m当事者	
inority	
  37.2%	
  23.90%	
  非当事者	
Non-­‐sexual	
  minority	  28.8%	  

28.2%	
  

47.9%	
  59.0% earn less than 4m JPY p.a. 2012 National Tax Office（Salaried worker average income 4.08m JPY p.a.)	

	
N=	
  
	

Cis-­‐
Cis-­‐
Cis-­‐
Cis-­‐gay	
 bisexual	
   bisexual	
  lesbian	
female	
  
male	
  
227	
  

382	
  

239	
  

60	
  

FtM	
  

FtX	
  

MtF	
  

MtX	
  

96	
  

175	
  

78	
  

51	
  

Cis-­‐
Cis-­‐
Non-­‐
Sexual	  sexual	  Other	
 heterosexual	
   heterosexual	
  minority	
female	  male	
  minority	
80	
  

194	
  

©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	
  90	
  1,388	
  284	  34. Educational Background	
Graduated	
  JHS,	
  dropped	
  out	
  high	  school	  中卒、高校中退、高卒、短大中退	
Graduated	
  high	  school,	
  dropped	
  out	
  technical	
  college	Cis-­‐lesbian	
  
シスL	
  

15.7%	  Cis-­‐gay	
  
シスG	
  

15.1%	  Cis-­‐bisexual	
  female	  シスB女性	
シスB男性	
Cis-­‐bisexual	
  
male	
  

52.1%	
  
40.2%	
  

25.5%	
  

24.1%	
  

MtX	
  
MtX	
  

23.2%	
  

17.9%	  その他	Other	  シスS女性	
Cis-­‐heterosexual	
  female	  24.4%	
  

15.1%	
  

11.7%	
  17.5%	
  

25.5%	
  

2.9%	
  

38.8%	
  

26.4%	
  

8.0%	
  

40.2%	
  

9.2%	
  

50.0%	
  

8.9%	
  

47.7%	  

18.5%	  

12.8%	
  

57.1%	
  

10.6%	
  

19.7%	
  

5.8%	
  

47.6%	
  

MtF	
  
MtF	
  

	

15.9%	
  

23.9%	
  

27.7%	  

14.9%	
  

8.1%	
  

52.8%	  

31.4%	
  

10.3%	
  Completed	
  大学院卒	
graduate	
  school	

51.1%	
  

23.8%	  FtM	  Sexual	  minority	
  当事者	
Non-­‐sexual	  minority	
  
非当事者	

school	Dropped	
  out	
  uni	

16.2%	
  

11.1%	  シスS男性	
Cis-­‐heterosexual	
  
male	
  	
  	
  

Dropped	
  out	
  grad	  
大卒、大学院中退	

25.1%	  

18.1%	
  

FtX	
  
FtX	
  

Graduated	
  uni	  Graduated	
  high	  school/

高専卒、短大卒、大学中退	
technical	
  college	  	
  14.1%	
  

55.3%	
  
21.7%	
  

19.1%	
  48.4%	  

16.1%	
  

10.2%	
  

56.5%	
  

15.7%	  Percent that continue to university 49.9% (2013) MEXT Schools Survey 	
N=	
  
	

Cis-­‐
Cis-­‐
Cis-­‐
Cis-­‐gay	
 bisexual	
   bisexual	
  lesbian	
female	
  
male	
  
235	
  

396	
  

259	
  

63	
  

FtM	
  

FtX	
  

MtF	
  

MtX	
  

102	
  

188	
  

87	
  

56	
  

Cis-­‐
Cis-­‐
Non-­‐
Sexual	  sexual	  Other	
 heterosexual	
   heterosexual	
  minority	
female	  male	
  minority	
86	
  

205	
  

©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	
  94	
  1,472	  299	  28. Industry	Sexual	
  Minority	

Other	  (inc.	
  agriculture,	  forestry	
  &	
  	
  
ﬁsheries）	
20%	
Public	  sector	
8%	
  Manufacturing,	
  building,	
  energy	  industry	
11%	
  DistribuCon	
15%	
  Comms	  &	
  systems	
8%	
  Medicine,	
  human	
  services	
  
14%	
  
EducaCon	
11%	

Banking,	  estates	
3%	
  Media,	
  adverCsing,	
  arts,	
  creaCve	
  industries	
10%	
  Other	  (inc.	
  agriculture,	  forestry	  &	
  ﬁsheries)	
  12%	

Non-­‐Sexual	  Minority	

Public	  sector	
13%	

Medicine,	
  human	
  services	
9%	
  Manufacturing,	
  building,	
  energy	  industry	
  	15%	

DistribuCon	
11%	
  Comms	  &	
  systems	
7%	

EducaCon	
13%	

N=1,491	
  ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Banking	  &	
  estates	
9%	

Media,	
  adverCsing,	
  creaCve	
  industries	
11%	
N=301	  

29. Employment Type	Blue	
  collar	
  （security,	
  factories,	  	
  Other	
building,	
   10%	  transport	  etc.） 	5%	  Sales,	
  Cust.	
  Services	
  	
29%	

Blue	
  collar	
  （security,	
  factories,	
  	
  building,	
  transport	  etc.） 	
9%	
  

LGB	
  

Blue	
  collar	
  （security,	
  factories,	
  	
  building,	
  transport	  etc.）	
11%	Management,	
  specialist	
  crah,	
  specialist	
34%	
Oﬃce	
22%	

N=963	  Other	
Management,	
  specialist	
  crah,	
  specialist	
26%	

Transgender	
  Other	16%	  Sales,	
  	
  Cust.	
  services	
29%	

Management,	
  specialist	
  crah,	
  specialist	
31%	
Oﬃce	
13%	
  

Non-­‐Sexual	  Minority	
Other	
9%	Blue	
  collar	  Managem（security,	
  
ent,	
  
factories,	
  	
  specialist	
  building,	
  crah,	
  transport	
  specialist	etc.）	
Oﬃce	
41%	
5%	
Sales,	
  
21%	
  
Oﬃce	
Sales,	
  Cust.	
  
30%	
  
N=86	
  
Cust.	
  services	
services	
31%	
15%	
©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Other	13%	  N=442	
  N=301	
  

13.	
  DiﬃculCes	
  in	
  Finding	
  Work	Do	
  you	
  feel	  like	  you	  have	  ever	  experienced	
  issues	
  about	
  your	  sexuality	
  or	
  partner	
  when	
  applying	
  for	
  jobs?	

LGB	
  

No/	
  
Somewhat	
  no	Transgender	
  

19%	
  
Yes/	
  
Somewhat	
  
yes	

No/	
  
Somewhat	
  
no	

Not	
  sure	
12%	
  

40%	

47%	
  

Not	
  sure	
13%	

31%	

N=482	

Non-­‐sexual	
  Minority	
Yes/	  Somewhat	
  
yes	

11%	
  
Yes/	
  
Somewhat	
  
yes	

Not	
  sure	
7%	
  

No/	
  
Somewhat	
  
no	

53%	
Not	
  sure	
16%	
  

69%	

N=1,071	  Other	
No/	  Somewhat	
  
no	

Yes/	
  
Somewhat	
  
yes	

N=96	
  

82%	

©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  N=330	  

12. Number of Job Changes	
None	
転職0回	

0-­‐3	
  Cmes	
転職1-­‐3回	

4+	
  Cmes	
転職4回以上	シスL	
  Cis-­‐lesbian	
  41.4%	
  

36.9%	  Cis-­‐gay	
  
シスG	
  

40.0%	
  

42.2%	  Cis-­‐bisexual	
  female	  シスB女性	

50.8%	
  

FtM	
  
FtM	
  

37.7%	
  

FtX	
  
FtX	
  

13.0%	  

31.9%	
  

13.9%	  29.3%	
  24.6%	
  

46.4%	  その他	Other	
  

23.1%	
  34.0%	  

32.7%	
  19.6%	
  

46.9%	
  
47.7%	  シスS男性	
Cis-­‐heterosexual	
  
male	
  	
  	
  

20.9%	
  

39.1%	  
52.3%	  シスS女性	
Cis-­‐heterosexual	
  female	  21.1%	
  

37.2%	  

31.5%	
  

MtX	
  
MtX	
  

268	
  

36.1%	
  

41.2%	
  

41.9%	
  

MtF	
  
MtF	
  

N=	
  

17.8%	
  

54.2%	
  シスB男性	
Cis-­‐bisexual	
  
male	
  

Cis-­‐
lesbian	
  21.6%	
  

20.4%	
  
42.1%	  Cis-­‐gay	
  Cis-­‐
bisexual	  female	Cis-­‐
bisexual	
  
male	

FtM	
  

FtX	
  

MtF	
  

MtX	
  

Other	

443	
  

299	
  

72	
  

114	
  

215	
  

92	
  

65	
  

97	
  

©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  

10.3%	  Cis-­‐
Cis-­‐
heterosexual	
   heterosexual	
  female	
male	
226	
  

107	
  

23. Desired LGBT Policies	
57.9%	
  
56.0%	
  
50.6%	
  
60.6%	
  Provision	
  差別の禁止の明文化	
of	
  anC-­‐discriminaCon	
  
laws	
  

71.5%	
  
65.2%	  
65.5%	
  
61.9%	
  
57.4%	
  
77.3%	
  
73.6%	
  
69.4%	  同性パートナーの配偶者扱い	Treatment	
  of	
  same-­‐sex	
  couples	
  ConsideraCon	
  of	
  Gender	  性同一性障がい配慮	
IdenCty	
  Disorder	
  37.5%	
  
38.9%	
  
36.8%	
  相談窓口	ConsulCng	
  services	
  27.3%	
  
30.1%	
  
26.4%	
  
33.6%	
  LGBTA	
  gLGBTA職場内グループ	roups	  in	
  the	
  workplace	
  LGBT市場	LGBT	
  marketplace	
  その他	
Other	
  There	  is	
  nothing	
  parCcular	
  way	
  何のLGBT対応もない	to	
  handle	
  LGBT	
  わからない	
Don’t	
  
know	
  
	

LGB	
  
LGB	
  

45.9%	
  
47.9%	
  
39.1%	
  Awareness	
  events	
  in	
  the	
  職場内の啓発イベント	
workplace	
  職場外LGBTイベント協賛	
Support	  of	
  LGBT	
  events	
  outside	
  of	
  workplace	
  52.4%	
  

T	
  T	
  
59.6%	
  

37.2%	
  
33.9%	
  
31.0%	
  
33.6%	  Other	  その他	Non-­‐sexual	  非当事者	minority	

22.9%	
  
20.9%	
  23.0%	  19.5%	
  
4.5%	
  
7.2%	
  
13.8%	
  
2.6%	
  
4.3%	
  
2.2%	
  
2.3%	
  
2.6%	
  
7.0%	
  
4.5%	
  
8.0%	
  
7.2%	
  

50%	

©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  

N=1,810	
（Multiple
answers
allowed）	

Basic	  alribute	
  analysis	
  table	

27. Whether or Not You Have Come Out (Including
at Work)	
	Cis-­‐lesbian	
  Cis-­‐bisexual	
  female	

FtM	
  

FtX	
  

MtF	
  

Cis-­‐gay	
  Cis-­‐bisexual	
  
male	

MtX	
  

Other	

Average	I	
  have	  not	
  come	
  out	
  at	
  
all	

4%	
  

8%	
  

3%	
  

10%	
  

2%	
  

8%	
  

16%	
  

8%	
  

15%	
  

8%	
  

I	
  have	  come	
  
out	
  to	
  
friends	

92%	
  

77%	
  

92%	
  

83%	
  

90%	
  

87%	
  

62%	
  

90%	
  

64%	
  

84%	
  

I	
  have	  come	
  
out	
  to	
  family	

52%	
  

31%	
  

78%	
  

51%	
  

75%	
  

42%	
  

19%	
  

54%	
  

42%	
  

47%	
  

I	
  have	  come	
  
out	
  at	
  work	

30%	
  

23%	
  

59%	
  

36%	
  

57%	
  

35%	
  

17%	
  

37%	
  

27%	
  

34%	
  

I	
  have	  come	
  
out	
  in	
  other	  places	

10%	
  

11%	
  

23%	
  

18%	
  

28%	
  

15%	
  

14%	
  

20%	
  

29%	
  

16%	
  

MtX	
  

Other	

Total	

59	
  

86	
  

1,492	  N=Cis-­‐
Cis-­‐lesbian	   bisexual	
  female	
	
  
237	
  
263	
  

FtM	
  

FtX	
  

MtF	
  

Cis-­‐gay	
  

104	
  

192	
  

87	
  

401	
  

Cis-­‐
bisexual	
  
male	
63	
  

（Multiple answers allowed）	
©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  19. Perception of Sexual Harassment (1) 	
When	
  talking	
  about	
  TV,	
  people	
  saying	
  “Gay	  テレビの話題として「同性愛者は気持ち悪い」と言う	
people	  are	  disgusCng”	
  77.8%	
  
74.1%	
  
75.3%	
  
80.5%	
  Spreading	
  gossip	  about	
  people’s	
  gender	  and	  誰かの性別や性的指向についてうわさする	
sexual	  orientaCon	
  77.1%	
  
75.4%	
  
71.9%	
  
79.2%	
  風俗店に誘う	Gepng	
  invited	
  to	
  adult	
  entertainment	  Being	
  asked	  about	
  結婚や子どもについて聞く	
marriage	
  and	
  children	
  Mimicking	
  cross-­‐dressers	
  and	
  gay	
  talents	
  at	  宴会芸として女装やオネエタレントの真似をする	
parCes	  45.5%	
  57.3%	
  
62.9%	
  

56.2%	
  
51.2%	
  59.6%	
  
43.1%	  T	
  トランスジェンダー	
Other	  その他	Non-­‐sexual	  非当事者	minority	

49.9%	
  
56.2%	
  
49.8%	
  

50%	
	

LGB	
  
LGB	
  

40.3%	
  
41.2%	
  
37.1%	
  
42.5%	
  37.8%	  男女で仕事の内容が違う	
Assigning	
  people	  work	
  based	  on	
  their	
  gender	  	
  57.0%	  ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  

N=1,838	
（Multiple answers
allowed）	

19. Perception of Sexual Harassment (2)	Being	
  asked	
  which	  celebriCes	
  are	  好きな芸能人や異性のタイ
your	
  type,	  or	
  what	  kind	  of	
  opposite	
  
プを聞く	
sex	
  person	
  is	
  your	  type	  16.3%	
  27.6%	
  
24.4%	  
29.2%	  19.5%	
  Being	
  invited	
  to	
  matchmaking	
  合コンに誘う	
parCes	  20.8%	  The	
  way	
  men	
  and	
  women	
  are	
  called	  女性と男性で呼び方が違う	
on	
  is	
  diﬀerent	  Being	
  praised	
  for	  being	  ‘beauCful’	
  or	  「美人」「イケメン」などと容
being	
  ‘ikemen’	
  

LGB	
  
LGB	
  
41.7%	
  40.4%	
  
33.2%	
  16.6%	
  
20.6%	  
22.5%	
  
27.8%	
  姿をほめる	

I	
  don’t	
  think	
  aいずれもセクハラだとは思
ny	
  of	
  these	  are	
  sexual	  harassment	
  わない	

33.3%	
  
34.6%	  
32.6%	  T	
  トランスジェンダー	
Other	  その他	Non-­‐sexual	  非当事者	minority	

5.9%	
  
5.3%	
  
5.6%	
  
4.8%	
  

	

50%	
©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  

N=1,838	
（複数回答）	

20. Illness (1)	49.2%	
  Chronic	
  p慢性的な頭痛、肩こり	ain,	
  shoulder	
  
pain	
  
Sleep	  disorder	
  Depression	
  Urinary	
  issues	
  睡眠障がい	

30.8%	  うつ	

16.0%	  

28.4%	
  Non-­‐sexual	
  非当事者	
Minority	

5.4%	
  

11.0%	
  
43.8%	
  
43.9%	  Other	
  illnesses	
  その他の病気	
I	
  haven’t	
  had	
  any	
  特に病気は経験していない	
illnesses	  	

Sexual	  Minority	  当事者	

17.0%	  
13.5%	  Other	
  その他メンタルヘルス疾患	
–	
  mental	
  health	
  issues	
  依存症	
AddicCon/	
  dependency	
  39.5%	
  

24.4%	
  
23.1%	  

排泄障がい	

57.7%	
  

23.7%	
  
23.1%	
  30%	N=2,122	
（Multiple answers
allowed）	

The	
  average	
  incidence	
  of	
  depression	
  is	
  3～7％（Kawakami,	
  Norito	
  「Depression	
  in	
  the	
  world,	
  Depression	
  in	
  Japan―current	
  epidemiology」『Igaku	  no	
  Ayumi』	
  Vol.	
  219	
  Issue	  13）	 ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  20. Illness (2)	47.2%	
  
51.3%	
  Chronic	
  p慢性的な頭痛、肩こり	ain,	
  shoulder	
  pain	
  35.9%	
  
47.1%	
  40.4%	
  
30.8%	
  Sleep	  disorder	
  睡眠障がい	
Depression	  うつ	
Urinary	
  issues	  排泄障がい	
Other	  –	
  mental	
  health	
  issues	  その他メンタルヘルス疾患	

AddicCon/	
  dependency	
  依存症	

16.0%	
  

25.2%	
  35.3%	  
29.2%	
  

23.8%	
  27.3%	
  
16.9%	
  
23.1%	
  
13.7%	
  

21.8%	  

13.5%	
  

LGB	
  
LGB	
  
T	
  
トランスジェンダー	
Other	  その他	Non-­‐sexual	  非当事者	minority	

28.1%	
  8.9%	  15.6%	  
12.4%	
  5.4%	  41.8%	
  
47.1%	
  
49.4%	
  
43.9%	  Other	
  illnesses	  その他の病気	I	
  h特に病気は経験していない	aven’t	  had	
  any	
  illnesses	
  60.7%	
  
57.7%	
  

26.7%	  

13.5%	
  19.3%	
  
23.1%	
  

N=2,122	
（Multiple answers
allowed）	

30%	

The	
  average	
  incidence	
  of	
  depression	
  is	
  3～7％（Kawakami,	
  Norito	
  「Depression	
  in	
  the	
  world,	
  Depression	
  in	
  Japan―current	
  epidemiology」『Igaku	  no	
  Ayumi』	
  Vol.	
  219	
  Issue	  13）	 ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  24. Sexual Minority Policies and Workplace Selection	
Did the idea that a particular company would be accepting of LGBT individuals, or the idea that they would be considerate
to LGBT individuals affect your choice of company when job-hunting?	
No/	
  Somewha
t	
  no	

LGB	
  

Transgender	

Not	
  sure	
15%	
  

Yes/	
  	
  
Somewhat	
  
yes	

Yes/	
  
Somewhat	
  
yes	

77%	

No/	
  
Somewhat	
  
no	

8%	

4%	

Not	
  sure	
9%	

8%	
  

No/	
  
Somewhat	
  
no	

87%	

N=968	
  

N=444	
  Non-­‐sexual	  Minority	
No/	  Other	

Somewhat	
  
no	

Not	
  sure	
17%	
  

Not	
  sure	
14%	

6%	
  

Yes/	
  
Somewhat	
  
yes	

Yes/	
  
Somewhat	
  
yes	

77%	

78%	

N=87	
  
©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	
  N=306	  

25. LGBT Policies and Consumerism	
When	
  it	
  comes	
  to	
  goods	
  and	  services,	
  do	
  you	
  think	
  its	
  important	
  that	  those	  companies	
  care	  about	
  sexual	
  minoriCes?	
  	
No/	
  
Somewhat	
  
no	

LGB	
  

No/	
  
Somewhat	
  
no	

15%	
  

Transgender	
  

12%	
  

Not	
  sure	
24%	

Yes/	
  
Somewhat	
  
yes	

Not	
  sure	
27%	

61%	

Yes/	
  
Somewhat	
  
yes	

61%	

N=443	
  

N=966	  No/	  Somewhat	
  no	

Other	

Non-­‐sexual	  Minority	

No/
Somewhat	
  
no	

16%	
  

14%	
  

Not	
  sure	
25%	

Not	
  sure	
26%	

Yes/	
  
Somewhat	
  
yes	

59%	

N=86	
  

Yes/	
  
Somewhat	
  
yes	
60%	

©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	
  N=306	  

26. Interest in Consumer Products/Services	(This question was only posed to people who replied ‘Yes’ or ‘Yes a little’ in the previous question) 	
77.1%	
  
75.7%	
  
82.4%	
  
70.0%	  Medicine,	
  human	  services,	
  nursing	
  医療、福祉、介護	Daily	
  needs	
  (food,	
  fashion,	
  beauty,	  日常（食品、ファッション、美容、書籍など）	
books)	
  

76.4%	
  
77.2%	
  
62.7%	
  
69.4%	
  Leisure	  (travel,	  hotels,	
  sports	
  etc.)	
  レジャー（旅行、ホテル、スポーツなど）	

72.0%	
  
71.3%	
  
60.8%	
  
64.4%	
  Special	
  occasions(weddings,	  冠婚葬祭（結婚式、葬儀など）	
funerals	
  etc.)	
  

70.9%	
  
70.9%	
  
68.6%	
  
67.2%	
  
67.9%	
  
61.2%	  
52.9%	
  
49.4%	  住宅、不動産	
Housing,	
  real	
  estate	  Financial	
  products	
  (life	
  &	
  health	
  金融商品（生命保険など）	
insurance	
  etc.)	
  CommunicaCons,	
  internet	
  services	
  通信、インターネットサービス	
Cars,	  motorbikes	
  車、バイク	
Not	
  parCcularly	
  interested	
  in	
  特に興味のある分野はない	
anything	
  	
  
	
	
  

50.0%	  

19.4%	
  

65.1%	
  
61.9%	
  
64.7%	
  

LGB	
  
LGB	
  
T	
  
トランスジェンダー	
Other	  その他	Non-­‐sexual	  非当事者	minority	
  34.7%	
  
35.4%	  
29.4%	
  

18.8%	  
26.5%	
  
13.7%	
  
10.6%	
  
2.9%	
  
4.9%	
  
50%	
7.8%	
  
6.7%	
  
©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  N=1,084	
（Multiple answers
allowed）	

30. Relationship Status	
Sexual	
  Minority	Non-­‐sexual	  Minority	

Other	
3%	
  

Not	
  in	
  a	
  
relaConship	
48%	
  Other	
2%	
  

In	
  a	
  
relaConship	
49%	

Not	
  in	
  a	
  
relaConship	
30%	
  

In	
  a	
  
relaConship	
68%	

N=1,491	
  ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  N=301	  

31. Cohabitation Status	
Only	
  parCcipants	
  who	
  answered	
  that	  they	  were	  in	  a	
  relaConship	
  were	  asked	  this	  quesCon	
Other	
 Sexual	
  Minority	
1%	

Other	
1%	
  

More	
  than	  11	
  years	
12%	More	
  than	  11	
  years	
32%	
  

4	
  to	
  10	
  years	
14%	

1	
  to	
  3	
  years	
14%	

Non-­‐sexual	  Minority	

Do	
  not	
  live	  together	
52%	
4	
  to	
  10	
  years	
23%	
  

Less	
  than	
  1	
  
year	
7%	

Do	
  not	
  live	  together	
28%	
  N=731	  ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	
  

1	
  to	
  3	
  years	
13%	
  N=206	  Less	
  than	
  1	
  
year	
3%	
  

32. Share of Financial Burden	This	
  quesCon	
  was	
  only	  asked	  to	
  those	
  who	
  answered	
  that	  they	  live	  with	  their	
  partner	
  in	
  quesCon	
  31	
Other	
3%	
  

We	
  do	
  not	
  Sexual	
  Minority	
 share	  ﬁnances	
5%	

One	
  of	
  us	
  
takes	  all	
  of	
  
the	
  burden	
  
14%	

One	
  of	
  us	
  
takes	
  most	
  of	
  
the	
  burden	
36%	
  

We	
  do	
  not	
  Non-­‐sexual	  Minority	
 share	  Other	
4%	

One	
  of	
  us	
  
takes	  all	
  of	
  
the	
  burden	
20%	

ﬁnances	
3%	

About	
  equal	
35%	
  About	
  equal	
42%	
  N=346	
  

One	
  of	
  us	
  
takes	
  most	
  of	
  
the	
  burden	
38%	

©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  N=146	  

CorrelaCon	
  Analysis	
  (Including	
  non-­‐sexual	  minoriCes)	
  CorrelaCon	
  Analysis	

	Willingness toRelationships Discriminatory
continuewith others	
language	working	Diversity
awareness	

Willingness tocontinue working	ー	.501**	-.160**	

.323**	Relationships withothers	.501**	ー	-.226**	

.283**	

Discriminatory
language	-.160**	-.226**	ー	-.264**	

Diversity awareness	.323**	

.283**	

-.264**	ー	*p＜0.05；**p＜0.01	

Willingness	
  to	
  conCnue	
  working,	
  relaConships	
  with	  others,	
  discriminatory	
  language	
  and	  diversity	
  	
  awareness	
  show	
  staCsCcal	
  correlaCon	
  ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Analysis	
  of	
  AssociaCon	

LGBT Policies & Diversity Awareness	Sexual	
  Minority	

LGBT施策無	No	  LGBT	
   20.3%	
   18.0%	
  policies	  Non-­‐sexual	  Minority	

61.8%	
  LGBT施策無	No	  LGBT	
  policies	
  

	
  
LGBT	
  policies	
  LGBT施策不明	
unknown	
  

H	
  
高	
30.5%	
  25.0%	
  

44.5%	
  

低	
L	
  

	
  
Has	
  LGBT	
  LGBT施策有	
policies	

中	
M	
  

58.4%	
  

16.8%	
  

23.2%	  LGBT	  policies	
  LGBT施策不明	
unknown	
  42.9%	
  

22.1%	
  

35.1%	
  

高	
H	
  	
  
中	
M	
  
低	
L	

	
  

Level	  of	
  diversity	
NB:	
  H=High	  M=Medium	
  L=Low	

55.6%	
  

	
  

Has	
  LGBT	
  LGBT施策有	
policies	

24.8%	
  

21.1%	
  

71.0%	
  

10.8%	
  18.3%	
  Level	  of	
  diversity	
N=1,511	  There	  is	
  a	
  correlaCon	
  between	
  LGBT	
  policies	
  and	  diversity	
  awareness	
  
	
  
It	
  appears	
  that	
  if	
  LGBT	
  policies	
  are	  in	
  place,	
  understandings	
  and	
  acceptance	
  of	
  diversity	
  	
  
also	
  deepens	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  N=312	  

Analysis	
  of	
  AssociaCon	
  Diversity Awareness and Willingness to Continue
Working	Sexual	
  Minority	

Low	
  willingness	
  to	  勤続意欲低	
conCnue	  working	Medium	  willingness	
  to	
  勤続意欲中	
conCnue	  working	High	
  willingness	
  to	
  勤続意欲高	
conCnue	  working	

14.7%	
  21.0%	
  Non-­‐sexual	  Minority	
Low	
  willingness	
  to	  勤続意欲低	
conCnue	  working	

38.2%	  H
高	

12.1%	
  

73.2%	
  

22.7%	
  

21.5%	
  

56.3%	
  

	
  
M
中	
	
  
L
低	

Medium	  willingness	
  to	
  勤続意欲中	
conCnue	  working	High	
  willingness	
  to	
  勤続意欲高	
conCnue	  working	

40.3%	
  Level	  of	
  diversity	

8.8%	
  

14.8%	
  

34.1%	
  

H	
  
高	

10.9%	  

32.8%	
  

18.6%	
  

M	
  
中	

低	
L	
80.3%	  

52.5%	
  

47.3%	
  Level	  of	
  diversity	
N=1,636	
  N=327	
  There	  is	
  a	
  correlaCon	
  between	
  diversity	
  awareness	
  and	
  willingness	
  to	
  conCnue	
  working	  The	
  number	
  of	
  people	
  who	
  wished	  to	
  conCnue	
  working	
  increased	
  with	  the	
  number	
  
	
  of	
  respondents	
  who	
  thought	
  that	  diversity	
  awareness	
  was	
  high	  in	
  their	
  workplace	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Analysis	
  of	
  AssociaCon	
  The Existence of Allies and Coming Out	
Unknown	Have	
  Allies	No	
  Allies	
Have	
  
come	
  out	  at	
  work	
14%	

Have	
  
come	
  out	  at	
  work	
17%	

Have	
  
come	
  out	  at	
  work	62%	

Have	
  not	
  come	
  out	
38%	
  
Have	
  not	
  come	
  out	83%	  N=602	
  N=536	  Have	
  not	
  come	
  out	86%	  N=354	  For	  LGBT	
  individuals	
  there	  is	  a	
  correlaCon	
  between	  having	
  allies	
  (supporters	
  and	
  people	  who	
  are	
  aware	  of	
  LGBT)	
  and	  being	
  able	  to	
  come	  out	  in	
  the	
  workplace	
  Having	  allies	
  makes	
  it	
  easier	
  to	
  come	  out	  in	
  the	
  workplace,	
  or	
  if	
  people	  come	  out	  at	
  work	  there	  are	
  people	
  there	
  who	
  will	  become	
  allies	  ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Analysis	
  of	
  AssociaCon	
  Coming-out and Willingness to Continue
Working	LGBT	

カミングアウト無	
Have	
  
not	
  come	  out	

47.4%	
  

21.2%	  

31.5%	
  
高	
H
M
中	
L	
低	

カミングアウト有	
Have	
  
come	
  out	

61.2%	  16.5%	  

22.4%	  %	
  that	  desire	
  to	
  keep	  working	
N=1,492	
  There	  is	
  a	
  correlaCon	
  between	
  LGBT	
  individuals	
  who	  have	  come	  out	  in	
  the	
  workplace	  	
  and	
  willingness	
  to	
  conCnue	
  working	  I	
  want	  to	
  conCnue	
  working	
  here	  so	
  I	  will	  come	  out,	
  if	
  I	
  come	  out	  it	
  will	  be	
  accepted	
  	
  
so	
  I	
  want	  to	
  conCnue	
  working	
  here.	
©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Analysis	
  of	
  AssociaCon	
  Discriminatory Language and Behavior, andWillingness to Continue Working	LGBT	

Discriminatory	  差別的言動有	language	
  and	  behavior	
  is	
  evident	

48.7%	
  

21.7%	  29.6%	
  
高	
H	
M	
中	

Discriminatory	  差別的言動無	language	
  and	  behavior	
  is	
  evident	

L
低	
62.3%	
  

13.3%	
  

24.4%	
  

勤続意欲度	
%	
  willingness	  to	
  conCnue	
  working	
N=1,612	
  For	
  LGBT	
  individuals	
  there	  is	  a	
  correlaCon	
  between	
  discriminatory	
  language	
  and	  behavior	  	
  related	
  to	
  LGBT	
  and	  the	
  willingness	
  to	
  conCnue	
  working	
  Willingness	
  to	
  conCnue	
  working	
  is	
  higher	
  for	
  LGBT	
  individuals	
  in	
  a	
  workplace	
  where	  	
  discriminatory	
  language	
  and	  behavior	
  is	
  not	
  evident	  ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  17. Discriminatory Language and Behavior	
LGBT	Non-­‐LGBT	

Don’t	
  hear	  much/	
  don’t	
  
hear	
  at	
  all	
30%	
  

Not	
  sure	13%	
  Hear/	
  hear	
  a	
  
lot	
57%	
  

Don’t	
  hear	  much/	
  don’t	
  
hear	
  at	
  all	53%	  Hear/	
  hear	
  a	
  
lot	
40%	
  

Not	
  sure	7%	
N=1,612	  ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	
  N=325	  

Basic	  alribute	
  analysis	
  table	18. Examples of Discriminatory Language and Behavior	
Number	  of	
  answers	
  recorded（voluntary	  quesCon）：761	
Type	

Discriminatory Language and Behavior	Age	

Sexuality	

20s	

Cis-genderedlesbian	

Medical professionals treat most AIDS patients as if they are gay. Even if it contradicts a
HIV/AIDS	 person’s medical history, they spread rumors amongst the staff that, “He’s hiding it but he’sgay. He looks like one of them (because he has AIDS)”	

20s	

Cis-genderedheterosexualmale	

Educational In the teachers’ office at a public elementary school a senior teacher said to a little child who
setting	 he thought was obedient and docile, “Maybe you’re an okama. I’m worried about your future”	

40s	

Cis-genderedbisexual female	

I’m a MTF person with GID, but I was told that I should cut my long hair, and that it was goodTransgender	
to cut it for work. Even though I’m working as a woman a manager said to me, “how about
going back to being a man”	

40s	

MTF	

I was told that even though I have GID, my registered sex is male, so if I use the female toilet it
would be sexual harassment	

40s	

MTF

When a customer who is thought to be FTM (X-gender) came to the shop, the shop owner said,
Talking about “I hate that type of woman the most”. My manager, who I respected, was pessimistic and said
customers	
 “even if you talked to someone about it, you would just get the same answer”, so nobody could
say anything about it	

20s	

FTM	

I heard someone say, “I heard that the number of people who don’t want to have sex or fall in
A-sexuality	
 love is increasing. Being gay is better than that” That’s discriminatory against gay people, butalso is offensive to a-sexual people	

30s	

Other	In my previous job I was rebuked for dating someone of the same sex, and as a result of that

Dismissal	
 relationship they told me that they wanted me to quit my job	Toilets	

※ Responses have been edited by Nijiiro Diversity to protect participants’ privacy (the main meaning of the sentences has
not changed)	
©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  CorrelaCon	
  Analysis	Preferred Gender and Willingness to Continue
Working	
Willingness	
  to	
  con]nue	
  working	
  職場で、性自認通りの性別で働いている	Is	
  able	  to	
  work	  in	
  preferred	
  gender	  idenCty	

57.5%	
  17.6%	
  

24.9%	
  
H	
高	
M
中	
低	
L	

Is	
  not	
  a性自認通りの性別で働いていない	
ble	
  to	
  work	  in	
  preferred	
  gender	

42.5%	
  

23.4%	
  

34.1%	
  

N=1,963	
  There	  is	
  a	
  tendency	
  for	  a	
  greater	
  willingness	
  to	
  conCnue	
  working	
  amongst	
  employees	
  who	
  
can	
  go	
  to	
  work	  as	
  their	
  preferred	
  gender	
  that	  those	
  who	
  cannot	
  
	
  
We	
  think	
  that	  people	
  will	  work	  longer	
  at	
  businesses	
  where	
  they	  are	
  able	  to	
  alend	
  work	  as	
  their	  preferred	
  gender	
  idenCty	
  ©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Proposed	
  conceptual	  diagram	  (by	
  Nijiiro	
  Diversity)	

※ All	
  aspects	
  of	
  this	  conceptual	
  diagram	
  (the	  direcCon	
  of	
  the	
  arrows,	
  the	
  wrilen	
  statements,	
  	
  
and	
  the	
  broken	
  arrows)	
  are	
  observaCons	
  by	
  Nijiiro	
  Diversity	
  based	  on	
  the	
  data	  available	
  at	
  the	
  Cme	Have	
  other	
  diversity	
  policies	

Have	
  LGBT	
  policies	

Feedback	
  for	
  use	
  in	
  
LGBT	
  policies	  As	
   LGBT	   policies	
   are	  implemented,	
   diversity	
  awareness	  increases	As	
  diversity	
  awareness	
  increases,	
  discriminatory	  speech	  reduces	As	
  levels	
  of	
  discriminatory	  speech	  and	  behavior	
  reduce,	  willingness	
  amongst	  LGBT	
  
staﬀ	
  to	
  
conCnue	  working	
  increases	
  Workplaces	
  with	  hardly	  any	  discriminatory	  speech	  and	  behavior	If	
  workplace	
  relaConships	  are	
  good	  there	
  is	
  a	
  
willingness	
  to	
  conCnue	
  working	

Workplaces	
  where	
  there	  is	
  high	  diversity	
  awareness	

Workplaces	
  with	  good	
  working	
  relaConships	

Existence	
   of	  As	
  workplace	
  allies	   reduces	
  relaConships	
  stress	  improve,	
  coming	
  out	  becomes	  easier	

Increase	
   of	   allies	  t h r o u g h	
   L G B T	
  policies	

Existence	
  of	
  allies	Low	
  stress	
  levels	
Workplace	
  relaConships	
  improve	
  as	
  allies	
  increase	As	
  allies	  increase	
  it	  becomes	  easier	
  to	
  
come	
  out	  Have	
  come	  out	If	
  one	
  comes	
  out,	
  there	
  
is	
  a	
  willingness	  to	
  conCnue	
  working	High	
  willingness	
  to	
  conCnue	
  working	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	
  

42	
  

A	
  word	  of	
  cauCon	
  about	  the	
  proposed	
  conceptual	  diagram	
  by	
  Nijiiro	
  Diversity	ü This survey included discussion of work places and personal experiences. Careshould be taken to understand that the statements “increased diversity
awareness” and “reduction of discriminatory speech and behavior” refer toworkplaces as a whole, and not to people on an individual level	ü The direction of the arrows is based on Nijiiro Diversity’s observations. The
data can only tell us that a relationship exists between two factors	ü When the word ‘association’ is used, this is the result of a association
analysis undertaken by CGS, and it means that there is a statisticallysignificant association between two factors	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	
  43	
  Conclusions	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  KEY FINDINGS	
1)

There is a higher incidence of depression amongst sexual minorities in comparison to non-sexual
minorities, particularly amongst transgender individuals	

2)

A large number of sexual minorities and allies care about whether or not companies consider sexual
minorities as part of their work policies and consumptive behavior 	

3)

It is clear that perceptions of what can be classified as sexual harassment changes depending on a
person’s sexuality: a large number of sexual minorities felt that discussion of marriage andromance could be considered as sexual harassment 	

4)

There are a lot of sexual minorities that have lived with partners for a long period of time, andthere are high needs amongst sexual minorities, particularly in relation to medical care, institutionalcare and nursing	5)

The responses to questions that were ask in the previous survey had a tendency to remain largely
the same 	− In workplaces where there was discrimination against sexual minorities, and where individuals
could not work in their preferred gender, there was a negative impact upon the willingness tocontinue working at that workplace	− There are a large number of sexual minorities who have had problems when job hunting and/or	changing jobs (especially amongst transgender individuals)	
− Workplaces that have LGBT policies → High levels of diversity awareness→ High levels of
willingness to continue working	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  General	
  observaCons/comments	
1)

The number of respondents was higher than the previous survey	

2)

We hope that by increasing the number of questions related to illness that
we can encourage the development of occupational health 	3)

We hope that increasing the number of questions related to partnership andconsumption that we can provide hints for the development of LGBT
markets 	

4)

The analysis from last year’s survey has now been published	
http://web.icu.ac.jp/cgs/2015/06/cgsjnl010.html	

-Hiramori, Daiki. 2015. “Challenges of Sexual and Gender Minorities in the Workplace:
Multivariate Analyses of Income and Willingness to Continue Working (In Japanese).
Gender and Sexuality: Journal of the Center for Gender Studies, ICU 10:91-118.	

-Niki, Izumi. 2015. “Case Analysis of Discriminatory Speech in ‘Survey on LGBT
Issues in the Work Environment 2014’” (In Japanese). Gender and Sexuality: Journalof the Center for Gender Studies, ICU 10:119-132.	
©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Points	
  for	
  Further	
  ConsideraCon	
1) The number of participants in the survey has increased which increases our ability to
produce more detailed analyses about age, locality etc., but we have not yet started
this work 	
2) Knowledge and talking points that we are carrying over from last year 		−Bias of respondents→ we need to confirm whether or not we would get the same	
results from a random sampling		 − The number of respondents varied greatly by sexuality → we need to 	 decide a	strategy for recruitment	− We need to devise a way to validate the effectiveness of LGBT policies in	businesses (for example, a survey within a company)	
− Care must be taken that the data is not taken out of context in the media 	
etc. 	− We were not able to find out about the necessity of role models, life events (child	
rearing, care etc.), career planning etc., through this survey	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015	  Thank you ;)	
v Thank you to everybody who answered the survey and who as helped withpublicity. Please keep in touch		v Thank you to all the businesses and administrations that provided valuable
opinions. We would be delighted if you were able to take this data and use it todevelop a pleasant workplace environment	
v To people working in the media – please assist us in raising social awarenessabout this issue	
v Please support the work of Nijiiro Diversity	©	
  Nijiiro	
  Diversity,	
  Center	
  for	  Gender	
  Studies	
  at	
  ICU	  2015