The 4th Large-Scale Survey of Actual
Conditions of Gender Equality in Scientificand Technological Professions
Survey Report
Concise Summary

August 2017
Japan Inter-Society Liaison Association Committee for
Promoting Equal Participation of Men and Women in Scienceand Engineering (EPMEWSE)

Concise Summary of “The 4th Large-Scale Survey of Actual Conditions of Gender
Equality in Scientific and Technological Professions (Survey Report)”
August 2017
Japan Inter-Society Liaison Association Committee for Promoting Equal
Participation of Men and Women in Science and Engineering(EPMEWSE)
JAPANThis report summarizes the results of “The 4th Large-Scale Survey of Actual
Conditions of Gender Equality in Scientific and Technological Professions” which
was carried out by EPMEWSE. It may not be reproduced, reprinted, or excerpted
without the prior written permission of EPMEWSE.

© 2017 Japan Inter-Society Liaison Association Committee for Promoting Equal
Participation of Men and Women in Science and Engineering (EPMEWSE)

Contents
Table of figures········································································· vii
Preface·············································································· 1

Survey Results ··········································································· 2
Chapter 1
1.1

Summary of Results ····················································· 3
Basic Data ·············································································· 3
Age Group and Gender (Questions 1, 2; Figures 1.1-2) ····································· 3Highest Academic Degree (Questions 3, 4; Figures 1.3-7) ·································· 3
Affiliated Academic Societies (Question 5; Figure 1.8) ····································· 5
Employment Status (Question 6; Figure 1.9) ·················································· 7
Breakdown of Respondents by Profession (Question 6; Figure 1.10) ····················· 7
Breakdown of Respondents by Profession and Job Category (Question 6, 8; Figure1.11) ·································································································· 7
Affiliated Institution (Question 6; Figures 1.12-16) ·········································· 8
Job Position (Question 7; Figure 1.17) ······················································· 10
Job Category (Question 8; Figures 1.18-20) ················································· 10
Annual Salary (Question 9; Figures 1.21-22) ··············································· 11

1.2

Working Conditions ··································································14
Employment Status (Question 10; Figures 1.23-25) ······································· 14
Limited-term Employment (Questions 11, 12; Figures 1.26-39) ························· 17
Job Change/Relocation/Leaving a Job and Reasons (Questions 13, 14; Figures 1.4043) ·································································································· 21
Working Hours (Questions 15, 16; Figures 1.44-51) ······································· 25
Career Goals (Question 17; Figures 1.52-54) ··············································· 29
Overseas Research Activities (Question 18; Figures 1.55-56) ···························· 33
Postdoctoral Position and Career Development (Question 19; Figures 1.57-59) ······ 34

1.3Work and Family······································································36
Marital Status (Questions 20, 21, 22, 23; Figures 1.60-74) ······························· 36
Number of Children (Questions 24, 25.1, 25.2, 32; Figures 1.75-82) ··················· 43
Childcare and Childcare Leave (Questions 25.3, 25.4, 26-31; Figures 1.83-88) ······ 47
Nursing Care (Question 33; Figures 1.89-92) ··············································· 49
Balancing Work and Family (Question 34; Figures 1.93-94) ····························· 50
Environment Required for R&D (Question 35; Figure 1.95) ····························· 54

1.4

Gender Equality ·······································································54
Percentage of Female Researchers (Question 36; Figures 1.96—98) ··················· 54
Awareness of New Policies (Questions 37, 38; Figures 1.99-102) ······················· 56
Awareness and Significance of Numerical Target (Question 39; Figures 1.103-107)· 58
Promotion of Gender Equality (Question 40; Figures 1.108-111) ······················· 60
Future Requirements for Gender Equality (Question 41; Figure 1.112) ················ 62

Chapter 2

Important Issues: Gender Gap in Job Positions ··················· 64
Job Position Index (Figure 2.1) ································································ 64
Job Position Index by Age for Each Institution (Figure 2.2) ······························ 64
Job Position Index by Age for University/Technical College (Figure 2.3) ············· 65
Job Position Index by Age for Each University/Technical College Academic Fieldi(Figure 2.4) ······················································································· 66
Years of Employment as a Female Faculty (Lecturer or above) in University/TechnicalCollege (Figure 2.5) ············································································· 68
Years Elapsed Since Acquiring Degree and Current Occupation (Figure 2.6) ········· 68

Chapter 3

Important Issues: Child and Nursing Cares ························ 70
Number of Children (Figures 3.1-2) ·························································· 70
Childcare Leave (Figures 3.3-6) ······························································· 72
Childcare Support (Figures 3.7-9)····························································· 75
Experience Living Separately and Dual Career Support (Figures 3.10-15) ············ 77
Work and Child/Nursing Cares (Figures 3.16-17) ·········································· 82
Requirements for Further Promoting Gender Equality (Figures 3.18-20) ·············· 85

Chapter 4 Important Issues: Limited-term Employment and Limited-term
Researcher (Postdocs)································································ 101
4.1

Basic Data for Limited-term Employment ······································· 101
Working Arrangement by Age (Figure 4.1), Working Arrangement by AffiliatedInstitution (Figure 4.2), Working Arrangement by Job Position (Figure 4.3) ·········101
Term of Employment by Occupational Field and Average Term of Employment by
Gender, (Figure 4.4), Probability of Extending Limited-term Employment (Figure 4.5)·····································································································103
Employment Arrangement and Average Annual Salary (Figure 4.6), Health andPension Plans for Limited-term Employment (Figures 4.7-8) ···························104
Limited-term Employment and Child Raising (Figure 4.9), Childcare Leave for
Limited-term Employees (Figures 4.10-11) ················································106

4.2

Aging of Limited-term Employment ············································· 108
Elapsed Years after Degree Acquisition and Employment Arrangement (Figure 4.12),
Total Years of Limited-term Employment by Age/Gender (Figure 4.13) ··············108
Job Position of Limited-term Employee and Desire for No-term Employment (Figure4.14)·······························································································109

4.3

Employment Status of Limited-term Researcher/NPI ·························· 109
Male-Female Ratio of Limited-term Researchers (Figure 4.15)·························109
Working Hours of Limited-term Researchers/NPI (Figures 4.16-19) ·················· 110
Annual Salaries of Limited-term Researchers (Figures 4.20-21)························ 113

4.4

Tenure Track········································································· 114
Ratio of Tenure Track Employment by Age (Figure 4.22), Elapsed Years after Degree
Acquisition (Figure 4.23) ······································································ 114
Childcare Leave and Employment Extension for Tenure Track Employees (Figure4.28)······························································································· 117
Ratio of Time Spent on Research by Tenure Track Employees during Workplace
Hours (Figure 4.29)············································································· 118

Chapter 5
5.1
5.2
5.3
5.4
5.5

Chapter 6
6.1

Important Issues: Program and Policy Awareness ··············· 119
Familiarity with Recent Laws and Policies ······································ 119
Support Programs Currently Underway for Female Researchers ············· 122
Numerical Targets for Hiring Female Researchers ······························ 125
Perception of Numerical Targets from Respondents with High Awareness ·· 127
Female Hiring Targets of Affiliated Institutions ································· 130

Written Comments ···················································· 137
Respondents’ Characteristics ······················································ 137

ii

6.2

Frequently Made Comments······················································· 139(i) Work-life Balance ···········································································139(ii) Limited-term Researcher (Postdoc) Position···········································141(iii) Career Path ·················································································142(iv) Numerical Target for Female Researcher Hiring ·····································143(v) Supporting Science Course Selection for Middle and High School Students ·····144(vi) Necessity of Perception Reform ·························································144(vii) Others ·······················································································146

Survey Wrap-up ······································································· 147
Chapter 1: Summary of Results ······························································147
Chapter 2: Important Issues: Gender Gap in Job Positions·······························148
Chapter 3: Important Issues: Child and Nursing Cares ···································148
Chapter 4: Important Issues: Limited-term Employment and Limited-term Researcher(Postdocs) ························································································149
Chapter 5: Important Issues: Program and Policy Awareness····························150

Appendix 1 Questionnaire ························································ 151
Fourth Large-Scale Survey of Actual Conditions of Gender Equality in
Scientific and Technological Professions ···············································151

Appendix 2 The Data of Each Scientific Society Attended ·················· 163

iii

English terms
A brief supplement for the specific English terms used in this survey.
Page orfigurenumberp. 1 etc.

English term to appear in thesurveyJapanese term to appear in
the original survey

Alternative English term or
short description

limited-term employment

任期付き職

p. 2 etc.

no-term employment

任期なし職

p. 2 etc.

technical colleges

高専

p. 2 etc.

regular employee

一般職

p. 4
(Fig. 1.4)
p. 4
(Fig. 1.4)
p. 4
(Fig. 1.4)
p. 21

Doctoral Degree (Course)

課程博士Doctoral Degree (Non-course)

論文博士

Doctoral Degree(Both Course and Non-course)
Experience with Job
Change/Relocation/QuittingJob
workplace hours
Dual Career Support Program

課程論文両方fixed-term employment(or fixed-term contract)
permanent employment(or permanent contract)colleges of technology(or National Institute ofTechnology, Japan)
a clerical position with limited
possibilities for promotion
Doctoral Degree (Coursebased)
Doctoral Degree (Thesisbased)
Doctoral Degree(Both Course and Thesis)
Experience of Job
Resignation/Change/Relocation

Middle school

中学

Changes in "work as center"
concept
Balancing Family and Work

仕事中心の考え方を変える

Municipal Childrearing
Supportファミリーサポート

Joint researcher

共同研究者

Aggressive hiring

積極採用

Numerical Target for Female
Hiring

女性比率の数値目標

p. 25
p. 40
(Fig. 1.69)
p. 46(Fig. 1.78)
p. 50
p. 51
(Fig. 1.93)
p. 51(Fig. 1.93)

p. 54(Fig. 1.95)
p. 56(Fig. 1.98)
p. 59(Fig. 1.105)

離職・転職・異動の有無

在職場時間
同居支援制度/帯同支援制度

仕事と家庭の両立

iv

hours at workplace
Supporting system of faculty
hiring who with anaccompanying spouse
Junior high school
Change the work-centered wayof thinking
Maintaining a Healthy WorkLife(or Work-Family) Balance
A local parenting project
supported by Japan's Ministryof Health, Labor and Welfare.
That is so called “Fami-Supo(Family-Support)” in Japan.
Collaborator
Active hiring/ Active
recruitment for female
Numerical Target for Female
Employment RatePage orfigurenumberp. 63(Fig. 1.112)

English term to appeare in thesurveyJapanese term to appeare in
the original survey

Alternative English term or
short description

Separate surnames for married
couples

夫婦別姓

p. 76
(Fig. 3.9)

Care Giver During Academic
Society Functions

学会参加時の保育担当者

p. 80(Fig. 3.14)
p. 93(Fig. 3.19)

General Staff

一般社員

Couple having different
surnames / Married couples
with different surnames
People Providing Childcare
Support during Academic
Conference
Regular Employee

Frequent early retirement orleave of absence

女性に中途離職や休職が多い

p. 93(Fig. 3.19)

Female ratio is low for thegeneration currently inleadership position

Women have high rates of
early retirement and leave ofabsence
現在指導的地位にある世代の The female labor force
participation rate is low in the
女性比率が低い
generation currently inleadership positionsv

Members
A member list of the abridged English translation working group (an alphabetical order):Michiko Bando (Architectural Institute of Japan
Yoshie Harada (The Biophysical Society of Japan)
Noriko Hirata (The Mathematical Society of Japan)
Yoshiko Ishida (The Institution of Professional Engineers, Japan)
Taichi Ito (The Society of Chemical Engineers, Japan)
Hiroko Ito (Japan Society for Bioscience, Biotechnology, and Agrochemistry)
Miho Itoi (The Physical Society of Japan)
Maki Iwakuma (The Institution of Professional Engineers, Japan)
Akiko Kashimata (Architectural Institute of Japan)
Naoko Kitagawa (The Society of Chemical Engineers, Japan)
Akiko Koito (Architectural Institute of Japan)
Hitomi Kumagai (Japan Society for Bioscience, Biotechnology, and Agrochemistry)
Akane Miyazaki (The Society of Chemical Engineers, Japan)
Lumi Negishi (The Biophysical Society of Japan)
Chiaki Oguchi (Japan Geoscience Union)
Hisako Ohtsubo (The Genetics Society of Japan)*Yukie Sano (The Physical Society of Japan)
Megumi Sato (The Zoological Society of Japan)
Kozo Shimada (The Institution of Professional Engineers, Japan)
Misa Shimuta (The Physiological Society of Japan)
Tomohiro Sudo (Architectural Institute of Japan)
Yoshiko Tsuji (The Society of Chemical Engineers, Japan)
Hiroko Tsukamura (The Japan Society for Comparative Endocrinology)
Reiko Urade (Japan Society for Bioscience, Biotechnology, and Agrochemistry)
Naoko Yoshie (The Society of Polymer Science, Japan)
Naoko Yoshinaga (Japan Society for Bioscience, Biotechnology, and Agrochemistry)(* organizer of the working group)vi

Table of figures
Figure 1.1 Age Distribution of Respondents and Percentage of Females ································· 3
Figure 1.2 Age Distribution of Respondents by Gender ····················································· 3
Figure 1.3 Highest Academic Degree (Single Answer) ······················································ 4
Figure 1.4 Types of Doctoral Degree (Single Answer) ······················································ 4
Figure 1.5 Male Respondents with Doctoral Degree by Age Group (Single Answer) ·················· 4
Figure 1.6 Female Respondents with Doctoral Degree by Age Group (Single Answer) ··············· 4
Figure 1.7 Years Elapsed Since Aquiring Degree (Single Answer) ········································ 5
Figure 1.8 Respondents’ Affiliated Academic Society and Percentage of Females (Multiple
Answers) ········································································································ 6
Figure 1.9 Current Employment Status (Single Answer) ···················································· 7
Figure 1.10 Number of Respondents by Profession (Single Answer) ····································· 7
Figure 1.11 Respondents’ Job Category by Profession (Single Answer) ································· 8
Figure 1.12 Respondents’ Affiliated Institution (Single Answer) ·········································· 8
Figure 1.13 Number of Respondents by Institution and Percentage of Females (Single Answer) ···· 9
Figure 1.14 Male Respondents’ Affiliated Institutions by Profession (Single Answer) ················ 9
Figure 1.15 Female Respondents’ Affiliated Institution by Profession (Single Answer) ··············· 9
Figure 1.16 Breakdown of Professions by Affiliated Institution (Single Answer) ···················· 10
Figure 1.17 Response by Job Positions (Multiple Answers) and Percentage of Females ············ 10
Figure 1.18 Percentage of Research and Technical Jobs (Single Answer) ······························ 11
Figure 1.19 Respondents with Doctoral Degree by Job Category (Single Answer) ··················· 11
Figure 1.20 Respondents’ Job Category by Affiliated Institution (Single Answer) ··················· 11
Figure 1.21 Annual Salary by Gender (Single Answer) ··················································· 12
Figure 1.22 Annual Salary by Age Group for Each Institution (Single Answer) ······················ 13
Figure 1.23 Employment Status by Institution (Single Answer) ········································· 14
Figure 1.24 Employment Status by Age Group for Each Institution (Single Answer) ················ 16
Figure 1.25 Employment Status by Profession (Single Answer) ········································· 17
Figure 1.26 Term of Current Occupation (Limited-term Employment) (Single Answer) ············ 18
Figure 1.27 Affiliation Changes (Current: Limited-term Employment) (Single Answer) ············ 18
Figure 1.28 Total Years as Limited-term Employee (Single Answer) ··································· 18
Figure 1.29 Contract Working Hours per Week (Single Answer) ········································ 18
Figure 1.30 Length of Limited-term Employment by Profession (Single Answer) ··················· 19
Figure 1.31 Affiliation Changes by Profession (Single Answer) ········································· 19
Figure 1.32 Social Security (Single Answer) ································································ 19
Figure 1.33 Provision for Childcare Leave (Single Answer) ············································· 20
Figure 1.34 Tenure Track Job (Single Answer) ····························································· 20
Figure 1.35 Desire for No-term Employment (Single Answer) ·········································· 20
Figure 1.36 Length of Limited-term Employment (Current: No-term Employment) (Single Answer)·················································································································· 20
Figure 1.37 Affiliation Changes (Current: No-term Employment) (Single Answer) ·················· 20
Figure 1.38 Length of Limited-term Employment by Profession (Current: No-term Employment)(Single Answer) ······························································································ 21
Figure 1.39 Affiliation Changes by Profession (Current: No-term Employment) (Single Answer) 21
Figure 1.40 Experience with Job Change/Relocation/Quitting Job (Multiple Answers) ············· 22
Figure 1.41 Number of Job Change/Relocation/Quitting Job (Single Answer) ························ 22
Figure 1.42 Reasons for Job Change/Relocation/Quitting Job (Multiple Answers)··················· 23
Figure 1.43 Reasons for Job Change/Quitting Job by Age Group (Multiple Answers)··············· 24
Figure 1.44 Hours Spent at Workplace per Week (Single Answer) ······································ 25vii

Figure 1.45 Hours Spent in R&D per Week (Single Answer) ············································ 25
Figure 1.46 Hours Spent at Workplace per Week by Age Group (Single Answer) ···················· 26
Figure 1.47 Hours Spent Working at Home per Week (Single Answer) ································ 26
Figure 1.48 Hours Spent in R&D at Home per Week (Single Answer) ································· 26
Figure 1.49 Hours Spent Working at Home per Week by Age Group (Single Answer) ·············· 27
Figure 1.50 Hours Spent at Workplace per Week by Profession (Single Answer)····················· 28
Figure 1.51 Hours Spent Working at Home per Week by Profession (Single Answer) ··············· 29
Figure 1.52 Career Goals by Gender (Multiple Answers) ················································· 30
Figure 1.53 Career Goals by Occupational Field (Multiple Answers) Male/Female ················· 31
Figure 1.54 Career Goals by Profession (Multiple Answers) Male/Female ···························· 33
Figure 1.55 Impact of Overseas Activities on Career Development (Single Answer) ················ 33
Figure 1.56 Experience with Overseas Research Activities Lasting Over 6 Months (Single Answer)·················································································································· 34
Figure 1.57 Benefits of Postdoctoral Position (Multiple Answers) ······································ 34
Figure 1.58 Problems with Postdoctoral Position (Multiple Answers) ·································· 35
Figure 1.59 Securing Career Path After Postdoc (Multiple Answers) ··································· 35
Figure 1.60 Marital Status (Single Answer) ································································· 36
Figure 1.61 Marital Status by Age Group for Each Institution (Single Answer) ······················ 37
Figure 1.62 Spouse’s Employment (Single Answer) ······················································· 37
Figure 1.63 Spouse’s Employment by Institution (Single Answer) ······································ 38
Figure 1.64 Term for Spouse’s Employment (Single Answer) ··········································· 38
Figure 1.65 Experience Living Separately (Single Answer) ·············································· 38
Figure 1.66 Experience Living Separately by Institution (Single Answer) ····························· 39
Figure 1.67 Percentage of Respondents with Separate Living Experience by Institution (Single
Answer) ······································································································· 39
Figure 1.68 Years Spent Living Separately (Single Answer) ············································· 39
Figure 1.69 Dual Career Support Program (Multiple Answers) ·········································· 40
Figure 1.70 Dual Career Support Program by Institution (Multiple Answers) ························· 40
Figure 1.71 Dual Career Support Program by Age Group (Multiple Answers) ························ 41
Figure 1.72 Use of Dual Career Support Program (Single Answer) ····································· 41
Figure 1.73 Use of Dual Career Support Program by Age Group (Single Answer) ··················· 42
Figure 1.74 Reason for Not Using Dual Career Support Program (Overall/by Institution)(Multiple Answers) ·························································································· 43
Figure 1.75 Number of Children (Single Answer) ························································· 43
Figure 1.76 Number of Children Overall (Single Answer)················································ 44
Figure 1.77 Number of Children by Institution (Single Answer) ········································ 45
Figure 1.78 Age of Children (for those with children) (Multiple Answers) ···························· 46
Figure 1.79 Age Relation of Respondents and Their Children (Multiple Answers) ··················· 46
Figure 1.80 Ideal Number of Children (Single Answer)··················································· 46
Figure 1.81 Actual and Ideal Number of Children (Single Answer) ····································· 46
Figure 1.82 Reasons Why Number of Children Are Less Than Ideal (Multiple Answers)··········· 47
Figure 1.83 Person Responsible for Daytime Childcare (Pre-school) (Multiple Answers) ·········· 47
Figure 1.84 Person Responsible for Daytime Childcare (Elementary School) (Multiple Answers) 48
Figure 1.85 Status of Childcare Leave (Multiple Answers) ··············································· 48
Figure 1.86 Length of Childcare Leave (Single Answer) ················································· 48
Figure 1.87 Reasons for Not Taking Leave (Multiple Answers) ········································· 49
Figure 1.88 Status After Leave (Single Answer)···························································· 49
Figure 1.89 Need for Nursing Care of Family Member (Single Answer) ······························ 49
Figure 1.90 Awareness of Nursing-Care Leave (Single Answer) ········································ 50
Figure 1.91 Percentage of Respondents Aware of Nursing-Care Leave by Age Group (Single
Answer) ······································································································· 50

viiiFigure 1.92 Provision for Nursing-Care Leave at Respondent’s or Spouse’s Workplace (Single
Answer) ······································································································· 50
Figure 1.93 Requirements for Balancing Family and Work (Multiple Answers) ······················ 51
Figure 1.94 Requirements for Balancing Family and Work by Presence of Children (Multiple
Answers) ······································································································ 53
Figure 1.95 Environment Required for R&D (Multiple Answers) ······································· 54
Figure 1.96 Reasons for Low Percentage of Female Researchers (Multiple Answers) ··············· 55
Figure 1.97 Reasons for Low Percentage of Females in Leadership Position (Multiple Answers) · 55
Figure 1.98 Remedies for Improving Female Ratio (Multiple Answers) ······························· 56
Figure 1.99 Awareness of Policies (Multiple Answers) ···················································· 56
Figure 1.100 Awareness of Policies by Institution (Multiple Answers) ································· 57
Figure 1.101 Awareness of Policies by Occupational Field (Multiple Answers) ······················ 57
Figure 1.102 Awareness and Significance of National Policies and Support for Female Researchers(Single Answer) ······························································································ 58
Figure 1.103 Awareness of Numerical Target for Female Hiring (Single Answer)···················· 58
Figure 1.104 Significance of Setting a Numerical Target for Female Hiring (Single Answer) ······ 59
Figure 1.105 Numerical Target for Female Hiring (Single Answer) ····································· 59
Figure 1.106 Published Numerical Target for Female Hiring (for those who replied yes to set target)(Single Answer) ······························································································ 59
Figure 1.107 Need for Numerical Target (for those who replied no to set target) (Single Answer) 59
Figure 1.108 Progress in the Promotion of Gender Equality (Single Answer) ························· 60
Figure 1.109 Progress in the Promotion of Gender Equality by Occupational Field (Single Answer)·················································································································· 61
Figure 1.110 Progress in the Promotion of Gender Equality by Institution (Single Answer) ········ 61
Figure 1.111 Progress in the Promotion of Gender Equality by Profession (Single Answer) ······· 62
Figure 1.112 Future Requirements for Gender Equality (Multiple Answers) ·························· 63
Figure 2.1 Definition of Job Position Index (Single Answer) ············································ 64
Figure 2.2 Job Position Index by Age for Each Institution ················································ 65
Figure 2.3 Job Position Index by Age for University/Technical College ······························· 66
Figure 2.4 Job Position Index by Age for Each University/Technical College Academic Field ···· 67
Figure 2.5 Percentage of Active Female Faculties (Lecturer or above) in University/TechnicalCollege (Single Answer) ···················································································· 68
Figure 2.6 Years Elapsed Since Acquiring Degree x Current Occupation x Gender (Single
Answer) ······································································································· 69
Figure 2.6 (Supplemental) Job Position and Years Elapsed Since Acquiring Degree (Ratio of
Respondents)( ) is number of responses ························································· 69
Figure 3.1 Hours Spent at Workplace by Children’s Age Group (Single Answer) ···················· 70
Figure 3.2 Annual Salary and Number of Children (respondents in their late 30’s) (Single
Answer) ······································································································· 71
Figure 3.3 Taking Childcare Leave (Single Answer)······················································· 72
Figure 3.4 Why Parents with Pre-school Children Did Not Take Leave (Multiple Answers) ······· 73
Figure 3.5 Why Parents with Pre-school Children Did Not Take Leave by Employment Status(Multiple Answers) ·························································································· 73
Figure 3.6 Why Parents with Pre-school Children Did Not Take Leave by Job Position (Multiple
Answers) ······································································································ 74
Figure 3.7 Daytime Care Giver of Pre-school Children by Age of Youngest Child (Multiple
Answers) ······································································································ 75
Figure 3.8 After-school Care Giver of Elementary School Children by Age of Youngest Child(Multiple Answers) ·························································································· 75
Figure 3.9 Care Giver During Academic Society Functions by Age of Youngest Child (Multiple
Answers) ······································································································ 76
Figure 3.10 Length of Separation and Number of Children (Single Answer) ·························· 77ixFigure 3.11 Length of Separation by Institution (Single Answer) ······································· 78
Figure 3.12 Consideration to Eliminate Separation (Single Answer) ··································· 79
Figure 3.13 Consideration to Eliminate Separation by Institution (Single Answer) ·················· 79
Figure 3.14 Use of Dual Career Support Program by Job Position (Single Answer) ················· 80
Figure 3.15 Reasons for Not Using Dual Career Support Program (Multiple Answers) ············· 81
Figure 3.16 People Requiring Nursing Care (Single Answer) ············································ 82
Figure 3.17 Requirements for Balancing Work and Child/Nursing Care (Multiple Answers)······· 84
Figure 3.18 Reasons for Low Proportion of Females in Science and Technology Fields in General(Multiple Answers) ·························································································· 90
Figure 3.19 Reasons for Low Proportion of Females in Leadership Positions in Science andTechnology Fields (Multiple Answers) ··································································· 93
Figure 3.20 Requirements for Further Promoting Gender Equality (Multiple Answers) ············100
Figure 4.1a Working Arrangement by Age: Overall (Single Answer) ··································101
Figure 4.1b Working Arrangement by Age: University/Technical College (Single Answer) ·······101
Figure 4.1c Working Arrangement by Age: Research Institution (Single Answer) ··················101
Figure 4.1d Working Arrangement by Age: Corporation (Single Answer) ····························102
Figure 4.2 Working Arrangement by Institution (Single Answer) ······································102
Figure 4.3a Working Arrangement by Job Position: University/Technical College (Single Answer)·················································································································102
Figure 4.3b Working Arrangement by Job Position: Research Institution (Single Answer) ········103
Figure 4.3c Working Arrangement by Job Position: Corporation (Single Answer) ··················103
Figure 4.4a Term of Employment by Occupational Field (Single Answer) ···························103
Figure 4.4b Average Term of Employment by Gender (Single Answer) ·······························104
Figure 4.5 Probability of Extending Limited-term Employment (Single Answer) ···················104
Figure 4.6 Employment Arrangement and Average Annual Salary (University/technical College
and Research Institution) by Occupational Field/Gender (only those spending more than 40hours per week at the workplace) ········································································105
Figure 4.7a Health Plan Participation: Participants (Single Answer) ···································105
Figure 4.7b Health Plan Participation Ratio: Participants (Single Answer) ···························105
Figure 4.8a Welfare/Mutual Pension Plan Participation: Participants (Single Answer) ·············106
Figure 4.8b Welfare/Mutual Pension Plan Participation: Participation Ratio (Single Answer) ····106
Figure 4.9a Number of Children by Gender/Job Position (for males ages 35 to 39 only) (Single
Answer) ······································································································106
Figure 4.9b Number of Children by Gender/Job Position (for females ages 35 to 39 only) (Single
Answer) ······································································································107
Figure 4.10 Childcare Leave for Limited-term Employment (Single Answer) ·······················107
Figure 4.11 Term Extension Due to Childcare Leave for Limited-term Employment (Single
Answer) ······································································································107
Figure 4.12 Employment Arrangement by Elapsed Years after Degree Acquisition for
University/Technical College and Research Institution (Single Answer) ··························108
Figure 4.13 Total Years of Limited-term Employment x Age/Gender (Single Answer) ·············108
Figure 4.14 Desire for No-term Employment x Current Job (Single Answer) ························109
Figure 4.15a Limited-term Researchers by Age Group and Ratio of Females (Single Answer) ···109
Figure 4.15b Limited-term Researchers by Age Group and Ratio of Females (Single Answer)(horizontal axis aligned with third survey) ····························································· 110
Figure 4.16 Contract Working Hours per Week of Limited-term Researcher (Single Answer) ···· 110
Figure 4.17 Weekly Hours Spent at Workplace by Occupational Field (Single Answer) ··········· 111
Figure 4.18a Contract Working Hours per Week of Limited-term Researcher and Hours Spent at
Workplace (Single Answer) ··············································································· 111
Figure 4.18b Contract Working Hours per Week of Limited-term NPI and Hours Spent at
Workplace (Single Answer) ··············································································· 111xFigure 4.18c Average Hours Spent at Workplace/Contract Working Hours per Week of Limitedterm Researcher (Single Answer) ········································································ 112
Figure 4.18d Average Hours Spent at Workplace/Contract Working Hours per Week of Limitedterm NPI (Single Answer) ················································································· 112
Figure 4.19 Average Hours Spent in Research While at Workplace (Single Answer) ··············· 112
Figure 4.20a Annual Salary of Limited-term Researcher by Age and Gender (Single Answer) ··· 113
Figure 4.20b Average Annual Salary of Limited-term Researcher by Age and Gender (Single
Answer) ······································································································ 113
Figure 4.20c Median Annual Salary of Limited-term Researcher by Age and Gender (Single
Answer) ······································································································ 113
Figure 4.21 Annual Salary of Respondents with Doctoral Degree that Spend Over 40 Hours at
Workplace (Single Answer) ··············································································· 114
Figure 4.22 Tenure Track Employment x Age (Single Answer) ········································· 114
Figure 4.23 Tenure Track Employment x Elapsed Years after Degree Acquisition (Single Answer)················································································································· 115
Figure 4.24 Tenure Track Employment x Current Job (Single Answer) ······························· 115
Figure 4.25 Working Arrangement by Age: University/Technical College (Single Answer) ······· 115
Figure 4.26 Contract Working Hours for Tenure and Non-tenure Employments (Single Answer) 116
Figure 4.27a Annual Salary of Tenure Track Employee by Age and Gender (Single Answer) ····· 116
Figure 4.27b Annual Salary of Non-tenure Track Employee by Age and Gender (Single Answer)················································································································· 116
Figure 4.27c Annual Salary of Tenure and Non-tenure Employees by Age and Gender (Single
Answer) ······································································································ 117
Figure 4.27d Annual Salary of Tenure and Non-tenure Employees by Age and Gender (Single
Answer) ······································································································ 117
Figure 4.28a Childcare Leave for Tenure and Non-tenure Employees (Single Answer) ············ 117
Figure 4.28b Employment Extension for Tenure and Non-tenure Employees after Childcare Leave(Single Answer) ····························································································· 118
Figure 4.29 Average Time Spent on R&D at Workplace for Tenure and Non-tenure Employees(Single Answer) ····························································································· 118
Figure 5.1 Awareness of Recent Laws/Policies by Age Group and Gender (Single Answer perItem) ·········································································································· 119
Figure 5.2 Awareness of Recent Laws/Policies by Occupational Field (Single Answer) ···········120
Figure 5.3 Awareness of Recent Laws/Policies by Job Position (Single Answer per Item) ·········121
Figure 5.4 Awareness of Recent Laws/Policies Overall by Profession (Single Answer per Item)(excludes students) ·························································································122
Figure 5.5 Perception of Recent Policies by Occupational Field (Single Answer) ···················124
Figure 5.6 Awareness of Numerical Target for Newly Hired Female Researchers by OccupationalField (Single Answer) ······················································································125
Figure 5.7 Perception of Numerical Target for Newly Hired Female Researchers by OccupationalField (Single Answer) ······················································································125
Figure 5.8 Perception of Numerical Target for Newly Hired Female Researchers by Profession(Single Answer) (excludes students)·····································································126
Figure 5.9 Perception of Numerical Target for Newly Hired Female Researchers by Age Group(Single Answer) ·····························································································126
Figure 5.10 Awareness of Numerical Target by Job Position (Single Answer) ·······················128
Figure 5.11 Awareness of Numerical Target and Perception on Significance (Single Answer)(excludes "uncertain")······················································································128
Figure 5.12 Awareness of Numerical Target and Perception on Significance Compared with Third
Survey (excludes "uncertain") ············································································129
Figure 5.13 Awareness by Job Position of Numerical Target for Female Hiring in Affiliated
Organization (Single Answer) ············································································131xiFigure 5.14 Awareness by Job Position of Publicized Numerical Target for Female Hiring in
Affiliated Organization (Single Answer) ································································133
Figure 5.15 Perception by Job Position on Necessity of Numerical Target (Single Answer) ·······136
Figure 6.1.1 Total Responses and Written Comments ····················································137
Figure 6.2.1 Number of Written Comments by Age/Gender·············································137
Figure 6.2.2 Ratio of Written Comments by Age/Gender ················································137
Figure 6.3.1 Number of Written Comments by Occupational Field ····································138
Figure 6.3.2 Ratio of Written Comments from Females by Occupational Field ······················138
Figure 6.4 Major Topics and Number of Comments ······················································139xiiPreface
The Japan Inter-Society Liaison Association Committee for Promoting Equal Participation of Men and Womenin Science and Engineering (EPMEWSE) conducts a large-scale survey roughly every four years on gender equality
in the science and engineering professions “to understand the current environment surrounding the communities ofscience and engineering professionals, to identify issues and to propose recommendations.”1) The first and second
surveys were carried out under the consignment of Japan’s Ministry of Education, Culture, Sports, Science andTechnology, but from the third survey, the EPMEWSE itself has been working on the project with the combined
strength of its member academic societies. Our intention is to capture the trends over time through periodic research,
investigate the awareness of the gender equality related laws and policies set up with the movement of the times,
verify the effect of government projects and recommend new policies as necessary.

Raising productivity and innovation power in Japan, which has entered an era of depopulation, is a challenging
issue, and how women work is drawing attention as a key to solving that issue. “To maintain and strengtheninternational competitiveness and to revitalize science and technology/academic activities incorporating various
perspectives and ideas,” as stated in the Fourth Basic Plan for Gender Equality (approved by Cabinet in December2015), and “to incorporate a broad array of perspectives and excellent ideas in the stimulation of STI (Science,
Technology and Innovation) activities,” as stated in the 5th Science and Technology Basic Plan (approved by the
Cabinet in January 2016), “it will be essential to develop environments in which women have opportunities to exert
their abilities to the fullest and to continue to promote the advancement of their careers.” For the comprehensive
promotion of women’s activities, the “Act on Promotion of Women's Participation and Advancement in the
Workplace” was placed in to full effect in April 2016. The act made it obligatory for national and local governments
as well as private enterprises to comprehend the situation concerning the activity of women, analyze issues, formulateaction plans, and publish information. Internationally, at the G7 Ise Shima Summit in 2016, which Japan chaired, theworld leaders declared their commitment “to empowering women and girls, including through capacity-building suchas education and training as well as promoting active role of women in Science, Technology, Engineering andMathematics (STEM) fields,” and for that purpose set up the “Women’s Initiative in Developing STEM Career(WINDS).”

Against such social trends, this research study clarified how the current situation of female researchers andengineers is changing along with the situation of their male counterparts. Similar to the third survey, we considered“Gender Gap in Job Positions,” “Child and Nursing Care,” “Limited-term Employment and Postdocs” and “Programs
and Policies” as important topics in our analysis. The number of responses to the latest survey exceeded 18,000
surpassing the number received in previous surveys, and more than 4,500 comments were gathered making the report
more content rich than ever before. We would like to thank the survey participants from each academic society for
their cooperation, and as with previous reports, we strongly hope that this report will contribute to the promotion ofgender equality and further development of science and technology.
1) Japan Inter-Society Liaison Association Committee for Promoting Equal Participation of Men and Women in
Science and Engineering, Report on the MEXT-Commissioned Project in FY2003 “Diverse Visions of Scientists andEngineers in the 21st Century -For the Promotion of Gender Equality- ,” March 2004

1

Chapter 1 Summary of Results

Survey Results
In the fourth survey, a questionnaire containing 88 questions covering 42 items was prepared. The survey was carriedout through a Website from October 8 to November 7, 2016 targeting members of academic societies.

Note:
In the fourth survey, the following common definitions apply in each chapter.
○ Affiliated institution
Affiliated institution is divided into five categories of “university/technical college”, “research institution”,“corporation”, “government” and “others”.
○ Occupational field
Based on job title, occupational field is divided into five major categories.
Two categories for “university/technical college” and research institution”:① PI: Principal Investigator (professor, associate professor, lecturer, dean, director, division head, group lab chief,senior researcher)② NPI: Not Principal Investigator (assistant professor, research assistant, researcher (including limited-term
researcher), research technician)Two categories for “government” and “corporation”:③ manager (executive director, general manager, senior manager, manager)④ regular employee (group leader, general staff)
One category for:⑤ student
These categories were further divided into nine categories depending on the presence of term limits. That is, (A)no-term PI, (B) limited-term PI, (C) no-term NPI (excludes no-term researcher), (D) limited-term NPI (excludes
limited-term researcher), (E) no-term researcher, (F) limited-term researcher (includes researcher reappointed tolimited-term employment after reaching retirement age), (G) manager (corporate executive director, generalmanager, senior manager, manager), (H) regular employee (group leader, general staff), and (I) student.

2Chapter 1 Summary of Results

Chapter 1 Summary of Results
1.1

Basic Data

Age Group and Gender (Questions 1, 2; Figures 1.1-2)
There were 13,162 male and 4,997 female (28%) respondents.
Percentage of female respondents decreased as age increased.
The peak age group was higher for males.
1800

1600

37.2%

34.5%

1400

Male
FemaleFemale Ratio

32.6% 32.3% 31.4%
26.3%

1200

40%
30%

21.6%

1000

50%

800

18.6%

15.0%

600

11.3%

13.7%

400

20%

Female Ratio

Number of Responses

2000

10%

200
70 Yrsor Over

65 Yrs～

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～30 Yrs～25 Yrs～0%
24 Yrsor Under0

Figure 1.1 Age Distribution of Respondents and Percentage of Females
20%

Male
Female15%
10%
5%

70 Yrs orOver

65 Yrs～

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～30 Yrs～25 Yrs～24 Yrs or
Under

0%

Figure 1.2 Age Distribution of Respondents by Gender

Highest Academic Degree (Questions 3, 4; Figures 1.3-7)
As far as the highest level of education is concerned, the percentage that responded with bachelor’s degree wasslightly higher for females. Otherwise, it was about the same for both males and females.
Those with a doctoral degree are slightly higher for males, but the difference is shrinking.
The overall degree acquisition rate is 65% with a sharp increase for both males and females in their 30’s.
The percentage of males who have had their doctoral degree for over 16 years has reached 45%, but the rate is
only 31% for females.

3Chapter 1 Summary of Results

0%

20%

40%

60%

80%

100%

Associate Degree
Bachelor’s
Master’s
Doctor’s
OthersMale(n=13162)
Female(n=4997)

Figure 1.3 Highest Academic Degree (Single Answer)

0%

20%

40%

60%

80%

100%

Male
(n=13162)

None
Doctoral Degree (Course)
Doctoral Degree (Non-course)

Female(n=4997)

Doctoral Degree (Both Course and Non-course)

Figure 1.4 Types of Doctoral Degree (Single Answer)

100%

790

976 1277 1750 1899 1871 1665 1409 885

386

251

80%

Doctoral Degree (Both Course and Non-course)

60%

Doctoral Degree (Non-course)
Doctoral Degree (Course)

40%

None

20%

70 Yrsor Over

65 Yrs～

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～30 Yrs～25 Yrs～24 Yrsor Under0%

Figure 1.5 Male Respondents with Doctoral Degree by Age Group (Single Answer)

100%

467

515

619

834

868

667

459

321

156

49

40

80%
Doctoral Degree (Both Course and Non-course)

60%

Doctoral Degree (Non-course)

Doctoral Degree (Course)

40%

None

20%

70 Yrsor Over

65 Yrs～

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～30 Yrs～25 Yrs～24 Yrsor Under0%

Figure 1.6 Female Respondents with Doctoral Degree by Age Group (Single Answer)4

Chapter 1 Summary of Results

0%

20%

40%

60%

80%

Male
(n=8547)100%
1-5 years
6-10 years

11-15 years

Female(n=3137)

16 or more years

Figure 1.7 Years Elapsed Since Aquiring Degree (Single Answer)

Affiliated Academic Societies (Question 5; Figure 1.8)
The female ratio of survey respondents was higher than the female ratio of society members for all academic
societies.
On average, each person is affiliated with 1.65 academic societies.

5Chapter 1 Summary of Results0%Japanese Society of Breeding
The Genetics Society of Japan
Japanese Society for Biological Sciences in Space
The Japanese Society for Hygiene
The Institute of Image Information and Television Engineers
The Japanese Liquid Crystal Society
The Japanese Society for Horticultural Science
The Japan Society for Industrial and Applied Mathematics
The Japan Society of Applied Physics
The Japanese Association of Anatomists
The Chemical Society of JapanThe Society of Chemical Engineers, JapanThe Japan Scientists’ Association
Japan Association for Fire Science and Engineering
The Japan Society of Mechanical Engineers
The Institution of Professional Engineers, JapanThe Japanese Society of Fish Pathology
The Ichthyological Society of JapanThe Japan Institute of Metals and Materials
The Society of Instrument and Control Engineers
The Crystallographic Society of Japan
Atomic Energy Society of Japan
Architectural Institute of JapanThe Society of Polymer Science, Japan
Japan Society for Cell Biology
Japan Society of Coordination Chemistry
The Japanese Society of Sericultural Science
Japanese Association for Oral Biology
The Magnetics Society of JapanThe Mass Spectrometry Society of Japan
Society of Automotive Engineers of JapanThe Japanese Geotechnical Society
The Japanese Society of Veterinary Science
The Society for the Study of Species Biology
The Botanical Society of JapanThe Japanese Society for Chemical Regulation of Plants
Japanese Society for Plant Cell and Molecular Biology
The Japanese Society of Plant Physiologists
The Phytopathological Society of JapanThe Society of Japanese Women Scientists
Japanese Women Engineers Forum
Society of Evolutionary Studies, JapanThe Japan Neuroscience Society
The Japanese Society for Neurochemistry
The Japanese Forest Society
The Japanese Society of Fisheries Science
Japanese Society for Aquaculture Research
The Mathematical Society of Japan
Japan Society for Symbolic and Algebraic Computation
The Japanese Biochemical Society
The Ecological Society of JapanThe Society of Eco-Engineering
The Biophysical Society of JapanThe Japan Society for Precision Engineering
The Physiological Society of JapanThe Japan Petroleum Institute
The Ceramic Society of Japan
Japan Society Histochemistry and Cytochemistry
Japanese Society of Physical Fitness and Sports Medicine
Protein Science Society of Japan
Society of Geomagnetism and Earth, Planetary and Space Sciences
Japan Geoscience Union
Japanese Society of Animal Science
The Japanese Society for Neutron Science
The Ornithological Society of JapanThe Database Society of JapanThe Iron and Steel Institute of JapanThe Electrochemical Society of JapanThe Institute of Electronics, Information and Communication Engineers
The Astronomical Society of JapanThe Japanese Society of Carbohydrate Research
The Zoological Society of Japan
Japan Society of Civil Engineers
Japanese Society of Tropical Medicine
Japan Society for Bioscience, Biotechnology, and Agrochemistry
Bioimaging Society
Japanese Society for Bioinformatics
The Japanese Society of Developmental Biologists
The Society for Reproduction & Development
The Japan Society for Comparative Endocrinology
The Surface Science Society of JapanThe Physical Society of JapanThe Japan Society of Plasma Science and Nuclear Fusion Research
The Molecular Biology Society of JapanThe Japan Society for Analytical Chemistry
The Japanese Society for Synchrotron Radiation Research
The Japan Wood Research Society
The Japanese Society of Health and Human Ecology
Association of Wildlife and Human Society
The Japan Society of Fluid Mechanics
Unassociated
Others20%

40%

Female Ratio
60%

80%

100%

27.2%
30.8%
34.0%
41.5%
10.0%
21.7%
26.5%
17.6%
19.0%
33.8%
21.2%
13.1%
18.5%
6.5%
11.1%
5.9%
6.7%
10.6%
28.2%
11.8%
16.7%
11.4%
35.2%
24.4%
30.3%
19.8%
24.0%
44.1%
19.1%
31.1%
11.8%
14.1%
37.9%
35.2%
33.8%
24.0%
30.6%
32.9%
35.8%
97.8%
95.5%
27.4%
36.7%
39.5%
31.4%
14.4%
4.5%
14.5%
13.8%
31.1%
34.4%
23.6%
23.6%
16.4%
30.7%
13.1%
17.5%
36.4%
37.1%
20.9%
28.9%
27.2%
25.7%
9.7%
25.0%
32.3%
21.1%
17.3%
15.1%
31.0%
34.1%
27.8%
19.3%
44.4%
23.5%
29.2%
14.5%
35.1%
33.8%
19.1%
22.0%
15.1%
9.7%
32.4%
26.5%
13.7%
23.3%
48.0%
34.9%
15.0%
37.5%
31.9%

Figure 1.8 Respondents’ Affiliated Academic Society and Percentage of Females (Multiple
Answers)

6

Chapter 1 Summary of Results

Employment Status (Question 6; Figure 1.9)
About 85% of the respondents are currently employed, and no big difference was seen between genders.
0%

20%

40%

60%

80%

100%

Male
(n=13162)

Not working

Female(n=4997)

Student

Working

Figure 1.9 Current Employment Status (Single Answer)

Breakdown of Respondents by Profession (Question 6; Figure 1.10)
The largest number of responses came from those in the life science and biology field.

2500

50%

39.9%

38.8%

2000
31.3%

1500
1000

16.9%

500

28.3%

25.7%

20.4%
14.4%

60%

54.0%

Male
FemaleFemale Ratio

30%

26.0%

20%

10.4%

15.7%

40%

Female Ratio

Number of Responses

3000

10%

OthersHealth and Nursing

Medicine, Dentistry andPharmacology

Agriculture

Earth and Planetary
Science

Mechanical Engineering

Civil Engineering

Life science and Biology

Chemical and Material
Engineering

Physics

Electronics andInformation

0%
Mathematics

0

Figure 1.10 Number of Respondents by Profession (Single Answer)

Breakdown of Respondents by Profession and Job Category (Question 6, 8; Figure 1.11)
In terms of job category, large portion of engineering professionals was with a corporation, and respondents intechnical and sales jobs were high.

7

Male

Female397

157 1601 562 1064 706

86

101

405

257

FemaleFemale

79

Male

Male

680

FemaleFemale343

Male

179 1821 467 2616 1190 990

Female

961

Male

183

Female

900

Male

60

Female358

Male

Chapter 1 Summary of Results

100%

80%
60%
40%
20%

Mathematics Electronics
andInformation

Physics

Chemical Life science
Civil
Mechanical Earth andandand Biology Engineering Engineering Planetary
Material
ScienceEngineering
Research / Education

Technical

Sales

FemaleMale

FemaleMale

Male

FemaleMale

FemaleMale

0%Agriculture Medicine, Health andDentistry
NursingandPharmacology

OthersOthersFigure 1.11 Respondents’ Job Category by Profession (Single Answer)

Affiliated Institution (Question 6; Figures 1.12-16)
Respondents’ affiliation was highest with university/technical college. There was a 6 to 10 point difference infemale ratios of corporation and government (20% and 23%, respectively) compared with university and research
institution (30% and 29%, respectively).
For both genders, almost all mathematics professionals were affiliated with a university while ratio of engineering
professionals was high with the corporation.
Looking at the same data by affiliated institution, life science and biology accounted for a large portion with
university and research institution.
0%

20%

40%

60%

80%

100%
University/Technical CollegeMale(n=13162)

Research Institution

Corporation

Female(n=4997)

Government

OthersFigure 1.12 Respondents’ Affiliated Institution (Single Answer)

8

9
706
86

101
OthersHealth and Nursing

1601 1064

Others

562

80%

60%

40%

20%

80%

60%

40%

20%
Others29.5%

Other research institution

Public research institution(including national researchand development agencies)

Government

18.7% 19.9%

Medicine, Dentistry andPharmacology

Corporation

27.2%

Health and Nursing

157
Agriculture

Other educational institutions

Technical College

4000

Medicine, Dentistry andPharmacology

79
397

Agriculture

343
680

Earth and Planetary
Science990

MechanicalEngineering

Private university

Public university (municipal)

3000

Earth and Planetary
Science

1190
Civil Engineering

1821 2616

MechanicalEngineering

467
Life science and Biology

Chemical andMaterial Engineering

National university

29.4% 29.9%

Civil Engineering

179

Life science and Biology

183
961

Chemical andMaterial Engineering

900

Physics

Number of Responses

5000

Physics

60
Electronics andInformation

Mathematics

358

Electronics andInformation

Mathematics

6000
33.0%
29.6%

22.8%
30%

25%

20.5%

2000

1000

0

20%

15%

10%

Female Ratio (%)

Chapter 1 Summary of Results

40%

35%

5%

0%

Male
FemaleFemale Ratio

Figure 1.13 Number of Respondents by Institution and Percentage of Females (Single Answer)

100%
405

OthersGovernment

Corporation

Research Institution

University/Technical College

0%

Figure 1.14 Male Respondents’ Affiliated Institutions by Profession (Single Answer)

100%
257

OthersGovernment

Corporation

Research Institution

0%

University/Technical College

Figure 1.15 Female Respondents’ Affiliated Institution by Profession (Single Answer)

Chapter 1 Summary of Results

6168

100%

2516

1977

826

3053

758

234

69

447

115
OthersHealth and Nursing

80%

Medicine, Dentistry and Pharmacology

60%

Agriculture

40%

Mechanical Engineering

Earth and Planetary Science
Civil Engineering

20%

Life science and Biology
Chemical and Material Engineering0%

Physics

Male Female Male Female Male Female Male Female Male Female
University/
Technical
CollegeResearch
Institution

Corporation

Government

Electronics and Information

OthersMathematics

Figure 1.16 Breakdown of Professions by Affiliated Institution (Single Answer)

Job Position (Question 7; Figure 1.17)
As job position gets higher, female ratio becomes smaller.
2500

80%
Male

50%
37.2%

36.6%

33.4%

29.6%

33.3%
17.8%
14.3%

8.2%

0.0%

Research Institution

OthersResearch Technician

No-term Researcher

Limited-term Researcher

Division Head

Senior ResearcherGroup Lab Chief

OthersDirector

Research student

Graduate student (doctoral)

Undergraduate student

Graduate student (non-degree)

Others

Associate degree student

Research Technician

No-term Researcher

Limited-term Researcher

Research Associate

Lecturer

Assistant Professor

Professor

Associate Professor

Dean and above

Graduate student (master’s)Student

15.2%

12.4%

20%
10%

7.5%

4.5%

0

University/Technical College

30%

26.1%

17.4%

11.1%

40%

0%
Others17.1%
500 12.1%

26.5%

28.2%

General Staff

23.1%

34.6%

Group Leader

35.5%Manager

1000

60%

47.8%

Senior Manager

35.3%
32.8%
26.2%

Female Ratio

56.0%

General Manager

45.3%

1500

70%

Female58.9%

Executive Director and above

Number of Responses

2000

Female Ratio (%)

66.7%
61.0%

Corporation

Figure 1.17 Response by Job Positions (Multiple Answers) and Percentage of Females

Job Category (Question 8; Figures 1.18-20)
For both genders, about 80% were in research and education jobs. Looking at the ratios of doctoral degree
acquisition by job category, more than 80% of those in research and education held a degree compared with only
about 20% for technical jobs. A gender gap was observed in sales jobs as the ratios of those with a degree were
20% for males and almost none for females.
In job categories by affiliated institution, there were no big differences between genders in university/technical

10Chapter 1 Summary of Results

college and research institution, however in corporation, number of females in research and education jobs tended
to be higher.
0%

20%

40%

60%

80%

100%

Male
(n=11879)

Research / Education

Female(n=4284)

Sales

Technical
OthersFigure 1.18 Percentage of Research and Technical Jobs (Single Answer)

8879

3412

2421

698

100

8

479

166

Male

FemaleMale

FemaleMale

FemaleMale

Female

100%
80%

60%
40%
20%

0%
Research/
Education Job

Technical Job

Have Doctoral Degree

Sales Job

OthersNo Doctoral Degree

Figure 1.19 Respondents with Doctoral Degree by Job Category (Single Answer)

100%

6168

2516

1977

826

3053

758

234

69

447

115

80%
60%
40%
20%
0%
Male Female Male Female Male Female Male Female Male Female
University/
Research
Technical
Institution
CollegeResearch/Education Job

Corporation

Government

Technical Job

Sales Job

OthersOthersFigure 1.20 Respondents’ Job Category by Affiliated Institution (Single Answer)

Annual Salary (Question 9; Figures 1.21-22)
There was a huge difference between genders in terms of annual salaries as males peaked around the 6 to 9 million
JPY range while the peak range for females was around 6 to 7 million JPY.
In almost all affiliated institutions and age groups, the average annual salaries of females were lower at about 80%
of males.

1112

Figure 1.21 Annual Salary by Gender (Single Answer)
15 Million JPY or
Over

1600

14 Million JPY～

13 Million JPY～

12 Million JPY～

11 Million JPY～

10 Million JPY～

9 Million JPY～

8 Million JPY～

7 Million JPY～

6 Million JPY～

5 Million JPY～

4 Million JPY～

3 Million JPY～

2 Million JPY～

1 Million JPY～

Under 1 Million
JPY

None (0 JPY)

Unanswered

Number of Responses

Chapter 1 Summary of Results

1800
Male
Female

1400

1200

1000

800

600

400

200

0

200

0

55 Yrs～

50 Yrs～45 Yrs～Male
Female

800

600

400

200

0

13
600

400

200
0

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～Figure 1.22 Annual Salary by Age Group for Each Institution (Single Answer)
70 Yrs or Over

70 Yrs or Over

65 Yrs～800

65 Yrs～Male
Female60 Yrs～Government

60 Yrs～

55 Yrs～

50 Yrs～1000

45 Yrs～1200

40 Yrs～Corporation
35 Yrs～035 Yrs～200

30 Yrs～400
1000

25 Yrs～600

1200

30 Yrs～24 Yrs or Under

Male
FemaleAverage Annual Salary(Ten Thousand JPY)

University/Technical College

25 Yrs～

70 Yrs or Over

65 Yrs～

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～30 Yrs～25 Yrs～1200

24 Yrs or Under

Average Annual Salary(Ten Thousand JPY)

70 Yrs or Over400

70 Yrs or Over600

65 Yrs～800

65 Yrs～Male
Female60 Yrs～Others

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～1200

40 Yrs～1000

35 Yrs～1200

30 Yrs～1000

30 Yrs～24 Yrs or Under

Average Annual Salary(Ten Thousand JPY)
800

25 Yrs～24 Yrs or Under

Average Annual Salary(Ten Thousand JPY)
1000

25 Yrs～24 Yrs or Under

Average Annual Salary(Ten Thousand JPY)

Chapter 1 Summary of Results

Research Institution

Male
Female

800

600

400

200
0

Chapter 1 Summary of Results

1.2

Working Conditions

Employment Status (Question 10; Figures 1.23-25)
Looking at the employment status, there is a larger ratio of limited-term employment in university/technicalcollege and research institution compared with corporation and government.
When distribution of employment status is observed by affiliated institution and gender, limited-term employment
is high with the young age group in university/technical college. However, the number begins to drop with males
in their 40’s. On the other hand, the number remains high for females even after age 40. In corporation andgovernment, limited-term employment is high with males in their 60’s and above.
In the employment status by profession (excludes student respondents), there was a remarkably high ratio oflimited-term employment with life science/biology and medicine/dentistry/pharmacology fields for both genders.
7451

3229

1977

826

3053

758

234

69

447

115

100%
90%

80%

Student

70%

Limited-term

60%

No-term

50%
40%
30%
20%
10%
0%

Male

FemaleUniversity/
Technical College

Male

FemaleResearch
Institution

Male

FemaleCorporation

Male

FemaleGovernment

Male

FemaleOthersFigure 1.23 Employment Status by Institution (Single Answer)

14

Chapter 1 Summary of Results

University/Technical College: Male

University/Technical College:
FemaleNumber of Responses
200 400 600 800 1000 1200

024 Yrs or Under
25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over0
24 Yrs or Under
25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over

No-term
Limited-term
Student

Research Institution: Male0

No-term
Limited-term
Student

Research Institution: Female

Number of Responses
100
200
300
400

24 Yrs or Under
25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over0
24 Yrs or Under
25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～No-term
Limited-term

24 Yrs or Under
25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over

300

450

400

Corporation: Female

Number of Responses

150

Number of Responses
100
200
300

No-term
Limited-term

70 Yrs or OverCorporation: Male0

Number of Responses
200 400 600 800 1000 1200

600

0
24 Yrs or Under
25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over

No-term
Limited-term

15

Number of Responses
150
300
450

600

No-term
Limited-term

Chapter 1 Summary of Results

Government: Male0
24 Yrs or Under
25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over

Number of Responses
10
20
30

Government: Female
40

0
24 Yrs or Under
25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over

No-term
Limited-term

24 Yrs or Under
25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over40

No-term
Limited-term

Others: Male0

Number of Responses
10
20
30

Others: Female

Number of Responses
20
40
60
80
100

0
24 Yrs or Under
25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over

No-term
Limited-term

Number of Responses
20
40
60
80
100
No-term
Limited-term

Figure 1.24 Employment Status by Age Group for Each Institution (Single Answer)

16

Chapter 1 Summary of Results

Employment Status by Profession:
FemaleEmployment Status by Profession:Male
0% 20% 40% 60% 80%100%

0% 20% 40% 60% 80%100%

Mathematics

Mathematics

Electronics andInformation

Electronics andInformation

Physics

Physics

Chemical and Material
Engineering

Chemical and Material
Engineering

Life science and Biology

Life science and Biology

Civil Engineering

Civil Engineering

Mechanical Engineering

Mechanical Engineering

Earth and Planetary
Science

Earth and Planetary
Science

Agriculture

Agriculture

Medicine, Dentistry andPharmacology

Medicine, Dentistry andPharmacology

Health and Nursing

Health and Nursing

OthersOthersNo-term

No-term

Limited-term

Limited-term

Figure 1.25 Employment Status by Profession (Single Answer)

Limited-term Employment (Questions 11, 12; Figures 1.26-39)
Of the respondents currently under limited-term employment, those with a “6 to 10 year” term were the highest
for both genders. However, females had a slightly higher ratio of long-term employment, and females had a higher
number of respondents that changed affiliation numerous times.
Those respondents under limited-term employment totaling more than 10 years was 20% overall, but females had
a higher ratio and an increase of ten points since the third survey. The ratio of those under a contracted working
time of 40 hours or more was slightly higher for males.
The length of the limited-term employment did not vary much by profession.
About 80% of males and females under limited-term employment were enrolled in both health and pension plans,
but the percentage of non-participants was slightly higher for females.
About 50% of males and females are eligible to take childcare leave with the females having a slightly higher
eligibility ratio. However, the percentage of ineligible females is high, and that the percentage exceeds 20% is aproblem.
Males and females under tenure track employment were about 10%. Furthermore, about 80% of both genders
desire no-term employment.
Even among respondents currently under no-term employment, those that experienced limited-term employment
are not few. As for the number of affiliation changes, “once” received the highest response, but some have gone
through several affiliation changes.
Experience with limited-term employment varied greatly with profession, and there were professions in whichmore than half had experience. The number of affiliation changes was large in professions having high ratio of
respondents with limited-term employment experience.

17

Chapter 1 Summary of Results

0%

20%

40%

60%

80%

100%
0 Years
1 Year
3 Years or Less
5 Years or Less
10 Years or Less
Over 10 Years
UnansweredMale(n=2922)
Female(n=1582)

Figure 1.26 Term of Current Occupation (Limited-term Employment) (Single Answer)
0%

20%

40%

60%

80%

100%
0 Times
1 Time2 Times
3 Times
4 or More Times
UnansweredMale(n=2925)
Female(n=1582)

Figure 1.27 Affiliation Changes (Current: Limited-term Employment) (Single Answer)
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
0 Years
1 Year
3 Years or Less
5 Years or Less
10 Years or Less
Over 10 Years
UnansweredMale(n=2922)

Female(n=1582)

Figure 1.28 Total Years as Limited-term Employee (Single Answer)
0%

20%

40%

60%

80%

100%
Under 10 Hrs
10 Hrs〜20 Hrs〜30 Hrs〜40 Hrs〜UnansweredMale(n=2923)

Female(n=1580)

Figure 1.29 Contract Working Hours per Week (Single Answer)

18

Chapter 1 Summary of Results

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Mathematics
0 Years

Electronics and Information

1 YearPhysics

2 Years

Chemical and Material
Engineering

3 Years
4 Years

Life science and Biology

5 Years

Civil Engineering

6 Years

Mechanical Engineering

7 Years
8 Years

Earth and Planetary Science

9 Years

Agriculture

10 Years or More

Medicine, Dentistry andPharmacology

Unanswered

Health and Nursing
OthersFigure 1.30 Length of Limited-term Employment by Profession (Single Answer)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Mathematics
Electronics and Information
Physics
Chemical and Material
Engineering

0 Times

Life science and Biology

2 Times

Civil Engineering

3 Times

1 Time4 or More Times

Mechanical Engineering

Unanswered

Earth and Planetary Science
Agriculture
Medicine, Dentistry andPharmacology

Health and Nursing
OthersFigure 1.31 Affiliation Changes by Profession (Single Answer)
0%

20%

40%

60%

80%

100%
Both
Neither
Health Plan Only
Pension Plan Only
UnsureMale(n=2874)

Female(n=1569)

Figure 1.32 Social Security (Single Answer)

19

Chapter 1 Summary of Results

0%

20%

40%

60%

80%

100%

Male
(n=2845)

Yes
No
UnsureFemale(n=1562)

Figure 1.33 Provision for Childcare Leave (Single Answer)
0%

20%

40%

60%

80%

100%

Male
(n=2859)

Yes
No
UnsureFemale(n=1555)

Figure 1.34 Tenure Track Job (Single Answer)
0%

20%

40%

60%

80%

100%

Male
(n=2866)

Yes
No
UnsureFemale(n=1568)

Figure 1.35 Desire for No-term Employment (Single Answer)
0%

20%

40%

60%

80%

100%
0 Years
1 Year
2～3 Years
4～5 Years
6～10 Years
Over 10 Years
Unanswered

Male(n=8953)
Female(n=2702)

Figure 1.36 Length of Limited-term Employment (Current: No-term Employment) (Single Answer)
0%

20%

40%

60%

80%

100%
0 Times
1 Time2 Times
3 Times
4 or More Times
Unanswered

Male(n=8948)
Female(n=2702)

Figure 1.37 Affiliation Changes (Current: No-term Employment) (Single Answer)

20

Chapter 1 Summary of Results

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Mathematics

0 Years

Electronics and Information

1 YearPhysics

2 Years

Chemical and Material
Engineering

3 Years
4 Years

Life science and Biology

5 Years

Civil Engineering

6 Years

Mechanical Engineering

7 Years
8 Years

Earth and Planetary Science

9 Years

Agriculture

10 Years or More

Medicine, Dentistry andPharmacology

Unanswered

Health and Nursing
OthersFigure 1.38 Length of Limited-term Employment by Profession (Current: No-term Employment)(Single Answer)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Mathematics
Electronics and Information
Physics

0 Times

Chemical and Material
Engineering

1 Time2 Times

Life science and Biology

3 Times

Civil Engineering

4 or More Times

Unanswered

Mechanical Engineering
Earth and Planetary Science
Agriculture

Medicine, Dentistry andPharmacology
Health and Nursing
OthersFigure 1.39 Affiliation Changes by Profession (Current: No-term Employment) (Single Answer)

Job Change/Relocation/Leaving a Job and Reasons (Questions 13, 14; Figures 1.40-43)
Males and females that have experienced job change, relocation or leaving a job exceeded 70%. Females by far
have more experience leaving a job with more than double that of males. Looking at the number of job changes,
there is no big difference between genders. However, nearly 40% has experienced changes multiple times andamong those, half has repeated changes three or more times.
For both genders, the highest reason for job change, relocation or leaving a job was to further their careers. The

21

Chapter 1 Summary of Results

second highest reason for males was to change job content (including research topic) (36%) as opposed to reaching
the term limit for females (35%). Other high reasons for females were marriage (8%), childcare (9%) andrelocation of family member (8%). 3% cited gender discrimination.
Looking at each age group, females wanting to further their careers were somewhat more prevalent with the higher
age groups while changes due to reaching the term limit were high for females in their 40’s and younger.
0%

10%

20%

30%

40%

50%

60%

Changed workplace
for new occupation
Changed workplace
without changing occupation
Changed occupation
without changing workplace

Left/lost job
Male
FemaleNever

Figure 1.40 Experience with Job Change/Relocation/Quitting Job (Multiple Answers)
0%

20%

40%

60%

80%

100%
Unanswered
Never
0 Times
1 Time2 Times
3 Times
4 Times
5 or More TimesMale(n=11856)
Female(n=4277)

Figure 1.41 Number of Job Change/Relocation/Quitting Job (Single Answer)

22

Chapter 1 Summary of Results

0%

10%

20%

30%

40%

50%

60%

Further my career
Change in job content (or research topic)
Better income
Avoid relocation required by employer
Job relocation of family member
Workplace location
End of contract
Marriage
Caring for children
Caring for sick family member
Concern for future
Gender discrimination
Difficulty with personal relations
Unhappy with previous workplace
Laid-off or dismissed
Bankruptcy
Male
FemaleOthersFigure 1.42 Reasons for Job Change/Relocation/Quitting Job (Multiple Answers)

23

Chapter 1 Summary of Results

Male
60%

Further my career
Change in job content(or research topic)
Better income

50%

Avoid relocation
required by employer
Job relocation of family
memberWorkplace location40%

End of contract
Marriage

30%

Caring for children
Caring for sick family
memberConcern for future

20%

Gender discrimination
Difficulty with personal
relations
Unhappy with previous
workplaceLaid-off or dismissed

10%

24 Yrsor Under25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～

50 Yrs～

55 Yrs～

60 Yrs～

65 Yrs～

70 Yrsor Over

0%

n=1

n=151

n=756

n=1316n=1467n=1287n=1129n=1016

n=662

n=304

n=194

Bankruptcy
OthersFemale60%

Further my career
Change in job content(or research topic)
Better income

50%

Avoid relocation
required by employer
Job relocation of family
memberWorkplace location40%

End of contract
Marriage

30%

Caring for children
Caring for sick family
memberConcern for future

20%

Gender discrimination
Difficulty with personal
relations
Unhappy with previous
workplaceLaid-off or dismissed

10%

Bankruptcy
24 Yrsor Under25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～

50 Yrs～

55 Yrs～

60 Yrs～

65 Yrs～

70 Yrsor Over

0%

n=2

n=78

n=392

n=615

n=679

n=514

n=345

n=253

n=111

n=41

n=32

OthersFigure 1.43 Reasons for Job Change/Quitting Job by Age Group (Multiple Answers)

24Chapter 1 Summary of Results

Working Hours (Questions 15, 16; Figures 1.44-51)
Hours spent per week at the workplace by gender peaks from 40 hours to around 60 hours with the males shiftingslightly toward the longer hours. Hours spent on R&D at the workplace were evenly distributed.
By gender, the graph of female workplace hours reaches the bottom of a valley between the “30 to 45 years” range.
For both genders, workplace hours drastically drop beyond age 65. However, the workplace hours for females
reaches a peak between the “60 to 65 years” range. On the other hand, hours spent on R&D at the workplace drop
as age increases for both genders.
Looking at the average hours spent per week working at home by age group, there is an upward trend as age
increases, and a sharp rise after age 65.
Although workplace hours for males in the medicine/dentistry/pharmacology profession is long, workplace hours
are decreasing overall. Hours spent working at home by profession is generally opposite of workplace hours.
0%

5%

10%

15%

20%

25%

30%

35%

Under 10 Hrs
10 Hrs〜20 Hrs〜30 Hrs〜40 Hrs〜50 Hrs〜60 Hrs〜70 Hrs〜80 Hrs〜Male
Female90 Hrs or More

Figure 1.44 Hours Spent at Workplace per Week (Single Answer)
0%

5%

10%

15%

20%

25%

30%

35%

Not Applicable
Under 10 Hrs
10 Hrs〜20 Hrs〜30 Hrs〜40 Hrs〜50 Hrs〜60 Hrs〜70 Hrs〜80 Hrs〜Male
Female90 Hrs or More

Figure 1.45 Hours Spent in R&D per Week (Single Answer)

25

Chapter 1 Summary of Results

60
Hours at Workplace: Male
Hours at Workplace: Female
Hours Spent on R&D: Male
Hours Spent on R&D: Female

50

Hours (h)

40
30
20
10

70 Yrsor Over

65 Yrs～

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～30 Yrs～25 Yrs～24 Yrsor Under0

Figure 1.46 Hours Spent at Workplace per Week by Age Group (Single Answer)
0%

10%

20%

30%

40%

50%

60%

70%

80%

Under 10 Hrs
10 Hrs〜20 Hrs〜30 Hrs〜40 Hrs〜50 Hrs〜60 Hrs〜70 Hrs〜80 Hrs〜Male
Female90 Hrs or More

Figure 1.47 Hours Spent Working at Home per Week (Single Answer)
0%

10%

20%

30%

40%

50%

60%

70%

80%

Not Applicable
Under 10 Hrs
10 Hrs〜20 Hrs〜30 Hrs〜40 Hrs〜50 Hrs〜60 Hrs〜70 Hrs〜80 Hrs〜Male
Female90 Hrs or More

Figure 1.48 Hours Spent in R&D at Home per Week (Single Answer)

26

Chapter 1 Summary of Results

20
18
14

Working Hours (or Working Hours at Home): Male

12

Working Hours (or Working Hours at Home): Female

10
8

Hours Spent on R&D: Male

6

Hours Spent on R&D: Female

4
2

70 Yrsor Over

65 Yrs～

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～30 Yrs～25 Yrs～0

24 Yrsor UnderHours (h)16

Figure 1.49 Hours Spent Working at Home per Week by Age Group (Single Answer)

27

Chapter 1 Summary of Results

Male

44.3

80%

947

1785

46.6 46.5

2581

970

667

393

1580

1050

86

385

52.7

49.7
42.7 43.8 43.6

46.1

44.3 42.7

37.7

60

50
40

60%

30

40%

20

20%

10

Medicine, Dentistry
and Pharmacology

Health and Nursing

OthersAgriculture

MechanicalEngineering
Earth and
Planetary Science

Civil Engineering

Chemical andMaterial Engineering
Life science andBiology

Electronics andInformation

Physics0Mathematics

0%

694

100

250

Average Hours at Workplace879

90 Hrs or More80 Hrs〜70 Hrs〜60 Hrs〜50 Hrs〜40 Hrs〜30 Hrs〜20 Hrs〜
10 Hrs〜Under 10 Hrs
Average

Average Hours at Workplace

100%

349

90 Hrs or More80 Hrs〜70 Hrs〜60 Hrs〜50 Hrs〜40 Hrs〜30 Hrs〜20 Hrs〜
10 Hrs〜Under 10 Hrs
Average

Female
57

100%
80%

37.4

182

177

40.9 41.6

459

43.3

1174

334

79

45.3 43.4 44.5

152

550

41.4 43.0

46.8 47.0
41.6

60
50
40

60%

30
40%

20

20%

10

OthersHealth and Nursing

Medicine, Dentistry
and Pharmacology

Agriculture

MechanicalEngineering
Earth and
Planetary Science

Civil Engineering

Chemical andMaterial Engineering
Life scienceand Biology

Physics

Electronics andInformation

0

Mathematics

0%

Figure 1.50 Hours Spent at Workplace per Week by Profession (Single Answer)

28

Chapter 1 Summary of Results

100%
80%

305

535

723

1128

440

372

319

1022

740

69

215

14.4
9.9

15
12

9.1

60%

7.9

7.8

8.3

8.2

8.7

7.6

7.5

8.1

7.6

9

346

Others122

Health and Nursing

195

Medicine, Dentistry
and Pharmacology

854

Agriculture282

Earth and
Planetary Science

143

MechanicalEngineering

Civil Engineering0Life scienceand Biology

0%Chemical andMaterial Engineering

3

Physics

20%

Electronics andInformation

6

Mathematics

40%

520

73

165

Average Hours Woking at Home

Male
1906

90 Hrs or More80 Hrs〜70 Hrs〜60 Hrs〜50 Hrs〜40 Hrs〜30 Hrs〜20 Hrs〜
10 Hrs〜Under 10 Hrs
Average

100%

110

45

13.2
10.9

80%

8.3

60%

12

9.3
7.1

8.1

7.7

9.0
7.0

6.9

7.6

9

5.5

40%

15

6

OthersHealth and Nursing

Medicine, Dentistry
and Pharmacology

Agriculture

Earth and
Planetary Science

MechanicalEngineering

Civil Engineering

Life scienceand Biology

Chemical andMaterial Engineering0
Physics

0%Electronics andInformation

3

Mathematics

20%

Average Hours Woking at Home

Female50

90 Hrs or More80 Hrs〜70 Hrs〜60 Hrs〜50 Hrs〜40 Hrs〜30 Hrs〜20 Hrs〜
10 Hrs〜Under 10 Hrs
Average

Figure 1.51 Hours Spent Working at Home per Week by Profession (Single Answer)

Career Goals (Question 17; Figures 1.52-54)
For both males and females, the desire for a R&D job was overwhelming, and most respondents desired research
positions at universities and research institutions. Males were more likely than females to desire supervisinglaboratories or R&D.
By occupational field, there was no big difference in the tendency for both genders to desire research work atuniversities.
The respondents’ desire for research work at a university depends considerably on their profession. For bothgenders, fields in which the desire exceeded 50% were basic research and medicine.

29Chapter 1 Summary of Results

0%

10%

20%

30%

40%

50%

60%

Work in an academic or research
institution lab
Leader of an academic or
research institution lab
Work in academic or research
institution administration
Academic or research institution
work other than the above
R&D work in private sector
Leader of R&D in private sector

Work in business management
Other jobs in private sector
Work in education
Work in local government
Be an entrepreneur
Work as a science andtechnology journalist
UnsureMale
FemaleOthersFigure 1.52 Career Goals by Gender (Multiple Answers)
Male
0

500

Number of Responses
1000
1500
2000

2500

3000

No-term PI
n=4354

Limited-term PI
n=702

No-term NPI
n=661

Limited-term NPI
n=836

No-term
Researcher
n=362

Limited-term
Researcher
n=784Managern=1807

Regular Employee
n=1357

Student
n=1283Work in an academic or research institution lab
Leader of an academic or research institution lab
Work in academic or research institution administration
Academic or research institution work other than the above
R&D work in private sector
Leader of R&D in private sector
Work in business management
Other jobs in private sector
Work in education
Work in local government
Be an entrepreneur
Work as a science and technology journalist
UnsureOthers30

Chapter 1 Summary of Results

Female0150

Number of Responses
300
450
600

750

900

No-term PI
n=1275

Limited-term PI
n=257

No-term NPI

Work in an academic or research institution
lab
Leader of an academic or research
institution lab
Work in academic or research institution
administration
Academic or research institution work otherthan the above
R&D work in private sector

n=329

Limited-term NPI
n=548

No-term Researcher
n=151

Leader of R&D in private sector
Limited-term
Researcher

Work in business management

n=555

Other jobs in private sector

ManagerWork in education

n=202

Work in local government

Regular Employee

Be an entrepreneur

n=603

Work as a science and technology journalist

Student

Unsuren=713

OthersFigure 1.53 Career Goals by Occupational Field (Multiple Answers) Male/Female31Chapter 1 Summary of Results

Male
0

200

400

Number of Responses
600
8001000 1200

1400

1600

1800

Mathematics
n=358

Electronics and Information
n=900

Physics
n=961

Chemical and Material
Engineering

n=1821

Life science and Biology
n=2616

Civil Engineering

Work in an academic or research institution lab

n=990

Leader of an academic or research institution lab

Mechanical Engineering

Work in academic or research institution administration

n=680

Academic or research institution work other than the above

Earth and Planetary Science

R&D work in private sector

n=397

Leader of R&D in private sector

Agriculture

Work in business management

n=1601Other jobs in private sector

Medicine, Dentistry andPharmacology n=1064

Work in education
Work in local government

Health and Nursing

Be an entrepreneur

n=86Work as a science and technology journalist

OthersUnsuren=405

Others32

Chapter 1 Summary of Results

Female0100

200

Number of Responses
300
400
500
600

700

800

Mathematics
n=60

Electronics and Information
n=183

Physics
n=179

Chemical and Material Engineering
n=467

Life science and Biology

n=1190Civil Engineering
Work in an academic or research institution lab

n=343

Leader of an academic or research institution lab

Mechanical Engineering

Work in academic or research institution administration

n=79

Academic or research institution work other than the above

Earth and Planetary Science

R&D work in private sector

n=157

Leader of R&D in private sector

Agriculture

Work in business management

n=562

Other jobs in private sector

Medicine, Dentistry andPharmacology

Work in education

n=706

Work in local government

Health and Nursing

Be an entrepreneur

n=101

Work as a science and technology journalist

OthersUnsuren=257

OthersFigure 1.54 Career Goals by Profession (Multiple Answers) Male/Female

Overseas Research Activities (Question 18; Figures 1.55-56)
Over 70% of both genders believe overseas research activities would either have a “very positive” or “somewhat
positive” impact on their career development. On the other hand, only about 30% of the respondents actually haveresearch activity experiences overseas lasting six months or more with the males having a slight edge over thefemales.
0%

20%

40%

60%

80%

100%
Very positive
Somewhat positive
Both positive and negative
Negative
UnsureMale(n=13001)

Female(n=4950)

Figure 1.55 Impact of Overseas Activities on Career Development (Single Answer)

33

Chapter 1 Summary of Results

0%

20%

40%

60%

80%

100%

Male
(n=12986)

Yes (with post in homecountry)
Yes (without post in homecountry)
None

Female(n=4935)

Figure 1.56 Experience with Overseas Research Activities Lasting Over 6 Months (Single
Answer)Postdoctoral Position and Career Development (Question 19; Figures 1.57-59)
Many respondents think postdoctoral position is beneficial since they “can concentrate on research” and provides
them with “opportunities to undertake new research”. 10% to 20% of respondents think there is no benefit.
As for problems with postdoctoral positions, many answered “few positions available after postdoctoral fellow”
and “outlook is difficult since term is affected by research funding”.
Expanding full-time positions was cited as necessary for ensuring career path after working as a limited-term
researcher.
Response for positions other than research jobs such as “expand professions involved with science and technology
administration” was cited.
Detailed analysis regarding limited-term researchers are presented in Chapter 4.
0%

20%

40%

60%

80%

100%

Can concentrate on research
Opportunities to undertake new research
Can take part in a large-scale project
Job changes and re-employment is easier
Easier to balance work and personal life
No-term PI
Limited-term PI
No-term NPI
Limited-term NPI
No-term Researcher
Limited-term Researcher
Manager
Regular Employee
Student

No advantages
UnsureOthersFigure 1.57 Benefits of Postdoctoral Position (Multiple Answers)

34

Chapter 1 Summary of Results

0%

20%

40%

60%

80%

100%

Outlook is difficult since term is affectedby research funding
Fixed term prevents work on large or
consistent topic
Few positions available after postdoctoral
fellow
Age limit
Salary is low
Significant salary gap depending on
employment status
Suffer loss of social security
Difficult to receive childcare leave
No-term PI
Limited-term PI
No-term NPI
Limited-term NPI
No-term Researcher
Limited-term Researcher
Manager
Regular Employee
Student

Forced to transfer away from family
No problems
UnsureOthersFigure 1.58 Problems with Postdoctoral Position (Multiple Answers)
0%

20%

40%

60%

80%

100%

Expand full-time positions allowing independent
research in academic and research institutions
Establish full-time positions to allow continuationof research without going independent
Eliminate postdoctoral fellow’s age limit
Eliminate age limit when hiring for academic
and research institutions
Provide opportunities to interact with otherindustries
Expand professions involved with science andtechnology administration
Employ mid-high teachers using special licensing
Create and expand research administrator
positions
Establish a system to support entrepreneurship
Education on science and society in graduate
schoolNo-term PI
Limited-term PI
No-term NPI
Limited-term NPI

Establish and expand career centers in academic
and research institutions

No-term Researcher

Support activities necessary for careerdevelopment (participation in academic societies
and training unrelated to the assigned project)

Manager

Limited-term Researcher
Regular Employee
Student

UnsureFigure 1.59 Securing Career Path After Postdoc (Multiple Answers)

35

Chapter 1 Summary of Results

1.3Work and Family

Marital Status (Questions 20, 21, 22, 23; Figures 1.60-74)
For the younger age groups, there is almost no difference between genders in the ratio of respondents with spouses,
but gender differences begin to appear starting in the late 30’s.
More than half of the males’ spouses are unemployed, but over 98% of females’ spouses are employed.
Males have a higher ratio of spouses with limited-term employment.
About 28% of males and 50% of females have experience living separately from their spouses.
0%

20%

40%

60%

Male
(n=13162)

80%

100%

Married
Unmarried

Female(n=4997)

Figure 1.60 Marital Status (Single Answer)

36

Chapter 1 Summary of Results

Overall

University/Technical College

100%

100%

80%

80%

60%

60%
40%
20%

100%

80%

80%

60%

60%

40%

40%

55 Yrs～

60 Yrs～

n=876

n=611

45 Yrs～

50 Yrs～

55 Yrs～

60 Yrs～

65 Yrs～

n=632

n=610

n=501

n=263

n=85

n=27

40 Yrs～

70 Yrs or Over

n=48

n=462

65 Yrs～n=88

35 Yrs～

60 Yrs～

n=267

n=448

55 Yrs～n=336

30 Yrs～

50 Yrs～

n=479

n=409

45 Yrs～n=552

25 Yrs～40 Yrs～

n=508

n=304

35 Yrs～n=348

24 Yrs or Under

30 Yrs～0%n=43

25 Yrs～24 Yrs or Under

n=141

n=9

Male
FemaleFigure 1.61 Marital Status by Age Group for Each Institution (Single Answer)
Full-time homemaker
Company employee (research/technical)
0%70 Yrs or Over

50 Yrs～n=108620%
Male
Female0%65 Yrs～45 Yrs～Corporation

Research Institution
100%

20%

n=204

40 Yrs～

70 Yrs or Over
n=291

n=132465 Yrs～n=435

35 Yrs～

60 Yrs～n=1041n=165455 Yrs～n=173030 Yrs～

50 Yrs～n=2124n=152745 Yrs～n=253825 Yrs～40 Yrs～n=2767n=107435 Yrs～n=258424 Yrs or Under

30 Yrs～n=1896n=100225 Yrs～n=14910%n=120224 Yrs or Under
n=12580%MaleFemale

50%

100%

Male
(n=9572)
Female(n=2797)

Company employee (non-research/nontechnical)
Academic or research institution employee(research/technical)
Academic or research institution employee(non-research/non-technical)
Government employee
Self-employedStudent
OthersFigure 1.62 Spouse’s Employment (Single Answer)

37

70 Yrs or Over

20%

n=116

Male
Femalen=5440%

Chapter 1 Summary of Results

University/Technical College
0%50%

Research Institution
0%

100%

Male
(n=5067)

Male(n=1522)

Female(n=1645)

Female(n=565)Full-time homemaker

Corporation
0%

50%

50%

100%

Company employee (research/technical)
Company employee(non-research/non-technical)

Male(n=2622)

Academic or research institution employee(research/technical)
Academic or research institution employee(non-research/non-technical)
Government employee

Female(n=515)

Self-employedStudent
OthersFigure 1.63 Spouse’s Employment by Institution (Single Answer)

0%

20%

40%

60%

Yes

No

80%

100%

Male
(n=4608)
Female(n=2699)

Figure 1.64 Term for Spouse’s Employment (Single Answer)
0%

20%

40%

60%

Yes

No

80%

100%

Male
(n=9531)

Female(n=2780)

Figure 1.65 Experience Living Separately (Single Answer)

38

100%

Chapter 1 Summary of Results

University/Technical College
0%

20%

40%

60%

80%

Rsearch Institution
0%

100%

Male
(n=5047)Male(n=1517)

Female(n=1638)

Female(n=562)

Yes

20%

No

40%

60%

Yes

No

80%

100%

Corporation
0%

20%

40%

60%

80%

100%

Male
(n=2610)
Female(n=512)

Yes

No

Figure 1.66 Experience Living Separately by Institution (Single Answer)
0%

10%

20%

30%

40%

50%

60%

University/TechnicalCollegeResearch Institution
Male
FemaleCorporation
Government

OthersFigure 1.67 Percentage of Respondents with Separate Living Experience by Institution(Single Answer)
0%

5%

10%

15%

20%

25%

30%

35%

Over 1 Yr
Over 2 Yrs
Over 3 Yrs

Over 4 Yrs
Over 5 Yrs
Over 6 Yrs

Over 7 Yrs
Over 8 Yrs
Over 9 Yrs

Male
FemaleOver 10 Yrs

Figure 1.68 Years Spent Living Separately (Single Answer)

39

Chapter 1 Summary of Results

Number of Responses

7500
6000

Relocation to a commutable area
Temporary leave
No relocation for several years after marriage
OthersNo support program
Unsure

4500
3000

1500
0
Male (n=13162)

Female (n=4997)

Figure 1.69 Dual Career Support Program (Multiple Answers)

Number of Responses

University/Technical College
4000
Relocation to a commutable area
Temporary leave
No relocation for several years after marriage
OthersNo support program
Unsure

3000
2000
1000
0
Male (n=7557)

Female (n=3293)

Research Institution
Number of Responses

4000
Relocation to a commutable area
Temporary leave
No relocation for several years after marriage
OthersNo support program
Unsure

3000
2000

1000
0

Male (n=2032)

Number of Responses

4000

Female (n=850)

Corporation
Relocation to a commutable area
Temporary leave
No relocation for several years after marriage
OthersNo support program
Unsure

3000

2000
1000
0
Male (n=3396)

Female (n=881)

Figure 1.70 Dual Career Support Program by Institution (Multiple Answers)

40

Chapter 1 Summary of Results

Male

Number of Responses

1250

Relocation to a commutable area

1000

Temporary leave750

No relocation for several years after
marriage
Others500

No support program

250

Unsure70 Yrsor Over

65 Yrs～

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～30 Yrs～25 Yrs～24 Yrsor Under0

FemaleRelocation to a commutable area

1000

Temporary leave

750
500

No relocation for several years after
marriage
Others250

No support program
Unsure70 Yrsor Over

65 Yrs～

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～30 Yrs～25 Yrs～0

24 Yrsor UnderNumber of Responses

1250

Figure 1.71 Dual Career Support Program by Age Group (Multiple Answers)
0%

20%

40%

60%

Male
(n=13162)

80%

100%
Yes
No

UnsureFemale(n=4997)

Figure 1.72 Use of Dual Career Support Program (Single Answer)

41

Chapter 1 Summary of Results

Male
0%

20%

40%

60%

80%

100%

24 Yrs or Under
25 Yrs～30 Yrs～Yes
No
Unsure35 Yrs～40 Yrs～45 Yrs～
50 Yrs～
55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over

Female
0%

20%

40%

60%

80%

100%

24 Yrs or Under
25 Yrs～Yes

30 Yrs～No

35 Yrs～Unsure40 Yrs～45 Yrs～
50 Yrs～

55 Yrs～
60 Yrs～
65 Yrs～
70 Yrs or Over

Figure 1.73 Use of Dual Career Support Program by Age Group (Single Answer)

42

200
180
160
140
120
100
80
60
40
20
0

Overall

University/Technical College
100

Number of Responses

Number of Responses

Chapter 1 Summary of Results

60

Cannot relocate due to family
matters40

Stability is highly questionable
even after relocation
Others0Male (n=267) Female (n=139)

Research Institution

Corporation

100
Number of Responses

Number of Responses

Cannot relocate due to work
matters

20

Male (n=538) Female (n=252)

100

80

80

60
40
20
0
Male (n=87)

80

Cannot relocate due to work
matters60

Cannot relocate due to family
matters40

Stability is highly questionable
even after relocation

Others20
0Female (n=46)

Male (n=163)

Female (n=57)

Figure 1.74 Reason for Not Using Dual Career Support Program (Overall/by Institution)(Multiple Answers)

Number of Children (Questions 24, 25.1, 25.2, 32; Figures 1.75-82)
About two-thirds of females are without children, but more than half of males have children. For males the numberof children reaches two at age 60, whereas the number of children for females remains nearly flat from their 40’s
to the early 60's with one child.
The ideal number of children for both genders is two or more, but there is a big difference between that number
and the actual number of children.
0%

20%

40%

60%

80%

100%
None
1
2
3
4
5 or MoreMale(n=13094)
Female(n=4983)

Figure 1.75 Number of Children (Single Answer)

43

Chapter 1 Summary of Results

Overall

3.0

2.5

Male
Female

2.0
1.5
1.0

0.5
24 Yrs or Under

25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～

50 Yrs～

55 Yrs～

60 Yrs～

65 Yrs～

70 Yrs or Over0.0

n=1257n=1491n=1891n=2576n=2758n=2516n=2111n=1720n=1033

n=430

n=289

Figure 1.76 Number of Children Overall (Single Answer)

44

Chapter 1 Summary of Results

University/Technical College

3.0
2.5

Male
Female

2.0
1.5
1.0
0.5
24 Yrs or Under

25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～

50 Yrs～

55 Yrs～

60 Yrs～

65 Yrs～

70 Yrs or Over

0.0

n=1201n=1002n=1070n=1524n=1649n=1315n=1080

n=871

n=606

n=202

n=115

Research Institution

3.0
2.5

Male
Female

2.0
1.5

1.0
0.5
24 Yrs or Under

25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～

50 Yrs～

55 Yrs～

60 Yrs～

65 Yrs～

70 Yrs or Over

0.0

n=9

n=141

n=348

n=506

n=551

n=473

n=334

n=266

n=87

n=48

n=27

Corporation

3.0
2.5

Male
Female

2.0

1.5
1.0
0.5
24 Yrs or Under

25 Yrs～30 Yrs～35 Yrs～40 Yrs～45 Yrs～

50 Yrs～

55 Yrs～

60 Yrs～

65 Yrs～

70 Yrs or Over

0.0

n=43

n=304

n=408

n=445

n=459

n=627

n=606

n=498

n=261

n=84

n=54

Government
3.0

2.5

Male
Female

2.0
1.5
1.0
0.5

40 Yrs～45 Yrs～

50 Yrs～

n=58

n=40

n=44

n=44

70 Yrs or Over

35 Yrs～n=36

65 Yrs～30 Yrs～n=22

60 Yrs～25 Yrs～n=1

55 Yrs～24 Yrs or Under

0.0

n=11

n=2

n=6

n=38

Figure 1.77 Number of Children by Institution (Single Answer)

45

Chapter 1 Summary of Results

50%

Male
Female

40%

30%
20%
10%
0%
Pre-school Elementary
schoolMiddleschoolHigh schoolHigh school
graduate

Figure 1.78 Age of Children (for those with children) (Multiple Answers)

100%

97.3%

91.6%

80.9%

80%
60%

20～29
30～39
40～49
50～

54.4%
40.5%

40%
24.8%

20%

8.1%

1.8%

7.6%

0%

Pre-school Elementary
school

26.8%
19.2%

11.4%
1.3%
0.0%

Middleschool

17.1%
8.4%
0.3%
0.2%
0.0%
0.0%
High school High school
graduate

Figure 1.79 Age Relation of Respondents and Their Children (Multiple Answers)
0%

20%

40%

60%

80%

100%
Unanswered
0
1
2
3
4
5 or MoreMale(n=13160)
Female(n=4997)

Average Number of Children

Figure 1.80 Ideal Number of Children (Single Answer)
3.0
2.5
2.0

1.5
1.0
0.5
0.0
Male

Female39 Yrs or Under

Male

Female40 Yrs or Over

Number of Children
Ideal Number of Children

Figure 1.81 Actual and Ideal Number of Children (Single Answer)46

Chapter 1 Summary of Results

0%

10%

20%

30%

Financial

40%

50%

Male
FemaleHealthJob stability
Balance between career an childcare
Spouse’s cooperation in child caring
Understanding of workplace

Social environment for children to grow
OthersNot applicable

Figure 1.82 Reasons Why Number of Children Are Less Than Ideal (Multiple Answers)

Childcare and Childcare Leave (Questions 25.3, 25.4, 26-31; Figures 1.83-88)
Regarding the primary caregiver of preschool children, males that responded “spouse” and females that responded“day-care center” were both 80%, and showed a difference between genders. For elementary school children, 50%
of female responses were “after-school day-care center”.
When males took childcare leave, the length of leave was mostly “less than a month”.
For reasons why childcare leave was not taken, 69% of male responses were “leave was unnecessary”.
When respondents returned to work after childcare leave, many of the males “returned to same duties”, whereas
delay in promotion/advancement, assignment to new duties/departments and request for change induties/departments were observed in the female responses.
0% 20% 40% 60% 80% 100%
Self

SpouseFamily member living together
Family member not living
together/friend

Day-care center
Babysitter
Male
FemaleOthersFigure 1.83 Person Responsible for Daytime Childcare (Pre-school) (Multiple Answers)

47

Chapter 1 Summary of Results

0% 20% 40% 60% 80% 100%
Not applicable
Self
SpouseFamily member living together
Family member not living
together/friend
After-school day-care center
SitterCram school/enrichment
lessons
Left home alone
Male
FemaleOthersFigure 1.84 Person Responsible for Daytime Childcare (Elementary School) (Multiple Answers)
Respondent

Spouse (by respondent's
gender)0% 20% 40% 60% 80%100%

0% 20% 40% 60% 80%100%

Took leave as requested

Took leave as requested

Took leave, but not as
requested

Took leave, but not as
requested

Did not take leave

Did not take leave

OthersMale
FemaleOthersMale
FemaleFigure 1.85 Status of Childcare Leave (Multiple Answers)
Respondent
0%

20%

40%

Spouse (by respondent's
gender)60%

0%Less than 1 MonthLess than 1 MonthLess than 3 Months

Less than 3 Months

Less than 6 Months

Less than 6 Months

Less than 12 Months

Less than 12 Months

Less than 18 Months

Less than 18 Months

18 Months or More

Male
Female18 Months or More

Figure 1.86 Length of Childcare Leave (Single Answer)

48

20%

40%

Male
Female60%

Chapter 1 Summary of Results

Respondent0%

Spouse (by respondent's
gender)
0%20% 40% 60% 80%

Was not necessary

Was not necessary

Did not wish to takeleave

Did not wish to takeleave

Home environment

Home environment

Workplace environment

Workplace environment

No provision exists

No provision exists

Could not enter daycare

Could not enter daycare
Male
FemaleOthers

20% 40% 60% 80%

MaleFemaleOthersFigure 1.87 Reasons for Not Taking Leave (Multiple Answers)

0%

0%
4%

2%

20%
6%

60%
10%

80%

100%

～～～～

Returned to same
dutiesRequested change ofRequested change of duties
dutiesRequested change ofRequested change of
department
department

40%
8%Returned to same duties

Assigned new duties Assigned new duties
Assigned to new
department
Promotion/advancemen
Promotion/advancement was
t was delayed
delayedAssigned to new department

Lost job

Lost job

RetiredRetired

OthersOthersMale
FemaleFigure 1.88 Status After Leave (Single Answer)

Nursing Care (Question 33; Figures 1.89-92)
The ratio of respondents that were aware of nursing-care leave program was more than double the ratio of
respondents that have family members requiring nursing care
80%

60%

Male
Female

40%
20%

0%
Yes

No

Figure 1.89 Need for Nursing Care of Family Member (Single Answer)49

Chapter 1 Summary of Results

80%

Male
Female

60%

40%
20%

0%
Yes

No

UnsureFigure 1.90 Awareness of Nursing-Care Leave (Single Answer)
100%
80%

Male
Female

60%
40%
20%

70 Yrsor Over

65 Yrs～

60 Yrs～

55 Yrs～

50 Yrs～45 Yrs～40 Yrs～35 Yrs～30 Yrs～25 Yrs～24 Yrsor Under0%

Figure 1.91 Percentage of Respondents Aware of Nursing-Care Leave by Age Group (Single
Answer)
100%
80%
60%
40%
20%
0%
Male Female Male Female Male Female Male Female
University/
Technical
CollegeResearch
Institution

Yes

Corporation

No

Government

UnsureFigure 1.92 Provision for Nursing-Care Leave at Respondent’s or Spouse’s Workplace (Single
Answer)Balancing Work and Family (Question 34; Figures 1.93-94)
Respondents cited a wide range of viewpoints regarding requirements for balancing work and family including
items related to workplace environment, social support and child/nursing care improvement.
There was especially a big difference between genders on “sick child care”.
“Changes in awareness of male and female roles”, “understanding from supervisor” and “workplace atmosphere”
responses were higher for females and the task of awareness reform remain. On the other hand, “changes in “workas center” concept” and “financial support for child and nursing care” were higher for males than females.

50Chapter 1 Summary of Results“Changes in awareness of male and female roles” and “changes in “work as center” concept” responses werehigher for females with “elementary school or younger children” compared with females with “no child”.
0%

20%

40%

60%

80%

Awareness Reform

Changes in "work as center" concept
Changes in awareness of male and female roles
Workplace atmosphere
Understanding from supervisor
Relationship with child and nursing care service
providers
Shorter working hours

Work support

Program Reform

Variety of provisions for leave of absence
Alternate staffing while on leave
Provision for working at home while on leave
Work sharing
Flexible working hours
Improve employment system

Facility and Service Improvement

Financial
SupportVarious ways of working and career paths
Financial support for child and nursing care
Public subsidies for employer of person on leave
Financial support for long distance care (such as careallowance, transportation discount, etc.)
Expanded child-care facilities and services
Sick child care
Expanded after-school care for children
Expanded nursing-care facilities and services (including
home)Expanded municipal childrearing support
UnsureOthersMale
FemaleFigure 1.93 Requirements for Balancing Family and Work (Multiple Answers)

51

Chapter 1 Summary of Results

Male
0%

20%

40%

60%

80%

100%

Awareness Reform

Changes in "work as center" concept
Changes in awareness of male and female roles
Workplace atmosphere
Understanding from supervisor
Relationship with child and nursing care service
providers
Shorter working hours
Work support

Program Reform

Variety of provisions for leave of absence
Alternate staffing while on leave
Provision for working at home while on leave
Work sharing
Flexible working hours
Improve employment system
Various ways of working and career paths

Facility and Service Improvement

Financial
SupportFinancial support for child and nursing care
Public subsidies for employer of person on leave
Financial support for long distance care (such as careallowance, transportation discount, etc.)
Expanded child-care facilities and services

Sick child care
Expanded after-school care for children
Expanded nursing-care facilities and services (including
home)Expanded municipal childrearing support
UnsureOthers52

No Child
With Child (Elementary School or Younger)
With Child (Middle School or Older)Chapter 1 Summary of Results

Female
0%

20%

40%

60%

80%

100%

Awareness Reform

Changes in "work as center" concept
Changes in awareness of male and female roles
Workplace atmosphere
Understanding from supervisor
Relationship with child and nursing care service
providers
Shorter working hours
Work support

Program Reform

Variety of provisions for leave of absence
Alternate staffing while on leave
Provision for working at home while on leave
Work sharing
Flexible working hours
Improve employment system
Various ways of working and career paths

Facility and Service Improvement

Financial
SupportFinancial support for child and nursing care
Public subsidies for employer of person on leave
Financial support for long distance care (such as careallowance, transportation discount, etc.)
Expanded child-care facilities and services
Sick child care
Expanded after-school care for children

Expanded nursing-care facilities and services (including
home)Expanded municipal childrearing support
UnsureOthers

No Child
With Child (Elementary School or Younger)
With Child (Middle School or Older)

Figure 1.94 Requirements for Balancing Family and Work by Presence of Children(Multiple Answers)

53

Chapter 1 Summary of Results

Environment Required for R&D (Question 35; Figure 1.95)
0%

20%

40%

60%

R&D time
R&D assistant
R&D funds (including maintenance)
Joint researcher
R&D freedom
Streamline or separate administrative and odd jobs
Opportunity to present results
Understanding from supervisor
Understanding from management
Environment for long-term research
Common purpose/communication within the research group
Appropriate evaluation of the performance and capabilities
Guidance from supervisors
Opportunity to educate students
Expectations from the surrounding
Others80%

Male
FemaleFigure 1.95 Environment Required for R&D (Multiple Answers)

1.4

Gender Equality

Percentage of Female Researchers (Question 36; Figures 1.96—98)“Balancing family and work is difficult” received the most response for the reason why the percentage of female
researchers is low.
Percentage of respondents that selected gender-related reasons such as “difference in male and female abilities”,“difference in male and female qualifications” and “image of research/technical workplace is not good” washigher for males.
For reasons why there are a low percentage of females in leadership positions, “balancing family and work isdifficult” was again the highest reason selected by both genders. This was followed by “frequent early retirement
or leave of absence”, “female ratio is low for the generation currently in leadership position” and “lack ofconsideration for child and family care in performance evaluation”.
The response ratios for “female supervisors not desired” and “evaluators tend to give priority to males” werehigher for females, and the differences in ratios were large as well.

54

Chapter 1 Summary of Results

0%

10%

20%

30%

40%

50%

Educational environment

60%

70%

Male
FemaleHome environment
Workplace environment
Social bias
Social division of labor between males and females
Lack of role models
Less hiring compared to males
Lack of consideration for child and family care in
performance evaluation

Male-oriented mindset
Difference in male and female abilities
Difference in male and female qualifications
Ratio of males is higher
Research/technical work cannot be imagined
Image of research/technical workplace is not good
Outlook is uncertain
Salary is low
Working hour is long

Achieving managerial position is difficult
Balancing family and work is difficult
Returning after child/nursing care leave is difficult
Lack of information while a student
OthersFigure 1.96 Reasons for Low Percentage of Female Researchers (Multiple Answers)
0%

10%

20%

30%

40%

50%

60%

70%

Balancing family and work is difficult
Frequent early retirement or leave of absence

Male
FemaleFemales do not seek promotion as much as males
Lack of role models
Lack of consideration for child and family care in
performance evaluation
Evaluators tend to give priority to males
Difference in male and female abilities/qualifications
Insufficient female performance
Female supervisors not desired
Female ratio is low for the generation currently inleadership position
OthersFigure 1.97 Reasons for Low Percentage of Females in Leadership Position (Multiple Answers)

55

Chapter 1 Summary of Results

0%

20%

40%

60%

Aggressive hiring
Male
FemalePromotion to managerial positions
Facilitate promotions/salary increases

Increase R&D funds
Employ research assistants
Consideration of life events in performance
evaluations
Reduce non-research/non-primary workload
Provide opportunities for domestic and overseas
studies
Increase opportunities to participate in conferencesas speakers, chairs or organizers
Increase opportunities for receiving awards
Provide leadership training

OthersFigure 1.98 Remedies for Improving Female Ratio (Multiple Answers)

Awareness of New Policies (Questions 37, 38; Figures 1.99-102)
The percentage of respondents who “do not know” any of the policies was more than 30%, and the awareness ofpolicies is still low.
Half of the respondents believe support programs related to childbirth and childcare is “meaningful”.
0%

10%

20%

30%

40%

The Act on Promotion of Women’s Participation
and Advancement in the Workplace

50%

Male
Female5th Science and Technology Basic Plan
Fourth Basic Plan for Gender Equality
Excellent Young Researchers Program
Do not know

Figure 1.99 Awareness of Policies (Multiple Answers)
University/Technical College
0%
The Act on Promotion of Women’s Participation
and Advancement in the Workplace
5th Science and Technology Basic Plan
Fourth Basic Plan for Gender Equality

Excellent Young Researchers Program
Do not know

56

10%

20%

30%

40%

Male
Female50%

Chapter 1 Summary of Results

Research Institution
0%

10%

20%

30%

40%

The Act on Promotion of Women’s Participation
and Advancement in the Workplace

50%

Male
Female5th Science and Technology Basic Plan
Fourth Basic Plan for Gender Equality
Excellent Young Researchers Program
Do not know

0%

Corporation

10%

20%

30%

40%

50%

The Act on Promotion of Women’s Participation
and Advancement in the Workplace
Male
Female5th Science and Technology Basic Plan
Fourth Basic Plan for Gender Equality

Excellent Young Researchers Program
Do not know

Figure 1.100 Awareness of Policies by Institution (Multiple Answers)

0%

20%

40%

60%

80%

The Act on Promotion of Women’sParticipation and Advancement in
the Workplace
5th Science and Technology Basic
Plan
No-term PI
Limited-term PI
No-term NPI
Limited-term NPI
No-term Researcher
Limited-term Researcher
Manager
Regular Employee
Student

Fourth Basic Plan for Gender
Equality
Excellent Young Researchers
Program
Do not know

Figure 1.101 Awareness of Policies by Occupational Field (Multiple Answers)

57

Chapter 1 Summary of Results

Restart Support afterChildbirth/Childcare
0%

20%

40%

60%

80%

Childbirth and Childcare
Consideration in Scientific Research
Grants

100%

0%

Male
(n=12928)

20%

40%

60%

80%

100%

Male
(n=12908)

Female(n=4937)

Female(n=4933)

Meaningful

Uncertain

Not meaningful

UnawareMeaningful

Science Course Selection Support for
Middle and High School Females

0%

20%

40%

60%

80%

0%

100%

Male
(n=12901)

Female(n=4932)

Female(n=4936)
Uncertain

Not meaningful

Unaware

20%

40%

60%

80%

100%

0%
Male
(n=12895)

Female(n=4911)

Female(n=4934)
Uncertain

Not meaningful

Unaware40%

Uncertain

60%

80%

100%

Not meaningful

UnawareGender Equality Bureau of the
Cabinet Office “Challenge Campaign– Science and Engineering Field
Selection for Female Students”

Male(n=12839)

Meaningful

20%

Meaningful

Initiative for Realizing Diversity in
the Research Environment0%

Not meaningful

JST Strategic Basic Research
Programs’ (PRESTO, CREST, etc.)
measures for considering childbirthand child-caringMale(n=12905)

Meaningful

Uncertain

Unaware20%

Meaningful

40%

Uncertain

60%

80%

100%

Not meaningful

UnawareFigure 1.102 Awareness and Significance of National Policies and Support for Female
Researchers (Single Answer)

Awareness and Significance of Numerical Target (Question 39; Figures 1.103-107)
Regarding numerical targets for female hirings, negative opinions exceeded the positives for males, but for
females, positive opinions surpassed the negatives.
Many of the respondents that answered “no” to the existence of numerical targets in their organization thoughtsetting a target to be “unnecessary”.
0%

20%

40%

60%

80%

Male
(n=12942)

100%

Well aware
Somewhat aware
Did not know

Female(n=4945)

Figure 1.103 Awareness of Numerical Target for Female Hiring (Single Answer)

58

Chapter 1 Summary of Results

0%

20%

40%

60%

80%

100%
Meaningful
Should be expanded and promoted
Has room for improvement
Not meaningful
Will have adverse effect
UncertainMale(n=12938)
Female(n=4930)

Figure 1.104 Significance of Setting a Numerical Target for Female Hiring (Single Answer)

100%

7451

3229

1977

826

3053

758

234

69

Male

FemaleMale

FemaleMale

FemaleMale

Female

80%
60%
40%
20%
0%

University/
Technical College

Research
Institution

Corporation

Yes

No

Government

UnsureFigure 1.105 Numerical Target for Female Hiring (Single Answer)
0%

20%

40%

60%

80%

100%

University/Technical College(n=2892)

2892

Research Institution(n=674)674

Corporation(n=659)659

Government(n=35)

35

Yes

No

Uncertain

Figure 1.106 Published Numerical Target for Female Hiring (for those who replied yes to set
target) (Single Answer)
1252

647

496

181

1313

321

111

34

Male

FemaleMale

FemaleMale

FemaleMale

Female

100%
80%
60%
40%

20%
0%
University/
Technical College

Research Institution
Necessary

Corporation

Unnecessary

Government

Uncertain

Figure 1.107 Need for Numerical Target (for those who replied no to set target) (Single Answer)

59

Chapter 1 Summary of Results

Promotion of Gender Equality (Question 40; Figures 1.108-111)
Changes in Affiliated Institution
0%

20%

40%

60%

80%

100%
Progressing gradually
No change
Progressing backwards
UncertainMale(n=12909)
Female(n=4932)

Changes in Affiliated Academic Society
0%

20%

40%

60%

80%

100%

Male
(n=12838)

Progressing gradually
No change
Progressing backwards
Uncertain

Female(n=4897)

Changes in the World as a Whole
0%

20%

40%

60%

80%

100%
Progressing gradually
No change
Progressing backwards
UncertainMale(n=12864)

Female(n=4898)

Figure 1.108 Progress in the Promotion of Gender Equality (Single Answer)

60

Chapter 1 Summary of Results

Changes in Affiliated Academic
Society

Changes in Affiliated Institution
0% 20% 40% 60% 80% 100%0% 20% 40% 60% 80% 100%Student

1925

Regular
Employee

1930

Manager

1966

Limited-term
Researcher
No-term
Researcher

1321

1367

No-term NPI

976

Limited-term PI

951

No-term PI

5559

Progressing gradually
Progressing backwards

1911

Regular
Employee

1911

Manager

1946

Limited-term
Researcher
No-term
Researcher

506

Limited-term NPI

Student

1318
504

Limited-term NPI

1362

No-term NPI

962

Limited-term PI

948

No-term PI

5536

No change
Uncertain

Progressing gradually
Progressing backwards

No change
Uncertain

Changes in the World as a
Whole
0% 20% 40% 60% 80% 100%Student

1917

Regular Employee

1924

Manager

1956

Limited-term
Researcher

1323

No-term Researcher

502

Limited-term NPI

1351

No-term NPI

972

Limited-term PI

945

No-term PI

5534

Progressing gradually
Progressing backwards

No change
Uncertain

Figure 1.109 Progress in the Promotion of Gender Equality by Occupational Field (Single
Answer)
0%

20%

40%

60%

80%

100%

Others545

Government

299

Corporation

3737

Research Institution

2770

University/
Technical College

10490

Progressing gradually
No change
Progressing backwards
Uncertain

Figure 1.110 Progress in the Promotion of Gender Equality by Institution (Single Answer)

61

Chapter 1 Summary of Results

0%

20%

40%

60%

80%

100%

Others641

Health and Nursing

183

Medicine, Dentistry and Pharmacology

1730

Agriculture

2124

Progressing gradually

Earth and Planetary Science550

No change

Mechanical Engineering

743

Civil Engineering

1301
3739

Progressing backwards
Uncertain

Life science and Biology
Chemical and Material Engineering

2226

Physics
Electronics and Information

1121
1059

Mathematics

407

Figure 1.111 Progress in the Promotion of Gender Equality by Profession (Single Answer)

Future Requirements for Gender Equality (Question 41; Figure 1.112)
Both males and females cited “reform male/female awareness” is necessary to promote gender equality.
Many respondents cited “reform male awareness”. Large percentage of both genders replied “increase maleparticipation in housework and childcare” as well as “expand support of child and nursing care”.
Respondents believe further improvement in workplace environment is necessary centering on the effort to“encourage supervisor understanding” and “expand types of working arrangements”.

62

Chapter 1 Summary of Results

0%

10%

20%

30%

40%

50%

60%

70%

80%

Reform female awareness
Reform male awareness
Increase male participation
in housework and childcare
Male
FemaleSeparate surnames for married couples
Improve work environment
Give females priority during certain periods
Eliminate various age limits
Improve evaluation system
Encourage supervisor understanding
Expand types of working arrangements
Expand support of child and nursing care
Introduce fixed-term employment
Improve fixed-term employment
Eliminate fixed-term employment
Form a female researchers network
Comparative studies and policies
to meet international standards
Clarification of national policies
Funding for policies
Expanded promotion by national/
local government or employers
Expansion of social security system
OthersNothing required

Figure 1.112 Future Requirements for Gender Equality (Multiple Answers)

63

Chapter 2

Important Issues: Gender Gap in Job Positions

Chapter 2 Important Issues: Gender Gap in Job Positions
In the past surveys, female ratios tended to drop as job position became higher. As with the first, second and thirdsurveys, a job position index was adopted to confirm the transition. In the fourth survey, a researcher for
university/technical college or research institution is classified as either a limited-term researcher or no-term
researcher, and postdoctoral position that was present until the last survey is now considered as a limited-term
researcher. Additionally, the position of dean was added to the list of job positions for a university/technical college.

Job Position Index (Figure 2.1)
Job position index was defined from the job position distribution for each institution affiliated with the respondents
and the result is presented in Figure 2.1. Compared to the past three surveys, there was no major change as far asaffiliated institutions were concerned.
0%

10%

20%

30%

40%

Research associate/Assistant professor
2.35

Lecturer
4.01

50%

60%

70%

80%

90%

100%

Research No-term Researcher

University/ Technician
1.12
0.11
Technical
Limited-term
Researcher
College(Postdoc)
1.12

Research
Institution

Corporation

Research
Technician
0.23

Associate professor
5.72

Limited-term Researcher(Postdoc)
1.72

No-term Researcher
4.03

Senior Researcher
6.69

General Staff
1.35

Group Leader
3.82

Manager
6.28

Professor
0.67

Dean andabove
9.9

Director
9.94
Group Lab
Division
Chief
Head
8.84
9.63
Executive
Director
Senior Manager
General 9.71
8.41
Manager
9.3

Figure 2.1 Definition of Job Position Index (Single Answer)

Job Position Index by Age for Each Institution (Figure 2.2)
Looking at the result as a whole from age 25 to 65, the job position index rises smoothly according to age for all
institutions. However, tendency for the male promotion curve by age to outpace that of the female remains
unchanged and female promotions begin to lag at around age 30. The gender gaps seen with university/technicalcollege and research institution were greater than that of the corporation.
Looking at the overall job position index and using 7 points as a center guideline, although there is 5-year leeway
for each institution, males reach the guideline at around age 50 while for the females the age is around 60. Theage for females is some ten years higher, and it is clear promotion is slower for females.

64Chapter 2

Overall Job Position Index by Age(Single Answer)

0

70～

65～

60～

55～

50～

45～

40～

35～

30～

25～

0

20～

0

2

70～

65～

6.49

800

4.87

2.27
3.95
1.51
1.35
2.86
2.03
1.35 1.42

400

Number of Responses

400

2.40

1200

0
70～

2.50

4

6.27
5.81

65～

2

800

4.38
2.63
2.66
3.57

4.88

3.64

60～

4.03

5.58 5.49

20～

4

5.83
5.56

6

1600

9.23

7.32 7.45
6.66
7.95
5.79

8

55～

4.47

4.03

1200

6.66

8.41

50～

5.26

9.71

45～

6

2000

10

Job Position Index

6.35

7.04 7.91
6.45

1600

Number of Responses

Job Position Index

7.32 7.18

60～

20～

12

2000

8.84

8

0

Job Position Index by Age for
Corporation (Single Answer)

40～

10

Job Position Index by Age for
Research Instituion(Single Answer)

400

55～

0

800

4.74

50～

0
20～
25～
30～
35～
40～
45～
50～
55～
60～
65～
70～

0

2

1200
6.10

3.82
2.20
2.06
1.51
2.84
1.89
1.23 1.40

45～

400

2.01
1.48 1.62

3.45

4

40～

800

3.95
2.30
3.01
1.77 1.67

6.93
6.51
5.85

4.68

1600

7.81

6.04

6

35～

4.92

1200

35～

3.67

4

6.37

30～

6.50
5.84

4.83

30～

6

8

25～

7.60
6.91

6.02

1600

7.71

2000
8.23
8.08
7.88
7.88
7.15

25～

7.79

Job Position Index

7.59
7.00

10

8.50

Number of Responses

2000

8

2

Job Position Index by Age for
University/Technical College(Single Answer)

Number of Responses

Job Position Index

10

Important Issues: Gender Gap in Job Positions

Responses: Male
Responses: Female
Job Position Index: MaleJob Position Index: Female

Figure 2.2 Job Position Index by Age for Each Institution

Job Position Index by Age for University/Technical College (Figure 2.3)
University/technical college was divided into national, public, private and technical college and the transition of
the job position index by age is presented in Figure 2.3.
Looking at the transition from age 25 to 65, the gender gap tends to become larger as age increases for all four
institutions. Among the three university institutions, the national had the largest gap. Looking mainly at the 7point index mark, female promotion lags the male by roughly ten years. For technical college, the female index
flattens out as age increases and the gender gap is larger than the universities.

65

Important Issues: Gender Gap in Job Positions

3.36

400

4.37

200

2.44

200

70～

65～

60～

55～

50～

45～

40～

35～

30～

5.74

6

5.18

4
2

800

7.06

3.43
1.79

6.01
5.49

4.80

5.72

6.21

600
400

4.04

2.92

200

0

0

20～

70～

65～

60～

55～

50～

45～

40～

6.92

1.61

0

35～

8

70～

4.27

1000
8.52 8.40
7.73

65～

600

10

60～

800

400

3.20

25～

20～

1000

55～

5.07

0

50～

7.71
7.21
6.92

1.99

30～

200

2.05

45～

8.05

600
400

4.47

40～

7.57

0

25～

5.91

3.27

1.59

2

35～

3.50

7.98

6.94
6.39

5.03

20～

3.47

4.70
5.81
5.57

Job Position Index by Age forTechnical College (Single Answer)

Job Position Index

6

1.58

7.35
7.13 6.75

5.66

4

70～

65～

60～

55～

50～

45～

40～

35～

7.88
7.42
6.24

1.91

800

0

Job Position Index by Age forPrivate University (Single Answer)

2.40

8.10

7.14

6

0

4

7.97

1000

1.15

1.82
1.31

8

2

5.65

Number of Responses

10

600

2.06
3.48
1.43
2.58

30～

0.11

20～

0

1.23

8

30～

4

800

8.90
8.40

Number of Responses

6.83

6.02
5.38

4.51

2

Job Position Index

8.15

5.96

10

Job Position Index

7.02

6

1000
8.59
8.13
8.13

Number of Responses

7.88

8

25～

Job Position Index

10

Job Position Index by Age for
Public University (Single Answer)

Number of Responses

Job Position Index by Age for
National University (Single Answer)

25～

Chapter 2

Responses: Male
Responses: Female
Job Position Index: MaleJob Position Index: Female

Figure 2.3 Job Position Index by Age for University/Technical College

Job Position Index by Age for Each University/Technical College Academic Field (Figure
2.4)
Figure 2.4 shows the academic fields organized into six fields.
Starting at around age 45, the gender gap begins to grow with age in all fields. However, among the six fields, thechange in gender gap is relatively small for the engineering and agricultural fields. The gender gaps in job positionindexes were averaged in the three stages between the ages of 40 and 55, which are considered the prime working
period with abundant career buildup. The results were 0.79 for science, 0.84 for engineering, 1.12 for life
science/biology, 1.24 for chemical/material engineering, 0.95 for agriculture and 1.17 for health(medicine/dentistry/pharmacology), and gender gap differs depending on the field.

66

Chapter 2

Job Position Index by Age for
Science Field (Single Answer)
10

200

5.70

6

4.38

4.33

4.10
3.36

200

2.21

1.25 1.46
0.11

4.93

4

5.53
3.66
4.83
2.35

2

7.20

6.18

6
4.64

8.37

1000

10

8.70

8.40

7.89
7.62

800
600

6.22

3.50
4.66
4.30

400

2.06 2.98
1.45
1.89
1.31

200

400

4.82

1.82

200

2.12

70～

65～

60～

55～

50～

45～

40～

35～

30～

25～

Job Position Index by Age for
Health (Medicine, Dentistry andPharmacology) Field (Single Answer)
7.85

8
5.53

6

4.47

4

4.61

2.93

7.30

800

7.71
6.59 6.72

5.83
5.58

600
400

2.11
3.34
1.74
2.64

2

1000

8.63

8.00

7.02

200

70～

65～

60～

55～

50～

45～

40～

0

20～

70～

65～

60～

55～

50～

45～

40～

0

0

0
35～

600

1.65 1.71

030～

2.30 3.45

800

Number of Responses

8.05

8

25～

7.08
6.86

6

8.40
7.77

0

Job Position Index

8.81

20～

8.03 7.68
7.47
6.51

65～
70～

60～

55～

50～

45～

0

Number of Responses

Job Position Index

1000

8.40 8.40

1.34

10

2

Job Position Index by Age for
Chemical/Material Engineering Field(Single Answer)

8

Job Position Index by Age for
Agriculture Field (Single Answer)

4

30～

20～
400

0

30～

1.90

1.16

20～
25～

0

600

2.90

40～

2

800

7.83

6.54
6.32
6.08

0.11

20～

4

8.01
7.99

Job Position Index

6.82

30～
35～

Job Position Index

8.06
7.66

10

1000
Number of Responses

Job Position Index by Age forLife Science/Biology Field(Single Answer)

8

0

70～

65～

60～

55～

50～

45～

40～

35～

30～

25～

20～

0

25～

1.20

200

2.16

1.62

0

10

3.61

1.66

2

400

Number of Responses

3.55
2.35

5.26
4.72

2.66

25～

1.53

4.19

4

600

70～

4.06

2.37

6.30

65～

400

800

7.89
7.61
7.51
6.95

60～

5.28

4.90

8.40

7.78

55～

5.64

4.09

4

6

7.32

50～

600

45～

6.66

40～

6.56

6.60

35～

5.09

8

35～

6

800

Job Position Index

8.29
7.96
8.03
7.76
7.27
6.87
6.28
7.68

1000
8.57

Number of Responses

1000

8

2

Job Position Index by Age forEngineering Field (Single Answer)

Number of Responses

Job Position Index

10

Important Issues: Gender Gap in Job Positions

Responses: Male
Responses: Female
Job Position Index: MaleJob Position Index: Female

Figure 2.4 Job Position Index by Age for Each University/Technical College Academic Field

67

Chapter 2

Important Issues: Gender Gap in Job Positions

Years of Employment as a Female Faculty (Lecturer or above) in University/TechnicalCollege (Figure 2.5)
The number of years a female has been employed as a faculty member is shown in Figure 2.5. Ratio of females
that have been employed at their current faculty post from one to fewer than ten years range between 19% and
32% with 25% being the average. Years of employment for female faculties are gradually up since the previous
survey and the range indicates female hiring is progressing in recent years. Ratio of female faculties that havebeen at their post for ten years or more is 19% and years of employment are up from the previous survey.

2000

1500

80%

60%

1000
500

100%

19.0%

21.2%
19.0%

28.3%

28.5%
23.3%

31.9%
29.7%

25.8%
22.2%

40%
20%

1～less than 2

1～less than 3

1～less than 4

1～less than 5

1～less than 6

1～less than7

1～less than 8

1～less than 90%1～less than 10

0Female Ratio (%)

Males
Females
Female Ratio

10 or more

Number of Responses

2500

Number of Years at Present Post

Figure 2.5 Percentage of Active Female Faculties (Lecturer or above)in University/Technical College (Single Answer)

Years Elapsed Since Acquiring Degree and Current Occupation (Figure 2.6)
The elapsed years and current occupation have been organized by gender (Figure 2.6).
Summarizing the status of limited-term NPI and limited-term researcher (postdoc), for both limited-term NPI andlimited-term researcher and for both genders, 70% or more have had their doctoral degree for less than ten years.
After acquiring a degree, many initially start with limited-term employment, but as years pass from six to fifteen
years, no-term employment and limited-term employment reaches the same level. At sixteen years or more, about
10% are under limited-term employment regardless of gender. Comparing the genders, there is no clear difference
between the genders until ten years have passed after degree acquisition. Beyond ten years, female ratio of limitedterm employment is higher than of the male suggesting females spend more years under limited-term employment
than males.

68Chapter 2

Important Issues: Gender Gap in Job Positions

100%

80%
60%
40%
20%

No-term
PI

Limitedterm PI

No-term
NPI

1-5 years
after aquiring degree

LimitedNo-term
Limited- Manager
term
Researcher
term
NPI
Researcher(Postdoc)

6-10 years
after aquiring degree

11-15 years
after aquiring degree

Regular
Employee

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Student

16 or more years
after aquiring degree

Figure 2.6 Years Elapsed Since Acquiring Degree x Current Occupation x Gender(Single Answer)
Years Elapsed Since Aquiring Degree(Male Ratio of Respondents)

Years Elapsed Since Aquiring Degree(Female Ratio of Respondents)

60.0

60.0

50.0

50.0

40.0

40.0

30.0

30.0

20.0

20.0

10.0

10.0

0.0

0.0
1-5 years 6-10 years

11-15
years

1-5 years 6-10 years

16 or more
years

11-15
years

16 or more
years

No-term NPI (244)Limited-term NPI (433)No-term Researcher (88)
Limited-term Researcher (Postdoc) (513)No-term NPI (566)Limited-term NPI (799)No-term Researcher (245)Limited-term Researcher (Postdoc) (748)Figure 2.6 (Supplemental) Job Position and Years Elapsed Since Acquiring Degree(Ratio of Respondents)( ) is number of responses

69Chapter 3

Important Issues: Child and Nursing Cares

Chapter 3 Important Issues: Child and Nursing Cares
In order for the male and female to balance work and family together, raising awareness and improving theenvironment are very important. This chapter analyzes in detail the actual condition of “child and nursing cares”, anarea in which a great gender gap exists.

Number of Children (Figures 3.1-2)(Figure 3.1) There is almost no difference between the genders in the hours spent at the workplace for parents
with no children or children of high school age and above, but there is a clear difference among parents withpreschool to middle school children.
Especially for those with elementary school children, there is an average difference of 9.0 hours between genders.

100%

Male
49.2

80%

46.6

48.6

48.1

Female

60
45.9

100%

50

80%

40

60%

38.7

39.6

41.7

46.0

50
40

60%

30

40%

60

48.0

30
40%

20

20

Less than 10 Hrs
20 Hrs∼40 Hrs∼60 Hrs∼80 Hrs∼Average

Less than 10 Hrs
20 Hrs∼40 Hrs∼60 Hrs∼80 Hrs∼Average

10 Hrs∼30 Hrs∼50 Hrs∼70 Hrs∼90 Hrs∼Figure 3.1 Hours Spent at Workplace by Children’s Age Group (Single Answer)

70

High Schoolor OlderNone

10 Hrs∼30 Hrs∼50 Hrs∼70 Hrs∼90 Hrs∼Middle School0
Elementary
School0%Pre-school

0
High Schoolor Older0%Middle School

10

Elementary
School20%Pre-school

10
None

20%

Chapter 3

Important Issues: Child and Nursing Cares(Figure 3.2) For females, there is very little correlation between annual salary and the number of children, while
for males, the number of children increases proportionally with annual salary. This is similar to the third survey(Figure 3.2).

2.00

280
1.44

200
120
80

1.48

1.50

0.94
0.92
0.86 0.83 0.88

0.88
1.00
0.77
1.00
0.60
0.88
0.56
0.49 0.74
0.83
0.28
0.50
0.62

0.61

40

0.00

0.00

1.20 1.19

0.60 0.75
0.00

0.80
0.50

0.87
0.81

1.32 1.50
1.14

1.00

0.64
0.96
0.50
0.78 0.78 0.87

0.33 0.27

0.50
0.00

Number of Responses

2.00

Average Number of Children

2.00

1.28

1.64

50
40
30

0.78

20

0.75

10

1.00

0.50

1.15
1.11
0.89 0.86 0.95

0.71
0.82
0.69 0.82
0.38 0.77
0.80

0.000.00

2.00
1.50
1.00
0.50
0.00

Overall

2.50

500
2.50
450
400
2.00
350
1.53
1.29
300
1.50
1.17
250 0.95
0.93
0.89
0.89 0.88
0.82
200
0.84
0.82 1.00
0.74
0.75
150
0.92
0.76
0.77
0.64
100
0.50
0.72
0.29 0.59
0.40
50
0.25
0
0.00
Unanswered
Less than 1 Million JPY
1 Million JPY∼
2 Million JPY∼
3 Million JPY∼
4 Million JPY∼
5 Million JPY∼
6 Million JPY∼
7 Million JPY∼
8 Million JPY∼
10 Million JPY∼

Unanswered
Less than 1 Million JPY
1 Million JPY∼
2 Million JPY∼
3 Million JPY∼
4 Million JPY∼
5 Million JPY∼
6 Million JPY∼
7 Million JPY∼
8 Million JPY∼
10 Million JPY∼

Number of Responses

Corporation
100
90
80
70
60
50
40
30
20
10
0

60

0

Unanswered
Less than 1 Million JPY
1 Million JPY∼
2 Million JPY∼
3 Million JPY∼
4 Million JPY∼
5 Million JPY∼
6 Million JPY∼
7 Million JPY∼
8 Million JPY∼
10 Million JPY∼

0

2.50

70

Unanswered
Less than 1Million JPY
1 Million JPY∼
2 Million JPY∼
3 Million JPY∼
4 Million JPY∼
5 Million JPY∼
6 Million JPY∼
7 Million JPY∼
8 Million JPY∼
10 Million JPY∼

160

1.29
1.18

2.50

Male: Responses
Female: Responses
Male: Average Number of Children
Female: Average Number of Children

Male: Responses
Female: Responses
Male: Average Number of Children
Female: Average Number of Children

Figure 3.2 Annual Salary and Number of Children (respondents in their late 30’s)(Single Answer)

71

Average Number of Children

240

Number of Responses

Number of Responses

320

80

Average Number of Children

2.50

Average Number of Children

Research Institution

University/Technical College
360

Chapter 3

Important Issues: Child and Nursing Cares

Childcare Leave (Figures 3.3-6)(Figure 3.3-6) Overall, for females, lower the children’s age, higher the numbers of those that take childcare leave.
The ratio of females working for corporations that take leave was higher than those working at university/technicalcollege or research institutions. Although the ratio of males that take leave is very low, there was a slight increase
compared to the third survey (Figure 3.3).
University/Technical College:
FemaleUniversity/Technical College: Male
0% 20% 40% 60% 80% 100%0% 20% 40% 60% 80% 100%Pre-schoolPre-school

Elementary School

Elementary School

Middle School

Middle School

High School or Older

High School or Older
Took leave as requested
Took leave, but not as requested
Did not take leave

Took leave as requested
Took leave, but not as requested
Did not take leave

Research Institution: Male

Research Institution: Female

0% 20% 40% 60% 80% 100%0% 20% 40% 60% 80% 100%Pre-schoolPre-school

Elementary School

Elementary School

Middle School

Middle School

High School or Older

High School or Older
Took leave as requested
Took leave, but not as requested
Did not take leave

Took leave as requested
Took leave, but not as requested
Did not take leave

Corporation: Female

Corporation: Male
0% 20% 40% 60% 80% 100%0% 20% 40% 60% 80% 100%Pre-schoolPre-school

Elementary School

Elementary School

Middle School

Middle School

High School or Older

High School or Older
Took leave as requested

Took leave as requested
Took leave, but not as requested
Did not take leave

Took leave, but not as requested
Did not take leave

Figure 3.3 Taking Childcare Leave (Single Answer)72

Chapter 3

Important Issues: Child and Nursing Cares

Among the parents who have preschool children, when reasons for “did not take leave” and “took leave, but not
as requested” were compared by affiliated institution, “workplace environment” was the most common reason(Figure 3.4).
Male
0FemaleNumber of Responses
150 300 450 600 750

0University/
Technical
College

University/
Technical
CollegeResearch
Institution

Research
Institution

Corporation

Corporation

OthersWas unnecessary
Did not wish to take leave
Home environment
Workplace environment
No provision existed
Could not enter daycare as desired
OthersOthersNumber of Responses
30
60
90
120 150

Was unnecessary
Did not wish to take leave
Home environment
Workplace environment
No provision existed
Could not enter daycare as desired
OthersFigure 3.4 Why Parents with Pre-school Children Did Not Take Leave (Multiple Answers)

Furthermore, when reasons for not taking leave were compared by employment status, “did not wish to take leave”
was the second-highest for females especially for those under limited-term employment (Figure 3.5). Additionally,
comparing the reasons by job position, “workplace environment” was highest for females working as a lecturer
or assistant professor at a university/technical college and as a limited-term researcher (Figure 3.6).
Male

1000

Was unnecessary
Did not wish to take leave
Home environment
Workplace environment
No provision existed
Could not enter daycare as desired
Others

900
800
700
600
500
400

Female

100

80
60
40

300
200

20

100
0

0
No-term

Limited-term

No-term

Student

Limited-term

Student

Figure 3.5 Why Parents with Pre-school Children Did Not Take Leave by Employment Status(Multiple Answers)

73

University/Technical College

74
Research Institution
General Staff

Group Leader

20

Manager

30

Senior Manager

Research Institution

General Manager

40

Executive Director and above

50

Research Technician

General Staff

Group Leader

Manager

Senior Manager

General Manager

Executive Director and above

Research Technician

Limited-term Researcher

No-term Researcher

100

Limited-term Researcher

150

Senior Researcher

200

No-term ResearcherGroup Lab Chief

Division Head

250

Senior ResearcherGroup Lab Chief

University/Technical College

Division Head60
Director

Student

Research Technician

Limited-term Researcher

No-term Researcher

Research Associate

Assistant Professor

Lecturer

Associate Professor

Professor

Dean and above

Number of Responses

300

Director

Student

Research Technician

Limited-term Researcher

No-term Researcher

Research Associate

Assistant Professor

Lecturer

Associate Professor

Professor

Dean and above

Number of Responses

Chapter 3
Important Issues: Child and Nursing CaresMale
Was unnecessary
Did not wish to take leave
Home environment
Workplace environment
No provision existed
Could not enter daycare as desired
Others500Corporation

FemaleWas unnecessary
Did not wish to take leave
Home environment
Workplace environment
No provision existed
Could not enter daycare as desired
Others100Corporation

Figure 3.6 Why Parents with Pre-school Children Did Not Take Leave by Job Position (Multiple
Answers)

Chapter 3

Important Issues: Child and Nursing Cares

Childcare Support (Figures 3.7-9)(Figure 3.7) More than 70% of males leave daytime childcare to their spouses, whereas more than 70% of females
use day-care centers.

Male

Female0% 20% 40% 60% 80%100%

0% 20% 40% 60% 80% 100%

Self

Self

SpouseSpouseFamily Member Living
Together

Family Member Living
Together

Family Member Not
Living Together/Friend

Family Member Not
Living Together/Friend

Day-care Center

Day-care Center

Babysitter
OthersBabysitter
Pre-School
Elementary School
Middle School
High School or Older

Others

Pre-School
Elementary School
Middle School
High School or Older

Figure 3.7 Daytime Care Giver of Pre-school Children by Age of Youngest Child(Multiple Answers)(Figure 3.8) High percentage of males also leaves after-school childcare to their spouses. On the other hand,females use a wide choice of options such as after-school day-care centers.
Male

Female0% 20% 40% 60% 80%100%

0% 20% 40% 60% 80%100%

Self

Self

SpouseSpouseFamily Member Living
Together
Family Member Not
Living Together/Friend
After-school Day-care
CenterFamily Member Living
Together
Family Member Not
Living Together/Friend
After-school Day-care
CenterSitterSitterCram School/
Enrichment Lessons

Cram School/
Enrichment Lessons

Left Home Alone
OthersLeft Home Alone

Pre-school
Elementary School
Middle School
High School or Older

Others

Pre-school
Elementary School
Middle School
High School or Older

Figure 3.8 After-school Care Giver of Elementary School Children by Age of Youngest Child(Multiple Answers)

75

Chapter 3

Important Issues: Child and Nursing Cares(Figure 3.9) When travelling away on business, about 90% of males leave childcare to their spouses, whereas only
50%~60% of females rely on their spouses.
Male

Female0% 20% 40% 60% 80%100%

0% 20% 40% 60% 80%100%

Self

Self

SpouseSpouseFamily Member Living
Together

Family Member Living
Together

Family Member Not
Living Together/Friend

Family Member Not
Living Together/Friend

Babysitter You Hired

Babysitter You HiredChildcare Service
Provided by Academic
SocietyChildcare Service
Provided by Academic
Society

Others

Pre-school
Elementary School
Middle School
High School or Older

Others

Pre-school
Elementary School
Middle School
High School or Older

Figure 3.9 Care Giver During Academic Society Functions by Age of Youngest Child(Multiple Answers)

76Chapter 3

Important Issues: Child and Nursing Cares

Experience Living Separately and Dual Career Support (Figures 3.10-15)
Among married respondents, 28.3% of males and 49.7% of females have had experience living separately fromtheir spouse.
(Figure 3.10) In case of males, those that never lived separately from their spouses and those that lived six or more
years apart have slightly more children than the others. On the other hand, for females, there were no notabledifferences in the number of children between those with and without separate living experience or the number ofyears spent apart.

1.44

1.42

1.49

60%
40%
20%

0

1

2

3

4

5

11 Yearsor more6～10 Years

3～5 Years

2 Yearsor less

Never

0%

6

7

8

6～10 Years

11 Yearsor more3～5 Years

Average Number of Children

2.0
1.8
1.6
1.4
1.2
1.0
0.8
0.6
0.4
0.2
0.0

1.70

1.53

100%

11 Yearsor more6～10 Years

Non-corporation: Male

Average Number of Children

80%

3～5 Years

Never

2 Yearsor less

0%

2.0
1.8
1.6
1.4
1.2
1.0
0.8
0.6
0.4
0.2
0.0

Average Number of Children

20%

2.0
1.8
1.6
1.4
1.2
1.0
0.8
0.6
0.4
0.2
0.0

1.06

60%

1.02

1.10

1.08

0.70

40%
20%

0%
11 Yearsor more40%

80%

Non-corporation: Female
80%

1.21

1.17

60%

1.01

1.18

1.16

40%
20%
0%

Average

0

1

2

4

3

11 Yearsor more

60%

100%

100%

6～10 Years

80%

1.74
1.94

2.0
1.8
1.6
1.4
1.2
1.0
0.8
0.6
0.4
0.2
0.0

Corporation: Female

6～10 Years

1.63

1.58

0%

Average Number of Children

1.58

2.0
1.8
1.6
1.4
1.2
1.0
0.8
0.6
0.4
0.2
0.0

1.15

20%

Average Number of Children

Corporation: Male
100%

1.15

40%

3～5 Years

11 Yearsor more6～10 Years

3～5 Years

2 Yearsor less

Never

0%

1.02

3～5 Years

20%

1.18

1.14

2 Yearsor less40%

60%

2 Yearsor less60%

80%

2 Yearsor less

1.63

Never

1.49

Never

80%

1.47

Overall: Female
100%

Never

1.54

2.0
1.8
1.6
1.4
1.2
1.0
0.8
0.6
0.4
0.2
0.0

1.71

Average Number of Children

Overall: Male
100%

5

6

7

Figure 3.10 Length of Separation and Number of Children (Single Answer)

77

8

AverageChapter 3

Important Issues: Child and Nursing Cares

0.88

0.85

0.84

1500

1.31
1.01

0.96

1.14

0.8

0.58

0.6
0.4

500

0.2

2 Years or less

3-5 Years

6-10 Years

OthersCorporation

Other ResearchInstitution

Public ResearchInstitution

Government

Technical College

Private University

0.0

Public University

0

Never

11 Years or more

Female

500

1.82

400
1.38

1.33

1.55

Average
2.5

2.17

1.60

1.71

1.53

2.0
1.5

0.82

200

1.0

Never

2 Years or less6-10 Years

OthersCorporation

Other ResearchInstitution

Technical College
3-5 Years

Public ResearchInstitution

0.0

Government

0Private University

0.5

Public University

100

National University

Number of Responses

1.2
1.0

1000

300

1.4

11 Years or more

Average

Figure 3.11 Length of Separation by Institution (Single Answer)

78

Average Years of Separation

2000

Male

1.22

National University

Number of Responses

2500

Average Years of Separation(Figure 3.11) Males working at public university and research institution have a longer average of years spentliving separately compared with others. Females working at universities (public and private) have a longer averagethan other females. Furthermore, apart from those working for corporations, females spend longer living
separately than males.

Chapter 3

Important Issues: Child and Nursing Cares(Figures 3.12-13) Forty-seven percent of males did not consider options to avoid living separately from theirspouses. Sixty-one percent of females considered options, and as result, half of those were able to avoid separate
living. In a comparison according to affiliated institutions, “did not consider” response was received from many
respondents working for corporations and government agencies (Figure 3.13).

0%

20%

Ratio (%)
40%
60%

80%

100%
Consideration was made, and separation
was resolved
Consideration was made, but separation
was not resolved
Did not consider

Male

FemaleFigure 3.12 Consideration to Eliminate Separation (Single Answer)
Male0

FemaleNumber of Responses

Number of Responses
100 200 300 400 500

0National University

National University

Public University

Public University

Private University

Private University

Technical College

Technical College

Government

Government

Public ResearchInstitution
Other ResearchInstitution

Public ResearchInstitution
Other ResearchInstitution

Corporation

Corporation

OthersOthers

100

200

300

400

500

Consideration was made, andseparation was resolved
Consideration was made, but
separation was not resolved
Did not consider

Consideration was made, andseparation was resolved
Consideration was made, but
separation was not resolved
Did not consider

Figure 3.13 Consideration to Eliminate Separation by Institution (Single Answer)

79University/Technical College

Yes

No

80
Group Lab Chief
No-term Researcher

Research Institution
General Staff

Group Leader

Manager

Senior Manager

Research Institution

General Manager

Executive Director and above

Research Technician

Limited-term Researcher

100%
No

Senior Researcher

Yes

Division Head

University/Technical College

Director

Student

Research Technician

Limited-term Researcher

No-term Researcher

Research Associate

Assistant Professor

Lecturer

Associate Professor

Professor

Dean and above

General Staff

Group Leader

Manager

Senior Manager

General Manager

Executive Director and above

Research Technician

Limited-term Researcher

No-term Researcher

Senior ResearcherGroup Lab Chief

Division Head

Director

Student

Research Technician

Limited-term Researcher

No-term Researcher

Research Associate

Assistant Professor

Lecturer

Associate Professor

Professor

Dean and above

Chapter 3
Important Issues: Child and Nursing Cares(Figures 3.14-15) Many of the respondents interested in utilizing support programs to keep families together were
working in low job positions. Looking at the reasons not wanting to use the support programs for females, “cannot
relocate due to work matters” response was the highest regardless of affiliated institution.

100%

Male

80%

60%

40%

20%

0%

Corporation

UnsureFemale

80%

60%

40%

20%

0%

Corporation

UnsureFigure 3.14 Use of Dual Career Support Program by Job Position (Single Answer)

50

Corporation: Male

20

15

10

5

Cannot relocate due to work matters
Cannot relocate due to family matters
Stability is highly questionable even after relocation
Others81
25

Figure 3.15 Reasons for Not Using Dual Career Support Program (Multiple Answers)

General Staff

10

Group Leader

15

Manager

20
25

Senior Manager

Research Institution: Male

Research
Technician

Limited-term
Researcher

No-term
Researcher

SeniorResearcher

Student

Research Technician

Limited-term Researcher

No-term Researcher

Research Associate

Assistant Professor

Lecturer

5

Associate Professor

10Group Lab
Chief

15

General Manager

University/Technical College: Male

Professor

20

Number of Responses

50

Division Head0
Dean and above

Student

Research Technician

Limited-term Researcher

No-term Researcher

Research Associate

Assistant Professor

25

Number of Responses

Director

Research
Technician

Limited-term
Researcher

No-term
Researcher

SeniorResearcher

Lecturer

Associate Professor

Professor

Dean and above

Number of Responses

30

Number of Responses

0

Executive Director
and above

General Staff

Group Leader

Manager

Senior Manager

Group Lab
Chief

Division Head

Director

25

General Manager

Executive Director
and above

Number of Responses

25

Number of Responses

Chapter 3
Important Issues: Child and Nursing Cares

University/Technical College:
Female

45

40

35

30

25

20

15

10
5

0

Research Institution: Female

20

15

10

5

0

Corporation: Female

20

15

10

5

0

Cannot relocate due to work matters
Cannot relocate due to family matters
Stability is highly questionable even after relocation
OthersChapter 3

Important Issues: Child and Nursing Cares

Work and Child/Nursing Cares (Figures 3.16-17)(Figure 3.16) Number of respondents who have family members requiring nursing care was highest for those in
the 60 to 65 age group.
100%
80%
60%
40%

20%
0%
20～

25～

30～

35～

40～

45～

Yes

50～

55～

60～

65～

70～

No

Figure 3.16 People Requiring Nursing Care (Single Answer)(Figure 3.17) Selection of “expanded child-care facilities and services” received the highest number of responses
as the top requirement for balancing work and child/nursing cares from males in most of the job positions. On theother hand, the highest response varied by job position for females.
University/Technical College: Male
100.0

Changes in "work as center" concept
Changes in awareness of male and female roles
Workplace atmosphere
Understanding from supervisor
Relationship with child and nursing care service providers
Shorter working hours
Work support
Variety of provisions for leave of absence
Alternate staffing while on leave
Provision for working at home while on leave
Work sharing
Flexible working hours
Improve employment system
Various ways of working and career paths
Public subsidies for employer of person on leave
Financial support for long distance care
Expanded child-care facilities and services
Sick child care
Expanded after-school care for children
Expanded nursing-care facilities and services (including home)Expanded municipal childrearing support
UnsureOthers90.0

Response Rate (%)

80.0
70.0
60.0
50.0

40.0
30.0
20.0
10.0
0.0

Dean andabove

Professor

Associate
Professor

Lecturer

Assistant
Professor

Research
Associate

No-term Limited-term Research
Researcher Researcher Technician

82

Student

Chapter 3

Important Issues: Child and Nursing Cares

University/Technical College: Female
100.0
90.0

Response Rate (%)

80.0

70.0
60.0
50.0
40.0
30.0

20.0
10.0
0.0

Dean andabove

Professor

Associate
Professor

Lecturer

Assistant
Professor

Research
Associate

No-term Limited-term Research
Researcher Researcher Technician

Student

Research Institution: Male

100.0
90.0

Response Rate (%)

80.0
70.0
60.0
50.0
40.0
30.0

20.0
10.0
0.0
Director

Division HeadGroup Lab Chief Senior Researcher

No-term
Researcher

Limited-term
Researcher

Research
Technician

Changes in "work as center" concept
Changes in awareness of male and female roles
Workplace atmosphere
Understanding from supervisor
Relationship with child and nursing care service providers
Shorter working hours
Work support
Variety of provisions for leave of absence
Alternate staffing while on leave
Provision for working at home while on leave
Work sharing
Flexible working hours
Improve employment system
Various ways of working and career paths
Public subsidies for employer of person on leave
Financial support for long distance care
Expanded child-care facilities and services
Sick child care
Expanded after-school care for children
Expanded nursing-care facilities and services (including home)Expanded municipal childrearing support
UnsureOthersResearch Institution: Female

100.0
90.0
80.0

Response Rate (%)

Changes in "work as center" concept
Changes in awareness of male and female roles
Workplace atmosphere
Understanding from supervisor
Relationship with child and nursing care service providers
Shorter working hours
Work support
Variety of provisions for leave of absence
Alternate staffing while on leave
Provision for working at home while on leave
Work sharing
Flexible working hours
Improve employment system
Various ways of working and career paths
Public subsidies for employer of person on leave
Financial support for long distance care
Expanded child-care facilities and services
Sick child care
Expanded after-school care for children
Expanded nursing-care facilities and services (including home)Expanded municipal childrearing support
UnsureOthers

70.0
60.0
50.0

40.0
30.0
20.0
10.0
0.0
Director

Division HeadGroup Lab Chief

Senior Researcher

No-term
Researcher

Limited-term
Researcher

83

Research
Technician

Changes in "work as center" concept
Changes in awareness of male and female roles
Workplace atmosphere
Understanding from supervisor
Relationship with child and nursing care service providers
Shorter working hours
Work support
Variety of provisions for leave of absence
Alternate staffing while on leave
Provision for working at home while on leave
Work sharing
Flexible working hours
Improve employment system
Various ways of working and career paths
Public subsidies for employer of person on leave
Financial support for long distance care
Expanded child-care facilities and services
Sick child care
Expanded after-school care for children
Expanded nursing-care facilities and services (including home)Expanded municipal childrearing support
UnsureOthersChapter 3

Important Issues: Child and Nursing Cares

Corporation: Male
100.0

General Staff

Changes in "work as center" concept
Changes in awareness of male and female roles
Workplace atmosphere
Understanding from supervisor
Relationship with child and nursing care service providers
Shorter working hours
Work support
Variety of provisions for leave of absence
Alternate staffing while on leave
Provision for working at home while on leave
Work sharing
Flexible working hours
Improve employment system
Various ways of working and career paths
Public subsidies for employer of person on leave
Financial support for long distance care
Expanded child-care facilities and services
Sick child care
Expanded after-school care for children
Expanded nursing-care facilities and services (including home)Expanded municipal childrearing support
UnsureOthersGeneral Staff

Changes in "work as center" concept
Changes in awareness of male and female roles
Workplace atmosphere
Understanding from supervisor
Relationship with child and nursing care service providers
Shorter working hours
Work support
Variety of provisions for leave of absence
Alternate staffing while on leave
Provision for working at home while on leave
Work sharing
Flexible working hours
Improve employment system
Various ways of working and career paths
Public subsidies for employer of person on leave
Financial support for long distance care
Expanded child-care facilities and services
Sick child care
Expanded after-school care for children
Expanded nursing-care facilities and services (including home)Expanded municipal childrearing support
UnsureOthers90.0

Response Rate (%)

80.0
70.0
60.0
50.0
40.0
30.0
20.0
10.0

0.0

Executive Director
and above

General Manager

Senior Manager

ManagerGroup Leader

Corporation: Female

100.0
90.0

Response Rate (%)

80.0
70.0
60.0
50.0
40.0
30.0

20.0
10.0
0.0
Executive Director
and above

General Manager

Senior Manager

ManagerGroup Leader

Figure 3.17 Requirements for Balancing Work and Child/Nursing Care (Multiple Answers)

84

Chapter 3

Important Issues: Child and Nursing Cares

Requirements for Further Promoting Gender Equality (Figures 3.18-20)(Figure 3.18) In university/technical college, males cited “balancing family and work is difficult” as the highest
reason to why the proportion of females in science and technology fields is low. Although the female responses
show almost the same trend as males, many of the available choices had a higher response ratio than males. “Imageof research/technical workplace is not good” choice was selected by students and research associates.
In research institution, the selection trend of responses was similar for both genders, and “balancing family andwork is difficult” and “returning after child/nursing care leave is difficult” had a high percentage of responses.
In corporation, “returning after child/nursing care leave is difficult” was the most frequent response from bothgenders. For females, the fact that “workplace environment”, “social division of labor between males and females”
and “male-oriented mindset” response ratios were higher than “returning after child/nursing care leave is difficult”
for the same job position was notable.
University/Technical College: Male
0.0

10.0

20.0

30.0

Response Rate (%)
40.0 50.0 60.0 70.0

80.0

90.0 100.0

Educational environment
Home environment
Workplace environment
Social bias

Social division of labor
between males and females
Lack of role models
Less hiring compared to males

Dean and above
Professor
Associate Professor
Lecturer
Assistant Professor
Research Associate
No-term Researcher
Limited-term Researcher
Research Technician
Student

Lack of consideration for child andfamily care in performance evaluation
Male-oriented mindset

Difference in male and female abilities
Difference in male andfemale qualifications
Ratio of males is higher
Research/technical work cannot
be imagined
Image of research/technical workplaceis not good
Outlook is uncertain
Salary is low
Working hour is long
Achieving managerial position is difficult
Balancing family and work is difficult
Returning after child/nursing care leaveis difficult
Lack of information while a student
Others85

Chapter 3

Important Issues: Child and Nursing Cares

University/Technical College: Female
0.0

10.0

20.0

30.0

Response Rate (%)
40.0 50.0 60.0 70.0

80.0

90.0 100.0

Educational environment
Home environment
Workplace environment
Social bias
Social division of labor
between males and females
Lack of role models
Less hiring compared to males
Lack of consideration for child andfamily care in performance evaluation
Male-oriented mindset

Dean and above
Professor
Associate Professor
Lecturer
Assistant Professor
Research Associate
No-term Researcher
Limited-term Researcher
Research Technician
Student

Difference in male and female abilities
Difference in male andfemale qualifications
Ratio of males is higher
Research/technical work cannot
be imagined
Image of research/technical workplaceis not good
Outlook is uncertain
Salary is low
Working hour is long
Achieving managerial position is difficult

Balancing family and work is difficult
Returning after child/nursing care leaveis difficult
Lack of information while a student
Others86

Chapter 3

Important Issues: Child and Nursing Cares

Research Institution: Male
0.0

10.0

20.0

30.0

Response Rate (%)
40.0 50.0 60.0 70.0

80.0

90.0 100.0

Educational environment
Home environment
Workplace environment
Social bias
Social division of labor
between males and females
Lack of role models
Less hiring compared to males

Director
Division HeadGroup Lab Chief
Senior Researcher
No-term Researcher
Limited-term Researcher
Research Technician

Lack of consideration for child andfamily care in performance evaluation
Male-oriented mindset
Difference in male and female abilities
Difference in male andfemale qualifications
Ratio of males is higher
Research/technical work cannot
be imagined
Image of research/technical workplaceis not good
Outlook is uncertain
Salary is low
Working hour is long
Achieving managerial position isdifficult
Balancing family and work is difficult
Returning after child/nursing care leaveis difficult
Lack of information while a student
Others87

Chapter 3

Important Issues: Child and Nursing Cares

Research Institution: Female
0.0

10.0

20.0

30.0

Response Rate (%)
40.0 50.0 60.0 70.0

80.0

90.0 100.0

Educational environment
Home environment
Workplace environment
Social bias
Social division of labor
between males and females
Lack of role models
Less hiring compared to males

Director
Division HeadGroup Lab Chief
Senior Researcher
No-term Researcher
Limited-term Researcher
Research Technician

Lack of consideration for child andfamily care in performance evaluation
Male-oriented mindset
Difference in male and female abilities
Difference in male andfemale qualifications
Ratio of males is higher
Research/technical work cannot
be imagined
Image of research/technical workplaceis not good

Outlook is uncertain
Salary is low
Working hour is long
Achieving managerial position isdifficult
Balancing family and work is difficult
Returning after child/nursing care leaveis difficult
Lack of information while a student

Others88

Chapter 3

Important Issues: Child and Nursing Cares

Corporation: Male
0.0

10.0

20.0

30.0

Response Rate (%)
40.0 50.0 60.0 70.0

80.0

90.0 100.0

Educational environment
Executive Director and above
General Manager
Senior Manager
ManagerGroup Leader
General Staff

Home environment
Workplace environment
Social bias
Social division of labor
between males and females
Lack of role models
Less hiring compared to males
Lack of consideration for child andfamily care in performance evaluation
Male-oriented mindset
Difference in male and female abilities
Difference in male andfemale qualifications
Ratio of males is higher

Research/technical work cannot
be imagined
Image of research/technical workplaceis not good
Outlook is uncertain
Salary is low
Working hour is long
Achieving managerial position isdifficult
Balancing family and work is difficult

Returning after child/nursing care leaveis difficult
Lack of information while a student
Others89

Chapter 3

Important Issues: Child and Nursing Cares

Corporation: Female
0.0

10.0

20.0

30.0

Response Rate (%)
40.0 50.0 60.0 70.0

80.0

90.0 100.0

Educational environment
Executive Director and above
General Manager
Senior Manager
ManagerGroup Leader
General Staff

Home environment
Workplace environment

Social bias
Social division of labor
between males and females
Lack of role models
Less hiring compared to males
Lack of consideration for child andfamily care in performance evaluation
Male-oriented mindset
Difference in male and female abilities
Difference in male andfemale qualifications
Ratio of males is higher
Research/technical work cannot
be imagined
Image of research/technical workplaceis not good
Outlook is uncertain
Salary is low
Working hour is long
Achieving managerial position is difficult
Balancing family and work is difficult
Returning after child/nursing care leaveis difficult
Lack of information while a student
OthersFigure 3.18 Reasons for Low Proportion of Females in Science and Technology Fields inGeneral (Multiple Answers)(Figure 3.19) In university/technical college, many males believe “balancing family and work is difficult” and“frequent early retirement or leave of absence” to be the reasons for the low proportion of females in science andtechnology leadership positions. In addition to the previous two, females frequently cited other reasons such as“female ratio is low for the generation currently in leadership position”.
In research institution and corporation, “balancing family and work is difficult” and “frequent early retirement orleave of absence” were again the top reasons cited by both genders, and in case of females, “female ratio is low
for the generation currently in leadership position” too was selected by all response groups.

90Chapter 3

Important Issues: Child and Nursing Cares

University/Technical College: Male
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0 100.0
Balancing family and work is difficult
Frequent early retirement
or leave of absence
Females do not seek promotion
as much as males

Dean and above
Professor
Associate Professor
Lecturer
Assistant Professor
Research Associate
No-term Researcher
Limited-term Researcher
Research Technician
Student

Lack of role models
Lack of consideration for child andfamily care in performance evaluation
Evaluators tend to give priority to males
Difference in male and female
abilities/qualifications
Insufficient female performance
Female supervisors not desired
Female ratio is low for the generation
currently in leadership position
Others

University/Technical College: Female
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0100.0
Balancing family and work is difficult
Frequent early retirement
or leave of absence
Females do not seek promotion
as much as males
Lack of role models
Lack of consideration for child andfamily care in performance evaluation

Evaluators tend to give priority to males

Dean and above
Professor
Associate Professor
Lecturer
Assistant Professor
Research Associate
No-term Researcher
Limited-term Researcher
Research Technician
Student

Difference in male and female
abilities/qualifications
Insufficient female performance
Female supervisors not desired

Female ratio is low for the generation currently
in leadership position
Others91

Chapter 3

Important Issues: Child and Nursing Cares

Research Institution: Male
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0 100.0
Balancing family and work is difficult
Frequent early retirement
or leave of absence
Females do not seek promotion
as much as males
Lack of role models
Lack of consideration for child andfamily care in performance evaluation
Evaluators tend to give priority to males

Director
Division HeadGroup Lab Chief
Senior Researcher
No-term Researcher
Limited-term Researcher
Research Technician

Difference in male and female
abilities/qualifications
Insufficient female performance
Female supervisors not desired
Female ratio is low for the generation
currently in leadership position
OthersResearch Institution: Female
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0 100.0
Balancing family and work is difficult
Frequent early retirement
or leave of absence
Females do not seek promotion
as much as males
Lack of role models
Lack of consideration for child andfamily care in performance evaluation
Evaluators tend to give priority to males

Director
Division HeadGroup Lab Chief
Senior Researcher
No-term Researcher
Limited-term Researcher
Research Technician

Difference in male and female
abilities/qualifications
Insufficient female performance
Female supervisors not desired
Female ratio is low for the generation
currently in leadership position
Others92

Chapter 3

Important Issues: Child and Nursing Cares

Corporation: Male
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0 100.0
Balancing family and work is difficult
Frequent early retirement
or leave of absence
Females do not seek promotion
as much as males
Lack of role models
Lack of consideration for child andfamily care in performance evaluation
Evaluators tend to give priority to males
Executive Director and above
General Manager
Senior Manager
ManagerGroup Leader
General Staff

Difference in male and female
abilities/qualifications
Insufficient female performance

Female supervisors not desired
Female ratio is low for the generation
currently in leadership position
OthersCorporation: Female
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0100.0
Balancing family and work is difficult
Frequent early retirement
or leave of absence
Females do not seek promotion
as much as males
Lack of role models
Lack of consideration for child andfamily care in performance evaluation
Evaluators tend to give priority to males
Executive Director and above
General Manager
Senior Manager
ManagerGroup Leader
General Staff

Difference in male and female
abilities/qualifications
Insufficient female performance
Female supervisors not desired
Female ratio is low for the generation currently
in leadership position
OthersFigure 3.19 Reasons for Low Proportion of Females in Leadership Positions in Science andTechnology Fields (Multiple Answers)

93Chapter 3

Important Issues: Child and Nursing Cares

It should be noted that the “evaluators tend to give priority to males” reason was selected more by females,
particularly those in high job positions, than males (Table 3.1).

Table 3.1 Top Three Job Positions with the Highest “Evaluators tend to give priority to males”
Response Ratio (%)

Affiliated Institution
University/TechnicalCollege

Male
Dean

Professor

Lecturer

Dean

Professor

Associate
Professor

17.6

16.0

15.7

52.4

46.0

40.4

Director

Research
Technician

Division
Head

Division
Head

Director

Group Lab
Chief

25.0

20.8

15.0

38.1

33.3

33.3

SeniorManager

Executive
Director

Manager

Executive
Director

Manager

SeniorManager

21.2

20.7

18.5

47.4

46.2

40.4

Research Institution

Corporation

Female94

Chapter 3

Important Issues: Child and Nursing Cares(Figure 3.20) Overall, the selection trend is essentially the same by job position and gender, and the selection
ratios of females are much higher than those of males. It should be noted that the male response ratio for “reform
male awareness” was higher than the ratio for “reform female awareness”.
University/Technical College: Male
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0 100.0
Reform female awareness
Reform male awareness
Increase male participation in houseworkand childcare
Separate surnames for married couples
Improve work environment

Give females priority during certain periods
Eliminate various age limits
Improve evaluation system
Encourage supervisor understanding

Expand types of working arrangements
Expand support of child and nursing care
Introduce fixed-term employment
Improve fixed-term employment

Eliminate fixed-term employment
Form a female researchers network

Comparative studies and policies to meetinternational standards
Clarification of national policies
Dean and above
Professor
Associate Professor
Lecturer
Assistant Professor
Research Associate
No-term Researcher
Limited-term Researcher
Research Technician
Student

Funding for policies
Expanded promotion by national/local
government or employers
Expansion of social security system
OthersNothing required95

Chapter 3

Important Issues: Child and Nursing Cares

University/Technical College: Female
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0 100.0
Reform female awareness
Reform male awareness
Increase male participation in houseworkand childcare
Separate surnames for married couples
Improve work environment
Give females priority during certain periods
Eliminate various age limits
Improve evaluation system
Encourage supervisor understanding
Expand types of working arrangements
Expand support of child and nursing care
Introduce fixed-term employment
Improve fixed-term employment
Eliminate fixed-term employment
Form a female researchers network

Comparative studies and policies to meetinternational standards
Clarification of national policies
Funding for policies

Dean and above
Professor
Associate Professor
Lecturer
Assistant Professor
Research Associate
No-term Researcher
Limited-term Researcher
Research Technician
Student

Expanded promotion by national/local
government or employers
Expansion of social security system
OthersNothing required

96Chapter 3

Important Issues: Child and Nursing Cares

Research Institution: Male
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0 100.0
Reform female awareness
Reform male awareness
Increase male participation in houseworkand childcare
Separate surnames for married couples
Improve work environment
Give females priority during certain periods
Eliminate various age limits
Improve evaluation system
Encourage supervisor understanding
Expand types of working arrangements
Expand support of child and nursing care

Introduce fixed-term employment
Improve fixed-term employment
Eliminate fixed-term employment
Form a female researchers network
Comparative studies and policies to meetinternational standards
Clarification of national policies
Funding for policies
Director
Division HeadGroup Lab Chief
Senior Researcher
No-term Researcher
Limited-term Researcher
Research Technician

Expanded promotion by national/local
government or employers
Expansion of social security system
OthersNothing required

97

Chapter 3

Important Issues: Child and Nursing Cares

Research Institution: Female
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0 100.0
Reform female awareness
Reform male awareness
Increase male participation in houseworkand childcare
Separate surnames for married couples
Improve work environment
Give females priority during certain periods
Eliminate various age limits
Improve evaluation system
Encourage supervisor understanding
Expand types of working arrangements
Expand support of child and nursing care
Introduce fixed-term employment

Improve fixed-term employment
Eliminate fixed-term employment
Form a female researchers network

Comparative studies and policies to meetinternational standards
Clarification of national policies
Funding for policies
Director

Expanded promotion by national/local
government or employers

Division HeadGroup Lab Chief

Expansion of social security system

Senior Researcher

OthersNo-term Researcher

Limited-term Researcher
Research Technician

Nothing required98Chapter 3

Important Issues: Child and Nursing Cares

Corporation: Male
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0 100.0
Reform female awareness
Reform male awareness
Increase male participation in houseworkand childcare
Separate surnames for married couples
Improve work environment
Give females priority during certain periods
Eliminate various age limits
Improve evaluation system
Encourage supervisor understanding
Expand types of working arrangements
Expand support of child and nursing care
Introduce fixed-term employment
Improve fixed-term employment
Eliminate fixed-term employment
Form a female researchers network
Comparative studies and policies to meetinternational standards
Clarification of national policies
Funding for policies
Expanded promotion by national/local
government or employers

Executive Director and above

General Manager

Expansion of social security system

Senior Manager

OthersManagerGroup Leader

Nothing required

General Staff

99

Chapter 3

Important Issues: Child and Nursing Cares

Corporation: Female
Response Rate (%)
0.0 10.0 20.0 30.0 40.0 50.0 60.0 70.0 80.0 90.0 100.0

Reform female awareness
Reform male awareness
Increase male participation in houseworkand childcare
Separate surnames for married couples
Improve work environment
Give females priority during certain periods
Eliminate various age limits
Improve evaluation system
Encourage supervisor understanding
Expand types of working arrangements
Expand support of child and nursing care
Introduce fixed-term employment
Improve fixed-term employment
Eliminate fixed-term employment
Form a female researchers network
Comparative studies and policies to meetinternational standards
Clarification of national policies
Funding for policies
Expanded promotion by national/local
government or employers

Executive Director and above

Expansion of social security system

General Manager
Senior Manager

OthersManager

Nothing requiredGroup Leader
General Staff

Figure 3.20 Requirements for Further Promoting Gender Equality (Multiple Answers)

100Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

Chapter 4 Important Issues: Limited-term Employment andLimited-term Researcher (Postdocs)
4.1

Basic Data for Limited-term Employment

Working Arrangement by Age (Figure 4.1), Working Arrangement by Affiliated Institution(Figure 4.2), Working Arrangement by Job Position (Figure 4.3)

Ratio (%)

For university/technical college and research institution, about 30% of the total is limited-term employment(Figure 4.2), and ratio of limited-term females is still higher than that of males for both institutions. Even by age,
employment is mostly without term until retirement for corporation (Figure 4.1d), whereas in university/technicalcollege and research institution, the ratio of limited-term is still higher than no-term at age 35 (Figure 4.1b).
Especially for university/technical college, limited-term exceeds 40% for females even at age 40 and remains highcompared with other institutions until age 50.
100
90
80
70
60
50
40
30
20
10
0

No-term: Male
Limited-term: Male

No-term: Female
Limited-term: Female
20～ 25～ 30～ 35～ 40～ 45～ 50～ 55～ 60～ 65～ 70～

Figure 4.1a Working Arrangement by Age: Overall (Single Answer)

Ratio (%)

100
90
80
70
60
50
40
30
20
10
0

No-term: Male
Limited-term: Male

No-term: Female
Limited-term: Female
20～ 25～ 30～ 35～ 40～ 45～ 50～ 55～ 60～ 65～ 70～

Ratio (%)

Figure 4.1b Working Arrangement by Age: University/Technical College (Single Answer)
100
90
80
70
60
50
40
30
20
10
0

No-term: Male
Limited-term: Male
No-term: Female
Limited-term: Female
20～

25～

30～

35～

40～

45～

50～

55～

60～

65～

70～

Figure 4.1c Working Arrangement by Age: Research Institution (Single Answer)101

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

100
90
80
70
60
50
40
30
20
10
0

Ratio (%)

No-term: Male
Limited-term: Male
No-term: Female
Limited-term: Female

20～

25～

30～

35～

40～

45～

50～

55～

60～

65～

70～

Figure 4.1d Working Arrangement by Age: Corporation (Single Answer)
100%

80%
60%

40%
20%

0%
Male

FemaleUniversity/
Technical
College

Male

FemaleMale

FemaleResearch
Institution

Corporation

No-term

Limited-term

MaleFemaleGovernment

Figure 4.2 Working Arrangement by Institution (Single Answer)
100%
80%
60%
40%
20%

Dean
and
above

Professor Associate
Professor

Lecturer

No-term

Assistant Researcher Research
Professor/
Technician
Research
Associate
Limited-term

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

Female0%MaleChapter 4

OthersFigure 4.3a Working Arrangement by Job Position: University/Technical College(Single Answer)102

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

100%
80%
60%
40%
20%

Director

Division
Head

Group Lab
Senior Researcher Research
Chief
Researcher
Technician
No-term
Limited-term

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%

OthersFigure 4.3b Working Arrangement by Job Position: Research Institution (Single Answer)
100%
80%
60%
40%
20%

Executive
Director
and above

GeneralManager

SeniorManagerManager

No-termGroup
Leader

GeneralStaff

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%

OthersLimited-term

Figure 4.3c Working Arrangement by Job Position: Corporation (Single Answer)

Term of Employment by Occupational Field and Average Term of Employment by Gender,(Figure 4.4), Probability of Extending Limited-term Employment (Figure 4.5)
As for both genders, the terms of employment tend to be shorter for the lower job positions. This tendency was
already seen in the third survey but, in the fourth survey, PIs who have a term of five years or longer havedecreased clearly (Figure 4.4a). Furthermore, the chance of extending the term has also become lower than before(Figure 4.5).
100%
80%
60%
40%
20%
0%
Male

FemalePI

1 YearMale

FemaleNPI

2 Years

3 Years

Male

FemaleMale

FemaleResearcher

Corporation

4 Years

5 Years or More

Figure 4.4a Term of Employment by Occupational Field (Single Answer)103

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

Average Term (Years)

5

4.4

4.2

4.2

3.6

4
3

2.4

2.3

2

2.0
1.6

1
0
Male

FemalePI

MaleFemaleNPI

MaleFemaleResearcher

Male

FemaleCorporation

Figure 4.4b Average Term of Employment by Gender (Single Answer)
100%

80%
60%
40%
20%

0%
Male

FemalePI

MaleFemaleNPI

MaleFemaleResearcher

Renewal Possible
Limited Number of Renewals

Male

FemaleCorporation

Renewal Not Possible
UnsureFigure 4.5 Probability of Extending Limited-term Employment (Single Answer)

Employment Arrangement and Average Annual Salary (Figure 4.6), Health and Pension
Plans for Limited-term Employment (Figures 4.7-8)
Regardless of gender, annual salaries of limited-term employees are lower than that of no-term employees for all
occupational fields. Females have lower annual salaries than males regardless of occupational field or employment
arrangement. As for health and pension plans, participation ratio of female researchers whose contract time is lessthan 30 hours is very low at 50%.

104

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

800
600
400
200

PI
(excluding
lecturer)

Lecturer

Limited-term

No -term

Limited-term

No -term

Limited-term

No -term

Limited-term

No -term

Limited-term

0

No -term

Average Annual Salary(Ten Thousand JPY)

1000

Assistant Researcher Research
Professor/
Technician
Research
Associate
Male
FemaleFigure 4.6 Employment Arrangement and Average Annual Salary(University/technical College and Research Institution)
by Occupational Field/Gender(only those spending more than 40 hours per week at the workplace)
100%
80%
60%
40%
20%
0%
Male

FemaleMale

FemaleMale

FemalePI

NPI

Researcher

Under 10 Hrs

10 Hrs～20 Hrs～Male

FemaleCorporation
30 Hrs～40 Hrs～Figure 4.7a Health Plan Participation: Participants (Single Answer)
100%
75%

50%
25%
0%
PI

NPI

Researcher

Male: 30 Hrs～
Male: Under 30 Hrs

Corporation

Female: 30 Hrs～
Female: Under 30 Hrs

Figure 4.7b Health Plan Participation Ratio: Participants (Single Answer)

105

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

100%
80%
60%
40%
20%
0%
Male

FemalePI

MaleFemaleNPI

Under 10 Hrs

Male

FemaleResearcher

10 Hrs～20 Hrs～Male

FemaleCorporation

30 Hrs～40 Hrs～Figure 4.8a Welfare/Mutual Pension Plan Participation: Participants (Single Answer)
100%

75%
50%
25%
0%
PI

NPI

Researcher

Male: 30 Hrs～
Male: Under 30 Hrs

Corporation

Female: 30 Hrs～
Female: Under 30 Hrs

Figure 4.8b Welfare/Mutual Pension Plan Participation: Participation Ratio (Single Answer)

Limited-term Employment and Child Raising (Figure 4.9), Childcare Leave for Limited-term
Employees (Figures 4.10-11)

100%

1.31

1.4

1.14

80%

0.91

60%

1.03

1.2
1.0

0.82
0.55

40%

0.8

0.6
0.4

20%

0.2

0%

0.0
PI
0

No-term Limited-term No -term Limited-term Corporation
NPI
NPI
Researcher Researcher
12
345 or More
Average

Average Number of Children

Focusing on the 35 to 39 year age group considered as the child raising generation, nearly 50% of females havechildren regardless of whether their employment is limited-term or not. However, the ratio is lower for limitedterm female researchers compared against other occupational fields. In many of the occupational fields, nearly
60% of males have children, but the ratio is less than 40% for limited-term male researchers, and the number ofchildren they have is also very low. The ratio of those that take childcare leave decreases for both genders as job
position becomes lower. Furthermore, the ratio of females that take leave is higher than males for all job positions,and females have a higher awareness of childcare leave programs than males.

Figure 4.9a Number of Children by Gender/Job Position (for males ages 35 to 39 only) (Single
Answer)106

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

100%

1.4
1.2

80%
60%

0.85

0.82

0.80

0.78

0.86

0.75

1.0
0.8

0.6

40%

0.4

20%

0.2

0%

0.0

PI

Average Number of Children

Chapter 4

No-term NPI Limited-term No -term Limited-term Corporation
NPI
Researcher Researcher
0
1
2
3
4
5 or More
Average

Figure 4.9b Number of Children by Gender/Job Position (for females ages 35 to 39 only) (Single
Answer)
100%
80%
60%
40%

20%
0%
Male

FemalePI

MaleFemaleMale

NPI

FemaleResearcher

Yes

No

Male

FemaleCorporation

UnsureFigure 4.10 Childcare Leave for Limited-term Employment (Single Answer)
100%
80%

60%
40%
20%
0%
Male

FemalePI

MaleFemale

NPI
Yes

Male

FemaleResearcher
No

Male

FemaleCorporation

UnsureFigure 4.11 Term Extension Due to Childcare Leave for Limited-term Employment(Single Answer)107

Chapter 4

4.2

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

Aging of Limited-term Employment

Elapsed Years after Degree Acquisition and Employment Arrangement (Figure 4.12), Total
Years of Limited-term Employment by Age/Gender (Figure 4.13)
A shift to the upper job position (no-term PI) can be observed with the passage of time after acquiring a degree(Figure 4.12). On the other hand, about half of those that acquired a degree six to ten years ago and 30% of thosethat acquired a degree 11 to 15 years ago are still under limited-term employment. The difference between genders
is small immediately after acquiring a degree, but the difference widens over time. Ratio of female under no-term
employment is low, and the ratio of limited-term researchers/NPI is high. Additionally, number of years spent
under limited-term employment is longer for females.
100%

No -term PI

80%

Limited-term PI

60%

No-term NPI
40%
Limited-term NPI

20%

0%
Male Female Male Female Male Female Male Female
1-5 years

6-10 years

11-15 years

16 or more
years

No-term
Researcher
Limited-term
Researcher

Figure 4.12 Employment Arrangement by Elapsed Years after Degree Acquisition for
University/Technical College and Research Institution (Single Answer)
100%

Unanswered80%

0 Years60%

1 Year40%

2-3 Years
4-5 Years

20%

6-10 Years0%
Male Female Male Female Male Female Male Female Male Female Male Female
25～

30～

35～

40～

45～

50～

More than 10
Years

Figure 4.13 Total Years of Limited-term Employment x Age/Gender (Single Answer)

108

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

Job Position of Limited-term Employee and Desire for No-term Employment (Figure 4.14)
For university and research institution, the ratios of respondents that do not want to be a no-term employee wasless than 7% for all job positions other than PI, whereas for PI the ratio increases, especially with females, theratio is about 30%.
100%
80%
60%
40%
20%

0%
Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female
Professor

Associate
Professor

Lecturer

Laboratory
PI

Desire no-term employment

Assistant
Professor/
Research
Associate

Researcher

Research
Technician

Do not desire no-term-employment

UnsureCorporation
Management

Corporation
GeneralStaff

Figure 4.14 Desire for No-term Employment x Current Job (Single Answer)

4.3

Employment Status of Limited-term Researcher/NPI

Male-Female Ratio of Limited-term Researchers (Figure 4.15)
The female ratio of limited-term researchers increases with age. Even at age 60 and over, ratio of 20% ismaintained. Limited-term researchers between the ages of 40 to 65 have increased significantly compared withthe previous survey. Limited-term employment is aging suggesting an increase in the number of limited-term
researchers that have never experience no-term employment.

280

100%

88.9%

Male
FemaleFemale Ratio

80%

70.0%
61.3%

210
140

49.2%
32.7%

49.6%

47.9%

60%

50.0%

49.2%

36.2% 37.4%
20.0%

25.0% 22.2%

40%

66 or
Over

63-65

60-62

57-59

54-56

51-53

48-50

45-47

42-44

39-41

0%

36-38

0

33-35

20%

30-32

70

27-29

Number of Respondents

350

Figure 4.15a Limited-term Researchers by Age Group and Ratio of Females (Single Answer)109

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

Number of Limited-term
Research Respondents

Chapter 4450

FemaleMale
Female Ratio

400
350
300

49.2% 49.6%

250
200

32.7%

36.2% 37.4%

47.9% 51.3%

100%
80%

60%
40%

150
100

20%

50

0

0%
27-29

30-32

33-35

36-38

39-41

42-44

45-65

Figure 4.15b Limited-term Researchers by Age Group and Ratio of Females (Single Answer)(horizontal axis aligned with third survey)

Working Hours of Limited-term Researchers/NPI (Figures 4.16-19)
Hours spent at the workplace exceeds the contracted hours for nearly half of the limited-term researchers and NPIof both genders. Average hours spent at the workplace is longer for limited-term than no-term for both researchersand NPI. Although limited-term NPI spends longer hours at the workplace than limited-term researchers, theportion of their time spent on research is smaller. When limited-term researchers shift to limited-term NPI suchas specially appointed assistant professor and specially appointed lecturer, the hours spent at the workplaceincreases due to work commitments other than research. Meanwhile, limited-term researchers have the highest
proportion of research hours during the time they spend at their university and research institution workplaces.
100%
90%
80%

70%
None
40 Hrs～30 Hrs～20 Hrs～10 Hrs～Under 10 Hrs

60%
50%
40%
30%
20%
10%
0%

Male

FemaleFigure 4.16 Contract Working Hours per Week of Limited-term Researcher (Single Answer)

110

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

60
50
40
30
20
10

No-term
NPI

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleFemale
PI

Male

0

Male

Average Hours at Workplace

Chapter 4

LimitedNo-term
Limited- Corporation
term
Researcher
term
NPI
Researcher

Figure 4.17 Weekly Hours Spent at Workplace by Occupational Field (Single Answer)
100%
80%
60%
40%

20%
0%
Male

FemaleUnder 20 Hrs

Male

Female20 Hrs～Male

Female30 Hrs～Male

Female40 Hrs～Male

FemaleNoneContracted Time
Under 20 Hrs
60 Hrs～20 Hrs～70 Hrs～30 Hrs～80 Hrs～40 Hrs～90 Hrs～50 Hrs～Figure 4.18a Contract Working Hours per Week of Limited-term Researcher and Hours Spent at
Workplace (Single Answer)
100%
80%
60%
40%
20%
0%
Male

FemaleUnder 20 Hrs

Male

Female20 Hrs～Male

Female30 Hrs～Male

Female40 Hrs～Male

FemaleNoneContracted Time

Under 20 Hrs
60 Hrs～20 Hrs～70 Hrs～30 Hrs～80 Hrs～40 Hrs～90 Hrs～50 Hrs～Figure 4.18b Contract Working Hours per Week of Limited-term NPI and Hours Spent at
Workplace (Single Answer)

111

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

60
50
40
30
20

10

Under 20Hrs

20 Hrs～30 Hrs～40 Hrs～FemaleMale

FemaleMale

FemaleMale

FemaleMale

Female0

Male

Average Hours at Workplace

Chapter 4

None

Contracted Time

60

50
40
30
20
10

Under 20Hrs

20 Hrs～30 Hrs～40 Hrs～FemaleMale

FemaleMale

FemaleMale

FemaleMale

Female0

Male

Average Hours at Workplace

Figure 4.18c Average Hours Spent at Workplace/Contract Working Hours per Week of Limitedterm Researcher (Single Answer)

None

Contracted Time

Figure 4.18d Average Hours Spent at Workplace/Contract Working Hours per Week of Limitedterm NPI (Single Answer)
100%

80%
60%
40%
20%

PI

No-term
NPI

Limitedterm
NPI

No-term
Researcher

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale0%Limited- Corporation
term
Researcher

Figure 4.19 Average Hours Spent in Research While at Workplace (Single Answer)

112

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

Annual Salaries of Limited-term Researchers (Figures 4.20-21)
The annual salaries of limited-term researchers are lower for all ages and both genders when compared against
the average annual salaries of corporations in general, and the gap widens as age increases (Figure 4.20b, c).
Furthermore, there is almost no increase in the annual salaries of limited-term researchers with age (Figure 4.20a).
Along with research technicians, the ratio of those earning less than 4 million JPY per year is higher than otheroccupational fields, and the female ratio for that is higher than males (Figure 4.21).
100%
80%
60%
40%
20%

25～

30～

None
2 Million JPY～
5 Million JPY～

35～

40～

45～

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

Female

Male

0%

50～

1 Million JPY～
4 Million JPY～
7 Million JPY～

Under 1 Million JPY
3 Million JPY～
6 Million JPY～

Average Annual Salary(Ten Thousand JPY)

Figure 4.20a Annual Salary of Limited-term Researcher by Age and Gender (Single Answer)
1000
800
600

400
200
0
25～

30～

35～

Limited-term Researcher: Male
Corporation General Staff: Male

40～

45～

50～

Limited-term Researcher: Female
Corporation General Staff: Female

Figure 4.20b Average Annual Salary of Limited-term Researcher by Age and Gender(Single Answer)

Median Annual Salary(Ten Thousand JPY)

800
600
400
200
0
25～

30～

35～

Limited-term Researcher: Male
Corporation General Staff: Male

40～

45～

50～

Limited-term Researcher: Female
Corporation General Staff: Female

Figure 4.20c Median Annual Salary of Limited-term Researcher by Age and Gender (Single
Answer)113

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

100%
80%
60%
40%
20%

Professor

Associate
Professor

Lecturer

Laboratory
PI

Under 3 Million JPY

Assistant
Professor/
Research
Associate

No-term
Researcher

3 Million～Under 4 Million JPY

Limitedterm
Researcher

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%

Research Corporation Corporation
Technician Management GeneralStaff

4 Million JPY and Over

Figure 4.21 Annual Salary of Respondents with Doctoral Degree that Spend Over 40 Hours at
Workplace (Single Answer)

4.4

Tenure Track

Ratio of Tenure Track Employment by Age (Figure 4.22), Elapsed Years after Degree
Acquisition (Figure 4.23)
Ratio of respondents under tenure track employment is highest for those between the ages of 35 and 45 at 15-20%(Figure 4.22) and those who had their degree for six to ten years at about 20% (Figure 4.23). Moreover, females
under tenure track employment is lower for many of the age groups.
100%
80%
60%
40%
20%
0%
Male Female Male Female Male Female Male Female Male Female Male Female

25～

30～

Tenure Track Employment

35～

40～

45～

Non-tenure Track Employment

50～
UnsureFigure 4.22 Tenure Track Employment x Age (Single Answer)

114

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

100%
80%
60%

40%
20%

0%
Male

Female1-5 years

Male

FemaleMale

6-10 years

Tenure Track Employment

Female11-15 years

Non-tenure Track Employment

Male

Female16 or more years
UnsureFigure 4.23 Tenure Track Employment x Elapsed Years after Degree Acquisition(Single Answer)
100%
80%
60%

40%
20%
0%
Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female
Professor

Associate
Professor

Lecturer

Laboratory
PI

Tenure Track Employment

Assistant
Professor/
Research
Associate

Researcher

Non-tenure Track Employment

Research
Technician

Corporation
Management

Corporation
GeneralStaff

UnsureRatio (%)

Figure 4.24 Tenure Track Employment x Current Job (Single Answer)
100
90
80
70
60
50
40
30
20
10
0
20～ 25～ 30～ 35～ 40～ 45～ 50～ 55～ 60～ 65～ 70～
Tenure Track Employment: Male
Males among Respondents

Tenure Track Employment: Female
Females among Respondents

Figure 4.25 Working Arrangement by Age: University/Technical College (Single Answer)115

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

0%

20%

40%

60%

80%

100%

Non-tenure Track Employee: Male
Non-tenure Track Employee: Female

Tenure Track Employee: Male
Tenure Track Employee: Female
10 Hrs～Under 10 Hrs

20 Hrs～30 Hrs～40 Hrs～None

Figure 4.26 Contract Working Hours for Tenure and Non-tenure Employments(Single Answer)
100%
80%

60%
40%
20%

25～

30～

None
2 Million JPY～
5 Million JPY～
8 Million JPY～

35～

40～

45～

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

Female

Male

0%

50～

1 Million JPY～
4 Million JPY～
7 Million JPY～

Under 1 Million JPY
3 Million JPY～
6 Million JPY～

Figure 4.27a Annual Salary of Tenure Track Employee by Age and Gender (Single Answer)
100%
80%
60%
40%
20%

25～
None
2 Million JPY～
5 Million JPY～
8 Million JPY～

30～

35～

40～

Under 1 Million JPY
3 Million JPY～
6 Million JPY～

45～

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

Female

Male

0%

50～

1 Million JPY～
4 Million JPY～
7 Million JPY～

Figure 4.27b Annual Salary of Non-tenure Track Employee by Age and Gender(Single Answer)116

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

1200

Average Annual Salary(Ten Thousand JPY)

1000
800
600
400
200
0
25～

30～

35～

40～

Non-tenure Track Employee: Male
Tenure Track Employee: Male
Corporation General Staff: Male

45～

50～

Non-tenure Track Employee: Female
Tenure Track Employee: Female
Corporation General Staff: Female

Figure 4.27c Annual Salary of Tenure and Non-tenure Employees by Age and Gender(Single Answer)

Median Annual Salary(Ten Thousand JPY)

1200
1000
800
600
400

200
0

25～

30～

35～

Non-tenure Track Employee: Male
Tenure Track Employee: Male
Corporation General Staff: Male

40～

45～

50～

Non-tenure Track Employee: Female
Tenure Track Employee: Female
Corporation General Staff: Female

Figure 4.27d Annual Salary of Tenure and Non-tenure Employees by Age and Gender(Single Answer)

Childcare Leave and Employment Extension for Tenure Track Employees (Figure 4.28)
Childcare leave is approved for over 90% of tenure track employees, but in case of non-tenure track employees,
the ratio is about 78% for males and 70% for females. Under tenure track employment, nearly 60% of both genders
are approved for employment extension after taking childcare leave, whereas for non-tenure track employment,
approval is low at about 20% for both genders.
0%

20%

40%

60%

80%

Yes

No

100%

Non-tenure Track Employee: Male

Non-tenure Track Employee: Female
Tenure Track Employee: Male

Tenure Track Employee: Female

Figure 4.28a Childcare Leave for Tenure and Non-tenure Employees (Single Answer)

117

Chapter 4

Important Issues: Limited-term Employment and Limited-term Researcher (Postdocs)

0%

20%

40%

60%

80%

100%

Non-tenure Track Employee: Male
Non-tenure Track Employee: Female
Tenure Track Employee: Male
Tenure Track Employee: Female

Yes

No

Figure 4.28b Employment Extension for Tenure and Non-tenure Employees after Childcare
Leave (Single Answer)

Ratio of Time Spent on Research by Tenure Track Employees during Workplace Hours(Figure 4.29)
Compared with non-tenure track employees, ratio of tenure track employees under contract to work 40 or more
hours per week is about 13 points higher. Annual salaries are about 10% higher for the tenure track employees,
and as age goes up, the difference tends to widen. The annual salaries of females are lower than males at any age
resulting in a particularly low annual salary for non-tenure track females. Although the annual salaries of tenure
track males in their 50’s are noticeably high, there is a possibility they were hired under a newly adopted salarysystem. Furthermore, the ratio of time spent on research during workplace hours is lower for tenure track
employees than non-tenure track for both genders. The gender difference in research time is small for non-tenure
track employees, but for tenure track employees, the females have a lower ratio.
0%

20%

40%

60%

80%

100%

Non-tenure Track Employee: Male
Non-tenure Track Employee: Female

Tenure Track Employee: Male
Tenure Track Employee: Female

Figure 4.29 Average Time Spent on R&D at Workplace for Tenure and Non-tenure Employees(Single Answer)

118

Chapter 5

Important Issues: Program and Policy Awareness

Chapter 5 Important Issues: Program and Policy Awareness
5.1

Familiarity with Recent Laws and Policies

Respondents were inquired as to their familiarity with the following recently enacted programs, policies andformulated basic plans.
-

The Act on Promotion of Women’s Participation and Advancement in the Workplace (Effective April 1,
2016)

-

5th Science and Technology Basic Plan (Approved January 2016)-

Fourth Basic Plan for Gender Equality (Approved December 2015)-

Excellent Young Researchers Program (March 2016)
80%
60%
40%
20%
0%

Male

FemaleThe Act on Promotionof Women’sParticipation
andAdvancementin the Workplace

Male

Female5th Scienceand Technology
Basic Plan

Male

FemaleFourth Basic Planfor Gender
Equality

20～

Male

FemaleExcellent
Young
Researchers
Program
30～

40～

Male

Do not know

50～

60～

Figure 5.1 Awareness of Recent Laws/Policies by Age Group and Gender(Single Answer per Item)

119

Female70～

Important Issues: Program and Policy Awareness

The Act on Promotion of Women’s Participation
and Advancement in the Workplace
Aware

100%

Not Aware

80%
60%
40%

PI

No-term
NPI

Limitedterm NPI

No-term
Researcher

Limitedterm
Researcher

Manager

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

Female

Male

Male

0%

Female20%

Regular
Employee

Student

Aware

Not Aware

5th Science and Technology Basic Plan
100%

80%
60%
40%
20%

PI

No-term
NPI

Limitedterm NPI

No-term
Researcher

Limitedterm
Researcher

Manager

Regular
Employee

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Student

Fourth Basic Plan for Gender Equality
Aware

100%

Not Aware

80%
60%
40%
20%

PI

No-term
NPI

Limitedterm NPI

No-term
Researcher

Limitedterm
Researcher

Manager

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Regular
Employee

Student

Aware

Not Aware

Excellent Young Researchers Program
100%
80%

60%
40%
20%

No-term
NPI

Limitedterm NPI

No-term
Researcher

Limitedterm
Researcher

Manager

Regular
Employee

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleFemale

PI

Male

0%
Male

Chapter 5

Student

Figure 5.2 Awareness of Recent Laws/Policies by Occupational Field (Single Answer)

120

Chapter 5

100%

Important Issues: Program and Policy Awareness

University/Technical College

80%
60%
40%
20%
0%
The Act on
5th Science and Fourth Basic Excellent Young
Promotion ofTechnology Plan for Gender Researchers
Basic Plan
Equality
Program
Women’sParticipation andAdvancement in
the Workplace

Do not know

Dean and above
Professor
Associate Professor
Lecturer
Assistant Professor
Research Associate
No-term Researcher
Limited-term Researcher
Research Technician
OthersResearch Institution
100%
Director

80%

Division Head

60%

Group Lab Chief

40%

No-term Researcher

Senior Researcher
Limited-term Researcher

20%

Research Technician
Others0%
The Act on
5th Science and Fourth Basic Excellent Young
Promotion ofTechnology Plan for Gender Researchers
Basic Plan
Equality
Program
Women’sParticipation andAdvancement in
the Workplace100%

Do not know

Corporation
Executive Director and above

80%

General Manager
Senior Manager

60%

Manager

40%

Group Leader
General Staff

20%

Others0%

The Act on 5th Science and Fourth Basic Excellent Young
Promotion ofTechnology Plan for Gender Researchers
Basic Plan
Equality
Program
Women’sParticipation andAdvancement in
the Workplace

Do not know

Figure 5.3 Awareness of Recent Laws/Policies by Job Position (Single Answer per Item)

121

Chapter 5

Important Issues: Program and Policy Awareness60%

Mathematics
Electronics and Information
Physics
Chemical and Material Engineering
Life science and Biology
Civil Engineering
Mechanical Engineering
Earth and Planetary Science
Agriculture
Medicine, Dentistry and Pharmacology
Health and Nursing

40%

20%

0%
The Act on
5th Science and Fourth Basic Excellent Young
Promotion ofTechnology Plan for Gender Researchers
Basic Plan
Equality
Program
Women’sParticipation andAdvancement in
the Workplace

Do not know

Figure 5.4 Awareness of Recent Laws/Policies Overall by Profession(Single Answer per Item) (excludes students)

5.2 Support
Researchers

Programs

Currently

Underwayfor

FemaleRespondents were inquired as to whether they are familiar with the following six support programs currently
underway for female researchers and if they are meaningful.
① Restart Support after Childbirth/Childcare: Project of the Japan Society for the Promotion of Science to support“special researchers-RPD” and outstanding young researchers to smoothly return to the research arena afterchildbirth/childcare.
② Science Course Selection Support for Middle and High School Females: Project of the Japan Science andTechnology Agency (JST) aimed at supporting middle and high school females select science career paths.
③ Initiative for Realizing Diversity in the Research Environment (Formerly Supporting Activities for Female
Researchers): Project of the Ministry of Education, Culture, Sports, Science and Technology - Japan aimed at
supporting environmental improvement so that female researchers can balance life events and research.
④ Childbirth and Childcare Consideration in Scientific Research Grants: i) Program enabling researchers with
scientific research grants to resume research interrupted due to maternity/childcare leave. ii) Research subjects set up
for researchers who are unable to apply for grants during the application period due to maternity/childcare leave. iii)
Application age limit for research subjects relaxed taking into consideration maternity/childcare leave (from theprevious 37 years old or under to 39 years old or under). These programs are also applicable to males who takechildcare leave. The above is the work of the Japan Society for the Promotion of Science.
⑤ Strategic Basic Research Programs’ measures for considering childbirth and child-caring: Project of JST. It is “aprogram allowing researchers to interrupt and extend research at times of birth/childcare and supports the researchers’

122Chapter 5

Important Issues: Program and Policy Awarenesscomeback”.
⑥ Challenge Campaign (Riko-challe) - Science and Engineering Field Selection for Female Students: Project of the
Gender Equality Bureau Cabinet Office to further accelerate the efforts for encouraging female high school students
and others to select science and engineering career paths by providing information such as introduction of female
researchers/engineers from various science and engineering fields.
Restart Support after Childbirth/Childcare (RPD Program)

100%
80%
60%
40%
20%

PI

No-term NPI Limited-term No-term Limited-term
NPI
Researcher Researcher

Manager

Regular
Employee

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Student

Science Course Selection Support for Middle and High School Females
100%
80%
60%
40%
20%

PI

No-term NPI Limited-term No-term Limited-term
NPI
Researcher Researcher

Manager

Regular
Employee

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Student

Initiative for Realizing Diversity in the Research Environment

100%
80%
60%
40%
20%

PI

No-term NPI Limited-term No-term Limited-term
NPI
Researcher Researcher
Meaningful

Uncertain

123

Not meaningful

Manager
UnawareRegular
Employee

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Student

Important Issues: Program and Policy AwarenessChildbirth and Childcare Consideration in Scientific Research Grants

100%
80%
60%

40%
20%

PI

No-term NPI Limited-term No-term Limited-term
NPI
Researcher Researcher

Manager

Regular
Employee

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Student

JST Strategic Basic Research Programs’ Measures for ConsideringChildbirth and Child-caring

100%
80%
60%
40%

20%

PI

100%

No-term NPI Limited-term No-term Limited-term
NPI
Researcher Researcher

Manager

Regular
Employee

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Student

Challenge Campaign – Science and Engineering Field Selection for
Female Students

80%
60%
40%
20%

No-term NPI Limited-term No-term Limited-term
NPI
Researcher Researcher
Meaningful

Uncertain

Manager

Not meaningful

Regular
Employee

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleFemale
PI

Male

0%

Male

Chapter 5

Student

UnawareFigure 5.5 Perception of Recent Policies by Occupational Field (Single Answer)124

Chapter 5

5.3

Important Issues: Program and Policy AwarenessNumerical Targets for Hiring Female Researchers

Numerical targets for hiring of new female researchers as stated in the 4th Science and Technology Basic Plan (30%
in natural sciences overall, 20% in science, 15% in engineering, 30% agriculture, 30% in medicine, dentistry andpharmacology combined) were not achieved. The targets have been carried over to the 5th Science and Technology
Basic Plan (approved by the Cabinet in January 2016). Investigating the awareness of numerical targets for hiring of
female researchers, the ratio of “do not know” responses was up 1 point for males and about 2 points for females
compared with the previous survey. If the combined ratio of “well aware” and “somewhat aware” responses is
considered as the degree of awareness, for university/technical college and research institution, awareness tends torise as job position rises regardless of gender (Figure 5.6).
100%
80%
60%
40%
20%
0%
PI

NPI

Student

University/Technical College
Well aware

PI

NPI

Manager

Research Institution
Somewhat aware

Regular
Employee

Corporation
Did not know

Figure 5.6 Awareness of Numerical Target for Newly Hired Female Researchers by OccupationalField (Single Answer)
100%
80%
Others
Uncertain
Will have adverse effectNot meaningful
Has room for improvement
Should be expanded and promoted
Meaningful

60%
40%
20%

PI

No-term
NPI

Limited- No-term Limited- Manager Regularterm Researcher term
Employee
NPI
Researcher

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Student

Figure 5.7 Perception of Numerical Target for Newly Hired Female Researchers by OccupationalField (Single Answer)

125

Chapter 5

Important Issues: Program and Policy Awareness

100%
80%
60%
40%
20%

Mathematics Electronics
andInformation
Meaningful

Physics

Chemical Life science
Civil
Mechanical Earth andand MaterialandEngineering Engineering Planetary
Engineering Biology
ScienceShould be expanded and promoted

Has room for improvement

Agriculture

Not meaningful

Medicine, Health andDentistry
NursingandPharmacology

Will have adverse effect

Uncertain

OthersOthersFigure 5.8 Perception of Numerical Target for Newly Hired Female Researchers by Profession(Single Answer) (excludes students)
Male

100%
80%
60%

40%
20%

70～

65～

60～

55～

50～

45～

40～

35～

30～

25～

24 or Under0%

Female100%

Others80%

Uncertain

60%

Will have adverse effect40%

Has room for improvement

Not meaningful
Meaningful

20%

Should be expanded and promoted

70～

65～

60～

55～

50～

45～

40～

35～

30～

25～

24 or Under0%

Figure 5.9 Perception of Numerical Target for Newly Hired Female Researchers by Age Group(Single Answer)

126

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Chapter 5

Important Issues: Program and Policy Awareness

5.4 Perception of Numerical Targets from Respondents with High
Awareness
Respondents who answered that they “well aware” or “somewhat aware” of numerical targets were asked how they
perceived the significance of those targets (Figure 5.10). Considering “should be expanded and promoted” and“meaningful” responses to be positive perceptions, “has room for improvement” to mean the targets are accepted butwith doubt, and “not meaningful” and “will have adverse effect” as negative perceptions, difference in perception
was noticed between genders. In case of females, higher the awareness, higher the positive perception of numericaltargets (Figure 5.11). For instance, among females who are well aware of the targets, those with a positive perception
and think the targets “should be expanded and promoted” or is “meaningful” exceeded 60%. On the other hand, evenif awareness is high, males that have a positive perception and think the targets “should be expanded and promoted”
or is “meaningful” was about 30%. In particular, more than 30% of males who are “well aware” of numerical targets
think the targets “will have adverse effect”, which differs greatly from the female perception.
University/Technical College

100%

80%
60%
40%
20%

Dean and Professor Associate
above
Professor

Lecturer

80%
60%
40%

20%

Division
Head

Group Lab
SeniorNo-term
Chief
Researcher Researcher

127

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%

DirectorFemaleAssistant Research No-term Limited- Research Student
Professor Associate Researcher term
Technician
Researcher

Research Institution

100%

Male

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale0%LimitedResearchtermTechnician
ResearcherChapter 5

Important Issues: Program and Policy AwarenessCorporation

100%
80%
60%
40%
20%

Executive
Director
and above

GeneralManager

SeniorManager

Well aware

Manager

Somewhat aware

Group
LeaderFemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%GeneralStaff

Did not know

Figure 5.10 Awareness of Numerical Target by Job Position (Single Answer)

100%

Male

Female100%

Others

80%

80%

60%

60%

Not meaningful

40%

40%

Has room for improvement

20%

20%

Will have adverse effect

Meaningful0%0%Well aware Somewhat
aware

Well
aware

Did notknow

Somewhat Did not
aware
know

Should be expanded andpromoted

Figure 5.11 Awareness of Numerical Target and Perception on Significance (Single Answer)(excludes "uncertain")128

Chapter 5

Important Issues: Program and Policy AwarenessFor both genders, the positive perception has increased compared with the previous survey. Figure 5.12 examines
how the perception of respondents with a high awareness of numerical targets has changed compared with theprevious survey. In Figure 5.12, the sum of the “should be expanded and promoted” and “meaningful” response ratios
is defined as “positive” and the sum of the “not meaningful” and “will have adverse effect” response ratio is define
as “negative”. To make a comparison between the third survey and this fourth survey, a bar graph of those “positive”
and “negative” ratios (%) were created for each gender.
From the figure, it can be seen that the “positive” perception ratio has increased for both genders, while “negative”
perception has decreased significantly over the last five years. The increase in the female “positive” perception isespecially remarkable. Therefore, it appears that once aware, positive perception increases.
70%
60%
50%

40%

Positive
Needs Improvement
Negative

30%
20%
10%

0%
3rd Survey 4th Survey 3rd Survey 4th Survey
Male

FemaleFigure 5.12 Awareness of Numerical Target and Perception on Significance Compared with Third
Survey (excludes "uncertain")129

Chapter 5

5.5

Important Issues: Program and Policy AwarenessFemale Hiring Targets of Affiliated Institutions

Figure 5.13 shows whether or not numerical targets for female hiring exist at each institution. Compared with theawareness of numerical targets for female researchers (Figure 5.11), the ratio of the “uncertain” response to theawareness of numerical targets in the respondent’s own institution was somewhat lower.
University/Technical College
100%

80%
60%
40%
20%

Dean and Professor Associate
above
Professor

Lecturer

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Assistant Research No-term Limited- Research Student
Professor Associate Researcher term
Technician
Researcher

University/Technical College (excludes "uncertain")
100%
80%
60%
40%
20%

Dean and Professor Associate
above
Professor

Lecturer

80%

60%
40%
20%

Division
Head

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%

DirectorFemaleAssistant Research No-term Limited- Research Student
Professor Associate Researcher term
Technician
Researcher

Research Institution

100%

Male

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Group Lab
SeniorNo-term Limited-term Research
Chief
Researcher Researcher Researcher Technician

130

Chapter 5

Important Issues: Program and Policy AwarenessResearch Institution (excludes "uncertain")
100%
80%
60%
40%
20%

Director

Division
Head

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Group Lab
SeniorNo-term Limited-term Research
Chief
Researcher Researcher Researcher Technician

Corporation

100%
80%
60%
40%
20%

Executive
Director andabove

GeneralManager

SeniorManagerManagerYesGroup
Leader
Uncertain

No

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%General Staff

Corporation (excludes "uncertain")

100%
80%
60%

40%
20%

Executive
Director andabove

GeneralManager

SeniorManagerManagerYesGroup
LeaderNo

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%General Staff

Figure 5.13 Awareness by Job Position of Numerical Target for Female Hiring in Affiliated
Organization (Single Answer)

131

Chapter 5

Important Issues: Program and Policy Awareness

There was a big change in the responses to the question of whether or not targets are publicized if they exist (Figure5.14). Publication of the targets and the awareness of publication have both increased since the third survey.
University/Technical College

100%
80%

60%
40%

20%

Dean and Professor Associate
above
Professor

Lecturer

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Assistant Research No-term Limited- Research Student
Professor Associate Researcher term
Technician
Researcher

University/Technical College (excludes "uncertain")

100%
80%
60%
40%
20%

Dean and Professor Associate
above
Professor

Lecturer

80%
60%
40%
20%

Division
Head

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%

DirectorFemaleAssistant Research No-term Limited- Research Student
Professor Associate Researcher term
Technician
Researcher

Research Institution

100%

Male

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Group Lab
SeniorNo-term Limited-term Research
Chief
Researcher Researcher Researcher Technician

132

Chapter 5

Important Issues: Program and Policy AwarenessResearch Institution (excludes "uncertain")

100%
80%

60%
40%
20%

Director

Division
Head

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Group Lab
SeniorNo-term Limited-term Research
Chief
Researcher Researcher Researcher Technician

Corporation

100%
80%
60%
40%
20%

Executive
Director andabove

GeneralManager

SeniorManagerManager
Yes

No

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Group Leader General Staff
Uncertain

Corporation (excludes "uncertain")

100%
80%

60%
40%
20%

Executive
Director andabove

GeneralManager

SeniorManagerManager
Yes

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Group Leader General Staff
No

Figure 5.14 Awareness by Job Position of Publicized Numerical Target for Female Hiring in
Affiliated Organization (Single Answer)

133

Chapter 5

Important Issues: Program and Policy AwarenessLike the third survey, the “necessity” of numerical targets for the hiring of female researchers was examinedaccording to job position (Figure 5.15). In order to make a comparison with the third survey, discussion is carried out
mainly on the ratios that exclude “uncertain” responses. In the third survey, the “necessary” response was higher for
females of all job positions. However, in the fourth survey, that response was often lower for corporation females
compared with the others. Even after being carried over from the 4th to the 5th Science and Technology Basic Plan,
the purpose of setting numerical targets for the hiring of female researchers is not well understood or known. It may
be necessary to rethink why Japan has established numerical targets for female researchers at the national level andthat the same targets have been reestablished five years later then devise new policies. There were many writtencomments with regard to numerical targets for female hiring (Figure 6.4), and those from male respondents were
overwhelmingly high accounting for 85% of the comments. For descriptions of the comments, refer to 6.2 (iv)
Numerical Targets for Hiring of Female Researchers.
University/Technical College

100%
80%
60%
40%
20%

Dean and Professor Associate
above
Professor

Lecturer

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Assistant Research No-term Limited- Research Student
Professor Associate Researcher term
Technician
Researcher

University/Technical College (excludes "uncertain")

100%
80%
60%
40%
20%

Dean and Professor Associate
above
Professor

Lecturer

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Assistant Research No-term Limited- Research Student
Professor Associate Researcher term
Technician
Researcher

134Chapter 5

Important Issues: Program and Policy AwarenessResearch Institution

100%

80%
60%
40%
20%

Director

Division
Head

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Group Lab
SeniorNo-term Limited-term Research
Chief
Researcher Researcher Researcher Technician

Research Institution (excludes "uncertain")

100%
80%
60%
40%
20%

Director

Division
Head

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%Group Lab
SeniorNo-term Limited-term Research
Chief
Researcher Researcher Researcher Technician

Corporation
100%
80%
60%
40%
20%

Executive
Director andabove

GeneralManager
Necessary

SeniorManagerManagerUnnecessary

135

Group
Leader

Uncertain

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

0%General Staff

Important Issues: Program and Policy AwarenessCorporation (excludes "uncertain")

100%
80%
60%
40%
20%

Executive
Director andabove

GeneralManager

SeniorManager
Necessary

ManagerGroup
LeaderFemaleMale

FemaleMale

FemaleMale

FemaleMale

FemaleMale

Female0%MaleChapter 5General Staff

Unnecessary

Figure 5.15 Perception by Job Position on Necessity of Numerical Target (Single Answer)136

Chapter 6

Written Comments

Chapter 6 Written Comments
The free written comments received during the 4th large-scale survey have been analyzed and the respondents
characteristics along with the current situation, problems, perception and desires of the natural science researchersand engineers have been compiled in this chapter.

6.1

Respondents’ Characteristics

Among the 4,571 written comments received, 1,379 (25%) were from females. Overall, 28% of total female
respondents and 24% of total male respondents submitted comments (Figure 6.1.1). Most of the comments camefrom respondents in their 30’s and 40’s for both genders (Figure 6.2.1). The ratio of comments from females beyond
age 35 was greater than that of males (Figure 6.2.2). Figures 6.3.1 and 6.3.2 show the number and ratio, respectively,of comments compiled by occupational field.
600

Total Responses

12000

Written Comments

10000
8000

6000
4000
2000

Number of Written
Comments

Number of Responses

14000

0
Male

Male
Female

500
400
300
200
100
0

Female24 and 25～ 30～ 35～ 40～ 45～ 50～ 55～ 60～ 65～ 70～
Under

Figure 6.1.1 Total Responses
and Written Comments

Figure 6.2.1 Number of Written Comments by
Age/Gender

60 %

50
40
30
20
Male
Female10024 and 30～
Under

40～

50～

60～

70～

Figure 6.2.2 Ratio of Written Comments by Age/Gender137

Written Comments

Number of Written Comments

Corporation

Research Institution University/Technical College

0100

Dean and above
Professor
Associate Professor
Lecturer
Assistant Professor
Research Associate
No-term Researcher
Limited-term Researcher
Research Technician
Student
Director
Division HeadGroup Lab Chief
Senior Researcher
No-term Researcher
Limited-term Researcher
Research Technician
Executive Director and above
General Manager
Senior Manager
ManagerGroup Leader
General Staff

200

300

400

500

600

Male
FemaleFigure 6.3.1 Number of Written Comments by Occupational Field

Research Institution

University/Technical College

0%

Corporation

Chapter 6

10% 20% 30% 40% 50% 60% 70%

Dean and above
Professor
Associate Professor
Lecturer
Assistant Professor
Research Associate
No-term Researcher
Limited-term Researcher
Research Technician
Student
Director
Division HeadGroup Lab Chief
Senior Researcher
No-term Researcher
Limited-term Researcher
Research Technician
Executive Director and above
General Manager
Senior Manager
ManagerGroup Leader
General Staff

Male Ratio
Female Ratio

Figure 6.3.2 Ratio of Written Comments from Females by Occupational Field

138

Chapter 6

6.2

Written Comments

Frequently Made Comments

Figure 6.4 shows the major topics and number of comments received for each topic.
Perception reform
Science course selection support
Numerical target for female hiring
Career path
Postdoctoral position

Work-life balance
0

200

400

600

800

1000 1200 1400

Number of Responses

Figure 6.4 Major Topics and Number of Comments(i) Work-life Balance① Long working hours
There were many calls from both genders for the rectification of the current working environment.
・ Tendency for Japanese workplace environment to judge people who work longer hours as harder working
is a problem. (male, 40’s)
・ Condition for concentrating long hours on research is necessary to achieve results. (male, 40’s)② Dual Career Support
There were comments requesting positions that allow the continuation of career development while living together,
the need for childcare support and social infrastructure when living separately, and disapproval with the current
legal system.
 System to encourage couples to work at the same research institution is necessary. (male, 40’s) If there is a system for universities and research institutions nationwide to provide posts that always allow
research to be continued, I think female researchers will not quit their jobs and the ratio of female researchers
will increase. (female, 30’s)
 Even when living alone, establishment of a social infrastructure that does not force you to quit work forattending to child or nursing care is most important. (male, 50’s)
 A legacy (law) system that assumes a male-centered society and is disadvantageous to females is still being
applied. (female, 60’s)③ Child caring
Many females indicated their desire for an assortment of specific and diversified system related to childbirth andchildcare while males desired an environment where they can participate actively in childcare. Furthermore, there
were opinions that the difficulties of childbirth and childcare during postgraduate doctoral courses are hindering
females’ advancements.
〈Expanding day-care centers〉

・ It would be nice to have a society where anyone can enter a day-care center at any time. (female, 30’s)
・ Anticipating expansion of day-care center at the workplace. (female, 20’s)

139

Chapter 6

Written Comments

・ Not being able to place children in a day-care center when you are a doctoral student or postdoc is the fatal
reason why a career ends. (female, 40's)〈Allocation of assistant personnel during childcare leave〉

・ In the thirties, just when research work is coming on track, you are faced with taking leave for childbirthand reducing work for childcare. (female. 30’s)
・ In organizations that have duties to educate, such as universities, it is necessary to ensure adequate staffing.
Currently, staffing is being reduced and the situation is going in the opposite direction. (male, 40’s)〈Diversification of work system during childcare〉

・ In order to secure research time, it is necessary to have a system that exempts all miscellaneous duties fora certain period. (female, 40’s)
・ It is necessary to create a system that allows you to engage in some R&D work at home during childcare.
(male, 50’s)〈System improvement and consideration to allow males to participate in childcare〉

・ If both spouses work and share childcare, support and consideration is needed for not only the wife but
also the husband. (male, 30’s)
・ Make it mandatory for companies to force males to take childcare leave, and penalize companies if maleswith a child under 10 years of age work more than 40 hours a week. (female, 40’s)〈 Inadequate childbirth/childcare system for doctoral graduate students and JSPS research

fellows〉
・ The fact that there is almost no income until completion of the doctoral program is a barrier to furthering
education. Is it not the role of the government to provide financial support (for doctoral students)? (female,
30’s)・ It is necessary to create a system that supports childcare in various ways while in school. (male, 20’s)
・ We should improve the situation where JSPS research fellow is not in an employment relationship witheither the JSPS or the receiving research institution. (female, 30’s)
・ JSPS (researcher) having to interrupt employment for childbirth and childcare is a problem. (female, 30’s)〈Improvement of work support and evaluation method according to childcare situation〉

・ In the current application for Grants-in-Aid for Scientific Research, the period for which research wassuspended due to nursing care, childbirth, illness, etc. cannot be specified, and it is judged solely on
research achievements. (female, 30’s)
・ Cutoff date for many of the new grant applications geared toward researchers returning from childcare is
April, and it was useless for me since I returned in June. (female, 40’s)
・ Since childbirth and childcare delays career advancement, I would like people to stop defining young
scientific researchers by age. (female, 40’s)
・ Workplace atmosphere that makes it difficult to leave work early when a child is sick and lack ofunderstanding from the older generation are problematic. (male, 30’s)
・ If you do not allow postdoctoral workers hired with research grants to do tasks other than research, careerdevelopment will be biased, and it will be difficult to consider work-life balance. (female, 40’s)④ Nursing care
Unlike childcare, there are many indeterminate factors in nursing care, and people that have experienced nursing
care voiced their request to have that part incorporated into the support system.

140

Chapter 6

Written Comments

・ Service officials and executives know too little about the actual condition of nursing care. (male, 50’s)
・ Days taken for nursing care leave, requirements, etc. are insufficient compared to the actual situation.
(female, 50’s)
・ Expansion of support and thorough understanding about nursing care is requested. (male, 40’s)
・ Eliminate age restrictions for subsidies. Would like all people to understand and tolerate the fact thatchildcare and nursing care slows down work over a long period. (female, 40’s)(ii) Limited-term Researcher (Postdoc) Position
About 70% of the comments related to limited-term researcher (postdoc) were from respondents in their 30’s and40’s. Therefore, the opinions expressed in the comments are considered to represent the voices of the field.

① Impact of limited-term research work on life plan
There were many opinions from both genders that researchers who take on limited-term research jobs havedifficulty planning their future, such as marriage and childbirth, and that there was a high probability of having tolive separately from their spouse. Immediate action on these problems is desired.
〈Must childbirth/childcare be given up to get a no-term job?〉・ Assistant professor on a five-year tenure track must give up childbirth and childcare to produce results. At
least a 10-year term is required. (male, 30’s)
・ It is difficult to make plans for the future such as marriage and childbirth on a limited-term/postdoc work
arrangement. (female, 40’s)〈Living together with spouse is difficult〉

・ In order to achieve a balance between home and work, it is necessary to have a mechanism that provides
both stable employment (no-term) and co-living condition for spouses. (female, 30’s)
・ The system that considers separate living as natural is not good. (female, 40’s)〈Entering an authorized day-care center is difficult for limited-term researchers〉

・ Since contract renewal is not promised, reservation for entry into authorized day-care center cannot be
obtained. Therefore, the use adjustment index of authorized day-care center becomes low, and entry into
authorized day-care remains difficult. (male, 30’s)② Age restriction on open recruitment
In many cases, an age restriction (or elapsed years after obtaining a doctoral degree) is placed on open recruitmentof research positions. Apparently, this is a barrier for female researchers to obtain jobs if they have suspended
research for childbirth and childcare.
・ Please do not apply an under-40 age restriction on open recruitment. (female, 40’s)
・ Under the tenure track system, a “young researcher” is uniformly defined as “within 40 years of age”
without considering females’ childbirth and childcare. (male, 60’s)
・ It is necessary to have a mechanism that excludes time taken off from work for childbirth and childcare
when evaluating performance. (male, 40’s)

141Chapter 6

Written Comments(iii) Career Path
A variety of problems that hinder females’ career path was pointed out and urgent action is demanded to improve
the problems.

① Recruitment and promotion of females
There were opinions that prejudice against females and time restrictions such as for meetings affected thepromotion of females to managerial positions. On the other hand, there were opinions that it is also necessary toreform females’ perception when training them for managerial positions.
〈Prejudice against female researchers〉

・ When I was promoted or won an award, I was told it was because special consideration was given tofemales. (female, 30’s)
・ Some male researchers think female researchers are bothersome. (female, 40’s)
・ I wish see workshops incorporated into workplaces or university classes to make people realize
male/female role assignments are unconsciously being made and different assessments are being madedepending on gender. (female, 40’s)〈Barriers against female managerial positions〉

・ Many of the meetings are held in the evening, so it is difficult for the parenting generation to juggle time.
(female, 50’s)
・ Although the workplace is trying to employ and promote females, the females themselves have a strong
sense of not wanting managerial positions. (male, 60’s)
・ I think if half of the managerial positions are appointed to females, the organizational thinking will not be
male-biased. (female, 40’s)② Age restriction
There were opinions that elimination of age restriction during recruitment and extension of the retirement age are
effective measures in increasing the number of female applications.
・ Considering that the female’s work efficiency is reduced by half during childcare, it is necessary to provide
an environment where they can work longer and to eliminate age restriction on the various types of
employment. (female, 40’s)③ Role model
It was made clear that many respondents feel the need for an appropriate role model.
・ Female researchers who are invited to speak as role models are not at all helpful because their situations
are too different from those of female students and young female researchers who are suffering in the field.
(female 40’s)
・ Female researchers in managerial positions who have made achievements while raising children are few.
(male 30’s)
・ Senior researchers who are not rewarded for their hard work do not make good role models for the younger
generation. (female 50’s)④ Actively promoting females in academic societies, etc.
Opinions suggest actively appointing females is an effective way to promote female participation in theadministration of academic societies.

142

Chapter 6

Written Comments

・ I think it is necessary for the government to instruct the head society members to set female quotas or givepriority to females in such situations as selecting speakers for society conferences. (male 40’s)
・ I think that actively promoting females as chairpersons at annual conferences of each academic society
will lead to a gradual increase in female officers such as councilors and directors. (male, 50’s)⑤ Others
There were calls for improvement to the government’s Management Expenses Grants and Excellent Young
Researchers Program from the standpoint of supporting the career development of female researchers. There weremany opinions that females still felt the inconvenience about the use of their maiden name.
〈Impact of reducing research expenses and labor costs〉

・ Under the current situation where management grants to national universities are reduced and fewer
researchers are required to do the same amount of work as before, the burden on females raising children
is extremely heavy. (female, 40’s)
・ The reduction of basic research expenses and labor costs is casting a dark shadow on the future of theacademic community. An active involvement of the government is desired for securing human resources
regardless of gender to support the future of science and technology. (male, 50’s)〈Necessity of using maiden name〉

・ I heard that in some educational and research institutions the use of the name in the family registry is semicompulsory within the organization. (male, 40’s)
・ I strongly desire the legal system and administration to be reformed so that organizations can positively
recognize separate male and female surnames. (male, 40’s)
・ When acquiring a patent, maiden names is not recognized, so recognize separate surnames or at least allow
maiden names to be recognized when acquiring patents. (female, 40’s)〈Excellent Young Researchers Program〉

・ Although the number of female researchers has increased, the number of positions that support males andpositions that do not offer promotions is increasing. The Excellent Young Researchers Program needs to
be innovated, for example, creating a position for females who can make decisions (such as professors).
(female, 40’s)
・ How about creating slots for females in the Excellent Young Researchers Program and other programs?
(male, 60’s)
・ The Excellent Young Researchers Program based on the annual salary system goes against gender equality,
as it makes employment of researchers more destabilizing and makes life planning difficult. (male, 50’s)(iv) Numerical Target for Female Researcher Hiring
Eighty-five percent of males and 63% of females who responded to this measure stated dissenting opinions. On
the other hand, 9% of males and more than 20% of females agreed with the measure. It is believed in the
background there is a lack of understanding in the intention such as “utilization of excellent and diverse humanresources” and “promotion of perception reform on gender equality” of the measure. There were also voices ofconcern about the intergenerational gap, in which the female ratio increased only for young recruits. The
representative opinions are given below.

143Chapter 6

Written Comments① Agree with setting numerical targets
・ Society will not change with perception reform. I think the first and only effective way is to set numericaltargets and force the increase of high-ranking female professors and researchers as quickly as possible.
(male, 60’s)
・ Introducing females into institutions that are filled with “professional male researchers” will never proceed
if left to natural course. (female, 30’s)
・ I think we need to examine the necessary measures at the actual workplace while we first increase the ratioof females. (female, 30’s)
・ I think the university environment will change dramatically if the female ratio of executives, professors
and above exceeds 30%. (female, 40’s)
・ I think it is important to set numerical targets for females in light of international standards. (female, 30’s)② Disagree with setting numerical targets
・ I am worried that giving females preferential treatment will raise voices of unfairness, and the females
may become targets of resentment. (female, 40’s)
・ People should be evaluated by a highly objective evaluation method based on ability and performance,
regardless of gender. (male, 40’s)
・ At present, the younger generation is stuck with paying the price for the past. (male, 30’s)
・ Recruitment of young female personnel is increasing. Rather, the higher age group should be balanced.
(male, 40’s)(v) Supporting Science Course Selection for Middle and High School Students
Many respondents said that the ratio of female students in primary education should be increased first. The
following are representative opinions.
<Promoting science courses to female students>
・ I think it is important to get students interested in science at elementary schools to increase the number of
future researcher candidates. (male, 50’s)
・ I think it is important to have activities to get middle and high school students interested in science. (female,
30’s)・ Activities are needed to make female middle and high school students feel that science researcher is an
attractive occupation. (male, 40’s)<Educational activities needed to direct human resources toward science and technology >・ Propaganda is important to get children to think that girls are free to spread their wings just as well as boys.
(male, 60’s)
・ I think girls’ interest and motivation will be enhanced by disseminating information and conducting
education in a way that makes science and technology easy to understand. (female, 50’s)(vi) Necessity of Perception Reform
Among the respondents that submitted comments, about 20% of females and 10% of males indicated a need forperception reform. There are cases where perceptions of workplace members, families and educators are hindering
the participation of females in research and technical jobs. Issues concerning perception are considered solved forthe first time through the combined efforts of policies, diverse human resource recruitment and education, andcontinued efforts are demanded in the future. The following are representative opinions.

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Written Comments① Social bias
・ Females tend to be taught not to standout. (female, 40’s)
・ The major problem is the general notion that “girls are weak in science”. Being raised in such a society
will make you feel inapt in that field. (female, 40’s)
・ Unless the social perception that housework, childcare and nursing care are duties of the female is changed,
females will not be able to concentrate on work. (male, 40’s)② Male bias
〈Emphasize female appearance/attitude and despise females with knowledge/skills〉

・ In the science and technology fields, what impedes gender equality is the underlying pervasive perception
in society that emphasizes the appearance and attitude of females and despises females with specialized
knowledge and skills. (male, 30’s)
・ The upper organization consisting of males only tends to raise females who are not capable, cute andobedient to higher positions and count them as part of the numerical target. (female, 40’s)〈Bias view that female ability is inferior〉

・ Many males believe females’ scientific abilities are low and that Marie Curie is an exception. (male, 80’s)
・ Males who are 60 and older have a discriminatory sense against females, which they are not conscious ofthemselves. (male, 50’s)
・ A director-class member once said to me, “There is no way a female postdoc can achieve this kind ofoutcome. Someone else must have done it”. The current situation will not change unless the perception of
the current executive-class (50’s and 60’s) improves. (female, 30’s)〈Domination of males over females〉

・ Eliminating the idea of male over female from the thoughts of males is top priority. (female, 50’s)
・ Discriminating party (especially males) often does not know the actual situation of the discriminated party.
(female, 50's)〈Unconsciously giving preference to males〉

・ Promotes understanding that buildup of male preferential treatment such as a biased view that regards
males as excellent, giving challenging tasks to males and praising males will make a big difference in thelong run. (female, 40’s)
・ It is impossible to conduct research activities on par with males unless you eliminate subconscious notions
such as, “You're female and you have children”. (female, 40’s)
・ Because there are fewer female evaluators, the evaluation tends to be biased (in favor of males). (female,
50’s)③ Female bias
・ Many females think there is nothing they can do about the difficulties of furthering their careers orchallenging new fields once they have quit their regular jobs. (female, 50’s)
・ Many female employees have a strong sense that they are assistants to male employees. (male, 50’s)
・ Females themselves have a strong will of not wanting to be in managerial positions. (male, 60’s)④ Education environment
・ Perception reform of elementary and middle school teachers. (female, 50’s).

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Written Comments

・ We need to reform the perception that females are inapt in the field of science. In order to do so, it isnecessary to reform the education method in elementary, middle, and high schools and the perception ofparents. (male, 40’s)
・ I feel that education is most important so as not to plant stereotypes of “the role of males and females”
from childhood. (female, 50’s)
・ I think that education that more clearly conveys the significance of females’ activities in society isnecessary beginning at primary and secondary education stages. (male, 50’s)⑤ Home environment
・ I think one of the main reasons for the low number of females in the science and technology field is that
their parents are opposed to the field being “non-feminine” when making course or job selections. (female,40’s)・ It is necessary for parents to change their perception so as not to put gender discrimination in way when
making course selections. (male, 60’s)
・ It is necessary to reform perception including early elderly people. Females receive the most pressure fromtheir husbands’ parents. (male, 40’s)(vii) Others〈Education and research policies〉

・ In order to prevent the decline of Japan's science and technology fields, policies that fit with the life stage
design of young researchers from the viewpoint of gender equality are necessary. (female, 40’s)〈Need for networks〉

・ Industry-government-academia collaboration is essential. (female, 40’s)
・ Condition where individual choices can be made through the provision of wide range of information isnecessary. (male, 30’s)
・ I want the opportunity to hear stories from people who will be role models and exchange information withpeople facing the same issues as myself. (female, 30’s)
・ I want information on the efforts of each research institute in order to create a situation where I think I canchallenge my career even while I am child caring. (female, 30’s)
・ Because the number of females is small, there are no networks and no information available leaving me
isolated. (female, 30’s)〈Exchange across fields〉

・ Additional things will be visible if gender equality conditions in other fields such as humanity and social
science are examined and compared against the science and technology fields. (female, 60’s)
・ We should be more socially open by actively communicating with other similar activities outside thescience and technology fields. Differences other than gender should also be considered. (male, 40’s)

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Survey Wrap-up
Chapter 1: Summary of Results
1.1

Basic Data

・ Total number of respondents: 13,162 males and 4,997 females. Majority of the respondents were between
the ages of 35 to 54 with the peak age in the “40 to 44” range. The respondents’ affiliated institutions were
59% universities, 15% research institutions, 21% corporations and 2% government. The overall doctoral
degree acquisition rate was 65%. Approximately 85% of the respondents were employed. About 80% of
both genders had jobs in the research and education sectors.
1.2

Working Conditions

・ Ratio of respondents under no-term employment was higher than the ratio of respondents under limitedterm employment for both genders. The ratio of limited-term employment was high inuniversities/technical colleges. Many of the respondents under limited-term employment are currently
under terms lasting “10 years or less”, and the ratio of respondents that have worked under limited-term
employment totaling more than 10 years was 20% overall. More than 40% of males and about 50% of
females currently under no-term employment have experience working under limited-term employment.
・ More than 70% of males and females have experienced job change, relocation or leaving a job. About halfof both genders have experienced relocation without changing their occupation. Five percent of males and
12% of females have experience leaving a job. The highest reason for job change, relocation or leaving a
job was to “further my career” accounting for about half of the responses for both genders. “End of contract”
response was mostly received from the younger respondents age 40 and under. Reasons frequently received
from females were “marriage (8%)”, “caring for children (9%)” and “job relocation of family member(8%)”.
・ It is most common for respondents to work at the office from 40 to 60 hours per week, with males working
somewhat longer. Working hours at the office and R&D hours have both decreased significantly comparedto the previous survey. Working hours of females age 30 to 44, which overlap with the child-raising period,
have decreased.
1.3

Work and Family

・ There is a gender difference in the ratio of respondents having spouses with the males having a higher ratio.
There is no gender difference in the marital status up until the early 30’s, but a difference begins to occur
in the late 30’s. More than half of the males’ spouses are unemployed. Ninety-eight percent of females’
spouses are employed, and many are affiliated with universities/technical colleges and research institutions.
・ About 30% of males and 50% of females have experience living separately from their spouses.
・ Two thirds of females have no children and more than half of males have children. The average number ofchildren reaches two at age 60 for males, but the average for females remains approximately at one fromthe 40’s to the early 60’s.
・ As for work after childcare leave, males often continue the same work before the leave, but females
experience delay in promotion and/or change of work or department due to employer instructions or theirown requests.
・ About 30% of both males and females have a family member that requires nursing care. Awareness levelof programs for taking nursing care leave was high.

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1.4 Gender Equality
・ The most chosen reasons for the low proportion of female researchers were “balancing family and work isdifficult” and “returning after child/nursing care leave is difficult”. Males tended to choose gender related
reasons such as “difference in male and female abilities” and “difference in male and female qualifications”
more than females. Additionally, the reasons given by both genders for the low proportion of females inleadership positions were “balancing family and work is difficult”, “frequent early retirement or leave ofabsence”, “female ratio is low for the generation currently in leadership position” and “lack ofconsideration for child and family care in performance evaluation”.
・ Both males and females believe “awareness reform” is necessary to promote gender equality. In particular,“reform male awareness” was cited by many of the respondents. Following from the third survey,
respondents continue to call for “increase male participation in housework and childcare”, “expand supportof child and nursing care”, “encourage supervisor understanding” and “expand types of working
arrangements” bringing to our attention the need to further enhance the workplace environment.

Chapter 2: Important Issues: Gender Gap in Job Positions
・ There was no significant change in job position index trends of the affiliated institution compared to thepast surveys, and the job position index rose smoothly according to age for all institutions. The promotion
curve by age for males tops that of females, and at about age 30, female promotions begin to lag. Althoughgender differences at universities/technical colleges and research institutions are larger than at corporations,the differences are improving compared to the past surveys.

Chapter 3: Important Issues: Child and Nursing Cares
・ There is no correlation between annual salary and the number of children for females, but for males, thenumber of children increases in proportion to annual salary. There is a strong tendency for females to bear
the time burden and males to bear the financial burden for children.
・ The percentage of those taking childcare leave is on the rise. The percentage of corporate females taking
childcare leave has surpassed 95%. At universities/technical colleges, 30% have not taken childcare leave
and at research institutions, the rate is 20%. The percentage of males taking childcare leave is still verylow.
・ About 40% of males with preschool children did not take leave because “leave was unnecessary”. The
remaining 60% needed to take leave, but could not, and more than half of those males cited “workenvironment” as the reason. The reason females at universities/technical colleges and research institutions
were unable to take childcare leave was it would be “disadvantageous to their career development” due to“workplace environment”. Forty-five percent of corporate females stated that they “could not enter daycare
as desired”, and there were many responses stating that the “leave was shortened than desired to enter
daycare starting in April”. Furthermore, childcare leave program for limited-term employees is not fully
developed.
・ The average number of children is more than 1.5 for males who have never lived separately from theirspouses or who have lived six or more years apart. On the other hand, there was no significant differencein the number of children for females whether they had experience living separately or the length of
separation. Except for corporations, the average length of separation was longer for females. About half ofthe males did not consider options to avoid separate living, but 61% of females sought options and half of
those were able to avoid separate living. “Did not consider” response was largely received from
respondents at corporations followed by those in government, and the response was especially large frommales.
・ About 30% of respondents had a family member requiring nursing care and most of those respondents
were in the age 60 to 65 range.

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・ In balancing work and child/nursing care, “expanded child-care facilities and services” received the highest
response from university/technical college males of all positions. On the other hand, “expanded nursingcare facilities and services” was the highest response from female deans and professors while “workplaceatmosphere” was the highest with female lectures. In corporations, the highest response for both genders
was divided according to job position. “Expanded child-care facilities and services” was the highest withexecutive directors/group leaders/general staffs while “expanded nursing-care facilities and services” wasthe highest with senior managers/managers.

Chapter 4: Important Issues: Limited-term Employment and Limited-term Researcher(Postdocs)
4.1

Basic Data for Limited-term Employment

・ Most of the respondents working at corporations are under no-term employment regardless of gender orage, but about 30% of respondents at universities/technical colleges and research institutions are underlimited-term employment. At universities/technical colleges and research institutions, the percentage ofmales under limited-term employment is high until age 35, whereas for females, the percentage of limitedterm employment remains high even after age 35. The percentage of females under limited-term
employment at universities/technical colleges exceeds 40% even beyond age 40, and that percentage
remains higher than other institutions until age 50. Annual salaries of limited-term employment are lower
than that of no-term employment for all job positions. In comparison between genders, annual salaries offemales are low regardless of occupation or employment type.
4.2

Aging of Limited-term Employment

・ As time passes after doctoral degree acquisition, the percentage of no-term PIs increases and there is a
shift to a higher job position. However, half of those that acquired a doctoral degree six to ten years ago
and 30% of those that acquired a doctoral degree 11 to 15 years ago still remain under limited-term
employment. As the elapsed time after doctoral degree acquisition becomes longer, gender difference
becomes more apparent. The ratio of PIs is lower and the ratio of limited-term researchers and NPIs is
higher for females than males.
4.3 Employment Status of Limited-term Researcher/NPI・ Female ratio of limited-term researchers is rising with age. Number of limited-term researchers aged 40 to
65 has increased significantly compared to the previous survey.
・ About half of the limited-term researchers and NPIs work more hours than the contracted hours.
・ The annual salaries of limited-term researchers are concentrated between 2 million and 5 million yen
regardless of age, and 65% of the total falls in this range. The average annual salary by age is nearly flatat about 4 million yen for limited-term male researchers and about 3.5 million yen for limited-term female
researchers. At age 30 to 39, the average annual salaries of limited-term researchers is about 2 million yen
lower than that of corporations in general, and the difference widens as age increases.
4.4 Tenure Track
・ In the age distribution of tenure employment, those in the 35 to 45 year age group were the highest at justunder 20% of the total. Males under tenure employment were slightly higher than females. Furthermore,
for both genders, most of those under tenure employment have had their doctoral degrees for 6 to 10 years.
・ Ratio of tenure employees that work more than 40 hours a week was higher than the ratio of non-tenure
employees and the portion of workplace hours spent on research is low for both males and females. Annual
salaries of tenure employees are higher than salaries of non-tenure employees, but female salaries are lower
than male salaries for all ages. Moreover, the difference in annual salaries between tenure and non-tenure
employees widens as the age increases.

149Survey Wrap-up

Chapter 5: Important Issues: Program and Policy Awareness
5.1

Familiarity with Recent Laws and Policies

・ The degree of law/policy familiarity from highest to lowest are “Fourth Basic Plan for Gender Equality(Approved December 2015)”, “The Act on Promotion of Women’s Participation and Advancement in the
Workplace (Effective April 1, 2016)”, “Excellent Young Researchers Program (March 2016)” and “5thScience and Technology Basic Plan (Approved January 2016)” with “familiar” responses being 41%, 34%,
29%, 14%, respectively.
5.2 Support Programs Currently Underway for Female Researchers
・ Comparing the familiarity of each support program by affiliated institution, “① Restart Support afterChildbirth/Childcare (RPD Program)”, “④ Childbirth and Childcare Consideration in Scientific Research
Grants” and “⑤ Strategic Basic Research Programs’ measures for considering childbirth and child-caring”
tend to have similarities in familiarity, and about 60% of PIs and NPIs at universities and research
institutions thought the programs are “meaningful”. “③ Initiative for Realizing Diversity in the Research
Environment” had the lowest number of “meaningful” responses and about half of the respondents were
“unaware” of the program. “② Science Course Selection Support for Middle and High School Females”
and “⑥ Challenge Campaign” had high ratios of “uncertain” and “not meaningful” responses regardlessof affiliated institution. “Meaningful” responses were high with PIs and those in managerial positions.
5.3

Numerical Targets for Hiring Female Researchers

・ Numerical targets for hiring of new female researchers as stated in the “4th Science and Technology BasicPlan” (30% in natural sciences overall; 20% in science, 15% in engineering, 30% in agriculture, 30% in
medicine, dentistry and pharmacology combined) were not achieved and have been carried over to the “5thScience and Technology Basic Plan”. The awareness of numerical targets at universities/technical colleges
and research institutions increases for both males and females as job position rises. Regardless of gender,
awareness does not reach 50% in any of the positions at corporations.
5.4 Perception of Numerical Targets from Respondents with High Awareness・ In case of females, higher the awareness of numerical targets, higher the positive perception. Among thefemales that are well aware of the targets, over 60% think the targets “should be expanded and promoted”
or is “meaningful”. On the other hand, even if awareness is high, males that think the targets “should be
expanded and promoted” or is “meaningful” was about 30%. More than 30% of the males “well aware” ofthe targets think the targets “will have adverse effect”. Although positive perceptions are growing for bothgenders, about 14% of all female respondents and about 11% of all male respondents believe there is “roomfor improvement”.
5.5

Female Hiring Targets of Affiliated Institutions

・ Awareness of setting numerical targets for female hiring in one’s own institution is gradually increasing.
Additionally, publication of the targets itself and the awareness of publication are both slightly up. Among
university/technical college respondents who are in a position to make decisions on human resource affairs(deans and professors), 44% of males and 38% of females replied that a numerical target is set in their
institution. The percentages were 30% of males and 50% of females for directors and division heads ofresearch institutions. In case of corporations, those that replied there is no target setting were still high inall job positions.

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Appendix 1 Questionnaire

Appendix 1

Questionnaire

Fourth Large-Scale Survey of Actual Conditions of Gender Equality in Scientific andTechnological Professions
This year, EPMEWSE will celebrate its 14th year since it was established with the cooperation of naturalscience-related academic societies. In order to understand the current work/life environment surrounding
researchers and engineers of natural science with regards to gender equality, three large-scale surveys(2003, 2007, 2012) were conducted with each receiving about 20,000 responses. The survey results havebeen cited frequently as valuable statistical evidence when discussing the various problems faced byfemale researchers and engineers. Furthermore, proposals based on the results have been seen ingovernment policymaking and subsequently various other measures addressing gender equality are
beginning to gain traction. This is the fourth time the survey is being conducted. With the number ofparticipating academic societies (including observers) reaching 90, it is a large-scale survey targeting
nearly 500,000 society members. The continuity of the survey is extremely important in clarifying thecurrent reality as well as changes in the awareness of gender equality issues, verifying the effectivenessof government programs, and identifying new issues. We would greatly appreciate the active cooperationof as many scientists and engineers as possible in completing the questionnaire. For those that have taken
part in the previous surveys, we would be thankful if you can again spare a moment of your time toparticipate.
Thank you.
Haruko Ogawa, Ph. D., 14th EPMEWSE Chair
Naomi Kitagawa, Ph. D., Questionnaire WG ChairJapan Inter-Society Liaison Association Committee for Promoting Equal Participation of Men and Womenin Science and Engineering (EPMEWSE)---------------------------------The questionnaire includes 42 questions and will require 20 to 30 minutes to complete. It is not possible
to stop and save the questionnaire prior to completion. However, the answer session can be kept active
for 10 hours as long as the Web browser remains open. Questions other than those labeled as “Required”
can be skipped if you find them difficult to answer, but it is our hope that you would answer all questions.
Only respond to one questionnaire per person even if you are associated with several academic societies,
and please check each of the societies you are affiliated with in Q5.
Upon answering the questionnaire, please acknowledge the following.
All responses collected are treated statistically and anonymously without identifying the respondents.
Protection measures will be strictly exercised in handling the database prepared from the questionnaire
responses to prevent information leakage. The data will only be used for the promotion of gender equality
activities
accordingto
EPMEWSEestablishedguidelines(http://www.djrenrakukai.org/doc_pdf/bylaw/enq3rd/enq_guideline141111.pdf). The copyright of thedatabase along with analysis and tabulated results will belong to EPMEWSE. Additionally, if underprescribed procedures the committee decides it is appropriate, only the processed database (data151

Appendix 1

Questionnaire

subjected to processing for making it difficult to identify specific individuals, corporations or otherorganizations) may be allowed for use other than by the committee.
---------------------------------Q1. Age as of April 1, 2016. (Required) [] (Enter integer only)

Q2. Gender. (Required) □Male □Female
Q3. What is your highest academic degree? (Required)□Associate Degree □Bachelor’s □Master’s □Doctor’s □Others
Q4. Do you hold a doctoral degree? If yes, how long have you had the degree? (Required)Q4.1 □No (Go to Q5) □Yes (Course) □Yes (Non-course) □Yes (Both “Course” and “Non-course”)(Note: “Course” doctorates are conferred upon those who complete graduate school courses, whereas“non-course” doctorates do not require enrollment in the graduate school.)
Q4.2 □1-5 years □6-10 years □10-15 years □16 or more years
Q5. To which academic societies do you belong? (Check all that apply) (Required)□Unassociated□Japanese Society of Breeding□The Genetics Society of Japan□Japanese Society for Biological Sciences in Space□The Japanese Society for Hygiene□The Institute of Image Information and Television Engineers□The Japanese Liquid Crystal Society□The Japanese Society for Horticultural Science□The Japan Society for Industrial and Applied Mathematics□The Japan Society of Applied Physics□The Japanese Association of Anatomists□The Chemical Society of Japan□The Society of Chemical Engineers, Japan□The Japan Scientists’ Association□Japan Association for Fire Science and Engineering□The Japan Society of Mechanical Engineers□The Institution of Professional Engineers, Japan□The Japanese Society of Fish Pathology□The Ichthyological Society of Japan□The Japan Institute of Metals and Materials□The Society of Instrument and Control Engineers□The Crystallographic Society of Japan□Atomic Energy Society of Japan□Architectural Institute of Japan□The Society of Polymer Science, Japan□Japan Society for Cell Biology

152

Appendix 1 Questionnaire□Japan Society of Coordination Chemistry□The Japanese Society of Sericultural Science□Japanese Association for Oral Biology□The Magnetics Society of Japan□The Mass Spectrometry Society of Japan□Society of Automotive Engineers of Japan□The Japanese Geotechnical Society□The Japanese Society of Veterinary Science□The Society for the Study of Species Biology□The Botanical Society of Japan□The Japanese Society for Chemical Regulation of Plants□Japanese Society for Plant Cell and Molecular Biology□The Japanese Society of Plant Physiologists□The Phytopathological Society of Japan□The Society of Japanese Women Scientists□Japanese Women Engineers Forum□Society of Evolutionary Studies, Japan□The Japan Neuroscience Society□The Japanese Society for Neurochemistry□The Japanese Forest Society□The Japanese Society of Fisheries Science□Japanese Society for Aquaculture Research□The Mathematical Society of Japan□Japan Society for Symbolic and Algebraic Computation□The Japanese Biochemical Society□The Ecological Society of Japan□The Society of Eco-Engineering□The Biophysical Society of Japan□The Japan Society for Precision Engineering□The Physiological Society of Japan□The Japan Petroleum Institute□The Ceramic Society of Japan□Japan Society Histochemistry and Cytochemistry□Japanese Society of Physical Fitness and Sports Medicine□Protein Science Society of Japan□Society of Geomagnetism and Earth, Planetary and Space Sciences□Japan Geoscience Union□Japanese Society of Animal Science□The Japanese Society for Neutron Science□The Ornithological Society of Japan□The Database Society of Japan

153

Appendix 1

Questionnaire□The Iron and Steel Institute of Japan□The Electrochemical Society of Japan□The Institute of Electronics, Information and Communication Engineers□The Astronomical Society of Japan□The Japanese Society of Carbohydrate Research□The Zoological Society of Japan□Japan Society of Civil Engineers□Japanese Society of Tropical Medicine□Japan Society for Bioscience, Biotechnology, and Agrochemistry□Bioimaging Society□Japanese Society for Bioinformatics□The Japanese Society of Developmental Biologists□The Society for Reproduction & Development□The Japan Society for Comparative Endocrinology□The Surface Science Society of Japan□The Physical Society of Japan□The Japan Society of Plasma Science and Nuclear Fusion Research□The Molecular Biology Society of Japan□The Japan Society for Analytical Chemistry□The Japanese Society for Synchrotron Radiation Research□The Japan Wood Research Society□The Japanese Society of Health and Human Ecology□Association of Wildlife and Human Society□The Japan Society of Fluid Mechanics□Others ()

Q6. What is your current employment status? (Required)□Not working □Working □Student (If student, answer Q6.2 and then go to Q7. Student）
Q6.1 What is your area of specialization? Choose the closest one from the categories below (If you
have left work, answer Q6.1 thru Q16 about your most recent occupation). (Required)□Mathematics □Electronics and Information □Physics □Chemical and Material Engineering □Life science and Biology □Civil Engineering □Mechanical Engineering □Earth and Planetary
Science □Agriculture □Medicine, Dentistry and Pharmacology □Health and Nursing □Others
Q6.2 What type of organization are you affiliated with? (If affiliated with multiple organizations, checkthe primary one) (Required)□Corporation (Go to Q7. Corporation) □National university (Go to Q7. University)□Public university (municipal) (Go to Q7. University) □Private university (Go to Q7. University)□Technical College (Go to Q7. University) □Other educational institutions (Go to Q7. University)□Government (Go to Q7. Corporation) □Public research institution (including national researchand development agencies) (Go to Q7. Research Institution) □Other research institution (Go to Q7.
Research Institution) □Others (Go to Q8)
Q7. What is your current title (position)? (Check all that apply) (Required)154

Appendix 1 Questionnaire

Corporation:□ General staff □ Group leader or equivalent □ Manager or equivalent □ Senior manager or
equivalent □General manager or equivalent □Executive director and above or equivalent □Others
University/Technical College:□Researcher □Research technician □Research associate □Assistant professor □Lecturer□Associate professor □Professor □Executive (Dean and above or equivalent) □Others
Research Institution:□Researcher □Research technician □Senior researcher □Group lab chief □Division head
□Director □Others
Student:□Associate degree student □Graduate student (non-degree) □Undergraduate student□Graduate student (master’s) □Graduate student (doctoral) □Research student □Others(If you are a student, go to Q17 regardless of choice)
Q8. Choose the category that best describes your current occupation. (Required)□Research / Education □Technical □Sales □Others
Q9. What is your annual salary including tax? [] JPY

Q10. What is your current employment status?
□Limited-term (Including appointed, part-time, postdoc, contract employee, temporary staff) (Go toQ11) □No-term (Including regular employment, self-employment) (Go to Q12)
Q11．For those currently on limited-term employment, please answer the following.
Q11.1 How long is the term? [] years (Enter integer only)

Q11.2 Is it a tenure track employment? (After completing the term, you are allowed undergo review
and switch to a no-term employment.) □Yes □No □Unsure
Q11.3 Can employment be renewed? □Yes □No □Only a limited number of times □Unsure
Q11.4 How many years have you worked as a limited-term employee (exclude leave of absence andturnover periods)? [] years (Enter integer only)
Q11.5 How many times did your affiliation change during your limited-term employment (exclude
reorganization)? [ ] number of times
Q11.6 What is your weekly contract-working hours? [] hours (Enter integer only)

Q11.7 Are you enrolled in your organization’s health (or short-term mutual aid) and pension (or longterm mutual aid) plans? □Yes □No □Health plan only □Pension plan only □Unsure
Q11.8 Are you allowed to take childcare leave? □Yes □No □Unsure
Q11.9 After maternity/childcare leave, is your employment term extended according to the length ofleave? □Yes □No □Unsure
Q11.10 Would you like to be employed in a no-term job? □Yes □No □Unsure (Go to Q13 regardlessof choice)Q12. For those currently on no-term employment, please answer the following.
Q12.1 How long have you been with your current job? [] years (Enter integer only)

Q12.2 How many total years did you spend as a limited-term employee before your current job(exclude leave of absence and turnover periods)? [] years (Enter integer only)155

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Questionnaire

Q12.3 How many times did your affiliation change while you were on limited-term employment(exclude reorganization)? [ ] number of times
Q13. Have you ever changed jobs, relocated or left/lost a job? (Check all that apply)□ Changed workplace for new occupation (Go to Q14) □ Changed workplace without changing
occupation (Go to Q14) □Changed occupation without changing workplace (Go to Q14) □Left/lost job(Go to Q14) □Never (Go to Q15)
Q14. For those who have changed jobs, relocated or left/lost a job, please answer the following.
Q14.1 How many times have it occurred? [] timesQ14.2 What was (were) the reason(s)? (Check all that apply)□Further my career □Change in job content (or research topic) □Better income□Avoid relocation required by employer □Job relocation of family member □Workplace location□End of contract □Marriage □Caring for children □Caring for sick family member□Concern for future □Gender discrimination □Difficulty with personal relations□Unhappy with previous workplace □Laid-off or dismissed □Bankruptcy □Others ()

Q15. Hours spent at your workplace.
Q15.1 How many hours per week do you spend at your workplace? [only)] hours (Enter integer

Q15.2 How many of the above hours are spent on R&D? □Not applicable, [integer only)] hours (Enter

Q16. Hours spent working at home.
Q16.1 How many hours per week do you work at home? [] hours (Enter integer only)

Q16.2 How many of the above hours are spent on R&D? □Not applicable, [integer only)] hours (Enter

Q17. Your future career path (If you left work, respond as you would have in your most recent
occupation). In the future, what type of position do you wish to be in (If you wish to continue in yourpresent position, please respond as such)? (Check all that apply)□Work in an academic or research institution lab □Leader of an academic or research institution lab□Work in academic or research institution administration □Academic or research institution work
other than the above □R&D work in private sector □Leader of R&D in private sector □Work inbusiness management □ Other jobs in private sector □ Work in education □ Work in local
government□Be an entrepreneur □Work as a science and technology journalist □Unsure □Others ( )Q18. Questions regarding overseas research activities and work
Q18.1 What do you think is the impact of overseas research activities and work on careerdevelopment? □Very positive □Somewhat positive □Both positive and negative □Negative□UnsureQ18.2 Do you have overseas research activity and work experience lasting more than 6 months? □Yes (with post in home country) □Yes (without post in home country) □None
Q19. Questions regarding postdoctoral positions and career development.
Q19.1 Compared to regular teachers and researchers, what do you think are the benefits of the156

Appendix 1 Questionnairecurrent postdoctoral positions? (Check all that apply)□Can concentrate on research □Opportunities to undertake new research □Can take part in alarge-scale project □Job changes and re-employment is easier □Easier to balance work andpersonal life □No advantages □Unsure □Others ()
Q19.2 What do you think are the problems with the current postdoctoral positions? (Check all that
apply)□Outlook is difficult since term is affected by research funding □Fixed term prevents work on large
or consistent topic □Few positions available after postdoctoral fellow □Age limit □Salary is low□Significant salary gap depending on employment status □Suffer loss of social security □Difficult
to receive childcare leave □ Forced to transfer away from family □ No problems □ Unsure □Others ()
Q19.3 What do you think are the necessary approaches for ensuring career path after postdoctoral
fellow? (Check all that apply)□Expand full-time positions allowing independent research in academic and research institutions□ Establish full-time positions to allow continuation of research without going independent □Eliminate postdoctoral fellow’s age limit □ Eliminate age limit when hiring for academic andresearch institutions □Provide opportunities to interact with other industries □Expand professions
involved with science and technology administration □Employ mid-high teachers using special
licensing □Create and expand research administrator positions □Establish a system to support
entrepreneurship □Education on science and society in graduate school □Establish and expand
career centers in academic and research institutions □Support activities necessary for careerdevelopment (participation in academic societies and training unrelated to the assigned project) □Unsure □Others ()
Q20. Are you married? □Yes (Go to Q21) □No (Go to Q23)
Q21. If you are married, please answer the following.
Q21.1 What is your spouse’s occupation?
□Full-time homemaker (Go to Q21.3) □Company employee (research/technical) □Company
employee (non-research/non-technical) □Academic or research institution employee(research/technical) □Academic or research institution employee (non-research/non-technical)□Government employee □ Self-employed □ Student (Go to Q21.3) □Others
Q21.2 Is that occupation limited-term? □Limited-term (Including appointed, part-time, postdoc,
contract employee, temporary staff) □No-term (Including regular employment, selfemployment)
Q21.3 Do you or your spouse have experience living separately from your family due to work or
education? □Yes (Go to Q22) □No (Go to Q23)
Q22. For those with experience living separately, please answer the following.
Q22.1 How many total years total did you spend living separately? [] years (Enter integer only)

Q22.2 When faced with the circumstance of living separately, did you or your spouse consider
relocating or switching jobs to avoid it? □Consideration was made, and separation was
resolved □Consideration was made, but separation was not resolved □Did not consider
Q23. Questions regarding programs that provide aid when spouse faces relocation.
Q23.1 Does your employer provide Dual Career Support Program? If yes, check those that closely
match the available program.(Check all that apply) □ Relocation to commutable area □Temporary leave □ No relocation for several years after marriage □ Others ( ) □ No

157

Appendix 1

Questionnaire

support program □Unsure
Q23.2 If your employer, the country or a public agency provides Dual Career Support Program, would
you use the programs? □Yes □No (Reason(s) (Check all that apply)：□Cannot relocate
due to work matters □Cannot relocate due to family matters □Stability is highly questionable
even after relocation □Others( ) □Unsure
Q24. Do you have children? □Yes (Go to Q25) □No (Go to Q32)
Q25. For those with children, please answer the following.
Q25.1 How many children do you have? []Q25.2 What are their age groups? (Check all that apply) □Pre-school □Elementary school □Middle school □High school □College □Adult □Others ( )Q25.3 Who was the primary caregiver (including secondary childcare) during working hours for yourchildren before they entered elementary school? (Check all that apply)□Self □Spouse □Family member living together □Family member not living together/friend □Day-care center □Babysitter □Others ( )Q25.4 When your children were in elementary school, who was the primary caregiver (including
secondary childcare) after school hours? (Check all that apply)□Not applicable □Self □Spouse □Family member living together □Family member not living
together/friend □After-school day-care center □Sitter □Cram school/enrichment lessons □Left home alone □Others ( )Q25.5 Who is the main caregiver when going on business trips or attending academic society
functions? (Check all that apply)□Not applicable □Self □Spouse □Family member living together □Family member not living
together/friend □Babysitter you hired □Childcare service provided by academic society □Others( )Q26. Tell us about your childcare leave.
□Took leave as requested (Go to Q27) □Took leave, but not as requested (Go to Q27 then Q28) □Did not take leave (Go to Q28) □Others ( ) (Go to Q29)
Q27. For those who took childcare leave, please answer the following.
Q27.1 How long was the leave (average per child excluding maternity leave)? About [about [
] month(s) (Fill in one or the other) (Enter integer only)] week(s) or

Q27.2 What was your working condition after returning from childcare leave?
□Returned to same duties □Requested change of duties □Requested change of department □Assigned new duties □Assigned to new department □Promotion/advancement was delayed □Lost job □Retired □Others (If you took leave, but not as requested, go to Q28. If you took leave as
requested, go to Q29)
Q28. If childcare leave was not as requested or childcare leave was not taken, what was the reason?
(Check all that apply) □Leave was unnecessary □Did not wish to take leave □Home
environment □Workplace environment □No provision for leave existed □Could not enter daycare
as desired □Others ( )Q29. Tell us about your spouse’s childcare leave.
□Took leave as requested (Go to Q30) □Took leave, but not as requested (Go to Q30 then Q31) □Did not take leave (Go to Q31) □Others ( ) (Go to Q32)

158

Appendix 1 Questionnaire

Q30. For those whose spouse took childcare leave, please answer the following.
How long was the leave (average per child excluding maternity leave)?
About [] week(s) or about [] month(s) (Fill in one or the other) (Enter integer only) (If spousetook leave, but not as requested, go to Q31. If spouse took leave as requested, go to Q32)
Q31．If childcare leave was not as requested or childcare leave was not taken, what was the reason?
(Check all that apply) □Leave was unnecessary □Did not wish to take leave □Home
environment □Workplace environment □No provision for leave existed □Could not enter daycare
as desired □Others ( )Q32. What do you think is the ideal number of children to have?
Q32.1 Ideal number: []Q32.2 If the number of children you have (or plan to have) is less than ideal, what is the reason? (Check
all that apply) □Not applicable □Financial □Health □Job stability □Balance between career anchildcare □Spouse’s cooperation in child caring □Understanding of workplace □Social environment
for children to grow □Others ( )Q33. Tell us about nursing care.
Q33.1 Do currently or in the past have a family member that require(d) nursing care? □Yes □No
Q33.2 Are you aware of nursing-care leave program? □Yes (Go to Q33.3) □No (Go to Q34) □Unsure (Go to Q34)
Q33.3 If you answered yes above, does your or your spouse’s workplace have a nursing-care leave
program? □Yes □No □Unsure
Q34. What do you think are required to maintain balance between work and child/nursing care? (Check
all that apply)【Awareness Reform】□ Changes in "work as center" concept □ Changes in awareness of male and female roles □Workplace atmosphere □Understanding from supervisor □ Relationship with child and nursing careservice providers【Program Reform】□Shorter working hours □Work support □ Variety of provisions for leave of absence □Alternate
staffing while on leave □Provision for working at home while on leave □Work sharing □Flexible
working hours □Improve employment system □Various ways of working and career paths【Financial Support】□Financial support for child and nursing care □Public subsidies for employer of person on leave □Financial support for long distance care (such as care allowance, transportation discount, etc.)【Facility and Service Improvement】□Expanded child-care facilities and services □Sick child care □Expanded after-school care forchildren □Expanded nursing-care facilities and services (including home) □Expanded municipal
childrearing support □Unsure □Others ( )Q35. What sort of environment and opportunities are necessary for furthering R&D? (Check all that
apply)□Not applicable □□R&D time □R&D assistant □R&D funds (including maintenance) □ Joint
researcher □R&D freedom □Streamline or separate administrative and odd jobs □Opportunity topresent results □Understanding from supervisor □Understanding from management □Environment
for long-term research □Common purpose/communication within the research group □Appropriate
evaluation of the performance and capabilities □Guidance from supervisors □Opportunity to educate

159

Appendix 1

Questionnaire

students □Expectations from the surrounding □Others ()

Q36. Please answer the following.
Q36.1 Why do you think there are fewer women than men in science and technology fields? (Check
all that apply)□ Educational environment □ Home environment □ Workplace environment □ Social bias □Social division of labor between males and females □Lack of role models □Less hiring comparedto males □Lack of consideration for child and family care in performance evaluation □Maleoriented mindset □ Difference in male and female abilities □ Difference in male and female
qualifications □Ratio of males is higher □Research/technical work cannot be imagined □Imageof research/technical workplace is not good □Outlook is uncertain □Salary is low □Working hour
is long □Achieving managerial position is difficult □Balancing family and work is difficult □Returning after child/nursing care leave is difficult □Lack of information while a student □Others( )Q36.2 What do you think is (are) the reason(s) for the low proportion of women in leadership positionsin science and technology fields? (Check all that apply)□Balancing family and work is difficult □Frequent early retirement or leave of absence □Females
do not seek promotion as much as males □Lack of role models □Lack of consideration for childand family care in performance evaluation □Evaluators tend to give priority to males □Differencein male and female abilities/qualifications □Insufficient female performance □Female supervisors
not desired □Female ratio is low for the generation currently in leadership position □Others ( )Q36.3 Which of the following do you think is (are) necessary in improving the proportion of women inscience and technology fields? (Check all that apply)□Aggressive hiring □Promotion to managerial positions □Facilitate promotions/salary increases□ Increase R&D funds □ Employ research assistants □ Consideration of life events inperformance evaluations □Reduce non-research/non-primary workload □Provide opportunities
for domestic and overseas studies □ Increase opportunities to participate in conferences as
speakers, chairs or organizers □Increase opportunities for receiving awards □Provide leadershiptraining □Others ( )Q37. Are you familiar with any of the following laws or basic plans? (Check all that apply)□The Act on Promotion of Women’s Participation and Advancement in the Workplace (Effective April
1, 2016)□5th Science and Technology Basic Plan (Approved January 2016)□Fourth Basic Plan for Gender Equality (Approved December 2015)□Excellent Young Researchers Program (March 2016)□Do not know
Q38. Please answer regarding national policies and support programs currently underway for female
researchers. Check the applicable boxes.

(1) Restart Support afterChildbirth/Childcare(Japan Society for the
Promotion of Science

Meaningful

Uncertain

Notmeaningful

□

□

□

160

Unaware□Appendix 1 Questionnaire

RPD Program) (2006 - )(2) Science Course
Selection Support for
Middle and High School
Females (2006 - )

□

□

□

□

(3) Initiative for Realizing
Diversity in the Research
Environment (Formerly
Supporting Activities for
Female Researchers)(2011 - )

□

□

□

□

(4) Childbirth andChildcare Consideration in
Scientific Research Grants(Applications accepted
several times per
year/relaxation of age
limit)□□□□(5) JST Strategic Basic
Research Programs’(PRESTO, CREST, etc.)
measures for consideringchildbirth and child-caring(Research interruption /extension allowed,
comeback support, etc.)

□

□

□

□

(6) Gender Equality
Bureau of the Cabinet
Office “Challenge
Campaign – Science andEngineering Field
Selection for Female
Students”

□

□

□

□

Q39. Following questions are related to numerical target for employment of new female researchers
specified in the Forth Basic Plan for Gender Equality and 5th Science and Technology Basic Plan.
(Aiming at 25% for natural sciences (at an early date), and then aim for 30%. In particular, early
achievement of 20% for science, 15% for engineering, and 30% for agriculture, and aiming toachieve 30% for medicine, dentistry, and pharmacology combined)
Q39.1 Are you aware of this numerical target? □Well aware □Somewhat aware □Did not know
Q39.2 What do you think is the significance of adopting a numerical target?
□ Meaningful □ Should be expanded and promoted □ Has room for improvement □ Not
meaningful □Will have adverse effect □Uncertain □Others ( )161Appendix 1

Questionnaire

Q39.3 Is there a numerical target for employment of female researchers in your organization?
□Yes (Go to Q39.4) □No (Go to Q39.5) □Uncertain (Go to Q40)
Q39.4 If there is a numerical target, is it made public? □Yes □No □Uncertain
Q39.5 If there is no numerical target, do you think it is necessary to set a target? □Necessary □Unnecessary □Uncertain
Q40. Do you think the laws, basic plans and projects mentioned above, have helped progress genderequality in science and technology fields since the third questionnaire survey (November 2012)?
Q40.1 In your affiliated organization:□Progressing gradually □No change □Progressing backwards □Uncertain
Q40.2 In you affiliated academic society:□Progressing gradually □No change □Progressing backwards □Uncertain
Q40.3 In the world as a whole:□Progressing gradually □No change □Progressing backwards □Uncertain
Q40.4 Do you feel an increase in the number of female researchers/engineers around you and an
improvement in their promotion and treatment?
□Progressing gradually □No change □Progressing backwards □Uncertain
Q41. What do you think is required in the future to promote gender equality? (Check all that apply)□Reform female awareness □Reform male awareness □Increase male participation in houseworkand childcare □Separate surnames for married couples □Improve work environment□Give females priority during certain periods □Eliminate various age limits □Improve evaluation
system □Encourage supervisor understanding □Expand types of working arrangements□Expand support of child and nursing care □Introduce fixed-term employment □Improve fixed-term
employment □ Eliminate fixed-term employment □ Form a female researchers network □Comparative studies and policies to meet international standards □Clarification of national policies □Funding for policies □Expanded promotion by national/local government or employers □Expansionof social security system □Others ( ) □Nothing required
Q42. Please feel free to describe, in 100 words or less, any opinions you have regarding gender equality
in science and technology fields.
[]

This concludes the questionnaire. Thank you for your time and cooperation.

162

Appendix 2 The Data of Each Scientific Society Attended

Appendix 2

The Data of Each Scientific Society Attended
Number of Respondents

Official Names (of societies)
Japanese Society of Breeding
The Genetics Society of Japan
Japanese Society for Biological Sciences in
Space
The Japanese Society for Hygiene
The Institute of Image Information andTelevision Engineers
The Japanese Liquid Crystal Society
The Japanese Society for Horticultural Science
The Japan Society for Industrial and Applied
Mathematics
The Japan Society of Applied Physics
The Japanese Association of Anatomists
The Chemical Society of JapanThe Society of Chemical Engineers, JapanThe Japan Scientists’ Association
Japan Association for Fire Science andEngineering
The Institution of Professional Engineers, JapanThe Japanese Society of Fish Pathology
The Ichthyological Society of JapanThe Japan Institute of Metals and Materials
The Society of Instrument and Control
Engineers
The Crystallographic Society of Japan
Atomic Energy Society of Japan
Architectural Institute of JapanThe Society of Polymer Science, Japan
Japan Society for Cell Biology
Japan Society of Coordination Chemistry
The Japanese Society of Sericultural Science
Japanese Association for Oral Biology
The Magnetics Society of JapanThe Mass Spectrometry Society of Japan
Society of Automotive Engineers of JapanThe Japanese Geotechnical Society
The Japanese Society of Veterinary Science
The Society for the Study of Species Biology
The Botanical Society of JapanThe Japanese Society for Chemical Regulationof Plants
Japanese Society for Plant Cell and Molecular
Biology
The Japanese Society of Plant Physiologists
The Phytopathological Society of JapanThe Society of Japanese Women Scientists
Japanese Women Engineers Forum
Society of Evolutionary Studies, JapanThe Japan Neuroscience Society
The Japanese Society for Neurochemistry
The Japanese Forest Society
The Japanese Society of Fisheries Science
Japanese Society for Aquaculture Research
The Mathematical Society of Japan
Japan Society for Symbolic and Algebraic
Computation
The Japanese Biochemical Society
The Ecological Society of JapanThe Society of Eco-Engineering
The Biophysical Society of Japan

Number of Members

Males

Females

Total

158
153

59
68

217
221

FemaleRatio
27.20%
30.80%

33

17

50

86

61

45
18
233

Response
Ratio

Males

Females

Total

1297
497

273
140

1570
637

FemaleRatio
17.40%
22.00%

34.00%

189

39

228

17.10%

21.90%

147

41.50%

1095

497

1592

31.20%

9.20%

5

50

10.00%

2816

96

2912

3.30%

1.70%

5
84

23
317

21.70%
26.50%

674
1614

69
357

743
1971

9.30%
18.10%

3.10%
16.10%

89

19

108

17.60%

1496

80

1576

5.10%

6.90%

523
151
958
954
53

123
77
257
144
12

646
228
1215
1098
65

19.00%
33.80%
21.20%
13.10%
18.50%

18975
1872
22378
6568
3420

1173
439
3150
579
320

20148
2311
25528
7147
3740

5.80%
19.00%
12.30%
8.10%
8.60%

3.20%
9.90%
4.80%
15.40%
1.70%

13.80%
34.70%

29

2

31

6.50%

1181

46

1227

3.70%

2.50%

666
42
144
112

42
3
17
44

708
45
161
156

5.90%
6.70%
10.60%
28.20%

18330
320
1014
4705

416
32
76
246

18746
352
1090
4951

2.20%
9.10%
7.00%
5.00%

3.80%
12.80%
14.80%
3.20%

97

13

110

11.80%

5,204

132

5336

2.50%

2.10%

140
186
452
347
202
89
19
85
38
91
75
201
246
57
333

28
24
245
112
88
22
6
67
9
41
10
33
150
31
170

168
210
697
459
290
111
25
152
47
132
85
234
396
88
503

16.70%
11.40%
35.20%
24.40%
30.30%
19.80%
24.00%
44.10%
19.10%
31.10%
11.80%
14.10%
37.90%
35.20%
33.80%

881
6855
29097
8424
1000
899
352
1454

141
317
5111
1098
264
103
64
515

799
47926
7776
2612
233
1230

228
1011
343
778
75
449

1022
7172
34208
9522
1264
1002
416
1969
1866
1027
48937
8119
3390
308
1679

13.80%
4.40%
14.90%
11.50%
20.90%
10.30%
15.40%
26.20%
0.00%
22.20%
2.10%
4.20%
22.90%
24.40%
26.70%

16.40%
2.90%
2.00%
4.80%
22.90%
11.10%
6.00%
7.70%
2.50%
12.90%
0.20%
2.90%
11.70%
28.60%
30.00%

92

29

121

24.00%

381

74

455

16.30%

26.60%

150

66

216

30.60%

684

167

851

19.60%

25.40%

391
61
2
1
175
466
95
157
689
149
343

192
34
88
21
66
270
62
72
116
7
58

583
95
90
22
241
736
157
229
805
156
401

32.90%
35.80%
97.80%
95.50%
27.40%
36.70%
39.50%
31.40%
14.40%
4.50%
14.50%

1679
1416
2
10
948
4386
931
1902
2831
631
4668

486
395
292
161
190
1475
247
459
415
18
349

2165
1811
294
171
1138
5861
1178
2361
3246
649
5017

22.40%
21.80%
99.30%
94.20%
16.70%
25.20%
21.00%
19.40%
12.80%
2.80%
7.00%

26.90%
5.20%
30.60%
12.90%
21.20%
12.60%
13.30%
9.70%
24.80%
24.00%
8.00%

25

4

29

13.80%

340

0.00%

8.50%

776
401
42
370

350
210
13
114

1126
611
55
484

31.10%
34.40%
23.60%
23.60%

7483
3870
296
3003

21.60%
24.20%
8.80%
15.00%

15.00%
15.80%
18.60%
16.10%

163

5868
2932
270
2553

1615
938
26
450

Appendix 2

The Data of Each Scientific Society Attended

Number of Respondents
Official Names (of societies)
The Japan Society for Precision Engineering
The Physiological Society of JapanThe Japan Petroleum Institute
The Ceramic Society of Japan
Japan Society Histochemistry andCytochemistry
Japanese Society of Physical Fitness andSports Medicine
Protein Science Society of Japan
Society of Geomagnetism and Earth, Planetary
and Space Sciences
Japan Geoscience Union
Japanese Society of Animal Science
The Japanese Society for Neutron Science
The Ornithological Society of JapanThe Database Society of JapanThe Iron and Steel Institute of JapanThe Electrochemical Society of JapanThe Institute of Electronics, Information andCommunication Engineers
The Astronomical Society of JapanThe Japanese Society of Carbohydrate
Research
The Zoological Society of Japan
Japan Society of Civil Engineers
Japanese Society of Tropical Medicine
Japan Society for Bioscience, Biotechnology,
and Agrochemistry
Bioimaging Society
Japanese Society for Bioinformatics
Japanese Society of Developmental Biologists
The Society for Reproduction and Development
The Japan Society for Comparative
Endocrinology
The Surface Science Society of JapanThe Physical Society of JapanThe Japan Society of Plasma Science andNuclear Fusion Research
The Molecular Biology Society of JapanThe Japan Society for Analytical Chemistry
The Japanese Society for Synchrotron Radiation
Research
The Japan Wood Research Society
The Japanese Society of Health and Human
Ecology
Association of Wildlife and Human Society
The Japan Society of Fluid Mechanics
Unassociated
Others
Total

Number of Members

Males

Females

Total

51
429
93
85

10
190
14
18

61
619
107
103

FemaleRatio
16.40%
30.70%
13.10%
17.50%

35

20

55

158

93

219

58

54

Response
Ratio

Males

Females

Total

3978
1300
3076
4110

116
609
119
384

4094
1909
3195
4494

FemaleRatio
2.80%
31.90%
3.70%
8.50%

36.40%

553

187

740

25.30%

25137.10%

2953

983

3936

25.00%

6.40%

277

20.90%

1011

201

1212

16.60%

22.90%

2276

28.90%

667

82

749

10.90%

10.10%

460
171
65
84
21
75
124

172
59
7
28
10
20
26

632
230
72
112
31
95
150

27.20%
25.70%
9.70%
25.00%
32.30%
21.10%
17.30%

7563
1328
539
980
1860
8631
4640

1777
302
38
204
203
258
110

9340
1630
577
1184
2063
8889
4750

19.00%
18.50%
6.60%
17.20%
9.80%
2.90%
2.30%

6.80%
14.10%
12.50%
9.50%
1.50%
1.10%
3.20%

649

115

764

15.10%

27844

1489

29333

5.10%

2.60%

87

39

126

31.00%

1874

345

2219

15.50%

5.70%

110

57

167

34.10%

730

243

973

25.00%

17.20%

425
331
30

164
79
24

589
410
54

27.80%
19.30%
44.40%

1856
36351
417

468
1864
159

2324
38215
576

20.10%
4.90%
27.60%

25.30%
1.10%
9.40%

773

237

1010

23.50%

7419

2427

9846

24.60%

10.30%

51
71
200
90

21
12
108
46

72
83
308
136

29.20%
14.50%
35.10%
33.80%

274
424
881
604

47
47
274
202

321
471
1155
806

14.60%
10.00%
23.70%
25.10%

22.40%
17.60%
26.70%
16.90%

106

25

131

19.10%

344

73

417

17.50%

31.40%

85
1120

24
199

109
1319

22.00%
15.10%

1550
15563

154
981

1704
16544

9.00%
5.90%

6.40%
8.00%

93

10

103

9.70%

1425

47

1472

3.20%

7.00%

1209
222

579
80

1788
302

32.40%
26.50%

9656
4271

3327
856

12983
5127

25.60%
16.70%

13.80%
5.90%

183

29

212

13.70%

871

82

953

8.60%

22.20%

148

45

193

23.30%

1366

327

1693

19.30%

11.40%

13

12

25

48.00%

272

394

666

59.20%

3.80%

28
85
792
3235

15
15
476
1513

43
100
1268
4748

34.90%
15.00%
37.50%
31.90%

360
1239

116
42

476
1281

24.40%
3.30%

9.00%
7.80%

24312

8601

32913

26.10%

1.50%
32.40%
3.30%
2.30%
7.40%

Note: The number of society members were obtained from EPMEWSE's study of "Female Ratio of the AffiliatedSocieties in 2017."[https://www.djrenrakukai.org/doc_pdf/2017_ratio/2017_ratio_table_eng.pdf]

164