No.0328-001243 ICWES16, October 24 at Los Angels, USA

The Arrow and The Song,of Diversity in Japan

Kayoko Sugahara
INWES Board Member and INWES Japan President, APNN Chair
Visiting Professor of Tokyo University of Agriculture and Technology
Japan Aerospace Exploration Agency(JAXA) Gender Equality Office, Advisor
Former IBM Distinguished Engineer and Member of IBM Academy of Technology

The Arrow and the SongThe famous poem written by Henry Wadsworth Longfellow, “The Arrow and the Song” , suggeststhat it is hard for us to evaluate the power of actions immediately, but we could be learn of theirgreat impact later.
In the second stanza of the poem, the speaker breathes a song “into the air”.
A song suggests us something gentle and free and it breathes our mind into future.
I shot an arrow into the air,
It fell to earth, I knew not where;
For, so swiftly it flew, the sight
Could not follow it in its flight.
I breathed a song into the air,
It fell to earth, I knew not where;
For who has sight so keen and strong,That it can follow the flight of song?
Long, long afterward, in an oak
I found the arrow, still unbroke;
And the song, from beginning to end,
I found again in the heart of a friend.

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Diversity evolution in Japan

Diversity＆ Inclusion
Top down& Hard PushDiversity 2.0
Diversity 3.0
Bottom up& Soft Pull

Diversity 1.0

Work-Life Balance• Act on Advancement of Measures toSupport Raising Next-Generation
Children（enacted in 2003)

Equal Opportunity• The Equal Employment Opportunities Law（enacted in 1985)
ICWES16• Sustainable Framework• Diversity as Social Imperative• Diversity Branding and Reputation• Leadership Accountability• Workload and Pace
• Leverage Diverse Talent Globallythe equal treatment of men andwomen regarding such things asrecruiting, employment andpromotion, …..

3The third arrow

Since 2013

Prime Minister Shinzo Abe has committed to the strategy of recovering Japan’s ailing economy.
He has focused on three steps of actions and named them as the “Three Arrows”.
The first ‘‘two arrows’’ are for loosening monetary policy and boosting public spending.
The third arrow with regulatory reforms means to bring more women into the workforce.
He promised structural reforms of Work-Life Balance, so that women can work more easily,
comfortably, productively and pull their capability to achieve greater results.
Diversity 3.0

The third arrow has introduced anotherstrong “Quota” discipline, to pushcompanies to promote women be able
to have better opportunities.
Negative attitudes against Diversity arestill hard to sweep away, but strong
wind of arrow would blow out them.

ICWES16Top down & Hard Push 4Decreasing population trend Decrease followed by working-age population
 Birth rate appears to have hit at "bottom",
but ...
Number of live births(The worst record)

1,037,000 people
Fertility Rate
（0.02 percentage points）
Future population of 15-64 year-old by
National Institute of Population and Security Research

1.41
2012

Can not be optimistic outlook for the future(Total Fertility Rate)

Number of live births
Only 0.02 rise in 25 years

Median forecast by
National Institute of Population and Security Research

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Nikkei, 2013/6/23
5

Women power, to achieve future economic growth• Women employment rate of OECD
countries
SwedenIcelandJapan (24th in 35)
U.S.A
OECD average
Korea
MexicoTurkey
Nikkei, 2013/7/15• M-curve improvements
The proportion of working women

25 to 54 years old(Employment Outlook 2013)• Ratio of non-regular workers
Women (57.5％)

Total (38.2％)

70% share with20s and 30s

MenNikkei, 2013/7/13

YearsICWES16

Nikkei, 2013/7/13
6

Country comparison of women managers’ ratio•

Global Gender Gap Report 2013 ranks Japan at 105th among 136 countries, its worst
showing since the WEF started the survey in 2006. Japan ranked 101st last year.

 Country comparison of women directors‘ ratio
in listed companies (mix of 2011 & 2012 survey)(Managers + Directors)

 Country comparison of women managers’
ratio (mix of 2010 & 2012 survey)

Nikkei, 2013/6/28

ICWES167For women success, men must change 1% level momentum ofmale childcare leave acquisition• 40% of men who took childcare leaveis less than 5 days
UnknownMore than 18 months

Women

5 days ~ 1 month
1~6months

12~18months

Childcare leave rate

WMen

6~12 months
Ministry of Health, Labor and Welfare study• Very low level of childcare leave rate of maleM

2.63

Less than5 days

1.89
1.38

Ministry of Health, Laborand Welfare studyMinistry of Health, Labor and Welfare study
Nikkei, 2013/5/19

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Support of working women and childcare are
the most important issues of government
Since 2013

 Support of working women
The 5 point improvement,
73% employment rateof 2020 (25-44 years)

The government list ofwomen advantage policies

Childcare leave three years of women (?)
To appoint one or more women directors in all listed companies
Spread of telework to be able to work at home and in a shorter working hourDatabase of women human resources
Skills support after retuning from childcareGrants and tax incentives to companies to help work-life balance Zero children on the waiting list
Capacity ensure 400,000
by the end of fiscal 2017
(zero waiting list)
Rapid increase of Nursery school (with public houses)
Treatment improvement of nursery teachers
ICWES16Top down & Hard Push 9Japan Inc. trying new ways to put women in executive suites“Creatinga society where all women can shine" Since 201４
• A Teikoku Databank survey shows that 57.4% of 11,017 companies polled are actively••••••• In an effort, to reach the goal of having women
working to increase women in management.
30% ofwomenleadership
positions
bythe
2020.
Kirin will launch leadership training and aims toinincreasein managementfromcurrent 4% to 12%, or about 300, by 2021. • Will seek to address the root causes of inhibitors,
including the difficulty of managing work andShimizu is planning to double women in managerial positions by fiscal 2018.
child care
Mitsui O.S.K. Lines introduced a system to• rehire
women,
those coming
backposts,
within four
Appointed
5 womento Cabinet
years are guaranteed the same employment terms.
matching the record for the most female• Askedto business
lobby
to setto
a bar
foritits
Nippon Yusen will strengthen support for childcare andeducation
abroadmakeeasiertargetoffemale
division
directors:
1%
for female employees raising young children to work overseas.
• Considering rewarding companies that actively
Seven & i Holdings has begun training male managers in promoting women andemploy women with subsidies or extra points
encouraging men to take child care leave.
toward public works contracts.
Sompo Japan will expand its mentoring program for women to cover those in their early 30s.

Trying to take the lead• ・・・・・・・・・・・・・・・・・・・・・・・・・・・・・
in breaking Japan's glass ceiling•••

Nikkei, August 15, 2014

Cabinet finally decided to let companies set
own targets for promoting women
Companies with more than 300 workers,
required to disclose targets & action plans"We hope that companies would have some
freedom to design our own targets”,(chairman of the business lobby)
ICWES16Top down & Hard Push 10Songs into the air., support models for Life-Event There must be commitment at all levels of society“As President Obama often says, “Change comes from thebottom up, not the top down.” ・・・・
Women need to reach out to each other, to ask for help fromtheir husbands and partners, co-workers or other family members.
We can demonstrate to managers that doing a good job neednot mean staying until 9 o'clock at night. “. (U.S. Ambassador
Caroline Kennedy told The Nikkei in an exclusive interview, 2014/9/1)

 Women researchers support model development, “support of Life-Event”
The "Life-Event" intended for public universities and research institutes to develop own models.
1) Establishment of support systems of research activities
Songs into the air2) Improvement of research environment3) Promotion of awareness4) Promotion of positive action5) Development of the next generation women
Answers of ‘Yes or No’, If you are asked to be a manager ?
Women
Survey of Tokyo Metropolitan, 2013

MenNikkei, 2014/10/04

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AcceptNot accept

Not decide now
No answer

Depend on the conditions and contents
Bottom up & Soft Pull 11

A. Development of support models for women researchers• Program:2006 ~of2010(science, technology,engineering, math, and medicine)
Positiveactions
womenresearchersA • 2006:10 institutions, 2007:10, 2008:13, 2009:12, 2010:10
in the applicable institutions
B. Rapid increase of women researchers and leaders

B Numberof papers
presented of women researchers,• Program: 2009 ~ 2014 (science,engineeringand agriculture)
2.31institutions, 2010:7 institutions,
who received
research support staffing• 2009:5…..

2.00

3.7 times
1.00

A

0.63

0.00
supported Researchers

general Researchers

Number of external funding
per capita

1.00
0.80

0.81

0.60

3.2 times

A0.40
0.25
0.20
0.00
supported Researchers

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 Number of patents registered of women
researchers, who received research supportstaffing
Number of patents registered / year
per capita

Number of papers / year
per capita

3.00

0.050
0.040

0.038

1.5 times

A(Estimated)

0.030

0.025

0.020
0.010
0.000

supported Researchers

general Researchers Number of external funding of women researchers,
who received research support staffing

general Researchers

Council for Science and Technology, Ministry of Education,Culture, Sports, Science and Technology, Dec. 2012

Bottom up & Soft Pull 12

Increase of women researchers in the applicable institutions
 Changes in the number of women researchers,in the applicable institutions (total)

7154

7507

7881

9228 9487

8855

8149

A

5K07

‘05

’06

6.2

’07

’08

’09

’10

Previous year of start
Annual average (1-3 year)
after start

65

‘11

B

4
2.6

32

1.7

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Total

600
500

理学Science
工Engineering
学 農学
Agriculture
Total
理工農

400
300
200
1000’08

’09

’10

’11

 Changes in the adoption number ofwomen researchers (per institutions)1.40.6

102.4

B700

Number of women researchers

Women researchers adoptionnumber / year (per institutions)

Number of women researchers

10K Changes in the number ofwomen researchers
in the applicable institutions

0.7

0.4

Science Engineering Agriculture

Council for Science and Technology, Ministry of Education,Culture, Sports, Science and Technology, Dec. 2012

Bottom up & Soft Pull 13

Changes in researchers % in the applicable institutions
 Changes in men researchers %90

1615
14.5

1415.4

13.8
13.6
13.6
13.3
131312.9
A
12.5
12.4
11.9 11.9
Applicable Institution
Whole country

1312111015.1

Men researcher ratio (%)

Women researcher ratio (%)

 Changes in women researchers %

’05

’06

’07

’08

’09

’10

‘1110.0

Women researcher ratio (%)

86A

88.1 88.1
87.5 87.1 87.6
86.7

87.0
86.4
85.5

84

84.9 84.6

Applicable Institution
Whole country

8280

86.4 86.2

’05

’06

’07

’08

’09

’10

‘11B

9.0
8.0

 Changes in women researchers %

7.0
6.0
5.0
4.0
3.0

ScienceEngineering
Agriculture
Total•理学 工学 農学 理工農

2.0
1.00

ICWES1688’08

’09

’10

’11

Council for Science and Technology, Ministry of Education,Culture, Sports, Science and Technology, Dec. 2012

Bottom up & Soft Pull 14

Decrease of women researchers’ quitting a jobin the applicable institutions
 Decrease of women researchers’ quittinga job for reasons other than retirement(Women)2020s

35A

30252015105‘05

’06

’07

’08

’09

’10

‘11

Women researchers’ job separation(number per institutions)

Women researchers’ job separation(number per institutions)(Women)400

 Trends in age group ofwomen researchers’ quitting a job

30s
40s

15A

50s
60s
1050

‘05

’06

’07

’08

’09

’10

‘11Council for Science and Technology, Ministry of Education,Culture, Sports, Science and Technology, Dec. 2012

ICWES16Bottom up & Soft Pull 15

Increase of leaders and diversity
 Changes in number of women
researchers' promotion to Professor
or Associate Professor

 Changes in women researcher ratioof own and foreign nationality

Women researchers(number per institutions)3.5

Previous Year
3RD Year from start

B

3.0
2.5
2.0
1.5
1.0
0.5
0ScienceScience
Engineering
Engineering
Agriculture
Agriculture
Professor

Women researcher ratio (%)

4.0

Average 50of own
students 40
42％
30

B
28.2
24.1

23.5

20
Average10of foreign
nationality
0
3.7％

29.3

7.6

9.4

13.8

0
Previous 1st year 2nd year 3rd yearyear
ForeignOwn students
nationality

Associate Professor
Council for Science and Technology, Ministry of Education,
Culture, Sports, Science and Technology, Dec. 2012

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Bottom up & Soft Pull 16

Development of the next generation womenAchievement of Applicable
Institutions (%)

Institution (Universities)

No.

Percentage ofApplicable
Institutions (%)

12.7

Rise of enrollment rate of
women to undergraduate

Ｄ、Ｅ、Ｆ、Ｇ、Ｈ、Ｉ、Ｊ

7

Rise of enrollment rate of
women to graduate school

Ａ、Ｆ、Ｋ、Ｌ、Ｆ、Ｈ、Ｇ、Ｎ、Ｏ、Ｐ、Ｑ、Ｒ、Ｊ、Ｓ、Ｔ

15

27.3

Rise of enrollment rate ofwomen to PhD

Ａ、Ｅ、Ｌ、Ｆ、Ｍ、Ｇ、Ｐ、Ｑ814.5

A Upward trend of women student ratio
in Natural Sciences, Faculty and Graduate

Council for Science and Technology, Ministry of Education,Culture, Sports, Science and Technology, Dec. 2012

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Bottom up & Soft Pull 17

Thank You !

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