Indeed Japan K.K.
Approximately 5,200 voices of discomfort regarding the gender gap in the workplace highlight issues related to “jobs imposed by gender” and “childcare and maternity leave”!
Announcement of the results of the Indeed “Hello, New Rule!” Campaign
Indeed Japan Co., Ltd., the Japanese subsidiary of the world’s No. 1 job search engine* “Indeed” (Headquarters: Minato-ku, Tokyo; Representative Director: Hiroyuki Oyagi; https://jp.indeed.com; hereinafter referred to as Indeed) will start the “Hello, New Rules!” In order to know the reality of the gender gap in the workplace in Japan, we conducted the “#Is this a big survey” to solicit feelings of discomfort regarding gender at work.
In the “#Survey on whether this is good enough”, specific voices were collected from all over Japan through three means: Internet survey, telephone, Twitter, and posting form on the campaign site. As a result, we received 4,519 free responses from the Internet survey, 675 responses to the call for submissions, and 1,500 responses including the accompanying comments on SNS, with a total of about 5,200 voices of discomfort regarding the gender gap in the workplace. As a result, we could see the high level of interest in this issue.
The survey conducted this time revealed the actual state of awareness of the gender gap, specific experiences of feeling the gender gap, unspoken rules in the workplace, and various problems behind the lack of improvement in the gender gap.
-Summary of survey results-
While more than 60% think that the gender gap should be resolved as a problem, less than 20% see it as a familiar theme. If there is an initiative to improve the gender gap in the workplace, the ratio of problem awareness and personalization increases by nearly 15 points. Approximately 70% have experienced a gender gap at work. There are many contents related to experiences related to maternity leave, childcare leave, and child-rearing, and imposition of gender-biased work.
About 60% answered that there are workplace customs and unspoken rules that make them feel a gender gap. The number one custom or rule that I would like to see changed is “the atmosphere that makes it difficult for men to take long-term childcare leave.”
Approximately 60% of respondents felt unreasonable customs and rules but were unable to point them out.
Indeed, whose mission is “We help people get jobs.”, aims to realize a society where everyone can find a job that suits them fairly. Based on the results of this survey, we will continue to work hard to eliminate all barriers and biases, including gender disparities in job search and employment.
■ Summary of the results of Indeed’s “#Survey on whether this is good enough” 1. Awareness/interest in gender gap issues
[Table 5: https://prtimes.jp/data/corp/28842/table/96_1_b0eaea32d13fb56363cc39dddb9897f1.jpg ]
More than 60% of respondents see the elimination of the gender gap as “no one suffers from any disadvantage due to gender” (79.3%) and “elimination of the disparity between men and women” (64.1%). (62.1%) think that it is a “problem that should be resolved”.
On the other hand, the percentage of people who think that “the gender gap is a familiar theme” (19.6%) and “resolving it is beneficial to me” (24.0%) is generally low. was found to be low.
In addition, it was found that those who are working to improve the gender gap at work tend to be more aware of the gender gap as an issue and take it personally.
In terms of the ranking* of Japan’s gender gap index, people who said, “I think it’s an issue that should be addressed to raise the ranking,” compared to those who “have made efforts to improve the gender gap in the workplace” and “have not made any efforts to improve it.” The percentage of those who answered was 13.9 points higher, and the percentage of those who answered that there is an advantage in being ranked higher was 14.7 points higher.
*In the gender gap index published by the World Economic Forum, Japan’s gender gap index in 2022 is 116th out of 146 countries. 2. Experiencing gender gap
[Table 6: https://prtimes.jp/data/corp/28842/table/96_2_b0dc522a8b11a55191dc8796c71c3d40.jpg ]
In the last three years, 66.9% of respondents said that they “felt” a gender gap at work.
The top 3 experiences that felt a gender gap at work were: 1st “difficult to balance childcare and full-time work” (13.6%), 2nd “difference in wages and bonuses between men and women” (13.1%), 3rd ” Even though I am a man, I am expected to behave according to gender, such as being a woman” (11.8%). Among women, 25.8% said that it was difficult to say that they would take a break during menstruation. By gender and age group, 34.8% of women in their 30s were most likely to experience a gender gap at work, citing “difficulty balancing childcare and full-time work.”
Aggregating the opinions (675 responses) collected during the call for submissions, we found that 13.3% of respondents felt that it was difficult to take childcare leave or leave (mainly men), and that it was difficult to return from maternity leave. 13.2%), followed by “not being evaluated fairly (by gender)” (12.1%) and “imposing a biased job due to gender” (11.4%). rice field.
3. Workplace customs and rules
[Table 7: https://prtimes.jp/data/corp/28842/table/96_3_be80fa46aced6f40ba2b60e321f18342.jpg ]
59.8% answered that there are workplace customs and rules that make them feel a gender gap. Top 3: 1st: “Men are more likely to be promoted” (18.5%), 2nd: “Men are more likely to be entrusted with responsible work/become a leader” (16.5%), 3rd: “Men are more likely to be long-term.” (16.4%).
The biggest difference in awareness between men and women was “There is an atmosphere where it is difficult to say that women take time off during menstruation” (male 5.0%: female 20.3%, 15.3pt difference). When asked about customs and rules that they would like to see changed, the most common answer was, “There is an atmosphere in which it is difficult for men to take long-term (one month or more) childcare leave” (10.5%), followed by “Women tend to focus on childcare and full-time work.” It is difficult to balance both” (9.9%).
4. Why the Gender Gap Hasn’t Improved in the Workplace
[Table 8: https://prtimes.jp/data/corp/28842/table/96_4_b6250b5bc960aa729298b9681cb9d4a2.jpg ]
Of the 3,343 people who answered that there were workplace customs and rules that made them feel a gender gap, about 60% (59.0%) had failed to point out unreasonable customs and rules.
Looking at the experience of failing to point out unreasonable customs and rules by age group, 64.6% of respondents in their 30s accounted for the highest percentage. Furthermore, looking at gender, 70% of men in their 30s answered that they “felt uncomfortable with unreasonable customs and rules” (70.5%), while 70.5% answered that they “have forced others to do so.” “Experience” was also the highest result at 45.1%.
Looking at the reasons why they could not point out unreasonable customs and rules or why they did not act, 45.9% said they thought they would never change, 39.7% said they didn’t want to cause trouble. “Because my position is weak” (34.8%), the attitude of giving up and the pressure to conform occupied the top.
When we asked an open-ended question why the gender gap had not been corrected, we found some responses such as “conservative”, “strong pressure to conform, hard to speak up”, and “old custom”.
■Indeed “# Great survey on whether this is good” implementation overview As the first step of the “Hello, New Rules!” conducted a survey. Instead of Bakabon’s dad’s familiar line, “Is this okay?” We got together.
-Overview of Internet Survey-
・Survey method: Internet survey
・ Survey target: 5,000 working men and women aged 15 and over nationwide (allocated according to the labor force survey results of the Ministry of Internal Affairs and Communications)
The composition ratio (%) is rounded off to the second decimal place, so the total may not add up to 100%.
・Survey method: Internet survey
・ Survey period: September 22nd (Thursday) to September 24th (Saturday), 2022 *This survey is targeted at people who identify as “male” or “female,” but Indeed supports job search for everyone, and recognizes that there are people with different gender identities. At the same time, we would like to provide support in the same way.
-Outline of call for submissions-
・ Recruitment method: Telephone recording, Twitter tweet, posting form ・Target area: Nationwide
・ Number of posts: 675 (62 Twitter posts, 613 post forms)
・ Recruitment period: October 28 (Friday) to December 23 (Friday), 2022 – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – – –
■ Details of the results of Indeed’s “#Survey on whether this is good enough” 1. Awareness/interest in gender gap issues
Many people, 60%, see the elimination of the gender gap as “no one suffers any disadvantage due to gender” (79.3%) and “eliminating the disparity between men and women” (64.1%). 62.1% believe that these are “problems that should be resolved”.
On the other hand, the percentage of people who think that “the gender gap is a familiar theme” (19.6%) and “resolving it is beneficial to me” (24.0%) is generally low. was found to be low.
When asked about their thoughts on closing the gender gap (various social and cultural disparities caused by differences between men and women), 79.3% said, “No one should be disadvantaged because of their gender.” 64.1% of respondents said that they wanted to “eliminate the gap between men and women,” and more than 60% of respondents said that “the gender gap should be eliminated” (62.1%). increase.
On the other hand, about 1 in 4 people answered that “I think it would be beneficial for me” (24.0%) if the gender gap were resolved, and “The gender gap is a familiar theme for me” (19.6%). Less than 20% responded. Even if the gender gap is recognized as a social issue, we can see that few people see it as a personal issue.
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It turns out that those who have made efforts to improve the gender gap at work tend to be more aware of the gender gap as an issue and take it personally.
In terms of the ranking* of Japan’s gender gap index, people who said, “I think it’s an issue that should be addressed to raise the ranking,” compared to those who “have made efforts to improve the gender gap in the workplace” and “have not made any efforts to improve it.” The percentage of those who answered was 13.9 points higher, and the percentage of those who answered that there is an advantage in being ranked higher was 14.7 points higher.
In the gender gap index published by the World Economic Forum, Japan’s gender gap index in 2022 was 116th out of 146 countries. When asked about their thoughts on this ranking, it was found that there was a tendency to differ depending on whether or not efforts were made to improve the gender gap in their own workplaces.
63.9% of those who have made efforts answered that they should work to raise the ranking, while 50.0% of those who have made no efforts have a difference of 13.9 points. In addition, 34.7% of those with initiatives answered that they would benefit from higher rankings, while 20.0% of those with no initiatives responded, a difference of 14.7 points. . This suggests that people who are working to eliminate the gender gap in their workplace tend to be more aware of the issues and think about them as their own.
* World Economic Forum “The Global Gender Gap Report 2022”
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2. Experiencing gender gap
In the last three years, 66.9% of respondents said that they “felt” a gender gap at work.
When asked if they had felt a gender gap at work in the last three years, 66.9% said they had felt it, and 33.1% said they had never felt it.
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The top 3 experiences that felt a gender gap at work were: 1st “difficult to balance childcare and full-time work” (13.6%), 2nd “difference in wages and bonuses between men and women” (13.1%), 3rd ” Even though I’m a man, I’m expected to behave according to gender, such as being a woman” (11.8%).
When asked about their experience of feeling a gender gap at work in the last 3 years, overall, 1st place is “difficult to balance childcare and full-time work” (13.6%), 2nd place is “difference in wages and bonuses between men and women” (13.1%). ), followed by 11.8% who said, “Even though I’m a man, I’m expected to behave according to my gender, such as being a woman.” Among men, 1st place is “Behaviour due to gender” (10.6%), 2nd is “Pressure to prioritize work over family” (10.0%), 1st among women is “It’s hard to tell when you’re on your period” (25.8%), 2nd place: “Difficult to balance childcare and full-time work” (20.0%) was ranked high. The biggest difference between men and women was “I have changed my work style due to marriage or childcare” (male 2.6%: female 16.0%, 13.4pt difference). [Image 4
By gender and age group, 34.8% of women in their 30s were most likely to experience a gender gap at work, “difficult to balance childcare and full-time work”.
Looking at the number one experience of experiencing a gender gap in the workplace, “Difficulty balancing childcare and full-time work,” by gender, 8.3% of men and 20.0% of women, a difference of 11.7 points. By gender and age, women in their 30s accounted for the highest percentage at 34.8%.
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A total of 675 comments collected through the call for submissions were tallied, and the gender gap in the workplace was “difficult to take childcare leave (mainly men)” (13.3%) and “difficult to return from maternity leave.” (13.2%), followed by “I am not evaluated fairly (by gender)” (12.1%) and “Gender-biased job imposition” (11.4%). became.
A total of 675 posts posted from Twitter and the posting form were aggregated and divided into eight themes. Among them, the number that exceeded 10% was “Difficult to take childcare leave (mainly men)” (13.3%) and “Difficult to return from maternity leave (evaluation reset after returning to work)” (13.2%). ), followed by “I am not evaluated fairly (by gender)” (12.1%) and “Imposition of biased work based on gender” (11.4%).
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3. Workplace customs and rules
59.8% answered that there are workplace customs and rules that make them feel a gender gap. Top 3: 1st: “Men are more likely to be promoted” (18.5%), 2nd: “Men are more likely to be entrusted with responsible work/become a leader” (16.5%), 3rd: “Men are more likely to be long-term.” (16.4%).
The biggest difference in awareness between men and women was “There is an atmosphere where it is difficult to say that women take time off during menstruation” (male 5.0%: female 20.3%, 15.3pt difference). Looking at whether there are any customs or rules in the workplace that have caused a gender gap in the last three years, 59.8% said that they had customs and rules that made them feel a gender gap, and 40.2% said that they had no customs and rules that made them feel a gender gap. to the result.
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The top 5 customs and rules in the workplace that feel a gender gap are 1st “Men are more likely to be promoted” (18.5%), 2nd “Men are given more responsible work” (16.5%), 3 16.4%: 16.4%, 4th: Difficult for women to balance childcare and full-time work (16.0%), 5th: Men are more likely to Even after the birth of a child, many people can continue to work as before” (13.9%). In addition, the biggest difference in awareness between men and women was “There is an atmosphere where it is difficult to say that women take time off during menstruation” (male 5.0%: female 20.3%, 15.3pt difference). It seems that even if men are not aware of discrimination, women sometimes feel it.
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When asked about customs and rules that they would like to see changed, the most common answer was, “There is an atmosphere in which it is difficult for men to take long-term (one month or more) childcare leave” (10.5%), followed by “Women tend to focus on childcare and full-time work.” It is difficult to balance both” (9.9%). The number one custom or rule that we would like to see changed was “It is difficult for men to take long-term (more than one month) childcare leave” (10.5%). Even in the open-ended questions about specific examples of customs and rules in the workplace where they feel a gender gap, there were many requests for “male childcare leave.”
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4. Why the Gender Gap Hasn’t Improved in the Workplace
Of the 3,343 people who answered that there were workplace customs and rules that made them feel a gender gap, about 60% (59.0%) had failed to point out unreasonable customs and rules.
Looking at the experience of failing to point out unreasonable customs and rules by age group, 64.6% of respondents in their 30s accounted for the highest percentage. Furthermore, by gender, 70% of men in their 30s answered that they “felt uncomfortable with unreasonable customs and rules” (70.5%), while 70.5% answered that they “felt uncomfortable with unreasonable customs and rules.” “Experience” was also the highest result at 45.1%.
68.4% of the men answered that they “had felt uncomfortable” with unreasonable customs and rules, but 40.4% of the men answered that they “forced others to do it” despite feeling uncomfortable. By age group, 70.5% of men in their 30s felt “uncomfortable,” but 45.1% of them answered that they “forced others to do it because of their position.” It seems that it is still not uncommon for the stance to change as the position changes.
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Looking at the reasons why they could not point out unreasonable customs and rules or why they did not act, 45.9% said they thought they would never change, and 39.7% said they didn’t want to cause a stir. , The attitude of resignation and the pressure to conform occupied the top.
When asked if they pointed out or consulted about unreasonable customs and rules to the 3,343 people who responded that they had workplace customs and rules that made them feel a gender gap, approximately 60% (59.0%) answered that they had not pointed them out. rice field. When asked why they didn’t point it out, the most common reason was “I thought I couldn’t change it anyway” (45.9%), followed by “I didn’t want to make waves” (39.7%). seen a lot.
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As for the reasons why the gender gap has not been corrected, in the open-ended answers, there were some voices such as “conservative”, “strong pressure to conform, it is difficult to speak up”, and “old custom”.
When asked about the reasons why the gender gap in the workplace has not been corrected, “There are many people with old-fashioned ideas, and they are more resistant to change.” (Female in her 30s) We received comments such as “because it’s a national character to not say your own opinion” (man in his 50s), “conservative” and “vulnerable to pressure to conform”.
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■Press releases can also be found here.
Indeed Japan Press Room: https://jp.indeed.com/press/releases/20230207
Details about this release:
https://prtimes.jp/main/html/rd/p/000000096.000028842.html
MAIL:cr@prtimes.co.jp