Japan faces a unprecedented challenge. On the one hand, the labor shortage He has forced companies to rethink their labor policies if they want to take advantage of the economic bonanza period that the future raises them. On the other hand, Its low birth rate It clashes frontally with the problem of labor scarcity, since they should dispense (at least temporarily) of the female half of its labor mass. A dilemma.
The complicated Demographic situation He has forced Japanese companies to consider an unprecedented measure in the last two decades: match salaries between men and women.
Two birds with a shot. While in the US the presidential orders force to eliminate policies of diversity, equity and inclusion (DEI), Japan has chosen to take the opposite path and match salaries Between men and women to attract female talent and encourage their professional careers.
In addition to the practical point of view of attracting a qualified labor that is scarce, this change also responds to other economic reasons. Japan is hoarding A good part of the investments with environmental, social and governance criteria (ESG) that are leaving the US after Trump’s arrival at the White House. For both reasons, Japanese financial firms such as the insurer Nippon Life Insurance or the bank MUFG They have begun to eliminate salary policies that perpetuated the wage gap.
Two decades of salary discrimination. During the last twenty years, Japanese women have gained less than men for doing the same job. According to Data from the Ministry of HealthWork and social welfare published by Nippon.com on average women earn only 74.8% of men’s salary. In prefectures like Tochigi, the gap is even greater, with women perceiving just 71% of the male salary. To put it in context, in the OECD countries women still charge 88.1% of the salary of a man for the same job, According to data of the OECD of 2023.
This discrimination It has deep roots In the Japanese labor system. Traditionally, companies offered men for life with promotions and salary increases linked to their age. Women, when becoming mothers, were pushed into temporary or part -time jobs, with lower income and few promotion opportunities. This phenomenon, known as the “curve in L”, reflects the abrupt fall of participation and the female salary after motherhood, making it difficult to return to positions of responsibility in companies.
Laborless. Japan suffers a serious shortage of labor. A study by the University of Chuo (Tokyo) estimates a shortage of 3.84 million workers in 2035. The aging of the population and the reduction of birth rate have reduced the available workforce, making it essential to take advantage of the female potential to maintain productivity and economic growth.
That has forced Japanese companies to reconsider their labor policies To attract more women, offering them the same salary as men to encourage their return to the labor market after their motherhood, and resume their professional career offering equality also in promotions and rewards for seniority.
More than salary: family conciliation. The woman has a very marked role in Japanese culture regarding the care of children. The Official studies They point to matching wages is not enough to attract and retain workers. Japanese companies have begun to offer Labor conciliation measuresas Reduced days and teleworking optionsso that women can take care of their children without giving up Your professional career.
In cities like Tokyo, shorter working hours have already been implemented and the four -day work week For its employees, with the aim of encouraging birth and facilitating family reconciliation. Salary comparison can favor the adoption of these measures to other regions of the country, allowing more women to access stable jobs without sacrificing their family life.
In Xataka | The lack of generational relief is forcing Japan to take desperate measures: that retirees return to work
Image | Unspash (Chang Hsien)
GIPHY App Key not set. Please check settings