In recent years, the government of Tokyo has placed a high priority on building a thriving startup ecosystem in the city. It has heavily invested in a number of events, programs, and subsidies to promote innovation and entrepreneurship. One such event was the EmpowerHER week initiative, commemorating International Women’s Day by raising awareness about issues faced by women in the workforce. At Learning Cycle, we’re committed to shining a light on these hidden issues, so we were honored and delighted to participate by moderating a panel discussion.
Motherhood and Fatherhood: Markedly Different Experiences
The first panelists were HR professionals from prominent Japanese public companies who have been raising awareness about career gaps between mothers and fathers in their organizations. Their first-hand experience has solidified their views that equity is key, and we greatly appreciated their willingness to share their perspectives with us and our audience of business and startup professionals.
The panelists discussed paternity leave uptake at their companies and how, due to paternity leave being guaranteed by the Japanese government, more male employees are opting to take leave. Some companies are even seeing a 100% uptake. Although having a high percentage of staff taking paternity leave is a success, the more critical statistic is the length of leave. The amount of paternity leave that men within their companies take varies greatly, from only one day up to several months. Unfortunately, those that take very short leave are unlikely to reap the benefits of paternity leave for themselves and for their families, so it begs the question of whether their companies are successfully communicating why paternity leave is important to their employees.
From the left: Mr. Hideki Murakami (Kanematsu), Ms. Yoshie Tokunaga (Monex Group), Mr. Daisuke Hosokawa (TV Asahi)
Don’t Make the Same Mistake Twice
One panelist proposed that the answer might not be increasing the paternity leave benefits for men. Forcing men to take long, mandatory leaves will only replicate existing workplace issues experienced by women who take maternity leave. Instead, Japanese society should change the way it views the family unit. Mothers are already giving 100% effort, so men must proactively commit themselves to not only taking their full paternity leave but also giving their full effort in running the household as well. Then, instead of women alone giving 100%, both partners will be able to contribute fairly to the household and their careers without becoming overwhelmed or burned out.
This will require employers to majorly shift their expectations for the workplace. Many employers incentivize overcommitment to work, which penalizes those with responsibilities outside the workplace. Working mothers and other caretakers can be highly motivated and dedicated members of a team, and their careers should not be impacted by their inability to stay at the office long into the night.
From the left: Ms. Yuka Mizoue, Ms. Haruka Oshima, Ms. Kaoru Toyama (TV Asahi)
The Negative Impacts of Gendered Norms
The issue of how to fairly balance care work was the core concept of our second EmpowerHER panel. Our three panelists were working mothers and full-time media producers. They shared data on employment and home life in Japan, and one particularly notable datapoint was the time that workers returned home. They reported that in all 47 Japanese prefectures, men tend to arrive home later than women, who on average return around 5 PM. It’s easy to see why women are doing more household tasks and caretaking: they are at home longer.
It also tracks consistently with the “fatherhood premium” and the “motherhood penalty.” Men, who are enabled by the support of their wives to spend more time in the office, see a salary increase after having children. In the same period, women, who are largely not supported in the same way, will see their salaries decrease, their performance evaluations suffer, and receive limited promotion opportunities.
While women see negative career impacts, men experience social criticism when they step into a caregiving role, as caregiving is culturally seen as a feminine role. They may even experience friction with their wife if they choose to do chores or caregiving tasks in a way that is different from the way she (as the “expert”) would prefer. To fight against these attitudes, it is essential for men to recognize the value in these tasks and praise their peers for boldly rejecting gendered norms to take care of their families. It is also essential for women to recognize that when their husband chooses to do something differently, that does not mean that his method is wrong.
Average Time Working Parents with Preschoolers Return Home
Credit: Labor Policy Council
Our panelists are working hard to change their companies’ cultures as well as developing workable lifestyles for themselves and their families. For too long, women have been pulled in too many directions for their spouses, families, and work, providing a pillar of support enabling men to build strong careers and make waves in their industries. If this imbalance isn’t recognized and rectified, then the status of women in the workforce will never improve. Simply saying that you support DEI isn’t enough. Through women’s empowerment events and Learning Cycle study sessions, we will connect with highly-motivated, likeminded people who see a path to a world where equitable and inclusive mindsets prevail and women are able to reach their full potentials without social, career, or cultural hurdles.
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