Details of the Initiative

We are studying the themes of what role management control systems play when Japanese companies close the gender gap and how we can create organizations that utilize the diversity of human resources and create outstanding innovation. On the surface, they are unrelated themes, but they are very closely related.
Japanese companies still face a deep-rooted gender gap, and achieving gender equality, which is stated in Goal 5 of the SDGs, is an urgent issue. In addition, since Japan is poor in natural resources, it is also an important issue to build an organization that creates innovation by utilizing the diversity of human resources. The key to resolving these issues is to build a highly inclusive organization based on a fair and equitable evaluation of diverse human resources in the organization.
Building a highly inclusive organization is essential for continuing to create superior innovation. In a highly inclusive organization, people need to be evaluated in a fair and equitable manner. We will do our best to close the gender gap in Japanese companies.

This book presents conceptually and demonstratively how Japanese companies and organizations are tackling gender equality from historical and contemporary perspectives. This clarifies how gender equality is incorporated into the management strategies and organizational operation of Japanese companies.
This is an excerpt from the Gender Gap Index (GGI), which measures the gender gap, announced by the World Economic Forum in March 2021. GGI is created from data in four areas: economics, politics, education, and health, with “0” indicating perfect inequality and “1” indicating perfect equality. Japan ranked 120th out of 156 countries.
This is the score in four areas of Japan. We can see that the gender gap in the economy and politics is large.
A time-series comparison of the G7’s GGIs shows that the G7 countries other than Japan have gradually closed the gender gap, while Japan has not improved it.