Make Every Day Women's Day — Start with Equal Pay, Better Workplace Policies

March 8 is International Women's Day, as designated by the United Nations. The UN first proposed it in 1975, International Women's Year, and it was passed by the UN General Assembly in 1977.

In Italy, it is customary for men to give women mimosa flowers as a token of their gratitude. So, in that nation, it is also popularly called "Mimosa Day."

The appearance of countless yellow mimosa flowers heralds the arrival of spring. With the implied meanings of "gratitude," "true love," and "friendship" conveyed by these flowers in mind, why not take this opportunity to express the feelings you experience every day for the women in your life? The list should include your grandmother, mother, wife, other family members, and your female friends.

Ideally, you could also use this opportunity to think about related roles and relations. For example, how to respect and balance the roles of women ー in the home, their physical and mental health, and the ways they work.

Creating a Better Society for Women

It is important to create a society where women can fully demonstrate their individuality and abilities both at home and in the workplace.

To achieve that goal, one problem that must be dealt with is the wage gap between men and women. As of 2024, if we assume the wage rate for male workers in Japan was 100%, the corresponding rate for women was just 75.8%.

Admittedly, the gender gap is narrowing. But it is still large compared to other Western countries. The main reason cited is the low proportion of women in managerial positions.

*A florist displays bouquets of mimosa, which also coincide with International Women's Day. (©Sankei by Nami Shinoharai)*

New Law Promotes Women's Advancement

In April, the revised Act on Promotion of Women's Participation and Advancement in the Workplace will come into effect. Companies with 101 or more employees will be required to disclose the percentage of women in management positions and the wage gap between their male and female employees. Until now, companies have not been required to disclose the ratio of managers. And wage gap disclosure was limited to companies with 301 or more employees.

The original Act on Promotion of Women's Participation and Advancement in the Workplace came into full force in April 2016. It was scheduled to expire 10 years later, at the end of March 2026. However, its goals had not yet been realized. Therefore, the law was amended and its application extended for an additional 10 years.

Going forward, there needs to be increased transparency regarding gender disparities in treatment and promotion. Additionally, all of Japan should steadily work to correct them.

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Health-Sensitive Environment

Women face specific health challenges, and those must not be forgotten either. The new law requires companies to constantly review their internal systems to ensure they do not hinder continued employment or career development for their female employees.

At home and at work, care and consideration should be afforded to women experiencing menopausal symptoms or physical discomfort due to menstruation. Then, too, they may suffer from gynecological diseases, such as ovarian and uterine disorders. Or they may be undergoing fertility treatment.

Ending Single Parenting

"Single parenting," a term used to describe child-rearing performed mainly by the mother, is another point of concern. This can be a contributing factor in the appearance of postpartum depression.

In FY2024, 40.5% of men took childcare leave, exceeding the 40% threshold for the first time. Nevertheless, there is still a startling disparity between male and female employees, as 86.6% of women take childcare leave.

To achieve a better balance between men and women, more men must be encouraged to participate in childcare.

Author: Editorial Board, The Sankei Shimbun