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NPO GEWEL Global Enhancement of Womens Executive Leadership GEWEL Benchmark Survey 2009 Survey of Attitudes Regarding D&I Among Businesspersons in Japan.

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Presentation on theme: "NPO GEWEL Global Enhancement of Womens Executive Leadership GEWEL Benchmark Survey 2009 Survey of Attitudes Regarding D&I Among Businesspersons in Japan."— Presentation transcript:

1 NPO GEWEL Global Enhancement of Womens Executive Leadership GEWEL Benchmark Survey 2009 Survey of Attitudes Regarding D&I Among Businesspersons in Japan Mar. 22, 2010

2 1 For inquiries regarding the survey, please contact NPO GEWEL Surveyed areas No. of samples 2,471 Target Business person (men and women) Survey method Internet Survey Survey period:December 4 – 8 (Until a sufficient number of samples was obtained) Surveyed by UTIL Inc. Outline of Survey Benchmark Survey 2009 The purpose of this Benchmark Survey is to provide a timely report on the current situation and changes seen in the Environment of Diversity and Inclusion (D&I) in Japan. We intend to conduct this survey periodically to see the trends of awareness of D&I in Japan. The first survey was conducted in December 2009 via BU Net Research with 1.6 million panelists. 1.Awareness of keywords related to D&I 2.Evaluation of workplace environments that support D&I in the organization 3.Equality between men and women in workplace 4.Loyalty to the organization and job satisfaction with the organization 5.Motivation towards the job and level of self-esteem 6.Level of inclusion in the workplace

3 2 NPO GEWEL announced its Working Womens Attitude Survey in 2004 and In 2008, we expanded the samples to include both men and women under the title of Business Persons Attitude Survey and expanded the survey area to include elements of employee satisfaction surveys. 28 companies in Japan participated in this survey. The results of the survey constitute useful information in determining the positioning of each participating company which has been working on D&I promotion for two to three years, as well as to get a view of D&I promotion in companies which have been working on the promotion of D&I for 2-3 years. We plan to continue this survey in 2010 and beyond. The purpose of the 2009 survey is different from previous surveys. The goal was to determine the awareness of D&I among ordinary Japanese businesspersons by targeting a broader sample base. This survey will also provide useful Information on the status of D&I awareness in Japanese society. We are committed to conducting this type of survey every other year to track periodic changes in D&I awareness. Background and Purpose Benchmark Survey 2009 More specifically, we designed this survey to obtain indices for keywords for observing periodic changes; 1.Keywords related to D&I:To see the level of awareness of keywords related to D&I 2.D&I in corporations To see the status in the workplaces 3.Gender Gap Gender gaps observed in the workplace 4.Engagement Quantification of the level of engagement of businesspersons 5.Job satisfaction Indices to quantify the level of satisfaction 6.Job motivation What determines motivation toward the job 7.Self-esteem:Level of self-confidence of Japanese businesspersons 8.Inclusion How individuals feel included in the workplace and strive to be inclusive in the workplace 1.Keywords related to D&I:To see the level of awareness of keywords related to D&I 2.D&I in corporations To see the status in the workplaces 3.Gender Gap Gender gaps observed in the workplace 4.Engagement Quantification of the level of engagement of businesspersons 5.Job satisfaction Indices to quantify the level of satisfaction 6.Job motivation What determines motivation toward the job 7.Self-esteem:Level of self-confidence of Japanese businesspersons 8.Inclusion How individuals feel included in the workplace and strive to be inclusive in the workplace

4 3 Profile of Respondents I Benchmark Survey 2009 Qualifications for participation in the survey: Currently working more than 4 days or 30 hours per week; age 20-59, men and women No. of samples for each cell (men and women in 5-year age increments): 150; Total no. of samples: 2,471 As a result, the number of valid samples was 2,471. The age group distribution of the samples is almost identical to that of the Japanese labor population, as indicated below. (Gender distribution ratio is basically 50%/50% for each age group) Age Total Labor population 11,130,00014,960,00014,110,00013,550,00053,750, %27.8%26.3%25.2%100% GEWEL Survey , % 24.6% 25.1% 25.7% 100%

5 4 Profile of Respondents II Benchmark Survey 2009 The ratio of samples by type of company. The number of samples of foreign companies is lower than in previous research. However, the results reflect more accurately the status of Japanese businesspersons. The ratio of samples by industry is as follows. Significant differences from previous surveys include a smaller number for Finance/Banking and larger number for Medical and IT industries Benchmark 2009Businesspersons 2008 Domestic companies, organizations, etc.91.7%56.0% Foreign companies, organizations, etc.2.2%42.0% NPOs, NGOs 0.4%0.0% Other 5.6%2.0% Benchmark 2009Businesspersons 2008 Manufacturing19.5%32.0% Wholesale/Retail12.8%1.0% Medical/Health Care/Care-Giving 10.0% IT/Information Service/Information 9.6%12.0% Construction 7.0% Shipping/Transportation/Telecomm5.9%1.0% Civil Service/Government Office5.5% Finance/Insurance3.8%40.0% Food Service/Lodging/Travel3.4% Education/Teaching3.2% Consulting1.6%3.0% Real Estate1.5% Electricity/Gas/Heat/Water Supply1.2% Mass Communication/Mass Media0.9% Advertising/Marketing Research0.7% Others 13.4%

6 5 Profile of Respondents III Benchmark Survey 2009 The size the companies which reflect the current status of Japanese society. Type of employment. Please note that 22% of respondents are contingent workers, which also reflects circumstances in Japan. Only 12% of respondents have experience living overseas, a significant difference from previous surveys. Benchmark 2009Businesspersons 2008 Less than 100 people47.3%1.0% 100 to 499 people17.7%8.0% 500 to 999 people8.3%5.0% 1,000 to 4,999 people13.1%43.0% 5,000 to 9,999 people4.8%12.0% 10,000 people and over8.8%28.0% Benchmark 2009Businesspersons 2008 Have lived overseas for one year or more4.9%13.0% Have lived overseas for less than one year7.2%14.0% Have never lived overseas87.8%69.0%

7 6 Profile of Respondents IV Benchmark Survey 2009 Fewer respondents hired by companies as new graduates More samples from management level but fewer from middle management Benchmark 2009Businesspersons 2008 As a new graduate fresh out of school 31.5%54.0% Through a career change/job change57.5%36.0% Transferred from a group/non-group company/organization 2.8%2.0% Temporary assignment from another company1.5%2.0% Other 6.6%7.0% Benchmark 2009Businesspersons 2008 Executive6.4%1.0% Manager with subordinates8.7%14.0% Manager without subordinates3.2%8.0% Staff72.5%71.0% Other 9.2%7.0%

8 7 Survey Results Summary Benchmark Survey Awareness of keywords related to D&I Highest awareness was Equal Opportunity Law (79%). Work-Life balance was 31%. Diversity was low at 10% and Inclusion was even lower at 5% 2.Status of D&I in the workplace Improvement of office facilities for the disabled: 18%; development of talent for global operations: 17%; proactive employment of the disabled: 16%; proactive employment of foreigners: 14%; implementation of D&I training: 8% 3.Gender Gap in the workplace Equal: 34%; Favorable to men: 48 ; Favorable to women: 8% 4.Engagement with the company and organization Positive 56%; Neutral: 22%; Negative: 22% 5.Satisfaction with work Positive Contents of work assignments (job description) 53%; Work-life balance in terms of hours at work and for family/home 48%; Relationship I have with my boss and colleagues at work 47%; Communication I have with my boss, colleagues, and subordinates at work 45% Negative Appropriate compensation for my performance on the job 42%; The way my company/organization supports my career development and opportunities at work to learn and grow 39%; Ability of my current boss to lead and manage projects and staff 36%; Corporate mission and purpose of my company/organization and principles upheld by the executives 33% 6.Self-esteem High rating I always strive to improve myself and do a better job 83%; I believe that I am as valuable an individual as anyone else at work 66%; I think I am contributing to the company/organization 62% Low rating I am confident of my abilities/skills to perform my responsibilities at work 46%; I believe that the skills and abilities I have will be useful in other companies/organizations 44%; I would like to work at an even higher-level position 31%; I would like to get involved in global business in addition to domestic business 20 % Summary of Basic Indices

9 8 Summary of Survey (Diversity Indices Benchmark Survey 2009 Diversity Index 1: Awareness of Keywords Keywords related to diversity are not well known among Japanese businesspersons, except Equal Opportunity Law and Work-Life Balance. % of Never heard the term is shown below (Q: Have you ever heard of following terms?) (79%) (31%) (5%) (8%) (9%) (10%) (14%) (31%) (5%) Self-esteem 83.0% Mentoring Programs 75% Work-Life Balance 41% Inclusion 78.0% CSR 66% Career Planning 33% Role Model 77.0% Diversity 64% Equal Employment Opportunity Act 2%

10 9 Benchmark Survey 2009 Diversity Index 2 Status of Promotion of D&I in the Company Most businesspersons in Japan do not know what their companies are doing to promote D&I in their workplace. (To what extent do you think that your company/organization is implementing diversity and inclusion iniatives?) Dont know Agree Disagree Summary of Survey (Diversity Indices

11 10 Benchmark Survey 2009 Diversity Index 3: Gender Gaps in the Workplace 34% think Men and women are equal in the workplace. Almost half (48%!) of all respondents selected Favorable to men. The following reasons were given for selection of Favorable to men. 1.Very few or no women are promoted to senior management positions. 2.Those placed in the main career track leading to management positions are mostly men. 3.Men are promoted faster than women. 4.Abilities and qualifications are not evaluated fairly. 5.Women are not encouraged or expected to continue working after marriage or childbirth. 6.Salaries paid to men and women are different even when their job responsibilities and length of service are the same. (Q: Do you think that men and women are treated equally in your company/organization?) Summary of Survey (Diversity Indices Favorable to Women Dont know Favorable to Men Equal

12 11 Survey Summary (Motivation Indices) Benchmark Survey 2009 Motivation Index 1: Loyalty and Satisfaction with Work 55% answered that they feel loyalty toward their company, 22% responded Neutral, and 23% said they dont feel loyalty toward their company. Segments that showed positive loyalty are Management, Regular employees, New Graduate hires, and those who work in either small companies (100 employees or fewer) or large companies (10,000 employees or more). People feel satisfaction toward work when they are recognized by the customers. Also, they feel satisfied when supervisors and colleagues recognize their work. Women tend to be find satisfaction in good relationships in the workplace, while men find more satisfaction in the results of their hard work. (Q: How much loyalty do you feel for the company/organization you work for?) Strong loyalty Some loyalty No loyalty at all Little loyalty (Neutral)

13 12 Benchmark Survey 2009 Motivation Index 2: Job Content and Work Environment 53% responded that they are satisfied with the content of their jobs. We assumed that the overall level of motivation toward jobs would be low among Japanese businesspersons. However, contrary to our expectations, 48% indicated satisfaction toward the balance of work time and private time. Also, respondents were fairly satisfied with their interpersonal relationships in the workplace. Items that showed dissatisfaction were Compensation level, Management skill of supervisors, and Company vision. Respondents seemed to be dissatisfied with company policies or directions which they could not control. Co-relation analysis suggests that individuals who give high ratings to job content, company vision, and the companys support for career development show higher engagement with the company. How satisfied are you with your work and work environment? Very/Somewhat Satisfied Somewhat/Very Dissatisfied Survey Summary Motivation Indices Correlation coefficient My job responsibilities 0.53 Personal relationship I have with my superiors and colleagues at work 0.47 Corporate philosophy and principles held by my company and executives 0.51 Ability of my superior to manage and control projects and staff 0.46 The way my company/organization supports my career development 0.50 Compensation I receive for my work and performance 0.39 Role and position I have at work 0.49 Accessibility of employee benefit programs (child/family-care, etc.) 0.32 Communication with superiors, subordinates, and colleagues at work 0.48 Work-life balance (the balance between my work and personal life) 0.31 Evaluation I receive for my job performance 0.47 Job performance of my subordinate staff 0.27

14 13 Benchmark Survey 2009 Motivation Index 3: Self-esteem Results of questions regarding self-esteem showed a tendency similar to that found in the analysis of the 2008 survey. Self-confidence regarding individual competency was low. Also, respondents did not have clear vision for their future. Their aspirations for higher positions are low. The desire to take on the challenge of a position in the global environment was also low. Yes No Dont know Do you think that the following statements are true for you? Survey Summary (Motivation Indices


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