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

NPO GEWELGlobal Enhancement of

Women’s Executive Leadership

GEWEL Benchmark Survey 2009（ Survey of Attitudes Regarding D&I Among Businesspersons in Japan ）

Mar. 22, 2010

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For inquiries regarding the survey, please contactNPO GEWELE-mail: [email protected]

【 Surveyed areas 】

No. of samples ： 2,471Target ： Business person (men and women)Survey method ： Internet SurveySurvey 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

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NPO GEWEL announced its “Working Women’s Attitude Survey” in 2004 and 2006. 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&I2. D&I in corporations ： To see the status in the workplaces3. Gender Gap ： Gender gaps observed in the workplace4. Engagement ： Quantification of the level of engagement of

businesspersons5. Job satisfaction ： Indices to quantify the level of satisfaction6. Job motivation ： What determines motivation toward the job7. Self-esteem: Level of self-confidence of Japanese businesspersons8. 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&I2. D&I in corporations ： To see the status in the workplaces3. Gender Gap ： Gender gaps observed in the workplace4. Engagement ： Quantification of the level of engagement of

businesspersons5. Job satisfaction ： Indices to quantify the level of satisfaction6. Job motivation ： What determines motivation toward the job7. Self-esteem: Level of self-confidence of Japanese businesspersons8. Inclusion ： How individuals feel “included” in the workplace and strive

to be inclusive in the workplace

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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

20-29 30-39 40-49 50-59 Total

Labor population 11,130,000 14,960,000 14,110,000 13,550,000 53,750,000

20.7% 27.8% 26.3% 25.2% 100%

GEWEL Survey 607 　 609 　 621 　 634 　 2,471

　 24.6%　 24.6%　 25.1%　 25.7%　 100%

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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 2009 Businesspersons 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 2009 Businesspersons 2008

Manufacturing 19.5% 32.0%

Wholesale/Retail 12.8% 1.0%

Medical/Health Care/Care-Giving 　 10.0%

IT/Information Service/Information 　 9.6% 12.0%

Construction 7.0%Shipping/Transportation/Telecomm 5.9% 1.0%

Civil Service/Government Office 5.5%

Finance/Insurance 3.8% 40.0%

Food Service/Lodging/Travel 3.4%

Education/Teaching 3.2%

Consulting 1.6% 3.0%

Real Estate 1.5%

Electricity/Gas/Heat/Water Supply 1.2%

Mass Communication/Mass Media 0.9%

Advertising/Marketing Research 0.7%

Others 13.4%

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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 2009 Businesspersons 2008

Less than 100 people 47.3% 1.0%100 to 499 people 17.7% 8.0%500 to 999 people 8.3% 5.0%1,000 to 4,999 people 13.1% 43.0%5,000 to 9,999 people 4.8% 12.0%10,000 people and over 8.8% 28.0%

Benchmark 2009 Businesspersons 2008

Have lived overseas for one year or more 4.9% 13.0%

Have lived overseas for less than one year 7.2% 14.0%

Have never lived overseas 87.8% 69.0%

Benchmark 2009 Business Person 2008

Full-time, permanent employee 72.0% 89.0%Temporary assignment from another company 0.6% 1.0%Contract worker 7.7% 4.0%Part-time worker 9.5% 1.0%Temporary worker 4.4% 3.0%Independent contractor 1.9%Others 3.9% 2.0%

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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 2009 Businesspersons 2008

As a new graduate fresh out of school 　 31.5% 54.0%

Through a career change/job change 57.5% 36.0%

Transferred from a group/non-group company/organization

2.8% 2.0%

Temporary assignment from another company 1.5% 2.0%

Other 6.6% 7.0%

Benchmark 2009 Businesspersons 2008

Executive 6.4% 1.0%

Manager with subordinates 8.7% 14.0%

Manager without subordinates 3.2% 8.0%

Staff 72.5% 71.0%

Other 9.2% 7.0%

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Survey Results Summary Benchmark Survey 2009

1. 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%

• 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

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•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?)

0

10

20

30

40

50

60

70

80

Equal EmploymentOpportunity Act

Career Planning

Work-Life Balance

CSR

DiversityMentoring Programs

Role Model

Inclusion

Self-Esteem

(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%

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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?)

（ Don’t know ）

（ Agree ） （ Disagree ）

•Summary of Survey (Diversity Indices ）

37%

34%32%

29% 28%26%

24% 23%21%

18% 17% 16%14%

8%

21%

26% 25%

31% 31%

36%

27%

34%36%

37%

47%

43% 44%

50%

45%46%

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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

Don’t know

48%

10%

34%

8%Favorable to Men

Equal

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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 don’t 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.

22%

15%8%

34%

21%

(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)

Receive words of appreciation from my customer/client 54.9%

Superiors and colleagues understand the way I handle 43.2%

Receive words of appreciation from my superiors or colleagues 38.5%

Get a raise or promotion 35.6%

Realize that my superior has high expectations for me 34.1%

My proposal is approved 24.6%

Given a challenging task 24.1%

Work performance receives positive evaluation in the review 23.4%

Receive words of appreciation from my family 19.7%

Receive feedback from my superior on my work 18.6%

Chosen as a member of a project team 8.5%

Given a chance to make a presentation in front of an audience 4.0%

Others 3.4%

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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 company’s support for career development show higher engagement with the company.

（Ｑ： How satisfied are you with your work and work environment? ）

Very/Somewhat Satisfied Somewhat/Very Dissatisfied

Survey Summary （ Motivation Indices ）

53%

48% 47%45% 45%

33%31% 30% 30% 29%

23% 22%

36%

42%

32%

39%

21%21%21%

27%

18%

31%28%

20%

0%

10%

20%

30%

40%

50%

60%

0%

10%

20%

30%

40%

50%

60%

Correlation coefficient

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 staff0.46

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

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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

Don’t know

（Ｑ： Do you think that the following statements are true for you? ）

Survey Summary (Motivation Indices ）

20%

21%

23%

39%

28%

22%

10%

60%

48%

30%

17%

27%

24%

22%

11%

11%

7%

20%

31%

39%

39%

44%

46%

50%

54%

62%

66%

83%

30%

28%

26%

23%

38%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

I would like to get involved in global businessprojects in addition to domestic ones.

I would like to work in a higher-level position.

I like the way I am now

I have a goal or dream I want to achieve in thiscompany/organization.

I believe that the skills and abilities I have will beuseful in other companies/organizations as well.

I am confident that I have the abilities/skills toperform my responsibilities at work.

I am proud of the job responsibilities I have in thecompany/organization.

I feel that I have professionally grown in the pastfew years.

I think I am contributing to thecompany/organization I work for.

I believe that I am as valuable an individual asanyone else at work.

I always strive to improve myself to do a better job.