Japan ranks 118th in gender equality - What are the decisive differences between this reality, where it is the lowest among the G7, and the top-ranking countries?

Japan ranks 118th in gender equality - What are the decisive differences between this reality, where it is the lowest among the G7, and the top-ranking countries?

2025年06月13日 01:14

Table of Contents

  1. Introduction

  2. Overview of the Latest Rankings and Global Trends

  3. Details of Japan's Score: Where Are We Lagging?

  4. Comparison with G7 Countries

  5. The "Three Mechanisms" Advanced by the Top 10 Countries

  6. Japan's Efforts and Barriers

  7. Actions Required in the Corporate Society

  8. Future Outlook and Policy Recommendations



1. Introduction

The "Global Gender Gap Report 2025" is an international index that quantifies gender disparities in four areas: economy, education, health, and politics. This article provides an overview of Japan's current situation and challenges, unravels the success factors of leading countries, and proposes the next steps for policies, society, and businesses.weforum.org



2. Overview of the Latest Rankings and Global Trends

  • World Average Score: 0.688 (Year-on-Year +0.003)

  • Years to Complete Equality: 123 years

  • Top 10: ① Iceland (0.926) ② Finland (0.879) ③ Norway (0.863) ④ UK (0.838) ⑤ New Zealand (0.827) ⑥ Sweden (0.817) ⑦ Moldova (0.813) ⑧ Namibia (0.811) ⑨ Germany (0.803) ⑩ Ireland (0.801)weforum.orgindianexpress.com

European countries continue to dominate the top ranks, with 10 countries achieving over 80%. In the Asia-Pacific region, New Zealand ranks highest, while Japan remains at 17th place within the region.weforum.orgenglish.kyodonews.net



3. Details of Japan's Score ── Areas of Delay

FieldRankScoreMain Challenges
Economic Participation & Opportunity79th0.70614% in managerial positions, 22% wage gap
Educational Attainment47th0.987Gender gap in STEM majors
Health & Survival59th0.978Trend of narrowing gender gap in healthy life expectancy
Political Empowerment125th0.22510.3% female parliamentarians, 9.5% female ministers, 0 female prime ministers

The political field is particularly low, dragging down the overall ranking.english.kyodonews.net



4. Comparison with G7 countries

CountryOverall RankOverall ScorePercentage of Female LegislatorsPercentage of Female Managers
United Kingdom4th0.83834.9%37%
Germany9th0.80334.7%36%
Canada14th0.78831.7%34%
France16th0.78336.4%35%
United States21st0.76628.0%41%
Italy85th0.71336.0%30%
Japan118th0.66610.3%14%


Compared to major developed countries, the gap in political and managerial appointments is striking. Even Italy ranks 85th, widening the "bottom gap" with the top cluster.english.kyodonews.net



5. The "Three Mechanisms" Advanced by the Top 10 Countries

(1) Quota System and Candidate Parity Law

Iceland and Finland legally ensure the ratio of women in parliament and corporate boards, mandating fines or candidate replacement if numerical targets are not met.weforum.org


(2) Systems to Encourage Male Participation in Childcare

Norway introduced the "Daddy Quota," raising the uptake rate to over 70% by reducing family benefits if fathers do not take a certain period of parental leave.


(3) Enhancement of Childcare and Elderly Care Infrastructure

Sweden keeps childcare fees income-linked to achieve zero waiting lists and reduces gender bias in home care by having municipalities bear the cost of elderly care.



6. Japan's Initiatives and Barriers

  • In 2022, the revised Act on Promotion of Women's Participation and Advancement in the Workplace was enacted, requiring companies to disclose a "management ratio of 12% or more."

  • In April 2024, a KPI was set to increase the male parental leave uptake rate from 20% to 30% (by 2030).

  • However, long working hours and the concentration of women in non-regular employment persist, and voluntary political goals remain modest with a "candidate ratio of 35% (by 2033)."

  • Unconscious bias training has permeated large companies but faces budget constraints in small and medium-sized enterprises.reuters.com



7. Actions Required in Corporate Society

  1. Disclosure of Quantitative Targets: Making the ratio of female executives and wage gaps mandatory in IR materials.

  2. Standardization of Flexible Workstyles: Practical implementation of remote and flexible work.

  3. Sponsorship System: Continuous guidance of young female employees by executive candidates.

  4. Commitment of Male Leaders: Incorporating parental leave promotion into CEO KPIs.



8. Future Prospects and Policy Recommendations

  • Introduction of a Mandatory Quota System in the Political Domain: Initially aiming for 50% in proportional representation constituencies.

  • Doubling public investment in childcare and nursing: From 0.7% to 1.5% of GDP.

  • Mandatory disclosure of gender wage gap information: Following EU standards (explanation required if 4% or more).

  • Making gender education compulsory in the next educational guidelines.


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