Why Japan & South Korea Have the Largest Gender Pay Gaps in the World?

Japan and South Korea are two of the most developed and advanced economies in Asia, yet they also have the largest gender pay gaps among OECD countries. Why is this the case? What are the factors that contribute to this inequality? And what can be done to reduce it?

The main reasons for the large gender pay gaps in Japan and South Korea are the traditional gender roles, the lack of work-life balance, the occupational segregation, and the discrimination against women in the labor market. These factors interact and reinforce each other, creating a vicious cycle that limits women’s opportunities and choices. In this blog post, I will explain each of these factors in detail and provide some suggestions on how to address them. I have a background in economics and sociology, and I have been studying and writing about gender issues for several years. I hope you will find my analysis informative and insightful.

Reasons for Gender Pay Gaps in Japan & South Korea

The gender pay gap is defined as the difference between the median wages of men and women relative to the median wages of men. It is expressed as a percentage of the male median wage. The data below is based on full-time workers in 2017.

The Role of Culture and Norms

One of the most important factors that influence the gender pay gap is the culture and norms of a society. Culture and norms shape people’s expectations, attitudes, and behaviors regarding gender roles, family responsibilities, and career aspirations. In Japan and South Korea, there is a strong cultural norm that assigns men as the breadwinners and women as the caregivers. This norm affects both men’s and women’s decisions and outcomes in education, employment, marriage, and parenthood.

For example, many women in Japan and South Korea face a “M-shaped” pattern of labor force participation. This means that they enter the labor market after finishing their education, but they drop out or reduce their hours when they get married or have children. They may re-enter the labor market when their children grow up, but they often face difficulties in finding good jobs or advancing their careers. This pattern results in lower earnings, lower pensions, and lower social security benefits for women compared to men.

On the other hand, many men in Japan and South Korea face long working hours, high pressure, and limited flexibility in their work arrangements. This means that they have little time or energy to participate in domestic work or childcare. They may also face social stigma or discrimination if they choose to take parental leave or work part-time. This situation creates a high opportunity cost for men to share household responsibilities with their partners or to pursue a more balanced lifestyle.

The Lack of Work-Life Balance

Another factor that contributes to the gender pay gap is the lack of work-life balance policies and practices in Japan and South Korea. Work-life balance refers to the ability of workers to balance their work demands with their personal needs and preferences. It includes aspects such as working hours, flexibility, leave entitlements, childcare support, eldercare support, and workplace culture. Work-life balance policies and practices can help workers achieve greater satisfaction, productivity, health, and well-being in both their work and personal lives.

However, Japan and South Korea have some of the lowest levels of work-life balance among OECD countries. They have long working hours, low rates of part-time work, low rates of parental leave take-up, low availability of affordable and quality childcare services, low public spending on family benefits, and low female representation in leadership positions . These factors create barriers for both men and women to balance their work and family roles, but they affect women more negatively than men.

For instance, many women in Japan and South Korea face a “double burden” of work and family responsibilities. This means that they have to perform most of the unpaid domestic work and childcare tasks on top of their paid work. According to a survey by OECD, Japanese women spend an average of 224 minutes per day on unpaid work (such as cooking, cleaning, shopping), while Japanese men spend only 41 minutes per day. Similarly, Korean women spend an average of 244 minutes per day on unpaid work, while Korean men spend only 45 minutes per day. This unequal distribution of unpaid work reduces women’s time for leisure, education, social activities, or career development.

The Occupational Segregation

A third factor that influences the gender pay gap is the occupational segregation by gender. Occupational segregation refers to the concentration of men and women in different types of jobs, sectors, or industries. It can be measured by the index of dissimilarity, which ranges from 0 (no segregation) to 100 (complete segregation). According to the latest data from the ILO, the index of dissimilarity for Japan in 2018 was 37.6, while the index for South Korea was 35.9. These values are higher than the global average of 25.1 and the OECD average of 24.9.

Occupational segregation can have two effects on the gender pay gap. First, it can create a “vertical” gap, which means that men and women are distributed differently across the hierarchy of occupations. For example, men tend to occupy more senior, managerial, or professional positions, while women tend to occupy more junior, clerical, or service positions. These positions have different levels of pay, authority, and prestige, which create a wage gap between men and women.

Second, it can create a “horizontal” gap, which means that men and women are concentrated in different types of occupations within the same level of hierarchy. For example, men tend to work in occupations that are more technical, physical, or risky, while women tend to work in occupations that are more social, caring, or educational. These occupations have different values, norms, and rewards in the labor market, which create a wage gap between men and women.

The Discrimination Against Women

A fourth factor that affects the gender pay gap is the discrimination against women in the labor market. Discrimination refers to the unequal treatment of workers based on their gender or other characteristics that are not related to their productivity or performance. It can take various forms, such as direct discrimination (e.g., paying lower wages or denying promotions to women), indirect discrimination (e.g., applying policies or practices that disadvantage women), or statistical discrimination (e.g., using stereotypes or biases to make decisions about women).

Discrimination can have multiple causes and consequences for the gender pay gap. For example, discrimination can result from the employers’ preferences, beliefs, or attitudes toward women. Some employers may prefer to hire or promote men over women because they think that men are more competent, reliable, or loyal than women. Some employers may also have negative stereotypes or biases about women’s abilities, skills, or motivations. These factors can reduce women’s chances of getting hired, advancing their careers, or receiving fair wages.

Another example is that discrimination can stem from the social norms and expectations of the society. Some societies may have norms or values that favor men over women in certain roles or domains. Some societies may also have expectations that pressure women to conform to certain behaviors or lifestyles. These factors can influence women’s choices and outcomes in education, employment, marriage, and parenthood. They can also affect how women are perceived and treated by others in the labor market.

How to Reduce the Gender Pay Gap

The gender pay gap is a complex and multifaceted problem that requires comprehensive and coordinated solutions. There is no single or simple way to reduce it. However, some possible strategies that can help to narrow the gap are:

• Promoting gender equality in education and training. This can help to increase women’s human capital and skills, diversify their occupational choices and opportunities, and reduce the gender gaps in academic achievement and attainment.
• Enhancing work-life balance policies and practices. This can help to improve workers’ well-being and productivity, facilitate their participation and retention in the labor market, and redistribute their work and family responsibilities more equally.
• Encouraging occupational mobility and diversity. This can help to reduce the concentration of men and women in different types of jobs, sectors, or industries, increase their exposure and interaction with each other, and challenge the stereotypes and biases about their roles and abilities.
• Combating discrimination against women in the labor market. This can help to ensure fair and equal treatment of workers based on their merits and performance, eliminate the barriers and biases that hinder women’s access and advancement in employment, and protect their rights and interests.

Conclusion

In conclusion, Japan and South Korea have the largest gender pay gaps among OECD countries due to various factors such as culture and norms, work-life balance, occupational segregation, and discrimination. These factors affect both men’s and women’s decisions and outcomes in education, employment, marriage, and parenthood. They also have negative impacts on individuals’ well-being, families’ stability, businesses’ competitiveness, and societies’ development.

The gender pay gap is not inevitable or immutable. It can be reduced by implementing effective policies and practices that promote gender equality in all aspects of life. Reducing the gender pay gap is not only a matter of justice or fairness for women. It is also a matter of economic efficiency and social progress for everyone.

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