Japan and South Korea are two of the most advanced economies in the world, but they also have some of the largest gender pay gaps among developed countries. According to the latest data from the Organization for Economic Cooperation and Development (OECD), women in Japan and South Korea earn on average 24.5% and 32.5% less than men, respectively. These gaps are much higher than the OECD average of 12.8%, and far behind the best performers such as Iceland (4.5%) and Belgium (5.8%).
The causes of the gender pay gap in Japan and South Korea
There are many factors that contribute to the gender pay gap in Japan and South Korea, but some of the main ones are:
- The persistence of traditional gender roles and stereotypes. Both countries have a strong culture of male breadwinners and female homemakers, which puts pressure on women to prioritize family over career. Women are expected to take on most of the housework and childcare, even if they work full-time. This limits their opportunities for career advancement and reduces their bargaining power in the labor market.
- The lack of support for working mothers. Both countries have low fertility rates and aging populations, which pose serious challenges for their economic growth and social welfare. However, they have not invested enough in policies and infrastructure that would enable women to balance work and family, such as affordable childcare, flexible work arrangements, parental leave, and anti-discrimination laws. As a result, many women drop out of the workforce after having children, or settle for low-paid and precarious jobs.
- The segregation of women in certain occupations and industries. Both countries have a high degree of occupational and industrial segregation by gender, meaning that women are concentrated in certain sectors that tend to pay less and offer fewer opportunities for promotion. For example, women make up a large share of workers in health care, education, retail, and hospitality, while men dominate in manufacturing, construction, finance, and technology. This reflects the different educational choices, social expectations, and hiring practices that affect women and men.
The consequences of the gender pay gap in Japan and South Korea
The gender pay gap in Japan and South Korea has negative impacts not only on women’s well-being, but also on the overall economic performance and social cohesion of these countries. Some of the consequences are:
- The loss of human capital and productivity. The gender pay gap reflects the underutilization of women’s skills and talents in the labor market, which reduces the potential output and innovation of these economies. According to a report by McKinsey & Company, closing the gender gap in labor force participation could add $1 trillion to Japan’s GDP by 2025, and $320 billion to South Korea’s GDP by 2025.
- The increase of poverty and inequality. The gender pay gap contributes to the income disparity between men and women, which affects their living standards and access to resources. Women are more likely to face poverty and social exclusion, especially in old age, due to their lower earnings, savings, and pensions. This also affects their children’s health, education, and future prospects.
- The erosion of trust and social capital. The gender pay gap reflects the unequal distribution of power and opportunities between men and women, which undermines their sense of fairness and justice. This can lead to lower levels of trust, cooperation, and civic engagement among citizens, as well as higher levels of conflict, violence, and corruption.
The solutions for reducing the gender pay gap in Japan and South Korea
There is no silver bullet for closing the gender pay gap in Japan and South Korea, but there are some steps that can be taken by governments, businesses, civil society, and individuals to address this issue. Some of the solutions are:
- Changing the social norms and attitudes that perpetuate gender stereotypes. Both countries need to promote a more inclusive and diverse culture that values women’s contributions and aspirations equally as men’s. This can be done through education, media, arts, sports, religion, and other forms of public communication that challenge the existing biases and prejudices against women.
- Improving the support for working parents. Both countries need to invest more in policies and infrastructure that enable women to balance work and family without sacrificing their career prospects or income. This includes providing affordable childcare, flexible work arrangements, parental leave, tax incentives, subsidies, vouchers, etc. It also involves enforcing anti-discrimination laws that protect women from harassment, abuse, or unfair treatment at work.
- Encouraging women’s participation in high-paying sectors and leadership positions. Both countries need to create more opportunities for women to enter and advance in sectors that are traditionally male-dominated or high-paying, such as STEM (science, technology, engineering, and mathematics), finance, and management. This can be done by improving women’s access to education, training, mentoring, networking, and sponsorship that can help them develop their skills and confidence. It also involves increasing the representation of women in decision-making bodies, such as boards, committees, councils, etc.
