With the social advancement of women and the shortage of human resources, there is a declining trend for women to stop work after getting married or giving birth, as was the case in the past. An increasing number of women are continuing work after giving birth to children. On the other hand, corporate awareness with regards to maternity or childcare leave and the employment of women who have returned to work presents some causes for concern.
\n\u201cWillingness to work among wamama (\u201cworking mothers\u201d)\u201d is a survey (with 368 respondents) conducted by en Japan inc targeting women raising children who are also users of the company\u2019s website: en tenshoku WOMAN. In response to the question: \u201cHow has your desire to work changed in comparison to before you gave birth?,\u201d 46% of the survey participants responded with \u201cincreased (increased or remains high), 36% with \u201cit has not changed (normal),\u201d and 18% with \u201cit has dropped (dropped or remains low).<\/p>\n
From this survey, it can be observed that overall, a large number of women maintain their desire to work, even though there are some women whose desire to work falls.<\/p>\n
The company work environment has a significant impact on whether women who return to work are able to continue working or not. Looking at responses to the survey question (multiple answers permitted): \u201cPlease tell us about factors in your work environment that impact your willingness to work in comparison to the time before you gave birth.\u201d and comparing the results of women whose desire to work increased with results of those whose desire dropped, the following was revealed:
\n\u201cThe evaluations of the people around me” (proportion of women whose motivation dropped: 46% and of those whose rose: 35%)
\n\u201cRelations in the workplace” (42% and 32% respectively)
\n\u201cCompany expectations” (35% and 23% respectively)<\/p>\n
Replies such as \u201cthey do not allow me to handle work that involves responsibility\u201d and \u201cI am not evaluated as highly because I work short hours\u201d stand out for indicating that women\u2019s impressions that the company and people around them have low expectations of them reduce their willingness to work.<\/p>\n
In contrast, the survey revealed that women being given \u201cconsideration with regards to work hours\u201d or having their \u201cevaluations remain the same as before giving birth\u201d are factors that impact on their increased desire to work.
\nMoving forwards, flexible responses combined with communication that produce a burden neither for labor nor management, together with a re-thinking of conventional work patterns appear to be desirable.<\/p>\n","protected":false},"excerpt":{"rendered":"
\u25c6A little under 20% […]<\/p>\n","protected":false},"author":1,"featured_media":1796,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[67],"class_list":["post-1926","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-working-women-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/1926","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=1926"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/1926\/revisions"}],"predecessor-version":[{"id":1954,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/1926\/revisions\/1954"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/1796"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=1926"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=1926"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=1926"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}