Programme: accepted abstracts

Abstract ID: 404

Part of General Paper Session (Other abstracts in this session)

The nail that sticks up: A critical discussion of gender bias in Japanese organizations

Authors: Parish, Lori Michele
Submitted by: Parish, Lori Michele (Tokai University, Shonan Campus, Japan, Japan)

This paper presents a critical discussion of gender role bias in large Japanese organizations. It looks at how vestiges of prewar institutional hierarchies still influence employment practices in the 21st century and how societal expectations to conform combine with certain cultural dimensions to perpetuate a favorable bias towards males in government, business and education.

It is the author's contention that a history of paternalistic hierarchies matched with conformist attitudes and marked cultural dimensions, ultimately stymie the development of diverse groups in Japanese institutions. This lack of diversity, particularly the exclusion of females in leadership positions, negatively impacts decision making in most sectors of Japanese society. Kayes, Kayes, and Kolb (2005) write that when diverse teams are given the time and space to reflect, conceptualize, and experiment together in an atmosphere that values differences innovation is optimized. Without true diversity then, how can its collective leadership pull Japan out of a generation-long economic quagmire or provide the stewardship expected of a global leader?

Another impediment to diversification in Japanese organizations is gendered sociolinguistic patterns. Jule (2008) opines that there is a cultural narrative that females are inferior to males, and this narrative is conveyed using language taught in the classroom. Cherry (1987) demonstrates how key Japanese terms contain subtle signals that support the general perception that males are superior to females.

It is through social structure, norms, and language that Japanese females have become acclimated to what Derald Wing Sue (2010) labels "microaggressions". These are subtle biased attitudes and behaviors that marginalize groups in employment and education based on race, gender or sexual orientation.

The paper ends by suggesting a way forward for Japan's institutions. Professor Sue (2010) warns that institutions must confront "microagressions". After the offensive language and behaviors have been defined, recognized and decoded, institutional-level interventions have to be put into place, such as creating a more inclusive, and therefore more diverse, atmosphere.

With regard to institutions of higher learning, Daryl Smith (2009) makes an argument for diversifying them systemically -- reaching into every facet of academia. She gives a clarion call for diversity, reminiscent of institutions a few decades ago having to totally embrace computer technology. According to Smith (2009), diversifying an educational institution entails creating an inclusive climate for all (faculty, staff, student base, etc.) without regard to race, socio-economic class, gender, sexual orientation, age, ethnic group, and ability issues. Variety of curricula including ethnic, women's, and global studies courses as well retraining faculty in what to teach and how to teach, would also be necessary.

References:

Cherry, K. (1987).Womansword. Tokyo: Kodansha International.

Jule, A. (2008). A beginner’s guide to language and gender. Clevedon, England: Multilingual Matters.

Kayes, A.B., Kayes, D.C., & Kolb, D. (2005). Simulation and gaming, 36 (X), 1-25.

Smith, D.G. (2009). Diversity's promise for higher education: Making it work. Baltimore, MD: The Johns Hopkins University Press.

Sue, D.W. (2010). Microaggressions in everyday life: Race, gender, and sexual orientation. New Jersey: John Wiley & Sons.

Sociolinguistics Symposium 19

Programme: accepted abstracts

The nail that sticks up: A critical discussion of gender bias in Japanese organizations