FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2891818297> ?p ?o ?g. }

• W2891818297 endingPage "170" @default.
• W2891818297 startingPage "167" @default.
• W2891818297 abstract "Reviewed by: Too Few Women at the Top: The Persistence of Inequality in Japan by Kumiko Nemoto Jan Bardsley Too Few Women at the Top: The Persistence of Inequality in Japan. By Kumiko Nemoto. Cornell University Press, 2016. 296 pages. Hardcover, $49.95. A closely analyzed, thoroughly researched, and well-written study of contemporary Japanese corporate culture, Too Few Women at the Top: The Persistence of Inequality in Japan by Kumiko Nemoto makes a major contribution to Japanese studies. The absence of women in Japanese corporate leadership is stunning. Women comprise only 10 percent of Japan’s managers, lagging far behind the US and the UK where women number, respectively, 43 and 35 percent of managers (p. 3). This situation endures despite the increase in numbers of highly educated women, legal reforms to promote gender equality, and top Japanese politicians’ calls for more women in leadership roles as key to economic growth. It is Nemoto’s mission to demonstrate systematically and empirically why corporations fail to promote women. After briefly summarizing Nemoto’s major findings and arguments, I reflect on aspects of the book most compelling to me: the voices of hopelessness; talented managers’ motivations for remaining in inhumane work environments; the disparity between popular representations of the Japanese workplace and the culture reported here; and ambivalence about feminist identity. First, the sample. Nemoto conducted sixty-four in-depth interviews in Tokyo in 2007. To gather “diverse voices regarding gender disparity,” she interviewed thirty-nine women of different ranks and twenty-five career-track male employees (p. 74). Her interviewees had various job titles and worked in one of five large companies (three financial and two cosmetic firms). Nemoto assigned pseudonyms to the participants and their companies. Although she notes the marital status of all her interviewees, she describes parental status only for the women (nine had children), and career status (whether wives worked part-time, full-time, or were stay-at-home) only for the spouses of the men. She quotes at length from her male, but not female, participants about how work affects their parenting. Heterosexuality is assumed. [End Page 167] I found myself wanting to know more about the interviewees and their families. To what extent, for example, could the participants’ parents provide childcare, or did they need care themselves? I also wondered if birth order, particularly status as an oldest child, might affect career aspirations. The five companies at the heart of this study had much in common. Despite differences in size and corporate history, all had high levels of foreign ownership. Interestingly, that had little effect on management style, and all five companies followed some variation of the Japanese practice of lifelong employment for management. At the same time, all five found cost savings in maintaining large pools of women in contract labor, a group that did not enjoy any benefits of corporate “reforms to aid women.” Nemoto targeted large companies since they are “the largest employers of highly educated women in Japan; thus, their policies matter greatly to such women.” Generally seen as “woman-friendly,” the cosmetics companies did not employ double-track hiring and had “a much higher number of career-track women workers than did the financial companies” (p. 74). Nevertheless, all five companies had too few women at the top. Viewed as a whole, Nemoto’s findings were dismal. Nemoto argues with other scholars that “the lifelong employment system—including seniority pay and promotion, gender-based hiring, long working hours, and gender biases—hampers women’s work prospects and, most important, leads to the high level of vertical sex segregation in Japan” (p. 4). Her empirical research lends support to this widespread understanding of why gender inequality persists in the workplace as well as highlights how this framework also narrows options for men. She finds that conventional notions of gendered spheres remain firmly held across the board and influence everything from hiring and promotion to everyday interactions. Moreover, the near absence of women in top leadership positions strengthens negative stereotypes of women’s capabilities. Women who do seek to rise in management feel pressured to perform femininity in ways that reinforce the gendered status of their male bosses while simultaneously needing..." @default.
• W2891818297 created "2018-09-27" @default.
• W2891818297 creator A5057823961 @default.
• W2891818297 date "2018-01-01" @default.
• W2891818297 modified "2023-10-17" @default.
• W2891818297 title "Too Few Women at the Top: The Persistence of Inequality in Japan by Kumiko Nemoto" @default.
• W2891818297 doi "https://doi.org/10.1353/mni.2018.0020" @default.
• W2891818297 hasPublicationYear "2018" @default.
• W2891818297 type Work @default.
• W2891818297 sameAs 2891818297 @default.
• W2891818297 citedByCount "0" @default.
• W2891818297 crossrefType "journal-article" @default.
• W2891818297 hasAuthorship W2891818297A5057823961 @default.
• W2891818297 hasConcept C107993555 @default.
• W2891818297 hasConcept C127413603 @default.
• W2891818297 hasConcept C134306372 @default.
• W2891818297 hasConcept C142724271 @default.
• W2891818297 hasConcept C144024400 @default.
• W2891818297 hasConcept C15744967 @default.
• W2891818297 hasConcept C162127614 @default.
• W2891818297 hasConcept C162324750 @default.
• W2891818297 hasConcept C17744445 @default.
• W2891818297 hasConcept C187320778 @default.
• W2891818297 hasConcept C199539241 @default.
• W2891818297 hasConcept C2776034101 @default.
• W2891818297 hasConcept C2776962539 @default.
• W2891818297 hasConcept C2780870317 @default.
• W2891818297 hasConcept C2781009140 @default.
• W2891818297 hasConcept C2994533747 @default.
• W2891818297 hasConcept C33923547 @default.
• W2891818297 hasConcept C4249254 @default.
• W2891818297 hasConcept C45555294 @default.
• W2891818297 hasConcept C71924100 @default.
• W2891818297 hasConcept C77805123 @default.
• W2891818297 hasConceptScore W2891818297C107993555 @default.
• W2891818297 hasConceptScore W2891818297C127413603 @default.
• W2891818297 hasConceptScore W2891818297C134306372 @default.
• W2891818297 hasConceptScore W2891818297C142724271 @default.
• W2891818297 hasConceptScore W2891818297C144024400 @default.
• W2891818297 hasConceptScore W2891818297C15744967 @default.
• W2891818297 hasConceptScore W2891818297C162127614 @default.
• W2891818297 hasConceptScore W2891818297C162324750 @default.
• W2891818297 hasConceptScore W2891818297C17744445 @default.
• W2891818297 hasConceptScore W2891818297C187320778 @default.
• W2891818297 hasConceptScore W2891818297C199539241 @default.
• W2891818297 hasConceptScore W2891818297C2776034101 @default.
• W2891818297 hasConceptScore W2891818297C2776962539 @default.
• W2891818297 hasConceptScore W2891818297C2780870317 @default.
• W2891818297 hasConceptScore W2891818297C2781009140 @default.
• W2891818297 hasConceptScore W2891818297C2994533747 @default.
• W2891818297 hasConceptScore W2891818297C33923547 @default.
• W2891818297 hasConceptScore W2891818297C4249254 @default.
• W2891818297 hasConceptScore W2891818297C45555294 @default.
• W2891818297 hasConceptScore W2891818297C71924100 @default.
• W2891818297 hasConceptScore W2891818297C77805123 @default.
• W2891818297 hasIssue "1" @default.
• W2891818297 hasLocation W28918182971 @default.
• W2891818297 hasOpenAccess W2891818297 @default.
• W2891818297 hasPrimaryLocation W28918182971 @default.
• W2891818297 hasRelatedWork W1538531904 @default.
• W2891818297 hasRelatedWork W2072801489 @default.
• W2891818297 hasRelatedWork W2151929725 @default.
• W2891818297 hasRelatedWork W2735078248 @default.
• W2891818297 hasRelatedWork W2765376707 @default.
• W2891818297 hasRelatedWork W2997422340 @default.
• W2891818297 hasRelatedWork W3125206875 @default.
• W2891818297 hasRelatedWork W3129062355 @default.
• W2891818297 hasRelatedWork W4254240792 @default.
• W2891818297 hasRelatedWork W4308871328 @default.
• W2891818297 hasVolume "73" @default.
• W2891818297 isParatext "false" @default.
• W2891818297 isRetracted "false" @default.
• W2891818297 magId "2891818297" @default.
• W2891818297 workType "article" @default.