DOCSLIB.ORG

The Fifth Basic Plan for Gender Equality(Overview)

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
The Fifth Basic Plan for Gender Equality(Overview) The Fifth Basic Plan for Gender Equality(Overview) March, 2021 Government of Japan National Machinery for Gender Equality The Basic Act for Gender-Equal Society The Fifth Basic Plan for Gender Equality Promulgated and Enacted on 23 June, 1999 Decided by the Cabinet on Dec 25, 2020 Council for Gender Equality Headquarters for the Promotion of Gender Equality Basis: the Basic Act Established in the Cabinet Office Jan. 2001 Basis: Cabinet decision (July 1994) (One of the five important councils) Established in the Cabinet Office Members: Chief Cabinet Secretary (Chair) Members: Prime Minister (President) Relevant Ministers Chief Cabinet Secretary (Co-Vice President) Experts & Scholars Minister of State for Gender Equality (Co-Vice President) Mission: - Deliberate on basic policies and All other Ministers important matters - Monitor the implementation and Mission: Implementation of measures Study the impacts of all relevant measures from gender perspectives Civil Society ・ Liaison Conference for the Promotion of Gender Equality (CSOs’ network conference) Members: Experts &Scholars, Representatives from 98 CSOs Mission: wide-ranging collaboration and coordination, promote civil society initiatives 1 The Basic Act for Gender-equal Society The Fifth Basic Plan for Gender Equality The Basic Act for Gender-equal Society （Promulgated and Enacted on 23 June,1999） ■Responsibilities Basic Principles: Respect for the human rights of women and men ●Formulation of the Basic Plan for Gender Equality ● National Implementation of policies including Government ● ●Consideration of society systems or practices Positive Action/Temporary Special Measures. ●Joint participation in planning and deciding policies Local ●Implementation of policies in accordance with Governments the characteristic of the local areas ●Compatibility of family life and other activities ●International cooperation Citizens ●Contribute to the formation of gender-equal society The Fifth Basic Plan for Gender Equality (decided by the Cabinet on December 25, 2020) Based on Article 13 of the Basic Act 2 Deided by the Cabinet on The Fifth Basic Plan for Gender Equality (Presentation) December 25, 2020 Toward Reiwa society where all women and girls can thrive and achieve their full potential Social Situations, Environmental Changes, and Challenges (1) The impacts of COVID-19 (5) Digital society（Society 5.0） (2) Population declining society and increase in unmarried and single-person households (6) Social movements to eliminate violence against women (3) The age of the 100 Years of Life（51.1% of women are expected to live until 90 years old） (7) Frequently occurring large-scale disasters (4) Development of the legal and institutional framework (8) Global trends to achieve gender equality Proportion of the unmarried at Proportion of people who live up to Number of workers age 50 age 90 (10 thousand (10 thousand persons) persons) （％） Man (left axis) Men Women (right axis) Women Men Women 2019 2020 (Source) Calculated based on National Institute of Population and Social Security (Source) The proportion of babies born in 2019 who live up to the age (Source) Ministry of Internal Affairs and Communications, “Labour Force Research, “Population Statistics 2020” and “Household Projection for Japan 2018.” of 90 was calculated based on the Ministry of Health, Labour and Survey (Basic Tabulation)” Welfare’s abridged life tables. Experience of forced sexual intercourse Experience of spousal violence Yesあった（計） (total) あった（計）Yes (total) あったYes Many何度もあった times １、２度あったOnce or twice まったくないNever 無回答N/A （計） Women (total) (ｎ=1,366) From one ２人以上からFrom more than あったYes １人からあった まったくないNever 無回答N/A person あったone person (total)（計） Experience配偶者からの被害経験の有無 of being a victim of (31.3) spousal violence 17.5 66.9 (ｎ) 13.8 1.8 AＡ身体的暴行 Physical violence 14.5 78 (19.8) 88.2 6.9 総Total 数(3,376) (3,376人) 1.0 (4.9) 5.3 2.2 3.9 BＢ心理的攻撃 Psychological attack 9 79.5 (16.8) 女Women 性 (1,807) (1,807人) 1.7 84.8 7.4 (7.8) 7.8 3.7 Ｃ経済的圧迫 4.8 86.2 (10.0) 6.1 C Economic oppression 5.2 3.9 男Men (1,569) 性 (1,569人) 0.2 92.2 6.4 (1.5) DＤ性的強要 Sexual coercion 5.9 86.3 (9.7) 1.3 3.8 4 0 102030405060708090100 (%) 0255075100(%) (Source) Cabinet Office, “FY2017 Survey on violence between women and men” (Source) Cabinet Office, “FY2017 Survey on violence between women and men” *“Spouse” includes partners in a de facto marriage, married partners living apart, and ex-spouse (divorced, bereaved of, 3 or ended de facto marriage). Field 1 Expansion of Women's Participation in Policy Decision‐making Processes Basic Standpoint Proportion of women in the House of Proportion of women Ranked 121st out of 153 countries in Gender Gap Index 2020 Representatives administrative/managerial workers Proportion Country Quota system （％） (%) 50 Rank Country Score Iceland • Statutory quota system for 40.7 40.2 Economy 1 Iceland 0.877 candidates 40 36.8 France 39.5 34.6 (0.598) 2 Norway 0.842 29.4 Japan 1 • Voluntary quota system by 30 3 Finland 0.832 political parties Education United • Voluntary quota system by 10 Germany 0.787 33.9 20 14.8 0.5 (0.983) Kingdom political parties 15 France 0.781 • Voluntary quota system by 10 Germany 31.2 political parties 0 21 UK 0.767 0 アメリカ スウェーデンイギリス フランス ドイツ 日本 United 53 US 0.724 23.4 - Politics States (0.049) 106 China 0.676 Republic of • Statutory quota system for Japan States United 19.0 United Korea candidates France 108 Korea 0.672 Sweden Kingdom Germany 120 0.655 Japan 9.9 - United Arab Emirates (Source) Figures for Japan are from Ministry of Internal Affairs and 121 Japan 0.652 (Source) Women in Parliaments (as of October 2020) Communications, “Labour Force Survey.” Figures for other countries Health(0.979) are from ILO, “ILOSTAT” (as of November 2020). Figures for all Proportion of women in the lower house or unicameral parliament. 122 Kuwait 0.650 countries are for 2019. 〇Women account for 51.3% of Japan’s population and 51.7% of the eligible voters. Participation [Challenges for progress] of both women and men in the decision-making process leads to a sustainable society and a Political field society comfortable for all people. • Difficulty of balancing candidacy/political activities and family life • Lack of human resource New targets : development opportunities • Harassment against candidates ‐ Create a society within the 2030s in which everyone can and politicians demonstrate their abilities regardless of sex and gender and where Economic field both women and men alike are in leadership positions; and • Still in the process of building the pipeline of future managers ‐ Implement measures to increase the proportion of women in and executives leadership positions to about 30% of the total as early as possible Society as a whole during the 2020s as a milestone. • Stereotype of gender roles 4 Field 1 Expansion of Women's Participation in Policy Decision‐making Processes Key Initiatives and Targets in the Political Field - Request political parties to increase the proportion of women candidates in national elections, in accordance with the spirit of the Act on Promotion of Gender Equality in the Political Field. - Disclose progress made by each political party. Item Current state Target (Deadline) (* The government keeps these targets in mind when requesting political parties for actions. These targets are Proportion of women candidates for the House of 17.8% (2017) 35% (2025) thus goals for the government to strive for, which don’t Representatives restrict the independent action of political party, nor require achievement by a political party on its own.) Proportion of women candidates for the House of Councillors 28.1% (2019) 35% (2025) （％） （％） 40（ Proportion of female election candidates for (Target) 40（ Proportion of female election candidates for (Target) the House of Representatives 35.0 the House of Councillors 35.0 35 35 30 30 28.1 25 24.1 24.2 24.7 25 22.9 20 16.7 16.6 17.8 15.0 13.0 15 20 10 15 2005 2009 2012 2014 2017 2025 2007 2010 2013 2016 2019 2025 Source: Ministry of Internal Affairs and Communications, “Survey of Results of House of Councillors Source: Ministry of Internal Affairs and Communications, “Survey of Results of House of Councillors Regular Elections” *Source of the actual figures. Regular Elections” *Source of the actual figures. - Request the national associations of local assembly chairpersons to amend the Standard Rules to facilitate the periods before and after childbirth as well as the inclusion of childcare, nursing care into reasons for absence. - Consider providing platforms for the development of women who wish to participate in politics as well as those for their networking. *The target represents the figure expected to be achieved as a whole through government initiatives, including Item Current state Target (Deadline) requests to political parties, etc., promotion of visualization, fact-finding surveys, sharing of good practices, and improvement of the environment, as well as collaboration with political parties, the Diet, local government bodies, Proportion of women candidates 16.0％ 35％ the six local organizations, and other relevant actors. It neither adds constraints to autonomous action by each in nationwide local elections (2019) (2025) organization nor is a target each organization aims to achieve. The figure for the current state represents the total for prefectural, ordinance-designated city, and municipal assembly elections in the 2019 nationwide local elections..) 5 Field 1 Expansion of Women's Participation in Policy Decision‐making Processes Key Initiatives and Targets in the Economic Field - Notify new obligations based on the amended Act on the Promotion of Female Participation and Career Advancement. - Take into account gender perspectives in considering the improvement of corporate governance, including how information should be disclosed in annual securities reports. - Compile information of women executives found in annual securities reports and look into disclosure efforts and factors that hinder the appointment of women executives, so that companies active in women's empowerment can be recognized and businesses can overcome challenges in appointing and developing female executives.
Load more

Recommended publications
  • Economic Empowerment of Women in Japan
    4th Global Forum on Gender Statistics EconomicEconomic EmpowermentEmpowerment ofof WomenWomen inin JapanJapan 27th March,2012 Shizuka TAKAMURA, Counsellor for Gender Equality Analysis Gender Equality Bureau Cabinet Ｏffice, Japan ContentsContents ０．The statistical system of Japan １．The Strategy for Rebirth of Japan ２．Big Potential of Women ３．Issues ４．The way ahead 1 ００.. TheThe statisticalstatistical systemsystem ofof JapanJapan The statistical system of Japan The statistical system of Japanese government is decentralized Major Statistical Surveys in Japan Sex-segregated Statistics Ministry data Population Census Ministry of Economic Census Internal Affairs and ○ Family Income and Expenditure Survey Communications Survey on Time Use and Leisure Activities Labour Force Survey Comprehensive Survey of Living Conditions Ministry of ○ Longitudinal Survey of Adults in 21st Health, Labour Century and Welfare Basic Survey on Wage Structure Japan's Education at a Glance Ministry of Education, Survey on Full Time Equivalent (FTE) data Culture, Sports, for Research Staff members in Higher Science ○ Education Organization and Technology Survey on Violence Between Men and Cabinet Office ○ Women 2 １１.. TheThe StrategyStrategy forfor RebirthRebirth ofof JapanJapan - Overcoming crises and embarking on new frontiers December 22, 2011 y Background Declining Aging Delayed transformation of Deflation since the population society the industrial structure mid-1990s Global financial Great East Japan Nuclear power Appreciating \ Earthquake station
    [Show full text]
  • Raising Awareness of Gender Equality Among Young People’
    EVALUATION REPORT FINAL EVALUATION OF THE UN WOMEN PROJECT ‘RAISING AWARENESS OF GENDER EQUALITY AMONG YOUNG PEOPLE’ EVALUATION REPORT FINAL EVALUATION OF THE UN WOMEN PROJECT ‘RAISING AWARENESS OF GENDER EQUALITY AMONG YOUNG PEOPLE’ JAPAN LIAISON OFFICE UN WOMEN Tokyo , April 10 © 20 20 UN Women. All rights reserved. The views expressed in this publication are those of the author(s) and do not necessarily represent the views of UN Women, the United Nations or any of its affiliated organizations. Produced by UN Women Japan Liaison Office Prepared by Foundation for Advanced Studies on In- ternational Development (FASID) TABLE OF CONTENTS LIST OF ACRONYMS ⅰⅰⅰ LIST OF TABLES ⅱⅱⅱ LIST OF FIGURES ⅲⅲⅲ LIST OF ANNEXES ⅴⅴⅴ EXECUTIVE SUMMARY ⅵⅵⅵ 1. CONTEXT OF THE PROJECT 1 1.1 PROJECT BACKGROUND 1 1.2 OBJECTIVES 1 1.3 APPROACHES 2 1.4 THEORY OF CHANGE 2 1.5 MAIN ACTIVITIES 3 1.6 STAKEHOLDERS 5 2. EVALUATION OVERVIEW 7 2.1 EVALUATION PURPOSE, OBJECTIVES 7 2.2 SCOPE OF THE EVALUATION 8 2.3 EVALUATION DESIGN AND GUIDELINES 8 2.4 METHODOLOGY 9 2.4.1 EVALUATION CRITERIA AND EVALUATION MATRIX 9 2.4.2 INDICATORS FOR MEASURING RESULTS 9 2.4.3 METHOD OF DATA COLLECTION AND ANALYSIS 11 2.4.4 STAKEHOLDER CONSULTATION 12 2.4.5 SAMPLE AND SAMPLING DESIGN 12 2.4.6 ETHICAL CODE OF CONDUCT 13 2.5 LIMITATION TO THE EVALUATION 13 2.6 RESPONSIBILITIES 14 2.6.1 EVALUATION MANAGEMENT STRUCTURE 14 2.6.2 EVALUATION IMPLEMENTING STRUCTURE 15 3. EVALUATION FINDINGS 16 3.1 RELEVANCE 16 3.2 EFFECTIVENESS 18 3.2.1 OUTCOME ONE: AWARENESS OF GENDER EQUALITY INCREASED AMONG YOUTH, SHISEIDO AND GENERAL AUDIENCE 19 3.2.2 OUTCOME TWO: SKILLS AND CAPACITIES IN PROMOTING GENDER EQUALITY AND EMPOWERMENT OF WOMEN INCREASED AMONG YOUTH 25 3.2.3 OUTCOME THREE: ENABLING ENVIRONMENT FOR ADVOCACY ACTIVITIES ON GENDER EQUALITY AND EMPOWERMENT OF WOMEN 32 3.3 EFFICIENCY 38 3.4 SUSTAINABILITY 40 3.5 GENDER EQUALITY AND HUMAN RIGHTS 45 4.
    [Show full text]
  • Women in the Workforce an Unmet Potential in Asia and the Pacific
    WOMEN IN THE WORKFORCE AN UNMET POTENTIAL IN ASIA AND THE PACIFIC ASIAN DEVELOPMENT BANK WOMEN IN THE WORKFORCE AN UNMET POTENTIAL IN ASIA AND THE PACIFIC ASIAN DEVELOPMENT BANK Creative Commons Attribution 3.0 IGO license (CC BY 3.0 IGO) © 2015 Asian Development Bank 6 ADB Avenue, Mandaluyong City, 1550 Metro Manila, Philippines Tel +63 2 632 4444; Fax +63 2 636 2444 www.adb.org; openaccess.adb.org Some rights reserved. Published in 2015. Printed in the Philippines. ISBN 978-92-9254-913-8 (Print), 978-92-9254-914-5 (e-ISBN) Publication Stock No. RPT157205-2 Cataloging-In-Publication Data Asian Development Bank Women in the workforce: An unmet potential in Asia and the Pacific. Mandaluyong City, Philippines: Asian Development Bank, 2015. 1. Economics of gender. 2. Female labor force participation. I. Asian Development Bank. The views expressed in this publication are those of the authors and do not necessarily reflect the views and policies of the Asian Development Bank (ADB) or its Board of Governors or the governments they represent. ADB does not guarantee the accuracy of the data included in this publication and accepts no responsibility for any consequence of their use. The mention of specific companies or products of manufacturers does not imply that they are endorsed or recommended by ADB in preference to others of a similar nature that are not mentioned. By making any designation of or reference to a particular territory or geographic area, or by using the term “country” in this document, ADB does not intend to make any judgments as to the legal or other status of any territory or area.
    [Show full text]
  • Women in Japan
    WOMEN IN JAPAN BASIC DEMOGRAPHICS POPULATION1 127,298,000 People % % 65 million 51 WOMEN MEN 49 62 million Population is expected to decrease by 32.3% by 20602 AGE RATIO3 13% 62% 25% 0–14 15–64 65+ YEARS YEARS YEARS WORKING AGE FERTILITY RATE4 PROPORTION5 People Age 65+ 1.4 1.7 25% 39% LIVE BIRTHS ORGANISATION FOR ECONOMIC PER WOMAN CO-OPERATION AND 2013 2050 DEVELOPMENT (OECD) AVERAGE TERTIARY ENROLLMENT6 43% 57% 13% 87% 66% 34% WOMEN MEN WOMEN MEN WOMEN MEN TOTAL UNDERGRADUATE ENGINEERING STUDENTS HUMANITIES STUDENTS GRADUATE SCHOOL ENROLLMENT7 30% 70% 33% 67% 28% 72% WOMEN MEN WOMEN MEN WOMEN MEN MASTER’S PROGRAM PHD PROGRAM LAW SCHOOL LABOR FORCE EMPLOYMENT RATE8 61% WOMEN 57% OECD average—women 80% MEN 73% OECD average—men LABOR FORCE9 Non-Regular Employees Regular Employees (Part-time, Contract, Temporary, and Agency Dispatched) 44% 56% WOMEN 79% 21% MEN PERCENTAGE OF WOMEN PARTICIPATING IN THE LABOR FORCE BY AGE GROUP10 79 76.1 74.9 73.1 70.3 70.1 69.6 66.5 47.4 15.6 13.8 15-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+ Male comparison Approximate time of marriage and children EMPLOYMENT STATUS11 UNDERUTILIZED LABOR FORCE12 After Pregnancy continued working 17% million women are not working, with maternity/parental leave 3 but would like to work 10% continued working without maternity/ % in age group % 53 44 parental leave 25-44 left job after % becoming 24 not employed pregnant 5% N/A GENDER WAGE GAP13 In 2013, women in regular employment earned: 16% OECD average gap % 73 WOMEN 27% GAP less than their male counterparts MEN PRESIDENTS14 BOARD DIRECTORS Of All Private and Public Of All Public Companies15 TOPIX Core 30 Index16 Companies 7.5% 1.6% 3.1% 2014 2012 2014 WOMEN WOMEN WOMEN MANAGEMENT Section Manager or Higher in Companies Section Manager or Higher The target year 2020 will coincide 17 18 With More Than 100 Employees in Companies with the return of the Olympics to Tokyo.
    [Show full text]
  • Japanese Workplace Harassment Against Women and The
    Japanese Workplace Harassment Against Women and the Subsequent Rise of Activist Movements: Combatting Four Forms of Hara to Create a More Gender Equal Workplace by Rachel Grant A THESIS Presented to the Department of Japanese and the Robert D. Clark Honors College in partial fulfillment of the requirements for the degree of Bachelor of Arts June 2016 An Abstract of the Thesis of Rachel Grant for the degree of Bachelor of Arts in the Department of Japanese to be taken June 2016 Title: Japanese Workplace Harassment Against Women and the Subsequent Rise of Activist Movements Approved: {1 ~ Alisa Freedman The Japanese workplace has traditionally been shaped by a large divide between the gender roles of women and men. This encompasses areas such as occupational expectations, job duties, work hours, work pay, work status, and years of work. Part of this struggle stems from the pressure exerted by different sides of society, pushing women to fulfill the motherly home-life role, the dedicated career woman role, or a merge of the two. Along with these demands lie other stressors in the workplace, such as harassment Power harassment, age discrimination, sexual harassment, and maternity harassment, cause strain and anxiety to many Japanese businesswomen. There have been governmental refonns put in place, such as proposals made by the Prime Minister of Japan, in an attempt to combat this behavior. More recently, there have been various activist grassroots groups that have emerged to try to tackle the issues surrounding harassment against women. In this thesis, I make the argument that these groups are an essential component in the changing Japanese workplace, where women are gaining a more equal balance to men.
    [Show full text]
  • What Explains Low Female Political Representation? Evidence from Survey Experiments in Japan Rieko Kage University of Tokyo Frances M
    Politics & Gender, 15 (2019), 285–309. What Explains Low Female Political Representation? Evidence from Survey Experiments in Japan Rieko Kage University of Tokyo Frances M. Rosenbluth Yale University Seiki Tanaka University of Amsterdam Few democratic countries have lower rates of female political representation than Japan, making it an excellent place to seek clues for female underrepresentation. We were surprised to find, based on three experimental surveys, that Japanese voters do not harbor particularly negative attitudes toward female politicians. The problem instead appears to be that women are reluctant to run for office because of socially mandated family roles. An implication of our study is that gender equality in political representation will likely founder in countries with electoral systems that require around-the-clock constituency The authors are shown in alphabetical order. We would like to thank Rafaela Dancygier, Shana Gadarian, Richard Herrmann, Yusaku Horiuchi, Greg Huber, David Laitin, Margaret Levi, Liza Mu¨ gge, Megumi Naoi, Margaret Peters, Spencer Piston, Ken Scheve, Rachel Silbermann, Teppei Yamamoto, Yuki Yanai, participants of the Syracuse University Moynihan Research Workshop, and two anonymous reviewers for their comments. We also thank Fumie Kawashima, Etsuko Sano, and Junko Takami at Nikkei Research for their highly professional support and Mayu Sugiyama, Asako Takashima, Hikaru Yamagishi, and Miranda Weinland for their excellent research assistance. This project was funded by the Yale Council on East Asian Studies, the Center for Global Partnership of the Japan Foundation, and the Murata Science Foundation. The human subject protocol of the research was evaluated by the Syracuse University and Kobe University. Published by Cambridge University Press 1743-923X/18 $30.00 for The Women and Politics Research Section of the American Political Science Association.
    [Show full text]
  • World Assembly for Women
    5th World Assembly for Women March 23 (Sat)-24(Sun), 2019 Hotel New Otani Tokyo Report W20 Japan 2019 SPONSOR September 1 2005 ブランドロゴ＿基本タイプ［ プロセスカラー再現 ］ Materials for Reproduction : Master Data ［ 再現用資料 ］ 01-3 ■ フルカラー／ポジティブ表示（ LW = 150mm ） A y u w a https://akari-kikaku.com/ https://www.seeds-virtue.com Contents 1. Opening Speech/ Keynote Speeches/ Special Address ................................................................................................................ 2 2. WAW!/W20 Joint Panel Discussion "Human Resource Development in a Changing Society with Technology Transformation" ...................................................... 4 3. WAW! Panel Discussion "Leadership for Regional Development and Job Creation" ................................................................. 6 4. W20 Panel Discussion 1 "Closing the Gender Gap for New Prosperity: Enhancing Governance for Women's Empowerment" ....................................... 8 5. High-Level Panel Discussions/ Special Sessions WAW! High-Level Panel Discussion 1 "Media and Contents to Nurture Diversity" ................................................................ 10 WAW! High-Level Panel Discussion 2 "Women's Participation in Conflict Prevention, Peacebuilding and Post Conflict Recovery" .................................................. 12 W20 High-Level Panel Discussion 1 "Creation of New Market Value by Women Entrepreneurs" .......................................... 14 W20 Special Session 1 "Gender Lens Investing: Emerging Global Trends" ............................................................................
    [Show full text]
  • Men's New Roles in a Gender Equal Society
    Men’s New Roles in a Gender Equal Society -Survey Results from Japan and East Asia- As of 26 July, 2019 (Provisional Unedited ver.) Introduction The Sasakawa Peace Foundation began working on this program in the summer of 2016. The Global Gender Gap report, released by the World Economic Forum (WEF) around that time, puts Japan at 111th out of 144 countries covered. South Korea was the only East Asian country ranked lower (116th). Even if Southeast Asia is included, the only other country with lower ranking was East Timor (125 th). In the latest 2018 report, Japan climbed just one position to the 110th rank out of 149 countries, and remains far from establishing gender equality in society. What can we do to change this situation? We have focused on men’s persistent obsession with “masculinity.” While there are signs of change, Japanese men continue to perceive “masculinity” as getting ahead in the corporate ladder and winning in the power struggle. Such a male nature (= masculinity) might be causing Japanese men to put themselves under undue stress and pressure, while also hindering women’s empowerment and inhibiting the establishment of gender equality in society. We have come to believe that we might be able to contribute to building gender equality that is desirable for both men and women alike by establishing in-depth understanding about the current status and background of Japanese masculinity and developing effective gender policies and programs that could change it. Coincidentally, momentum is building to re-examine the role of men in family life and society in general.
    [Show full text]
  • Grußwort Zum Amtsantritt
    Mitteilungen des Japanisch-Deutschen Zentrums Berlin (JDZB) Nr. 134, März 2021 echo Grußwort zum Amtsantritt Yanagi Hidenao, Botschafter von Japan in der Bundesrepublik Deutschland Am 7. Dezember letzten Jahres habe ich besucht und dort an Seminaren usw. mein Beglaubigungsschreiben dem Bun- teilgenommen. Schließlich reiste ich im despräsidenten Frank-Walter Steinmeier April 2014 aus Tōkyō an, um dort an einer überreicht und offiziell meinen Dienst Konferenz zum Thema Sicherheitspolitik als Botschafter angetreten. Nach einem teilzunehmen. Studium in Japan trat ich 1982 in das Außenministerium ein und erhielt die Auch in Deutschland halten die gravieren- Gelegenheit, zwei Jahre an der Universität den Auswirkungen der Corona-Pandemie Konstanz zu studieren. Danach folgten weiterhin an. Die Bundesregierung hat mehrere Auslandsverwendungen, u. a. daher am 19. Januar Maßnahmen zur an der Botschaft in Bonn und später in Stärkung des Schutzes vor Infektionen Berlin. Zusammen mit meiner Zeit als Ge- beschlossen, etwa eine Pflicht zum Tra- neralkonsul in München habe ich bisher gen medizinischer Masken sowie eine insgesamt über elf Jahre in Deutschland Ausweitung der Kontaktbeschränkungen. gelebt. Nachdem ich zuletzt knapp drei Auch der Lockdown, beispielsweise mit Jahre lang Botschafter in Jordanien war, ist geschlossenen Gaststätten und Geschäf- es für mich eine große Ehre und Freude, ten, dauert weiter an. Und auch wenn © Botschaft von Japan dass ich nun als Botschafter erneut in mit Beginn der Impfungen Ende letzten sellschaften, zu denen noch über 1.600 Deutschland tätig sein darf. Jahres nun erste Zeichen der Hoffnung Kooperationsabkommen zwischen den Was meine Beziehungen zum Japanisch- sichtbar werden, bleibt die Situation um Hochschulen unserer Länder kommen. Deutschen Zentrum Berlin (JDZB) anbe- Corona unbeständig und erlaubt keine Nun feiern wir in diesem Jahr „160 Jahre langt, so nahm ich im November 1987 voreilige Prognose.
    [Show full text]
  • Alexander Erich 2015 Prevention of Domestic Violence in Tajikistan
    From ‘programme transplants’ to ‘local approaches’: the prevention of domestic violence against women in Tajikistan Dissertation zur Erlangung der Würde des Doktors der Philosophie der Fakultät für Geisteswissenschaften der Universität Hamburg vorgelegt von Alexander Erich aus Düsseldorf Hamburg, den 3. April 2015 (Druckjahr) Datum der Disputation: Dienstag, 14. Juli 2015 Prüfungskommission: Prof. Dr. Frank Bliss (Erstgutachter, Vorsitzender) Prof. Dr. Michael Schnegg (Zweitgutachter) Prof. Dr. Cord Jakobeit Eidesstattliche Versicherung Hiermit versichere ich an Eides statt, dass ich die Dissertation selbst verfasst und keine anderen als die angegebenen Hilfsmittel benutzt habe. Die Arbeit wurde nicht schon einmal in einem früheren Promotionsverfahren angenommen oder als ungenügend beurteilt. Bonn, den 3. April 2015 For my sons, Yamani, Oskar, Paul and Benno This study would have not been possible without the help of many colleagues, friends and family, who advised and motivated me; thank you all for your unwavering support! I particularly want to thank Goulya Petrova, Firuza Jobirova, Dr David Cownie and Prof Dr Frank Bliss. Of course, nothing would have worked out without the generosity and patience of Mareile, whose love and friendship I am deeply grateful for. Table of contents List of acronyms and abbreviations iii List of figures iv List of tables iv List of pictures iv 1. Introduction 1 1.1 The intern ational challenge of domestic violence prevention 3 1.1.1 The ‘neglected obvious’ of international development 5 1.1.2 Shaping a response to domestic violence in Tajikistan 9 1.2 Exploring new ground in theory and practice 12 1.2.1 Expanding the anthropological engagement with domestic violence 12 1.2.2 Programme transplants and local approaches 16 1.2.3 Lack of evaluative evidence and programmatic guidance 21 1.3 Objectives and structure of the study 25 2.
    [Show full text]
  • University of Hawaiii Library a Path Toward Gender
    UNIVERSITY OF HAWAIII LIBRARY A PATH TOWARD GENDER EQUALITY: STATE FEMINISM IN JAPAN A DISSERTATION SUBMITTED TO THE GRADUATE DIVISION OF THE UNIVERSITY OF HAWAI'I PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF DOCTOR OF PHILOSOPHY IN POLITICAL SCIENCE DECEMBER 2002 By Yoshie Kobayashi Dissertation Committee: Yasumasa Kuroda, Chairperson Kathy E. Ferguson James A. Dator KateZhou Takie S. Lebra ACKNOWLEDGEMENTS I am indebted to many individuals and institutions for help with the writing of this dissertation. Singled out first for thanks are five professors at the University of Hawai'i, Manoa, who assisted me to shape the content of this dissertation. I am especially grateful to Yasumasa Kuroda, who was the supervisor of my dissertation and provided me essential intellectual and moral support and advice throughout the dissertation project. In a variety of ways, Kathy Ferguson's insightful criticism, comments, and copious and tireless editing during the dissertation process monitored the direction and clarified my arguments. James Dator and Kate Zhou were sources of substantive insight and personal encouragement throughout this dissertation project. I was also privileged to benefit from Takie S. Lebra's expertise in connecting a theoretical scheme with empirical findings. I also thank them for their support during my graduate school years. I appreciate the institutional support at the University of Hawaii, Manoa­ the Department of pOI~1 science and the Center for Japanese Studies. I gratefully acknowledge academic support from teachers of my undergraduate and master programs, although they were not directly involved in this work. For his comments and advice, I would like to express appreciations to Tanaka Yasumasa, who was my teacher of political science in GakushUin University, Tokyo and encouraged me to study in graduate programs in the United States.
    [Show full text]
  • Japan Policy Brief
    ORGANI SATIO N FO R ECONO MIC CO- OPERATIO N AND DEVELO P M ENT Japan Policy Brief OECD Better Policies Series APRIL 2015 www.oecd.org/japan Inequality GREATER GENDER EQUALITY FOR MORE INCLUSIVE GROWTH Young women in Japan are on average better educated than young men, but gender differences in the labour market remain large. Women are less likely to be employed than men and those who do work typically earn much less than their male counterparts. The gender pay gap is closely linked to men being more often in regular employment than women, with greater access to employer-provided training and benefits, as well as age and tenure-related pay increases. Japan has been modernising some of its work/life balance policies to support both parents to be in work, but investment in early childhood education and care is limited compared with other OECD countries. To achieve greater gender equality in employment and more inclusive growth, Japan needs to change the workplace culture and ensure that the tax and social security systems do not reduce work incentives for second earners in households. What’s the issue? Young women in Japan are more likely to have a university Women hold only 2.1% of seats on boards of directors in degree than young men: in 2013, 67% of women aged 25-34 Japan, compared with 36% in Norway, around 30% in France years had a tertiary degree compared with 56% of men. But and Finland and about 20% in Canada and the United States. women are less likely to be employed than men.
    [Show full text]