So why Womenomics?

我們今天為何要討論女力經濟？

Back in 1999,

1999 年時，

I decided to write a research report called "Womenomics",

我決定寫一篇以「女力經濟」為題的研究報告。

because I strongly believed and I do today,

因為我始終深信，

that part of a solution to Japan's myriad of structural challenges

能夠解決日本社會種種結構性問題的其中一種方法，

lies right in front of our eyes:

就是在場的各位女性。

half the population.

占了日本總人口數的一半。

What are some of these structural challenges?

我們面臨的結構性問題有哪些？

First and foremost is the D-word, demographics.

首先最重要的就是這個「人」開頭的字，「人口結構」。

Many of you are familiar with these statistics,

相信大多數人都對這些數據不陌生，

but in case you are not, let me remind you.

但以防有人不清楚，容我再說明一次。

By the year 2055, in most of our lifetimes,

未來在 2055 年，在諸位的有生之年，

the total population of this archipelago,

日本的總人口數，

will shrink by one third.

將會縮減三分之一。

By that time, as you see,

到那個時候你會發現，

the percentage of the gray population,

日本老年人口的比例，

will have doubled from 20% to over 40%.

將會從原本的 20% 倍增到超過 40%。

These statistics are scary,

這些數據相當驚人。

and demographics are so severe that --

我們面臨的人口結構問題是如此嚴峻。

did you know Japan is the only OECD country,

各位知道日本在經合組織中是唯一一個，

where there are actually more pets than children? (Laughter)

寵物數量比兒童人口數還要高的國家嗎？

I didn't make that up.

這不是我危言聳聽。

I looked that up.

而是我實際得到的數據。

And if you look at it globally, of course,

如果各位放眼國際，

Japan, the line is here in the red,

紅色那條線代表日本，

the percentage of the population that is the workforce population.

百分比的部分代表勞動人口比例，

Of course demographics is a challenge for every developed economy,

全世界的已開發國家確實都有人口結構的問題。

but Japan, as you can see, is going to be shrinking,

但透過圖表你會發現，日本勞動人口比率下降的速度，

its workforce population faster than anywhere else.

比任何已開發國家都還要快。

So what are the answers? What are the solutions?

那有沒有辦法解決呢？如何改善這個狀況？

Basically, as far as I can tell, there are only three:

目前為止我能提出的解決方案基本上只有三種：

1. Raise the birth rate.

1. 提高生育率。

2. Change immigration laws.

2. 改善移民條款。

And 3. again, use half the population more effectively.

3. 善用女力，就像我開頭所提到的。

The first one I think the government has tried to fix,

我認為日本政府有在嘗試提高生育率。

but unfortunately, many young Japanese people,

不幸的是，很多日本的年輕世代，

many of you may be in this room,

或許也包含在場許多年輕人，

have decided to say no to marriage.

都不想結婚。

And as the ratio of unmarried Japanese rises,

日本在不婚率持續攀升的情況下，

of course it is a little bit difficult to raise the birth rate, isn't it.

要提高生育率應該是有點困難吧？

2. Immigration.

2. 改善移民條款。

I personally believe this is inevitable,

我個人認為引進移民是個不可避免的過程，

but it is likely to take a little bit more time.

但這方面可能仍需要一些時間去克服。

So that leaves us with the third,

所以我們剩下善用女力經濟，

I think most practical near-term solution.

我想這是近期內最實際的改善方法。

Good news and bad news.

不過我們有好消息和壞消息。

First of all, good news is,

首先，好消息是，

Japan's female labor participation rate,

日本女性的勞動參與率，

women working today, has reached a record high of 60%.

也就是現今有工作的日本女性比率，來到 60% 的新高。

I wrote my report 12 years ago,

我的女力經濟研究報告是十二年前寫的，

and I am glad to see there has been progress.

我很高興看到日本在這方面有所成長。

The bad news however is, on a global comparison,

壞消息是，相較於全世界而言，

this is where Japan ranks,

日本的排名在這裡，

well below most other advanced nations,

女性的勞動參與率仍遠低於其他先進國家。

especially in countries like Scandinavia,

特別是相較於斯堪地那維亞半島上的國家，

where that ratio is close to 80%.

他們女性勞動參與率高達將近 80%。

So what are the issues here?

我們的差別在哪裡？

One is what I call the uniquely Japanese phenomenon,

其中一點是日本特有的一種現象，

called the "M字カーブ", the M-curve.

我稱它為「M 字カーブ」，也就是 M 曲線。

What am I talking about here?

M 曲線跟我們在談的主題有什麼關係呢？

If you look at this graph,

請仔細看這張曲線圖，

and I know it is a little bit difficult to look at graphs at this hour of the day,

我知道在這個時段要集中注意力判讀曲線圖有點難，

but bear with me,

但請忍耐一下。

this is basically ages, age groups on the horizontal,

基本上，橫軸表示年齡層，

and the vertical is the percentage of women working.

縱軸則是女性勞動參與率。

Now typically in any society,

通常在每個社會中，

you leave school, you enter the workforce,

人們會離開學校然後進入職場，

and you stay in the workforce until you retire.

最後一直工作到退休。

In most economies, that is sort of this hill-shaped curve,

在多數的經濟體中，這個過程會呈現一個像山丘的曲線。

but in Japan you have this "谷",

但在日本卻呈現了一個類似「山谷」的曲線。

you have a valley between the ages of what,

日本女性勞動參與率在哪個年齡層形成了低點？

late 20s and late 40s.

在 20 歲末到 40 歲末之間。

Now ladies and gentlemen, think about this.

現在請各位思考一下。

Those of you who are working,

如果各位有在工作，

isn't the late 20s to late 40s period in anybody's career,

20 歲末到 40 歲末的年紀對各位而言，

the most productive period of one's career?

不就是工作產值最高的黃金時期嗎？

And Japanese women, for the most part, are MIA.

但大多數的日本女性都消失了，

Missing in action.

從職場上消失了。

One of the bigger issues of course,

其中一個比較主要的原因，

as many of you know,

如同各位所知道的，

because of the M-curve -- one of the reasons is,

形成 M 曲線的一個重要因素，

that many Japanese mothers don't work.

是因為許多日本媽媽都是家庭主婦。

In fact, 70% of Japanese mothers

事實上有超過 70% 的日本媽媽，

quit working after their first child.

都在生完第一胎後辭掉工作。

And internationally, if you look here,

從這張圖表各位可以看到，與世界各國相比，

only about roughly a third of,

在日本育有 6 歲以下幼兒的媽媽中，

Japanese mothers with children under the age of 6 are working.

僅有約三成的媽媽投入職場。

Compare that to Sweden, close to 80%, the US, 60%, etc.

相較之下瑞典則將近高達八成，美國也有六成，依此類推。

Why don't more women work?

為何日本女性投入職場的比率不高？

These are four reasons:

有四個因素：

day care/nursing care, tax issues,

托育及看護問題、稅務問題、

diversity focus, and immigration.

缺乏多元化意識以及移民問題。

Let me focus though on 1. and 3.

讓我們深入探討第一點和第三點。

This is a very common topic of discussion.

托育問題是我們在日本談論女力經濟時，

When we talk about womenomics in Japan,

相當常見的議題。

there is simply not sufficient daycare.

日本的托育機構數量非常不足。

Yes, the Japanese government has made some progress,

日本政府確實有著手改善，

in expanding those facilities, but the reality is,

增設托育機構。但實際情況是，

the percentage of Japanese children under the age of 3

日本 3 歲以下幼兒，

currently in the care of a daycare facility stands at 28%.

能夠加入托育機構的比例僅有 28%。

Look at France, 43%, or Denmark, over 60%.

相比之下法國有 43%，丹麥則高達 60% 以上。

It's not also, by the way, daycare or childcare outside the home.

這還只是日間托育的狀況。

What about inside the home?

那在家裡又是什麼狀況呢？

This of course entertained my husband to know,

我先生覺得這個數據很有趣。

but the average number of hours,

爸爸們每天平均會花多少時間在家庭上？

this is a government study,

根據政府調查結果，

that fathers in Sweden, Norway, US, and Germany,

瑞典、挪威、美國和德國爸爸們，

spend on childcare and household chores,

照顧小孩及打理家務的時間，

is over 3 hours a day.

每天平均超過三小時。

In Japan, 1 hour a day.

而日本爸爸每天平均只投入一小時。

And look at that red section of the Japan bar,

請看長條圖中日本的紅色區塊，

that is 15 minutes on the children.

顯示日本爸爸每天平均只花十五分鐘陪孩子。

OK, let me see gentlemen. 15 minutes.

好的各位先生，十五分鐘。

You probably spend more than 15 minutes, my guess, taking "お風呂", bath?

我猜各位應該會花超過十五分鐘在「お風呂」，洗澡？

Maybe more than 15 minutes a day watching TV?

也會花超過十五分鐘來看電視吧？

OK, let the truth be told.

面對現實吧。

So there is a big issue with cooperation and mutual care, inside the home as well.

無論在家庭內外，我們在合作互助方面都還有很大的進步空間。

Inadequate focus on diversity,

大眾缺乏職場性別多元化意識，

this is to me a huge issue.

在我看來是個很嚴重的問題。

The last 5 years, in most of the developed world,

過去五年在大多數先進國家，

we have seen concrete progress.

已經能看到顯著的進步。

Change doesn't always happen from the bottom up,

改變不總是從基層開始，

oftentimes it has to happen from the top down.

很多時候必須從高層開始往下帶動。

To change things in society,

要改變社會風氣，

You do need to put agents of change in leadership positions.

我們必須讓改革者居於領導位置。

So the percentage of Japanese managers is still 9%.

目前日本女性管理階級在職場上的比例仍只有 9%。

This is the same ratio it was 5 years ago.

這個比例和五年前如出一轍。

Other countries are 35-50%.

其他國家則落在 35% 到 50% 之間。

We need more role models.

我們需要更多典範。

Interestingly, let's see, 25 years ago, the Japanese government,

有趣的是，其實日本政府早在約 25 年前，

actually passed the equal employment opportunity law, "均等法".

就通過了「男女雇用機會均等法」，日文稱「均等法」。

Despite that, on average, Japanese women earn today,

但現今日本女性的平均薪資，

still only two thirds that of their male counterparts.

卻仍然只有男性平均薪資的三分之二。

Now as you can see on this graph,

各位可以從這張圖表中看到，

gender wage gaps exist everywhere, not just Japan.

不單是日本，全世界各國都有男女薪資差異的問題。

But if you think about it, if I am a Japanese woman,

仔細想想，如果我身為一個日本女性，

and no matter how hard I work, no matter how hard I try,

無論我有多努力工作，多努力嘗試突破，

I know, that I am always going to be discriminated for pay and promotion.

終究無法與男性同工同酬，或擁有同等的升遷機會。

What am I going to do?

我該如何是好？

I'm probably not going to continue, right?

我可能就選擇放棄了，對吧？

So this to me is a law, superficially,

對我來說這條法律僅僅是一項條文，

but it is not really enforced in the way it should be.

而沒有真正發揮效用。

Many people ask when I give these talks on Womenomics,

在我發表女力經濟的演講時，很多人會問：

"But does it really matter?"

「促進職場性別多元化真的很重要嗎？」。

And I think, the statistics prove a resounding yes.

我想實際數據已經給出了肯定的答案。

Because if you look at companies that have adopted explicit practices to promote diversity,

各位可以觀察那些有付出實際行動促進職場性別多元化的公司，

for example, programs to support working mothers,

舉例來說，公司會規劃輔助在職媽媽的專案，

or programs to ensure objective evaluation and performance metrics.

或是訂立考核標準和落實考核公平等。

The red bar shows you the average profit margin of those companies,

紅色長條代表這類公司的平均淨利率，

is higher than the blue bar of companies that do not.

可以看出相較於那些沒有作為的公司而言高出許多。

But let me tell you, the number 1 obstacle I encounter,

但我可以告訴各位，我最常遇到的質疑聲浪，

when I talk about Womenomics in Japan, is this.

是我在日本發表女力經濟演講時，人們會問：

"But Matsui-san, if your thesis is right

「但松井女士，假設您這項理論沒有錯，

and we have more Japanese women working in society,

而我們也讓更多日本女性投入職場，

is that not going to lower the already very low Japanese birthrate?"

這樣不會使原本就很慘澹的生育率變得更低嗎？」。

How many of you have heard that statement before?

在場有多少人聽過這個論點？

Yes, many people. Well, it is a very nice thesis,

看來很多人都聽過。這確實是個有力的論點，

sounds good, but empirically this is false.

聽起來頗有道理，但實際情況證實這是個錯誤的觀念。

Look at this graph.

請看這張圖。

I am simply plotting: vertical axis is fertility rate,

我簡單地將縱軸劃分為生育率，

horizontal axis is women in the workforce.

橫軸為女性勞動參與率。

Don't bother with the dots, look at the red line.

先不要看點，請看那條紅線。

That is a positively sloped curve. In other words,

這是一條正斜率的曲線。換言之，

the more women working in a country,

一個國家的女性勞動參與率越高，

the higher the birthrate, not the opposite.

該國的生育率也會相對提高，而不會降低。

Look at Sweden, United States, United Kingdom, France, Australia.

在瑞典、美國、英國、法國和澳洲都是。

Now the Japanese in this audience don't believe me or don't believe these statistics.

我可以告訴那些仍對我的言論或是研究數據存疑的日本觀眾，

It is true in your own country.

這是一項不爭的事實。

This is the "47都道府県", 47 prefectures.

這是「 47 都道府県」，日本的 47 個一級行政區。

The slope, look at that, exactly the same.

圖中的紅斜線和上一張圖幾乎如出一轍。

Okinawa, Fukui, Nagano, relatively higher female participation rate in the workforce,

沖繩縣、福井縣和長野縣的女性勞動參與率相對較高，

and relatively higher birthrate.

所以生育率比起其他縣也相對較高。

So what is the upside, if we could implement Womenomics?

如果日本能實踐女力經濟，可以帶來哪些效益？

I know it is a bit of a dream, but let's pretend for a moment.

我知道這個目標還有點遙遠，但先假設我們做得到。

If we could raise Japan's female participation rate,

如果我們能提升日本女性勞動參與率，

I showed you that at 60%, to match that of Japanese males at 80%,

假設提升到 60%，配上日本男性勞動參與率約為 80%。

this is the potential upside to GDP:

日本的國內生產毛額將會提升：

15%! 15% lift to Japanese GDP level.

15%！日本的國內生產毛額將會提升 15%！

That to me is well worth it.

我認為這是值得一試的策略。

Now what do we do finally? Four things.

最後我們還有哪些事要做？總共有四點。

1. Change that mindset.

1. 調整心態。

Diversity Womenomics should not be an extracurricular activity,

促進職場性別多元化的女力經濟不應該只是輔助手段，

it has to be core to a company's bottom line strategy,

它必須成為公司的核心經營理念，

and in order to fulfill longer potential growth for an economy.

以帶來更長期的經濟成長。

2. Flexible work and objective evaluation practices.

2. 彈性工時與考核公平。

Flexible work, many people talk about flexible work for women.

很多人都曾提出女性需要彈性工時。

Think about it. If more Japanese women are not getting married,

試想如果有越多日本女性不婚，

that must mean there are also lot of single Japanese men,

相對應該也會有越多日本男性單身，

who are single child,

這些人可能是家中獨子，

Who have to take care of eventually their ageing parents, no?

最終都必須獨自擔起扶養年邁父母的責任，是吧？

They are going to need time off.

他們需要休假。

They are going to need more flexible work styles.

也會需要更彈性的工作方式。

So this is not a gender issue.

所以這跟性別本身沒有關係。

Flexible work arrangements are for men and women.

無論男女都需要彈性工時。

3. Deregulation of nursing, daycare, and immigration.

3. 放鬆對於看護、托育以及移民的管制。

Japan has agreed with the governments of the Philippines and Indonesia,

日本政府已經與菲律賓政府和印尼政府達成協議，

to welcome 1000 nurses. That is great.

將開放 1000 名看護進入日本。這是好事。

But if you want to stay beyond three years, guess what,

但這些看護如果想要在日本待三年以上，你猜怎麼著？

you need to pass a national certification exam in Japanese,

這些看護必須以日文通過日本國家考試，

to stay and keep your visa.

才能夠保有工作簽證與居留資格。

Last February, 257 nurses took this test, 3 nurses passed.

去年二月，257 名參加日本國家考試的看護僅有 3 名合格。

If you are going to invite them, don't set the bar so high.

如果日本政府想要開放移工進入，就不該把標準設得太高。

Finally, a critical mass of female role models.

最後一點，關鍵多數的女性楷模。

This is very important.

這非常重要。

I actually used to be a huge opponent to anything related to quotas, affirmative action.

我過去相當反對與配額還有優惠性差別待遇有關的措施。

I have begun to evolve my thinking.

但我的思維已經開始改變了。

The government of Norway, 2004, adopted a legal quota system,

挪威政府自 2004 年起施行董事會性別配額制，

so that every publicly listed company in Norway,

該政策要求挪威每一間上市公司，

had to have at least 40% of their corporate boards female.

其董事會的組成至少有 40% 必須是女性。

Now can you imagine if you are sitting in corporate Norway,

各位能想像自己正坐在挪威的公司裡嗎？

at that time, you said "No way!".

在當時，你一定會說：「不可能！」。

There are not enough talented capable Norwegian women to fill our board's seats.

「挪威根本沒有這麼多才女有能力當董事。」，

It ain't gonna happen.

「這絕對不可行。」。

Guess what happened.

各位猜結果如何？

One year went by, two years went by.

一年過去了，兩年過去了。

Today, most companies have fulfilled this legal quota of 40%.

現在絕大多數公司都達成了法定 40% 的女性董事配額。

Why? Because the women were there.

為什麼？因為有能力的女性其實大有人在。

They just crawled out of the woodwork.

她們只是不再劃地自限。

They were lifted by other people,

這些女性受他人提攜，

and now they are in important positions of decision making.

然後攀升到握有決策權的重要職位。

This is not impossible.

這不是天方夜譚。

And I think Japan in particular, given how far behind it is,

尤其是仍遠落於人後的日本，

maybe does need a little bit of an extra push

也許就是需要一點額外的動力，

to take the numbers up.

好增加女性楷模的數量。

And finally for those of you in this room who are female

最後我想告訴在場所有女性，

and there is lots of you and that is great to see,

我很高興看到有這麼多女生來聽我的演講，

if you don't remember anything from my presentation today,

即使妳忘了我剛剛的演講內容，

remember one thing: there is no such thing as a glass ceiling,

也要記得一件事：「玻璃天花板並不存在，

it is just a thick layer of men.

那道厚實的阻礙只不過是一堆男人而已。」

Thank you very much.

謝謝。