The Waseda University has made a public announcement of its “gender pay gap*” and “childcare leave rate.” This publication was made in response to the amendments to two laws: the Act on the Promotion of Women’s Participation and Advancement in the Workplace, and the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members.
*Here, the said gap is calculated as follows: women’s average annual pay ÷ men’s average annual pay x 100%
- Gender Pay Gap
| Gender Pay Gap （Academic Year 2022） |
Full-time faculty and staff with indefinite term of employment | 83.2% |
| Faculty and staff with definite (fixed) term of employment, etc. | 108.1% | |
| Overall | 61.9% |
Time Period of Implementation: Academic Year 2022 (April 1, 2022 – March 31, 2023)
- Equality between men and women at the Waseda University in terms of the payment system and payment status is required.
- An average annual pay gap has occurred for “full-time faculty and staff with indefinite term of employment.” In other words, owing to the University’s promotion of women’s participation and advancement, there has been significant hiring of fresh as well as old university graduates who are women. This has skewed the age distribution of staff, as women have relatively fewer years of employment (length of service) than men. Thus, the number of full-time women staff with relatively low pay has increased, leading to a pay gap.
- The ratio for the number of male staff is 1:3 for “full-time faculty and staff with indefinite term of employment” to “faculty and staff with definite (fixed) term of employment, etc.” Meanwhile, this same ratio for women is 1:7.The Waseda University has been endeavoring to employ women as “full-time faculty and staff with indefinite term of employment.” Nevertheless, for the “Overall” category, an average annual pay gap has occurred between men and women. This is because of the relative differences between men and women as explained above, as well as the higher proportion of men among the “full-time faculty and staff with indefinite term of employment”—the pay is relatively higher for this category.
- Childcare Leave Rate
| Childcare leave rate among men | 43% |
| Childcare leave rate among women | 79% |
Time Period of Implementation: Academic Year 2022 (April 1, 2022 – March 31, 2023)
- The childcare leave rate is determined based on the stipulation in the “Act on Childcare Leave, Caregiver Leave” as follows: Number of staff who have availed themselves of childcare leave, etc. / Number of staff, or their spouse, who have given birth.
- Numbers are rounded-off to the nearest decimal point.
These statistics will be recalculated and published after each academic (business) year.
