A mixed-method examination of the impact of gender and cultural diversity on Japanese organizational practices and strategies

2020 Fiscal Year Final Research Report

• Project/Area Number: 15K03598
• Research Category: Grant-in-Aid for Scientific Research (C)
• Allocation Type: Multi-year Fund
• Section: 一般
• Research Field: Management
• Research Institution: Waseda University (2018-2020); Hitotsubashi University (2015-2017)
• Principal Investigator: Edman Jesper 早稲田大学, 商学学術院, 准教授 (20615976)
• Project Period (FY): 2015-04-01 – 2021-03-31
• Keywords: Diversity / Female managers / Foreign employees / Organizational policies / Strategy

Outline of Final Research Achievements

Japanese companies adopt diversity strategies for three different reasons: as a solution to labor shortages, as a source of innovation, and in some cases for reasons of equality. Across these strategies, the biggest challenge is retention of employees, including both women and foreigners. The study indicates policies that balance integration with a recognition of women and foreigners' unique skills and capabilities are the most effective in retaining workers. Policies that treat women and foreign employees as equal to male Japanese employees often lead to alienation and a loss of identity, whereas strategies that provide "special treatment" for women and foreigners lead to feelings of exclusion. While Japanese companies have begun to adopt balanced integration-type strategies, evidence suggests more needs to be done, as the employment of women and foreigners has no statistically significant effect on firm performance.

Free Research Field

Diversity management

Academic Significance and Societal Importance of the Research Achievements

To realize gains from diversity, companies must integrate women and foreigners into the firm while also recognizing their unique skills and capabilities. Companies should avoid policies that ignore women and foreigners unique skill-sets, or which treat them as exceptions to regular employees.