Before 1986 many Japanese companies ran openly separate paths for men and women. The Equal Employment Opportunity Act, passed in 1985 and in force from April 1986, made that untenable, and large employers replaced it with course-based employment management. Graduates now chose, or were steered into, a track.
Sogoshoku is the main track. Its members do judgement-based work, rotate across functions every few years and accept transfers anywhere the company operates, including abroad. In return they are on the path to kacho, bucho and beyond. Ippanshoku, the general or clerical track, does routine and support work, does not relocate and has a lower pay ceiling. For years it was staffed overwhelmingly by women, and the labour ministry's own surveys still show women heavily concentrated there. Many companies added a middle option, a region-limited career track with the same kind of work but no relocation and somewhat lower pay.
The law has tightened around the system. Since 2007 the act has prohibited indirect discrimination, including requiring willingness to relocate nationwide without a real business need. The tracks are not legal categories, and companies can and do redesign them.
What it means for a foreign employer
- Read sogoshoku on a CV as the generalist path. A candidate from a large Japanese company's career track has usually rotated through several functions. Expect breadth and a strong internal network rather than deep specialism.
- Do not dismiss ippanshoku backgrounds. Many able women started on the clerical track because it was the only one offered, and later moved to foreign companies where they built strong careers.
- No-relocation is a selling point. Career-track candidates expect to be moved at the company's discretion. A role with a fixed location is attractive, especially to those with families.
- Compare levels with care. A career-track employee in their thirties may still be below kacho because of seniority, not ability.
Sources
- Act on Securing Equal Opportunity and Treatment between Men and Women in Employment (enacted 1985, in force April 1986; indirect discrimination provisions in force April 2007), Article 7.
- Ministry of Health, Labour and Welfare, guidance and surveys on course-based employment management.