Challenges and Opportunities of Managing a Diverse and Inclusive Workforce in Japan

Abstract

Purpose: The aim of the study was to investigate challenges and opportunities of managing a diverse and inclusive workforce in Japan
 Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
 Findings: Managing diversity and inclusion in Japan is challenging due to cultural norms, language barriers, and talent shortages. However, it also offers opportunities for innovation and global competitiveness. Initiatives are gaining momentum, supported by government policies, making progress possible despite the obstacles.
 Unique Contribution to Theory, Practice and Policy: Social identity theory, intersectionality theory & inclusive leadership Theory may be used to anchor future studies on challenges and opportunities of managing a diverse and inclusive workforce in Japan. Organizations should move beyond surface-level diversity efforts and implement holistic strategies that address both demographic diversity and cognitive diversity. Implement policies that promote diverse hiring practices.