Language Education, Gender, and Inclusivity: Focusing on Japanese Language Education in Sri Lanka

Abstract

The female population in Japanese language education in Sri Lanka is remarkably high compared to male population. Not only learners, but the number of female teachers also outsmart the male teachers. However, this kind of gender distribution is not something specific to Japanese language education. Research has highlighted that in many parts of the world male has less interest in learning languages than female. Some studies prove that boys think that learning foreign languages would not lead them to lucrative careers and some believe that language learning is not something 'real boys' do or are good at. Nonetheless, when considering the number of Sri Lankans who apply for visa to enter Japan, male population is significantly higher than females. In recent years specialists in Information Technology have more tendency to get job placements in Japan. Further, in 2019 Japan has opened its doors to Sri Lanka for a visa category called Specified Skilled Worker (SSW) which offers 4 employment fields from Sri Lanka. To apply for SSW visa, one should clear a language competency test and skill test of the relevant field. Does the increase in employment opportunities in Japan has any impact on the attitudes of language learning among male population? Thus, this paper explores current situation of the Japanese Language education in Sri Lanka focusing on gender distribution. Both quantitative and qualitative research methods are used in gathering and analysing data. The findings show that though there is a growth of male population among learners the attitudes towards learning Japanese are not changing as fast as the rapidly growing enthusiasm to work in Japan. Though there are new opportunities in Japan, if language competency is not recognized as a soft skill that goes beyond gender stereotype, we will fail to gain the best from the available paths. Further, changes towards inclusiveness in the curriculum as well as inclusiveness in the recruiters are given as recommendations to improve the current situation.