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The Women's Empowerment League, or WE League, was officially launched in September of 2021 as Japan's ‘first professional women's league’. While the WE League was indeed new and categorically different from previous semi-professional leagues in Japan, the declaration that it was the first professional league belied the fact that women's football in Japan had witnessed various forms and degrees of professionalisation over the course of more than 30 years. While full professionalisation is a logical and important goal as women seek equity with men on football pitches and in other sports, I propose that revisiting the history of Japan's women's League provides useful material for contemplating the diverse factors that have motivated support for women's football, driven and derailed international success, and prompted increased professionalisation. Additionally, I argue here that although commercial and advertising interests in women's football have grown in recent years in Japan, the WE League's platform of social welfare and ‘women's empowerment’ is simply the newest iteration of a discourse packaging women's football as emblematic of progressive politics and ‘first-world’ gender norms, which has motivated much of the financial backing – from both the Japan Football Association (JFA) and corporate ranks – of teams and women professionals for the last three decades. Numerous stakeholders have sincere desires to improve not only the status of women's football but also of women in their country; however, the marketing and promotional messaging aimed at furthering those goals commodify critical issues such as women's empowerment and equal opportunity, and thus run the risk of depoliticising them.

This research aims to explore whether or not the widely adopted diversity management strategy of Japanese firms aids female self-initiated expatriates' careers. Japan is famous for its male-dominated society (e.g. Hofstede, 2003), which seems to conflict with the recent fading of this strategy in Japanese firms. To what extent does the strategy work for Japanese organisations and how do female self-initiated expatriates perceive it?

An interview-based qualitative methodology is used to collect testimony from female self-initiated expatriates who are currently working fulltime in Japanese firms. The interviews were conducted with 22 female expats who come from 13 different countries.

Although the strategy aims for equality, gender still matters in Japanese society and within firms. The interviews found that male-centred rules set out every single step for local employees' behaviours. “Male things” are defined everywhere at work, which makes female expats sceptical of Japan and Japanese firms. The dynamics of the male-based rule seem to eliminate female expats from the centre of organisational society.

Discussion over female expatriates has been increasing due to the frequent movement of international labour to Japan. Also gender fairness has been pushed by the international community, including Japanese. These factors, however, have yet to be explored in the context of the Japanese workplace for female international expatriates. What do we know about female expats working in Japan? What does the male dominance mean for female expats? This study provides an initial insight on female and expatriate diversity management in Japan.

This study aims to explore the mechanism of the relationships between financial and non-financial outcomes and gender equality through a case study of a Japanese bank that has consistently pursued gender equality.

A single case study was adopted to explore the outcomes of promoting gender equality. Primary data were collected from 12 semi-structured interviews. Data were analysed by rereading and coding the interview responses coded to generate themes.

Through governance reform in Company A, women have been placed in top management positions and the number of female managers has increased, allowing frontline intentions to be reflected in decision-making. The increased number of female managers has led to a decrease in female turnover, men taking parental leave, improved training of female managers and the recruitment of excellent new graduates. The appropriate allocation of jobs to female managers and employees also meets customer needs and has led to increased sales. Finally, involvement of female employees in product development in male-dominated workplaces brings women’s experiences and perspectives to product development, resulting in the development of products that are favoured by customers.

This study determined the mechanism behind the relationships between financial and non-financial outcomes and gender equality, based on agency, upper echelons, resource dependence, institutional and social role theories. It also contributes to gender equality research methodology by providing compelling qualitative stories of gender equality outcomes to increase a company’s commitment to promoting gender equality.

Japan is perhaps the worst of the top industrialised nations in its treatment of its female labour force. Although some improvements have been made, discrimination still exists in all aspects of employment, particularly in opportunity, reward and recognition. Japanese women feel that the two most important avenues for achieving greater equality are self‐improvement and the realisation of changes in societal attitudes, whereas changes in the law are not felt to be so important. Recent trends in employment status, employment by industry and occupation and part‐time work as well as age and educational background as regards working women in Japan are examined. Legislation is briefly described. Understanding the situation in different countries is a prerequisite for gaining the broader perspective necessary for the achievement of universal equity and mutual global prosperity.

This paper analyses competitive balance in the “big five” women's football leagues in Asia longitudinally between 2010 and 2019.

Competitive balance has been measured using recognised measures of concentration, HICB and NHICB, alongside recognised measures of dominance, i.e., identification of top teams. A time-trend analysis has been employed to identify trends of CB in the respective leagues followed by ANOVA and relevant post-hoc tests to identify difference in concentration measures. A multiple linear regression analysis has been conducted to identify the impact of external economic factors on CB.

Some significant differences were detected in the levels of concentration between leagues. There was also some variation in terms of some leagues being dominated by a fewer number of teams. However, these two measures of competitive balance (concentration and dominance) were not necessarily correlated with each other. The paper also tries to find the optimum number of teams to maintain CB in the women's football leagues in Asia, but an exact figure could not be found.

Some significant differences were detected in the levels of concentration between leagues. There was also some variation in terms of some leagues being dominated by a fewer number of teams. However, these two measures of competitive balance (concentration and dominance) were not necessarily correlated with each other. External economic factors were found to have negative impact on CB.

The paper is an original research and aims to add to the growing body of CB research in world through analysis of competitive balance (ACB).