Competition for talent intensifies with 'mandatory disclosure of female management ratio'. High-class working mother agency 'mog career' hits 30,000 members

The membership of 'mog career,' a specialized talent database for high-class working mothers operated by mog Co., Ltd. (Headquarters: Shibuya-ku, Tokyo; President: Akie Inada), surpassed 30,000 in April 2026 and reached 32,500 as of June 2026. The membership has grown by approximately 1.5 times from 22,000 in April 2025, with an increase of 2,000 in the two months from April to June 2026.

Competition for mid-career female talent intensifies with mandatory disclosure of female management ratio

Under the revised Act on Promotion of Women's Participation and Advancement in the Workplace, enacted in April 2026, companies with 101 or more regular employees are now required to disclose their 'female management ratio' and 'gender wage gap.'

Currently, the female management ratio in Japanese companies stands at only 11.1%, still significantly lower than the government's target of 30%. Furthermore, 'filling immediate vacancies' was the most common reason for mid-career recruitment in the first half of 2025, highlighting the urgent need to address both the improvement of female management ratios and labor shortages. In this context, securing experienced female talent as future management candidates has become a key management issue for companies.

Expansion of female employment and career opportunity mismatch

The number of employed women reached a record high of 31.26 million on average in 2025. On the other hand, 34.0% of female regular employees raising children are on the 'mommy track,' a state where 'the difficulty and responsibility of work are lower than before pregnancy, and there are no career prospects,' and 46.0% of working women aged 26-40 raising children answered that they 'fall under the mommy track.'

In addition, among general employees aged 26-30, the percentage of those who experienced 'authority expansion through promotion' was only 18.8% for women compared to 35.4% for men, suggesting a disparity in career development opportunities.

Furthermore, 35.0% of regular employees have considered resigning or retiring due to child-rearing.

With companies facing challenges in securing immediate talent, the presence of working mothers who have experience and skills but are not getting sufficient opportunities is one of the issues in the Japanese labor market.

The company is working to resolve this supply-demand gap by matching high-class working mothers aiming for career advancement with companies seeking immediate female talent.