In Kanagawa, the monthly wage gap between men and women is ¥5,600 at ages 20–24, but widens to ¥101,400 at ages 40–44 and ¥149,500 at ages 55–59. Even when men and women begin their careers at nearly the same level, differences in promotion, tenure, and patterns of continued employment accumulate over more than two decades.
Scheduled monthly wages in Kanagawa by age and gender (2023, all industries and company sizes)
| Age group | Men | Women | Gap (men − women) | Women ÷ men |
|---|---|---|---|---|
| 20–24 | ¥238,500 | ¥232,900 | ¥5,600 | 97.7% |
| 25–29 | ¥276,800 | ¥257,500 | ¥19,300 | 93.0% |
| 30–34 | ¥318,500 | ¥282,100 | ¥36,400 | 88.6% |
| 35–39 | ¥359,500 | ¥291,600 | ¥67,900 | 81.1% |
| 40–44 | ¥408,500 | ¥307,100 | ¥101,400 | 75.2% |
| 45–49 | ¥424,700 | ¥311,800 | ¥112,900 | 73.4% |
| 50–54 | ¥452,700 | ¥303,600 | ¥149,100 | 67.1% |
| 55–59 | ¥465,300 | ¥315,800 | ¥149,500 | 67.9% |
The female-to-male ratio falls from 97.7% to the high-60% range
At ages 20–24, women's wages are 97.7% of men's, with a gap of just ¥5,600. The ratio declines gradually to 93.0% at ages 25–29 and 88.6% at ages 30–34.
By ages 40–44, however, the ratio is 75.2%, and at ages 50–54 it is 67.1%. The monthly gap exceeds ¥100,000 in the early 40s and reaches ¥149,500 at ages 55–59. The core issue is therefore not starting pay, but who moves into management and higher-paying occupations after their 30s, and who changes working hours or occupation along the way.
Why a concentration of large companies does not automatically close the gap
Yokohama, Kawasaki, and Atsugi host large employers such as Nissan, Fujitsu, NEC, and Sony, but technical, R&D, manufacturing, and managerial roles in these sectors often have higher male representation. By contrast, women are more heavily represented in health care, welfare, services, and clerical work, where wage ranges and management ratios differ. These differences in industry and seniority become more visible in average wages as workers age.
The 30s and 40s also overlap with childbirth, childcare, and the period in which many workers are considered for promotion. In households facing long commutes from Yokohama or Kawasaki to central Tokyo, one partner may choose shorter hours, non-regular employment, or a workplace change to balance childcare and household responsibilities. The rapid widening of a gap that is small among younger workers can therefore reflect not only wage systems but also how paid work is divided within households.
How to read these figures
These figures are scheduled monthly wages aggregated across all industries and company sizes. The table alone does not show differences in occupation, position, tenure, employment type, or working hours. Bonuses and overtime pay are also excluded, so this is not a comparison of total annual income.
What the data directly show is that, in Kanagawa's published 2023 figures, the gender gap becomes wider with age. Understanding the causes requires looking alongside occupational and employment-status data as well.
Conclusion: Kanagawa's gender gap is mainly a post-30s career issue, not an entry-pay issue
In Kanagawa, the wage gap is small among younger workers but expands after the 30s as promotion, occupation, and continuity of employment diverge. The narrow gap in the 20s alone is not evidence that the disparity has disappeared; management promotion and continued employment through the childcare years need to be considered together.
- The gap at ages 20–24 is ¥5,600, with women at 97.7% of men's wages
- The gap exceeds ¥100,000 at ages 40–44
- At ages 55–59, the gap reaches ¥149,500
- The main issue is less starting salary than career continuity and promotion into management after the 30s
Source: Ministry of Health, Labour and Welfare, Basic Survey on Wage Structure (2023)
📊 Analysis notes
- Statistics used: Ministry of Health, Labour and Welfare, Basic Survey on Wage Structure (e-Stat table ID: 0003426933, view on e-Stat)
- Area covered: Kanagawa Prefecture
- Reference year: 2023
- Data retrieved: June 6, 2026
- Note: The article centers on values published in the official statistics. Interpretation of the background may also involve factors not directly shown in the table, such as occupational mix, position mix, and employment status, so the published figures should be distinguished from contextual interpretation.
Figures in the charts and tables were independently compiled and visualized from the statistical data above.