The lack of gender equality in management positions is a global phenomenon and the barriers women face when accessing leadership positions are proven by research (Villamil López & Alonso Almeida, 2013). According to ILO (2016) in Asia, for example, 30% of business leaders surveyed mentioned that most of the mid-career or senior women who left their jobs voluntarily did so due to family commitments. If we focus on Japan, despite anti-discrimination legislation, only 43% of women who tried to rejoin the workforce after childbirth found jobs, suggesting this is a major cause for the leaky talent pipeline.