Japanese women's paid labor force participation has been increased tremendously backed by the economic development and expansion of tertiary industry in the recent past. The traditional M-shape pattern of Japanese women participation in the labor force is found to be changed since the participation behavior at the crucial age has undergone a change. Higher education, declining fertility rate, working hours, wage rate and household earnings are found more influential towards the participation behavior of Japanese women. But, they are, still concentrated in small and medium size of firms with low job status and low pay. Starting pay is found more consistent change of improvement but a slight change is observed in the age-earning profile which advocates the existence of nenko practice. Women's short tenure, mainly arising out of discontinuation of service during childbearing and childrearing, in the labor market is found as most important contributing factor towards sex-pay difference. In the recent years, earning power of the company is going to be vital element in the wage equation. Japanese companies policies and practices have undergone a dramatic change to utilize women's labor force particularly after the introduction of Equal Employment Opportunity (EEO) Law. Advertisement for jobs, recruitment, job assignment have found a changing trend but there is a little evidence of change in promotion, job rotation and transfer policies of the companies. Almost, all majors companies have opened career tracking system equally for men and women so that they can take appropriate career decision at the very early stage of working life. But one frustrating point is that no appreciating change is found in Japanese women's attitude for career development even, in highly educated women in order to keep close contract with the changing development of companies working environments rather they are found in more passive mood, unconscious and ambivalence.