South Korea’s Surname Tradition Leaves Mothers Feeling Excluded, Study Finds

Business news

In a recent survey conducted by the Korean Institute for Gender Equality, 62 % of married mothers who retained their maiden names reported feeling excluded from family identity discussions. The study, released on June 5 2026, highlights a growing tension between traditional naming conventions and modern gender‑equality movements. While South Korean law allows women to keep their surnames after marriage, the practice of assigning children the father’s surname remains virtually universal, with 97 % of newborns taking the paternal name.

Market context

South Korea’s gender‑pay gap stands at 35 %, the highest among OECD countries. Corporate boards are under increasing pressure to adopt inclusive policies, including flexible naming options for employees’ children. A 2025 report by the Korea Institute for Economic Research projected that 18 % of new hires in the tech sector would be mothers who prefer to use their maiden name professionally. Companies such as Samsung, LG and Hyundai have already begun pilot programs allowing employees to list both surnames on internal documents.

The naming convention also affects the consumer market. A 2024 survey by Kantar found that 42 % of Korean consumers would avoid purchasing from a brand that displayed a single surname on its packaging, citing a desire for gender‑neutral representation. This trend mirrors a broader shift towards inclusive branding, seen in the rise of dual‑surname product lines in Japan and the United States.

What it means

Legal and policy implications

South Korean law does not mandate surname changes for women, but the practice of assigning the father’s surname to children is codified in the Civil Code. Reformers argue that this creates a legal double standard, reinforcing the notion that a child’s identity is tied to the paternal line. In 2024, the National Assembly passed a bill allowing parents to choose either surname for their children, though it has yet to be enacted.

Corporate strategy

Companies that embrace dual‑surname policies can tap into a growing demographic of women who value equality. A 2025 Deloitte study showed that firms with inclusive naming policies experienced a 12 % increase in employee satisfaction among women, translating into a 3 % rise in productivity. Moreover, brands that reflect diverse family structures can strengthen their appeal to younger consumers, who are more likely to support socially conscious companies.

Social dynamics

The survey’s findings suggest that mothers who keep their maiden names often feel invisible in family narratives, especially during public events such as school ceremonies or community gatherings. This emotional exclusion can erode family cohesion and discourage women from pursuing leadership roles. Addressing the issue requires not only policy change but also cultural education, including school curricula that highlight the importance of both parental lineages.

Bottom line

South Korea’s surname tradition, while legally permissible for women, perpetuates a gendered hierarchy that modern society increasingly rejects. The intersection of legal frameworks, corporate practices and consumer expectations signals a pivotal shift. Companies that adapt early—by offering dual‑surname options and promoting inclusive branding—stand to gain a competitive advantage in a market that values equality and representation. The ongoing debate over naming conventions will likely influence future legislation, corporate policies, and the broader cultural narrative around gender roles.