A Relationship of Gender Equality and Employment for Handicapped People in Corporate Culture

本研究包括问卷调查（2004年3月）和访谈（2004年8月至12月）两部分，共向980家公司发出问卷，收到152份回复。这些公司是从“2003年社会贡献最佳公司评选”（朝日新闻社）的公司名单中选出的，也是在两性平等、工作生活平衡和残疾人就业方面受到厚生劳动省表彰的公司。因此，很明显，大多数公司都在促进两性平等，但在残疾人就业方面，绝大多数公司没有达到残疾人的法律的就业率（1.8%）。公司的规模对两性平等和残疾人就业产生影响。在访谈调查中，笔者发现性别平等和残疾人就业被视为企业社会责任和企业贡献的一部分。一些公司有多样性管理，这意味着雇用各种技能和经验丰富的人。很明显，正在发展两性平等的外国公司将绩效工资作为其企业文化的一部分。但是这些公司解释说，残疾人就业率低导致了基于绩效的工资。性别平等和残疾人就业的变化因素是理解多样性管理，考虑企业社会责任和企业道德。这项工作已经在<nd>日本社会福利研究学会第52届会议上提出

This study consists of two surveys, which are questionnaires (conducted March 2004) and interviews (conducted from August to December 2004).I sent questionnaires to 980 companies and received replies from 152. These companies were selected from the list of companies in "Best Selection of Companies for their Social Contribution 2003" (by Asahi Shinbunsya) and also companies that have received commendations from the Ministry of Health, Labor and Welfare for gender equality, work life balance and handicapped people's employment. As a result, it becomes clear that most companies promote gender equality, however as to handicapped people's employment, a great majority does not meet the legal employment rate of handicapped people (1.8%). The size of a company is having an effect on gender equality and handicapped people's employment. In the interview survey, I discovered that gender equality and handicapped people's employment are thought as corporate social responsibility and part of corporate contribution. Some companies have diversity management that means employment of various skilled and experienced people. It is clear that foreign companies which are developing gender equality have merit-based wages as part of their corporate cultures. However these companies explain that low employment rate of handicapped people has resulted in merit-based wages.The changing factors in gender equality and employment of handicapped people are to understand diversity management and to consider corporate social responsibility and corporate ethics. This work has already been presented at the 52^<nd> conference of the Japanese Society for the Study of Social Welfare