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10 Years Past Results and Problems of Equal Employment Opportunity Law.

平等就业机会法十年过去的成果和问题。

基本信息

批准号：
08630126
负责人：
HAYASAKA Akihiko
金额：
$ 1.15万
依托单位：
SEITOKU JUNIOR COLLEGE
依托单位国家：
日本
项目类别：
Grant-in-Aid for Scientific Research (C)
财政年份：
1996
资助国家：
日本
起止时间：
1996 至 1997
项目状态：
已结题

来源：
https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-08630126/
关键词：
Equal Employment Opportunity Law Child Care Leave System Family Care Leave System Women Manager Re-employment system 育児・介護休業短時間勤務

项目摘要

Our research results are as follows. First, distribution industry deal with many and various goods for women rather then men. So, distribution industry need women's sensibility. Distribution industry employe many women. We knowledged that women labor and ability are very important for distribution industry.Second, distirbution industry actively promote women to manager compared with other industry. But, to compared with populatino of women in the corporation, women manager relatively and absolutely few. Many corporations make an examination for their employees to promote. We thought that a systematic promotion system give equal opportunity to promote for all employees. But, in many corporations of distribution industry take a "shokuno-shikake seido", japanese original promotino system, it works for women as if seniority order system. Because almost all Women retired from corporation under marrige, birth or so on, about ten years after an entrance, women can't promote.Third, almost all corporations pre-scribed child care leave system and family care leave system in their office regurations. Rut, it did not prescribe about a salary in that period except a few corporations. We must prepare many public goods near feature.Forth, almost all corporations also prescribed re-employment systemin their office regurations. But, because of it impose many conditions, only a few women take it. Theaged will increase in japan near feature, we must employe women more and more. So that, we think, the government, corporations, the labor union consider about women employment more seriously.

我们的研究结果如下。首先，分销业为妇女而不是男子处理许多各种各样的商品。所以，分销行业需要女性的感性。分销业雇用了许多妇女。第二，与其他行业相比，分销业积极提拔女性担任经理。但是，相对于企业中的女性人数来说，女性管理者相对来说是绝对的少数。许多公司为他们的员工进行一次晋升考试。我们认为系统化的晋升制度为所有员工提供平等的晋升机会。但是，在许多流通行业的企业中，采取的是日本独创的晋升制度，对女性来说就像是资历顺序制度。由于几乎所有的女性都是在结婚、生育等情况下从公司退休的，因此在进入公司十年左右的时间里，女性无法晋升。第三，几乎所有的公司都在办公室规章中规定了育儿假和家庭护理假制度。拉特，它没有规定在这一时期的工资，除了少数公司。第四，几乎所有的公司都在其公司章程中规定了再就业制度。但是，由于它附加了很多条件，只有很少的妇女参加。日本的老龄化将越来越严重，我们必须雇用更多的妇女。因此，我们认为，政府、企业、工会应该更加重视妇女就业问题。