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The state of the first post-Equal Employment Opportunities Law and results and problems of the Personal Management

后第一部《平等就业机会法》的状况及人事管理的成果与问题

基本信息

批准号：
14530165
负责人：
MAEDA Isao
金额：
$ 1.92万
依托单位：
Seitoku University 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：
2002
资助国家：
日本
起止时间：
2002 至 2004
项目状态：
已结题

来源：
https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-14530165/
关键词：
The first post-Equal Opportunities Law Child care Sexuality equality and Participation Assessment of employee performance Promotion 総合職女性社員評価の公平性均等法1期性

项目摘要

This report is an outline of the results of investigation over a period of three years into the working conditions of the first post-Equal Opportunities Law employees and issues arising in personnel management.Above all, the distinguishing characteristic of females is childbirth. We would like to be able to report that the support systems necessary to ensure the bringing up of children are perfectly in place, however, our investigations reveal the actuality of balancing work, child care and family life.Marriage, birth and child care are actually obstacles to the continuation of work. Data obtained in our investigations provides important information relating to the continuation of work. Foremost amongst these is the genuine promotion of sexuality equality and the burden imposed on female workers by the gaps in awareness between society as a whole and corporations.Rather than economic reasons, most female workers continue to work for reasons of self-growth, quality of life and connection to society. Within many corporations, a disparity between the promotion of men and women exists, but the data shows most female employees content to work at their current positions. However, there exists a significant minority of female employees hoping for promotion and the opportunity to test their abilities.Again, we note the complexity of human relations and the lack of societal support for working women. Companies have an obvious role in providing this support but an actual realization requires the participation of society as a whole in the areas of marriage, birth and child care.For example, individual or family circumstances need to be considered, along with measures for the creation of a non-discriminatory workplace, measures to open up the assessment of employee performance, and measures which offer females the opportunity to display their true abilities. In order to make progress in these areas a reform in the attitudes of society and companies is called for.

本报告概述了对《平等机会法》实施后第一批雇员的工作条件和人事管理中出现的问题进行为期三年的调查的结果。最重要的是，女性的显著特征是生育。我们希望能够报告，确保抚养孩子所必需的支持系统已经完全到位，然而，我们的调查揭示了平衡工作，儿童保育和家庭生活的现状。婚姻、生育和照顾孩子实际上是继续工作的障碍。我们在调查中获得的数据提供了有关工作继续进行的重要信息。其中最重要的是真正促进性别平等，以及整个社会和公司之间认识上的差距给女工带来的负担。大多数女工继续工作不是出于经济原因，而是出于自我成长、生活质量和与社会的联系。在许多公司中，男女晋升之间存在差距，但数据显示，大多数女性员工对目前的职位感到满意。然而，也有相当一部分女性员工希望得到晋升和测试自己能力的机会。我们再次注意到人际关系的复杂性和对职业妇女缺乏社会支持。公司在提供这种支持方面发挥着明显的作用，但实际实现需要整个社会在婚姻、生育和儿童保健领域的参与。例如，需要考虑个人或家庭情况，同时还需要考虑创造无歧视工作场所的措施、公开评估雇员业绩的措施以及为妇女提供展示其真正能力的机会的措施。为了在这些领域取得进展，需要改革社会和公司的态度。