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

本研究分为问卷调查（2004年3月）和访谈调查（2004年8月至12月）两部分。我向980家公司发送了调查问卷，收到了152家公司的回复。这些企业是从《朝日新闻》评选的“2003年社会贡献最佳企业”中选出的企业，也是厚生劳动省在性别平等、工作生活平衡、残疾人就业等方面给予表彰的企业。由此可见，大多数企业都提倡性别平等，但对于残疾人的就业，绝大多数企业并没有达到残疾人的法定就业率（1.8%）。公司的规模对性别平等和残疾人的就业产生了影响。在访谈调查中，我发现性别平等和残疾人就业被认为是企业的社会责任和企业贡献的一部分。一些公司实行多元化管理，这意味着雇佣各种有技能和经验的人。很明显，正在发展性别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，这些企业解释说，由于残疾人就业率低，所以实行了“绩效工资”制度。性别平等和残疾人就业的变化因素是理解多元化经营，考虑企业社会责任和企业道德。这项工作已经在日本社会福利研究学会的1952年和2010年会议上发表

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