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，分销行业为女性而不是男性处理许多不同的商品。所以，流通行业需要女性的感性。分销行业雇佣了许多女性。我们深知，女性的劳动和能力对于流通行业来说非常重要。第二，与其他行业相比，流通行业积极提拔女性担任经理。但是，与企业中女性的数量相比，女性经理相对较少。许多公司都会对其员工进行晋升考试。我们认为系统化的晋升体系为所有员工提供了平等的晋升机会。但是，在许多流通行业的公司中，都采用日本独创的“shokuno-shikake seido”制度，它对女性来说就像资历顺序制度一样。因为几乎所有的女性都因结婚、生育等原因从公司退休，进入公司后十年左右，女性就无法晋升。第三，几乎所有的公司都在公司章程中规定了育儿假制度和家庭看护假制度。事实上，除了少数企业外，当时并没有规定工资。我们必须在特色附近准备许多公共产品。第四，几乎所有的公司都在其办公法规中规定了再聘用制度。但由于它有很多条件，只有少数女性接受。日本的老龄化特征即将增加，我们必须雇用越来越多的女性。因此，我们认为，政府、企业、工会更加重视女性就业问题。