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Gender inequality in the workplace by Kazuo Yamaguchi (Tokyo, Nikkei Publishing Inc, 2017)
Corvinus Journal of Sociology and Social Policy Pub Date : 2018-10-15 , DOI: 10.14267/cjssp.2018.2.11 Aki Iida
Corvinus Journal of Sociology and Social Policy Pub Date : 2018-10-15 , DOI: 10.14267/cjssp.2018.2.11 Aki Iida
Although five years have passed since the Abe administration announced the intention of strengthening women’s participation in the labour market as part of a national growth strategy, there has been no increase in Japan. Rather, the ranking of Japan in the Global Gender Gap reports has declined year by year: 101st out of 145 in 2015, 111th out of 144 in 2016, and 114th out of 144 in 2017 (World Economic Forum, 2015; 2016; 2017). The Act on Promotion of Women's Participation and Advancement in the Workplace came into force in 2016 April to strengthen the Abe administration’s growth strategy in relation to the female workforce. According to this law, companies which have over 301 employees, as well as central and local governments, are required to draw up and publish a “Plan” for promoting women employees into managerial positions and providing a supporting environment, with targeted numbers: the aim is to have 30% of female managers by 2020 (Gender Equality Bureau Cabinet Office, 2016: 28). However, there is a big gap between the aims announced by the government and the actual situation in Japan – although only two years have passed since this law came into force, hence its effects cannot yet be seen. According to the Japanese lifetime employment system, it is important how long one has been employed at a company: the term Kinzoku stands for the number of years one remains at one company as an employee: other specific terms include Ippan-syoku and Sogo-syoku; Ippan meaning “General” in English, and Sogo meaning “Integration/Comprehensive” (Syoku generally means “job”). The notion of Ippan-syoku was born after the Equal Employment Opportunity Law was enacted in 1985. Due to this law, companies could not discriminate in terms of the wages paid to male employees who were expected to become managers and those paid to female employees who were expected
中文翻译:
Kazuo Yamaguchi 的《工作场所的性别不平等》(东京,日经出版公司,2017 年)
尽管自安倍政府宣布打算将加强妇女参与劳动力市场作为国家增长战略的一部分以来,五年过去了,但日本并没有增加。相反,日本在全球性别差距报告中的排名逐年下降:2015 年在 145 个国家中排名第 101 位,2016 年在 144 个国家中排名第 111 位,2017 年在 144 个国家中排名第 114(世界经济论坛,2015 年;2016 年;2017 年) . 2016 年 4 月,为了加强安倍政府与女性劳动力相关的增长战略,《促进女性参与和提高职场地位法》于 2016 年 4 月生效。根据该法,员工人数超过 301 人的企业,以及中央和地方政府,要求制定并发布提升女性员工担任管理职位并提供支持环境的“计划”,目标是到 2020 年女性管理人员比例达到 30%(性别平等局内阁办公室,2016 年:28 )。然而,政府宣布的目标与日本的实际情况存在很大差距——尽管该法律生效仅两年时间,其效果尚无法看到。根据日本的终身雇佣制度,一个人在一家公司工作了多久很重要:Kinzoku 一词代表一个人作为员工留在一家公司的年数:其他具体术语包括 Ippan-syoku 和 Sogo-syoku ; Ippan 的意思是“一般”,Sogo 的意思是“整合/综合”(Syoku 的意思是“工作”)。
更新日期:2018-10-15
中文翻译:
Kazuo Yamaguchi 的《工作场所的性别不平等》(东京,日经出版公司,2017 年)
尽管自安倍政府宣布打算将加强妇女参与劳动力市场作为国家增长战略的一部分以来,五年过去了,但日本并没有增加。相反,日本在全球性别差距报告中的排名逐年下降:2015 年在 145 个国家中排名第 101 位,2016 年在 144 个国家中排名第 111 位,2017 年在 144 个国家中排名第 114(世界经济论坛,2015 年;2016 年;2017 年) . 2016 年 4 月,为了加强安倍政府与女性劳动力相关的增长战略,《促进女性参与和提高职场地位法》于 2016 年 4 月生效。根据该法,员工人数超过 301 人的企业,以及中央和地方政府,要求制定并发布提升女性员工担任管理职位并提供支持环境的“计划”,目标是到 2020 年女性管理人员比例达到 30%(性别平等局内阁办公室,2016 年:28 )。然而,政府宣布的目标与日本的实际情况存在很大差距——尽管该法律生效仅两年时间,其效果尚无法看到。根据日本的终身雇佣制度,一个人在一家公司工作了多久很重要:Kinzoku 一词代表一个人作为员工留在一家公司的年数:其他具体术语包括 Ippan-syoku 和 Sogo-syoku ; Ippan 的意思是“一般”,Sogo 的意思是“整合/综合”(Syoku 的意思是“工作”)。