雇用分野における男女平等法と男女格差実態の韓日比較
Gender Equal Employment Opportunity Law and Gender Gap Conditions in the Employment Field in Korea and Japan
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More than 30 years have passed since the enactment of the Gender Equal Employment Opportunity Act in Korea and Japan. Both countries have revised several times the Act with the aim of achieving gender equality in the workplace. This paper focuses on the gender equal employment act in Korea and Japan, and compares the following three points: First, we will compare the common features and differences in the content of the acts to ensure the guarantee of equal opportunities and treatment for men and women. Secondly, the gender pay gap and the ratio of female professional managers are indicators that show women's opportunities and treatment in employment, and are used as basic data for government measures. Since the enactment of the equal employment act, the changes in these data will be compared between Korea and Japan, and also compared with OECD countries. Thirdly, we find out the causes of the large gender gap in workplace especially in Korea and Japan, among OECD countries. At the same time, we will compare the measures that the Korean and Japanese governments are currently working on for improvement. In conclusion, we suggest issues to improve the effects of the enforcement of the gender equal employment opportunity act in Japan and Korea.
Abstract
More than 30 years have passed since the enactment of the Gender Equal Employment Opportunity Act in Korea and Japan. Both countries have revised several times the Act with the aim of achieving gender equality in the workplace. This paper focuses on the gender equal employment act in Korea and Japan, and compares the following three points: First, we will compare the common features and differences in the content of the acts to ensure the guarantee of equal opportunities and treatment for men and women. Secondly, the gender pay gap and the ratio of female professional managers are indicators that show women's opportunities and treatment in employment, and are used as basic data for government measures. Since the enactment of the equal employment act, the changes in these data will be compared between Korea and Japan, and also compared with OECD countries. Thirdly, we find out the causes of the large gender gap in workplace especially in Korea and Japan, among OECD countries. At the same time, we will compare the measures that the Korean and Japanese governments are currently working on for improvement. In conclusion, we suggest issues to improve the effects of the enforcement of the gender equal employment opportunity act in Japan and Korea.
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