여성의 근로조건 향상과 직장 내 괴롭힘 방지를 위한 일본의 법률개정과 그 의미

Abstract

We live in an era when discrimination in the labor environment and the opportunity to work due to gender differences can no longer be justified by any reason or basis. In addition, it would be positive for our society to provide a gender-independent opportunity and environment for those who can participate in labor at a time when the number of people in the production age, the population of which can be employed, is rapidly decreasing. In terms of corporate productivity or the development of the national economy, it is very important to make a place where most people spend a lot of time an environment optimized for work. In Japan, the amendment of the law has increased the obligation to establish a situation in which women can perform at work. This also raises expectations for women's performance. In addition, the revision of the regulation on anti-bullying may also imply that legal obligations have been imposed on companies. We have rules similar to those in Japan, but some of them appear to be missing from our law. For example, the Action Plan or Recognition System under the Women's Activity Promotion Act will need to be referred to as a regulation not found in our law. To encourage employers to plan and report women's social life actively, or to contribute to the achievement of women's opportunities in terms of providing information for women's career choices and to balance work and family life. It is thought that making public the results of the improvement of the employment environment can play a positive role. In addition, the certification system is expected to contribute a lot to the corporate image. If incentives are provided to companies that have obtained accreditation in terms of tax support or funding, they can be a means for the company's active response. . Therefore, based on the discussions in Japan, there will be a need to consider the introduction of similar systems in our case.