코로나19 펜더믹(대유행)으로 인한 여성노동의 취약성 분석과 제도적 개선방안 연구

Abstract

At the UN General Assembly on 4 September 2020, 76 member states adopted a resolution on mutual cooperation between the United Nations, member states' parliaments, and the International Congress. The resolution emphasizes the role of the Congress in establishing and supervising policies for the protection and support of the public in the public health crisis of COVID-19, as well as promoting human rights and democracy, strengthening the rule of law and SDGs (Sustainable Development Goals). Cooperation for the back was presented as a task. In addition, the SDGs of the UN include content on “gender equality and strengthening the empowerment of women and girls”, and from the previous goal, 17 common goals to be achieved by 2030 at the 70th UN General Assembly in September 2015. It established and announced 169 targets and 232 indicators. As part of international development cooperation, the Millennium Development Goals (called MDGs) were launched, and SDGs, the sustainable development goals, were adopted as a new development goal to replace them. Structural issues related to gender discrimination not addressed, access to economic resources, equal opportunities for representation, and women in peace and reconstruction. COVID-19 has changed our way of life and our thinking paradigm. It brought about a shift in all the ways and styles that had been carried out as a family member, as an office worker, and as a member of society. The first is the change in recruitment procedures, working hours, and the form and method of work, and the second is the deterioration of management, resulting in dismissal except for the minimum number of operating personnel. In this paper, first, the causes of the voluntary and unwilling departure of female workers due to COVID-19 are analyzed. Second, the 「Act on Promotion of Economic Activities for Women with Career Cuts」, 「Act on Promotion of the Creation of a Family-Friendly Social Environment」,「 Institutional reinforcement measures for policy protection against women's departure from employment by reviewing the laws, enforcement decrees, and enforcement rules of the Child Care Support Act" and "Basic Gender Equality Act", reviewing the roles of women as economic agents, women as workers, and women as mothers. This should be studied. Therefore, it is difficult to think about women's human resource management by separating women alone. Based on the overall understanding of human resource management, it can be said that it is reasonable to consider female human resource management. Therefore, based on the difference between genders between women and men, we propose an efficient method of female human resources. In addition, it takes advantage of the factors that women dominated by men and are inevitably inferior in the labor market. Comprehensive overview of the laws, laws, and enforcement regulations related to the 「Economic Activity Promotion Act for Women with Career Break, etc.」, 「Act on Promotion of Family-Friendly Social Environment」, 「Child Care Support Act」, and 「Basic Act on Gender Equality」 In this way, it analyzes the relevant provisions and proposes a plan so that the use of female human resources can be enforced through legal reform and institutional improvement. In addition, through advanced legislation such as the United States, Japan, the United States, and the United Kingdom, the law stipulating the departure of female workers in national disasters is investigated and analyzed, followed by appropriate comparative study.