« 陸自オスプレイ 南西諸島防衛を強化したい | トップページ | インドネシア 「庶民派」は成長維持できるか »

2014年7月25日 (金)

女性管理職比率 無理なく高める環境整備急げ

The Yomiuri Shimbun
Create a work environment in which more women can become managers
女性管理職比率 無理なく高める環境整備急げ

Now that Japan is a society with a declining population, it is essential for more women to be appointed to positions of leadership so the nation can achieve sustainable economic growth and increase its international competitiveness.

The Japan Business Federation (Keidanren) recently announced voluntary action plans by 47 of its major member companies to increase their number of female managers and board directors. Of them, 27 have set concrete numerical targets for promoting female workers to managerial posts. Three companies, including Shiseido Co., plan to have women filling 30 percent of these roles within two to seven years.

Compared with firms in other developed nations, Japanese companies lag well behind when it comes to placing women in positions of responsibility. In the United States, 43 percent of managerial positions are held by women, while the figure in each nation in the European Union is 30 percent or higher. By contrast, Japan languishes at just 11 percent.

We think it is appropriate that Keidanren is calling on its member companies to give women more positions up the corporate ladder through policies like those espoused in the action plans.

Announcing the action plans could also be an opportunity to bring together talented human resources. Showing proactive efforts to promote women will appeal to female students hunting for jobs.

Some of the plans were vague on many details, with some not including numerical targets. We hope these companies will review their policies as needed and incorporate more specifics.

Of course, just setting targets for increasing the number of women in senior positions will not be enough. Preparing workplace environments that will enable the achievement of these targets will be vital.

Companies can do more

The Equal Employment Opportunity Law, which came into effect in 1986, has enabled women to choose major career tracks and seek promotions to managerial posts the same way as men. In 1992, the Child Care Leave Law took effect, which obligated companies to establish a maternity leave system for their employees. These and other steps have set up a legal framework that creates such workplace environments—to a point.

However, for women who get married and have children, the chronic shortage of day care centers and the lopsided burden of household chores and child care shouldered by women are obstacles to acquiring enough of the work experience necessary for handling managerial positions.

In addition to rethinking the practice of demanding long working hours, Japan needs to expand and make more widespread child care leave for male workers. It also will be important to steadily craft systems that make it easier for women to return to the office after they temporarily leave to give birth and look after a child.

Sometimes workers are transferred to other areas. Some companies have introduced a system that enables women who are taking care of a child but want to continue working to be transferred to the same area should their spouses be relocated. Perhaps other businesses should consider adopting such a system.

It also would be well worth considering setting up specialist training and education programs for women with the qualities to fill managerial positions.

The administration of Prime Minister Shinzo Abe has set a goal of raising the percentage of women filling leadership posts in all fields of society to 30 percent by the end of 2020.

Achieving this goal will not be simple. But we hope that society as a whole will support the efforts being made by the public and private sectors.

(From The Yomiuri Shimbun, July 24, 2014)


« 陸自オスプレイ 南西諸島防衛を強化したい | トップページ | インドネシア 「庶民派」は成長維持できるか »





« 陸自オスプレイ 南西諸島防衛を強化したい | トップページ | インドネシア 「庶民派」は成長維持できるか »