Japanese
July 11, 2016 (Monday)
Female employees rules guidelines foundation draft
It received the female employees Promotion Law promulgation date (2016
April 1, ) enforcement in Japan,
Based on the summary guidance of the Gender Equality Bureau of the Cabinet Office-like,
SCG Sawada Consulting Group Co., Ltd.
Employer action plans guided by the 2016 July 11 (Monday) to notice.
In Japan Overview of the law on the promotion of success in the professional
life of women
Life and professional life on a voluntary basis, or Itonamo would a woman of personality that the capability is it is more important to be sufficiently exhibited.
For this reason, as a basic principle the following, to promote success in the professional life of women, promote the realization of a prosperous and dynamic society.
・And employment for women, and the aggressive offer and its use of the opportunity
of promotion, etc.,
That consideration of gender to fixed roles, etc. on workplace practices that reflect the impact of is carried out.
・With the development of the environment necessary in order to achieve a
balance between work life and family life,
Enabling a smooth and continuous balance between work life and family life.
・Regard to balancing work life and family life of women, it should be the person's will is respected.
The development of such basic policy
・Country, develop a basic policy on the promotion of success in the professional
life of women (Cabinet decision).
・Local governments (prefectures and municipalities) is, in consideration
of the above-mentioned basic policies, etc.,
Develop a promotion plan for success in the professional life of women in the zone (effort obligation).
Formulate such employer action plan
・Country, develop guidance on the development of employer action plan.
・National and local governments, implement the following matters for private sector employers.
(For workers 300 people or less of private employers, effort obligation)
・Grasp of the situation on the activities of women, analysis of the situation should be improved
【Reference】:situation grasp matters
① women employed ratio② years of service men and women difference③Situation
of working hours④ female managers ratios, etc.
・Based on the situation monitoring and analysis of the above, the content and quantitative goals and initiatives content.
Formulated and announced such as the 'employer action plan' (Initiatives implement and achieve the goal effort obligation)
・The publication of information on the activities of women (among the matters specified by the Ordinance of the Ministry, published the employer has selected)
・Country, and to carry out the certification of the general employer to carry out the excellent efforts.
Support measures to promote success in the professional life of women
・Country, vocational training and job placement, educational activities,
and to carry out the collection of information and provision.
Local governments, and make efforts to consultation and advice.
・In the region, and to carry out consultations on initiatives related to
the female employees promoting the 'council' can be organized (optional).
Other
・In principle, the promulgation date enforcement (for the development of employer action plan, 2016 April 1, enforcement).
・Temporary legislation for 10 years.
In the professional life of women Overview of the law on the promotion
of active
(private employer relationship part)
１Basic policies, etc.
・Country, develop a basic policy on the promotion of success in the professional life of women (Cabinet decision).
・Local governments (prefectures and municipalities) is, in consideration
of the above-mentioned basic policies, etc.,
Develop a promotion plan for success in the professional life of women in the zone (effort obligation).
Employer action plan, etc.
※large companies (more than 300) for ① ~ ③: obligation / small and medium-sized
enterprises (300 employees or less): effort obligation
①Grasp and issues analysis of the situation on the success of their women
Required fields of situational awareness (as defined in the Ordinance)
① women employed ratio② years of service men and women difference③Situation
of working hours④ female managers Ratio
※Further consideration for any item(Example: the conversion status to regular
employment from non-regular employment, etc.)
②Formulation and notification and publication of the consideration
of the situational awareness and issues analysis action plan
(Formulated and announced an action plan conforming to the guidelines (including
well-known to the workers))
・Required items mentioned in the action plan
・The goal (quantitative goals) · Efforts content and implementation time ・planning period
※ by the modification by the House of Representatives, adding efforts obligation
of initiatives implemented and targets achieved
③Information published on the activities of women
・Item of information published (※ defined in the Ordinance)
As to contribute to the career choices of women, announced what you think
from the information specified by the Ordinance of the Ministry of (limited
enumeration) employer appropriate
④Recognition system
Certification standards (Ordinance) is to consider the characteristics
of each and companies every scale industries, consider future
⑤Implementation measures to secure
Report collection and advice guidance and recommendation by the Minister
of Health, Labour and Welfare (the Director of the Prefectural Labor Bureau)
３Others (the date of enforcement, etc.)
・In the region, and to carry out consultations on initiatives related to the female employees promoting the "council" can be organized (optional).
・In principle, the promulgation date enforcement (for the development of business action plan, 2016 April 1, enforcement).
Temporary legislation for 10 years.
SCG Sawada Consulting Group Co., Ltd.
In the professional life of women Promotion of the active plan
Country, develop guidance on the development of employer action plan.
・It defines the effective efforts concerning the following items corresponding
to the problem to be solved for the success of women.
・SCG Sawada Consulting Group Co., Ltd.These were selected the efforts necessary
for its problem-solving to the reference, we have developed
an action plan.
１Basic policy
⊿Country, develop a basic policy on the promotion of success in the professional
life of women (Cabinet decision).
⊿Local community (prefectures, cities, towns, and villages) is, in consideration of the above-mentioned basic policies, etc., in the zone
Develop a promotion plan (effort obligation).
Definition
・By its own intention, life and professional life, or,
to the definition that the women of the personality and ability to be Itonamo is sufficiently exhibited.
・And it defines that the consideration for the fixed roles, etc. on workplace
practices that reflect the impact of gender is performed.
Goal
Adopted against women, and aggressive offer and the target value of the
use of the opportunity of promotion, etc. set.
necessity
Men and women for each of the responsibilities and role in the enterprise,
gender roles that have not been clearly classified,
To eliminate the stereotypes of gender role allocation, as an advanced country firms, the towards the international standardization and future
Inevitability of innovation companies (creativity company) is, Japanese companies are responsible for the responsibilities and roles.
Obligation
In the individual, even in the company, review gender roles, the gender role allocation consciousness,
SCG Sawada Consulting Group Co., Ltd., is responsible for the obligation to become a better workplace culture.
２Action Plan (obligation)
（１）Situational awareness and issues analysis on the success of their women
(as defined in the Ordinance)
①Women employed ratio
And 40% of women employed ratio.
(Of the new graduates number 19 people, 8 females)
However, the woman adopted the arrangement of an overseas branch office
that was in the country regional characteristics in conjunction to each
judicial countries.
②Length of service men and women difference
Length of service men and women the difference is, employment in SCG Sawada
Consulting Group Co., Ltd.,
Four years or, as the biennial employment of the 8-year cycle, adoption number of people, 19 men and women, among,
Female recruits biennial period occupancy, Principle 8 people. The female employment emphasis actively adopted period provided according to the cycle,
Based on that broaden the playing field for women, years of service men and women the difference is as follows.
Gender gap length of service in SCG Sawada Consulting Group Co., Ltd.
Companies overall number of people 19 people
Men 11 people years of service men and women difference +3 people
Eight years of service men and women difference -3 women
Was used as a basic cornerstone, seniority whole lives, equivalent depending
on the expansion algebra and reduction algebra.
Reason：
SCG Sawada Consulting Group due to the business strategy and human resource strategy in the Corporation.
However, there is also a change events in the years of service life, situational awareness during the series, on the success of women in long-term management plan
In the task analysis time series, and Data management, if there is room for improvement, and analyze the root cause,
In order to hold the enterprise optimization, it is reviewed.
Fluctuation reason：
Women from biological differences nurturing of children, such as breast-feeding has the qualities that make a life is also important,
Result, it is often blessed with domestic action, but to eliminate the stereotypes of the role from the physical features,
By gender roles, in the years of service life, there is also change the grounds for the years of service time series.
③ Situation of working hours
Situation of working hours shall be by work rules.
④Female managers Ratio
The female managers ratio to 50%.
Reason as, similar to the United Nations new goal established as international corporations, in accordance with the target of 5 spend,
It is mandatory to 5% of the female managers ratio.
However, in Japan, in developed countries, because the place where women
play an active role (female managers) is delayed,
Japan is, based on the fact that the goal of female managers 3 devoted to 2020,
And female managers placement of a overseas branch offices abroad locality in conjunction to each judicial countries.
⑤Conversion status, etc. to the regular employment from non-regular employment
For such conversion status to regular employment from non-regular employment,
SCG Sawada Consulting Group Co., Ltd. company rules Guideline
Researcher rules of employment (annual salary system) Guideline
And due to the part-time work regulations guidelines.
However, if as a special case, the company was recognized as 'excellent
human resources',
And relocation to the heavy responsibility with regular employment and responsibility that is responsible.
（２） Formulation and notification and publication of the consideration
of the situational awareness and issues analysis action plan
(Including the well-known to formulate an action plan in line with the
guidelines and published. Workers)
⊿The goal (quantitative goals)
Efforts quantitative targets for actively employed women, the female graduate recruits and Principle 8 people.
⊿Efforts content
Secretary (department) Hiring of new graduates frame 1
person
Affairs (Division) Hiring of new graduates frame 1 person
Overseas bureaus (principle foreigner) Hiring of new graduates frame ２ person
Application software division Hiring of new graduates frame ２ person
ROBOT engineering (brand development team) Division Hiring of new graduates frame ２ person
８ person
⊿Implementation period
Employment implementation period in SCG Sawada Consulting Group Co., Ltd.,
Four years or, the biennial employment of the 8-year cycle.
⊿Planning period
Action plan period, and four years. In addition, if there is no problem for the action plan every four years?
To grasp the situation, as soon we found the problem, while the analysis and study and improvement and review, the optimization of the action plan.
⊿Well-known to the workers
For well-known to the workers,
As a personnel evaluation system of SCG Sawada Consulting Group Co., Ltd. 'cafeteria plan type personnel evaluation system',
In the quasi-business hours, in the 'application software' program,
And what can be well-known to the workers.
However, personnel evaluation system of 'cafeteria plan type personnel
evaluation system.'
If the application software program is during and adjustment development,
And for inspection at the SCG Sawada Consulting Group Co., Ltd. official website,
And well-known report that clearly there is transparent to workers.
Or more, to formulate an action plan in light of the understanding and challenges analyze the situation, and report and published.
Effort obligation of initiatives implemented and goals (due to modification by the House of Representatives)
（３） Information published on the activities of women (as defined in the Ordinance)
Information published what is specified in the Ordinance.
(As to contribute to the career choices of women, announced what you think
from the information specified by the Ordinance of the Ministry of (limited
enumeration),
employers and appropriate)
（４）Recognition system
Due to the certification criteria Ordinance.
(Certification standards (Ordinance) is to consider the characteristics
of each, each company industry, consider the future)
（５）Implementation measures to secure
By laws and regulations and the council organization.
(Support measures to promote success in the professional life of women.
In the region, the talks on efforts related to women active promotion
And to be able to organize a 'council'. (Any)).
３Others (the date of enforcement, etc.)
Due to the promulgation enforcement laws and regulations criteria.
In principle, it promulgated enforcement (for the development of employer action plan, enforced April 1, 2016).
10-year temporary legislation.
―Action planning guidelines (notice) -―
・Efforts on actively employed women
In SCG Sawada Consulting Group Co., Ltd.,
For efforts on actively employed women, it is as follows.
Employment in SCG Sawada Consulting Group Co., Ltd.
Four years or, as the biennial employment of the 8-year cycle, adoption number of people, men and women 19 people,
Among them, the female recruits biennial cycle number of people, and Principle 8 people.
In addition, the female employment emphasis actively adopted period provided in accordance
with the period, widening the field of women's success.
・Efforts regarding the placement and training and education training
Placement (woman placed to headquarters)
Secretary (department) Hiring of new graduates frame 1
person
Affairs (Division) Hiring of new graduates frame 1 person
Overseas bureaus (principle foreigner) Hiring of new graduates frame ２ person
Application software division Hiring of new graduates frame ２ person
ROBOT engineering (brand development team) Division Hiring of new graduates frame ２ person
８ person
Placement (woman placement to overseas)
After joining, change the arrangement of overseas bureaus, in principle, foreigners or, and local universities and Postgraduate Diploma of adopters.
It should be noted that, due to the global situation risk and corporate affairs risk, etc., and can also take special response measures.
Placement (woman deployment to branch offices and factories)
After joining, change the arrangement of the branch offices and factories, in principle, to the adopters of local universities and graduate schools graduation.
It should be noted that, due to the global situation risk and corporate affairs risk, etc., and can also take special response measures.
※ In the employment number, tax accountant short-term employment contract's and Next Auditors (woman) and corporate counsel
· Representative Director escort Secret Services's client Own pick-up driver or the like are excluded.
Training and education and training
SCG Sawada Consulting Group Co., Ltd. It is in accordance with the 「'Corporate education provision guidelines'」.
Training and education and training
（１）Prior to joining training and rookie training
Prior to joining as development and rookie training (March 31)
Business Solutions training program training(Joining of knowledge 2 days)
※ In the case of women, female grooming-of
And training Greetings manners of the client partners and representative director.
（２）Development and rookie training
New graduates employee manners workshop (Early April 7.5 hours / × 2 days)
※ In the case of women, women's grooming, also, in Japan 2020
Based also be a Tokyo Olympic period, also hospitality of the Japanese women Yamatonadeshiko,
And appended to the rookie training program.
（３）President secretary training, President training
President secretary training, President training: After consultation,
Training by the US BCG Boston Consulting Group Co., Ltd.
（４）Auditors training
Certified Public Accountants, the International Certified Public Accountants
(U.S.CPA), Certified Internal Auditor (CIA; certified internal auditor)
training
（５）Lawyer training
Training by the Bar Association training, the US Bar Association and overseas
Bar Association
（６）Representative Director guard Secret Service's
Crisis management training by the Secret Service training, martial arts training and desk work
Possible target obliged: representative directors and some only secretary Division, General Affairs Division (woman)
（７）Clients for pick-up driver
Traffic safety driving courses training, drunk driving, driving under the influence of alcohol eradication training training
Possible target obliged: representative directors and some only secretary Division, General Affairs Division (women) and employees (optional)
（８）SCG Sawada Consulting Group Co., Ltd.
Red Cross activities business training
Possible target obliged: representative directors and some only secretary
Division, General Affairs Division (women) and employees (optional)
（９） External demand-led economic growth strategy Special partner manners training
In external demand-led economic growth strategy, as the First Lady along
with the representative director,
As an international relief strategy support person, the First Lady, Miss Universe of the dignitaries of other countries (Miss Universe)
Do manners training to be committed to international peace exchange activities with.
Preparedness, dignitaries hospitality, embassy dinner manners as a representative director First Lady
Other countries dignitaries First Lady, Miss Universe of the (Miss Universe) AC
It should be noted that the private affairs of the representative director
(spouse) but, with the distinction between public and private, to participate
as a business.
United Nations World Food Programme (WFP) Japan ambassador activities ·
Miss Universe World Congress experience
・Efforts on continued employment
It introduced a personnel evaluation system (cafeteria plan type personnel evaluation system),
Ordinary return to the office at the time of pregnancy - postpartum - parental leave - children of the nursery period - transfer wish-long vacation -
Until the solstice on the care of the self in the long-term illness hospitalization - parent,
In each case, with reference to the data blueprint of life design system of employees in the cafeteria plan type personnel evaluation system,
Person or company side, each other, talk positively towards the continued employment,
And develop the optimum life blueprint.
・Efforts to work the way of reform, such as long working hours corrective
SCG Sawada Consulting Group Co., Ltd.It is in accordance with the 「Corporate education provision guidelines」.
(Placement obligation of women corporate education and training officer)
Article 17
To women rookie trainee, and psychological counseling and authority, such as a physiological phenomenon
In order to eliminate the reduction in the company students' academic due to the inner by power external pressure (sexual harassment, etc.),
Mandated that the cause injurious female enterprise education training responsible person (and counselor) in duties,
It has a high degree of professionalism, and corporate training to wear resistance.
・Efforts on actively recruiting and evaluation of women
・Active promotion of women:
In personnel strategy, setting the women actively recruiting cycle time series target ratio.
① female recruitment personnel ratio (ratio of male to female) time series development
② female recruitment, promotion ratio (ratio of male to female) time series development
※ a result of the Data,If you do not have a significantly positive appointment,
and formulate a reason and improvement measures.
・Efforts on the evaluation
In personnel strategy, setting a positive recruitment evaluation table time series.
①Actively recruiting evaluation table time series development
②Actively recruiting 5 stage evaluation sheet developed
a Actively it has appointed a woman.
b Do not go up to the aggressive, but it has as much as possible appointing
women.
c He was appointed a woman.
d It did not reach until the appointment of women.
e I did not appoint women.
※ For de, and adds the reason, after the evaluation, and formulate improvement
measures.
・Work on the conversion of employment and occupation
（To regular employment from part or the like, or the like from
the general staff to the comprehensive work）
SCG Sawada Consulting Group Co., Ltd.
Companies rule guidelines
Researcher rules of employment (annual salary system) guidelines
Part-time work regulations guidelines And by.
As a special case, with respect to the following persons, when the company
was recognized as 'excellent human resources',
①For tax accountant short-term contractor, employment to the next auditor
(woman).
※ tax accountant short-term contracts who are, by the personnel strategy plan of the company, can discount rate the new graduate hires,
Also management's side, also an adopted principle a reliable woman to hire new graduates's side.
②For the lawyer short-term contractor, employment to corporate counsel.
※ Although adoption and to both men and women, as an international corporation
SCG Sawada Consulting Group, Inc. company,
Future, store the knowledge of international lawyers, who can-defense support the SCG Sawada Consulting Group Co., Ltd..
In the company overall number-gender ratio balance, and adopted in principle a person balance sheet becomes the optimization.
③For the representative director escort short-term employment Secret Service's,
Crisis management room with, employment to the important post.
※ escort short-term employment Secret Service person, but to adopt regardless of gender,
The personnel strategy of the company, government officials Security Police, the SP retirement age,
Or to adopt in principle a person with a retirement age of the front and rear guard experience.
In the case of men, they continue to guard that has been experienced.
In the case of women, and mainly fine-grained business shift arrangement to control the security guard as Data management officer.
It should be noted, also respect the intention of guarding short-term employment Secret Service person, this does not apply.
④For clients for pick-up driver, traffic safety operation with measures room,
Employment to the important post as drunk driving, driving under the influence of alcohol eradication officer.
※ client Own pick-up driver, but to adopt regardless of gender,
The personnel strategy of the company, government officials driver and large company executives driver the retirement age,
Or to adopt in principle a person with a retirement age of the front and rear driving experience.
・Efforts on the review such as workplace culture reform of gender roles
Gender roles, the husband and wife in the home, for each of the responsibilities and roles men and women in the enterprise
Gender roles that have not been clearly classified, review the consciousness of gender role allocation,
Even in companies in the individual, aiming to better workplace culture.
Women are nurturing of children, such as breast-feeding has the qualities that make a life is also important from the biological differences
Result, it is often blessed with domestic action.
To eliminate the stereotypes of the role from the physical features.
Review of gender roles
Efforts process related to workplace culture reform
① Gender roles improvement team established
Launched the gender roles improvement team
②Initial team leader
The initial team leader chairman and representative director, to develop
a gender roles improvement definition.
※ In the international situation, the international community, in Japan,
In SCG Sawada Consulting Group Co., Ltd. business areas,
Gender roles is to develop the construction of optimal and appropriate is defined.
③Elect a female team leader chairman
The initial team leader (President), and team members,
Elect a female team leader chairman, established the framework proposed
by the gender roles improvement team.
④Construction of the definition and outline the draft decision
After building and outline the draft decision of the definition, for the
purpose to reflect the many particulars opinion,
To exclude team members the (President) from members, have them concentrate on the representative director this business.
⑤Gender roles improvement
The gender roles improvement team leader chairman men and women regularly
shuffle,
Achieve no fixed concept improvement measures and review measures.
⑥Decentralization of the team
AAnd gender roles improvement team BDecentralized to the workplace culture
reform team,
SCG Sawada Consulting Group Co., Ltd.,Promote the efforts of improvement
and reform and
review that can be better developed.