{"created":"2023-06-19T09:48:48.143603+00:00","id":358,"links":{},"metadata":{"_buckets":{"deposit":"011d3a76-a7ea-4de6-bb8a-360f2db1cca4"},"_deposit":{"created_by":3,"id":"358","owners":[3],"pid":{"revision_id":0,"type":"depid","value":"358"},"status":"published"},"_oai":{"id":"oai:urawa.repo.nii.ac.jp:00000358","sets":["53:74"]},"author_link":["1397","1398","1396"],"item_1_alternative_title_5":{"attribute_name":"論文名よみ","attribute_value_mlt":[{"subitem_alternative_title":"ニホン ノ ジョセイ コヨウ ニ オケル ペイ エクイティ ペイ エクイティ デノ ショクム ヒョウカ ノ ユウコウ セイ"}]},"item_1_biblio_info_14":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2012-08","bibliographicIssueDateType":"Issued"},"bibliographicIssueNumber":"47","bibliographicPageEnd":"23","bibliographicPageStart":"13","bibliographic_titles":[{"bibliographic_title":"浦和論叢"}]}]},"item_1_creator_7":{"attribute_name":"著者名よみ","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"フクダ, ケンイチ"}],"nameIdentifiers":[{}]}]},"item_1_description_1":{"attribute_name":"ページ属性","attribute_value_mlt":[{"subitem_description":"P(論文)","subitem_description_type":"Other"}]},"item_1_description_11":{"attribute_name":"抄録(日)","attribute_value_mlt":[{"subitem_description":"本稿では、雇用管理に於ける女性の人権保護を主としてペイ・エクイティの視点から分析解明しようとするものである。それは、同一価値労働では同一賃金を支払うとの考え方によるものである。それは、男女の差別があってはならない。男女の別なしに同一価値労働では同一賃金を支払う必要があるのである。しかし、現実には男女の差別があり、同一価値労働で同一賃金が成立しているとは言えない。法的には労働基準法(以下労基法)第4条で「女性の平均勤続年数が男性より短いこと、女性の多くは主たる生計維持者ではないこと、といったような女性のおかれた平均的な状況や先入観に基いて差別的取扱いをすることを禁止しているものと解釈されて…現行条文のまま100号条約の要請を満たしている」と言及している。国際労働事務局(以下ILO)は日本に対して「男女同一価値労働同一報酬原則を明確に表現する規定とするために法改正の措置を取るように求める」と指摘している。つまり、法的にも諸外国と比して遅れている状況下になる。また、労基法で規定しているように「女性の勤続年数の短さ」「主たる生計維持者」でないことが、実際の差別が生じている背景になっている。現実として、年下の高卒の男子現業職が年上の先輩である大卒の女子事務職よりも給料が高いことは一般によくあることである。企業はこの不公正な現状に対して、職務内容の違いで説明をしている場合が多い。つまり、ペイ・エクイティを実現するには違った職務内容でも比較対照できる基準を作る必要がある。具体的にはケアワークなどの典型的な女性職とされる職務と建設技術者などの典型的な男性職との職務の分析と評価を正確に比較対応しなければならない。その結果、公正な正当な賃金に是正させることを行い、性別職務分離での性差別賃金を是正し異なる職種、職務の職務評価を行う必要がある。職務評価の方法としては、労働環境、責任、負担、技能の評価要因により性差別無く中立的に行う必要がある。評価内容としては、職務の性質である。それは個人が所持する技能ではなく、職務を行うのに必要な技能であり人事考課とは異なるものである。欧米では、特に30年以上前から法制化されており、その日本への適応も念頭に考察して日本の女性雇用に於けるペイ・エクイティを論じて行くことにする。","subitem_description_type":"Other"}]},"item_1_description_12":{"attribute_name":"抄録(英)","attribute_value_mlt":[{"subitem_description":"Women’s human rights protection concerning employment management is analyzed and explicated from the viewpoint of pay equity in this monograph. A worker must receive equal remuneration for work of equal value. Sexual discrimination shall not affect remuneration. The same remuneration must be paid for work of equal value irrespective of sex. However, sexual discrimination exists in reality and pay equity has not been fully enforced for work of equal value. The legal announcement that “women must not be treated discriminatorily from the biased conceptions based on the women’s average situation and preoccupations, such as women’s average working years being shorter than that of men, major percentage of women not being the primary person to support the family livelihood, etc. … and the present article fulfills the requirements of C100 Equal Remuneration Convention, 1951” is declared in Article 4, Labor Standards Act. However, the International Labour Organization (ILO) requested Japan to take measures regarding the legal amendment in order to distinctly regulate the principle of pay equity for both sexes for work of equal value. The Japanese legal situation lags other countries. As specified as negative examples in the Labor Standards Act, “short years of women employment” and “not a primary person to support family livelihood” has been identified as the major causes of the background of discrimination. Actually it is commonly observed that the shorter employed, younger high school graduate male workers receive higher salary than the longer employed, elder university graduate female workers. Many companies explain that this unfair situation occurs due to different types of worker’s job contents. Therefore, it is necessary to establish criteria that can be compared and evaluated for fair remuneration among the different types of job contents in order to materialize pay equity. For example, the job contents of care workers (the typical female occupation) and architect-engineers (the typical male occupation) must be precisely analyzed, compared and evaluated to establish pay equity. As a result, if unfairness exists in remuneration due to gender, remuneration must be corrected to be fair and just. The sexual discriminated remuneration among the different types of jobs must be corrected while the job contents are analyzed and evaluated. The elements of job evaluation can be listed as working conditions, responsibility, efforts and skills. The job evaluation must be evaluated in a neutral way without gender bias. Jobs are evaluated on its own merit. It is not the skills that the employee possesses. It is the skills necessary to perform the job that is evaluated. Equal remuneration was legislated thirty years ago in the Western countries. This monogram examines pay equity for women employment in Japan and considers the adaptation of Western legislation to Japan. ","subitem_description_type":"Other"}]},"item_1_source_id_13":{"attribute_name":"雑誌書誌ID","attribute_value_mlt":[{"subitem_source_identifier":"AN10049116","subitem_source_identifier_type":"NCID"}]},"item_1_text_2":{"attribute_name":"記事種別(日)","attribute_value_mlt":[{"subitem_text_value":"論文"}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"福田, 健一"}],"nameIdentifiers":[{}]},{"creatorNames":[{"creatorName":"Fukuda, Kenichi","creatorNameLang":"en"}],"nameIdentifiers":[{}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_date","date":[{"dateType":"Available","dateValue":"2012-08-01"}],"displaytype":"detail","filename":"urawaronso_047_013-023.pdf","filesize":[{"value":"357.5 kB"}],"format":"application/pdf","licensetype":"license_note","mimetype":"application/pdf","url":{"url":"https://urawa.repo.nii.ac.jp/record/358/files/urawaronso_047_013-023.pdf"},"version_id":"69959463-1af4-4c82-a818-1ef8c0658057"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"ベイ・エクイティ","subitem_subject_scheme":"Other"},{"subitem_subject":"同一価値労働","subitem_subject_scheme":"Other"},{"subitem_subject":"男女の雇用差別","subitem_subject_scheme":"Other"},{"subitem_subject":"生計維持者","subitem_subject_scheme":"Other"},{"subitem_subject":"性差別賃金","subitem_subject_scheme":"Other"},{"subitem_subject":"Pay Equity","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"Work of Equal Value","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"Sexual Discrimination of Employment","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"Person to Support Family Livelihood","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"Sexually Discriminated Remuneration","subitem_subject_language":"en","subitem_subject_scheme":"Other"}]},"item_language":{"attribute_name":"言語","attribute_value_mlt":[{"subitem_language":"jpn"}]},"item_resource_type":{"attribute_name":"資源タイプ","attribute_value_mlt":[{"resourcetype":"departmental bulletin paper","resourceuri":"http://purl.org/coar/resource_type/c_6501"}]},"item_title":"日本の女性雇用に於けるペイ・エクイティ : ペイ・エクイティでの職務評価の有効性","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"日本の女性雇用に於けるペイ・エクイティ : ペイ・エクイティでの職務評価の有効性"},{"subitem_title":"Pay Equity Concerning Women Employment in Japan : Effectiveness of Job Evaluation for Pay Equity","subitem_title_language":"en"}]},"item_type_id":"1","owner":"3","path":["74"],"pubdate":{"attribute_name":"公開日","attribute_value":"2012-08-01"},"publish_date":"2012-08-01","publish_status":"0","recid":"358","relation_version_is_last":true,"title":["日本の女性雇用に於けるペイ・エクイティ : ペイ・エクイティでの職務評価の有効性"],"weko_creator_id":"3","weko_shared_id":-1},"updated":"2023-06-19T09:57:18.360971+00:00"}