女性の幹部登用 「なでしこ銘柄」増やしたい

The Yomiuri Shimbun May 23, 2013
Japan needs more companies that cherish their female workers
女性の幹部登用　「なでしこ銘柄」増やしたい（5月22日付・読売社説）

Prime Minister Shinzo Abe has trumpeted women’s active involvement in the workforce as a pillar of the government’s growth strategy. He aims to better utilize women’s abilities to invigorate the nation’s economy.
　安倍首相は、成長戦略の柱の一つに「女性の活躍」を掲げている。女性の能力をもっと生かし、経済の活性化を図るのが狙いだ。

Abe specifically asked for cooperation from the Japan Business Federation (Keidanren) and other organizations in urging all listed companies to appoint at least one female executive. Behind the request was Abe’s awareness that women’s participation in corporate management will also be conducive to companies’ growth.
　首相は、その具体策として、全上場企業が女性の役員を最低１人は登用するよう経団連などに協力を求めた。女性の経営参画が、会社の成長にも資するという問題意識がある。

However, this will be easier said than done. In Japan, many companies remain reluctant to appoint women to managerial positions. Women fill about 40 percent of managerial and higher positions at companies and the public sector in other advanced countries, including the United States, France and Britain. This is far higher than Japan’s figure of about 12 percent.
　「言うは易(やす)く行うは難し」である。日本では、女性の管理職登用が進んでいない。民間企業と公務員の管理職以上の女性は、米仏英各国など先進諸国では４０％前後なのに対し、日本では約１２％と大きく差がついている。

If nothing is done, it will be difficult to achieve the government’s goal of raising the proportion of women in leading positions in every field of society to at least about 30 percent by 2020.
　このままでは、社会のあらゆる分野の指導的地位において女性が占める割合を「２０２０年までに少なくとも３０％程度」とする政府の目標を達成するのは難しい。

‘Nadeshiko issues’

The reaction by stock exchanges to the government’s request merits attention. They urged listed companies to disclose their number of female executives in the corporate governance reports they require the companies to submit.
　注目されるのは、政府の要請に応じた各証券取引所の動きだ。上場企業に提出を義務づけている「コーポレート・ガバナンス（企業統治）報告書」に女性の役員数を開示するよう促している。

The Equal Employment Opportunity Law came into effect in 1986. Women hired for fast-track career positions at that time--part of what has often been called the “equal law generation”--have now climbed to senior positions in their companies.
　男女雇用機会均等法の施行は１９８６年で、当時企業に採用された「均等法世代」と呼ばれる女性総合職も、幹部になっている。

We believe it is necessary to appoint capable career female workers to executive posts, rather than simply relying on bringing in human resources from outside.
　女性役員には、外部の人材に頼るばかりではなく、生え抜きの女性社員を能力に応じて登用することが必要ではないか。

In February, the Economy, Trade and Industry Ministry and the Tokyo Stock Exchange selected and announced the names of listed companies--including Kao Corp. and Toray Industries, Inc.--that excellently utilize their human resources by, for example, creating a better environment for women to continue working. These companies are called “Nadeshiko issues.”
　経済産業省と東京証券取引所は今年２月、女性が働き続けるための環境整備など人材活用を積極的に進めている花王や東レなど上場企業を選定し、発表した。「なでしこ銘柄」と呼んでいる。

“Nadeshiko issues” can be a guide for investors to evaluate a company’s business administration ability to make maximum use of its human resources, as well as its ability to adapt to changes in the business environment.
　投資家が、人材を生かす経営管理能力や環境変化への適応力を評価する目安になるという。

This new description gained traction after the Abe Cabinet took over proposals made by an expert panel during the administration of former Prime Minister Yoshihiko Noda and made a request to the stock exchange. Fully using women in the workforce is an issue that every administration must address.
　この取り組みは、安倍内閣が野田内閣時代の有識者会議の提言を引き継ぎ、証券取引所に働きかけて実現した。女性活用は、どの政権にも共通する課題と言える。

Longer child care leave

Last month, Abe asked leaders of business associations to let women take child care leave for up to three years. The current Child-rearing and Nursing Care Leave Law allows for one year of leave in principle and a maximum of 1-1/2 years. Abe called on companies to voluntarily extend this period.
　首相は先月、育児休業を３年まで取得できるようにすることを経済界に要請した。現行の育児・介護休業法では原則１年、最長１年６か月となっているが、企業側に自主的な対応を求めたものだ。

Extended child care leave would give working women more options, and is one way to help them balance child-rearing and career. However, three years of child care leave will increase costs for companies, and some women fear it could negatively impact on their career and reduce their income. How can these problems be overcome?
　働く女性の選択の幅は広がる。育児と仕事との両立を支える道を開く一つの方法だろう。だが、３年の育休で、企業負担は増し、女性にとってもキャリアでのマイナスや所得減への懸念がある。こうした課題をどう乗り越えるか。

The government also should steadily deal with the problem of long waiting lists for children to enroll in licensed day care centers. Setting up more such facilities for children aged 0 to 2, demand for which is especially high, would be one place to start.
　需要の多い０～２歳児の保育施設の拡充など、待機児童対策もしっかり進めたい。

(From The Yomiuri Shimbun, May 22, 2013)
（2013年5月22日01時31分 読売新聞）