What is a "comfortable working environment"?

What constitutes a "comfortable working environment"? While many characteristics come to mind, one is an environment where "it is assumed that employees have diverse attributes, and these are respected," in other words, a "Diversity & Inclusion" environment. Creating such an environment not only leads to the improvement of problems faced by individuals but also to the creation of a comfortable working environment for everyone. We will consider "creating a comfortable working environment" by drawing hints from certification systems and concrete initiatives that provide clues for creating such an environment.

Considering "work-life balance" focusing on women

According to the 2021 ranking by the British financial newspaper 'The Economist' on "women's workplace comfort" targeting 29 developed countries, Japan ranks second to last. Reasons cited for the "uncomfortable working environment" include workplace systems and facilities, the low number of female managers, and the heavy burden of housework and childcare. How can such a workplace environment be improved?

The Ministry of Health, Labour and Welfare has established the "Eruboshi Certification" system, which certifies companies with excellent conditions regarding the promotion of women's active participation. The details and specific initiatives are as follows:

Specific corporate initiatives for promoting women's active participation

Examples and standards of evaluation items for "Eruboshi Certification"

・Hiring: The competitive ratio for hiring men and women is approximately the same.

・Managerial position ratio: The percentage of women in managerial positions is above the average for each industry.

etc.

(Reference: Eruboshi Certification Evaluation Items | Ministry of Health, Labour and Welfare)

Specific initiatives

・E-learning, qualification acquisition, and correspondence course subsidies during childcare leave (Uniadex Ltd., located in this building)

・Holding career training and lectures by experts on the theme of women's active participation (Ricoh Leasing Company, Ltd., located in this building)

・Setting and achieving a target of 30% for the ratio of female managers

・Short-time work and flextime systems

(Reference: Action Plan based on the Act on Promotion of Women's Active Participation | Uniadex Ltd. 

Diversity & Inclusion External Evaluation on Diversity | Ricoh Leasing Company, Ltd.)

An increase in female managers is likely to lead to the visualization of previously overlooked issues and improvements in systems. Furthermore, the introduction of short-time work and flextime systems will also be a "work style reform" that reconsiders existing systems.

Considering "work-life balance" with a focus on sexual minorities

According to a Ministry of Health, Labour and Welfare announcement, approximately 40% of LGB individuals (lesbian, gay, bisexual) and about 50% of transgender individuals (those whose gender identity differs from their sex assigned at birth) face difficulties in the workplace. Specific difficulties include having to act in a gender different from their self-identified gender, and workplace systems and practices that are premised on heterosexuality. How can such a workplace environment be improved?

Let's look at the content of the "PRIDE Index," created with the aim of "realizing a workplace in Japan where LGBTQ+ individuals can work comfortably beyond the framework of companies and organizations," and concrete initiatives of companies that have acquired it, as hints.

Specific corporate initiatives regarding sexual minorities

Examples and standards of PRIDE Index evaluation items

・Measures: Is gender handled according to the individual's preferred gender (health examinations, clothing, preferred names, etc.)?

・Awareness activities: Education on how to respond when someone comes out regarding their sexual orientation or gender identity.

(Reference: What is the PRIDE Index? | work with Pride)

Specific initiatives

・E-learning for basic understanding of LGBT conducted for all executives and employees (100% participation rate) (Ricoh Leasing Company, Ltd., located in this building)

・Introduction of a same-sex partner system that includes same-sex partners as spouses.

・Establishment and introduction of an LGBT consultation service.

・Permission to use preferred names.

(Reference: Diversity & Inclusion External Evaluation on Diversity | Ricoh Leasing Company, Ltd.)

Basic knowledge about sexual minorities can also be found on the websites of relevant organizations, and corporate pamphlets and materials may be distributed. Although issues concerning sexual minorities are often not easily apparent, it is important to promote the creation of systems and environments that assume their existence.