What is a "comfortable working environment"?

What kind of environment is a "comfortable working environment"? While many characteristics can be considered, one of them is an environment where "it is assumed that employees have diverse attributes, and these attributes 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 contributes to creating a comfortable working environment for everyone. We will consider "creating a comfortable working environment" using certification systems and concrete initiatives as hints for creating such an environment.

Considering "ease of work" with a focus on women

According to a ranking (2021) of "women's ease of working" conducted by the British economic newspaper 'The Economist', which surveyed 29 countries, mainly developed nations, Japan ranked second-worst for "women's ease of working." Reasons for "difficulty in working" 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 a system called the "Eruboshi Certification" which certifies companies with excellent conditions for promoting women's active participation. The details and specific initiatives are as follows:

Specific initiatives by companies to promote women's active participation

Examples of "Eruboshi Certification" evaluation items and criteria

• Recruitment: Similar competition rates for male and female applicants
• Managerial ratio: The percentage of women in managerial positions is equal to or higher than the average for each industry

etc.

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

Specific initiatives

• Provision of e-learning, qualification acquisition, and correspondence courses for employees on childcare leave, along with subsidies
• Holding career training sessions on the theme of women's active participation and lectures with invited experts
• Setting and achieving a target for the percentage of female managers (30%)
• Short-time work and flexible working hours

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 flexible working hours will also represent "work style reforms" that involve reviewing existing systems.

Considering "ease of work" with a focus on sexual minorities

According to a Ministry of Health, Labour and Welfare announcement, approximately 40% of LGB individuals (homosexual or bisexual) and about 50% of transgender individuals (those whose gender identity differs from their registered sex) face difficulties in the workplace. Specific difficulties include having to act in a gender different from their self-identified gender, and the fact that company systems and workplace customs assume heterosexuality. How can such a workplace environment be improved?

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

Specific initiatives of companies regarding sexual minorities

Examples of PRIDE Index evaluation items and criteria

• Measures: Whether gender is handled according to the individual's desired gender (health checks, clothing, preferred name, 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

• Implementation of e-learning for basic understanding of LGBTQ+ for all executives and employees (100% participation rate)
• Introduction of a same-sex partnership system that includes same-sex partners as spouses
• Establishment and introduction of LGBTQ+ consultation services
• Permission for the use of preferred names

Basic knowledge regarding sexual minorities can be found on the websites of relevant organizations, and pamphlets and materials for companies are sometimes distributed. Although issues concerning sexual minorities may not always be overt, it is important to develop systems and environments that assume their existence.