Various laws related to gender equality, etc.
Constitution of Japan
Article 14(1), which provides for equality under the law, also prohibits “discrimination” on the basis of gender. In addition, Article 24, paragraph 1 stipulates that marriage must be based solely on the consent of both sexes and maintained through the cooperation of the spouses and that, as a basis, “the spouses have equal rights”. Paragraph 2 of the same article states that laws must be enacted on the basis of “personal dignity” and “the essential equality of the sexes” with respect to spousal choice, property rights, inheritance, choice of residence, divorce and other matters relating to marriage and the family.
Basic Law for a Gender-Equal Society (1999)
The law aims to realize a gender-equal society in which men and women respect each other’s human rights and share responsibilities, and are able to fully exercise their individuality and abilities, regardless of gender. The law requires the national and local governments to formulate and implement facilities to promote the formation of a gender-equal society, and the national measures include measures to actively improve discrimination.
Labor Standards Act
Labor Standards Law Article 4 of the Labor Standards Act prohibits employers from “wage discrimination” on the basis of being a female worker. Act on the Securing of Equal Opportunity and Treatment between Men and Women in Employment (Equal Employment Opportunity Act)
The law prohibits employers from discriminating against male and female workers in any aspect of employment, such as recruitment, hiring, assignment (including the assignment and granting of authority), promotion, demotion, education and training, benefits, changes in job type or employment status, and the encouragement of retirement, retirement, or dismissal. The law also prohibits indirect discrimination (e.g., requiring a person to be at least 170 cm tall in order to be hired without reasonable cause), discrimination on the grounds of pregnancy, childbirth, etc. The Act also prohibits indirect discrimination (e.g., requiring a person to be 170 centimeters or more in height in recruitment without reasonable cause) and disadvantageous treatment on the grounds of pregnancy and childbirth. The Act also requires employers to take measures to prevent sexual harassment (including sexual harassment) and harassment related to pregnancy and childbirth.
Act on the Welfare of Workers Who Take Care of Children or Family Members Including Child Care and Family Care Leave (Child Care and Family Care Leave Act)
The law requires employers to provide an employment environment that allows both men and women to take vacations and shorter working hours, and when a worker or his or her spouse becomes pregnant or gives birth and learns that they are caring for a family member, they are required to make efforts to individually inform the worker in question of the provisions regarding childcare and nursing care leave, etc.
Act on the Promotion of Women’s Career Advancement (Women’s Activity Promotion Act)
In order to realize a society in which all women who wish to play an active role in their work can fully demonstrate their individuality and abilities, the law requires employers (national and local governments, private companies, etc.) to formulate and announce action plans that include numerical targets for the promotion of women’s activities and information that contributes to women’s career choices.
Act for Measures to Support the Development of the Next Generation
This law requires employers to formulate an action plan for improving the employment environment and working conditions related to child care, and also provides support.
Revised Labor Policy Promotion Act (Power Harassment Prevention Act)
Measures to prevent power harassment in the workplace are now mandatory.
In addition to sexual harassment, all companies are now required to take measures to prevent “SOGI harassment,” which is derogatory language or behavior related to sexual orientation or gender identity, and “outing,” which is the unauthorized disclosure of a person’s sexual orientation or gender identity to a third party.
Act on Special Treatment of Gender Identity Disorder (Gender Identity Disorder Special Act)
Domestic violence, or DV, is the law regarding counseling on physical, emotional and sexual violence and abuse by a spouse or lover.
We support the Sustainable Development Goals (SDGs). We can tackle them from close to home. We are taking it one step at a time.
As a hub for SDG No. 9, We, Nagaoka University of Technology is actively working on it.
Click here for details.
Unconsciousness bias is a biased view or mindset that we all have without realizing it. We all have these biases without realizing it. You can prevent harassment and loss of human resources.
Learn more about “Unconscious Bias” with this leaflet.
Source：THE JAPAN INTER-SOCIETY LIASON ASSOCIATION COMMITTEE FOR PROMOTING EQUAL PARTICIPATION OF MEN AND WOMEN IN SCIENCE AND ENGINEERING
Here are some of the Unconscious Bias trainings held at Google.
SOGI is an acronym for Sexual Orientation & Gender Identity, an acronym that stands for Sexual Orientation & Gender Identity; SOGI is an “abbreviation for a person’s attributes” in terms of sexual orientation (the sex you like) and gender identity (the sex of your mind), as well as heterosexual people and others. It is an attribute that all people have, including