我國推動女性參與勞動市場政策之探討

Abstract

我國於2018年3月進入高齡社會，高齡社會帶來的衝擊其中一項為勞動力短缺，而我國女性勞動參與率僅5成，勞動力的缺口可以透過提高女性勞動參與率補足，然而傳統母職天賦的傳統價值觀仍存在現今的社會中，造成女性必須兼顧工作與家庭，因此創造一個友善以及工作與生活平衡的勞動市場，才能使女性不因為家庭而成為非勞動力之一，進而解決我國可能面臨的勞動短缺的問題。\n\n本文透過文獻分析法與深度訪談法進行撰寫。文獻分析法蒐集我國、日本與新加坡女性在勞動市場上的勞動參與率變化與就業現況，以及推動女性參與勞動市場的政策，包含勞動法制政策、工作與生活平衡政策、照顧政策，各國家在此三個政策中如何制定方向、如何實施促使女性維持在勞動市場上。深度訪談法透過訪談企業內工作與生活平衡承辦人、30歲以上育有子女之勞工與勞動部人員，暸解我國工作與生活平衡政策的定位與內涵、目前實施的狀況與困難、未來的展望、暸解各產業工作與生活平衡實施的狀況、企業承辦人對於工作與生活平衡政策的看法、勞工對於勞動法制、工作與生活平衡政策與照顧政策的看法⋯⋯等等，透過訪談發現並進行訪談分析整理，整理出實務上遇到的狀況，再對照文獻分析的內容給予我國政策上建議。\n\n勞動法制面建議：我國在這方面的法定工作時間規範於性別工作平等法第19條，育有未滿3歲以下子女得以請求雇主縮短工作時間，但在實務上很難做到，本文建議可以學習日本的育兒短時間工作(育児短時間勤務)，對於有實施的企業進行補助。法定家庭休假中的產假必須增長。家庭照顧假可以從少量的給薪開始做起。育嬰休假期間薪資提高，休假方式可以參考韓國作法，在育嬰假休假期間讓勞工選擇縮短工時的方式上班，一邊上班一邊享有部分育嬰休假的福利。\n\n工作與生活平衡政策建議：建議制定長期的目標並量化目標數值、推動工作與生活平衡認證標章、工作與生活平衡補助具彈性與時效性、工作與生活平衡獎助依據不同產業列出不同標準並進行延伸。\n\n照顧政策建議：日本的地域型小規模托育設施，以及企業型托育設施是我國可以參考的方式。托育補助地點限制的問題建議鄰近縣市能夠進行托育補助整合。長期照顧對象認定可學習日本逐年將年齡向下延伸、著重預防。\n\n關鍵字：女性勞動參與、工作與生活平衡、家庭假、彈性工作、托育政策、長照政策

Taiwan has been entering to an aging society in March, 2018, and it has impacted on the shortage of labor force. Moreover, the female labor participation rate only account for 50%. The shortage of the labor force can be made up through enhancing the female participation in the labor market. However, the traditional values of motherhood still exist in the current society and contribute to make females have to balance work and family. Therefore, it is important to create a friendly and balanced environment to solve problems of the shortage of labor force.\n\nThe thesis utilized the document analysis and in-depth interview methods. Firstly, through the document analysis, it would collect the growth and decline of the female labor participation rate, the situation of the employment, and the promotion of female participated employment, which including laws, policies, the work-life balance policy, care policies in Taiwan, Japan, Singapore. Moreover, the thesis would analyze the direction and implementation of female employment. Secondly, apply in-depth interview method to interview the promoters of work-life balance policy, 30+ years old labors who have children, and one official of the Ministry of Labor. The thesis will organize and illuminate Taiwan work-life balance policy’s contents and viewpoints, the situations and problem of implementation, future directions ,the implementation in the separate industry, the work-life balance policy from the promoters in enterprise, labors, and an official to give advises which also take it as reference.According to the in-depth interview, it will analyze the difficult and problem in practice. Moreover, it will refer to the document analysis and give the advice for the government’s policy.\n\nAdvises of labor law: According to Article 19 of Gender Equality in Employment Act, labor who takes care of children under 3 years old can ask employers to shorten their working hours. However, it’s hard to implement in practice. In order to strengthen the willing of employer to work, this thesis suggests that it could learn from Japan subsidizing the company who shorten working hours. Moreover, period of Maternity leave should be longer and Family take care leave can pay a certain percentage of salary. Furthermore, the policy of parental leave can take reference from Korea, which let the labors can shorten the working hours during the period of parental leave to work and get a part of welfare at the same time.\n\nAdvises of work-life balance policy: Formulate a long-tern target and evaluate it by quantification, implement the certification mark of work-life balance policy, make work-life balance policy more flexible and time-based, and the awards of work-life balance policy should list and complement different criterions for separated industries.\n\nAdvises of care policies: This study would indicate that the childcare policies of Taiwan could take Japan’s implementations, the small regional facilities and enterprise facilities as consideration. In addition, the limitation of the place of childcare subsidy could integrate neighbor counties. Furthermore, the qualification of long-term care can lower the age and focus on prevention.\n\nKeywords: Women Labor Force Participation, Work-Life Balance, Family Leave, Flexi-Work, Childcare Policy, Eldercare Policy