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臺大管理論叢
第
27
卷第
1
期
7
Company C (Manufacturer)
Company D (Information and Telecommunications)
In 1992, the company introduced a childcare
leave/childrearing work system. In 2001, in
addition to abolishing the distinction between
main career track and general employees, the
company created a plan for positive action from
four angles: “equal opportunity”, “reforming
awareness”, “securing human resources”, and
“support for balance”. The company promotes
an environment in which each employee,
regardless of gender, can fully display their
skills. Since 2003, the company has been
actively improving both hard (system) and soft
aspects of WLB.
Of the company’s 117 employees, women comprise
a high percentage in each division: Strategic
Planning Division (20%), Technology Marketing
Development Division (30%), and Business
Planning Division (40%). The company is aware of
the limitations of seeking a balance between work
and childrearing/housework through the
independent efforts of women alone. Therefore,
they are concentrating on creating a system that
supports work-life balance for all employees as well
as the development of a suitable workplace for
women.
● Efforts to eliminate long working hours
● Efforts based on an awareness of “work
restructuring”
● Establishment of flexible work schedules
● Promotion of planned paid leave
● Improvement of measures to support work-
childrearing balance
● Establishment of a “Website to Support Work-
Childrearing Balance”: workers taking
childcare leave are provided with information
about the company’s activities and the
workplace during their leave of absence to
support their smooth return to the workplace.
Efforts to raise awareness amongst
supervisors are also implemented.
● Action plans are implemented in accordance
with the Act for Measures to Support the
Development of the Next Generation
● Shorter working hour systems in addition to
legally prescribed systems
● Half-day paid holiday system
● Earlier/later times for starting/finishing work
● Re-employment system
● Hiring of workers seeking re-employment
● Equality of work duties/division areas
● Proactive gender equality education and training;
guaranteed advancement
● Career path system based on individuals’ skills,
regardless of gender
● Compulsory creation of opportunities for worker
exchange during working hours (once per month)