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2016 MTPC keynote speech
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Company A (Manufacturer)
Company B (Manufacturer)
Outcome of
Efforts
(1) Quantitative
aspects
(shortening
of work
hours, etc.)
(2) Qualitative
aspects
(enhancing
work
content,
etc.)
(3) Diversity
viewpoint
● Quantitative aspects: Although the
company has been improving
numerous supportive measures for
work-life balance, they are conscious
of problems related to employees’
awareness and use of the system,
the workplace environment, and
corporate climate due to an
insufficient understanding of the
system.
● Qualitative aspects and diversity
viewpoint: Through promotion of the
e-Work@home Project, it has
become possible for workers to work
from home using information
technology (IT). This is an
experiment in reducing constraints on
where work is performed, and
expanding and enhancing the
selection of working styles.
● Quantitative aspects: Surveying and
analysis of working hours through work-
hour management.
● Qualitative aspects: As part of career
plan training, each age-group is set a
theme and provided with opportunities to
consider their future life plans and career
plans. Employees participate actively,
achieving communication beyond the
bounds of divisions and occupations.
The effectiveness of these efforts as a
forum for exchange is acknowledged.
● Diversity viewpoint: Measures aimed at
“creating a workplace in which a diversity
of working styles is possible and people
can work with a sense of security” are
contributing to a decrease in employee
turnover and an increase in the
securement of human resources.
Note: “Work-life balance” has been abbreviated to “WLB”. The hearing with Company A was conducted
with labor union representatives; the hearings with Companies B, C, and D were conducted with
management representatives.
Source: Osaka Workers and Employers Council (2008), partially changed from the table on page 3.
2 This paper does not include consideration of work-life balance concepts or definitions of the detailed
content or possible related problems of work-life balance measures that are being discussed in the
academic world. The author hopes to consider these issues at a later date.
2.1 Definition of the Concept of Work-Life Balance
2
All four companies paid attention to aiming their work-life balance measures at all
employees, regardless of gender. In particular, during the initial introduction stage, many
companies interpreted “work-life balance measures” as prescribed systems that include
making it easier for women to work. For example, these systems included the realization of
gender equality and support for balance between work and motherhood protection/
childrearing. It can be said that in the past several years, the characteristic trend for these
measures, which mainly targeted women, were developments that attempted to include all
employee groups.