＜국문초록＞

일본의　남녀고용기회균등법의
제정　 및　개정과정과　그　효과에　관한　연구
－관료중심적　결정과정과　여성의　임금과　취업형태를　중심으로－

서울대학교　대학원
사　회　학　과
유　한　희

본　논문은　일본에서　남녀고용기회균등법이　만들어진　과정과　그　효과를　살펴보는　논문이다．　구체적인　연구대상이　된　것은　제정과　개정　과정의　논의，　임금　격차와　기혼여성의　출산　 및　아동양육으로　인한　취업　중단　현상이　법　제정　전후　어떠한　요소에　의해　영향을　받았는지를　살펴　보았다．　본　연구는　일본에서　균등법이　성립되는　과정은　여성운동보다　국제　연합의　압력이　더　큰　영향을　미쳤으며，　그　과정에　관료의　개입이　두드러졌다고　보고　있다．　또한　그　효과를　임금　격차의　변화와　그　요인　 및　여성의　취업　선택이　법의　제정　전후에　어떠한　차이를　보였는가를　검토하였다．　연구　결과를　요약하면　다음과　같다．

１）　일본의　남녀고용기회균등법의　제정은　국제연합의　요구와　자민당이　제출한　안으로　해서　만들어졌으며，　그러는　과정에서　법이　가지고　있는　본질적인　취지였던　여성에　대한　균등한　지위　확보를　충분히　고려하지　못했다는　점이　지적되었다．　오히려　노동기준법에　존재했던　여성에　대한　보호　조항을　없애게　된다．　이것은　１９８６년　당시　일본이　아직　이　법을　만들　준비가　안되어　있었다는　의미이며，　서둘러　제정한　법은　채용과　승진　등　중요한　조항을　노력의무로　함으로써，　그　실행력이　약하게　되었다는　비난을　면하기　어렵다．

２）　일본의　남녀고용기회균등법의　개정은　１９９９년과　２００７년에　이루어졌고（시행된　해를　기준으로），　커다란　방향의　변화를　예고하고　있다．　우선　１９９９년의　남녀고용기회균등법은　여성에　대한　차별　채용，　승진，　회사　내　훈련　등　모든　면에서　일어나는　차별을　금지한다．　또한　섹슈얼　하라스먼트（sexual harassment)　규정을　사업주의　배려의무로　하여　도입하였다．　회사나　학교　등　노동시장에서　실제　일어나는　문제들을　구체적으로　해결하려는　방향으로　변화의　움직임을　보였다．　２００７년　개정은　남성과　여성을　동시에　대상으로　하는　차별　금지법의　성격을　강하게　가지고　있다．　여성의　모성보호를　강화하며，　섹슈얼　하라스먼트（sexual harassment) 규정을　사업주의　조치의무로　규정하는　등　두　가지　면에서　큰　변화를　보였다．　이것은　균등법의　대상이　여성에서　남성과　여성으로　확장된　것이다．　그럼에도　불구하고，　포지티브　액션을　도입하는　등　한시적으로　여성에게　기회구조를　확대하려고　한다．

３）　남녀고용기회균등법이　제정된　후　법의　효과는　임금　격차　면에서　큰　변화를　보이지　않았으며，　임금　결정식의　잔차를　통한　제정　전후　두　시기에　대한　초우　테스트（Chow Test)에서　모수　동일성（parameter constancy)을　보여주고　있지는　않았다．　남녀고용기회균등법의　제정　전시기（１９８２－１９８６）와　제정　후시기（１９８７－１９９９）의　모수가　다르다는　것은　현실적으로　사회　전반의　불평등이　개선되는　효과가　눈에　띄게　보이지는　않지만，　남녀고용기회균등법의　정책　효과로서　두　기간의　모수（parameter)가　달라졌을　가능성을　보여주는　것이다．　즉，　여성과　남성의　임금　격차를　일으키는　설명변수의　계수가　달라졌으며，　특히　이번　분석에서는　학력，　경력，　회사규모를　통제한　후　젠더　격차의　내용이　남녀고용기회균등법의　제정　전과　후에　변화했다는　것을　보여주는　것이다．

４）　남녀고용기회균등법의　효과로　출산과　양육으로　취업을　중단한　여성들의　특성이　법　제정　전후　어떻게　달라졌는가를　살펴　보았다．　그　결과　제정　전에　유의하지　않았던　학력　변수가　통계적으로　유의한　것으로　나타났다．　하지만　그　방향은　고학력　여성의　취업률이　낮아지는　방향으로　영향을　미치고　있다는　결과를　얻었다．　그리고　자녀수의　증가가　미치는　영향력이　일반적으로　알려진　자녀수가　증가하면　노동시장　참여가　줄어드는　방향으로　나타나지　않고，　자녀수가　증가하면　노동　시장　참여　가능성이　증가하는　것으로　나타났다．　이는　가족　조사　자료의　성격상　긴　시간을　두고　자녀수와　취업률의　관계가　비례적으로　증가할　수　있다는　것을　주장하는　것이고，　이는　기혼　유자녀　여성들이　임금　노동을　선호하는　것이　양육비와　관련하여　중요하다는　주장과　밀접하게　연결될　수　있다．

５）　균등법이　제정됨으로써　노동　조합이　여성을　그　법에　따라　어떻게　보호하고　있으며，　그러한　노동　조합의　활동이　도움이　되는지를　규명해　보고자　하였다．　우선　여성들에게　우호적으로　작용을　할　것으로　보였던　노동　조합은　여성에게　최선의　선택을　하도록　정보　 및　고용　승계를　보장하여야　하였으나，　그것은　주로　남성노동자들에게　이루어졌다．　여성은　회사　내　변화의　흐름을　파악할　수도　자신의　고용　승계를　보장　받지도　못하는　결과가　균등법이　제정되던　시기부터　개정되는　시기에　이르기까지　일본전신전화（Nippon Telegraph and Telephone; NTT) 사례에서　나타났다．　이것은　가부장적　사회구조와　그　속에서　자신의　공적인　역할을　조직　내　보조적인　것으로　생각하고　있는　여성의　의식의　한계　때문이었다．

６）　전체적으로　일본의　균등법은　국내　산업　정책의　큰　흐름이었던　민영화와　반대의　방향의　정책을　제시하는　과정에서　일본의　발전국가　전략이라는　큰　틀안으로　흡수되었다．　이러한　상황에서　여성들이　취할　수　있는　전략은　현실에서　그렇게　많지　않았고，　１９８６년　균등법의　유일하게　금지규정으로　규정하였던　해고에서의　차별　금지를　피하기　위하여　일본전신전화（Nippon Telegraph and Telephone; NTT)에서　여성들에게　희망　퇴직을　선택할　수　있도록　했던　것에서　알　수　있었다．　이러한　사실은　우리에게　몇　가지　교훈을　주는데　여성들의　선택은　그　사회의　가부장제에　의해　규정을　받게　된다는　것이다．　남성집단이　정보와　교육이　부족한　여성들을　해고시켰고，　그것이　가능하도록　만들어준　것이　가부장제라고　하는　틀인　것이다．

７）　법은　여성들이　부당한　대우를　받았을　때　저항함으로써　그　실효성이　생겨나는　것이지　아무도　그　법에　호소하여　자신의　부당한　대우를　개선하려고　하지　않으면　의미가　없는　것인데，　일본은　그　문화적인　측면에서　보면　전통적으로　권리　의식이　약하고，　법에　의한　해결을　원하지　않으며，　그　결과　그　법의　효과가　바로　사회에　나타나기　어려운　측면이　있다．　그러므로　여성들이　법에　호소하여　자신의　문제를　해결하기　어려운　사회이므로，　다른　방안을　동시에　찾아야　할　것으로　보인다．　여성이　사회진출을　할　때　어려움을　느끼는　것이　인간관계이기도　하고，　조직　내에서　그　조직　내　위계를　잘　알지　못하여　일어나는　일도　많다．　하지만　또　다른　한　편　여성의　이러한　측면　 때문에　사회　개선이　가능하다고도　보여진다．　위계적　조직에　순응하기　보다는　다양한　길을　모색하는　등　남성　일반과　다른　방향으로　선택할　가능성이　있다．　또한　여성은　공적　생활에　대한　경험이　부족하기　 때문에　정의로울　수　있으며，　가족　단위의　생활을　책임지므로　의무감이　강하다．　이러한　일본　여성들에게서　새로운　여성　집단이　만들어질　것이고，　이것은　법에　의한　타율적　강제보다　여성에게　더욱　많은　기회를　제공하게　된다．

８）　일본은　１９８６년　이후　두　번의　개정을　통해서　남성　중심주의　사회를　바꾸고　있으며，　２００７년　개정에서는　남성과　여성의　균등한　대우를　확보하는　차별금지법으로　그　내용을　전환했다．　또한　２００７년　개정에서는　남성과　여성　모두에　대한　섹슈얼　하라스먼트（sexual harassment）를　금지하는　것을　사업주의　조치의무로　그　규정을　강화하고，　임신한　여성에　대한　차별을　명시적으로　금지하기에　이르른다．　노동시장의　규칙을　엄격히　적용한　것이　１９９９년의　개정이었고，　２００７년에는　관습적으로　일어나고　있는　차별　현상　중　섹슈얼　하라스먼트（sexual harassment)에　대해서도　엄격한　선을　긋는　작업을　한　것으로　볼　수　있다．　이러한　개정이　미칠　파급효과가　어디까지일지는　현재로서는　예측하기　어렵지만，　여성의　고용에서의　모든　차별과　잘못된　관행들을　개선하는　효과가　있을　것으로　보인다．

９）　현재　계속해서　논의되는　파트　타이머를　위한　규칙의　확보는　남성의　파트　타이머도　증가되는　상황에서　제기　되고　있으며，　그　규칙과　효과를　주목해　볼　만　하다．　２０１２년　파트　타이머　논의와　사업주의　포지티브　액션이　어떠한　방향으로　가는　것인지를　파악하면　일본에서　여성에　대한　지위가　변하는　방향을　예측할　수　있을　것이다．

주요어： 남녀고용기회균등법，　임금격차，　섹슈얼　하라스먼트, 노동조합，　민영화，　모수　동일성

학번：　９４２０５－８０３

Abstract

Japanese Equal Employment Opportunity Law and its effect:
From the perspective of bureaucratic decision making process,
gender wage gap, and women’s employment

Han-Hee Yoo
Department of Sociology
The Graduate School
Seoul National University

This dissertation examines the empirical relationship between the Equal Employment Opportunity Law and the gender wage gap in Japanese labor market.
The EEO Law and the industrial policy in 1985 were very different: equality and competition. There were two revisements of the EEO Law in 1999 and 2007 which had the sexual harassment and positive actions.

The findings can be summarized as follows:

1) The Enactment of the EEO Law in 1986 is mainly due to the United Nations’ convention to eliminate all forms of discrimination against women. The ruling Liberal Democratic Party conceived the traditional roles of Japanese women. So the bureaucrats enacted the ordinance on the labor standards for women (Ordinance of the Ministry of Labor No. 3 of 1986) with the elimination Articles 64-2 in the labor standard acts (Act No. 49 of 1947) law.
2) The revision of the EEO Law in 1999 made the EEO Law compulsory to the companies. In 2007, the second revision of the EEO Law made the discrimination law against women and men. This enlarged positive actions for women.

3) However the gender wage gap continued even after the enactment of the law. But the parameter changed between 1981-1986 and 1987-1999. This might show that the data does not have parameter constancy.

4) A withdrawal decision of the married women from the labor market has changed. Highly educated women withdrew more easily from the labor market compared to the lower educated women in Japan. However, all women in Japan chose working when they had more children after the enactment of the EEO Law in 1986.

5) Main argument compares the inequality of female labor market in Japan to that of developed nations like United Kingdom before and after the enactment of the EEO Law.

6) The privatization of the Nippon Telegraph and Telephone (NTT) in 1985 and the enactment of the EEO Law in 1986 are strongly involved in the restructuring low skilled women workers. The EEO Law in Japan made women to be more conscious about the inequality in the work place.

7) Women in Japan did not have enough work experiences in the companies as compared to the career women in American or United Kingdom. This means that they have lower social status than women in U.S.A. and U.K. This made women’s status in the labor market lower than any other countries.

Keywords: Equal Employment Opportunity Law, wage gap, sexual harassment, NTT Labor Union, Privatization, parameter constancy (policy effect).
Student Number: 94205-803