[Thinking about Diversity] Considering "Human Resources and Labor Management Diversity". [HR Work]

Whether you are a working professional employed by a company or simply going about your daily life, I suspect many of you feel that the movement seeking diversity has become more active in various situations.

Therefore, I believe an increasing number of people are finding it impossible to remain indifferent to diversity, whether in business or in their private lives.

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Even as a sole proprietor like myself (someone not belonging to a company), I feel it quite often; because old systems and customs are difficult to utilize in the present day, there are many cases where revisions and new establishments are necessary. Personally, I have also seen an increase over the last two to three years in requests for help with changing work regulations and creating mechanisms for company operations.

Since society and people have changed compared to the past, I believe this movement itself is necessary for the future of society and for making society a better place.

However, when focusing individually on the movements seeking diversity to solve problems in various fields, the issue that "the voices of those other than the parties involved are being reflected too much" has become apparent.

Therefore, based on that point, I would like to write about "diversity related to human resources and labor management," which I am involved in as part of my daily work.

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When we talk about diversity related to human resources and labor management,

・Relationships with LGBT individuals in the workplace and with business partners
・Diverse work styles as employees

are central themes, and I think they are easy for everyone to visualize.

Regarding this field, partly because the government is moving to create systems and frameworks, I think that understanding from those around us and the establishment of company systems are progressing more than before.

However, when thinking about the "diverse work styles field," in order to respond to the current COVID-19 crisis, many companies have introduced remote work, but inevitably,

(1) They are introducing it because of the current situation (because it cannot be helped).
(2) Once COVID-19 settles down, it will be taken for granted that employees will come to the office to work as before (= working from home will not be permitted).

There are many companies with this stance, and because of that attitude,

1. You must make a scheduled report via PC at 0:00.
2. Remote work must be done at home.

As such, many companies operate systems that limit the benefits of remote work.

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Companies that successfully manage remote work, even if the original intent or purpose of its introduction was "COVID-19 countermeasures",

have the advantage of being able to support employees struggling with childcare or nursing care simply by utilizing and improving that system.

This is because remote work is a way of working that centers on each employee (and their family and surroundings) therefore.

Therefore, naturally, it can also accommodate childcare and nursing care.

Companies that operate such regulations and mechanisms

1. Eliminate situations where employees suffer from reduced productivity or are forced to resign due to childcare or nursing care concerns. 2. Make it easier for companies suffering from labor shortages to attract job seekers.

gain these byproducts, so the operational benefits are significant.

However, despite these benefits, it is also a fact that many companies have an attitude that limits the advantages of remote work, as mentioned above.

Why is this?

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This is not only because some companies choose to take such a stance, but also because

they recognize that if they revise the system, it could cause friction with other areas and potentially hinder overall corporate operations.

is one aspect of the cause.

In other words, what this means is that depending on the job type and work content, many employees cannot receive much benefit from remote work, and by enhancing the remote system,

"Why are only those people having it easy?" "We don't get any benefits at all!"

they recognize that there is a danger that such complaints and dissatisfaction will rise among those around the parties involved.

To be honest, it is certain that such complaints and dissatisfaction will arise, and I actually know of companies where minor troubles have already occurred.

Therefore, if we promote "diverse work styles" with the current understanding,

I think more and more companies will end up implementing "regressive system operations," doing it only because they have no choice since the government is encouraging it.

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The reason for this kind of system operation is that in the field of human resources and labor management,

1. Uniformity across industries
Discussing office workers and field workers like sales or construction together.
2. Uniformity across Japan
Discussing huge cities like Tokyo and regional cities together.
3. Uniformity across gender and age
Discussing men and women, and those in their prime and those near retirement together.

I believe it is because there is too much discussion based on uniformity like the above.

If you discuss everything uniformly, you end up with a system design that ignores diversity itself.

I understand that writing the following might draw backlash, but in order to successfully manage human resources and labor diversity,

・Letting things end in a vague, informal way.
・Having the workers and employers compromise and find a middle ground.

is important.

This also applies to the mechanisms regarding harassment, which are currently a problem in many aspects of society.

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Regarding taxes.
Regarding the Constitution.

For things like these, I think a 0 or 100 argument is acceptable, but at least in the field of human resources and labor management,the method mentioned above, where content is decided while considering the various backgrounds of the parties involved, rather than an imperative from the government saying "You must absolutely do XX!" will result in a better direction for both parties.

This way of thinking also applies to the SDGs, which many companies are working on recently.

As someone involved in human resources and labor management, I would like to continue to help by creating regulations and mechanisms that allow small and medium-sized enterprises to successfully match with various types of diversity.

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