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논문검색

〈연구논문〉

한국 기업의 고용기회균등 측정방법의 탐색적 고찰 : 미국 고용균등위원회를 중심으로

원문정보

An Exploratory Study of Equal Employment Opportunity Quantitative Approach : Focused on US EEOC Case

김정진

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초록

영어

From the perspective of business management, this study starts with the recognition of a problem that compared to the international standard, the existing research and methodology of equal employment opportunity in the process of recruiting in Korea, is unsatisfactory in terms of its effectiveness. Additionally, Researches on equal employment opportunity in Korea merely focus on its justification based on advanced societies from the perspective of ideology and futhermore, there are few empirical studies in order to increase the productivity of employment and to implement the principle of equal employment opportunity. On the contrary, in foreign countries including the United States, there are plenty of researches not only on the theory of equal employment opportunity, but also on the methodology and its justification. Thus, this study aims to investigate the quantitative methodology of measuring the concept of equal employment opportunity in the process of recruitment in the United States, and its application in order to draw implications for Korean companies. In this regard, this paper examined the principle of equal employment opportunity in the United States and the functions & activities of the U.S. Equal Employment Opportunity Commission (EEOC) for its implementation. In particular, a specific protective group was defined based on the EEOC cases. Also Korean cases and systems for equal employment opportunity were also investigated. The method for measuring the status of equal employment opportunity was simulated using enough data and results were obtained. This analysis was conducted to make a practical contribution to the extensive application of measures to conform to the principle of equal employment opportunity. However, the concept and methodology of equal employment opportunity are suggested at the very conceptual and theoretical levels, therefore, further researches will need to examine the justification of the quantitative methodology in order to apply various foreign cases to the Korean situations. The results of this study can be summarized as follows. First, this study suggests that an equal employment opportunity index, which serves as the standard of equal employment opportunity, be set and introduced. Whether a specific group (for example, youth or women) in a company is equally employed and how equal the employment opportunity is should be measured through this index. Equal employment opportunity refers to the status of a proportion of the total employable population being applied in a particular group (Slevin, 1973). If the number of employees in a particular group is substantially below or above the employable population in consideration of the total population ratio, it is hard to say that the equal employment opportunity is implemented. In other words, it will be used as an index for the analysis of the actual employment status of employable population in companies and the average gap between the availability of population in a particular group and the actual employed population. Second, while the inequality index presents the gap between the employable population and the actual employed population regardless of job categories, an index that demonstrates the difference of actual employed population relative to the population in consideration of job categories is needed. In the United States, the difference of actual employed population is calculated relative to the total population composition ratio in each job category of a company (U.S Bureau of the Census, 2015). Third, unlike the previous two indices, a diversity index shows how many different groups the employees in each job category are from (U.S. Equal Employment Opportunity Commission, 2015). The diversity index is high if the employment is not concentrated in a particular category but evenly spread among categories. On the other hand, it is low if the employment is concentrated in a particular category (Blau & Schoenherr, 1971). That is, in case that the employment concentration level is high, the diversity index becomes low. Fourth, this paper suggests that the specific areas of discrimination in domestic companies (wage, promotion, pregnancy etc.) be divided based on the accumulated data on equal employment opportunity, and a systematic database for employment data including the types of discrimination be built. The measurement of the employment status in companies can be used as a useful management tool to clearly understand the pattern of workforce and to determine barriers against the equal employment opportunity in the relevant companies. Additionally, the measurement of equal employment opportunity may be developed into a useful tool to undertake a comprehensive review of the utilization of workforce by checking organizational units with the substantially concentrated employment. Fifth, a measure to establish and operate of a centralized independent organization can be considered for the eradiation of discriminatory employment in Korean companies. This independent organization, with the authority to implement and enforce employment non-discrimination laws, can facilitate the process of implementation of the principle of equal employment opportunity and more promptly check the compliance of discrimination-related laws and regulations. With the establishment and operation of this single responsible organization, the discrimination in the process of employment may be prevented, and specific discriminatory practices, which need to be settled by legal means, if necessary, may be identified more readily.

한국어

본 연구는 경영학적 관점에서 고용 생산성을 높이고 기업의 채용과정에 고용균등원칙을 실현하기 위한 기존의 국내 연구 및 측정 방법론이 국제기준과 비교하여 볼 때 그 실효성이 매우 미흡하다는 문제인식에서 출발하였다. 국내 고용기회균등에 관한 연구는 선진 사회에 근거해서 사상적 수준에서 그 당위성만 강조되었을 뿐 실증연구로 이루어진 바가 거의 없는 실정이다. 반면 미국을 비롯한 해외 사례에서는 고용기회균등에 관한 이론적 연구뿐만 아니라 이러한 개념을 측정하는 방법론(차이법, 전인법, 효과비율, 2단계 표준편차).과 그 타당성에 관한 다양한 연구가 많이 진행되었다. 이러한 관점에서 본 연구는 고용기회균등 측정방법을 초점으로 삼아 미국 등 해외 사례를 살펴보고 다양한 고용기회균등 측정방법을 탐색적으로 국내 사례에 적용, 시뮬레이션을 시도하였다. 비록 고용기회균등을 제고하는 이슈가 측정 방법에 한정되는 것은 아니지만 정확한 측정방법에 관해 논의할 필요가 있다. 미국 사례를 적용하는 방식뿐만 아니라 한국적인 상황에서 다각적인 조사와 현실을 이해하려고 분석하려는 시도에서 국내 데이터를 시뮬레이션하고 시사점을 얻고자 하였다. 이를 위해 미국을 중심으로 고용기회균등개념과 이를 실행하기 위한 기구인 고용균등위원회의 기능과 활동에 관해 살펴보고. 국내의 고용기회균등을 위한 사례와 제도 등에 관해서 고찰하였다. 미국 연방고용균등위원회 사례에서는 특정 보호집단을 정의하고, 고용기회균등을 측정하는 방법을 상세하게 기술하였다. 본 연구는 시뮬레이션 분석결과를 통해 한국 기업의 맥락에서 측정방법을 적용해보고 의미를 현실적으로 논의하고자 하였다. 이러한 논의를 통해 정부 및 공공기관 채용과정에서 고용기회균등 원칙을 확대 적용하기 위한 방안을 실질적으로 모색하는데 기여를 하고자 하였다. 다만 본 연구에서 소개된 미국의 고용기회균등의 측정개념과 방법론들이 아직까지는 매우 개념적이고 이론적인 수준에서 제안된 것이며, 추후 다양한 해외 사례를 국내에 적용하는 경우 계량적 측정방법의 타당성을 검토하는 더 많은 연구들이 필요할 것이다.

목차

요약
 I. 서론
 II. 이론적 배경
  1. 고용기회균등 현황 및 개념
  2. 해외 고용기회균등 사례
  3. 국내 고용기회균등 사례
 III. 고용기회균등 측정방법론
  1. 미국 연방고용기회균등위원회 측정방법
  2. 국내기업 시뮬레이션
 IV. 결론
  1. 시사점
  2. 한계점 및 제언
 참고문헌
 Abstract

저자정보

  • 김정진 Kim, Jung-Jin. 서울여자대학교 경영학과 교수

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