※一部利用できない機能があります
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市田敏啓著
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小峰隆夫, 総合研究開発機構編
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エライ・ギンズバーグ著 ; 関口末夫, 内田茂男訳
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[日本労働研究機構]研究所編
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若杉明著
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国際開発センター
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高千穂商科大学総合研究所
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伊丹敬之, 加護野忠男, 伊藤元重編
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白石, 弘幸 ; SHIRAISHI, Hiroyuki
概要:
This study aims to clarify the differences and similarities between three major tobacco manufacturing companies. These a
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re Japanese, Chinese, and South Korean entities. The research focused on their organizational philosophies as well as on public information about diversity and inclusion (D&I), which is currently one of the primary goals of human resource management throughout the world. To this end, this study investigates documents from each company that are intended for their stakeholders, such as sustainability reports and annual reports. Japan Tobacco Inc. for example, is convinced that a diverse workforce is important for ensuring competitiveness. The company also stresses gender equality in employment, and supports various other members of their workforce, including lesbian, gay, bisexual and transgender (LGBT) employees. China Tobacco International (HK) Company Limited believes that their employees are their most valuable assets and understands the importance of attracting and cultivating talents to sustain the healthy development of the company. Their employees are not discriminated on the basis of their gender, marital status, disability, family status, ethnicity or religion. They also attach great importance to the ethical conduct of all employees. KT&G Corporation emphasizes employees’ value creation and competency enhancement, and see these as being directly connected to corporate competitiveness. As such, all employees are treated equally regardless of their gender, academic background, region, or disability. A sexual harassment prevention program is offered to improve conventional awareness and to prevent incidents of gender discrimination in the company. Its objective is to create a sound working environment. In conclusion, contrary to our expectations, there is essentially no difference among the companies regarding the deep causality of D&I, and the contents of their respective documents reflect the present condition in each country.
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| 10.
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論文
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白石, 弘幸 ; Shiraishi, Hiroyuki
概要:
本稿では，今日の企業で人的資源管理の最重要課題とされているD&（I Diversity and Inclusion）すなわち国籍や民族等に関する多様な人材の受容に対し，実像がわからないとされがちなファーウェイ，ZTEの二社がどう取り組み，こ
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れに関する英語による情報開示をどのように行っているかを同業界の日本および韓国の企業と比較検討している。日中韓企業8 社のD&Iとその実績訴求にどのような相違と共通性があるかを見るために，CSR報告書やサステナビリティレポート等のステークホルダー向け文書を精査した。国情と重要な多様性次元に対する認識がD&I遂行のあり方，対外的文書におけるその訴求内容を規定しているという関係性は三国の企業に共通しており，ファーウェイ，ZTEを含む中国企業3 社のD&Iに関するコンテンツにもこの傾向は見られた。<br />Though Huawei and ZTE Corporation have grown up to the world's leading communication equipment manufacturers, they are apt to be regarded as mysterious companies. The purpose of this paper is to research the realities of the Chinese two major companies focusing on their organizational philosophy and public information about Diversity and Inclusion（ D&I） which is currently a key focus of human resource management. Also,this paper aims to clarify differences and similarities between eight major communication equipment manufacturers （Japanese, Chinese and South Korean）. To this end, this study investigates the documents of each company intended for their stakeholders, such as corporate social responsibility（ CSR） and sustainability reports. Contrary to our expectations, there is essentially no difference among the companies regarding the deep causality of D&I－the contents of their documents reflect the present condition in each country.
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