초록 ▼

1. 서론
가. 연구 필요성 및 목적
○ 본 연구는 새일센터의 기능 전면 개편과 관련하여 지역별 경력단절 예방을 위한 서비스 기능 강화, 경력단절여성의 특성을 살린 차별화된 서비스 기능 강화, 지역사회의 경력단절여성 대상 일자리 발굴 및 설계, 특히 대체인력과 관련한 일자리 연계 등을 통해 지역사회 여성의 전 생애에 걸친 경력개발 및 설계를 위한 종합 경력개발 지원센터로서의 새일센터의 타당성에 대한 부분을 검토하고자 한다.

○ 기존 연구가 주로 경력단절여성들의 재취업지원체계에 초점을 맞추었다면, 본 연구에서는

1. 서론
가. 연구 필요성 및 목적
○ 본 연구는 새일센터의 기능 전면 개편과 관련하여 지역별 경력단절 예방을 위한 서비스 기능 강화, 경력단절여성의 특성을 살린 차별화된 서비스 기능 강화, 지역사회의 경력단절여성 대상 일자리 발굴 및 설계, 특히 대체인력과 관련한 일자리 연계 등을 통해 지역사회 여성의 전 생애에 걸친 경력개발 및 설계를 위한 종합 경력개발 지원센터로서의 새일센터의 타당성에 대한 부분을 검토하고자 한다.

○ 기존 연구가 주로 경력단절여성들의 재취업지원체계에 초점을 맞추었다면, 본 연구에서는 경력단절여성 등 경제활동촉진법 전면개정을 앞둔 상황에서 새일센터의 기능 개편을 목적으로, 현장을 점검하고 모니터링하는 차원에서 질적연구를 실시하여 새일센터의 경력단절 예방 서비스와 관련된 지점을 집중 분석하고자 한다. 이에 따라, 본 연구의 내용은 다음과 같다. 첫째, 지역사회 경력단절여성 대상 서비스가 어떻게 제공되고 있는지에 대한 현황을 파악하고자 한다. 주요 내용은 경력단절 발생 이전 경력단절 예방을 위한 서비스의 제공 현황, 경력단절 발생 초기의 경력단절여성 관리를 위한 서비스 제공 현황 및 조기 재취업을 위한 서비스 현황을 파악한다. 경력단절 발생이 예측되는 위험여성들에게는 해당 직장으로 복귀시키기 위한 경력복귀 서비스가 어떻게 제공되고 있는지 현황을 파악하고자 하였다. 둘째, 새일센터의 경력단절 예방을 위한 구체적 서비스를 개발하고자 하였다. 이를 위하여 다양한 대상, 기업체, 경력단절여성 그리고 서비스 전달체계 담당자들을 통한 FGI 및 전문가 회의를 수행하였고, 이를 바탕으로 고용센터와 지자체 중심으로 경력단절 예방 기능을 수행할 수 있는 경로를 개발하고 이를 새일센터에 어떻게 보급시킬 수 있는지에 대한 방안을 연구하였다.
이를 바탕으로 최종적으로 새일센터의 경력단절 예방 및 지속적 경력개발을 위해 지역사회에서의 대체인력 활용 가능성을 파악하고 관련 기업들과의 인터뷰를 통해 그 타당성을 밝히고자 하였다.

나. 연구 방법
○ 본 연구에서는 지역 내 여성고용서비스의 전달체계를 파악하고, 관련 기관 서비스 내용에 대해 인터넷 및 문헌을 통해 검토하였으며, 관련 기관 서비스 내용 이외의 보다 심층적인 내용은 현장 방문 시 인터뷰를 통해 보완하였다.

또한 정책 대상자들의 초점집단 면접을 통해, 기업에서의 경력단절여성 고용의 필요성 및 여성의 경력단절 예방을 위한 구체적인 기업의 의지와 제도 또는 서비스를 확인하고자 하였으며, 초기 경력단절여성들에 대해서는 가능한 빠른 재복귀를 위한 서비스 욕구를 면접조사 분석하였다. 서비스 기관담당자들을 대상으로는 현재 재공하고 있는 서비스의 내용 및 방법과 서비스 개발을 위한 절차의 타당성 등에 대하여 면접조사 하였고, 이를 토대로 향후 경력단절 예방 사업 영역에서의 새로운 서비스 개발을 위한 가능성을 점검하였다. 이외에도 관련부처 및 전문가 의견을 청취하여 최종적으로 정책개발에 활용하였다. 또한 고용보험 DB, 노동통계, 일･가정 양립 실태조사(2015년) 등과 같은 양적 조사자료도 분석에 폭넓게 활용하였다.

(출처 : 연구요약 p.6)

Abstract ▼

1. Research objectives
○ This study was conducted to achieve the following three objectives.
First, it aims to propose the policy by identifying what services have been offered to career-interrupted women in communities.

Specifically put, the following four services are included: 1) ca

1. Research objectives
○ This study was conducted to achieve the following three objectives.
First, it aims to propose the policy by identifying what services have been offered to career-interrupted women in communities.

Specifically put, the following four services are included: 1) career interruption prevention services; 2) services for women whose career has been recently interrupted; 3) services for helping career-interrupted women quickly get reemployed; 4) services for supporting women with a high risk of career interruptions to return to work. Second, this paper is designed to develop specific services that Reemployment Support Centers for Women (RSCWs) should provide to prevent women’s career interruptions. The third and final objective is to newly present the functions and roles of RSCWs as comprehensive service agencies for preventing career interruptions and promoting continued career development. With these objectives in mind, we also tried to identify the probability of replacements in communities to support career-interrupted women to quickly return to work, presenting the validity of the scheme via interviews with related businesses.

2. Career interruption prevention systems and their future improvements
1) Activate a business support scheme for a wider use of the systems
A) Create jobs in communities in connection with child care and maternity leaves ○ Job openings in communities that have been created due to leaves of absences including maternity leaves should be actively found to enable them to be used for replacements. Such campaigns and endeavors need to be launched at the pan-governmental level. To this end, an incentive system should be activated, in which companies are encouraged to publicize newly available jobs via employment service centers in communities and to actively hire replacements.

- First, the incentive system should be designed to enable businesses to be given substantial financial subsidies. For example, companies that inform employment service centers of leaves of absences and ask for help can benefit from HR-related consultation services for free and preferentially employ distinguished substitutes. Second, the replacement subsidy system can be revised to enable businesses to receive subsidies on a first-come-first-served basis. Third, even though regular workers are hired as substitutes, subsidies need to be paid in case existing employees return to work.

B) Connect a consultation service system for existing jobs
○ Tasks that existing employees once handled should be specified and divided into detailed processes in order to help replacements effectively fulfill their duties and to lessen the workload that existing workers should bear. Against this backdrop, specific consultation services should be provided to companies by classifying such tasks into existing and unexpected duties. Consultation service providers should establish a system where necessary services can be offered in cooperation with employment centers, especially relying on labor associations and employment consultation service agencies.

2) Structuralize a career interruption prevention system for women
A) Discover women vulnerable to career interruptions and specify personal history information

○ At the stage of discovering women with a high risk of career interruptions, it is necessary to seek ways to use the administration DB for policy projects. In reality, it is very difficult to randomly select women who are exposed to career interruptions. Women with a high risk of career interruptions can be specified by checking women substantially vulnerable to career interruptions, who can be granted maternity or child care leaves. Also, target women can be proactively identified by using Big Data (unemployment insurance DB and child care support DB).

B) Reorganize systems for operating reemployment programs
○ Even though they are about to be on a leave of absence, women should have more opportunities to receive various information on their businesses. At the same time, they need to search for child care facilities in communities, where they will place their children while they are on a year's leave of absence. Personal service-based information operation systems should be set up in communities, which can receive all such information and provide related feedback.
Reemployment Support Centers for Women (RSCWs) in communities should actively offer such services in order to facilitate women’s career development, rather than to promote work-life balance.

3) S upport c areer-interrupted w omen t o b e q uick ly r eemployed
○ In order to minimize the period of career interruptions, a variety of career-related data and job opening information should be provided at the initial stage of career interruptions. Before their job capabilities weaken, women should be supported to be reemployed.

If necessary, related systems should be activated in order to enable women to receive career-related information such as training and counseling services as quickly as possible. Also, career coaching should be planned on a case by case basis. Life cycle-based career designing services should be comprehensively offered to secure talented women at the initial stage and to prevent their career from being interrupted.

4) Identify the service delivery system
○ The main service delivery system for this research study refers to ‘Reemployment Support Centers for Women,’ (RSCWs) which is a key career development agency for women with 150 service delivery networks across the nation. By adding content to RSCWs’ current projects, we aim to expand the functions of RSCWs including projects to prevent women’s career interruptions.

- More specifically, women are classified as follows: 1) women with a high risk of career interruptions out of female employees who are pregnant or have given birth to a baby or should take care of their children; 2) women whose career has been recently interrupted; 3) women whose career has been interrupted for a long time. The main aim thereof is to segment service recipients into ‘short-term,’ ‘mid-term,’ and ‘long-term,’ in terms of the duration of career interruptions in order to provide customized services to each group and to enhance the effectiveness of such services. In particular, this classification system is designed to choose and specially manage ‘high risk groups who have been overlooked.’

- Also, women whose career has been interrupted for three years or longer are supposed to benefit from a full service package including employment/group counseling, vocational training, job placement, and follow-up management that have been individually offered depending on circumstances facing users, as well as existing employment support services.

○ RSCW service recipients and its service structure will be reorganized to offer career development services for female employees, which have not yet been delivered. To this end, ‘return-to-work’ program-related services will be more expansively provided.

- First, women with a high risk of career interruptions will be provided with ‘return-to-work’ program services in order to help them acquire company information and identify business trends.

Considering that they are highly exposed to the risk of career interruptions after taking a child care leave, a ‘women’s self-awareness improvement program will be offered to help such women continue to maintain and further develop their career. Second, child care support services will also be delivered, sharing ‘working mom working daddy’ program information with them and providing customized services.

- Women whose career has been recently interrupted will receive two more benefits, as well as the aforementioned two services.

First, female employees’ individual capabilities will be reinforced, expanding personalized services. At the same time, life cycle-based career development mapping services are offered to quickly prevent female employees from suffering from long-term career interruptions. By doing so, customized services for female employees as an individual can be provided, which can not only strengthen women’s job capabilities but also help them resolve conflicts at the workplace. Second, customized job placement services will be further reinforced to improve the existing system. To this end, a diversity of jobs will be effectively discovered via a flexible working hour system or replacement scheme, systematically designing duties for such jobs and matching them to short-term or part-time jobs for women whose career has been recently interrupted. As a result, even though they are short-term jobs, career-interrupted women can have opportunities to continue to work while companies can effectively employ workers who are customized for such short-term positions. The service delivery system should further expand to improve the effectiveness of such a job placement system, to build a related database, and thereby to strengthen the roles of RSCWs in terms of employment services.

(출처 : Abstract p.212)

목차 Contents

• 표지 ... 1
• 발간사 ... 4
• 연구요약 ... 6
• 목차 ... 36
• 표목차 ... 38
• 그림목차 ... 40
• 부표목차 ... 42
• Ⅰ. 서론 ... 44
• 1. 연구 필요성 및 목적 ... 46
• 2. 연구 방법 ... 51
• Ⅱ. 여성의 경력단절 전후 특성 및 관련 서비스 현황 ... 54
• 1. 여성의 경력단절 전후 특성 ... 56
• 가. 출산전후휴가 이용자 현황 ... 56
• 나. 육아휴직 이용자 현황 ... 62
• 2. 여성고용 서비스 전달체계 주요 서비스 내용 ... 68
• 가. 중앙정부의 여성 고용 서비스: 여성가족부･고용노동부 ... 69
• 나. 지자체 사업 ... 73
• 다. 민간기업 및 공공기관 프로그램 ... 84
• 라. 여성고용 서비스 전달체계의 문제점 ... 92
• Ⅲ. 여성의 경력단절 사각지대: 기업, 가정, 지역사회에서의 접근 ... 96
• 1. 조사 개요 ... 98
• 2. 기업 관계자들의 여성근로자 인식 및 인력활용실태 ... 100
• 가. 연구개요 ... 100
• 나. 연구 내용 ... 101
• 3. 여성의 경력단절 위험요인 및 경력개발 저해요인 ... 128
• 가. 연구개요 ... 128
• 나. 연구 내용 ... 130
• 4. 경력단절 예방을 위한 전달체계 현황과 역할 ... 153
• 가. 연구개요 ... 153
• 나. 연구 내용 ... 155
• 5. 소결 ... 167
• Ⅳ. 경력단절 예방 제도 및 향후 개선방안 ... 172
• 1. 경력단절 예방 관련 법적 제도 현황 ... 174
• 2. 지역의 경력단절 예방을 위한 서비스 전달망 ... 177
• 가. 서울직장맘센터 ... 177
• 나. 경기도 여성근로자 복지센터 ... 178
• 다. 건강가정지원센터 ... 179
• 3. 경력단절 예방과 관련한 제도 및 전달체계의 실효성 논의 ... 182
• 가. 일･가정 양립 실현을 위한 제도적 한계 ... 183
• 나. 정책방향 ... 188
• 참고문헌 ... 200
• 부록 ... 206
• Abstract ... 212
• 끝페이지 ... 220