초록 ▼

1. 연구 필요성 및 목적

○ 성별영향분석평가는 정책의 수립과 시행 과정에서 남녀의 특성과 사회 경제적 격차 등의 요인들을 체계적으로 분석하여 개선함으로써 남녀가 정부 정책의 수혜를 골고루 받을 수 있도록 하는 취지하에 실시되고 있음. 즉, 성별영향분석평가의 목표는 정책의 성 차별성을 확인하여 제거함으로써 남성과 여성 모두에게 정책 만족도를 제고시키고 이에 따라 정책의 활용도 및 효과성을 제고시키는 데 있음.

○ 이러한 관점에서 최근 일자리문제가 국정의 최우선 과제로 부각됨에 따라 사업의 중요성이 더욱 확대

1. 연구 필요성 및 목적

○ 성별영향분석평가는 정책의 수립과 시행 과정에서 남녀의 특성과 사회 경제적 격차 등의 요인들을 체계적으로 분석하여 개선함으로써 남녀가 정부 정책의 수혜를 골고루 받을 수 있도록 하는 취지하에 실시되고 있음. 즉, 성별영향분석평가의 목표는 정책의 성 차별성을 확인하여 제거함으로써 남성과 여성 모두에게 정책 만족도를 제고시키고 이에 따라 정책의 활용도 및 효과성을 제고시키는 데 있음.

○ 이러한 관점에서 최근 일자리문제가 국정의 최우선 과제로 부각됨에 따라 사업의 중요성이 더욱 확대되고 있는 직업능력개발사업이 양성평등적으로 운영되고 있는가를 살펴보는 것은 매우 필요함. 최근의 고용노동부의 직업 능력개발사업의 실적들을 보면 그간 많이 개선되었다고는 하나 주요 사업에서 여전히 성별 격차가 드러나고 있음. 향후에는 여성참여율이 과도하게 낮게 나타나고 있는 직업능력개발사업에 여성 구직자 및 근로자의 참여율 제고를 통한 여성 고용촉진 및 사회경제적 지위 향상 추진이 필요하다고 할 수 있음.

○ 이 연구를 통하여 직업능력개발사업의 성별 참여 실태 등을 분석하고, 향후 성별 참여의 불균형을 개선할 정책 방안 등을 제안하고자 함. 특히, 정책의 성차별적 요소가 발견되는 경우에 이를 해소할 수 있는 정책 대안을 제시하여 여성과 남성의 공동참여와 균등한 발전 기회를 보장하는 실질적으로 양성평등적인 직업능력개발사업 마련에 기여하고자 하였음.

(출처 : 연구요약 3p)

Abstract ▼

The purpose of the Gender Impact Assessment is to make sure that both men and women are equally benefitted from the government policy by systematically analyzing and improving the characteristics of men and women, social and economic gap and other factors in establishing and implementing such policy

The purpose of the Gender Impact Assessment is to make sure that both men and women are equally benefitted from the government policy by systematically analyzing and improving the characteristics of men and women, social and economic gap and other factors in establishing and implementing such policy. In this context, it is very relevant to check whether or not the Skills Development Programs are carried out on a gender equality basis since their importance is growing as the government makes job issues top priority for its policy drive. This study analyzes the actual state of participation in such programs by gender, and provides suggestions for policy measures to address gender inequality in participation.
The followings are the findings of the study.
First, the Skills Development Programs by the Ministry of Employment and Labor (MOEL) can be divided into initial training, and training for the incumbent workers and the unemployed, and as of 2012, some 1.27 trillion won in total is executed and a total of 3.85 million people have participated in those training programs. The first type of training is public training provided by Korea Polytechnics and Korea University of Technology & Education (KOREATECH), and the second type of training is categorized into the support for employees who train their employees and worker-led training. The last type is also divided into two: vocational training for the unemployed by a Skills Development Account system and Training in Occupations of National Key/Strategic Industries.
Second, when it comes to participation in initial training, the share of women for the recent three years ranges between 11.7% and 13.6% for two-year technician courses in Korea Polytechnics, which is very low. In particular, the figures become even lower for one-year craftsman courses, which vary between 6.7% and 7.5%. In the case of KOREATECH, the proportion of female students is very low, and it stands at a mere 20.03%, as of 2012.
Third, concerning participation in training for the incumbent workers, about 33.66% of participants were women in 2012. The training programs popular among women are mostly training for the incumbent workers by the Skills Development Account system in which employees themselves select and participate.
Fourth, the women’s participation in the training for the unemployed by the Skills Development Account system have been hovering at around 70% for the recent three years, but the figure drops to 22.04% for the Training in Occupations of National Key/Strategic Industries, because most of trainings are provided for the manufacturing sector.
Fifth, the followings are the results of the survey on participants of the incumbent training programs and those in charge of training in companies and the review of the demands from the skills development programs based on the gender characteristics. Women, who have participated in gender and the training programs for the unemployed, tend to believe that men gain the upper hand in terms of placement after training and admission or trainees screening process. According to the survey on female incumbent workers, 23.0% of them answered that there were training programs that their companies supported but they could not participate, while a significant number of them responded that there were not enough replacement workforce and they did not have an opportunity to apply for. On top of this, a large number of them replied that the difference between men and women, although it is not big, grows as the educational attainment becomes higher. Some other respondents answered that it was difficult for them to participate in training programs because they had to take care of children or do house chores while working, men were first selected for those programs, and they had less participation opportunities.
Sixth, the study reviewed the vocational training policies and training courses for women in the US, Canada, and Japan. In the case of the US and Canada, the direction of women’s vocational training is focused on narrowing down the wage gap between men and women, which shows the most glaring disparity in the labor market. They move away from fragmentary analysis on vocational training benefits for men and women, to conduct pilot tests to discover new occupations that women can receive high wages and invest in them. As for free job training programs which are specialized in women, they should be in non-traditional sectors. In the case of Japan, it conducts a nation-wide survey on the actual state of training gap between men and women in a bid to learn a trend. It is an important survey to learn how policies actually implemented in the fields and a device to monitor the progress of those programs.
Based on these findings, the following improvement suggestions were made to make the Skills Development Programs to be more gender equal and reflect differences between men and women.
First, in order to increase gender awareness of program planning, it is necessary to system to establish the vocational competency development progress that can pursue gender representativeness. Along with the expansion of female members in the committee in charge of planning and deliberating job training programs, gender awareness monitoring should be conducted by making gender segregation statistics to learn the actual state of participation by gender in the Skills Development Programs.
Second, women’s organizations need to be actively included in the vocational training programs, along with the existing job competency development training providers. At the same time a package-type competency development programs (counseling, education and training, field practice, connection to employment, post-management) should continuously be pressed ahead with for women.
Third, the women’s share in the participation rate and increase of women’s participation should be included in evaluation of training providers, while expanding special courses for women and women-friendly facilities.
Fourth, concerning training for the incumbent employees, support system should be continuously pushed ahead for individual-led vocational training and job competency development of the incumbent workers should be substantially carried out.
Fifth, areas in the strategic industry and service industry occupations should be expanded in the Training for Occupations in the National Key/Strategic Industries to increase gender equality in participation.

(출처 : Abstract 202p)

목차 Contents

• 표지 ... 1
• 연구요약 ... 3
• 목차 ... 17
• 표목차 ... 20
• 그림목차 ... 23
• I. 서론 ... 24
• 1. 연구의 필요성 및 목적 ... 26
• 2. 연구의 내용 및 방법 ... 27
• 가. 연구내용 ... 27
• 나. 연구방법 ... 28
• II. 직업능력개발사업의 현황 ... 30
• 1. 직업능력개발사업의 유형 ... 32
• 가. 양성훈련 ... 34
• 나. 재직자훈련 ... 35
• 다. 실업자훈련 ... 38
• 2. 직업능력개발사업의 예산과 수혜 실태 ... 42
• 가. 양성훈련 ... 44
• 나. 재직자훈련 ... 45
• 다. 실업자훈련 ... 49
• 3. 직업능력개발사업의 추진체계 ... 50
• III. 직업능력개발사업 참여의 성별분석 ... 52
• 1. 성인지결산 평가 검토 ... 54
• 2. 훈련참여의 성별 비교 ... 56
• 가. 양성훈련 ... 56
• 나. 재직자훈련 ... 71
• 다. 실업자훈련 ... 73
• 3. 요약 및 시사점 ... 75
• IV. 직업능력개발사업 참여관련 요구 및 개선의견 분석 ... 78
• 1. 조사 개요 ... 80
• 2. 양성 및 실업자훈련 여성참여자 의견 분석 ... 80
• 3. 재직여성 훈련참여자 의견 분석 ... 89
• 4. 사업체 교육훈련 담당자 의견 분석 ... 100
• 5. 요약 및 시사점 ... 114
• V. 직업능력개발의 성별참여 및 관련 정책의 해외사례 ... 118
• 1. 미국 사례 ... 120
• 가. WANTO Act의 목적 ... 121
• 나. WANTO 프로그램 수행체계 ... 122
• 다. WANTO 프로그램에 의한 경과 및 추세 ... 122
• 라. 성공사례 ... 124
• 2. 캐나다 사례 ... 127
• 가. 실업보험 수혜에 대한 성인지분석과 직업훈련의 방향 ... 127
• 나. 온타리오(Ontario)주 직업훈련의 내용과 특성 ... 128
• 3. 일본 사례 ... 130
• 가. 여성고용구조의 특칭 ... 130
• 나. 직업능력개발 시책 ... 132
• 다. 직업능력개발 관련 통계 ... 133
• 라. 직업능력개발 현황 ... 136
• 마. 직업능력개발의 성별참여 ... 139
• 4. 요약 및 시사점 ... 150
• VI. 결론: 성별영향분석평가 관점의 개선 방향과 과제 ... 154
• 1. 개선 방향 ... 156
• 2. 사업 수립 관련 개선 과제 ... 156
• 가. 필요성 ... 156
• 나. 개선 방안 ... 157
• 다. 필요조치 사항 ... 158
• 3. 사업 운영 관련 개선 과제 ... 158
• 가. 필요성 ... 158
• 나. 개선 방안 ... 159
• 다. 필요조치 사항 ... 160
• 4. 양성훈련의 개선 과제 ... 161
• 가. 필요성 ... 161
• 나. 개선 방안 ... 162
• 다. 필요조치 사항 ... 165
• 5. 재직자훈련의 개선 과제 ... 167
• 가. 필요성 ... 167
• 나. 개선 방안 ... 168
• 다. 필요조치 사항 ... 169
• 6. 실업자훈련의 개선 과제 ... 170
• 가.필요성 ... 170
• 나. 개선 방안 ... 171
• 다. 필요조치 사항 ... 172
• 참고문헌 ... 174
• 부록 ... 178
• 부록 1 설문조사지 ... 180
• 부록 2 국가기간·전략산업직종훈련 2013년 고시 직종 및 2014년 고시 직종안 ... 191
• 부록 3 2012년 전직실업자훈련 현황·2012년 신규실업자훈련 현황 ... 195
• 부록 4 성평등 확보를 위한 직업능력개발사업 가이드라인(안) ... 198
• Abstract ... 202
• 끝페이지 ... 206