{"id":2155,"date":"2016-11-04T18:37:44","date_gmt":"2016-11-04T09:37:44","guid":{"rendered":"http:\/\/labor-consultant.com\/2016\/11\/04\/career-consciousness-in-female-employees-after-marriage-and-childbirth\/?lang=ja"},"modified":"2017-09-12T22:37:12","modified_gmt":"2017-09-12T13:37:12","slug":"career-consciousness-in-female-employees-after-marriage-and-childbirth","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2016\/11\/04\/career-consciousness-in-female-employees-after-marriage-and-childbirth\/","title":{"rendered":"Career consciousness in female employees after marriage and childbirth"},"content":{"rendered":"<p><img decoding=\"async\" class=\"alignnone size-medium wp-image-1794\" src=\"https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2016\/04\/birth-300x200.jpg\" alt=\"birth\" width=\"300\" height=\"200\" srcset=\"https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2016\/04\/birth-300x200.jpg 300w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2016\/04\/birth.jpg 400w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><br \/>\n<em>\u25c6Almost 90% of women say that they also \u201cwant to work after getting married and having children.\u201d<\/em><br \/>\nFor women, major life events such as marriage and childbirth can often impact career plans. With pregnancy and childbirth comes a period of time spent away from the company on maternity leave and childcare leave. Women\u2019s career consciousness after this period varies with the different circumstances women find themselves in.<br \/>\nCareer Consciousness After Marriage and Childbirth is a questionnaire that was conducted by a research institute targeting career women (aged 27\u201333) working in the Tokyo metropolitan area.<br \/>\nIn response to the question: \u201cHow do you feel about work after getting married and having children?\u201d<br \/>\n86.7% responded: \u201cI also want to work after getting married and having children.\u201d<br \/>\nThis result was significantly higher than the 8.5% who responded: \u201cI would like to be a full-time housewife without working anymore.\u201d<\/p>\n<p><em>\u25c6Greater than 50% responded: \u201cWhile I don\u2019t mind becoming a full-time housewife, I do want to work again\u201d<\/em><br \/>\nThe breakdowns of the response: \u201cI also want to work after getting married and having children\u201d were as follows:<br \/>\n33.0% responded \u201cI want to work continuously, without a break in my career\u201d<br \/>\nwhile 53.7% responded \u201cWhile I don\u2019t mind becoming a full-time housewife (unemployed) temporarily, I do want to work again.\u201d<br \/>\nThis result demonstrates that the group of respondents that does not mind temporary career interruptions is still the largest.<br \/>\nThe above demonstrates the current situation: both the desire to want to spend time bringing children up properly and the ongoing lack of support systems for balancing work and family care.<br \/>\nThis can also be understood from responses to a question in the same survey about how much childcare leave is desired after childbirth. Almost half (46.3%) responded that they would like \u201cmore than a year, up to three years,\u201d which is on the long side.<\/p>\n<p><em>\u25c6The desire for workplaces where one can both work and raise children<\/em><br \/>\nWhile small- and medium-scale enterprises may find it difficult to respond due to issues including personnel arrangement, in the context of women\u2019s progress in also playing an active role in society, work environments where women are forced to choose between continuing their careers or bringing up children may find themselves facing even more serious problems in terms of manpower shortages.<br \/>\nWe have to think about how to respond to this issue in the future with a focus on what can actually be done.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u25c6Almost 90% of women  [&#8230;]<\/p>\n","protected":false},"author":1,"featured_media":1794,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[52],"class_list":["post-2155","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-child-care"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2155","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=2155"}],"version-history":[{"count":6,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2155\/revisions"}],"predecessor-version":[{"id":2167,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2155\/revisions\/2167"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/1794"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2155"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2155"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2155"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}