1 Women’s Employment and Business Support Policy & Strategy Yoon, Young Sook
2 Contents The Transitions of Women’s Employment & Business Support Policy 1 2 Maximization of Women’s Employment: Sae-Il Project 3 The Achievements of Sae-Il project 4 Business Start-up Support Strategy
3 I. The Transitions of Women’s Employment & Business Support Policy▪서체: Calibri ▪서체크기 부제목 - 40 본문 - 20
4 Changes in Women’s Employment EnvironmentChanges in Industrial Structure Environment of Employment Policy Women’s HRD & Vocational Training Policy Family- friendly Corporate and Social Cultures. Women’s Educational Attainment Changes in Population Structure
5 1980s 1960s Industrial Structure & Educational Level 2000s - - 90sChanges in Women’s Employment within Industrial Structure & Educational Level 2000s - 1980s - 90s 1960s -70s High school enrollment 99.7%,Univ enrollment 80.5%(‘10) 20s, 40s over female labor force(M-curve) Social Service Job / IT Industry -> Creative Industry Junior school mandatory(‘84~) High school enrollment 88.2%(‘85)->98.4(‘95), University enrollment 34.1%-> 49.8% Social Service, Clerical Job / Social Service Industries Under elementary 77.1%, Univ. enrollment 28.9% Ages female workers 17%(70’s)/Industrial firm schools 83% Manufacturing Industry /Light->Heavy- Chemical(mid 70s) Korea’s Industrialization Policy(Economic Development Plan) ▪서체: Calibri ▪서체크기 부제목 - 40 본문 - 20 * Colonization era / Korean War
6 University Enrollment Ratio by Gender (1965-2010)(%)
7 Ratio of Female Workforce by industry (1965, 1997)source: Statistics Korea. Economically Active Population Survey
8 Labor Force Participant Rate (2008)I. Career Counseling Process Labor Force Participant Rate (2008) 1985-female female male Take a look at this graph here. You see the upside down U-shaped curve? It shows the economic participation of men – as they get older, the labor force participant increases and it sustains there for a while. By their fifty’s, it starts to decline gradually. It is the same for women in developed countries. The remaining two lines are for the rest of women. The M-shaped curve appears in both the year of 1985 and Women from mid 20’s through mid 30’s who had to quit their job – intentionally or unintentionally - due to their marriage and pregnancy, eventually came back to work in their 40’s. Because some of them got married later, their time period of lack of career experience has moved from age between 25-29, to age between
9 Women’s Labor Force Participant Rate (2008)% What’s even worse is that college or higher educated women in their 40’s do not come back to the labor market. You see the L-curve shaped. Because of their discontinued working experience, it is harder for them to get professional career than low-educated women. Considering their educational background, it is a great loss for our society under high school 2yr college over 4yr college age
10 Economic Activities Rate relative to GDP by Gender Male economic activities rate female economic $ GDP/Person
11 OECD member Countries’ Male and Female Employment Rate & Differentials(2011)KOREA ▪서체: Calibri male middle school graduate & under female middle school graduate & under male high school graduate female high school graduate male university graduate & over female university graduate & over
12 Annual Earnings Ratio, Female to Male (2006)*▪서체: Calibri
13 The Impediment of Women’s Employment• The working women’s financial instability caused by their precarious employment status • The continuous career interruption due to childbirth and childcare (M-curve, L-curve) • Gender-based business and occupational classification • Wage disparity upon gender or unit (Low wage for working women)
14 The History of Women’s Employment PoliciesThe Act on Gender Equality in Employ -ment 1995 Framework Act on Women’s Development, 1997 the Act on Fostering & Supporting Female Farmers the Act on Support for Women Entrepreneurs the National Basic Plan for Human Resources Develop - ment The Comprehensive plan on Women Human Resource Develop-ment (1st) Act on Equal Employ- ment and Support for Work-Family Reconcilia-tion Act on Promotion of Economic Activities of Career-Interrupted Wo-men(Saeil Center The Comprehensive plan on Women Human Resource Develop-ment(2nd) ▪서체: Calibri
15 16 priorities in 5 sectors of Dynamic Women Korea 2015Cassification Basic direction Major area 1. strengthen employment empowerment of young females 2. career-building for working women and support work/family balance 3. increase employment opportunities for women over 40 4. reinforce female human resources policy in national strategic sector 5. establish female workforce development system and infrastructure Core task 1-1. support career-building of highly educated women 1-2. career counseling and development of young women and 1-3. reinforce career education based on gender equality 2-1. improve employment target system 2-2. career development and educational training 2-3. childcare and temporary care support for working mothers 2-4. work-family balance policy 3-1. strengthen support for people facing difficulty getting employed 3-2. support employment in nontraditional fields and startups of women 3-3. employment support system for career-interrupted women and system organization 3-4. Create jobs for older women and support employment 4-1. make women the center of human resources development in national strategic fields 4-2. promote women’s entry into promising industries 4-3. nurture women professionals 5-1. legal and regulatory infrastructure 5-2. establish facility infrastructure
16 The Core Strategies of Women’s Employment3. Women Power Development Policies Improve women power develop -ment policies Expand women power develop-ment infra 2. Employment Support Industry Fields National strategy fields Industries with good prospects Service industries 1. Employment Support based on Women Groups Enhance employment competence for women’s rising generation Career management and work & family competence Expand career opportunitys for middle and late aged women
17 Capability Reinforcement for the Women’s HRD ( I )Development of Local Network - Career and business exposition with alliance - private/public/industry/ education Employment connection - Local Sae-Il Centers network Expansion of Job Placement Infra - Expansion of Sae-Il Center - Career development center for female college students - Dispatch Career Planners - Employment program enhancement at women community center Internal Stability of Capability Reinforcement - women with higher education - female teenagers -- women with a career discontinuance - under-preveledged class - currently employed women - female farmers & fishermen
18 Capability Reinforcement for the Women’s HRD ( II )Develop a supporting policy for women’s employment Develop women’s employment capability upon their characters Develop occupations based on local environmental settings Policy proposal of female employment support Discover the potential demand and trend of women power Create a women- Friendly Employment Condition Train the business professionals Consultation of female employ ment palpation Women-friendly job condition improvements Create gender equality culture at work place Build up a work and family coexistence local society Work and family coexistence business: With local specialization For career-seeking mother With child support system With family support system
19 2. MAXIMIZATION OF WOMEN’S EMPLOYMENT: SAE-IL PROJECT - Components of Sae-Il Project - Career Counseling Process - Employer Counseling Process - Match-up Service - Assistant Program for the Employment ▪서체: Calibri ▪서체크기 부제목 - 40 본문 - 20
20 Understanding the Multiple Obstacles I. Career Counseling Processof Reentry Women I. Career Counseling Process Low self-esteem Low self-efficiency Lack of self-understanding Lack of self-confidence for employment Identity confusion Withdrawn upon tough challenges Limited resources Limited number of role models Stereotypical views of married women Traditional gender roles & gender bias Age bias (Senior) Challenges of balancing between work and family Lack of talent and skill Lack of group adjustment skill Limited workplace advancement Lack of family support Here is the list of social-psychological characteristics of women with discontinued career. These are the big obstacles for them, especially when they try to re-enter to the job market. Typically these women have low self-esteem and a low self efficiency. They also lack a self-understanding or a self-confidence, which can lead to identity confusion. Even if they get hired, it is easy for them to withdraw based upon challenges at work. Not only they have a limited pool of resources or role models to follow, but the stereotypical views of married women are unavoidable. Traditional gender bias as well as being old (age bias) does not help. Because of their responsibility as mom, they have the pressure to balance well between home and work. Some of them may not have special talent or group adjustment skill. On top of all these, being women limits their advancement at workplace.
21 Understanding Re-Employment CenterProviding comprehensive support to reentry women with the enactment of law to promote economic activities of workplace reentry women, the New employment Center was established. It provides comprehensive program from career consulting, job training, and placement service to community project to create better working environment for women. It covers every step necessary to successful employment. Job consultation Vocational training Design a career development Women’s internship Work and family balance support project 108 centers in nationwide /10 local headquarters / 1 central headquarter Before I begin, let me give you brief background information about Sae-Il Center. As you may have heard already, Sae-Il Center provides a comprehensive support to career re-entry women. The support system started to expand with the enactment of law to promote economic activities at workplace. Our program ranges from career consulting, job training, and placement service to community project which is to create a better working environment for women. We cover every single step that is necessary for a successful employment. The main purpose of Sae-Il Center is to conduct job consultation, Vocational training, designing a career development, Women’s internship, and Work and family balance support project. Today, I’d like to introduce you all of these programs except for the Vocational training . They could be understood with four major points, the Career Counseling Process, Employer Counseling Process, Matching UP Service, and Assistant Program for the Employment. There is one Sae-il Central Headquarter and a total of 98 Sae-Il Center branches nationwide – 8 of them are local headquarters
22 One-stop Model of Re-Employment Support Center for Women(Sae-Il Center)Career Education Training Career Skill Development Program Education Career Counseling Career Counseling, Group Career Counseling,etc Providing Career Information Job Seeking women (discontinued) Follow-up / Aftercare Session Career Connections ** In order for women with discontinued career to overcome their various obstacles and re-enter to job market, the training that covers a wide range of subjects is absolutely needed. Sae-Il Center was established based on this idea. Here’s a summarization of Sae-Il’s core mission (pointing at slide 11). Career Counseling , Career Education training, Career Connections , Follow-up / Aftercare Sae-Il ( ‘Re-Employment’) Women Internship Door to door consultation Work & Family Balancing Support Program Job Sustaining Program
23 National Distribution Chart of Sae-Il Center (2013.6)▪서체: Calibri
24 The Distribution of Sae-Il Centers by Types of Area and Operation Agents (2012)
25 Employment Support System at Sae-Il CenterSae-Il Internships Employment and Recruitment Day Career Planner Women-friendly contracts Family experience program Visiting training programs at corporations Women leadership education Corp. condition improvement projects Skills development training Work ethic training Interview accompanying Visiting & mobile counseling Childcare interface connection Recruiting Companies Women Job-Seekers Women’s Sae-Il Center Improvement projects for Women-friendly employment condition & Women employment vitalizations
26 a. Career Counseling ProcessProblem Diagnosis & Planning Complete the job application Carefully evaluate the applicant’s qualification Setting a Goal Job Psychological Assessment Job Competency Analysis Establish a Goal/ Problem-Solving Life-long, ultimate goal setting guide Find various employ- ment opportunities and resources Join the self-esteem improvement program Explore employment trends by occupation Job-hunting technique Conclusion & Postreat-ment Counseling Personal relations/ Work adjustment training Career development/ Verify and revise the long-term goal a. Career Counseling Process This chart shows a big picture of the Career Counseling Process. The first step is called Problem diagnosis & Planning. The applicants wouldl fill out a job application and go through their qualifications carefully. Then, they get to set a goal through the Job Psychological Assessment and Job Competency Analysis. Next is the Establish a Goal and Problem-solving process. Here you would encounter an ultimate goal setting guide, and the way to find various employment opportunities and resources. We’d also introduce you to self-esteem improvement program, job-hunting technique and and different stratagies to explore job trends by occupation. The last one is Conclusion and Post-treament Counseling. The applicants who’s been hired would receive personal relations / work adjustment training, career development, and verify/revise the long-term goal training. 14
27 Determine your job preference job searching strategyWIN program : Group Counseling Pro. Expected applicants: women with discontinued work experience Training period: 5 days of sessions (20 hours total) WIN: Women Into New Jobs/Career/Life Date Program Time Contents Mon Understanding your mind 4 hours (10:00~14:00) - Myself, yourself, and ourselves - Seek! Your style (Personality test) Tue Discover your style - Discover your career of interest (career preference test) - Explore different work values and choose a reasonable job - Watch success stories of women’s re-entry process Wed Determine your job preference - Interview with a current employee in an ideal career field - Investigate the information on jobs - Find jobs that are often targeted by women Thurs Career planning and job searching strategy - Create ‘dream job’ business cards - How to handle challenges during the job-search process - Write an effective application Fri Take up the challenge on your job - Personal publicity and self-introductory essay - Interviews – How to pass the last hurdle? - Let’s go out into the world! As you can see, most of career counseling programs are one-on-one basis. The group counseling is another popular type of program. Based on their age, educational background, and interests in specific career, we gather around fifteen people that are similar in these criteria and form a group counseling. The following programs for five days / twenty hours are given. They may vary a little by region or the branch. The operating and personnel expenses for the program are entirely supported by the Ministry of Labor and Employment
28 b. Employer Counseling ProcessDifferent Ways of Discovering Recruiting Companies Search on demand Continuous visit to recruiting companies Investigate recruiting companies Recruit exclusive assistants for recruiting company investigation Take the required documents along with you when visiting corporations Actively advertise on the regional announcement board (i.e.Techno Town) Career consultant: promote one job-seeker per one employer project Other job advertisement resources Search online job advertisements (local small enterprises, Work.net etc) and women’s online network for employment (Women Work.net, Miz. net, Job Korea, etc) Consistently look through online websites for specific business and associations: education field, social welfare field, private institution field, etc. Some ways to discover recruiting companies are as follows: search on demand, consistently visit those companies, as well as investigate other recruiting companies. Especially, in order to do this investigation, select exclusive assistants for this project. Make sure to take the required documents when you have an appointment. Then put some advertisements on regional announcement board. Another way is to have a career consultant, who could match up one job-seeker per employer. To find more job advertisements, using online resources is another good option. Look for local~
29 b. Employer Counseling ProcessVisit / Find Corporations with Employee Recruitment Ways to Contact Employers Explore job advertisement through various media resources Investigate business types of local corporations Distinguish employers that hire women (classify by industry) Determine the possible appointment date by calling them Write an official letter for cooperative Visit the employer Advertise the Sae-Il Center and its provision Find out a possible plan of women recruitment in future If the employer plans to do so, request a recruitment confirmation Take a visit to work environment / workplace Get introduced to other employers Post-treatment: Continue to consult job-seeker after they got hired Here you could see a list of ways to contact employers. Before you make a contact, look for job advertisements and investigate business types of local corporations. Then you want to distinguish employers that hires women, and classify them by industry. Make a phone call to organize an appointment. After writing an official letter for cooperation, go see them. As a career consultant from Sae-Il Center, tell them about our center's mission Ask them for a possibility of recruiting women in the future. If they say yes, request for a confirmation of recruitment. Go visit those workplaces and get to know some other employers. Once your client's been hired, continue to consult her afterwards
30 c. Match up Service3ch-up ServiceWays to Investigate Employers Network of employment competent authorities Employer advisory committee, regular meetings of corporation boards Establish employment experts’ association in your region Consult and visit other employment-associated organizations Small business development center, Senior support center/ association, Regional government – economy branch, Small business branch/association, Job search center, etc. Employers / Employees Post-Treatment Satisfaction survey for corporations that were involved in employee recruitment Keep strong relationships with human resource director Meeting with the employers Establish and administer an employment network system Discover new corporations and businesses through Job-Fair or Enterprise Exhibition In order to investigate employers, you want to get involved in a wide range of employment network. By doing so, you will get an idea of employment trend and policy, as well as some practical expectations of prospective workers by the employers. You could also express the benefits of hiring female workers to the recruiting companies. This will eventually allow us to create more opportunities for women's reentry to labor market. Here you could see the detailed strategies of developing this network. Set up meetings with employer advisory committee members. Within your region, find employment experts' association. Go visit some other employment-related organizations, small business development center, job search center, etc. In addition, be active with managing the job ads databases and publicity. Manage the database of job advertisements Active publicity
31 c. Match-up Service Employment Referral / Post-Treatment SessionEmployment referral for job-seeker Personal assistance for job interview Aftercare / Follow up Employment referral for recruiting corporations Post-treatment for job recruiting corporations Repeat the process of recruiting assistance after completing the employment referral Labor Laws and Regulations Understand the Labor Standards Act Law and regulations related for Women; Employee assistance program, Entrepreneur / Business assistance program The next important step is employment referral and post-treatment session. Here we have Sae-Il's own, exclusive service called 'personal assistant for job interview'. Most of women with discontinued career have been also disconnected from society, which results in having enormous fear for job interview. This program is specifically designed for the case. Women who lacks self-confidence in job-hunting, or has age barrier, or lacks work experience, and single-mom are eligible. Also, women who's failed several times from getting a job, or has interview anxiety, or has big obstacles for being involved in interview could be assisted. An additional benefit is that we often negotiate wages and working conditions with employers for these women during their interview. It is indeed an essential program for them. In some cases, the employers try to hire several production (factory based) workers, or they have trouble squeezing in time for reviewing the applications. In spite of it, we try our best to provide personal assistants for these women's interviews.
32 d. Assistant Program for the EmploymentCompatible project for both work and family This project provides services necessary to decrease the burden of working moms juggling work or housekeeping, and make their transition back to work easier Child care/ after school service/ family camp, etc. Single-parent child consulting service Workplace sexual harassment prevention education Maintain employment consulting Support funding for an improvement of work environment (ladies’ bathroom, restroom, nursing room, daycare center, etc.) Another training that will lead women with discontinued career to successfully reenter into labor market, is "balancing out". For a long period of time, these women have been stuck at home, doing housework and raising kids. It is very challenging for them to balance both work and family. When they fail to keep this balance, they easily give up on their career. Thus, the Compatible Project for Both Work and Family provides service that is necessary to reduce the burden of working moms and make their transitions back to work easier. Each Sae-Il Center has established unique making balance between work & family programs. Most of them provide "side-dish service" to women who has been hired through our career counseling process. This is to reduce their house workload for a certain amount of time. Besides, we accommodate child care / after school service to those kids, as well as various sorts of family camps or "cooking-class with dad". These will bring more understandings of moms' new job to their families. We also provide child consulting service, specifically designed for single-parent household We conduct following programs towards the corporations that hired women - education, culture, and consulting in gender equality, workplace sexual harassment prevention education, and maintaining employment consulting. Especially, we support funding for an improvement of work environment. We award financial aid for building up women-friendly atmosphere and convenient working places for them. These are including female-staff lounge or gym, breast-feeding room, bathroom renovation, and workplace renovation.
33 d. Assistant Program for the EmploymentSAE-IL Women’s Internship Internship Program proves financial aid to companies that employ women without previous working experience or reentering women. It aims to encourage both companies and women seeking for employment to actively participate in the program Financial support for corporations that hire interns for 6 months: monthly 500,000 won per intern Consulting for sustained employment of certified interns: 5,040 people were supported by 120 Sae-Il Centers for the year of 2013 / Among them, sustained employment rate was 77.5% for those who completed internship /Among them, fulltime employed rate 98%, 2010 In addition to all these, Sae-Il provides Assistant Program for the Employment, specifically designed for women's reentry to labor market. The first one is Sae-Il Women's Internship. It supports financial aid to companies that employ women without previous working experience or reentering women. The purpose is to encourage both companies and these women to actively participate in the program. Basically, we provide 500,000 won per intern for corporations that hire interns for 6 months period. About four thousand, six hundred and twenty (4,620) people went through consulting for sustained employment of certified interns. It was supported by seventy-seven (77) branches of Sae-Il in two-thousand ten (2010). Among them, sustained employment rate was seventy-seven point five percentage (77.5%) for the ones that completed internship. More surprisingly, the full-time employed rate was ninety-eight percentage (98%) among them.
34 3. THE ACHIEVEMENTS OF SAE-IL PROJECT▪서체: Calibri ▪서체크기 부제목 - 40 본문 - 20
35 The Increment of Women’s Employment through Sae-Il Program2009yr ,519p 2010yr ,980p 2011yr ,370p 2012yr ,610p 2013yr ? ▪서체: Calibri
36 General Competency of Service at Sae-Il Centers by TypeService Infra Total Service Job Training ▪서체: Calibri Urban Urban-rural complex Industrial complex Service Output Match up service
37 4. BUSINESS START-UP SUPPORT STRATEGY▪서체: Calibri ▪서체크기 부제목 - 40 본문 - 20
38 CONTENTS OF BUSINESS START UP SUPPORT POLICYLoan/ Funding Biz Consulta -tion Business Trial Competition Facility & Incubating Tax Deduction/Redemp tion Biz Exposition & IR Biz Academy/Education Institution BIZ network Manage-ment information ▪서체: Calibri ▪서체크기 부제목 - 40 본문 - 20
39 a. Women Business Support Center:Korean Women Entrepreneurs Association consigned operation by SMBA Women’s Start up Business Trial Competition Target for support: Pre start up business founders (or teams) who have excellent business outlines such as business ideas and start up items. Women owned start up companies that have been operated for two years since its establishment Participation area: The development of S/W & H/W in the whole field of industry - knowledge, information industry, distribution, production, and service, etc. The whole field of service and production industry including biotechnology, environment, food, textile industry, etc. (multi-media, contents, games, design, characterization, advertisement publication, knowledge service, etc.) Actual Start up Business School Number of students and duration of education: 1,025 / an average of 80 hrs or less, 41 classes throughout a year Eligible applicant: Pre start up business founders (women) Support contents: Supporting 80% of the tuition (instructor/lecture fee, books, advertisement fee, apprentice fee) Provides a free professional consultation Korea Venture Business Women’s Association
40 a. Women Business Support Center:Korean Women Entrepreneurs Association consigned operation by SMBA Start up Business Incubating Eligibility: Women’s start up business that have been established within the two years and pre start up business founders (women) Resident space and resident condition: cover 10 pyeong /1 year Support contents: Move-in start up business rooms, public meeting rooms, and office machine service (high speed internet and security tools) Providing a professional consultation on management, tax administration, and industrial property Providing funds for industrial design development expense and covering the acquiring fees for various certifications including industrial and intellectual property rights, etc. Marketing support at home and abroad (support exhibition participation both at home and abroad) Small and medium businesses support system & women owned company support system 14 women business support centers throughout cities/province are currently operated a total of 168 women start up business incubating center have been established, 2012
41 b. Gyeonggi Women’s Business HUBBusiness Incubator Business Capacity: A total of 25 companies (19 Support centers, 1 Star company support center, 2 Shopping malls, 3 Preparing rooms) Resident Period : One year (Up to 3 years of residency given to excellent businesses) Eligibility: Pre-start up business founders (women) or early start up biz ( within 2yrs) Support Contents Provides an office (29㎡) and office machine (internet, computer, office fixture, etc. ) Management evaluation (first/latter half of the year) Management consultation and a frequent marketing support for new market opening Leadership training program for Women CEO’s and Business professional education Management information offer through mailing service, Meetings (once a month) Business consultation and fund supporting system for small start up business traders through a connection with major company CEO’s (mentoring program) Star Company Project : The post-business incubator program. Pre-start up Business Incubator Program. Open Business Laboratory Link consultation on funding and management Building a business network. Gyeonggi Women’ Business Development Academy & Expanding business training in wide areas
42 c. Start-up Business Support Funds forFemale Headed Family Support start-up business for female headed and their family finance stability as well as self-support maximize women’s economic activity by promoting their start-up business Business Contents Application Period: Recruitment on demand until an exhaustion of funds Limit of Support: A store security deposit of up to 50,000,000 won per person Period of Support: Two years (could be renewed once or could be supported up to four years) Support Interest: 3.0% Yearly (solid), Quarterly payment Method of Repayment: Bullet payment Performance Guarantee Insurance: Credit insured for aggregate amount insured 10,000,000 won or less Advanced payments: Lease 3,000,000won, Monthly Payment 5,000,000won
43 d. Support Center for Female FarmersSupporting female farmers for their stable agriculture and farm area adjustment through regional programs such as counseling, childcare and afterschool tutoring, agricultural off-season cultural classes and cultural activities Applicants’ Eligibility: Women whom have resided in farm area and have had an experience of farming for 3+ years or whom are able to secure childcare facilities according to Infant Care Act or whom are able to pay chargeability ,etc. Support Contents: Operating expenses (personnel expenses, administrative cost, etc.) Capability Reinforcement Training , female farmer Leadership Academy, IT education Particular Business: Counseling, child & infant care, afterschool tutoring, cultural activities for farmers Method of Application: City/District receipt -> Examination -> Screening by Province Committee of Examination of Selection -> Selection of Applicants Application Period: All-year the Act on Fostering & Supporting Female Famers , The Basic Plan for Facilitating Female Famers (1st~3rd)
44 Thank You ! Name: Yoon, Young SookOrganization: Head of Central Women’s New Employment Support Headquarters