グラクソ・スミスクライン株式会社（本社：東京都港区、代表取締役社長：ポール・リレット、以下GSK）は、新たな取り組みとして男女に関わらず管理職を目指し活躍できる職場環境を推進するための社員有志によるグループ「ウィメンズ・リーダーシップ・イニシアチブ・ジャパン（Women’s Leadership Initiative Japan、以下WLI）」を発足したことをお知らせします。
\nGSKは企業の持続的な成長を実現するため、社員が「自分らしく」、「いきいき」と働き、また「成長を実感」できる職場環境を提供することが必要であると考えています。そのため、インクルージョン＆ダイバーシティを企業文化として根付かせるさまざまな活動に注力してきました。その活動の一つとして、WLIでは、男女に関わらず社員が平等に、自分たちのタイミングで管理職を目指すことができる機会を提供することを目標に、社員に対して仕事と家庭生活は両立できることや管理職の魅力を伝えると同時に、管理職自身にも、多様性のあるチームの価値や育成の喜びを伝えていきます。
\nGSKでは2016年の女性の職業生活における活躍の推進に関する法律（女性活躍推進法）の施行にあたり、「2025年までに全社管理職に占める女性比率を30％とするため、2020年には20％とする」という目標を掲げ様々な施策を進めています。2018年に女性活躍推進法に基づく「えるぼし」認定を受けたほか、2020年1月時点において20％を達成しています。本年6月より、一部改正された女性活躍推進法*1も順次施行となり、社会全体でもその流れは加速しています。
\nWLI発足に先立って各部門から横断的に集まった男女同数のメンバーから構成されるリードチームにより、社員の意識調査が行われました。約400名の社員が参加したこの調査*2からは、現在は非管理職で、将来的に「管理職になりたいと思う」と回答した社員の割合は57％でしたが、男女別に見ると女性は44％と男性の62％に比べて低く、管理職を希望しない理由として自身の管理職としての資質に自信がないことを挙げる女性が多いことが明らかになりました。また非管理職の男女ともに、管理職を目指すことに対するさらなるサポートを願う声が寄せられた一方で、「管理職になる事のメリットを部下全員に対して積極的に伝えている」と回答した管理職は16％にとどまり、非管理職の顕在化していない昇進意欲に対する管理職・非管理職間の意識にギャップがあることも確認されました。WLIでは、そのような平等なキャリアアドバイスを求める社員の声を反映し、社内SNSを活用したロールモデルのストーリー共有や、社外スピーカーを招致した講演会などのイベントを企画し社員との積極的な交流を行っていくほか、経営層とも意見交換を行い、男女問わず平等に活躍できるジェンダーフリーな職場環境作りを後押ししていきます。
\nGSK代表取締役社長のポール・リレットは、今回の取り組みを受けて次のように述べています。「ヘルスケアに関わる多種多様なニーズに応えるイノベーションを生み出すためには社員の多様な才能や資質を見出し、育成していくと同時に、社員自身の成長意欲を引き出していくことが欠かせません。WLIの活動は男女に関わらずお互いの強みや価値観を生かして最大の能力を発揮することにつながり、事業の長期的な成功にも寄与すると考えています。」
\nその他にも、GSKではインクルージョン＆ダイバーシティ推進のために以下のような取り組みを行っています。
\nGSKは、より多くの人々に「生きる喜びを、もっと」を届けることを存在意義とする科学に根差したグローバルヘルスケアカンパニーです。詳細情報は https://jp.gsk.com/ をご参照ください。
\n\n
*1 厚生労働省 女性活躍推進法特集ページ https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/0000091025.html
*2 参考資料：WLI社内アンケート結果（一部抜粋）
ダークモードに切り替えて、より持続可能な世界を一緒に目指しましょう。詳細はこちら
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