抄録・内容(英) | Japanese companies are required to follow appropriate employee management, according to Japanese employment laws. This paper discusses the following. First, what kind of employee management are Japanese companies required to practice under the law? Second, this paper reports that, in a company, employee management affects diversity management (that is, inclusion, fairness, strategy, and organizational change). Two results are found. Through employee management, Japanese companies consciously need to manage not only visible sexuality(men and women), but also invisible sexuality (LGBT). Furthermore, they must change the working style of the employees, particularly, reducing the long working hours of their employees. From the perspective of diversity management, employee management pays attention to inclusion, fairness, and organizational change in Japanese companies. |