米国における雇用の機会平等とステイクホルダー

Abstract

This paper discusses about the stakeholders and their actions, who gave impacts onto the elimination of employment discrimination of the U.S. since 1960s. Movements to achieve Equal Employment Opportunity(EEO) became very active after the 60s, and America’s exceptionalism that is characterized by the tradition of laissez-faire, the separation of powers among the three pillars of government, distribution of authority between Federal and states governments, and common law, has yielded special features in the way to achieve equal opportunity of the corporation. The 60s is the period when serious efforts began to abolish discrimination against black people and women. The principal stakeholders who gave impacts on EEO were government, civil rights movements, leading personnel executives and experts, and their organizations. The 70s is the period when regulations to end discrimination were reinforced, various programs were developed for EEO accordingly, and many companies adopted them. The principal stakeholders were government, leading employers and personnel experts, and their networks among companies. Since the 80s a paradigm has shifted from EEO and Affirmative Action to managing diversity. New diversity programs were invented and deployed widely. They were, however, something that reconstructed equal opportunity programs and not anything that was different from compliance. The principal stakeholders were judicatory and leading chief executive officers and human resource experts. And the stakeholders who had influences on work-life programs are government, mass media, business journals and books, HR journals and books, leading employers and HR experts, and consultants. The dynamism of various stakeholders has promoted equal opportunity in the workplace, and a chart of stakeholders classified is presented.