高齢社会が本格到来し、65歳以降も社会において活躍し続けたいと願う高齢者が増えている。本研究は「人生100年時代」を見据え、雇用や賃労働で働くことを超えて、自営、開業、特に社会貢献活動も「就労」の視野に入れながら、人生の最終期においても生きがいを感じることが出来る生涯キャリアをいかに作るかを考えていくものである。 本報告書は『人生100年時代の企業人と社会貢献活動に関するアンケート』調査の集計結果を収録している。本調査は企業人のボランティアや社会貢献活動（パラレルキャリア）が定年後のセカンドキャリアを構築する上での基軸となりうるという仮説を持って実施している。 研究の方法

第１章 調査の概要 ···················································································· 1 １．はじめに ·····························································································1 （１）女性活躍推進法の概要 ·····································································1 （２）改正育児・介護休業法の概要 ····························································2 ２．調査の方法 ··························································································2 ３．回収状況 ·····························································································3 （１）企業・団体調査 ··············································································3 （２）正規従業員調査 ··············································································4 第２章 調査結果の概要 ·············································································· 5 １．女性活躍推進法の状況 ···········································································5 （１）女性労働者の状況 ···········································································5 （２）数値目標の設定 ··············································································7 （３）行動計画策定のプロセス ··································································11 （４）情報公表項目 ·················································································13 （５）情報公表項目とニーズ：従業員調査から ··············································17 （６）えるぼし取得状況 ···········································································21 ２．行動計画策定の影響 ··············································································22 （１）行動計画策定の手応え、影響 ····························································22 （２）係長・主任職にある女性社員への影響：マッチング票から ······················29 ３．改正育児・介護休業法 ···········································································32 （１）改正育児・介護休業法の自社制度での対応状況 ·····································32 （２）改正育児・介護休業制度の従業員の認知：従業員調査から ······················34 ４．ハラスメント防止措置義務化の取組状況····················································35 ５．要約と政策的含意 ·················································································37 （１）結果の要約 ····················································································37 （２）政策的インプリケーション ·······························································38 第３章 中小企業における女性従業員の割合と行動計画作成の関連 ······················39 １．はじめに ·····························································································39 ２．指標と仮説 ··························································································39 ３．企業における女性従業員の中核度の状況····················································42 （１）企業における常用労働者に占める女性割合（指標①） ····························43 （２）企業における正社員に占める女性割合（指標②） ··································44 （３）企業の女性従業員に占める正社員割合（指標③A および③B） ·················45 （４）企業の従業員に占める正社員割合の男女差（指標④） ····························47 ４．企業における女性従業員の中核度と一般事業主行動計画作成の関連 ················48 （１）企業における常用労働者に占める女性割合ごとの行動計画作成割合 ··········49 （２）企業における正社員に占める女性割合ごとの行動計画作成割合 ················49 （３）企業の女性従業員に占める正社員割合ごとの行動計画作成割合 ················50 （４）企業の従業員に占める正社員割合の男女差ごとの行動計画作成割合 ··········50 ５．要約と考察 ··························································································51 第 4 章 労働組合の女性役員の有無と企業における女性活躍 ······························53 １．はじめに ·····························································································53 ２．労働組合の女性役員の有無 ·····································································54 ３．労働組合の女性役員の有無別女性管理職比率 ··············································56 ４．女性活躍行動計画の策定と労働組合の女性役員有無 ·····································59 ５．要約と示唆 ··························································································61 付属資料１ 依頼状＆調査票 ········································································63 付属資料２ 基礎集計表 ··············································································93 企業・団体調査 ·······················································································95 正規従業員調査 ·······················································································231