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Diversity and Inclusion

全世界の社員すべてが「自分らしく」働ける環境づくり -- LGBTの視点から
Creating working environments in which all employees throughout the world can work while being themselves: An LGBT perspective

2017.12.26

*English follows Japanese.

ようやく認知度が拡大しはじめた、性的マイノリティを表す「LGBT」という言葉。しかし世界各国に比べると、日本では多様性を受け入れる価値観の浸透がなかなか進んでいないのが現状です。EYでは、性的マイノリティに対する施策を90年代から推進してきた歴史があります。偏見や差別をなくし、全世界で働く社員のすべてが「自分らしく」働ける環境の構築を目指しているのです。

そうした活動に取り組んできたEYアドバイザリー・アンド・コンサルティングで働くシニア・コンサルタントの一人、川村安紗子さんが、2017年10月、英フィナンシャル・タイムズによる「未来のLGBT+リーダーリスト」に選出されました。今回はその受賞を祝し、彼女の活動の一端をご紹介します。


企業へのLGBTに関する啓発活動など、多様な活動に参画

― この度は「未来のLGBT+リーダーリスト」への選出、おめでとうございます。積み重ねてきた取り組みが評価された結果ですね。今回は、川村さんの活動についてお話を聞かせてください。

川村: はい。私はEYACCに入社する以前から、「はたらく」ということにフォーカスしてLGBTに関するさまざまな活動をしてきました。具体的には、企業における講演活動やLGBTに関する啓発イベントの企画等が挙げられます。その一つが、2013年から参画している「work with Pride」という任意団体の取り組みです。work with Prideは日本の企業において、LGBT(性的マイノリティ)の人々が自分らしく働ける職場づくりに取り組むきっかけを提供することを目的とした団体です。2012年より人事・人権・ダイバーシティ担当者向けに年1回のカンファレンスを実施し、2016年には日本で初めて、企業・団体等におけるLGBTに関する取組みの評価指標「PRIDE指標」を策定したばかり。私自身もカンファレンスの企画・運営や、指標の策定をリードするなど、継続的な活動を続けています。

― 多様性に関する取り組みについては、今までは企業や団体を評価する明確な軸がなかったのですね。

川村: そうですね。D&I(ダイバーシティ アンド インクルージョン)は、KPIの設定が非常に難しいんです。例えば女性の活躍推進なら、「管理職のうち何パーセントが女性である」という指標を設けることも可能ですが、LGBTの場合はそうはいきません。実際にはカミングアウトしていない人も大勢いて、カミングアウトするかしないかは個人の選択の自由でもありますから。

そこでPRIDE指標では、「会社としてLGBT等の性的マイノリティに関する方針を明文化し、インターネット等で社内外に広く公開している」といった項目をはじめ、その企業・団体の姿勢や取り組み自体を評価する基準を明確にしました。「どういう職場の雰囲気か」というのを数値化するのはとても難しいのですが、人事規則や差別禁止規定などのハード面と、研修や啓発活動を実施しているかというソフト面の双方を測ることができるものにしています。


「もう転職はしない」LGBTの友人の言葉をきっかけにEYACCへ

― work with Prideをはじめとする活動に積極的に取り組む中、ご自身は2014年12月にEYACCにコンサルタントとして入社されています。その経緯を教えてください。

川村: 私はもともと、製造業大手の法務部で働いていました。学生時代は弁護士を志していたこともあり、仕事自体はとてもやりがいが大きく充実していました。でも私にとっては、手放しで「居心地がよい」とは言えない職場環境だったんです。

周りの人たちはみんなストレート(異性愛者)で、適齢期になると当たり前のように異性と結婚し、子どもを持ち、郊外に持ち家があって、週末は家族ぐるみで職場の同僚と出かけたりする――。決してそうした生活を否定するつもりはありません。ただ私が同性パートナーと将来家族としてやっていくということを考えた時に、そこで受け入れられるイメージが全く想像できませんでした。

― 環境を変えるために転職を考えて、EYACCに出会った?

川村: はい。たまたま大学の同期だった友人がEY税理士法人で働いていて、「やってみないか」と誘われました。私と同じく性的マイノリティであり、これまでに5、6回転職を繰り返していた彼が「もう転職しようとは思わない。とてもいい会社だ」と言うのを聞いて、興味をもったんです。コンサルティング自体も、以前からやってみたいと思っていた仕事の一つでしたし、クライアントの課題を解決するという意味では、法務部での仕事と重なる部分も大きかったためです。

― LGBTに対するEYの姿勢やスタンスは、川村さんの目にどのように映りましたか?

川村: EY自体が、世界的に見てもD&Iが進んでいる会社だとは以前から認識していました。海外でも日本でも、自身がLGBTであることをカミングアウトしている役員や管理職の人もいるんですよね。面接でお会いした方々も面白そうな方が多く、EYの社風などもふまえた上で、最終的に入社を決めました。


1,000人を超える社内コミュニティを中心とした啓発活動に手ごたえ

― 入社後、川村さんはEYグループのLGBTネットワーク「Unity(ユニティ)」のメンバーとしても活躍していますが、改めてどんな活動をしているのか教えてください。

川村: 現在私は、EYに誘ってくれたその友人から引き継ぎ、Unity Japanの代表を務めています。Unityは、「インクルーシブで互いを尊重する」企業文化を構築するために作られた、EY内のエンプロイー・リソース・グループです。活動内容は主に3つあります。1つ目は社内に向けた啓発活動、2つ目は社内にいるLGBT社員のコミュニティづくりとサポート、そして3つ目が対外的な情報発信です。

社内で定期的に交流会を実施したり、年に4回、情報発信のためのニュースレターを発行したり、社内外のイベントに参加したりと、活動内容は多岐にわたっています。運営メンバーとして活動している有志は20人ほどですが、LGBTの社員とアライ(支援者)を含めると、2017年現在、コミュニティメンバーは1,000人を超えています。

― 米国をはじめ、グローバルではLGBTへの理解が進んでいるものの、日本ではまだまだ浸透していない部分も多いと思います。Unityの活動を行なう中で、そうした課題を感じることはありますか?

川村: そうですね。一般的に、日本は米国と比べるとLGBTに対する考え方が20年遅れていると言われています。だからこそ、啓発活動の必要性も強く感じています。そもそもLGBTの人たちの多くは、容姿をパッと見ただけではわからないんですよね。「見えないから、周りにいない」と思っている人が、日本にはとても多いです。存在を意識する機会がないから、無意識のまま目の前に当事者がいたら言わないようなことを言ってしまうということもあります。

この問題に興味をもってくれた人は、活動に賛同した上でイベントなどに参加してくれますが、そもそも課題があること自体に気づいていない人もたくさんいます。そのため今後はLGBTに関する研修を全社員必須にするなど、啓発活動をさらに積極的に展開していきたいと考えています。

― 次のステップを目指して課題に取り組む一方、3年間にわたりUnityの活動をしてきた中で、川村さん自身が手ごたえを感じている部分はありますか?

川村: EYとして毎年参加している社外イベントの一つに、「東京レインボープライド」があります。その参加者が、2017年は大きく増えました。前年は約80名だったのに対し、今年は120名を超える社員が参加してくれたんです。啓発活動によってLGBTの課題に対する認知度が高まったこと、さらに役員陣がUnityの活動を積極的に後押ししてくれ、実際に当日一緒に参加してくれたことも大きかったと思います。そして、LGBTの若者向けにメッセージを伝えるビデオを作成しました。

また数年前と比較すると、イベント自体も、誰でも気軽に参加できるものになっているのを感じますね。ご家族や子ども連れで参加しても、普通に楽しめる。こうした認知の拡大が進んで、米国のように、LGBTの存在が日常に近いものとして認識されるようになってほしいと願っています。


お互いに尊重し合い、誰にとっても働きやすい職場環境

― 前職では職場環境が「自分には合わない」と感じていた川村さん。現時点で、EYACCはご自身が働く場所としてどんな環境だと感じていますか?

川村: 率直に、すごく働きやすいですね。非常に多様なバックグラウンドの人たちが集まっているので、「これが普通の価値観で、みんなそうだよね」というような同調圧力がありません。私がLGBTだということは関係なく、個々が自立していて適度な距離感を保ったまま、お互いに尊重し合いながら仕事に取り組めていると思います。

現在、私はピープルアドバイザリーサービスにて、さまざまなクライアント企業の人事・組織課題の解決をサポートしています。世界最大規模のEYグローバルネットワークを活用し、EY各拠点にあるピープルアドバイザリーサービスチームと連携しながら、外資系企業や日本企業を支援しています。最近ではクライアントから「EYに頼んでよかった」と声をかけていただくなど、やりがいを感じる場面も増えました。

― 最後に、これから先の目標や、取り組んでいきたい活動について聞かせてください。

川村: やはりLGBT当事者だけで何かを行なうのではなく、マジョリティの人たちに対してどう情報を伝え、巻き込んでいくか。それが今後の活動の重要なポイントになっていくと思います。

“性的マイノリティ”という言葉の通り、LGBTの人たちは人口の5~10%程度で、本当に少数しかいません。当事者がどう変わったところで、残りの90%超の人たちにも働きかけないと、社会は変わりません。

「Building better working world」――EYのスローガンにもあるように、マジョリティの人たちと一緒に、「より良い社会」の構築を目指していきたいですね。



Sexual minorities and the representative acronym LGBT, have finally begun to gain recognition in Japan. Nevertheless, compared with other countries, the value systems in Japan that accept and welcome such diversity have not quite taken hold as broadly yet. Since the 1990s, EY has promoted measures to further the acceptance of sexual minorities. The company strives to contribute to creating an environment in which employees around the world can work as themselves, without prejudice or discrimination.

In October of 2017, Asako Kawamura, a Senior Consultant at EY Advisory & Consulting Co., Ltd. was selected to the OUTstanding LGBT+ Future Leaders List by the British publication, the Financial Times. In recognition of that honor, we interviewed Kawamura san to hear some of the activities she is undertaking.


Participation in a range of activities, including those designed to promote awareness of LGBT issues in the workplace

―Congratulations on making the OUTstanding LGBT+ Future Leaders List. This was in recognition of youraccumulated and continued efforts. Could you please tell us about some of those efforts?

Kawamura: Sure. Even before joining EYACC, I was active in various capacities on LGBT issues in the workplace. More specifically, I lectured at companies and planned LGBT awareness events, among others. One of the things I was involved with since 2013 is the organization called "Work with Pride." The aim of Work with Pride is to help Japanese companies work towards becoming workplaces where LGBT (sexual minorities) can work as themselves. Since 2012, the organization has held an annual conference targeted to HR, human rights and diversity personnel. Japan's first "PRIDE Index," a measure of companies and other organizations LGBT efforts, was created in 2016. I have been continually involved in these type of activities, including the planning and running of conferences and taking a lead role in drafting the PRIDE Index.

―As far as efforts towards diversity and inclusion, there hasn't till now been a clear metric for evaluating companies and other groups efforts on LGBT inclusion, has there?

Kawamura: No, there hasn't: D&I (diversity and inclusion) is extremely hard to measure. There are measures around elevating the role of women in the workplace. It is possible for a company to set a metric that measures, "Such and such percent of management positions must be filled by women," but it is not possible to do the same thing with LGBT individuals. This is because, in reality, there are many who have not come out, and the decision to come out or not is a matter of personal choice.

The PRIDE Index provides a set of standards by which to evaluate the efforts of a company or organization, with clauses such as "The company has explicit, written policies concerning LGBT and other such sexual minorities and widely publicizes them both within and outside the company via the Internet or other such means." Translating the workplace environment into numerical figures is difficult, but the Index makes it possible to measure an organization in terms of both the "hard" aspects, such as whether there are regulations for personnel and rules forbidding discrimination, and "soft" aspects such as whether there are educational trainings and/or other awareness activities held.


Joining EYACC based on the comments of an LGBT friend who said he would never leave the company

―While you were actively involved with activities such as work with Pride, you joined EYACC as a consultant in December of 2014. Could you tell us the sequence of events leading up to your joining the company?

Kawamura: I was originally working in the legal department of a major Japanese manufacturer. When I was an undergraduate student I wanted to become a lawyer, and in part because of that, I found the work itself to be very rewarding and I was greatly satisfied with it. For me, however, the workplace environment was not what I could unreservedly call comfortable.

The people around me were straight (i.e. heterosexual), and when they came of marriage age as a matter of course they would marry members of the opposite sex, have children, buy houses in the suburbs, and get together with their colleagues and their families on the weekends. In no way do I mean to dismiss such lifestyles. However, when I thought about myself having a family in the future with a same-sex partner, I could not at all imagine that being accepted by the people around me.

―So you thought about changing jobs so that you could change your environment and that's when you found out about EYACC?

Kawamura: Yeah. I had a friend from college who was the same year as me who happened to work for Ernst & Young Tax Co., and he suggested that I try it out. Like me, he is gay, and he had changed jobs five or six times before joining EY, but he said that he wouldn't want to change jobs again, and that EY is a great firm to work for. I heard that and became interested. Consulting was one of the jobs that I had always wanted to do, too. That's because, in the sense of solving issues for clients, it had a lot in common with my former job in the legal department at the other company.

―How did EY's position or stance on LGBT issues appear to you?

Kawamura: Even before joining the company I knew that EY was one of the most inclusive companies in the world. In Japan and overseas, there are EY executives and managers who are out. Many of the people I met during the interview process seemed interesting, and after taking into consideration EY's corporate culture, I decided to join.


A solid response to awareness-raising activities targeting mainly an internal community of over 1,000 people

―After joining the company you also became active as a member of Unity, the LGBT network in EY. Could you tell us again what kind of activities you are involved in with the network?

Kawamura: At present, I serve as representative of Unity Japan, succeeding the friend who originally suggested that I join EY. Unity is an Employee Resource Group within EY formed for the purpose of supporting LGBT members at EY and cultivating the inclusive culture of EY. The activities are mainly three-fold. The first consists of raising awareness within the workplace. The second is creating and supporting a community for LGBT employees in the company. The third is getting out information, and sponsoring external LGBT events to show EY's support.

The activities are diverse in scope. For example, we hold regular get-togethers within the company, publish a newsletter four times a year to share information, and participate in events both within and outside of the company. There are 20 volunteers who work as steering committee members. At present, as of 2017, when we add the LGBT employees and LGBT allies together, we have over 1,000 community members in EY Japan.

―Much progress has been made in terms of understanding LGBT issues in the U.S. and globally, but in working with Unity do you think that in many respects this understanding has still not penetrated Japanese society as thoroughly?

Kawamura: Yes.It is generally said that, when it comes to ways of thinking about LGBT issues and people, Japan is about 20 years behind the U.S. It is for this very reason that I think awareness-raising activities are necessary. To begin with, most LGBT individuals are not usually recognizable from their appearance. There are many people in Japan who think that "There aren't any LGBT people around me because I don't see them." Since there are no opportunities to recognize that LGBT people are around them, they sometimes unconsciously make comments they would not make if they knew an LGBT person was in front of them.

There are people interested in this challenge who support our activities and have participated at events and such, but there are still many people who don't recognize it as a workplace issue. For this reason, I hope to expand our awareness-raising activities going forward, including such steps as making it mandatory for all employees to attend training sessions on LGBT workplace issues.

―I would like to ask you, as you work on these efforts towards the next step, if there are any aspects of the work that you yourself have done in these three years as part of Unity in which you have felt that there has been a positive response?

Kawamura: One of the events that we participate in every year as representatives of EY is Tokyo Rainbow Pride. The number of our participants to this event increased greatly in 2017. There were over 120 EY members who joined this year, compared with the roughly 80 participants last year. I think the fact that awareness of LGBT issues has been raised as a result of Unity activities and that the firm leadership has actively supported Unity's activities with many joining the event, has made a big difference. Also, with messages from event participants, we produced a video to convey a hopeful message to younger members of the LGBT community.

Compared to several years ago, I feel the event itself has become something that more people can participate in without hesitation. People can go as a family or with their children and still enjoy it like any other event. I hope that this progress in terms of broader awareness will, like in the United States, lead to an awareness of the fact that LGBT people around us almost everyday.


Workplace environments where anyone can work comfortably and where people respect one another

―You indicated that the workplace environment at your previous job didn't suit you. Right now, what do you think about EYACC as a workplace environment?

Kawamura: To be honest with you, it is really a very easy place to work. There are many people from diverse backgrounds, so I don't feel any pressure to conform to the idea that "These are the normal values, so everybody should follow them, right?" I think that irrespective of the fact that I am LGBT, each person is independent, observes an appropriate sense of distance, and works at his or her job while sharing a healthy mutual respect.

At present, as a member of the People Advisory Services team, I provide support to resolve people and organizational issues for a wide range of clients. Leveraging the EY network, one of the largest global networks, I coordinate with the People Advisory Service Teams at each EY location to support Japanese and multi-national companies. Recently there have been more and more encounters with clients in which they tell me they are glad to have chosen EY, which makes me feel like my job is all the more worthwhile.

―Lastly, please tell us about your future objectives and activities that you would like to work at.

Kawamura: It really comes down to the question of how to get information out and involve majorities to the movement, rather than just taking action only with LGBT people. I think that will be an important point of my activities in the future.

As the word "minority" suggests, people considered as sexual minorities account for just 5% to 10% of the population, making us truly small minority. No matter how people in this category change, unless we appeal to the remaining 90%, society will not change.

"Building a better working world"―just like EY's purpose, I aim to work together with the majority to build a better working world.