여성 비정규직의 분리직군 무기계약직 전환과 차별의 논리

The 1997 economic crisis made the IMF and the World Bank urge the Korean government to implement policies to make the South Korean labor market more flexible. As the financial markets were pried open wider, the labor market was rapidly forced to be more flexible in Korea. Temporary-help employment, which had been legally banned for the reason of intermediary exploitation, was now allowed legitimately. The number of contingent workers employed for discriminated treatment. The workers who actually work full-time but are paid less than regular workers for the reason that they are nominally part-time workers sharply increased. Companies continued to increase the number of contingent workers for the purpose of low wages and discriminated treatment. The labor market flexibility policy implemented by both government and management have gender-specific consequences. As of 2008, contingent workers accounted for a half of all wage workers and abut 70% of women workers in South Korea. Facing state's legal efforts to minimize discriminatory employment practices against contingent workers, increasing number of firms have introduced a new personnel management system. Under the new system, which is to increase wage flexibility, the multi-tiered wage structure for women workers place restrictions on the level of wages and job placement. Splintering of the workforce into separate job categories, the new system place women-concentrated job categories “low road.” The possibilities of indirect discrimination of the recent corporate drive for wage flexibility facing the state's regulation are examined.