한국 기업의 다양성 관리 현황과 과제

초록

Korean firms are facing the new challenge of diversity management amid changes in labor market composition and the spread of ESG management. Yet Korea’s diversity-related institutions have developed through fragmented responses to individual policies—female employment, mandatory disability hiring, and responses to an aging workforce. Only isolated indicators focused on single dimensions such as age, gender, or foreign nationality exist, and no systematic evaluation index has been established that can comprehensively diagnose firms’ overall level of diversity. This gap leaves firms without a benchmark against which to compare their own diversity level, and makes it difficult to transplant best practices to firms operating under different conditions. To address this gap, this study combines a quantitative diagnosis spanning the sub-dimensions of diversity and firms’ operational domains with a case analysis of firms differing in industry, size, and organizational history. The analysis shows that the diversity level of Korean listed firms was generally lower than that of foreign-invested firms operating in Korea, with the gap especially pronounced in the inclusion dimension. “Recruitment and workforce composition” remained low regardless of firm size. Even firms recognized as best practices shared common limitations, such as the absence of a dedicated unit and insufficient bottom-up communication. Based on these findings, this study proposes the development of a Korea-specific corporate diversity maturity model and the introduction of internal inclusion surveys targeting employees.

키워드