여성 변호사의 고용환경 개선방안 연구

• 영문명: Study on the Improvement of Employment Conditions of Women Lawyers
• 발행기관: 한국여성정책연구원(구 한국여성개발원)
• 저자명: 박선영(Seon Yong Park) 송효진(Hyo Jean Song) 강민정(Min Jeong Kang) 윤석희(Seug Hee Yoon) 고미진(Mi Jin Ko) 김숙희(Sook Hee Kim) 손정혜(Jung Hye Son) 천정아(Jung Ah Chun)
• 간행물 정보: 『한국여성정책연구원 연구보고서』2013 연구보고서(수시과제) 12, 1~159쪽, 전체 159쪽
• 주제분류: 사회과학 > 여성학
• 파일형태: PDF
• 발행일자: 2013.09.30

국문 초록

Ⅰ. 서론 우리나라의 여성변호사는 1954년 처음 배출된 이래 2000년대 이후 사법시험정원의 증가와 법학전문대학원(로스쿨)의 도입 이래 그 수가 급격히 증가하고 있다. 2012년 현재 여성 변호사는 전체 변호사의 15.9%(2022명)를 차지하고 있고, 이러한 증가 추이는 로스쿨 제도의 도입 이후 앞으로도 계속될 것으로 전망된다. 여성 변호사의 이와 같은 증가에도 불구하고, 변호사 업계는 남성중심성 그것도 가족과 개인생활을 배제하는 일 중심의 규범이 공고하게 유지되어 있어, 출산하는 성으로의 여성, 일과 가정을 양립해야 하는 여성에게는 매우 차별적으로 작용하는 것이 현실이다. 그러나 여성 변호사는 변호사라는 직업이 갖는 특수성으로 말미암아 성차별 개선과 일ㆍ가정양립에 대한 요구를 하지 못하였고, 이로 인해 정책적 관심의 대상이 되지도 못했다. 이에 대한변호사협회 여성변호사특별위원회와 한국여성정책연구원은 공동으로 여성 변호사들의 고용환경 실태와 결혼과 출산, 육아 과정에서 나타나는 일ㆍ가정양립 실태를 파악하고 이를 토대로 문제해결을 위한 개선방안을 마련하고 로스쿨 제도의 도입에 따라 로스쿨 제도가 여성 변호사의 고용환경에 미칠 영향을 검토하고 성인지적 관점에서 로스쿨 제도의 개선방안을 마련하고자 본 연구를 기획하였다. 이를 위해 먼저 제2장에서 여성 변호사에 대한 설문조사 결과 및 초점집단면접 결과를 분석하여 그들의 고용환경 실태를 파악하고, 제3장에서는 여성 로스쿨 졸업생에 대한 심층면접조사 결과를 분석하여 로스쿨 제도가 여성 변호사의 고용환경에 미칠 영향을 살펴보며, 제4장에서는 이러한 조사를 바탕으로 도출된 문제점들을 개선하고 해결하기 위한 방안을 제언한다.

영문 초록

In 2012, women lawyers compose of 15.9% (2,022 people) of total lawyers and this increase trend is expected to continue since the introduction of the law school system. Nevertheless, because male-oriented norms are firmly maintained in the legal profession, the reality is that the situation is very discriminatory to the women lawyers who are burdened with the birth and work and family reconciliation. Because of the particularity of the profession as a lawyer, women lawyers do not ask for the gender discrimination improvement and work and family reconciliation. As a result, it is not the subject of political interest. Thus, Women Lawyers Special Committee of the Korean Bar Association and the Korean Women's Development Institute plan this study for the purpose of jointly identifying the status of women lawyers' employment environment and coming up with the ways to improve it, and by examining of the newly introduced law school's impact on the environment of the female lawyers' employment, coming up with the ways to improve law school system from the gender sensitive viewpoint. In order to investigate the actual conditions of women lawyers employment, surveys and focus group interviews (FGI) were conducted of women lawyers, and in order to see the impact of the law school system on the environment of women lawyers' employment, in-depth interviews were conducted of the 1st female law school graduates. On the results of survey for the women lawyers, 87.7% responded disadvantages compared to the male lawyers in the step of employment and 77% responded disadvantages in the step of promotion. As a main reason of employment discrimination, work and family reconciliation difficulties (46.8%) was first pointed and the prejudices of men preference (37.1%) was followed. As the discrimination reasons in the promotion, the sales force, hosting and the difficulties of network formation connections such as human connections (36.5%) were highly pointed. As for the working environment, long working practices and the heavy workload were pointed out and the proportion of working more than 60 hours per week came to 42.4%, working more than 80 hours occupied 8.2%. As for the number of overtime, 63.1% came to be at least three times a week. As for the case of maternity leave, the lack of experience response was 25.0%. 82.5% of women lawyers responded that the job as a lawyer gave difficulties in pregnancy and childbirth. In the result of focus group interviews (FGI) to the women lawyers, women lawyers responded that they were considered less favored than men in the hiring and promotion. Law firm recruitment announcement turned out to be blatantly preferential treatment to male lawyers and it was also the case in the interview that the women only got personal questions, such as marital status and birth plan, and discriminatory practices were widespread in the hiring and interview process. As for the promotion, promotion to the law firm's partner was not easy for the women lawyers. As for that reason, to the women lawyers who are burdened with birth and child-care, long-term tenure is not easy and bad practices, that entertaining clients management through the sales in terms of male-dominated relationships are the foundation of our society, are pointed out. In the case of law firm, long labor itself is evaluated as working ability in the male-oriented culture. Also, work and family reconciliation is not easy. As the vacation was virtually taboo, response showed that work was preferred to the personal life and statutory holidays were not used. As for the pregnancy and childbirth, because law firms have negative attitude and unfair treatment such as recommendation to receive unpaid leave instead of maternity leave and explicit retirement pressure, many women lawyers choose to put off marriage and pregnancy as much as possible and choose to give birth before practicing. As for the future career, because women lawyers face the extreme sit

목차

발간사

연구요약

Ⅰ. 서론

Ⅱ. 여성 변호사의 고용환경 실태

Ⅲ. 로스쿨 제도가 여성 변호사의 고용환경에 미칠 영향

Ⅳ. 여성 변호사의 고용환경 및 성인지적 관점에서의 로스쿨제도 개선방안

참고문헌

Abstract