Female career dilemma: please give us more "flexibility"

Comics: Chen Ting If you are a working woman, do you think that childbirth and breastfeeding can affect your career development? Human resource agency manpower, one of the world's Fortune 500, has a survey of global female management that 48% of respondents believe that women's special social roles affect their careers.　　This is not a small number.　　Indeed, on the one hand, the inflexible working mechanism restricts women's career path, on the other hand, it is also the biggest obstacle for enterprises to attract and retain female employees. Why are women's employment and workplace status significantly lower than those of men? Of course, some of the obstacles come from cultural and historical factors and are therefore difficult to resolve in the short term. But do you realize that the main problem also stems from the structural dimension ——— legacy of the past: standard 5-day, 8-hour work, fixed-term and fixed-position long-term contract labor.　　Therefore, in this sense, the real flexible way of working (free choice of work place, time and enterprise flexible employment) may be able to expand the female career development of a ray of light. Although efforts to promote women's workplace status have made great strides around the world, women's labour participation rates are still significantly lower than men's. According to a group of International Labour Organization data, the 2008 global female employment rate was 49.1%, while men were as high as 74.3%. In addition, the issue of pay inequality persists, with women in OECD countries averaging 17% less than men.　　What is more important is the "glass ceiling" ——— Although some women do act as top managers in some companies, it is widely believed that women are far less likely to get a promotion than men.　　But things are also changing. "Women are an important force in the workplace, but for a long time because of the lack of flexible working mechanism, so that the role of women do not receive enough attention, with the economic development of the talent shortage, as well as the financial tsunami period and after the demand for talents, women will play an important role in the future.　　"Wu Jo, managing director of manpower Greater China, a woman, said. In Liao Jibin, the regional manager of Manpower region, the women in the engineering, information technology, medical services and other service industries have a special charm than men, "in human resources, finance, logistics management, public relations and other positions, women more affinity, but also more exquisite." "Women can bring different styles, innovative thinking and decision-making to the workplace, and the ability to deal with multiple tasks is a unique trait for women," she said.　　"Eraldlem A, the Asia Pacific President for the 2009 Catalyst Award (which honors the promotion of female career development), said to our correspondent.　　In addition, there are some more important reasons to focus on women, and there is a new trend that is reshaping the global workplace: the dominance of services is growing, and women are the most undervalued and potentially huge group in the service sector. Let's take a look at two "resilient" patterns that crack down on women's career dilemmas: A flexible work-heavy result rather than time　　The current pay, benefits, social security and retirement systems are largely based on the traditional 5-day 8-hour work system.　　In reality, however, almost all women who have had sex believe that the fixed-work system has a certain impact on their own care for the baby.　　For women who are biased in family roles, there is often a balance between family and work, and a lack of flexibility in the 5-day 8-hour workweek is impractical and hinders their continued career development. Should the job evaluation criteria be redefined to focus more on results rather than on the time spent to complete the task? Should welfare benefits be more flexible?　　Employment security should replace job security! "If there is an agreement between employers and employees on the rewards and punishments for their work objectives (performance), why do they have to stipulate that they have to work or a few hours a day?"　　"Manpower China sales director Cheng Lin said. "There is an old saying in China called Cao, and even if the employee sits in the office, it is not certain that she is working." She sits in front of the computer thinking about probably the children of the family, or online shopping, 8 hours a day in the office, you are not sure that her work can be done. The most important thing for the boss and the company is the results of the employee's work.　　"Wu Jo said. The real flexible way to do this is to allow employees to set their own working hours and not limit their work to the office, if allowed.　　It is often the nature of the service industry to meet such conditions, such as sales, real estate and consultancy work that are not subject to time and workplace constraints. B flexible employment in China at present many large companies have been able to do under special circumstances to give women staff to adjust working hours and telecommuting, such as flexible work mode, this is, of course, a step forward, but these actions are only "roughing" the 5-day 8-hour work system for those who need to take care of the family for a long time,　　But what about women who don't want to say goodbye to the workplace altogether? The flexible employment model of "labourers" came into being. If a company has employees for some reason (such as childbirth) need to leave a period of time, can be sent by third-party companies, temporary replacement for a few months, without the need to recruit a new person, the original staff after the return of the replacement staff withdrawn. Another enterprise, which requires 200 employees at leisure and 2000 employees in busy times, does not need to recruit 2000 permanent employees for this purpose.　　If necessary, through the cooperation with the third party to send the company to pay a certain service charges, by the dispatch company to send staff. "The labor relations of these residents are dispatched to the company, which can greatly save the manpower cost for the enterprise." In particular, the current financial tsunami so that more and more enterprises began to pay attention to the fixed human capital in the period of economic fluctuations of various effects, optimize the allocation of human resources, is a good way to throttle.　　"Cheng Lin said. Because men are relatively more likely to have a long-term, stable job opportunity, women are more likely to try flexible employment, and women are more resilient than men. This mode of work for those who haven't foundTo the fixed work of graduating students, the same applies.　　Cheng Lin Introduction, this flexible mode of employment in Europe and the United States in the last century in the 70 's began to become popular, development has been widely accepted, but in China is still in the initial stage, coupled with a variety of welfare needs to be improved, people's worries more, this new thing still need a long time to understand and understanding. It must be emphasized, however, that more career development opportunities are needed to reward those who have done their job well in a flexible manner. If not, the efforts to promote "flexible working methods" will eventually bring women into low security, low-income jobs with little or no promotion opportunities. Regardless of position and type of work, policies that protect women's rights and promote their career development in a work-life balance will help organizations improve their sense of belonging and retention. Newspaper reporter Li Yifi