2005年,世界經(jīng)濟(jì)論壇指出,婦女在世界董事會中只占12%。近年來,人們認(rèn)為,由于男性在工作環(huán)境中的地位不斷下降,女性幾乎縮小了工作場所的性別差距(Meistera、Sinclaib和Jehnb,2017年)。然而,男性繼續(xù)得到最高級別的工作,而女性在獲得高層職位方面仍然落后?!秳趧計D女統(tǒng)計概覽》(2016年)提到,在加拿大,婦女在獲得高級職位方面的進(jìn)展停滯不前。這是職業(yè)女性面臨的一個嚴(yán)重問題。在這種情況下,由于大多數(shù)高級職位都由男性擔(dān)任,許多人認(rèn)為政府應(yīng)該鼓勵公司為女性保留一定比例的工作崗位。盡管如此,一些公民反對政府敦促企業(yè)在這些就業(yè)崗位上為女性設(shè)定一個特定比例。本文將詳細(xì)分析政府是否應(yīng)該鼓勵企業(yè)為女性保留一定比例的高級職位。
In 2005, The World Economic Forum pointed out that women hold only 12 percent of the board seats in the world. In recent years, it is believed that women have nearly closed the gender gap in the workplace because the position of men in the working environment is declining (Meistera, Sinclairb and Jehnb 2017). However, men continue to get most high level jobs and women still lag in getting top-level positions. The Statistical Overview of Women in The Workforce (2016) mentioned that, in Canada, women's progress in reaching senior positions has stalled. It is a serious problem that career women are faced with. In this case, as most high level jobs are occupied by men, many people think that governments should encourage companies to reserve a certain percentage of these jobs for women. Nonetheless, some citizens are against governments to urge corporations to hold a specific ratio of these employments for females. This essay will analyze in detail whether governments should encourage companies to reserve a certain percentage of high level jobs for women.
圖為男女平等
一方面,人們認(rèn)為,如果政府鼓勵企業(yè)為女性保留一些高層職位,對女性有利。首先,Eagly等人(1992)指出,刻板印象的相對優(yōu)勢總是存在的。例如,在2017年,Meistera、Sinclaib和Jehnb解釋說,當(dāng)男性和女性領(lǐng)導(dǎo)者執(zhí)行相似的任務(wù),而且他們的工作表現(xiàn)非常相似時,女性仍然被認(rèn)為不如男性。當(dāng)女性在事業(yè)上受阻時,人們可能會說這個人太激進(jìn)了。但對男人來說,這與評價恰恰相反。這些人將被認(rèn)為是積極和勤奮的(Hoyta&Murphyb 2016)。陳規(guī)定型觀念削弱了獲得高級職位的競爭力,對婦女不公平。這就是為什么公司應(yīng)該為女性提供特定比例的高級職位。其次,在工作場所存在著一種認(rèn)知偏見的文化。在許多國家,女性被要求呆在家里照顧家人,而男性則應(yīng)該自己創(chuàng)業(yè)。因此,男性是稱職和專業(yè)的,但女性可能會熱情而有教養(yǎng)(Sasslera,Glassb,Levitec&Michelmored 2017)。在這種情況下,如果一個女性被任命為管理角色,當(dāng)她在工作中失敗時,會阻礙其他女性。男人可能認(rèn)為這個女人和所有女人平等,然后得出結(jié)論說女人不適合這個職位(Pinto&Patanakul 2017)。此外,根據(jù)《勞動婦女統(tǒng)計概覽》(2016年),越來越多的婦女參與消費(fèi)活動。因此,女人的決定對男人同樣重要,因為女人知道女人的欲望和她們喜歡什么。此外,由于受教育程度較高,女性有能力獲得更高的職位。例如,謝麗爾·桑德伯格(Sheryl Sandberg)是《福布斯》評選的商界精英中最具權(quán)勢女性的前10名(Zorthian,J 2016)。#p#分頁標(biāo)題#e#
On the one hand, it is believed that it can be beneficial to females if governments stimulate corporations to maintain some top-level positions for women. First of all, Eagly et al (1992) stated that the relative dominance of stereotypes always exists. For example, in 2017 Meistera , Sinclairb and Jehnb explained that when men and women leaders perform a similar task and they are much alike in work performance, women are still considered inferior to men. When women are blocked in their careers, people may say that person is too radical. But for men, this is the opposite of the evaluation. The men will be considered to be motivated and diligent (Hoyta & Murphyb 2016). Stereotypes weaken the competitive power of obtaining high positions and it is unfair to women. That is why companies should provide a specific rate of high level jobs for women. Secondly, there is a culture of cognitive bias in the workplace. In many countries, women are expected to stay at home and take care of their families, while men are supposed to start their own business. Thus, men are competent and professional, but women will probably be warm and nurturing (Sasslera, Glassb, Levittec & Michelmored 2017).In this case, if a woman is appointed with a management role, when she fails in her work, it will hinder other women. Men may think this woman is equal to all women and then draw a conclusion that women are not suitable for this position (Pinto & Patanakul 2017). In addition, according to the Statistical Overview of Women in The Workforce (2016), more and more women participate in consumption activities. Therefore, women's decisions are equally important to men because women are aware of female desire and what they like. Moreover, due to the higher educational attainments, females have the strength to get a higher position. For instance, Sheryl Sandberg is the Forbes's top 10 list of the most powerful women in the business elite (Zorthian, J 2016).
圖為職場中重要職位男女比例不平衡
On the other hand, some professors do not agree that governments should encourage companies to retain a certain percentage of high level jobs for female workers. Firstly, women are less ambitious than men during work. This behavior appears since female people have a lower level of self-evaluation of women's own ability and a higher degree of risk aversion (Ludwiga, Fellner-Röhlinga and Thom 2017). They might take the initiative to stop in front of promotion opportunities in various risks. Gradually, female workers lack competitive consciousness and initiatives. Also, males and females have an inverse expectation in marriages and families. Sasslera et al (2017)argued that a majority of career women expect to marry and have two or three children at young age. Nevertheless, for men, they desire to marry at younger age but they do not want to have children early. In this case, men are expected to obtain the high-level jobs due to the fact that men might have more energy in working than female workers. Because women do not expect to marry late and limit fertility, they should pay some attention in their family. Furthermore, women are more likely to abandon their jobs because of families. In 2016, The Statistical Overview of Women in The Workforce emphasised that female workers leave the labor force when they marry or have children. Due to their mentality may change and they desire to pay more attention to their families (Meistera, Sinclairb and Jehnb 2017). Nevertheless, when this woman resigns from a higher qualified position, it is a critical problem for firms to find a person with the same level of ability. Moreover, men and women are on equal terms in this society. Therefore, both male and female workers have a chance to compete for top-level positions. It is not fair for other candidates that companies maintain a few of these jobs for women.#p#分頁標(biāo)題#e#
圖為女性團(tuán)體在為女性在職場上爭取更大力量
In conclusion, although companies reserving a certain percentage of high level jobs for women can give more chances to female workers who have working strength but prejudice from others, it is unfair for the male workers who have similar abilities. Some people agree that governments should urge corporations to hold a specific percentage of top level jobs for women since female workers can obtain benefits from it. However, some people disagree that because reserve high level position for women cannot solve all the problems and it is unfair for male workers. Whether governments should urge corporations to maintain a specific percentage of high level position for females is a global and deep-rooted problem, but there is not an extremely effective method to solve it.
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