On Gender Discrimination Of Job Promotion

From the natural attributes of men and women were divided into. In the long-term social division of labor and social roles in the formation of men and women formed their own gender roles on a number of characteristics, These are the qualities that people gradually derived from male and female gender for the curing properties of knowledge, such as "men should work outside, women should work in house" point of view, The value of women are placed in more areas of family life, to assess, to the neglect of women in the work of the social and economic value, Because family life is often seen as free labor, so this is usually by women to sacrifice their free time working to pay the family has not been into the GDP statistics. This, in turn, the socio-economic status of women formed a negative evaluation, curing a sex ratio of people to believe that a more superior alternative concept of gender, according to the Marxist economic base determines the superstructure on the philosophy that this community The unequal economic status is difficult from a practical level, gender discrimination and ideological level, to eliminate the root causes.Gender equality, whether it is Western democratic countries, or the ancient civilization, no matter how different social systems, or how high an equal voice, but in the final analysis, are not obtained from the true sense of equality, can only talk about that than ever before Improved. This article will examine the perspective on gender discrimination in the workplace issues, precisely because if women in economic life can not be given equal opportunities, social consciousness is not possible to achieve real equality between the sexes, and this results in the understanding of inequality In turn affect the family investment in human capital for women, thus reducing women’s opportunities for more cultural knowledge, resulting in the unequal starting point. Long this will prevent the vicious cycle of human civilization and hinder the building of a harmonious socialist society. Through analysis of existing literature on career advancement in the legal profession, gender discrimination has yet to be devoted to treatises. On the main current from the female human capital development and labor economics perspective to the study, this paper uses a questionnaire research methods analysis, to understand the gender discrimination in career advancement causes and extent of the intention of the promotion Gender discrimination in the dominance of the hidden problems, and enhance awareness of the importance of promotion of awareness of gender discrimination. And seek from the legislative level, the actual implementation of the law and socio-economic level, seeking to improve career advancement and cultural aspects of gender discrimination in the course of the way, I hope this study can view this article on the role of better ideas.First, this discrimination, gender discrimination and workplace gender discrimination in the definitions of the definition, through this part of the paper found that despite China’s law does not specifically on gender discrimination in the definition, but our laws in the regulation of gender discrimination, also adopted the International Convention on the definition of sex discrimination as a support, the basic continuity in the development of laws on international conventions and scope of the definition of sex discrimination. For the protection of gender equality in China has changed from "constitution"to the local rules have carried out some of the regulations, but current law does not explicitly mentioned in the regulation of gender discrimination in career advancement in terms of the current "Employment Promotion Law"and other laws Multi-stage from the ban on employment discrimination and protection of women and men in terms of equal pay for regulation. At the legislative level reflects a lack of promotion of gender discrimination on the attention they deserve.Secondly, the empirical analysis reveals the process of career advancement, gender discrimination status quo. When doing empirical analysis, we use three perspectives, namely legal perspective, human resource development perspective and view of women in politics. The reason why the political participation of women as a separate perspective, is that women in politics can be reflected from the level of professional promotion of women to the attitude of civil servants, members of the United Nations in its proposed 1995 "Women should be accounted for in the decision-making 30% the proportion of "initiative, women’s rights movement from the world Occurrence of view, women’s political participation has always been a country of gender equality as a breakthrough, while the number of women in politics and also as a measure of a country’s level of compliance with" the Elimination of All Forms of Discrimination against "an important indicator of the relevant provisions.Again, the paper gender discrimination in career advancement reasons were analyzed. The first reason is cultural values. The traditional gender division of labor and the traditional concept of the social formation of gender stereotypes of women, making women encounter the glass ceiling in career advancement. But often the reason is not to be perceived by the parties, and sometimes when it is subjected to gender discrimination in promotions do not know it, especially in the traditional concept of the social division of labor, women are squeezed into the low-level work, This brings the concept of discrimination may also implanted the concept of female workers to abide by the order of such discrimination. The second reason is because of economic interests. Employer as a rational economic man out of the work of women and women in labor costs may drop considerations in the career advancement of women to reduce or even deprived of the opportunity to practice appears to be consistent with economic principles, but those who hold this view Apparently ignored the employer as a participant in the social responsibility of society, it is this lack of social responsibility to their relevant supervision and punishment, resulting in the employer’s tacit promotion of the implementation of hidden gender discrimination. The third reason is a legal policy reasons. Since the introduction of China’s current law does not direct sex discrimination in promotions to regulate, resulting in the promotion of gender discrimination women face no legal basis upon, damage can not find the right way to remedy this situation led many women in the workplace in the event of After the promotion of knowledge select the gender discrimination suffer in silence or leave the solution, but this way the implementation of the party in terms of discrimination did not play the effect of punishment and regulation, and even encourage more of its acts of discrimination.Discusses the solution to the problem in the former, this article analyzes the literature point of view the law against sex discrimination abroad. The more significant is that represented the United States in 1991, the "glass ceiling Act,’ the EU Directive 76/207/EEC, and Norway’s "Gender Equality Law, " the provisions of these laws are clear recruitment, promotion, dismissal of employees during The employer’s liability. This article also briefly introduced the same time these countries in order to implement these laws and established institutions and their functioning, these stones from other hills to seek participation in society of protection of women against gender discrimination in labor legislation and law enforcement is a big draw Significance.Finally, this paper analyzes the reasons for the previous situation and to explore the career advancement of gender discrimination in the solution. The first is from the national macro-policy advocacy to establish gender budgeting, gender mainstreaming, from the national level to eliminate gender discrimination in blind. From the perspective of the national statistical gender statistics and gender budget into the routine work in order to fully grasp the situation of gender equality work. In the formulation of policy appropriately targeted, or the status of the quota system established to promote gender equality. Such acts by the government once led from the policy level into the normal will create a good social equality between the sexes, and then gradually digestion traditional concept of sex discrimination. The second point is to establish a quota system correction system. The article first introduces the quota system in the international women’s important role in political campaigns, followed by analysis of the quota system of reference of policy-making, once again discuss the quota system for the correction of gender discrimination in career advancement for reference. Finally, corrective actions are discussed and the quota system the relationship between corporate social responsibility. The third point is discussed from a legal and policy aspects of career advancement in the protection of women against discrimination. The main emphasis should be to strengthen the legal level of occupational sex discrimination in the promotion of legislation, while the law has been clear in the occurrence of workplace gender discrimination on the employer sanctions. Discusses the policy level, the Government should strengthen the women’s federations, trade unions, labor rights monitoring bodies, should also learn from international experience, career development of women set up fund to help them speed up the completion of the career development after giving birth to reduce the adverse effects of fertility; to develop the same Priority and other positive measures, led by the state re-education and vocational training can make up for women and men can not get the same lack of vocational training, which will effectively support the career advancement of women against gender discrimination. Finally, to strengthen the implementation of existing policies and laws, by questionnaire analysis, the vast majority of people in the event of the career advancement of gender discrimination in leave or to remain silent after selection, the reason they do not choose to seek relief from the relevant departments The reason is the lack of relevant institutions to monitor the implementation of the rights of supervision and enforcement of penalties, and because the reasons for the difficulties of proof, most people would not choose to go to court to seek relief. Therefore, the implementation level, responsibilities of various departments should be clear, clear all channels of the relief measures, and as a business-to-entry for each new vocational education must be carried out by the relevant departments (such as trade unions) to supervise enterprises in such occupation education, and foster awareness of workplace rights of women. Difficult for the proof, this paper recommends gender discrimination in the workplace to implement the prosecution burden of proof, thus reducing the cost of rights, increasing the cost of corporate law, will be hidden gender discrimination in the promotion of dominance, from the legal level for career advancement in the regulation of sex discrimination, so that there are laws to go by.The main innovation of this paper is that workers in the study of gender discrimination to seek a more subtle gender discrimination in career advancement as the entry point. Promotion of gender discrimination in the analysis of the reasons for using a multi-disciplinary analysis in a way, reveals the cultural reasons for gender discrimination, economic reasons and legal reasons. In this paper, while gender discrimination in career advancement to do a survey, analyze the problem from the empirical level, the proposal for the proposed guidelines provide direction, another article in the proposed countermeasures, the reference to a quota system for correction.