Recently, a human resources officer of a large company shared on social platforms the difficulties they encountered when conducting recruitment and selection, he said that job seekers who are between the ages of 27 and 28, have a 211 university degree and have a good resume, but have entered married life but have not yet had children, then they are often hesitant to consider whether to hire.
In fact, this phenomenon is not limited to individual companies, but is common throughout the workplace. Many companies believe that hiring married women who are not pregnant may face the possibility of employees taking maternity leave at some stage in the future, leading to higher labor costs. With this in mind, many companies tend to hire male employees or women who have already given birth.
Some netizens also shared that there are a large number of unfair treatment of female compatriots in the workplace due to gender discrimination. There is a widespread belief in society that women tend to devote more energy to their families after going through important stages in their lives (e.g., marriage and childbirth). Such a preconceived perception is not only obviously biased, but also does not fully recognize the way contemporary women are comfortable navigating between family and career.
For many outstanding women, they also have the ability to coordinate and control their own rhythm of life, so that they can complete their work tasks and take on family responsibilities with both quality and quantity. Women are not only the pillars of family life, they are also a valuable resource for society as a whole. Women's creative spark, outstanding communication skills, and deep emotional intelligence are all irreplaceable assets in the workplace.
Although the existing labor laws and regulations protect women's rights and interests, there are still many ambiguities in practice. For example, if a company refuses to hire a married woman without pregnancy on a sexist basis based on subjective assumptions, there may be no clear legal sanctions to correct such behavior. Therefore, in response to such problems, women are often in a relatively passive position when fighting for the protection of their own rights and interests.
Overall, it is undoubtedly a long-term and difficult challenge to solve the difficulties faced by women in the workplace. It requires more pragmatic and precise support from policymakers, a courageous shift in mindset from business leaders, and a strong determination for every woman to stand up for her legitimate rights in the face of prejudice and dilemma. Only by working together can we effectively break the gender gap in the workplace and truly achieve an equal and just social environment.