Gender DifferencesTwo investigations from China to USA

The investigation in China

Employment opportunities Income

Social insurance

Five contribution of women in HRFive contribution of women in HR Women occupy the percentage of 40 ％ of the quantity of

HR.28 ％ of executive management position. Women stream into the professional field of science and

technology . Women have been becoming the managerial elites with

providing more opportunities for other women who are asking for a job.

Women produce 80% of food supplies , more women in China are charged with the production which is the common phenomenon worldwide.

Through the work with or without payment at home, community and formal occasion. Women make a great contribution on the social development and poverty elimination.

According to the Stat.from According to the Stat.from ILO:ILO:

The index which is regarded as the standard guideline of the percentage of Female is 45 ％ in normal departments which make the registration in authorities and provide with the stable work and income.

Ukraine 54 ％Latvia 53 ％Iceland 52 ％ Switzerland, Norway, Hungary ,Estonia 51 ％ UK,, Finland, Jamaica 50 ％ Slovakia 49 ％

The Stat. Of ILO in 2000The Stat. Of ILO in 2000

A investigation of the human resource which is above 15, the participation of female in work field

Female Male Middle Asia 58 ％ 79 ％ Eastern Europe 58 ％ 74 ％ East Asia 56 ％ 80 ％ Southeast Asia 54 ％ 81 ％ Western Europe 51 ％ 72 ％ North Africa 21 ％ 75 ％ In the turbulence of society and economy situation, female experience

the higher risk of unemployment than that of male.

The positive practice of the employment The positive practice of the employment equality from gender differenceequality from gender difference

The legislation for the purpose of the equal acquirement on employment of female.

Promoting to transform the traditional attitude of the sexual discrimination.

The budget for adjusting the female career training .

The progress has been made gradually ,but what is the problem which we are facing nowadays ……

The career separation The career separation

The career separation: a social orientation of gender difference in position and administrative levels.

From horizontal direction: the social extend of family role, as to cares about the children or patient (female), as to construct or transit the household (male)

From longnitudinal direction: IT field

The Stat. in China,2002 The Stat. in China,2002

Town: The percentage of female who occupied the managerial

standing is 6.1 ％ which went up 3.2 ％ than that in 1990. The specialty structure of female accounted for

22.8 ％ which went up 5.4 ％ than that in 1990. The percentage of 95 ％ female entrepreneurs who

occupied the managerial standing after the Reform. 58 ％ female entrepreneurs Who carved out and succeed after 1990.

The Stat. in China,2002The Stat. in China,2002

Country: Without the data before 10 years, we suggest that the country

labor streaming into cities could be regarded as the improvement by the way of horizontal,vertical, industrial .

The problems:

Most of female undertake the traditional production in underdeveloped zones.

Female can but deal with the “feminine work”. Most of female work in irregular department,without registration,

insurance and stable income.

What efforts could be made for breaking the

career separation from the gender difference?

International PracticeInternational Practice

Basic: Education has the relation with employment and economic participating.

Professional technological training. Quota system: the inclination of percentage. Encouragement: female carving out.

International PracticeInternational Practice

Propaganda: successful female performance(by the way of exert a subtle influence on culture and social change )

female assistant in baby-sit and housework

Striving for equal incomeStriving for equal income 1950, ILO constituted the pact. Now some countries which have got adjacent income between female

and male: (male:100%) Tanzania 92 ％ Vietnam 91.5 ％ Australia 90.8 ％ Sri Lanka 89.8 ％ Iceland 89.6 ％ Sweden 89 ％ Norway 86 ％ Now some countries which have got more different income between

female and male: (male:100%) South Korea 53.5 ％ Bengal 42 ％ Japan 41 ％

The method of reducing the income The method of reducing the income differencedifference

Expanding the work field and the attending in the Labor Union.

Training. The consciousness of right, as to negotiation

abilities and standing

Striving after the social insurance and work security

Five social insurance Five social insurance

Unemployment, Providing for the aging, medical treatment, bearing, working-injury.

Labor associated insurance

More attendance accumulates more insurance extent

PracticePractice

The coverage of social insurance: (unemployment) male 48.3 ％ female 41.8 ％

(endowment insurance) male 65.9 ％ female60.5 ％

Gender analyses: abolishing the discriminated article in

social insurance legal system.

The welfare system: female be regarding as the spouse of male(less pay) family role plays core function than social role

optional role choice: regarding female as the individual

benefit obtainer with multi-roles.

The retire regulation: female retire ahead of schedule

sum annuity obtainer.

military expenditure dispends in insurance field

The investigation in USA

Data & Evidence

PERCENT FEMALE IN OCCUPATIONS

PERCENTAGE WOMEN (500 TOP FIRMS BY SALES)

HOURS OF WORK

PAY, TOP FIVE OFFICERS

THE PRICE TO BE PAID

Two PathsTwo Paths

Legal Organizational

Title VII of the Civil Rights Actof 1964

Unlawful to discriminate on the basis race, sex, religion, or national origin.

Applies to all firms and organizations with at least 15 workers who have been

employed for a period of 20 weeks in a calendar year.

Administered and enforced by the Equal Employment Opportunity

Commission(EEOC).

Discrimination

Disparate Treatment Disparate Impact Reasonable Accommodation

From Affirmative Action toAffirming Diversity

Diversity ParadigmsDiversity Paradigms

David A. Thomas and Robin J. Ely “Making Differences Matter: A New Paradigm for Managing

Diversity.” Harvard Business Review, September-October 1996, Pages 79-90.

Examples

The legal profession Boston Symphony Orchestra Deloitte & Touche

PART TIME LAWYERS

Women are 28% of lawyers at 100 largest firms in Massachusetts, but 40% of lawyers who leave annually are women

90% of firms offer part-time work Part-time women leave firms at a rate 70% higher than full-time men

THERE ARE MORE SUBTLEPROBLEMS

Blind Auditions at the BostonSymphony Orchestra

Deloitte & Touche