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In addition to this, respondents said that it is difficult for women to become executives.
euro’ pregnant
childbirth
Burden of childcare’ (31.29), ‘Women’s capabilities:
‘Prejudice against leadership’ (22.29) Sitting on your back.
Meanwhile, this year, the level of gender equality across organizational culture was quantified.
The gender discrimination organizational culture index was 67.4 points (D grade), compared to the previous year (66
It is slightly more accurate than (point), but it is still at a low level.
Sub-indicators are major position (56.4 points), motherhood (58.6 points), and labor.
Conditions (59.3 points), promotion (59.4 points), and hiring (59.5 points)
Stay at 50 points (F grade).
Workplace abuse 719
‘The identity of the gender discrimination organizational culture index is
The reality is revealed that the culture of gender discrimination within the workplace is structurally entrenched.
“It’s over,” he said.
‘Especially in key personnel matters such as promotion and hiring of key positions.
Items related to compensation and maternal surrender scores are particularly low.
The point is that women’s career advancement and retention are influenced by institutional and cultural factors.
“The fact that it is being restricted” is meaningless.
And then
‘Gender equality is a key national task and the budget is
Gender equality at the corporate policy implementation stage and in the policies of each ministry
Iguadigue Bayeochae
Sahi Jeochwie ‘Seopedeueu seotae ganeha
On the 12th, Workplace Gapjil 119 released the results of a survey on the ‘Organizational Culture Index of Gender Discrimination in the Workplace’ conducted on 1,000 office workers aged 19 or older across the country from July 1 to 7, commissioned by public opinion research agency Global Research.
Because of this male-centered organizational culture, 69.8% of respondents answered, “It is difficult for women to become executives in Korea.” In particular, 80.3% of women and 60.3% of men showed a difference of 20 percentage points.
In addition, respondents cited ‘burden of pregnancy, childbirth and childcare’ (31.2%) and ‘prejudice against women’s capabilities and leadership’ (22.2%) as reasons why it is difficult for women to become executives.
Meanwhile, this year’s gender discrimination organizational culture index, which quantifies the level of gender equality across organizational culture, was 67.4 points (grade D), a slight increase from the previous year (66 points), but still at a low level.
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Even if you give extra points to women’s quotas, priority promotion, menstrual leave, maternity leave, paid childcare leave, Women’s New Work Center, Women’s Development Center, and female students in science and engineering, if gender equality always gets an F grade, it means that feminists are blatantly manipulating statistics. Only by providing statistics on how women are discriminated against can we demand more gender-sensitive budgets or women’s policy budgets.
Isn’t the idea that women are incapable not a prejudice but a reality?
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