Make up for the shortcomings in the protection of the rights and interests of female employees and further alleviate the worries of female employees about childbearing

Further alleviate female workers' worries about childbearing

　　"Our unit doesn't have a mother-baby room, so we can only go around 'fighting guerrillas' with equipment. It's really hard and sad." According to the "Worker's Daily" report, recently, some "nursing mothers" in the workplace have similar "complaints".

　　Fertility and parenting are unavoidable topics for working women.

This novice mother expressed her own difficulties, but in reality, female employees may encounter more than this. The law of our country expressly prohibits inquiring about the marital status of job applicants during recruitment, but questions such as "Are you married? When will you get married?" "Do you have any children?" "Do you want a second child?" "When are you going to have a baby?" These are personal privacy issues that are often discussed on the table; The "pause button" has caused some female employees to lose their jobs or be transferred to their posts and pay cuts; after returning to work, the statutory one-hour breastfeeding time per day during the breastfeeding period may be taken away by work, and if they decide to become "nursing mothers", they may Going through a tough time...

　　All these reflect that the protection of the rights and interests of female employees needs to be further strengthened. For example, as breastfeeding science has become a consensus, the group of "breast-carrying mothers" has grown, but some companies still have insufficient maternal and child facilities or even Basically no.

Another example is that various regions have successively revised population and family planning regulations, extended maternity leave, and added childcare leave. However, the increased labor costs due to the holiday have not been reasonably shared, so that many enterprises are not motivated...How to reduce and ease the burden of childbirth for female employees? Worry about parenting and parenting is a real and urgent problem.

　　To make up for the shortcomings in the protection of the rights and interests of female employees requires guidance and regulation at the policy level.

For example, for all kinds of holiday rights, relevant departments in various regions should further formulate clear and clear norms and penalties on the basis of launching advocacy policies; further strengthen the construction of maternal and child facilities; Child care service system, advocating flexible working hours, etc.

　　Parenting should not be the mother's business alone. In recent years, such cognition has gradually become a consensus.

Some regions have also explored the addition of male maternity leave and parental leave.

This change is gratifying. In the long run, it will also help strengthen the concept of parenting by both parents and reduce gender discrimination in the workplace.

　　In addition to establishing rules and regulations, employers are the main body for implementing relevant policies.

Enterprises are not active. On the one hand, it is based on "money" troubles. On the other hand, the vacancies caused by women's maternity leave may affect the production and operation of enterprises.

Taking all kinds of holidays as an example, in addition to maternity leave, wages and allowances during maternity leave and parental leave are mostly borne by the employer.

However, many small and medium-sized enterprises inevitably calculate more carefully the input and output of human resources due to factors such as weak family background and difficulties in operation.

　　Therefore, relevant departments should consider measures such as subsidies and tax incentives to alleviate the concerns of enterprises in hiring female workers.

At the same time, explore the establishment of a childbearing cost sharing mechanism.

For example, some experts suggested that social forces should be introduced to broaden the financing channels of maternity insurance funds and expand the scale of the fund.

Ideally, it will not only be used to pay maternity leave, but also gradually cover the wages of maternity leave and parental leave, so as to effectively alleviate the plight of enterprises.

　　On this issue, employers should not be too short-sighted.

It should be realized that taking the initiative to eliminate the worries of female employees is conducive to the stability of the workforce, the harmony of labor relations, and the long-term healthy development of the enterprise.

　　There is no doubt that the attitude towards women is an important yardstick to measure the degree of civilization of a society.

When childbirth and career are no longer a single-choice question, it will further increase the willingness of people of the right age to marry and have children, and it will also allow more women in the workplace to travel lightly and bravely pursue their dreams. This is also part of the question of building a fertility-friendly society. righteous.

　　Chen Xi