While we don't want to recognize this fact, we can't ignore the fact that jingling leave may indeed exacerbate gender differences and inequality to some extent.
In the past two days, the topic of "Shenzhen Human Resources and Social Security Bureau's response to the female workers' physiological leave" has attracted a lot of attention again. For the "proposal on the protection of female workers to enjoy physiological leave", the Shenzhen Human Resources and Social Security Bureau is so responded: "female workers health care work regulations on physiological leave has clear provisions, suffering from severe pain jing and excessive monthly jing female workers, by the medical or maternity and child health care institutions to confirm the diagnosis, the period of the monthly jing can be appropriately given 1 to 2 days of vacation. ."
It can be seen that if a woman is diagnosed with painful jing, then it is possible for her to take an appropriate vacation of 1 to 2 days during the period of painful jing. Such a provision can certainly be considered a benefit for women, but there is a fact that cannot be ignored, and that is, the provision may in a way exacerbate gender differences and inequality.
First of all, let's talk about the impact of this regulation at the company level. Companies definitely don't want female employees to have this vacation, because it means that companies would need to pay each other 1 or 2 days for nothing if the other person doesn't work, and generally speaking women in the workplace have that many days per month under normal circumstances.
Compare this to male employees, who don't have to use maternity leave or pain jing leave, and how a company should go about picking their workers, I think most companies will make a choice that is more favorable to them. Some people may retort that it's all regulated, so don't be afraid, you can use the law to defend your rights, but you have to realize that companies can set invisible thresholds when recruiting. They don't list some criteria, but they have a scale inside.
Secondly, I'll talk about how men feel about this. Most of my male friends don't mind such things and even show understanding and support. But if it's true that your partner is a woman, and she takes 1 or 2 days off every month for jing pain, and during that time her work falls on her shoulders, then this male friend will have complaints over time.
Finally, I think that even though there is this pain jing leave, female friends usually don't take it, after all, they have their own concerns, fear of being discriminated against by the company, fear of being discriminated against by their colleagues. If they often take time off because of this, later perhaps they will be cleaned out of the company for a variety of reasons. In the long run, this will lead to a situation that is not favorable to women's employment.
It can be seen that if we want this phenomenon to stop or be eliminated at all, there is still a long way to go. I think on the one hand we need to increase publicity, so that everyone knows that there is a pain jing leave this matter, this leave as a matter of course; on the other hand, the relevant departments should not let the company for this vacation "pay", they should come up with a certain amount of subsidies to the company, in this way, I think the enterprise will be willing to go to the heart to put this I don't know what to say, but I think it's a good idea.
In any case, the introduction of this regulation is certainly a good thing. However, if you want to implement the provisions of the implementation, we need to continue to work hard and continue to improve, can be introduced to some of the auxiliary policies and measures, in order to eliminate because the provisions of the indirectly brought about by the emergence of some bad phenomena.