劳动力市场监管模拟假设情景_劳动力市场中的性别隔离是否仍然存在？

劳动力市场监管模拟假设情景

The biggest corporations and companies run special programs to shorten gender inequality on labor market. That seems like the evidence: smaller firms try to imitate the policy, and also values, of world famous companies in order to succeed and gain benefit like the second ones do (it is an economic-sociological proved behavior), so in nearest future, or perhaps in present, all players on labor market will popularize the idea of gender equality in all its senses. However, the state of affairs is far from desired. Even if organizations follow gender unbiased strategy, will it solve the global problem of gender inequality at work overall?
最大的公司和公司实施特殊计划来缩短劳动力市场上的性别不平等。这似乎是证据：较小的公司试图模仿世界著名公司的政策和价值，以便像第二家公司那样成功并获得利益(这是一种经经济社会论证的行为)，因此在不久的将来，也许在目前，劳动力市场上的所有参与者都将在所有意义上推广性别平等的观念。但是，事态远非期望。即使组织遵循性别无偏策略，它是否也可以解决全球工作中的性别不平等问题？

Maria Antomony, HSE University graduate student, sociologist and code passionate. Maria Antomony的客座文章。

To begin with, it is useful to refresh the main concepts relating to the topic. Gender segregation is uneven distribution of males and females in different economic sectors, various professions, occupations and positions [
首先，刷新与该主题相关的主要概念很有用。性别隔离是指不同经济部门，不同专业，职业和职位的男女分布不均[ 4]. It is a general term, which outcomes in inequality and multidimensional discrimination of women. 4 ]。这是一个总称，导致妇女的不平等和多维歧视。
The most obvious is vertical segregation or glass ceiling: the higher is a desired position, the smaller are chances, that a woman could get it, therefore she has less chances to earn more [
最明显的是垂直隔离或玻璃天花板：期望的位置越高，女人得到它的机会就越小，因此，她获得更多收入的机会就越少[ 4]. On the contrary to horizontal segregation, which will be explained in more details later, vertical segregation has being more or less overcome (in terms of leader companies, not in average prospective), as it depends really much on structure and organizational principles, which are being reconsidered. 4 ]。与横向隔离相反(稍后将详细解释)，纵向隔离已或多或少地得到了克服(就领先公司而言，而不是平均预期而言)，因为它实际上很大程度上取决于结构和组织原则，即正在重新考虑。
Despite the fact that the overall situation is far from desired, the solution is close to the issue of overcoming the prejudice that women are not able to rule other people and it can be resolved by the activity of the corporations (which clearly do so, leading by example other smaller firms and organizations). Moreover, it has been proved by psychology and neuroscience that women, occupying manager or other head positions bring more benefits to the company compared with those, whose management team consists only of males, because brain and hormonal activity differ between males and females and this diversity leads to extraordinary solutions (also it was proved that the core difference is not in capability to lead people or to arrange other’s work, but in way of thinking – more figuratively, less superficially, etc. [
尽管总体情况远未达到预期，但解决方案已接近克服妇女无法统治他人的偏见的问题，而且可以通过公司的活动来解决(显然，这样做可以使领导例如其他较小的公司和组织)。此外，心理学和神经科学已经证明，与管理团队仅由男性组成的女性相比，女性，担任经理或其他主管职位给公司带来了更多利益，因为男性和女性之间的大脑和荷尔蒙活动不同。会导致非同寻常的解决方案(也已证明，核心区别不在于领导他人或安排他人工作的能力，而是在于思考的方式–更具有象征意义，而不是肤浅的，等等[ 5]). 5 ])。
Additionally, the essence of biased attitude to women has also some traditional roots: reproduction is one of the core social functions, which takes much time from women to perform, that is why they are less desired workers (some kind of quasi-economic or quasi-rational reason). On the whole, the vertical gender segregation is more visible to all participants of labor market and not so much culturally and unconsciously rooted, that is why the world community concentrates on it’s solution and the end of glass ceiling practice is closer than glass walls practice.
此外，对妇女持偏见的本质也有一些传统根源：生殖是社会的核心职能之一，这需要妇女花费大量时间来执行，这就是为什么她们不那么需要工人(某种准经济或准工人)的原因。 -理性原因)。总体而言，纵向的性别隔离在劳动力市场的所有参与者中更明显，而在文化上和潜意识上则没有那么多，这就是为什么国际社会专注于其解决方案，并且玻璃天花板实践的终结距离玻璃墙实践的终结更近。
The more serious issue is horizontal segregation or glass walls, which means that economic sectors and various professions are gender colored: for example, a teacher or a nurse is perceived as feminine job, whereas a firefighter or a doctor – as masculine [
更严重的问题是水平隔离或玻璃墙，这意味着经济部门和各种职业都带有性别色彩：例如，老师或护士被视为女性工作，而消防员或医生被视为男性[ 4]. The tendency is following: jobs predominantly performed by men are more paid than jobs with superior percentage of females. Horizontal segregation produces vertical one, because even in one sector women and men are expected to occupy different positions: for instance, a woman is more expected to be a nurse in medical sphere, while a man – to be a doctor, or a boss traditionally is drawn as a successful male, while his secretary is illustrated like an attractive but a bit silly female. The outcome of such distribution is income inequality, underestimation of women’s labor. 4 ]。趋势如下：主要由男性担任的工作比具有较高百分比的女性的工作收入更高。横向隔离产生纵向隔离，因为即使在一个部门中，男女也被期望担任不同的职位：例如，更期望女性担任医疗领域的护士，而男性则传统上是医生或老板被描绘成一个成功的男性，而他的秘书被描绘成一个有吸引力但有点傻的女性。这种分配的结果是收入不平等，低估了妇女的劳动。
The question is why is it considered so hard to overcome? To make long story short: this kind of segregation has cultural and historical roots, which still exist. First of all, the origins of professional segregation are stereotypes that, firstly, women are naturally less rational, less stress resistant, more emotional and, secondly, historically women have to do housework, raise up children, educate them, so their job ought not to be risky or to take much time [
问题是为什么它是如此难以克服？长话短说：这种种族隔离具有文化和历史根源，至今仍然存在。首先，职业隔离的成见是陈规定型观念，首先，妇女天生就没有理性，抗压力，情感上更容易；其次，从历史上看，妇女必须做家务，抚养孩子，教育她们，所以她们的工作不应该有风险或花很多时间[ 4, 4 ， 5]. Thus these arguments have no scientific grounding, the society still reproduces such traditional way of thinking. Even the majority of women still believe that technical skills, analytics, management and strategic thinking are masculine qualities [5 ]。因此，这些论点没有科学依据，社会仍在再现这种传统的思维方式。即使是大多数女性仍然认为，技术技能，分析，管理和战略思维是阳刚气质[ 2, 2 ， 5]. Because of that women, who try to compete for such ‘manly’ professions, have to work harder than an average man to get the same occupation and salary (they need to prove their ability to work in this sphere by overworking). 5 ]。因此，试图争取这种“男子气概”职业的女性必须比普通男性更努力地工作才能获得相同的职业和薪水(她们需要通过过度工作来证明自己在这一领域工作的能力)。
Considering the research mentioned in the previous paragraph it can be additionally said that there is no evidence that women perform particular work worse than men do, they just do it in an alternative way. Still, the case lies deeper: such difficulties which women have to face with make women themselves underestimate their talents and skills. This process starts with human’s socialization. Hidden curriculum at schools makes girls be less self-confident despite the fact that academic performance is higher among girls compared with boys [
考虑到上一段提到的研究，可以另外说，没有证据表明女性在做特定工作方面比男性做得差，而只是以另一种方式做。情况仍然更深：妇女必须面对的这些困难使妇女自己低估了自己的才能和技能。这个过程始于人类的社会化。在学校隐性课程，使女孩子是自信少尽管学习成绩女童高于男童[比2, 2 ， 5]. That is why this issue is really hard to overcome, it is built on child’s consciousness, it is invisible, and the only way to stop the reproduction of such segregation is to destroy the whole educational system, to teach not only pupils in egalitarian way, but also teach parents to give more freedom of choice to their children: it would solve not only the problem of horizontal gender segregation, but also eliminate biased attitudes to ‘non-masculine’ or ‘gayish’ professions like artist or hair-stylist. 5 ]。这就是为什么这个问题真的很难克服，它建立在儿童的意识上，是看不见的，阻止这种隔离的再生产的唯一方法是破坏整个教育体系，不仅要以平等主义的方式教学生，还要教父母为孩子提供更多的选择自由：这不仅可以解决横向性别隔离的问题，而且可以消除对艺术家或发型师等“非男性”或“同性恋”职业的偏见。
However, evidently, such way if not impossible, then it to complex and long to come true. Anyway, turning back to the biggest players on labor market, which set tendencies their smaller partners and competitors, try to level off such forms of discrimination, to level up gender variability at all sectors of economics. Yet, the next examples are to display that arrangements for fighting gender discrimination are discriminative in nature.
但是，显然，这种方式即使不是不可能的话，也要复杂而长久才能实现。无论如何，回到劳动力市场上最大的参与者身上，这会导致他们较小的合作伙伴和竞争者趋向于努力，试图消除这种形式的歧视，以扩大各经济部门的性别差异。然而，接下来的例子表明，打击性别歧视的安排本质上是歧视性的。
The examples in the essay relate to IT sphere, as it is one of the most popular high-tech scopes with explicit gender homogeneity. A strategy fighting gender inequality, which to my mind, is quite effective and fascinating is proposed by Microsoft. The company runs multilevel program on engaging girls in STEM (Science, Technology, Engineering and Math) by conducting master-classes, open lectures and even integrates into schools a system to encourage all scholarships to study computer science (CS) [
本文中的示例涉及IT领域，因为它是最流行的高科技领域之一，具有明显的性别同质性。我认为，一种解决性别不平等的策略非常有效并且令人着迷。该公司经营在STEM接合女孩(科学，技术，工程和数学)通过开展大师班，公开讲座，甚至集成到学校的制度，鼓励所有的奖学金，学习计算机科学(CS)多程序1]. It is a really big platform with lots of partners, which makes not only girls, but all students (and also teachers) to reconsider CS as a creative, connected to real-world examples, exciting, and the most important, as gender neutral science [1 ]。这是一个非常庞大的平台，拥有许多合作伙伴，不仅使女孩，而且使所有学生(以及教师)重新考虑将CS视为一种创造力，并与现实世界中的实例联系在一起，这是令人兴奋且最重要的性别中立科学[ 1]. Microsoft runs very literate solution, covering the earliest stages of professional orientation, additionally, it educates not only pupils and students, but also teachers how teach STEM in interesting way. That is the exemplar, and in case of its wide spreading the nearest future without strong glass walls will come true.1 ]。微软运行非常专业的解决方案，涵盖了职业导向的最早阶段，此外，它不仅教育学生，还教育教师如何以有趣的方式教授STEM。这就是示例，如果其广泛传播，那么没有坚固的玻璃墙的最近的未来将成为现实。

All in all, the issue of gender segregation on the labor market still needs further discussion and investigation. There could be no alternative opinion about achieved equality and that gender gap at work is just an idle talk. Salary and occupational gaps are the ice peaks, while the stereotypical thinking and prejudice about valuable gender colored skills and professions still persist and are being reproduced. The way of overcoming it, of transforming intellection is long and sophisticated. Thus the problem is not modern, it requires modern multidimensional solutions: it ought to touch all the stages of persons growing, primary and secondary socialization. Obviously, some valuable companies explore the first steps in educating the population overall. If the tendency of good deep examples, like Microsoft does, is popularized, the world will get a chance to cope with other grounded types of segregation. Thus it will surely take much time and resources, the results with nonzero sum for all participants (employers and employees) worth it.
总而言之，劳动力市场上的性别隔离问题仍需进一步讨论和调查。关于已实现的平等，没有其他选择，而且工作中的性别差距只是一个闲聊。薪资和职业差距是冰峰，而对有价值的有色人种的技能和职业的陈规定型思维和偏见仍然持续存在，并且正在被复制。克服它，转变智力的方法是漫长而复杂的。因此，这个问题不是现代的，它需要现代的多维解决方案：它应该涉及人的成长，初级和次级社会化的所有阶段。显然，一些有价值的公司探索了总体教育人口的第一步。如果像微软那样普及好榜样的趋势，世界将有机会应对其他扎根的隔离现象。因此，这肯定会花费大量时间和资源，所有参与者(雇主和雇员)的结果总和不为零是值得的。

参考文献 (References)

翻译自: https://habr.com/en/company/microsoft/blog/496684/

劳动力市场监管模拟假设情景

劳动力市场监管模拟假设情景_劳动力市场中的性别隔离是否仍然存在？

参考文献 (References)

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