Gender Differences
Two investigations from China to USA
The investigation in China
Employment opportunities
Income
Social insurance
Five contribution of women in HR


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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 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 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 equality
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: 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
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 9 5 ％ female entrepreneurs who
occupied the managerial standing after the Reform. 58％
female entrepreneurs Who carved out and succeed after
1990.
The 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 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 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 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％
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The method of reducing the income
difference
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

Unemployment, Providing for the aging, medical
treatment, bearing, working-injury.
Labor associated insurance
More attendance accumulates more insurance extent
Practice
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 Paths
 Legal
 Organizational
Title VII of the Civil Rights Act
of 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 to
Affirming Diversity
Diversity Paradigms
David A. Thomas and Robin J. Ely “Making
Differences Matter: A New Paradigm for
Managing
Diversity.” Harvard Business Review, SeptemberOctober 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 SUBTLE
PROBLEMS
Blind Auditions at the Boston
Symphony Orchestra
Deloitte & Touche