Milkman recruitment

Yesterday morning, almost everyone's circle of friends and Weibo were occupied by an explosive news: a female employee in Ali told her about her experience of being called by the leader to go on a business trip during the typhoon and being molested by her customers after being drunk. During this period, the leader entered the staff hotel room several times and was suspected of sexual assault.

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For a time, public opinion was in an uproar-on July 27, the female employee was sexually assaulted for drinking. On July 28, she called the police at the first time and defended her rights through reasonable channels such as HR and leadership. So far, there is still no result. It was not until the early morning of August 8th that the public opinion of fermentation made Ali CEO Zhang Yong speak out. All the "shock, atmosphere, shame" came too late. Rumors about Ali's "ice-breaking culture" and other unfriendly to female employees have also fermented.

Chaoshang Review believes that this matter will eventually be discussed with the intervention of public security organs. But at this moment, Chao Business Review is more concerned about how many "factory women workers" have been treated unfairly. They may be our friends, sisters, daughters and lovers. What unspeakable stories do they have under the aura of "independent women" and "strong women"?

The incident of "female employees being sexually assaulted after drinking on business trip" is the second time that Ali has been out of the circle in recent years, which has a disgraceful side. Prior to this, Ali's last "fire" was because the executive Fan Jiang cheated. Two things are "peach news" to some people, but in essence, Fan Jiang's cheating on online celebrities still belongs to the category of moral criticism and does not involve the legal bottom line. However, if this sexual assault is true, it is already a "bloody" criminal case. According to the Criminal Law of People's Republic of China (PRC), whoever rapes a woman by violence, coercion or other means shall be sentenced to fixed-term imprisonment of not less than three years but not more than ten years.

It is hard for us to imagine how Ali's departments at all levels bear it again and again, and let this girl get chilling answers again and again. We don't even know how desperate and strong she was when she got up the courage to distribute leaflets in the canteen and was pushed away by security guards, and even threatened to call the police to drive her away.

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Sexual assault or sexual harassment in the workplace has never belonged to a minority-on September 2, 2065438+08, CEO Liu was arrested in Minnesota, USA for allegedly sexually assaulting female college students. Although the police later announced the decision not to sue, it is still an indisputable fact that Liu himself, as a husband and father, had sex with female students at the wine table. Coincidentally, in April this year, Netease HR released a "circle of friends who take drugs", saying in the recruitment information that "it can help female colleagues" and even "help drug addicts".

When a cockroach appears, there may be thousands of cockroaches behind him. If we don't see the relevant data, it may be difficult for us to imagine how common sexual harassment and sexual assault are in the workplace. According to a survey conducted by non-governmental organizations in 2020, as many as 66.5% people in China have experienced sexual harassment in the workplace. Among them, 70.8% of women have experienced sexual harassment in the workplace. Due to their own troubles, opaque corporate culture and poor communication mechanism, most female employees choose to be patient, and less than 20% of the victims choose to call the police.

Due to the industrial and technological dividends, Internet vendors have always been high-paying representatives of "migrant workers". But even if they earn more than traditional industries, there is still an invisible wage gap between female and male employees in big factories. For example, on Facebook, the annual income of female employees is lower than that of male employees by an average of $65,438 +0.7 million; The annual income of women in PayPal is $65,438+$2,000 lower than that of men; The annual income of female employees in companies such as Apple and Oracle Bone Inscriptions is more than 1000 yuan than that of male employees. In China, the gender income gap still exists. According to the White Paper on Internet Talent Recruitment in 2020, 17. 1% of HR enterprises think that their male employees are paid more, which is 14.25 times that of HR enterprises that think their female employees are paid more.

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As early as the founding of People's Republic of China (PRC), "women hold up half the sky" has become a common understanding. Article 46 of the Labor Law of People's Republic of China (PRC) also clearly stipulates that men and women receive equal pay for equal work. But even in Internet companies with equality and transparency as the mainstream culture, the pay gap between men and women still exists. Even for some female employees, it is more difficult to enter a big factory than to enter a male employee: it is normal for some enterprises to be explicitly discriminated against in recruitment, asking about marriage and childbearing status and even family planning. Even some positions will be marked with the words "male priority" in the job description, regardless of the fact that female employees with the same ability are fully qualified for the job.

What is even more depressing is that even if you enter a big factory, the marriage and childbirth plan will make women lose their competitiveness at any time. For example, from 2065438 to September 2006, CCTV filmed a conversation with Du Shuang, vice president of Liu: On the one hand, Du Shuang told her boss that she was very cautious when she was pregnant, saying that "she would not delay her work"; On the other side is Liu's concern for "giving brothers a chance". Nine months after the conversation, Du Shuang resigned from JD.COM, ending her eight-year career in JD.COM. Even so, there are many examples of ordinary female employees being marginalized after pregnancy, and even being dissuaded in disguise. Even if you devote yourself to your work and carefully balance your career and family, the promotion channels for women are still narrow: among top managers, the proportion of men is as high as 8 1.3%, while that of women is only 18.7%. When the company encounters a crisis, some enterprises will give priority to laying off employees to female employees. For example, it is reported that in JD.COM, unmarried and childless women will be the first to be fired.

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In addition, as working mothers, factory women also need to endure unfriendly environment and facilities. According to the survey data of China Social Assistance Foundation and Breastfeeding Base Camp, 93% of mother companies in China do not have special breastfeeding rooms. Among them, 57% people use temporary places such as offices, storage rooms or conference rooms to milk, and 47% people can only milk in the bathroom. In the busy work of 996, maternity leave and breastfeeding leave originally stipulated by law have also become a luxury. Once they focus on their families and children, they will be criticized for "job insecurity" and "lack of input".

Large factories have glamorous offices, but they can't prepare quiet and comfortable walk-in rooms for lactating mothers; It can create convenient and quick products for users, but it is slow to respond when the rights and interests of female employees are damaged; Advocating barrier-free and transparent corporate culture, but setting invisible barriers for female employees' salary and promotion. Can such a place become a place for working women to pursue their dreams?

If you have experienced gender discrimination in the workplace, Chaoshang Review welcomes you to comment or express your troubles in private letters. A person's voice may be weak, but as long as our voices come together, we will definitely change the status quo.

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