Each year from August 1st to 7th is the “World Breastfeeding Week” established by the United Nations. The community attaches great importance to breastfeeding and improving baby’s health both in the work place and public places by establishing nursing rooms， in order to create conditions for working women to breastfeed.

World Breastfeeding Week not only promotes breastfeeding， but also raises the concerns and hardships of the breastfeeding mothers to the public. Nevertheless， although breastfeeding mothers have all kinds of hardships， there are still more and more women who choose to stay in the workplace after giving birth.

每年的8月1日至7日是聯(lián)合國(guó)設(shè)立的“世界母乳喂養(yǎng)周”，倡議社會(huì)各界重視和支持母乳喂養(yǎng)以改善嬰兒健康，在工作場(chǎng)所和公共場(chǎng)所建立哺乳室，為職場(chǎng)媽媽進(jìn)行母乳喂養(yǎng)創(chuàng)造條件。

母乳喂養(yǎng)周在提倡母乳喂養(yǎng)的同時(shí)，也將背奶媽媽的艱辛置于入公共視野。然而，雖然眾所周知背奶媽媽有各種各樣的不便和辛酸，還是有越來越多的女性選擇在生育后留在職場(chǎng)。

Postpartum Women’s Choice： Motherhood or Career

產(chǎn)后女性返職熱潮：母愛or事業(yè)？

In recent years， many countries have increased proportion of postpartum women who choose to go back to work. Compared with the past when it was popular to be a fulltime mother， at present， the career mother has become the pursuit of more and more women.

The World Health Organization’s statistics show that from the year 2006 to 2012， only 25% of infants in European region were breastfed for 6 months after birth， compared to South East Asia where the ratio was 43% The latest data from 21 countries in the European region show that in spite of the region’s large data collection， only 13% of infants received breastfeeding for the first 6 months. This is much lower than the global level. Data show that early breast feeding rates were high in some European countries， but the rate of breastfeeding declined sharply after 6 months. This ratio indirectly shows that many women in the European region after 6 months of birth give up breastfeeding due to various reasons， and returning to the workplace being one of those factors.

近年來，很多國(guó)家產(chǎn)后復(fù)出女性大比率增加，與過去更流行全職媽媽相比，目前，職場(chǎng)媽媽成了更多女性的追求。

世衛(wèi)組織的統(tǒng)計(jì)數(shù)據(jù)顯示，在2006-2012年，只有25%的歐洲地區(qū)嬰兒在出生后6個(gè)月得到純母乳喂養(yǎng)，而這個(gè)比例在東南亞地區(qū)為43%。來自歐洲區(qū)21個(gè)國(guó)家的最新數(shù)據(jù)顯示，盡管區(qū)域內(nèi)的數(shù)據(jù)起伏較大，但平均只有13%的嬰兒在前6個(gè)月獲得了純母乳喂養(yǎng)。這個(gè)比例遠(yuǎn)低于全球所倡導(dǎo)的水平。數(shù)據(jù)顯示，早期母乳喂養(yǎng)率在一些歐洲國(guó)家比例較高，但純母乳喂養(yǎng)率在嬰兒出生后6個(gè)月急劇下降。這個(gè)比例間接說明歐洲地區(qū)很多女性在嬰兒6個(gè)月后因?yàn)榉N種原因放棄了對(duì)孩子更好地純母乳喂養(yǎng)，而這其中，重返職場(chǎng)是一個(gè)不可忽視的因素。

In Canada， it is common to see career women after birth. Random checks show that in Canada， most women believe that even after having two children， they are more inclined to go to work， although there is not much difference in the monthly salary after tax and the expenditure of sending two children to the nursery. In many large companies in Canada， women of middle-class managers or above do not work； they tend to be fulltime mothers. But also when the children go on to junior high school， where children are more independent， the mothers return to the workplace. A report on employment in 2011 shows that according to the Canada’s Bureau of Statistics， 48% are of the employers are female. Although there is no statistics on fulltime mothers， according to the data， it can be inferred that a small portion of mothers are fulltime at home.

A British magazine named Mother and Baby launched a survey in 2013， which shows that more than half of the career mothers cannot stay at home to take care of their children and feel guilty， but at the same time， there are 94% of mothers who admitted that going to work can set a good example for their children. Official figures of 2013 show that the number of mothers who do not work in UK has fallen to the lowest in twenty years.

The situation is reversed in the United Sates， fulltime mothers is less than 30%. According to this year’s Pugh Research Center report， the data show that in those with less than 18 months infant， 29% are fulltime mothers. This， compared with 23% in 1999， which is comparatively low in recent years， is a large improvement. But in recent years， the United States public opinion is supporting the working mother. Over the past few decades， the number of female employment in the United States continues to rise. US Census Bureau figures show that in 2012， when the child reaches 18 years old， 71% of mothers joined the ranks of employment. In 1974， the figure was 47%. In Children aged under 3， 60% of the mothers choose to work. In a 2013 report by the Pugh Research Center， 40% of women are the only or primarily provider in the family.

In addition， even in in Japan， where the majority of mothers are fulltime， in recent years， there is a trend of going back to office after giving birth. These women， mostly with children entering primary school， find a new job or return to ones’ former career.

加拿大普通職工家庭職場(chǎng)媽媽更常見。隨機(jī)抽查顯示，在加拿大，多半女性認(rèn)為即便是在有兩個(gè)孩子以后，他們也更傾向于去上班。雖然送兩個(gè)寶寶到托兒所，其每月支出和稅后工資相差無幾。而加拿大很多大公司中層經(jīng)理以上的太太都不工作，她們更傾向于做全職媽媽，然而，即便是這些條件允許、價(jià)值觀更傾向于全職太太的母親，也有很多在孩子們上了初中，生活和學(xué)習(xí)能夠完全獨(dú)立之后，試圖重返職場(chǎng)。2011年加拿大統(tǒng)計(jì)局的一份關(guān)于就業(yè)的報(bào)告表明，在就業(yè)的人口中，48%的為女性。雖然沒有關(guān)于全職媽媽的直接數(shù)據(jù)，但根據(jù)這個(gè)數(shù)據(jù)可以推測(cè)出全職在家的媽媽應(yīng)該占很小的比例。

英國(guó)一家名為《母親和嬰兒》的雜志曾在2013年展開一項(xiàng)調(diào)查，調(diào)查顯示，有超過一半的職場(chǎng)媽媽對(duì)自己無法留在家中照顧孩子而感到內(nèi)疚，然而同時(shí)也有94%的媽媽承認(rèn)，外出工作可以為子女樹立一個(gè)很好的榜樣。2013年的官方數(shù)字顯示，英國(guó)不工作的媽媽數(shù)量已降至二十年來的最低。

而在形勢(shì)逆轉(zhuǎn)的美國(guó)，全職媽媽也不足30%。據(jù)今年“美國(guó)皮尤研究中心的報(bào)告”的數(shù)據(jù)顯示：擁有18個(gè)月以下兒童的媽媽中有29%是全職媽媽。這和近年較低的1999年的23%的數(shù)據(jù)相比，有了很大的提升。然而近年來，美國(guó)社會(huì)公眾輿論還是支持在職媽媽。過去幾十年來，美國(guó)女性就業(yè)人數(shù)不斷攀升。美國(guó)人口普查局?jǐn)?shù)字顯示，2012年，孩子年齡在18歲以下的母親中，有71%加入了就業(yè)大軍；1974年，這一數(shù)字為47%。孩子年齡在3歲以下的母親中，有60%選擇就業(yè)。皮尤研究中心2013年一份報(bào)告中說，40%的女性是家庭中唯一或主要供養(yǎng)人。

另外，即便是在全職媽媽居多的日本，近年來也掀起了一股家庭主婦復(fù)出職場(chǎng)的熱潮。這些女性，大多在孩子進(jìn)入小學(xué)后返回職場(chǎng)，或重操舊業(yè)，或另謀新職。

In China， many of the career mothers who come back to work after maternity leave， are named “milk carriers”， because they use their spare time for milking and go back home at night for milking the second days ration. However， due to the lack of necessary conditions， in the dilemma， many mothers choose to give up breastfeeding. In the Chinese cities， only 15.8% of 0 to 6 months infants are breastfed， far lower than that in Chinese children’s development program which determines a 50% feeding rate. According to the Beijing news recently launched survey， all of the mothers who received the survey have tried breastfeeding， but 30% of mothers stop in the first half of the year after returning to work. 4% of the mothers stop breastfeeding the moment they go back to work. Only 25% of mothers go on breastfeeding for a year or more and 43% go on for 6 to 12 months.

The People’s Daily Overseas Edition in 2013 quoted the statistics of British National Bureau tp show that in the United Kingdom， a large number of Chinese housewives take care of the children till a certain age， then go on to find jobs to reduce family pressures. It became a trend of going back to work in Chinese in UK.

In Germany， the situation seems to be more serious. According to the German Federal Institute of Population Research Studies， the country’s average child per woman is 1.4， lowest birth rate in any European country. And this is not a simple explanation of the objectives reasons such as nursery not being enough. In Germnay， women choosing to work is seemed as neglecting her child， while the father is believed not as well as the mother in looking after and educating the child. In this case， whether it is a housewife or mother who works while taking care of children， it seems that women are not attracted. So many people choose not to have children.

而在中國(guó)，許多職場(chǎng)媽媽休完產(chǎn)假上班后，為了堅(jiān)持母乳喂養(yǎng)，成為“背奶族”：上班時(shí)利用工作間隙擠奶，晚上背回家給寶寶當(dāng)?shù)诙斓目诩Z。但因缺乏必要的條件，這條路異常艱辛，兩項(xiàng)抉擇下，許多媽媽無奈選擇放棄了母乳喂養(yǎng)。在中國(guó)城市，0至6個(gè)月嬰兒純母乳喂養(yǎng)率為15.8%，遠(yuǎn)低于中國(guó)兒童發(fā)展綱要確定的50%喂養(yǎng)率目標(biāo)。新京報(bào)近日發(fā)起的調(diào)查顯示，所有接受調(diào)查的媽媽們都采取了母乳喂養(yǎng)，但30%的媽媽在上班半年內(nèi)就停止了母乳喂養(yǎng)，其中有4%的媽媽上班就斷奶。只有25%的媽媽堅(jiān)持到了一年以上，43%的媽媽堅(jiān)持了6-12個(gè)月。

《人民日?qǐng)?bào)海外版》2013年曾援引英國(guó)國(guó)家統(tǒng)計(jì)局當(dāng)年9月數(shù)據(jù)顯示，在英國(guó)，為數(shù)眾多的華人家庭主婦在照顧孩子到一定年齡后，主動(dòng)尋找全職或兼職工作以減輕家庭經(jīng)濟(jì)壓力，這逐漸成為一股席卷英國(guó)的華人主婦返職熱潮。

而在德國(guó)，形勢(shì)似乎更加嚴(yán)峻：據(jù)德國(guó)聯(lián)邦人口研究所研究表明，該國(guó)平均每個(gè)婦女生育不到1.4個(gè)孩子，在歐洲諸國(guó)中生育率最低。而這并不是諸如托兒所不足等客觀原因能簡(jiǎn)單解釋的。在德國(guó)母親工作被視為對(duì)孩子的忽視，而父親則被認(rèn)為沒有母親會(huì)照顧和教育孩子。在這種情況下，無論是作家庭婦女，還是邊撫育孩子邊工作，對(duì)女性似乎都沒有吸引力。于是不要孩子就成了很多人的選擇。

Returning Boom： Mother and Child Interests do not Conflict

返職熱潮：母嬰利益并不沖突

Traditional family values are “Men are outside， women are inside”， but with the developed economic and spiritual civilization at present， women’s health level and education level have greatly improved， and modern women have more choices.

Under the impact of the social tide， female self-value has risen. More and more women want to show themselves in the workplace and realize their personal values and personal pursuit， rather than take care of their husband and children at home with no choice.

Many career women said that although they face discrimination in the workplace， they did not get their undergraduate or even postgraduate degree for “Knowing how to do calculations in the vegetable market， knowing which combination of food can he harmful for health while cooking or telling their children how to pronounce ABC authentically.” Women with high education degree returning home is a waste of social resources”， say many net users.

傳統(tǒng)家庭觀念是“男主外，女主內(nèi)”，然而在經(jīng)濟(jì)、精神文明都較為發(fā)達(dá)的現(xiàn)在，女性的健康水平和受教育水平均有大幅提高，現(xiàn)代女性擁有更多的選擇和更廣闊的天空。

在社會(huì)浪潮的沖擊下，女性自我價(jià)值實(shí)現(xiàn)意識(shí)崛起，更多女性想要在職場(chǎng)一展拳腳，實(shí)現(xiàn)自己的個(gè)人價(jià)值和個(gè)人追求，而不僅僅是毫無選擇地放棄一切在家相夫教子。

很多職業(yè)女性表示，雖然目前社會(huì)對(duì)于女性就業(yè)有很多歧視，但她們讀重點(diǎn)大學(xué)甚至研究生，不是為了“買菜時(shí)知道十元三斤比五元一斤便宜，做飯時(shí)知道海鮮和維生素會(huì)生成砒霜，或者帶孩子時(shí)能順手用純正英音教個(gè)ABC”的?！案邔W(xué)歷女性回歸家庭是對(duì)社會(huì)資源的浪費(fèi)，”部分網(wǎng)友如是說。

American woman writer Stephanie Coontz wrote in her book The Triumph of Working Mother， that no matter in which salary class， stay-home-mom is more likely to be sad， angry and prone to depression than those who work. According to the 2011 University of North Carolina at Greensboro， Cheryl Buehler and Marion O’Brien， published articles in the Journal of Family Psychology pointed out that mothers who work part-time are happier than stay-home-moms. Compared with fulltime mothers， mother with semi and full time jobs are less likely to have depression， and they have no significant difference in their views of family with the stay-home-moms.

In fact， many stay-home-moms are not so “willing”. They usually choose to quit their jobs to take care of the baby with a “heroic martyrdom” attitude. They think this is a sacrifice for the child， or even “forced” by economic factor. Such negative emotions， if not resolved in time， it is easy to cause a stay-home-mom irritability or depression. In contrast， the general career mothers think their lives are out of their choices， rather than for life’s passive pressures.

Studies have shown that stay-home-moms may face greater pressure， they need to face the boring life， and her husband and friends drifting further and further away. They have fewer and fewer common hobbies. There may even be a nanny or the pressure of lesser income. Maybe they even need to worry about the outstanding females around their husband， worrying that they are no longer attractive with the fading beauty. The society usually underestimate the value of contribution of stay-home-moms， and even think that they need to rely on the spouse to live， which also makes a lot of women willing to focus on workplace， so as to be recognized by the society.

It can be said that in many countries， the title of stay-home-mom is easy to make people have a sense of crisis， and being stay-home-mom for a long time will make them worry that they are not good enough， don’t have authority， worried that they lost their charm， and even afraid that the efforts made by them will not be recognized by the society.

In addition， most of mothers think， going to work can set a good example for their children， can educate them better. Almost all mothers want to spend more time with their children， but many mothers want to set up their own success in front of the child， creating the image of authority， and using their own case to motivate the children.

美國(guó)女作家Stephanie Coontz在《職場(chǎng)媽媽的勝利》（The Triumph of Working Mother）中說，無論是哪個(gè)薪資階層，全職媽媽（Stay-home-mom）都比職場(chǎng)媽媽（working mother）要憂傷、憤怒、甚至更容易患憂郁癥。根據(jù)2011年美國(guó)北卡羅來納大學(xué)格林斯伯勒分校的人類發(fā)展和家庭研究的教授謝麗爾·比埃勒博士和馬里昂·奧布萊恩博士發(fā)表在《家庭心理學(xué)》雜志上的文章指出：兼職工作的媽媽比全職媽媽更有幸福感。而全職工作的媽媽在各項(xiàng)評(píng)分中也不遜色。和全職媽媽相比，半職和全職工作的媽媽較少得抑郁癥，而他們和全職媽媽對(duì)于家庭的看法無顯著差異。

事實(shí)上，有不少全職媽媽并沒有那么“心甘情愿”，她們?cè)谶x擇辭職專心照顧寶寶時(shí)，往往帶著一股“英勇就義”的態(tài)度，認(rèn)為這個(gè)選擇是為了孩子犧牲，甚至是因?yàn)榻?jīng)濟(jì)因素“迫不得已”。這樣的消極情緒如果沒能及時(shí)化解，就容易造成全職媽媽敏感易怒或者抑郁。而相反，一般的職場(chǎng)媽媽則多認(rèn)為目前的生活是出于自身選擇，而不是因?yàn)楸粍?dòng)的生活壓力。

研究表明，全職媽媽可能面臨更大的壓力，她們需要面對(duì)枯燥的生活，和老公和朋友生活環(huán)境漸行漸遠(yuǎn)，共同話題越來越少；甚至還有可能徹底變身為大家眼中的保姆，或者承受收入變少以后的壓力；說不定還要擔(dān)心老公身邊的優(yōu)秀女性，擔(dān)心自己化身“黃臉婆”再無競(jìng)爭(zhēng)力。而社會(huì)對(duì)于全職媽媽所做貢獻(xiàn)“估值”普遍偏低，甚至覺得其需要依附配偶生活，這也使得很多女性更愿意將精力投向職場(chǎng)，從而受到社會(huì)的認(rèn)可。

可以說，在很多國(guó)家，全職媽媽這一稱號(hào)都容易讓人有危機(jī)感，做久了全職媽媽，會(huì)擔(dān)心自己不夠優(yōu)秀，怕自己沒有權(quán)威，擔(dān)心自己失去魅力，更怕所做的努力不被社會(huì)所承認(rèn)。

此外，大部分媽媽認(rèn)為，外出工作可以為孩子樹立好的榜樣，可以更好更有利的教育孩子。幾乎所有媽媽都想花更多的時(shí)間陪伴孩子，但不少媽媽更希望自己能在孩子面前樹立起成功、權(quán)威的形象，能用自己作為實(shí)例激勵(lì)指導(dǎo)孩子。

A 2012 UK Survey shows that stay-home-moms’ family is more likely to have difficult children than that of working mothers. This is the opposite of thinking that if the mother has more time to spend with the child it is better for the growth of the child.

It is easy to understand， the wider the horizon of the mother is， the broader the world the child is accessible to. The mothers’ mental state and spiritual life can be directly and indirectly transmitted to or influence the child. Some mother even think that they need to come in contact with society， to understand the “Beauty and Craze”， in order to protect their children.

Those working mothes with female children are more able to provide examples and motivation for them. Based on the girl’s rebellion psychology， the more the mother makes her worship her， the more she is willing to trust the mother， which plays an important role for the mothers to master and give guidance to their adolescent changes.

Researchers from Harvard University Business School found that the return of the mother to the workplace would be good for their daughter’s future career development. The researchers selected data from the “family and social gender role change” in the international community survey， covering 24 countries in North and South America， Australia， Europe， Asia and the Middle East. The results show that compared to the daughters of stay-home-moms， the daughter of working mothers are more likely to find jobs in adulthood， and the longer hours they work， they more salary they get and they are more likely to be promoted to management positions.

Author Stephanie Coontz says， through 70 American reports， working mothers have no obvious negative effect on their children’s growth. The UK’s report shows that in the families where both parents are working and the families where only the father are working， the male children growth is almost the same， and the female children have fewer problems for the formal. A report from Norway says the children’s behavior problems has no direct relation with the time they spend in the nursery.

Kathleen Gerson of New York Times also did an investigation of these reports， and found that 80% of children with working mothers had better prospects. Nearly half of fulltime mother’s children hoped that their mother did not choose to become a housewife.

2012年的一個(gè)英國(guó)調(diào)查報(bào)告表明，全職媽媽家庭所出問題孩子比職場(chǎng)媽媽家庭里的孩子要高，這和大家普遍理解的全職媽媽付出的時(shí)間越多，對(duì)孩子的健康成長(zhǎng)越好完全相反。

道理很容易理解，媽媽擁有更寬闊的眼界，孩子就更容易接觸到更寬廣的世界。母親所能接觸到的新鮮事物，母親的精神狀態(tài)和精神生活，都會(huì)直接或間接傳遞到或影響到孩子。有一些母親甚至認(rèn)為需要接觸社會(huì)，了解這個(gè)社會(huì)的“美好與瘋狂”，才能更好地保護(hù)自己的孩子。

擁有女孩的職場(chǎng)媽媽則更多能為女孩，尤其是青春期的女孩提供榜樣和激勵(lì)?；谛∨哪娣葱睦恚瑡寢屧绞亲屗绨?，她越是愿意親近和信賴，這對(duì)于母親對(duì)她們青春期的轉(zhuǎn)變及時(shí)掌握和指導(dǎo)起到極其重要的作用。

美國(guó)哈佛大學(xué)商學(xué)院的研究者發(fā)現(xiàn)，母親重返職場(chǎng)會(huì)為女兒今后的事業(yè)發(fā)展帶來好處。研究者從國(guó)際社會(huì)調(diào)查項(xiàng)目中的“家庭和社會(huì)性別角色變化”部分選取了數(shù)據(jù)資料，涵蓋了南北美洲、澳大利亞、歐洲、亞洲和中東地區(qū)等的24個(gè)國(guó)家。分析結(jié)果顯示，與全職母親的女兒相比，職業(yè)母親的女兒在成年時(shí)更容易找到工作，工作時(shí)間更長(zhǎng)，薪水更為豐厚，更有可能做到管理崗位。

作者Stephanie Coontz說，經(jīng)過美國(guó)的70多份報(bào)告表明，職場(chǎng)母親的工作選擇對(duì)孩子成長(zhǎng)沒有明顯的負(fù)面影響；英國(guó)的報(bào)告證明雙親都工作比只有父親工作的家庭，男孩的成長(zhǎng)沒有明顯不同，女孩則在前者的家庭中問題要少一些；挪威的報(bào)告證明，孩子的行為問題和在托兒所待的時(shí)間沒有直接關(guān)聯(lián)。

《紐約時(shí)報(bào)》的Kathleen Gerson對(duì)此也做過調(diào)查，她的調(diào)查對(duì)象中，80%擁有一個(gè)職場(chǎng)媽媽的孩子認(rèn)為這是對(duì)他們的家庭最有利的選擇。而將近一半全職媽媽的孩子則希望自己的媽媽沒有選擇做一個(gè)家庭主婦。

The Real Situation is not Optimistic

現(xiàn)實(shí)情況并不樂觀

The discrimination of global market for female staff repeatedly increases the plight of workplace mothers.

In the UK， although employers say that they support female staff having children， there are still more than fifty thousand women in the workplace every year who are expelled or forced to resign. According to the survey， of every 10 working mothers， more than 1 has been expelled from the company. On average， of every 20 women， more than one person resigns after suffering adverse treatment and pressure after finishing her maternity leave. Survey said that the number of people forced to leave the workplace every year is up to 54000， doubled that of 10 years ago.

In North Africa or Middle East， men are 3 times more likely than women to have their own business， and women have no higher possibility to find jobs than 20 years ago.

全球市場(chǎng)對(duì)于女性職員的歧視，更加重了職場(chǎng)媽媽的困境。

在英國(guó)，盡管英國(guó)雇主表示支持女職員生兒育女，但每年卻仍有超過五萬名職場(chǎng)媽媽被開除或被迫辭職。據(jù)調(diào)查，平均每10名初為人母的職場(chǎng)媽媽當(dāng)中，就有超過一人被公司開除；平均每20名女性當(dāng)中，就有超過一人曾因?yàn)楫a(chǎn)假結(jié)束復(fù)職后，遭遇不良對(duì)待及壓力而辭職。調(diào)查指出，每年被迫離職的職場(chǎng)媽媽多達(dá)54，000人，這人數(shù)比10年前類似的調(diào)查結(jié)果多出近一倍。

在北非或中東地區(qū)，生活中男性擁有自己的企業(yè)的幾率是女性的3倍，而且女性找到工作的可能性比20年前未有明顯好轉(zhuǎn)。

Hillary Clinton and Chelsea Clinton initiated the first No Ceilings： The Full Participation Project comprehensive employment program. The report of it said， the health of women around the world and the level of education has been significantly improved， but their chances of making money is no more than 20 years ago. In fact， in the global labor force， women accounted for about 55%， and at the same time the men’s labor force participation is actually falling （82%）. Many women who are engaged in “underground” economic work are not counted， but the huge gap between men and women has not been reduced.

In 2011， 61% of women said they had been discriminated against in the process of looking for work. Women were often asked whether they would have a boyfriend of if they planned to have a child soon.

Many discriminations for women lie in “whether to have child”， and “when to have child”. It is common for female employer to be refused by company and to have “reduction in salary in disguised form” for birth and breastfeeding.

希拉里·克林頓母女發(fā)起的首項(xiàng)倡議“打破玻璃天花板：全面就業(yè)計(jì)劃”發(fā)布的報(bào)告稱，世界各地的女性的健康水平和受教育水平均有大幅提高，但是她們賺錢的機(jī)會(huì)卻沒有比20年前增加多少。事實(shí)上，全球勞動(dòng)力大軍中女性的占比在大約55%的水平線上陷入了停滯。與此同時(shí)，盡管男性的勞動(dòng)參與率實(shí)際上是在下降的（為82%）——許多從事“地下”經(jīng)濟(jì)工作的女性并不被計(jì)算在內(nèi)——但是男女之間的巨大差距并未縮減。

北京的政府機(jī)構(gòu)婦女兒童工作委員會(huì)在2011年研究中報(bào)告說，61%以上的婦女說她們?cè)谡夜ぷ鞯倪^程中遭遇過歧視，女性申請(qǐng)者通常被問是否有男朋友或是否計(jì)劃馬上生孩子。

很多對(duì)于女性的歧視都圍繞在“是否生育”、“何時(shí)生育”上，女職工因已婚未育被公司拒之門外，因生育、哺乳被單位“變相降薪”較普遍。

In addition， “women still face social and cultural customs which are a grim challenge”， “To Break the Glass Ceiling” Project Director Terry McCullough pointed out. In Asia， for example， in China， 64% of adult women participate in the process of economic growth. But in Japan， despite the long history of modern development and higher education level， only 49% of adult women work， mainly resulted by the stereotype for stay-home-moms from society. A survey shows that 60% of respondents believe that it is the most beneficial when one of the parents are at home， while more than half of the respondents believe that women should take responsibility of it. In Germany， women are considered to be irresponsible if they send their children to nursery organizations， which even leads to that a lot of women to not have children rather than be considered an irresponsible mother.

Milk carrier mothers’ hardships makes many working women in a dilemma. According to the Beijing News survey， although all respondents have taken up breastfeeding， nearly 1/3 of the mother stop it in the first half of the year. Inconvenience at the workplace to carry milk， work pressure and reduction of breast milk are all become reasons to stop breastfeeding.

In addition， feeling guilty to the children， sorry about missing their children’s growth and high cost of nursery are all obstacles for the development of working mothers. Many fulltime mothers said although they want to continue working， for the development of children， as well as economic pressure， them choose to be stay-home-moms.

此外，“女性仍然面臨著社會(huì)文化習(xí)俗的嚴(yán)峻挑戰(zhàn)”，“打破玻璃天花板”項(xiàng)目的主管泰瑞·麥卡洛指出。以亞洲為例，在中國(guó)，64%的成年女性參與到經(jīng)濟(jì)增長(zhǎng)過程中來。但是在日本——盡管有較長(zhǎng)的現(xiàn)代發(fā)展史和較高的受教育水平——只有49%的成年女性工作，看重全職媽媽角色的社會(huì)成見是導(dǎo)致這一現(xiàn)象的主要原因。一項(xiàng)調(diào)查表明，有60%的受訪者認(rèn)為父母一方全職在家會(huì)對(duì)孩子最有益，而半數(shù)以上的受訪者認(rèn)為女性更應(yīng)該承擔(dān)這樣的責(zé)任。在德國(guó)，女性將孩子送入托管單位被認(rèn)為是不負(fù)責(zé)任的，這甚至導(dǎo)致很多女性采取了不生孩子的辦法，也不想被認(rèn)為是“不負(fù)責(zé)任的母親”。

背奶媽媽的艱辛，也讓很多職場(chǎng)媽媽左右為難。《新京報(bào)》近日發(fā)起的調(diào)查顯示，雖然所有受訪者都采取了母乳喂養(yǎng)，然而近三分之一的媽媽在上班半年內(nèi)就將其停止。單位不方便背奶、工作壓力大、母乳量減少等成為上班后放棄母乳喂養(yǎng)的原因。

此外，對(duì)孩子的愧疚，錯(cuò)過孩子成長(zhǎng)的遺憾，以及昂貴的托兒費(fèi)用，也都是職場(chǎng)媽媽群體擴(kuò)大的障礙。很多全職媽媽表示，雖然很想繼續(xù)工作，但為了孩子的發(fā)展，以及經(jīng)濟(jì)壓力的迫使，她們還是選擇了做全職媽媽。

How to Protect Women’s Employment Rights？

如何保障女性的就業(yè)權(quán)利？

The protection of women’s employment rights is not a regional or industrial issue， but the need of the global community to give attention and support， form policies and business models so as to ensure that women do not have to choose between children and career.

In this year’s World Breastfeeding Week， the World Health Organization and the international labor organization carried out a joint campaign， emphasizing the support of breastfeeding in the workplace to help the whole society’s health. They will make the enterprise to save money， boost employee morale and help parents work at ease. Therefore， the World Health Organization and the labor organization urged lawmakers to ensure that at least four months of paid maternity leave， require employers to provide special places and guarantee time for nursing mothers in the workplace， preventing workplace discrimination against women and mothers. At the same time， the employer is required to comply with the relevant laws of the state of paid maternity leave， provide lactation place and time and to the mother， provide on-site childcare facilities， flexible working time and working at home， part-time working and allow mothers to work with their infant brought. The labor union should explain to the women their rights， ensure the sound of breastfeeding women are heard in the negotiation and discussion， and promote the including of mother rights to the collective agreement. In addition， there are requirements for colleagues to provide support to mothers who need breastfeeding time and flexibility， and encourage them with a positive attitude， realizing that it is a special period for the months after birth.

保障女性就業(yè)權(quán)利不是地區(qū)性、行業(yè)性的問題，而是需要全球全社會(huì)都給予關(guān)注和支持的，從政策、社會(huì)、社區(qū)、家庭，到企業(yè)和商業(yè)模式，從而保證女性不必在孩子和事業(yè)間艱難抉擇。

在今年的“世界母乳喂養(yǎng)周”，世衛(wèi)組織與國(guó)際勞工組織聯(lián)合開展宣傳行動(dòng)，強(qiáng)調(diào)在工作場(chǎng)所支持母乳喂養(yǎng)有助于全社會(huì)健康，會(huì)使企業(yè)省錢，能夠提振員工士氣，而且有助于父母安心工作。為此，世衛(wèi)組織和勞工組織要求立法者確保至少四個(gè)月帶薪產(chǎn)假，要求雇主在工作場(chǎng)所為哺乳母親提供專門場(chǎng)所和時(shí)間保障，防止工作場(chǎng)所歧視女性和母親；同時(shí)，要求雇主遵守有關(guān)帶薪產(chǎn)假的國(guó)家法律；提供哺乳場(chǎng)所和時(shí)間，并向母親提供就地育嬰設(shè)施、靈活工作機(jī)制、遠(yuǎn)程辦公、兼職工作以及允許母親攜帶嬰兒上班等選擇；要求工會(huì)向婦女說明其權(quán)利，確保在磋商和談判中傾聽母乳喂養(yǎng)婦女的呼聲，并促進(jìn)將母親權(quán)益條款納入集體協(xié)議；此外，要求同事向需要有母乳喂養(yǎng)時(shí)間和靈活性的母親提供支持，以積極的寬容態(tài)度鼓勵(lì)新生兒母親，并認(rèn)識(shí)到分娩后數(shù)月是特殊時(shí)期。

Professor of Public Management of Renmin University of China Liu Ying believes that in addition to the perfection of a sound system for female employees， protecting the basic reproductive rights of female employees and the implementation of maternity leave， it should be mandatory for employers to set up a buffer period， that is， after a certain period of the maternity leave， there should not be great change to the female employees’ work， and after the buffer period， appropriate assessment should be made to determine whether the job is adjusted.

Liu Minghui， Professor of Law School， China Women's University believes that in order to prevent the occurrence of discrimination in employment， in addition to the establishment of a special anti-discrimination law， we should draw lessons from Hong Kong and other places， establish the relevant regulatory bodies， monitor the implementation of gender equality law， recognize advanced units and punish illegal behavior. It can also mediate the sex discrimination disputes， to prevent the situation of “winning the lawsuit but losing the job”.

中國(guó)人民大學(xué)公共管理學(xué)院劉穎教授認(rèn)為，除了完善針對(duì)女員工的規(guī)章制度，保障女員工的基本生育權(quán)利、落實(shí)生育假外，還應(yīng)強(qiáng)制要求用人單位設(shè)置調(diào)崗緩沖期，即在女員工產(chǎn)假后一定時(shí)期對(duì)其工作不做大調(diào)整，緩沖期后作出相應(yīng)評(píng)估再?zèng)Q定工作崗位是否調(diào)整。

中華女子學(xué)院法學(xué)院劉明輝教授則認(rèn)為，為預(yù)防就業(yè)歧視行為的發(fā)生，除制定專門的反就業(yè)歧視法，還應(yīng)借鑒香港等地的經(jīng)驗(yàn)，成立相關(guān)監(jiān)督實(shí)施機(jī)構(gòu)，可以監(jiān)督用人單位執(zhí)行性別平等法，表彰先進(jìn)單位，處罰違法行為。還可以調(diào)解性別歧視糾紛，避免發(fā)生“贏了官司丟了飯碗”的情況。

In addition， some of the relevant facilities and policies are also worthy of promotion， such as in the United States， Canada and Singapore， more and more companies are allowing the working mothers to bring their children to work. Part of the companies allow women to work and look after the children. Some company also set up \"nursery service room\" and other facilities which provide convenience for mothers in the workplace. Giving women the flexible time is also needed. Part of the companies in Shanghai， China have the policy of cutting wages and half-empolyment： young mothers can be based on the need to two days a week， a corresponding reduction in wages and benefits will be made， but the working state of the staff and their position in the company can be guaranteed.

Finally， experts pointed out that children do not need a mother who wears a mask， and even if the mother quits the job， it is not recommended for her to take care of the child for 24 hours. If the mother has attachment to the workplace and tends to be reluctant， it is not good for the child. And a person's energy runs up to 8 hours， the excess may lead to an accident， and looked after by one person， the child is also more prone to boredom or dependence， which is not conducive to future development. Experts suggest that fathers should be more engaged to the care of the children， which benefits the development of both parents and children. Mothers should try to let fathers be participated in the family， and they themselves can put their energy in other things.

此外，一些企業(yè)的相關(guān)設(shè)施和政策也值得推廣，比如在美國(guó)、加拿大和新加坡，允許在職媽媽帶孩子上班的公司越來越多。部分公司允許剛生完孩子的女職員一邊工作一邊照看孩子。公司也設(shè)置“育嬰服務(wù)室”等設(shè)施為職場(chǎng)媽媽提供便利。給予女性彈性時(shí)間也受到推崇。中國(guó)上海的部分公司推行削減薪水半就業(yè)的政策：年輕媽媽們可根據(jù)需要每周上兩天班，工資福利相應(yīng)減少，但能夠保證員工連續(xù)的工作狀態(tài)與公司職位。

最后，專家指出，孩子不需要戴面具的媽媽，而且即便媽媽離職，也不建議24小時(shí)看護(hù)。如果母親對(duì)職場(chǎng)有眷戀，永遠(yuǎn)表現(xiàn)出猶豫不決的話，對(duì)孩子并不是一件好事。而且一個(gè)人的精力最多持續(xù)8個(gè)小時(shí)，超額可能導(dǎo)致精力不集中致使出現(xiàn)事故，并且長(zhǎng)時(shí)間一個(gè)人看護(hù)，對(duì)孩子來說也更容易厭倦或形成依賴，不利于未來發(fā)展。專家建議，看護(hù)孩子的事讓爸爸參與進(jìn)來，對(duì)父母雙方和孩子發(fā)展都更有好處。媽媽們盡量試著讓爸爸多多的參與到家庭中來，而自己將精力解放出來用于他處。