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Gender equality in employment: The experience of Kazakhstan
International Journal of Discrimination and the Law Pub Date : 2019-05-30 , DOI: 10.1177/1358229119846784
Yermek A Buribayev 1 , Zhanna A Khamzina 1
Affiliation  

No country in the world has achieved full gender equality in labour relations. Kazakhstan has just begun a long way of creating legislative and organizational conditions for equality in the workplace. It is obvious that to create a more equal, gender-sensitive society, a state will require profound changes in perceptions, attitudes, stereotypes, and laws. Facilitating such changes is justified not only from a moral but also from an economic point of view. Today, the requirements for women in society in the performance of labour functions are the same as for men. However, in family and domestic relations, there is a persistence of the gender stereotype of male privileges. There is no change in sectoral gender segregation. Women still make up more than 70% of employees in the health, education, and social services sectors, while women’s representation in the financial and public sectors is slightly more than half. Traditionally, these types of sectors are less profitable compared to “male industries,” such as construction, oil and gas, mining, and transport. The level of attracting female labour in innovative, infrastructural, and high-tech projects and programs is very low. The issue of expanding the economic opportunities of rural women, who are denied access to public and state resources and services, remains relevant. In the article, we show the possibilities for ensuring equal employment of men and women in Kazakhstan. The proposals on the improvement of legislation on labour protection and labour conditions and improvement of working conditions are presented, and the possibilities of introducing and expanding flexible forms of employment are considered. Conclusions are drawn on the revision of the list of works prohibiting the use of female labour and ensuring that women have access to types of work that do not pose a danger to women’s health due to their automation, technologization, and informatization.

中文翻译:

就业中的性别平等:哈萨克斯坦的经验

世界上没有一个国家在劳资关系中实现了完全的性别平等。哈萨克斯坦刚刚开始为工作场所平等创造立法和组织条件的漫长道路。很明显,要创建一个更加平等、对性别敏感的社会,一个国家将需要在观念、态度、刻板印象和法律方面发生深刻变化。促进这种变化不仅从道德角度而且从经济角度来看都是合理的。今天,社会对女性履行劳动职能的要求与男性相同。然而,在家庭和家庭关系中,男性特权的性别刻板印象持续存在。部门性别隔离没有变化。在卫生、教育和社会服务部门,女性仍占员工总数的 70% 以上,而女性在金融和公共部门的代表性略高于一半。传统上,与建筑、石油和天然气、采矿和运输等“男性行业”相比,这些类型的行业利润较低。在创新、基础设施和高科技项目和计划中吸引女性劳动力的水平非常低。扩大被拒绝获得公共和国家资源和服务的农村妇女的经济机会的问题仍然具有相关性。在文章中,我们展示了确保哈萨克斯坦男女平等就业的可能性。提出了完善劳动保护和劳动条件立法、改善劳动条件的建议,考虑了引入和扩大灵活就业形式的可能性。
更新日期:2019-05-30
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