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Korean Women Workers Association Survey
Female workers intensify ‘planted work’ grievances after decorative work and emotional work
40% ‘supervisory care request’, 35% ‘atmosphere creation search’
“I was hoping that Mr. OO would talk to the team leader outside of work, to raise the atmosphere in the office, but it was less than expected.” “If he couldn’t hear the laughter, he would ask him to humiliate him.” “Plantation work is the default for women. Nobody forces you, but if you don’t, you become a strange employee. ”
A subordinate employee is in charge of preparing bouquets for company events, the practice of letting the supervisor’s coffee run errands for subordinates, and demanding handling of appearance, such as makeup with a job manual. It is difficult to regulate under the Equal Employment Law, etc., and it is not sexual harassment as the law refers to, so they are ‘iron domains’ in the office where the complaints of the parties are not resolved. In order to extract the sexist practices rooted in the workplace with the term ‘organizational culture’, it has been demanded to materialize these actions under the name of ‘planting work’ and ‘work of emotional care’.
On the 22nd, the Korean Women Workers Association held a discussion session to improve the organizational culture of gender discrimination, “There is an organizational culture of gender discrimination that causes sexual violence” via YouTube. At this meeting, they presented the ‘Survey on the Culture of Sexual Discrimination, Sexual Harassment and Sexual Violence’ carried out online in November. Of the 520 survey participants, a sample of 482 women was analyzed. As a result of this survey consisting of 32 questions, 39.6% of the respondents answered positively (yes or very yes) to ‘Our company asks women to understand the’ feelings ‘of their bosses and’ Our company ask women internally. 34.6% of respondents answered ‘seeking to create an environment’, 56.5% of respondents answered ‘Our company evaluates its appearance’ and 56.5% answered ‘Our company asks women for personal care to Your boss’. The answer was 26.4%. In the survey, participants described a series of sexist workplace complaints that they have experienced over the past three years.
“I am forced to do things that must be neglected, and I hear that when I say something to do, I feel overwhelmed.” “Several bosses are stressed by frequent daily appearance checks on their employees.” “If your boss drinks too much the day before, you have to prepare some food (like ramen) that you will eat in the morning. “I have an employee who runs the Starbucks coffee errand every morning. She says she knows it well, so she asks me to buy family anniversary items. ”
Joo-ri Jang, a researcher at the Korea Sexual Violence Counseling Center Research Center, Woolim, said: “As can be seen from the mayor of Seoul, the secretary’s job was ‘to make the mayor feel good.’ “Plantation work” and “emotional care work” should be referred to separately as “plantation work” and “emotional care work” as an incorrect organizational culture to allow female employees to play distorted gender roles as a way to help to the plantation. “Investigator Jang said:” This is not limited to secretarial duties, but is widespread in the workplace. “Earlier, it was noted that the ‘Joint Action of the Incident of Forced Sexual Violence of the Seoul City Hall ‘had a structure and culture within the organization that promoted, assisted and tolerated sexual violence.
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There are voices that say that the name ‘seed work’ is necessary even for grievances caused by sexist organizational culture. The pressure on appearance management in daily life is known as ‘decorative work’ and the stress of service workers is known as ’emotional labor’, and as the severity of the problem is revealed, the Sexual harassment within the organization is not a tolerable practice. “Sexual harassment was once recognized as an organizational culture, but is now regulated by law and subject to punishment,” said Bae Jin-kyung, executive director of the Korean Association of Women Workers. It is important not to recognize invisible gender harassment as an organizational culture and to find a name and raise a problem ”. The survey also received cases of discriminatory organizational management on the basis of gender. Asked about topics such as’ Our company has the practice of organizing secondary jobs that are not the main business of women ‘,’ Our company distributes company information through informal channels focused on men (smoking, drinking, etc.) . Have them describe the case.
“There are more women in my co-workers, but men are overwhelmingly in my boss.” “Men are promoted faster than women, even if they are employed in the same career and at the same time.” “When you convert to a full-time job, a married man is tacitly more advantageous.” “After going out to smoke, it takes a serious story as it is, and for a long time, there are many cases of talking to each other (men) separately, and female employees are excluded from friendship.” “When I wasn’t going to have a drink, there were situations where important stories, like talking about myself as a woman or ordering from a company, weren’t just communicating with men.” “Although there is no overt discrimination, the real rice field struggle takes place in the place of promoting friendship between men. Recommendations for promotion drive young military men. The world of those men who are not openly sexually discriminated and do not have testimony, but who are very organized, meticulous, narrow and deadly ”.
However, the debaters pointed out that there is no correct way to regulate such a sexist organizational culture. In current law, sexual harassment in the workplace is an act that causes the other person to feel sexual humiliation or shame through unsolicited sexual words or actions in connection with employment, etc. It is regulated by the Law on Gender Equality in Employment and the Framework Law on Gender Equality. However, certain derogatory comments about gender do not constitute sexual harassment or sexual speech. There are gender equality laws, but they only address explicit discrimination in terms of employment or opportunity. The reality is that direct or indirect practices that generate gender disadvantage are difficult to regulate by law. Kwon Soo-hyun, an academic who participated as a debater, said: “If a male employee does a good job, he thinks, ‘I must choose a man,’ and if an employee makes a mistake, the false perception that ‘it’s because I’m a woman ‘has led to an organizational culture. Indicated. Some argue that there is a need for a ‘gender harassment law’ to regulate the culture of gender discrimination and ‘plantation work’, which are not included in sexual harassment and workplace harassment laws. Kim Tae-im, Director of the Director of Telephone Counseling on Equality for the Incheon Women Workers Association, said: sexual complaints, so the complaints of the parties are not resolved. He said: “We have to think about how to regulate that planting work, which is not included in workplace harassment and is ambiguous even though it is called sexual harassment.” By Kim Mi-hyang, Staff Reporter [email protected]
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