摘要
在全面两孩的政策背景下,延长产假并不能提升生育意愿。对工作女性而言,只有降低育儿成本,她们才敢生;对用人单位,特别是非公企业而言,只有政府和全社会能够合理分担生育假期等成本,企业才有积极性,并惠及到生育男女职工;最终实现中国人口战略的转型,达成劳资政三赢的和谐局面,真正"增强人民群众的获得感和幸福感"。而且,维护女性权益也不能单纯从延长假期入手,随着男女之间地位和家庭责任的改变,一定要从工作生活平衡和男女共担家庭责任的角度,全面考量假期设置;同时,由于落实生育假期保护的关键在于用人单位,因此,如何减轻用人单位的负担,使它们有落实政策的积极性,就显得格外重要。
In the context of an overall two-child policy, the willingness of giving birth has not been improved by extending the maternity leave. For working women, only by reducing the childcare cost can they dare to have a baby. For employers, in particular those of non-public sectors, only through reasonably sharing childcare cost by the government and the whole society can they encourage female workers to give birth, benefiting both male and female employees. Eventually, a transformation of population strategy can be made, achieving a win-win situation for workers, employers, and the government, and truly enhancing the sense of well-being and happiness of the people. In addition, protecting women’s rights and interests cannot be limited to extending maternity leave. As the status and family responsibility change between men and women, parental leave must be taken into consideration from perspectives of work-life balance and family responsibility. Moreover, as employers are the key to grant maternity leave to their female employees, how to reduce employers’ burden and make them willing to implement policies concerned is particularly significant.
作者
林燕玲
LIN Yanling(Department of Employment Relations, China University of Labor Relations, Beijing, 100048)
出处
《中国劳动关系学院学报》
2018年第3期15-34,共20页
Journal of China University of Labor Relations
基金
人力资源和社会保障部2017年委托课题"女职工假期设置对女性权益维护的影响及国际经验比较"的阶段性成果
关键词
产假
生育奖励假
女性权益
企业用工成本
Maternity leave
fertility incentive leave
women’s rights and interests
enterprise labor costs
