금융기업의 여성 차별적인 고용제도에 관한 통시적 고찰 : 여행원제, 신인사제도 그리고 분리직군제로의 전환에 관하여 = A General Look at Sexual Discrimination in Employmeant of Financial Institutions
저자
박옥주 (동덕여자대학교)
발행기관
학술지명
권호사항
발행연도
2007
작성언어
Korean
KDC
337.05
자료형태
학술저널
수록면
1-35(35쪽)
제공처
소장기관
For decades, the role of female employees at financial institutions has limited to tellers or call center workers. Female employees performing in-person work account for most of irregular workers at financial institutions. The work of dealing with individual customers has long been carried out by female employees even after they were included in the employment category of regular workers. Even though the female employment system at financial institutions has gone through a number of changes from 'Female Worker Employment Plan', 'New Employment System', 'Irregular Worker System', and to 'Transfer Regular Worker System', all the changes were little more than nominal ones, failing to deliver meaningful solution. In fact, female workers have performed the same jobs supposed to be done by females under the changed system and suffered from sexual discrimination in income and promotion.
It is the patriarchal ideology that forces female workers to perform the same job just because they are women. Under the ideology, the roles of men of women are strictly separated and the role of women is not considered as important as men's. The dichotomous ideas stemmed from Western philosophy that separates men and women, culture and nature, and sense and sensibility, which encourages antagonism between them. Moreover, the dichotomy defines that the first ones are superior to the latter ones, thus effectively building a hierarchy where females are considered inferior to males. Once the hierarchy is set, women cannot be freed from the notion of inferiority in the job market, because they are first supposed to rear children, not work in the job market. Therefore, women are deemed to play a supplementary role in household, rather than a primary bread earner. This notion has pushed women to accept jobs and works of lower values than those given to men, which resulted in discrimination in income as well as promotion.
Many enterprises have deliberately changed their female employment strategy from direct discrimination to indirect discrimination. After the 'Female Worker Employment Plan', which was widely blamed for outright discrimination against female bank workers was abolished, 'Unified Salary System' and 'New Employment System' were adopted as an alternative. But the Unified Salary System has a problem of significant cost increase, as it regulated that the system of salary and promotion for female employees should be the same as the one for male employees. To address the problem, banks chose to layoff regular female workers and hired a large number of part-time female workers to substitute them. As a result, most of regular employees at financial institutions were men, while women were mostly irregular or part-time workers. On the other hand, banks that introduced New Employment System virtually 'forced' female employees to choose 'common employment', which includes discrimination in wage and promotion. Again, almost 90% of male workers were regular workers while about 90% or even 100% of female employees at some workplaces had to choose to be part-timers. Though the systems initially intended to promote sexual neutrality, they all resulted in indirect sexual discrimination by causing imbalance between the number of male and female workers in specific job categories or employment forms.
The 'Job Division System', which will be introduced by financial institutions in line with the irregular worker protect act of the government, is just another strategy built on patriarchy-oriented capitalism. The system defines women as inferior resources and justifies that they can be utilized at low wages. Through the system, the capital owners create high revenues from low-priced labor of female workers and produce greater profits by controlling wage level and labor conditions of all workers. Employment strategy of the business circles divides workers into men and women and regular and irregular workers based on their sexes and employment forms. What is more concerned is that the enterprises are to further intensify the division and their control over employees by building a more specified employment hierarchy composed of 'regular', 'transfer regular', and 'irregular' worker classes. For businesses, the reason for the labor division based on sex and employment form is clear: to acquire a sustainable and stable source of profits.
The implication of this study on female employment system suggests that the enterprises have circumvented social criticism on sexual discrimination while continuously underestimating female labor to have a stable source of profits and revenues.
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