Korean Women Workers Association Survey
Female workers intensify grievances of’planted labor’ following decorative labor and emotional labor
40% of’request for supervisory care’, 35% of’request for atmosphere creation’
“I was hoping that Mr. OO would talk to the team leader outside of work, so that the atmosphere in the office would be raised, but it was less than expected.” “If I couldn’t hear the laughter, I asked him to be humiliated.” “Planting labor is the default for women. Nobody forces you, but if you don’t, you become a strange employee.”
A female subordinate employee is in charge of preparing bouquets for company events, the practice of letting the supervisor’s coffee run errands for female subordinates, and demanding appearance management such as makeup with a work manual. It is difficult to regulate under the Equal Employment Act, etc., and it is not sexual harassment as referred to in the law, 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’, there has been a demand to materialize these actions under the name of’planting labor’ and’emotional care labor’.
On the 22nd, the Korean Women Workers’ Association held a discussion session to improve the organizational culture of gender discrimination,’there is a gender discrimination organizational culture that causes sexual violence’ through YouTube. At this meeting, they presented the’Sexual Discrimination Culture, Sexual Harassment and Sexual Violence Survey’ conducted online in November. Of the 520 participants in the survey, a sample of 482 women was analyzed. As a result of this survey consisting of 32 questions, 39.6% of respondents answered positively (yes or very yes) to’Our company asks women to understand their boss’ feelings’, and’Our company asks women in-house. 34.6% of the respondents answered’request for creating an atmosphere’, 56.5% of the respondents answered’Our company evaluates their appearance’, and 56.5% answered’Our company asks women for personal care for their boss’. The answer was 26.4%. In the survey, participants described a number of workplace sexist grievances that they have experienced over the past three years.
“I’m forced to do things that need to be sloppy, and I hear that when I say something to do, I’m overwhelmed.” “Multiple bosses are stressed out by frequent reviews of their employees’ appearance on a daily basis.” “If your boss drinks too much the day before, you have to prepare some food (such as ramen) that you will eat in the morning.” “I have a female employee do the Starbucks coffee errand on the way up every morning. She says she knows well, so she asks me to buy family anniversary items.”
Joo-ri Jang, a researcher at the Korean Sexual Violence Counseling Center’s research center, Woolim, said, “As can be seen from the mayor of Seoul, the secretary’s job was to’make the mayor feel good’. “Planting labor” and “emotional care labor” should be separately named as “planting labor” and “emotional care labor” as a wrong organizational culture to allow female employees to perform distorted gender roles as a way to assist planting.” Researcher Jang said, “This is not limited to secretarial work, but is widespread in the workplace.” Earlier, it was pointed out that the’Seoul Mayoral Forced Sexual Violence Incident Joint Action’ had a structure and culture within the organization that promoted, aided and tolerated sexual violence.
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There are voices saying that the name’planting labor’ is necessary even for grievances caused by sexist organizational culture. The pressure on appearance management in daily life is referred to as’decorative labor,’ and the stress of service workers is referred to as’emotional labor’, and as the seriousness of the problem is revealed, sexual harassment within the organization is not a practice to tolerate. “Sexual harassment was once recognized as an organizational culture, but it is now regulated by law and subject to punishment,” said Bae Jin-kyung, president of the Korean Women Workers Association. It is important not to recognize invisible gender harassment as an organizational culture, but to find a name and raise a problem.” The survey also received cases of gender discriminatory organizational management. Asked about items such as’Our company has the practice of arranging secondary work that is not the main business for women’,’Our company is distributing company information through male-centered informal channels (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 converting to a full-time job, a married man is tacitly more advantageous.” “After going out to smoke, it leads to a serious story as it is, and for a long time, there are many cases of talking between themselves (male) separately, and female employees are excluded from friendship.” “When I wasn’t going to a drink, there were situations in which important stories, such as talking about myself as a woman, or placing orders from a company, were not communicated with only men.” “Although there is no discrimination openly, a real rice bowl fight takes place in a place to promote friendship between men. Recommendations for promotion boost military juniors. The world of those men who are not openly sexually discriminated and have no testimony, but very organized, detailed, narrow, and mortal.”
However, the debaters pointed out that there is no right way to regulate such a sexist organizational culture. In the 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 relation to employment, etc. It is regulated by the Gender Equality Employment Act and the Framework Act on Gender Equality. However, certain gender derogatory remarks do not constitute sexual harassment, not sexual speech. There are gender equality laws, but they only deal with explicit discrimination in terms of employment or opportunity. The reality is that direct or indirect practices that lead to gender disadvantages are difficult to regulate by law. Kwon Soo-hyun, a female scholar who participated as a debater, said, “If a male employee does a good job, he thinks,’I must choose a man,’ and if a female employee makes a mistake, the false perception that’it’s because I’m a woman’ has led to an organizational culture.” Pointed out. Some argue that there is a need for a’gender harassment law’ to regulate gender discrimination culture and’planting labor’, which are not included in the workplace sexual harassment and workplace harassment laws. Kim Tae-im, head of the Incheon Women Workers Association’s Equality Telephone Counseling Director, said, “Appearance evaluation, etc., is regarded as an in-house culture, and sexual harassment is recognized only when there is sexual speech, so the grievances of the parties are not resolved. He said, “We have to think about how to regulate such planting work, which is not included in workplace harassment and is ambiguous even when it is called sexual harassment.” By Kim Mi-hyang, staff reporter [email protected]