If dysmenorrhea is diagnosed, you can take 1 to 2 days off. Will it exacerbate gender differences and inequality?

Although we are reluctant to admit this fact, it cannot be ignored that pain relief may indeed exacerbate gender differences and inequality to a certain extent.

In the past two days, a topic about "Shenzhen Bureau of Human Resources and Social Security's response to female employees' menstrual leave" has once again attracted the attention of many people. Regarding the "Proposal on Guaranteeing Female Employees to Enjoy Menstrual Leave", the Shenzhen Municipal Human Resources and Social Security Bureau responded this way: "The "Regulations on Health Care Work for Female Employees" have clear provisions on menstrual leave. Those who suffer from severe pain and menstrual period must Many female employees, after being diagnosed by medical or maternal and child health care institutions, can be given 1 to 2 days of leave during menstruation.”

It can be seen that if a woman is diagnosed with pain, she can take it during the period of pain. It is appropriate to take 1 to 2 days off during the jing period. Such regulations can certainly be regarded as a benefit for female friends, but there is one fact that we must face squarely, that is, the regulations may exacerbate gender differences and inequality to some extent.

First, let’s talk about the impact of this regulation on the company level. The company definitely doesn’t want female employees to have this holiday, because it means that the company needs to pay the other party 1 to 2 days’ salary in vain when the other party is not working, and generally speaking, women in the workplace have to pay the other party every month under normal circumstances. There were a few days.

Compared with male employees who do not need maternity leave and pain relief leave, how should companies select employees? I think most companies will make a choice that is more beneficial to them. Some people may retort that there are regulations, so don’t be afraid, you can use the law to protect your rights, but you have to know that companies can set invisible thresholds when recruiting people. Although they have not listed some standards, they have a strong balance in their hearts.

Secondly, let me talk about men’s views on this matter. Most male friends won't mind such a thing and even express understanding and support. But if it is true that your partner is a woman, and she takes 1 to 2 days of painful leave every month, and during this period all her work falls on her shoulders, then this male friend will also There are complaints.

Finally, I feel that although there is this painful leave, female friends generally do not ask for leave. After all, they also have their own concerns, fear of being discriminated against by the company and colleagues. If you often take leave because of this, you may be kicked out of the company for various reasons later on. If things go on like this, it will lead to a situation that is not conducive to women's employment.

It can be seen that if we want this phenomenon to never happen again or be completely eliminated, there must be a long way to go. I think that on the one hand, we need to increase publicity and let everyone know about the holiday and take it as a matter of course; on the other hand, the relevant departments should not let the company "pay" for this holiday. They should Provide a certain amount of subsidies to the company. In this case, I think the company will be willing to take this holiday from the heart.

In any case, the introduction of this regulation is definitely a good thing. However, if you want to implement the regulations, you still need to continue to work hard and improve them. You can introduce some auxiliary policies and measures to eliminate some bad phenomena indirectly caused by the regulations.