지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 연구보고서
- 저자정보
- 발행연도
- 2019.8
- 수록면
- 1 - 227 (227page)
이용수
초록· 키워드
오류제보하기
Although the proportion of female students entering the science and engineering sector is higher than in the past, the number of women who work in the field is still in an absolute shortage. It is also a big problem that female students majoring in science and engineering are not able to maintain their employment after finding jobs in their major fields.
Based on the above awareness of the problem, this study aims the following purposes.
First, employment discrimination and working environment problems experienced by young women in science and engineering are classified into three categories: job search, recruitment, and first job settlement. Second, the urgency of improving the reality of employment of young women in science and engineering and the proliferation of young women’s labor policy issues are demonstrated both quantitatively and qualitatively. Third, this study derives measures to connect with Seoul youth job support policy and gender equality labor policy and proposes practical support measures. Ultimately, this study identifies the mechanisms by which gender segregation and gender wage gaps are reproduced, and the exclusion of women from key industries and new industries through empirical data.
Here are the key findings of this study: the problems of the employment status of young engineering women in this study were divided into employment discrimination and difficulty in employment. Problems related to gender discrimination were already prevalent among young women in science and engineering, and there was even a cynical view of “women are not chosen anyway.” If this practice of misconduct continues, the growth and self-realization of young women in science and engineering will not only be limited but will continue to miss out on the opportunities of selecting talented people with various potentials. Regarding job retention, a large number of young women in science and engineering are willing to voluntarily leave the company due to the culture of HR managers.
As a conclusion, this study suggests the following policy approaches; first, the more comprehensive program design on both the young women labor support policy and the career interrupted women in the women’s labor policy delivery system, in particular to the STEM fields. Second, the support program for young women in STEM fields should be connected with industry and city planning policy dealing with ICT corporates, professionals, and business complex. Third, Seoul city government should build up the holistic approach to invite more young women into technologically driven innovation throughout Seoul city area with enormous public and private investment into newly developed industries against the past gender gap in this filed.
Based on the above awareness of the problem, this study aims the following purposes.
First, employment discrimination and working environment problems experienced by young women in science and engineering are classified into three categories: job search, recruitment, and first job settlement. Second, the urgency of improving the reality of employment of young women in science and engineering and the proliferation of young women’s labor policy issues are demonstrated both quantitatively and qualitatively. Third, this study derives measures to connect with Seoul youth job support policy and gender equality labor policy and proposes practical support measures. Ultimately, this study identifies the mechanisms by which gender segregation and gender wage gaps are reproduced, and the exclusion of women from key industries and new industries through empirical data.
Here are the key findings of this study: the problems of the employment status of young engineering women in this study were divided into employment discrimination and difficulty in employment. Problems related to gender discrimination were already prevalent among young women in science and engineering, and there was even a cynical view of “women are not chosen anyway.” If this practice of misconduct continues, the growth and self-realization of young women in science and engineering will not only be limited but will continue to miss out on the opportunities of selecting talented people with various potentials. Regarding job retention, a large number of young women in science and engineering are willing to voluntarily leave the company due to the culture of HR managers.
As a conclusion, this study suggests the following policy approaches; first, the more comprehensive program design on both the young women labor support policy and the career interrupted women in the women’s labor policy delivery system, in particular to the STEM fields. Second, the support program for young women in STEM fields should be connected with industry and city planning policy dealing with ICT corporates, professionals, and business complex. Third, Seoul city government should build up the holistic approach to invite more young women into technologically driven innovation throughout Seoul city area with enormous public and private investment into newly developed industries against the past gender gap in this filed.
목차
[표지]
[발간사]
[Contents]
표목차
그림목차
[연구요약]
연구배경 및 목적
연구내용 및 방법
연구결과
[Ⅰ. 서론]
1. 연구 배경 및 목적
2. 연구 내용 및 방법
[Ⅱ. 이공계 청년여성 취 · 창업 지원 현황과 논의]
1. 이공계 성별 격차 관련 논의 정리
2. 국내외 이공계 청년여성 취 · 창업 지원 현황
3. 선행연구와 정책현황 검토를 통한 시사점
[Ⅲ. 이공계 청년여성 고용현황 분석]
1. 분석의 개요
2. 이공계 청년여성의 취업 현황 분석
3. 이공계 청년여성 근로환경 분석
4. 이공계 청년여성 고용유지 조건 분석
5. 분석결과를 통한 논의
[Ⅳ. 이공계 청년여성 정책 수요 조사]
1. 정책 수요 조사 방법
2. 정책 수요 조사 결과
[Ⅴ. 이공계 청년여성 정책지원방안]
1. 이공계 청년여성 정책지원 방향
2. 서울시 여성일자리 지원정책을 통한 이공계 청년여성 지원
3. 서울시 청년일자리 정책 · 산업진흥 정책과 연계
4. 기업 연계 정책과 청년여성 참여 증진 방안
5. 결론
[참고문헌]
[Abstract]
[부록]
참고문헌 (0)
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