The problem of unfair career development has always been caused by the difference between men and women. A report issued by the United Nations International Labour Organization in March 2019 stated that women worldwide face huge gender inequality in the workplace. Low employment rates, irrational employment structures, low wages, and too few career development opportunities are the main issues women face in the workplace. Women's career development still faces many challenges.

Women's career development path, especially the promotion to high levels, is full of challenges. One saying compares it to a "glass ceiling," where artificially placed invisible obstacles prevent female candidates with the ability or experience to move forward. The other view is slightly more positive, comparing the career advancement of women to a "maze". Although women's road to the highest level of the company is difficult and tortuous, there is always a road to the ultimate goal. As of May 2019, there were 33 female CEOs in Fortune 500 companies, accounting for only 6.6%. As far as the current situation is concerned, the fact that must be acknowledged is that in a male-dominated workplace promotion environment, women's career advancement opportunities are significantly lower than those of men with equal job performance.

1. The traditional concept that "men are responsible for making money and women are responsible for keeping the house"

In the traditional family division of labor, the positioning of female roles is concentrated within the family. Under the influence of traditional cultural concepts and habits, the career development of modern women needs to balance matters from family to work. But family and work conflicts may force successful women to choose between owning a family and owning a career. On the other hand, although the family is a burden, it cannot be abandoned completely. What's more critical is that the evaluation of women's career development is often embedded in their family life conditions. Single career achievement is often considered imperfect for female individual development.

Under the requirements of society and family for women's roles, women's career development faces complex choices and constraints, which makes the definition of women's career success more diverse. Today, successful women's careers are understood as "diversified careers," and the criteria for success are composed of work, family life, and self-development.

2. The role of human capital has not been supported by corresponding social capital

The general reality in the workplace is that the human capital brought by the improvement of women's education can help them to obtain low- and middle-level management positions, but it is difficult for women to rely on human capital to obtain high-level management positions; this is because men and women have human resources How capital is evaluated and used depends on the social capital it owns or the social network it is in. Social networks can provide critical advice for individual career development through both formal and informal contacts. The reality is that in male-dominated workplace social circles, it is often more difficult for women to break into these male networks or participate in activities organized for men. As a result, women lack opportunities to build personal relationship networks and accumulate social capital, making it difficult for human capital to have an impact.

3. The hidden "second-generation gender bias"

In addition to the above issues, the long-term development of gender differences has formed a “second-generation gender bias” that is different from gender discrimination. It is essentially a gender-based bias that is entrenched in male-based organizational practices. Decisive emphasis is masculine. Although this prejudice is invisible and difficult to detect, it is also not conducive to women's career development. Because people subconsciously think that women belong to the weak, should be specially taken care of, and are not suitable for being promoted to over-stressed positions. These stereotypes will hinder the development of women's career potential. With the widespread spread of this concept, companies need to provide women with benefits such as physical examinations and baby-raising. This compulsory enforcement of female labor protection regulations will virtually make female employees a burden on the company and make women's workplace competitiveness more difficult. weak.