Experiencing the "Yin and Yang Decline" in the System: A Civil Servant's Personal Observation and Practice Case
Since I joined the Human Resources and Social Security Bureau of a city in 2015, I have witnessed the popularization and deepening of the concept of gender equality in all areas of society. Taking our bureau as an example, the number of female employees has increased year by year, especially in social security, labor relations coordination and other departments, and the proportion of female employees once exceeded 80%. Among them, my colleague Li is a typical representative, with her solid professional knowledge and excellent communication skills, she was promoted from an ordinary staff member to the head of the department, which not only achieved personal career development, but also improved the financial status of the family.
However, with the rise of women within the system, I have also noticed some problems. For example, in the work-related injury insurance benefit review position, due to the long-term shortage of male employees, there is a shortage of manpower in the work that requires on-site investigation or heavy physical labor. I remember one time, Lao Zhang, the only male employee in the unit, took leave due to illness, and the entire department faced the dilemma that no one could complete the investigation task.
In the many civil service recruitment exercises I have been involved in, it is clear that the admission rate of women is much higher than that of men. For example, in the 2018 open recruitment examination, the ratio of male to female applicants was about 3:7, and the final hiring rate was as high as 75%, not because female applicants were absolutely excellent, but because the content of the examination was more liberal arts and the relatively low salary package in the system was not attractive to some men.
In the face of this series of problems, our bureau took the lead in responding to the call of the state and adopted a series of interventions. On the one hand, the recruitment policy has been adjusted, the demand for talents with science and engineering backgrounds and special skills has been increased, and the level of treatment for relevant positions has been appropriately improved.
I still vividly remember that in 2019, we successfully attracted a young man with an engineering background, Xiao Wang, to join the company, and his arrival effectively alleviated the shortage of manpower in our bureau when dealing with labor dispute cases involving more technical aspects. This example further proves that only by rationally adjusting the selection and employment mechanism and improving the treatment within the system can we avoid the problem of labor shortage and aggravation of gender discrimination caused by the imbalance in the gender ratio.
In closing, I would like to emphasize that while there are differences between men and women in terms of biological characteristics and interests, everyone should have equal opportunities for development. As a member of the system, I will continue to pay attention to and promote the implementation of gender equality policies, and strive to build a good environment that can not only give full play to the advantages of all kinds of talents, but also achieve the healthy development of the industry through education and institutional means, so as to promote social harmony and progress.