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230万女性离开职场,置身于这些“职业”

230万女性离开职场,置身于这些“职业”

Maria Aspan 2021年04月02日
为方便全职父母更新简历资料,领英计划新增更多职位头衔。

图片来源:GETTY IMAGES

多年以来,那些暂离职场的母亲一直要求领英(LinkedIn)对数字化公开简历进行改版,使其能够更全面地反映她们在照看家人方面所做的工作。

现在,她们终于有了更好的选择。3月30日,微软公司(Microsoft)旗下的专业社交网站推出了多个全新职位名称,其中就包括“全职妈妈”,方便全职父母及其他照看家人的人士可以更加准确地描述自己在离职期间都在做些什么。领英还取消了简历所有条目(例如“全职爸爸”)均须对应某一特定企业或雇主的要求。

就Medium上一篇批评领英措辞缺乏灵活性、未向离岗女性提供适当简历选项的文章,《财富》杂志于今年3月初征询了领英意见,领英做出上述调整则是在此之后。受新冠疫情影响,众多学校、日托机构关门歇业,女性受雇最多的服务型企业也遭到严重冲击,仅在过去一年,就有超过230万名女性离开了劳动力市场。

“领英必须纠正其对女性的隐性偏见。”希瑟·博伦在为Better Marketing撰写的一篇文章中写道。这篇文章于3月8日发表在写作阅读平台Medium上,标题为《招聘平台稍作调整即可造福数百万试图重返职场的女性》(How a Simple Platform Fix Can Help Millions of Women Trying to Re-enter the Workforce)。

“出人意料,作为一家全球领先的职场社交平台,领英竟然没有预设产假、育儿假、收养假、病假、丧假、老年护理假,或长期伤害/疾病、教育/再培训、志愿服务、长期旅行、空档年、公休假或疫情休假等选项。”博伦写道。“这种状况难免令人灰心丧气。实在难以想象,在2021年的当下,像‘产假’这样寻常的必要选项依然需要用户手动输入。”

她的批评与领英高管的想法不谋而合,后者表示,更大规模的升级更新早已在酝酿之中。领英的工程总监贝夫·阿耶恩尤在接受《财富》杂志采访时说:“我完全同意这种观点,我们确实应该为用户提供更多选项,方便其在简历上描述就业空窗期的工作,进而重塑招聘对话。”

阿耶恩尤称,3月30日公布的简历系统调整属于“临时措施”,领英将继续推动对数字简历系统进行更全面的改革。领英表示,未来数月,公司计划为那些离开职场已经有一段时间的人士提供更加灵活的选项和更合宜的措辞,比如允许用户在简历中为就业空窗期创建单独栏目,与其在岗时段做出明确区分,同时还将提供10种不同类型的离岗原因供用户选择,例如“育儿”、“家庭护理”和“公休假”等。

作为简历改版工作的组成部分,该公司还于3月30日宣布了其它几项调整,比如正式设置“性别代词”(gender pronouns,体现自己的性别身份)专用字段,供领英用户在自己的简历中添加性别代词。用户要求领英添加“性别代词”字段的呼声由来已久,但一直只能够通过非正式途径(例如在姓名后加上性别代词)来彰显自己的性别身份认同,直到现在才有所改观。

阿耶恩尤称:“性别代词是我们身份认同的核心内容,也是我们展现自我的方式,我们相信,在就业市场中,明确性别代词具有极为重要的意义。”

他补充道,由于改版的技术难度较大,领英的简历改版工作“耗费的时间超出了预期。”他说:“简历是整个领英生态的核心和基础所在,所以在进行改版时我们必须格外谨小慎微、深思熟虑。现在,我们终于快要成功了,新系统即将推出,对此我们感到非常激动。”

在听闻领英推出改版方案后,博伦非常激动,她说:“这是一个令人兴奋的消息,领英或将让有关‘就业空窗期’的对话实现正常化。”作为星巴克(Starbucks)的前员工,博伦在生育之后离开了劳动力市场,她现在的身份则是某在线教育初创企业的创始人。

她补充道:“暂时离职之后想要重返职场没有什么不好意思的,在疫情肆虐、大量女性离开工作岗位的背景下尤其如此。”(财富中文网)

译者:梁宇

审校:夏林

多年以来,那些暂离职场的母亲一直要求领英(LinkedIn)对数字化公开简历进行改版,使其能够更全面地反映她们在照看家人方面所做的工作。

现在,她们终于有了更好的选择。3月30日,微软公司(Microsoft)旗下的专业社交网站推出了多个全新职位名称,其中就包括“全职妈妈”,方便全职父母及其他照看家人的人士可以更加准确地描述自己在离职期间都在做些什么。领英还取消了简历所有条目(例如“全职爸爸”)均须对应某一特定企业或雇主的要求。

就Medium上一篇批评领英措辞缺乏灵活性、未向离岗女性提供适当简历选项的文章,《财富》杂志于今年3月初征询了领英意见,领英做出上述调整则是在此之后。受新冠疫情影响,众多学校、日托机构关门歇业,女性受雇最多的服务型企业也遭到严重冲击,仅在过去一年,就有超过230万名女性离开了劳动力市场。

“领英必须纠正其对女性的隐性偏见。”希瑟·博伦在为Better Marketing撰写的一篇文章中写道。这篇文章于3月8日发表在写作阅读平台Medium上,标题为《招聘平台稍作调整即可造福数百万试图重返职场的女性》(How a Simple Platform Fix Can Help Millions of Women Trying to Re-enter the Workforce)。

“出人意料,作为一家全球领先的职场社交平台,领英竟然没有预设产假、育儿假、收养假、病假、丧假、老年护理假,或长期伤害/疾病、教育/再培训、志愿服务、长期旅行、空档年、公休假或疫情休假等选项。”博伦写道。“这种状况难免令人灰心丧气。实在难以想象,在2021年的当下,像‘产假’这样寻常的必要选项依然需要用户手动输入。”

她的批评与领英高管的想法不谋而合,后者表示,更大规模的升级更新早已在酝酿之中。领英的工程总监贝夫·阿耶恩尤在接受《财富》杂志采访时说:“我完全同意这种观点,我们确实应该为用户提供更多选项,方便其在简历上描述就业空窗期的工作,进而重塑招聘对话。”

阿耶恩尤称,3月30日公布的简历系统调整属于“临时措施”,领英将继续推动对数字简历系统进行更全面的改革。领英表示,未来数月,公司计划为那些离开职场已经有一段时间的人士提供更加灵活的选项和更合宜的措辞,比如允许用户在简历中为就业空窗期创建单独栏目,与其在岗时段做出明确区分,同时还将提供10种不同类型的离岗原因供用户选择,例如“育儿”、“家庭护理”和“公休假”等。

作为简历改版工作的组成部分,该公司还于3月30日宣布了其它几项调整,比如正式设置“性别代词”(gender pronouns,体现自己的性别身份)专用字段,供领英用户在自己的简历中添加性别代词。用户要求领英添加“性别代词”字段的呼声由来已久,但一直只能够通过非正式途径(例如在姓名后加上性别代词)来彰显自己的性别身份认同,直到现在才有所改观。

阿耶恩尤称:“性别代词是我们身份认同的核心内容,也是我们展现自我的方式,我们相信,在就业市场中,明确性别代词具有极为重要的意义。”

他补充道,由于改版的技术难度较大,领英的简历改版工作“耗费的时间超出了预期。”他说:“简历是整个领英生态的核心和基础所在,所以在进行改版时我们必须格外谨小慎微、深思熟虑。现在,我们终于快要成功了,新系统即将推出,对此我们感到非常激动。”

在听闻领英推出改版方案后,博伦非常激动,她说:“这是一个令人兴奋的消息,领英或将让有关‘就业空窗期’的对话实现正常化。”作为星巴克(Starbucks)的前员工,博伦在生育之后离开了劳动力市场,她现在的身份则是某在线教育初创企业的创始人。

她补充道:“暂时离职之后想要重返职场没有什么不好意思的,在疫情肆虐、大量女性离开工作岗位的背景下尤其如此。”(财富中文网)

译者:梁宇

审校:夏林

For years, mothers who've temporarily stopped working have asked LinkedIn for more ways to reflect a caregiving hiatus on their public, digital resumes.

Now they’re finally getting some better options. On March 30, the Microsoft-owned professional social network is introducing several new job titles, including “stay-at-home mom,” to allow full-time parents and other caretakers to provide more accurate descriptions of their time away from the paid labor force. LinkedIn is also removing its requirement that any resume entry—for example, “stay-at-home dad”—must be linked to a specific company or employer.

LinkedIn made these changes after Fortune asked for comment, at earlier March, on a Medium post criticizing the social network’s lack of flexible language or profile options for women who leave the labor force. More than 2.3 million women have done so in the past year alone, as the COVID-19 pandemic closed schools and daycares and decimated the service-oriented businesses that employ majority-female workforces.

“LinkedIn must remedy its implicit bias against women,” Heather Bolen wrote in a March 8 post headlined “How a Simple Platform Fix Can Help Millions of Women Trying to Re-enter the Workforce,” for the Better Marketing publication on Medium.

“Strikingly, there are zero pre-populated options on LinkedIn to identify maternity leave, parental leave, adoption leave, sick leave, bereavement leave, elderly care leave, or for long term injury/illness, education/re-training, volunteering, long term travel, a gap year, a sabbatical — or for a pandemic,” Bolen wrote. “I’m left feeling disheartened and wondering why it is still necessary, in 2021, to manipulate a global platform like LinkedIn for something as common and essential as maternity leave.”

Her critiques resonated with LinkedIn executives, who say bigger fixes have long been in the works. “I wholeheartedly agree that we need to normalize employment gaps on the profile to help reframe hiring conversations,” Bef Ayenew, director of engineering at LinkedIn, tells Fortune.

Ayenew says that the profile changes announced on March 30 are “a stopgap solution,” as LinkedIn continues working on a more comprehensive overhaul of its digital resumes. In the coming months, LinkedIn says it will provide new flexibility and language to those who have stopped working for a period of time. One planned change will allow users to create separate resume sections for employment gaps—clearly delineated from the rest of their paid work experience—and choose one of 10 different types of hiatus, including "parental leave," "family care leave," or "sabbatical."

As part of its larger profile redesign, the company on March 30 also unveiled several other changes, including a dedicated, formal field for LinkedIn users to add their gender pronouns to their profiles. Such a pronoun entry has also been long requested by many LinkedIn users, who until now have found informal workarounds (like adding their pronouns to the end of their names).

“Pronouns are a core part of our identity, and how we want to present ourselves—and within the jobs marketplace, we believe that clarity about someone’s gender pronouns is very, very important,” Ayenew says.

He adds that making all of these changes to LinkedIn’s profiles “has taken more time than we would like” because of the degree of technology redesign it has required. “The profile is very, very core and foundational to our entire ecosystem—so we have to be very careful and deliberate about the changes we make,” he says. “We are finally getting to it—and we're excited to be rolling it out.”

Bolen, for her part, was thrilled to hear about LinkedIn's planned changes. "It's exciting: There's the potential for LinkedIn to just normalize the conversation" around employment gaps, said the former corporate Starbucks employee, who left the paid workforce when she started having children, and who is now the founder of an online-education startup.

"There shouldn’t be shame in trying to be open about taking time off and then wanting to come back," she added. "That’s even more the case with the pandemic, and all the women leaving the workforce."

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