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It is true that many female employees cannot be promote to a senior position as ever, and even choose to leave their workplace forever, as a consequence.
The main cause of this issue is the lack of social welfare regulation to prop up women's work position. Since a lot of women must take a rest at least one year to take care of their baby, female workers have many periods of blank away from a work environment. When they come back to their work, most of them must spend much time on adapting their job, and it limits or delays their promotion. Furthermore, many companies avoid employing those who left from work for a long time. For example, in Korea, over the half of the woman office workers have experienced being refused reinstatement from their employers after maternity leave, with the result that many female workers leave the workplace or even choose a part-time job.
In order to solve, or at least minimise the effect, more feasible and practical measures are implemented by the government and companies. Firstly, all of the corporations ensure women reinstate in their work position even if they have a long-term break. For this, the government should regulate and also oversee whether they are refusing those who have a long time off. Additionally, the state invests companies to built more nursery in the office building and create job education programs to help women after a break. Through these implementations, we can help women adjust successively in their workplace after maternity leave and act as vital roles in their position. Also, they can be promoted to a senior position the same as male workers.
In conclusion, even though there are still lots of limits to discouraging female workers' promotion, we can solve or minimise effects through plausible measures such as ensuring reinstatement and creating more nursery and work education in the companies.
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