摘 要：随着社会进步与性别意识的觉醒，企业人力资源管理中的性别平等问题日益受到关注。本研究旨在探讨当前企业在招聘、晋升、薪酬及职业发展等方面存在的性别差异，并分析其成因与影响机制。研究采用定量与定性相结合的方法，通过问卷调查和深度访谈收集数据，样本涵盖不同行业、规模及地区的企业员工与管理者。结果表明，尽管法律与政策对性别平等提供了保障，但隐性歧视仍广泛存在，尤其在高层职位分布和薪酬水平上表现出显著性别差距。此外，传统性别角色观念与组织文化是制约性别平等的重要因素。本研究创新性地引入了“结构性不平等”视角，揭示了制度与文化层面的深层次问题，并提出优化人力资源管理实践的具体建议。研究的主要贡献在于为推动企业性别平等提供理论支持与实践指导，同时为企业制定公平包容的人力资源政策提供了参考框架。
关键词：性别平等；人力资源管理；结构性不平等；隐性歧视；职业发展
A Study on Gender Equality in Enterprise Human Resource Management
英文人名
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Abstract：With social progress and the awakening of gender consciousness, gender equality in corporate human resource management has increasingly drawn attention. This study aims to explore existing gender disparities in recruitment, promotion, compensation, and career development within current enterprises, as well as analyze their causes and impact mechanisms. By employing a mixed-methods approach combining quantitative and qualitative data collection through questionnaires and in-depth interviews, the study gathers data from employees and managers across enterprises of varying industries, sizes, and regions. The findings indicate that, despite legal and policy safeguards for gender equality, implicit discrimination remains pervasive, particularly manifesting as significant gender gaps in the distribution of senior positions and salary levels. Moreover, traditional gender role perceptions and organizational culture are identified as critical barriers to achieving gender equality. Innovatively, this study introduces the perspective of "structural inequality" to uncover deeper institutional and cultural issues, offering specific recommendations for optimizing human resource management practices. The primary contribution of this research lies in providing theoretical support and practical guidance for advancing gender equality in enterprises, while also furnishing a reference fr amework for organizations to develop fair and inclusive human resource policies.
Keywords: Gender Equality；Human Resource Management；Structural Inequality；Hidden Discrimination；Career Development
目 录
引言 1
一、性别平等的理论基础 1
(一)性别平等的概念界定 1
(二)人力资源管理中的性别议题 2
(三)理论框架与研究意义 2
二、性别平等在招聘中的实践 3
(一)招聘环节的性别偏见分析 3
(二)公平招聘政策的设计与实施 3
(三)案例研究 4
三、性别平等在职业发展中的挑战 4
(一)职业晋升中的性别障碍 4
(二)培训与发展资源的性别分配 5
(三)构建支持性别平等的职业路径 5
四、性别平等的企业文化构建 6
(一)企业文化对性别平等的影响 6
(二)推动性别平等的文化策略 6
(三)可持续发展的性别平等文化 7
结论 7
参考文献 2
致谢 2
