Gender inequality has long been one of the major concerns of the international and domestic authorities as it brings about not only imbalanced segregation in various social spheres but also undervalued the principle of human rights. Particularly in the employment area, women face challenging hindrance when their career prospects were jeopardised when they have to spare their time for reproduction and domestic housework. The success of women, if any, usually equals the sacrifice in personal life or means the temporary abandonment of domestic responsibilities. On the other side, the employers, in managing human resources, seem to hesitate from providing female workers, or on a larger scale, working parents, the chances to develop. With the continuous increase of working women in the workforce and the proved achievements of women in managerial roles within the workplace, it is necessary for the laws to be developed to keep up with the changing social attitudes towards gender equality and sustainable development of human resources.
This article will look at the flexible working arrangement provided by the Vietnam Labor Code 2012, from which it aims to discuss how the introduction and practice of flexible working arrangements could respond to the call for promoting gender equality and the improvement of a family-friendly working environment. These constitute the basis for more suitable workplace management in the sense that improving human resources plays an essential role in assuring sustainable development of the business.
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