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Each year from August 1st to 7th is the “World Breastfeeding Week” established by the United Nations. The community attaches great importance to breastfeeding and improving baby’s health both in the work place and public places by establishing nursing rooms， in order to create conditions for working women to breastfeed.
World Breastfeeding Week not only promotes breastfeeding， but also raises the concerns and hardships of the breastfeeding mothers to the public. Nevertheless， although breastfeeding mothers have all kinds of hardships， there are still more and more women who choose to stay in the workplace after giving birth.
每年的8月1日至7日是联合国设立的“世界母乳喂养周”，倡议社会各界重视和支持母乳喂养以改善婴儿健康，在工作场所和公共场所建立哺乳室，为职场妈妈进行母乳喂养创造条件。
母乳喂养周在提倡母乳喂养的同时，也将背奶妈妈的艰辛置于入公共视野。然而，虽然众所周知背奶妈妈有各种各样的不便和辛酸，还是有越来越多的女性选择在生育后留在职场。
Postpartum Women’s Choice： Motherhood or Career
产后女性返职热潮：母爱or事业？
In recent years， many countries have increased proportion of postpartum women who choose to go back to work. Compared with the past when it was popular to be a fulltime mother， at present， the career mother has become the pursuit of more and more women.
The World Health Organization’s statistics show that from the year 2006 to 2012， only 25% of infants in European region were breastfed for 6 months after birth， compared to South East Asia where the ratio was 43% The latest data from 21 countries in the European region show that in spite of the region’s large data collection， only 13% of infants received breastfeeding for the first 6 months. This is much lower than the global level. Data show that early breast feeding rates were high in some European countries， but the rate of breastfeeding declined sharply after 6 months. This ratio indirectly shows that many women in the European region after 6 months of birth give up breastfeeding due to various reasons， and returning to the workplace being one of those factors.
近年来，很多国家产后复出女性大比率增加，与过去更流行全职妈妈相比，目前，职场妈妈成了更多女性的追求。
世卫组织的统计数据显示，在2006-2012年，只有25%的欧洲地区婴儿在出生后6个月得到纯母乳喂养，而这个比例在东南亚地区为43%。来自欧洲区21个国家的最新数据显示，尽管区域内的数据起伏较大，但平均只有13%的婴儿在前6个月获得了纯母乳喂养。这个比例远低于全球所倡导的水平。数据显示，早期母乳喂养率在一些欧洲国家比例较高，但纯母乳喂养率在婴儿出生后6个月急剧下降。这个比例间接说明欧洲地区很多女性在婴儿6个月后因为种种原因放弃了对孩子更好地纯母乳喂养，而这其中，重返职场是一个不可忽视的因素。
In Canada， it is common to see career women after birth. Random checks show that in Canada， most women believe that even after having two children， they are more inclined to go to work， although there is not much difference in the monthly salary after tax and the expenditure of sending two children to the nursery. In many large companies in Canada， women of middle-class managers or above do not work； they tend to be fulltime mothers. But also when the children go on to junior high school， where children are more independent， the mothers return to the workplace. A report on employment in 2011 shows that according to the Canada’s Bureau of Statistics， 48% are of the employers are female. Although there is no statistics on fulltime mothers， according to the data， it can be inferred that a small portion of mothers are fulltime at home. A British magazine named Mother and Baby launched a survey in 2013， which shows that more than half of the career mothers cannot stay at home to take care of their children and feel guilty， but at the same time， there are 94% of mothers who admitted that going to work can set a good example for their children. Official figures of 2013 show that the number of mothers who do not work in UK has fallen to the lowest in twenty years.
The situation is reversed in the United Sates， fulltime mothers is less than 30%. According to this year’s Pugh Research Center report， the data show that in those with less than 18 months infant， 29% are fulltime mothers. This， compared with 23% in 1999， which is comparatively low in recent years， is a large improvement. But in recent years， the United States public opinion is supporting the working mother. Over the past few decades， the number of female employment in the United States continues to rise. US Census Bureau figures show that in 2012， when the child reaches 18 years old， 71% of mothers joined the ranks of employment. In 1974， the figure was 47%. In Children aged under 3， 60% of the mothers choose to work. In a 2013 report by the Pugh Research Center， 40% of women are the only or primarily provider in the family.
In addition， even in in Japan， where the majority of mothers are fulltime， in recent years， there is a trend of going back to office after giving birth. These women， mostly with children entering primary school， find a new job or return to ones’ former career.
加拿大普通职工家庭职场妈妈更常见。随机抽查显示，在加拿大，多半女性认为即便是在有两个孩子以后，他们也更倾向于去上班。虽然送两个宝宝到托儿所，其每月支出和税后工资相差无几。而加拿大很多大公司中层经理以上的太太都不工作，她们更倾向于做全职妈妈，然而，即便是这些条件允许、价值观更倾向于全职太太的母亲，也有很多在孩子们上了初中，生活和学习能够完全独立之后，试图重返职场。2011年加拿大统计局的一份关于就业的报告表明，在就业的人口中，48%的为女性。虽然没有关于全职妈妈的直接数据，但根据这个数据可以推测出全职在家的妈妈应该占很小的比例。
英国一家名为《母亲和婴儿》的杂志曾在2013年展开一项调查，调查显示，有超过一半的职场妈妈对自己无法留在家中照顾孩子而感到内疚，然而同时也有94%的妈妈承认，外出工作可以为子女树立一个很好的榜样。2013年的官方数字显示，英国不工作的妈妈数量已降至二十年来的最低。
而在形势逆转的美国，全职妈妈也不足30%。据今年“美国皮尤研究中心的报告”的数据显示：拥有18个月以下儿童的妈妈中有29%是全职妈妈。这和近年较低的1999年的23%的数据相比，有了很大的提升。然而近年来，美国社会公众舆论还是支持在职妈妈。过去几十年来，美国女性就业人数不断攀升。美国人口普查局数字显示，2012年，孩子年龄在18岁以下的母亲中，有71%加入了就业大军；1974年，这一数字为47%。孩子年龄在3岁以下的母亲中，有60%选择就业。皮尤研究中心2013年一份报告中说，40%的女性是家庭中唯一或主要供养人。
另外，即便是在全职妈妈居多的日本，近年来也掀起了一股家庭主妇复出职场的热潮。这些女性，大多在孩子进入小学后返回职场，或重操旧业，或另谋新职。
In China， many of the career mothers who come back to work after maternity leave， are named “milk carriers”， because they use their spare time for milking and go back home at night for milking the second days ration. However， due to the lack of necessary conditions， in the dilemma， many mothers choose to give up breastfeeding. In the Chinese cities， only 15.8% of 0 to 6 months infants are breastfed， far lower than that in Chinese children’s development program which determines a 50% feeding rate. According to the Beijing news recently launched survey， all of the mothers who received the survey have tried breastfeeding， but 30% of mothers stop in the first half of the year after returning to work. 4% of the mothers stop breastfeeding the moment they go back to work. Only 25% of mothers go on breastfeeding for a year or more and 43% go on for 6 to 12 months. The People’s Daily Overseas Edition in 2013 quoted the statistics of British National Bureau tp show that in the United Kingdom， a large number of Chinese housewives take care of the children till a certain age， then go on to find jobs to reduce family pressures. It became a trend of going back to work in Chinese in UK.
In Germany， the situation seems to be more serious. According to the German Federal Institute of Population Research Studies， the country’s average child per woman is 1.4， lowest birth rate in any European country. And this is not a simple explanation of the objectives reasons such as nursery not being enough. In Germnay， women choosing to work is seemed as neglecting her child， while the father is believed not as well as the mother in looking after and educating the child. In this case， whether it is a housewife or mother who works while taking care of children， it seems that women are not attracted. So many people choose not to have children.
而在中国，许多职场妈妈休完产假上班后，为了坚持母乳喂养，成为“背奶族”：上班时利用工作间隙挤奶，晚上背回家给宝宝当第二天的口粮。但因缺乏必要的条件，这条路异常艰辛，两项抉择下，许多妈妈无奈选择放弃了母乳喂养。在中国城市，0至6个月婴儿纯母乳喂养率为15.8%，远低于中国儿童发展纲要确定的50%喂养率目标。新京报近日发起的调查显示，所有接受调查的妈妈们都采取了母乳喂养，但30%的妈妈在上班半年内就停止了母乳喂养，其中有4%的妈妈上班就断奶。只有25%的妈妈坚持到了一年以上，43%的妈妈坚持了6-12个月。
《人民日报海外版》2013年曾援引英国国家统计局当年9月数据显示，在英国，为数众多的华人家庭主妇在照顾孩子到一定年龄后，主动寻找全职或兼职工作以减轻家庭经济压力，这逐渐成为一股席卷英国的华人主妇返职热潮。
而在德国，形势似乎更加严峻：据德国联邦人口研究所研究表明，该国平均每个妇女生育不到1.4个孩子，在欧洲诸国中生育率最低。而这并不是诸如托儿所不足等客观原因能简单解释的。在德国母亲工作被视为对孩子的忽视，而父亲则被认为没有母亲会照顾和教育孩子。在这种情况下，无论是作家庭妇女，还是边抚育孩子边工作，对女性似乎都没有吸引力。于是不要孩子就成了很多人的选择。
Returning Boom： Mother and Child Interests do not Conflict
返职热潮：母婴利益并不冲突
Traditional family values are “Men are outside， women are inside”， but with the developed economic and spiritual civilization at present， women’s health level and education level have greatly improved， and modern women have more choices.
Under the impact of the social tide， female self-value has risen. More and more women want to show themselves in the workplace and realize their personal values and personal pursuit， rather than take care of their husband and children at home with no choice.
Many career women said that although they face discrimination in the workplace， they did not get their undergraduate or even postgraduate degree for “Knowing how to do calculations in the vegetable market， knowing which combination of food can he harmful for health while cooking or telling their children how to pronounce ABC authentically.” Women with high education degree returning home is a waste of social resources”， say many net users. 传统家庭观念是“男主外，女主内”，然而在经济、精神文明都较为发达的现在，女性的健康水平和受教育水平均有大幅提高，现代女性拥有更多的选择和更广阔的天空。
在社会浪潮的冲击下，女性自我价值实现意识崛起，更多女性想要在职场一展拳脚，实现自己的个人价值和个人追求，而不仅仅是毫无选择地放弃一切在家相夫教子。
很多职业女性表示，虽然目前社会对于女性就业有很多歧视，但她们读重点大学甚至研究生，不是为了“买菜时知道十元三斤比五元一斤便宜，做饭时知道海鲜和维生素会生成砒霜，或者带孩子时能顺手用纯正英音教个ABC”的。“高学历女性回归家庭是对社会资源的浪费，”部分网友如是说。
American woman writer Stephanie Coontz wrote in her book The Triumph of Working Mother， that no matter in which salary class， stay-home-mom is more likely to be sad， angry and prone to depression than those who work. According to the 2011 University of North Carolina at Greensboro， Cheryl Buehler and Marion O’Brien， published articles in the Journal of Family Psychology pointed out that mothers who work part-time are happier than stay-home-moms. Compared with fulltime mothers， mother with semi and full time jobs are less likely to have depression， and they have no significant difference in their views of family with the stay-home-moms.
In fact， many stay-home-moms are not so “willing”. They usually choose to quit their jobs to take care of the baby with a “heroic martyrdom” attitude. They think this is a sacrifice for the child， or even “forced” by economic factor. Such negative emotions， if not resolved in time， it is easy to cause a stay-home-mom irritability or depression. In contrast， the general career mothers think their lives are out of their choices， rather than for life’s passive pressures.
Studies have shown that stay-home-moms may face greater pressure， they need to face the boring life， and her husband and friends drifting further and further away. They have fewer and fewer common hobbies. There may even be a nanny or the pressure of lesser income. Maybe they even need to worry about the outstanding females around their husband， worrying that they are no longer attractive with the fading beauty. The society usually underestimate the value of contribution of stay-home-moms， and even think that they need to rely on the spouse to live， which also makes a lot of women willing to focus on workplace， so as to be recognized by the society.
It can be said that in many countries， the title of stay-home-mom is easy to make people have a sense of crisis， and being stay-home-mom for a long time will make them worry that they are not good enough， don’t have authority， worried that they lost their charm， and even afraid that the efforts made by them will not be recognized by the society.
In addition， most of mothers think， going to work can set a good example for their children， can educate them better. Almost all mothers want to spend more time with their children， but many mothers want to set up their own success in front of the child， creating the image of authority， and using their own case to motivate the children. 美国女作家Stephanie Coontz在《职场妈妈的胜利》（The Triumph of Working Mother）中说，无论是哪个薪资阶层，全职妈妈（Stay-home-mom）都比职场妈妈（working mother）要忧伤、愤怒、甚至更容易患忧郁症。根据2011年美国北卡罗来纳大学格林斯伯勒分校的人类发展和家庭研究的教授谢丽尔·比埃勒博士和马里昂·奥布莱恩博士发表在《家庭心理学》杂志上的文章指出：兼职工作的妈妈比全职妈妈更有幸福感。而全职工作的妈妈在各项评分中也不逊色。和全职妈妈相比，半职和全职工作的妈妈较少得抑郁症，而他们和全职妈妈对于家庭的看法无显著差异。
事实上，有不少全职妈妈并没有那么“心甘情愿”，她们在选择辞职专心照顾宝宝时，往往带着一股“英勇就义”的态度，认为这个选择是为了孩子牺牲，甚至是因为经济因素“迫不得已”。这样的消极情绪如果没能及时化解，就容易造成全职妈妈敏感易怒或者抑郁。而相反，一般的职场妈妈则多认为目前的生活是出于自身选择，而不是因为被动的生活压力。
研究表明，全职妈妈可能面临更大的压力，她们需要面对枯燥的生活，和老公和朋友生活环境渐行渐远，共同话题越来越少；甚至还有可能彻底变身为大家眼中的保姆，或者承受收入变少以后的压力；说不定还要担心老公身边的优秀女性，担心自己化身“黄脸婆”再无竞争力。而社会对于全职妈妈所做贡献“估值”普遍偏低，甚至觉得其需要依附配偶生活，这也使得很多女性更愿意将精力投向职场，从而受到社会的认可。
可以说，在很多国家，全职妈妈这一称号都容易让人有危机感，做久了全职妈妈，会担心自己不够优秀，怕自己没有权威，担心自己失去魅力，更怕所做的努力不被社会所承认。
此外，大部分妈妈认为，外出工作可以为孩子树立好的榜样，可以更好更有利的教育孩子。几乎所有妈妈都想花更多的时间陪伴孩子，但不少妈妈更希望自己能在孩子面前树立起成功、权威的形象，能用自己作为实例激励指导孩子。
A 2012 UK Survey shows that stay-home-moms’ family is more likely to have difficult children than that of working mothers. This is the opposite of thinking that if the mother has more time to spend with the child it is better for the growth of the child.
It is easy to understand， the wider the horizon of the mother is， the broader the world the child is accessible to. The mothers’ mental state and spiritual life can be directly and indirectly transmitted to or influence the child. Some mother even think that they need to come in contact with society， to understand the “Beauty and Craze”， in order to protect their children.
Those working mothes with female children are more able to provide examples and motivation for them. Based on the girl’s rebellion psychology， the more the mother makes her worship her， the more she is willing to trust the mother， which plays an important role for the mothers to master and give guidance to their adolescent changes.
Researchers from Harvard University Business School found that the return of the mother to the workplace would be good for their daughter’s future career development. The researchers selected data from the “family and social gender role change” in the international community survey， covering 24 countries in North and South America， Australia， Europe， Asia and the Middle East. The results show that compared to the daughters of stay-home-moms， the daughter of working mothers are more likely to find jobs in adulthood， and the longer hours they work， they more salary they get and they are more likely to be promoted to management positions. Author Stephanie Coontz says， through 70 American reports， working mothers have no obvious negative effect on their children’s growth. The UK’s report shows that in the families where both parents are working and the families where only the father are working， the male children growth is almost the same， and the female children have fewer problems for the formal. A report from Norway says the children’s behavior problems has no direct relation with the time they spend in the nursery.
Kathleen Gerson of New York Times also did an investigation of these reports， and found that 80% of children with working mothers had better prospects. Nearly half of fulltime mother’s children hoped that their mother did not choose to become a housewife.
2012年的一个英国调查报告表明，全职妈妈家庭所出问题孩子比职场妈妈家庭里的孩子要高，这和大家普遍理解的全职妈妈付出的时间越多，对孩子的健康成长越好完全相反。
道理很容易理解，妈妈拥有更宽阔的眼界，孩子就更容易接触到更宽广的世界。母亲所能接触到的新鲜事物，母亲的精神状态和精神生活，都会直接或间接传递到或影响到孩子。有一些母亲甚至认为需要接触社会，了解这个社会的“美好与疯狂”，才能更好地保护自己的孩子。
拥有女孩的职场妈妈则更多能为女孩，尤其是青春期的女孩提供榜样和激励。基于小女生的逆反心理，妈妈越是让她崇拜，她越是愿意亲近和信赖，这对于母亲对她们青春期的转变及时掌握和指导起到极其重要的作用。
美国哈佛大学商学院的研究者发现，母亲重返职场会为女儿今后的事业发展带来好处。研究者从国际社会调查项目中的“家庭和社会性别角色变化”部分选取了数据资料，涵盖了南北美洲、澳大利亚、欧洲、亚洲和中东地区等的24个国家。分析结果显示，与全职母亲的女儿相比，职业母亲的女儿在成年时更容易找到工作，工作时间更长，薪水更为丰厚，更有可能做到管理岗位。
作者Stephanie Coontz说，经过美国的70多份报告表明，职场母亲的工作选择对孩子成长没有明显的负面影响；英国的报告证明双亲都工作比只有父亲工作的家庭，男孩的成长没有明显不同，女孩则在前者的家庭中问题要少一些；挪威的报告证明，孩子的行为问题和在托儿所待的时间没有直接关联。
《纽约时报》的Kathleen Gerson对此也做过调查，她的调查对象中，80%拥有一个职场妈妈的孩子认为这是对他们的家庭最有利的选择。而将近一半全职妈妈的孩子则希望自己的妈妈没有选择做一个家庭主妇。
The Real Situation is not Optimistic
现实情况并不乐观
The discrimination of global market for female staff repeatedly increases the plight of workplace mothers.
In the UK， although employers say that they support female staff having children， there are still more than fifty thousand women in the workplace every year who are expelled or forced to resign. According to the survey， of every 10 working mothers， more than 1 has been expelled from the company. On average， of every 20 women， more than one person resigns after suffering adverse treatment and pressure after finishing her maternity leave. Survey said that the number of people forced to leave the workplace every year is up to 54000， doubled that of 10 years ago.
In North Africa or Middle East， men are 3 times more likely than women to have their own business， and women have no higher possibility to find jobs than 20 years ago.
全球市场对于女性职员的歧视，更加重了职场妈妈的困境。
在英国，尽管英国雇主表示支持女职员生儿育女，但每年却仍有超过五万名职场妈妈被开除或被迫辞职。据调查，平均每10名初为人母的职场妈妈当中，就有超过一人被公司开除；平均每20名女性当中，就有超过一人曾因为产假结束复职后，遭遇不良对待及压力而辞职。调查指出，每年被迫离职的职场妈妈多达54，000人，这人数比10年前类似的调查结果多出近一倍。 在北非或中东地区，生活中男性拥有自己的企业的几率是女性的3倍，而且女性找到工作的可能性比20年前未有明显好转。
Hillary Clinton and Chelsea Clinton initiated the first No Ceilings： The Full Participation Project comprehensive employment program. The report of it said， the health of women around the world and the level of education has been significantly improved， but their chances of making money is no more than 20 years ago. In fact， in the global labor force， women accounted for about 55%， and at the same time the men’s labor force participation is actually falling （82%）. Many women who are engaged in “underground” economic work are not counted， but the huge gap between men and women has not been reduced.
In 2011， 61% of women said they had been discriminated against in the process of looking for work. Women were often asked whether they would have a boyfriend of if they planned to have a child soon.
Many discriminations for women lie in “whether to have child”， and “when to have child”. It is common for female employer to be refused by company and to have “reduction in salary in disguised form” for birth and breastfeeding.
希拉里·克林顿母女发起的首项倡议“打破玻璃天花板：全面就业计划”发布的报告称，世界各地的女性的健康水平和受教育水平均有大幅提高，但是她们赚钱的机会却没有比20年前增加多少。事实上，全球劳动力大军中女性的占比在大约55%的水平线上陷入了停滞。与此同时，尽管男性的劳动参与率实际上是在下降的（为82%）——许多从事“地下”经济工作的女性并不被计算在内——但是男女之间的巨大差距并未缩减。
北京的政府机构妇女儿童工作委员会在2011年研究中报告说，61%以上的妇女说她们在找工作的过程中遭遇过歧视，女性申请者通常被问是否有男朋友或是否计划马上生孩子。
很多对于女性的歧视都围绕在“是否生育”、“何时生育”上，女职工因已婚未育被公司拒之门外，因生育、哺乳被单位“变相降薪”较普遍。
In addition， “women still face social and cultural customs which are a grim challenge”， “To Break the Glass Ceiling” Project Director Terry McCullough pointed out. In Asia， for example， in China， 64% of adult women participate in the process of economic growth. But in Japan， despite the long history of modern development and higher education level， only 49% of adult women work， mainly resulted by the stereotype for stay-home-moms from society. A survey shows that 60% of respondents believe that it is the most beneficial when one of the parents are at home， while more than half of the respondents believe that women should take responsibility of it. In Germany， women are considered to be irresponsible if they send their children to nursery organizations， which even leads to that a lot of women to not have children rather than be considered an irresponsible mother.
Milk carrier mothers’ hardships makes many working women in a dilemma. According to the Beijing News survey， although all respondents have taken up breastfeeding， nearly 1/3 of the mother stop it in the first half of the year. Inconvenience at the workplace to carry milk， work pressure and reduction of breast milk are all become reasons to stop breastfeeding. In addition， feeling guilty to the children， sorry about missing their children’s growth and high cost of nursery are all obstacles for the development of working mothers. Many fulltime mothers said although they want to continue working， for the development of children， as well as economic pressure， them choose to be stay-home-moms.
此外，“女性仍然面临着社会文化习俗的严峻挑战”，“打破玻璃天花板”项目的主管泰瑞·麦卡洛指出。以亚洲为例，在中国，64%的成年女性参与到经济增长过程中来。但是在日本——尽管有较长的现代发展史和较高的受教育水平——只有49%的成年女性工作，看重全职妈妈角色的社会成见是导致这一现象的主要原因。一项调查表明，有60%的受访者认为父母一方全职在家会对孩子最有益，而半数以上的受访者认为女性更应该承担这样的责任。在德国，女性将孩子送入托管单位被认为是不负责任的，这甚至导致很多女性采取了不生孩子的办法，也不想被认为是“不负责任的母亲”。
背奶妈妈的艰辛，也让很多职场妈妈左右为难。《新京报》近日发起的调查显示，虽然所有受访者都采取了母乳喂养，然而近三分之一的妈妈在上班半年内就将其停止。单位不方便背奶、工作压力大、母乳量减少等成为上班后放弃母乳喂养的原因。
此外，对孩子的愧疚，错过孩子成长的遗憾，以及昂贵的托儿费用，也都是职场妈妈群体扩大的障碍。很多全职妈妈表示，虽然很想继续工作，但为了孩子的发展，以及经济压力的迫使，她们还是选择了做全职妈妈。
How to Protect Women’s Employment Rights？
如何保障女性的就业权利？
The protection of women’s employment rights is not a regional or industrial issue， but the need of the global community to give attention and support， form policies and business models so as to ensure that women do not have to choose between children and career.
In this year’s World Breastfeeding Week， the World Health Organization and the international labor organization carried out a joint campaign， emphasizing the support of breastfeeding in the workplace to help the whole society’s health. They will make the enterprise to save money， boost employee morale and help parents work at ease. Therefore， the World Health Organization and the labor organization urged lawmakers to ensure that at least four months of paid maternity leave， require employers to provide special places and guarantee time for nursing mothers in the workplace， preventing workplace discrimination against women and mothers. At the same time， the employer is required to comply with the relevant laws of the state of paid maternity leave， provide lactation place and time and to the mother， provide on-site childcare facilities， flexible working time and working at home， part-time working and allow mothers to work with their infant brought. The labor union should explain to the women their rights， ensure the sound of breastfeeding women are heard in the negotiation and discussion， and promote the including of mother rights to the collective agreement. In addition， there are requirements for colleagues to provide support to mothers who need breastfeeding time and flexibility， and encourage them with a positive attitude， realizing that it is a special period for the months after birth. 保障女性就业权利不是地区性、行业性的问题，而是需要全球全社会都给予关注和支持的，从政策、社会、社区、家庭，到企业和商业模式，从而保证女性不必在孩子和事业间艰难抉择。
在今年的“世界母乳喂养周”，世卫组织与国际劳工组织联合开展宣传行动，强调在工作场所支持母乳喂养有助于全社会健康，会使企业省钱，能够提振员工士气，而且有助于父母安心工作。为此，世卫组织和劳工组织要求立法者确保至少四个月带薪产假，要求雇主在工作场所为哺乳母亲提供专门场所和时间保障，防止工作场所歧视女性和母亲；同时，要求雇主遵守有关带薪产假的国家法律；提供哺乳场所和时间，并向母亲提供就地育婴设施、灵活工作机制、远程办公、兼职工作以及允许母亲携带婴儿上班等选择；要求工会向妇女说明其权利，确保在磋商和谈判中倾听母乳喂养妇女的呼声，并促进将母亲权益条款纳入集体协议；此外，要求同事向需要有母乳喂养时间和灵活性的母亲提供支持，以积极的宽容态度鼓励新生儿母亲，并认识到分娩后数月是特殊时期。
Professor of Public Management of Renmin University of China Liu Ying believes that in addition to the perfection of a sound system for female employees， protecting the basic reproductive rights of female employees and the implementation of maternity leave， it should be mandatory for employers to set up a buffer period， that is， after a certain period of the maternity leave， there should not be great change to the female employees’ work， and after the buffer period， appropriate assessment should be made to determine whether the job is adjusted.
Liu Minghui， Professor of Law School， China Women's University believes that in order to prevent the occurrence of discrimination in employment， in addition to the establishment of a special anti-discrimination law， we should draw lessons from Hong Kong and other places， establish the relevant regulatory bodies， monitor the implementation of gender equality law， recognize advanced units and punish illegal behavior. It can also mediate the sex discrimination disputes， to prevent the situation of “winning the lawsuit but losing the job”.
中国人民大学公共管理学院刘颖教授认为，除了完善针对女员工的规章制度，保障女员工的基本生育权利、落实生育假外，还应强制要求用人单位设置调岗缓冲期，即在女员工产假后一定时期对其工作不做大调整，缓冲期后作出相应评估再决定工作岗位是否调整。
中华女子学院法学院刘明辉教授则认为，为预防就业歧视行为的发生，除制定专门的反就业歧视法，还应借鉴香港等地的经验，成立相关监督实施机构，可以监督用人单位执行性别平等法，表彰先进单位，处罚违法行为。还可以调解性别歧视纠纷，避免发生“赢了官司丢了饭碗”的情况。
In addition， some of the relevant facilities and policies are also worthy of promotion， such as in the United States， Canada and Singapore， more and more companies are allowing the working mothers to bring their children to work. Part of the companies allow women to work and look after the children. Some company also set up "nursery service room" and other facilities which provide convenience for mothers in the workplace. Giving women the flexible time is also needed. Part of the companies in Shanghai， China have the policy of cutting wages and half-empolyment： young mothers can be based on the need to two days a week， a corresponding reduction in wages and benefits will be made， but the working state of the staff and their position in the company can be guaranteed. Finally， experts pointed out that children do not need a mother who wears a mask， and even if the mother quits the job， it is not recommended for her to take care of the child for 24 hours. If the mother has attachment to the workplace and tends to be reluctant， it is not good for the child. And a person's energy runs up to 8 hours， the excess may lead to an accident， and looked after by one person， the child is also more prone to boredom or dependence， which is not conducive to future development. Experts suggest that fathers should be more engaged to the care of the children， which benefits the development of both parents and children. Mothers should try to let fathers be participated in the family， and they themselves can put their energy in other things.
此外，一些企业的相关设施和政策也值得推广，比如在美国、加拿大和新加坡，允许在职妈妈带孩子上班的公司越来越多。部分公司允许刚生完孩子的女职员一边工作一边照看孩子。公司也设置“育婴服务室”等设施为职场妈妈提供便利。给予女性弹性时间也受到推崇。中国上海的部分公司推行削减薪水半就业的政策：年轻妈妈们可根据需要每周上两天班，工资福利相应减少，但能够保证员工连续的工作状态与公司职位。
最后，专家指出，孩子不需要戴面具的妈妈，而且即便妈妈离职，也不建议24小时看护。如果母亲对职场有眷恋，永远表现出犹豫不决的话，对孩子并不是一件好事。而且一个人的精力最多持续8个小时，超额可能导致精力不集中致使出现事故，并且长时间一个人看护，对孩子来说也更容易厌倦或形成依赖，不利于未来发展。专家建议，看护孩子的事让爸爸参与进来，对父母双方和孩子发展都更有好处。妈妈们尽量试着让爸爸多多的参与到家庭中来，而自己将精力解放出来用于他处。
World Breastfeeding Week not only promotes breastfeeding， but also raises the concerns and hardships of the breastfeeding mothers to the public. Nevertheless， although breastfeeding mothers have all kinds of hardships， there are still more and more women who choose to stay in the workplace after giving birth.
每年的8月1日至7日是联合国设立的“世界母乳喂养周”，倡议社会各界重视和支持母乳喂养以改善婴儿健康，在工作场所和公共场所建立哺乳室，为职场妈妈进行母乳喂养创造条件。
母乳喂养周在提倡母乳喂养的同时，也将背奶妈妈的艰辛置于入公共视野。然而，虽然众所周知背奶妈妈有各种各样的不便和辛酸，还是有越来越多的女性选择在生育后留在职场。
Postpartum Women’s Choice： Motherhood or Career
产后女性返职热潮：母爱or事业？
In recent years， many countries have increased proportion of postpartum women who choose to go back to work. Compared with the past when it was popular to be a fulltime mother， at present， the career mother has become the pursuit of more and more women.
The World Health Organization’s statistics show that from the year 2006 to 2012， only 25% of infants in European region were breastfed for 6 months after birth， compared to South East Asia where the ratio was 43% The latest data from 21 countries in the European region show that in spite of the region’s large data collection， only 13% of infants received breastfeeding for the first 6 months. This is much lower than the global level. Data show that early breast feeding rates were high in some European countries， but the rate of breastfeeding declined sharply after 6 months. This ratio indirectly shows that many women in the European region after 6 months of birth give up breastfeeding due to various reasons， and returning to the workplace being one of those factors.
近年来，很多国家产后复出女性大比率增加，与过去更流行全职妈妈相比，目前，职场妈妈成了更多女性的追求。
世卫组织的统计数据显示，在2006-2012年，只有25%的欧洲地区婴儿在出生后6个月得到纯母乳喂养，而这个比例在东南亚地区为43%。来自欧洲区21个国家的最新数据显示，尽管区域内的数据起伏较大，但平均只有13%的婴儿在前6个月获得了纯母乳喂养。这个比例远低于全球所倡导的水平。数据显示，早期母乳喂养率在一些欧洲国家比例较高，但纯母乳喂养率在婴儿出生后6个月急剧下降。这个比例间接说明欧洲地区很多女性在婴儿6个月后因为种种原因放弃了对孩子更好地纯母乳喂养，而这其中，重返职场是一个不可忽视的因素。
In Canada， it is common to see career women after birth. Random checks show that in Canada， most women believe that even after having two children， they are more inclined to go to work， although there is not much difference in the monthly salary after tax and the expenditure of sending two children to the nursery. In many large companies in Canada， women of middle-class managers or above do not work； they tend to be fulltime mothers. But also when the children go on to junior high school， where children are more independent， the mothers return to the workplace. A report on employment in 2011 shows that according to the Canada’s Bureau of Statistics， 48% are of the employers are female. Although there is no statistics on fulltime mothers， according to the data， it can be inferred that a small portion of mothers are fulltime at home. A British magazine named Mother and Baby launched a survey in 2013， which shows that more than half of the career mothers cannot stay at home to take care of their children and feel guilty， but at the same time， there are 94% of mothers who admitted that going to work can set a good example for their children. Official figures of 2013 show that the number of mothers who do not work in UK has fallen to the lowest in twenty years.
The situation is reversed in the United Sates， fulltime mothers is less than 30%. According to this year’s Pugh Research Center report， the data show that in those with less than 18 months infant， 29% are fulltime mothers. This， compared with 23% in 1999， which is comparatively low in recent years， is a large improvement. But in recent years， the United States public opinion is supporting the working mother. Over the past few decades， the number of female employment in the United States continues to rise. US Census Bureau figures show that in 2012， when the child reaches 18 years old， 71% of mothers joined the ranks of employment. In 1974， the figure was 47%. In Children aged under 3， 60% of the mothers choose to work. In a 2013 report by the Pugh Research Center， 40% of women are the only or primarily provider in the family.
In addition， even in in Japan， where the majority of mothers are fulltime， in recent years， there is a trend of going back to office after giving birth. These women， mostly with children entering primary school， find a new job or return to ones’ former career.
加拿大普通职工家庭职场妈妈更常见。随机抽查显示，在加拿大，多半女性认为即便是在有两个孩子以后，他们也更倾向于去上班。虽然送两个宝宝到托儿所，其每月支出和税后工资相差无几。而加拿大很多大公司中层经理以上的太太都不工作，她们更倾向于做全职妈妈，然而，即便是这些条件允许、价值观更倾向于全职太太的母亲，也有很多在孩子们上了初中，生活和学习能够完全独立之后，试图重返职场。2011年加拿大统计局的一份关于就业的报告表明，在就业的人口中，48%的为女性。虽然没有关于全职妈妈的直接数据，但根据这个数据可以推测出全职在家的妈妈应该占很小的比例。
英国一家名为《母亲和婴儿》的杂志曾在2013年展开一项调查，调查显示，有超过一半的职场妈妈对自己无法留在家中照顾孩子而感到内疚，然而同时也有94%的妈妈承认，外出工作可以为子女树立一个很好的榜样。2013年的官方数字显示，英国不工作的妈妈数量已降至二十年来的最低。
而在形势逆转的美国，全职妈妈也不足30%。据今年“美国皮尤研究中心的报告”的数据显示：拥有18个月以下儿童的妈妈中有29%是全职妈妈。这和近年较低的1999年的23%的数据相比，有了很大的提升。然而近年来，美国社会公众舆论还是支持在职妈妈。过去几十年来，美国女性就业人数不断攀升。美国人口普查局数字显示，2012年，孩子年龄在18岁以下的母亲中，有71%加入了就业大军；1974年，这一数字为47%。孩子年龄在3岁以下的母亲中，有60%选择就业。皮尤研究中心2013年一份报告中说，40%的女性是家庭中唯一或主要供养人。
另外，即便是在全职妈妈居多的日本，近年来也掀起了一股家庭主妇复出职场的热潮。这些女性，大多在孩子进入小学后返回职场，或重操旧业，或另谋新职。
In China， many of the career mothers who come back to work after maternity leave， are named “milk carriers”， because they use their spare time for milking and go back home at night for milking the second days ration. However， due to the lack of necessary conditions， in the dilemma， many mothers choose to give up breastfeeding. In the Chinese cities， only 15.8% of 0 to 6 months infants are breastfed， far lower than that in Chinese children’s development program which determines a 50% feeding rate. According to the Beijing news recently launched survey， all of the mothers who received the survey have tried breastfeeding， but 30% of mothers stop in the first half of the year after returning to work. 4% of the mothers stop breastfeeding the moment they go back to work. Only 25% of mothers go on breastfeeding for a year or more and 43% go on for 6 to 12 months. The People’s Daily Overseas Edition in 2013 quoted the statistics of British National Bureau tp show that in the United Kingdom， a large number of Chinese housewives take care of the children till a certain age， then go on to find jobs to reduce family pressures. It became a trend of going back to work in Chinese in UK.
In Germany， the situation seems to be more serious. According to the German Federal Institute of Population Research Studies， the country’s average child per woman is 1.4， lowest birth rate in any European country. And this is not a simple explanation of the objectives reasons such as nursery not being enough. In Germnay， women choosing to work is seemed as neglecting her child， while the father is believed not as well as the mother in looking after and educating the child. In this case， whether it is a housewife or mother who works while taking care of children， it seems that women are not attracted. So many people choose not to have children.
而在中国，许多职场妈妈休完产假上班后，为了坚持母乳喂养，成为“背奶族”：上班时利用工作间隙挤奶，晚上背回家给宝宝当第二天的口粮。但因缺乏必要的条件，这条路异常艰辛，两项抉择下，许多妈妈无奈选择放弃了母乳喂养。在中国城市，0至6个月婴儿纯母乳喂养率为15.8%，远低于中国儿童发展纲要确定的50%喂养率目标。新京报近日发起的调查显示，所有接受调查的妈妈们都采取了母乳喂养，但30%的妈妈在上班半年内就停止了母乳喂养，其中有4%的妈妈上班就断奶。只有25%的妈妈坚持到了一年以上，43%的妈妈坚持了6-12个月。
《人民日报海外版》2013年曾援引英国国家统计局当年9月数据显示，在英国，为数众多的华人家庭主妇在照顾孩子到一定年龄后，主动寻找全职或兼职工作以减轻家庭经济压力，这逐渐成为一股席卷英国的华人主妇返职热潮。
而在德国，形势似乎更加严峻：据德国联邦人口研究所研究表明，该国平均每个妇女生育不到1.4个孩子，在欧洲诸国中生育率最低。而这并不是诸如托儿所不足等客观原因能简单解释的。在德国母亲工作被视为对孩子的忽视，而父亲则被认为没有母亲会照顾和教育孩子。在这种情况下，无论是作家庭妇女，还是边抚育孩子边工作，对女性似乎都没有吸引力。于是不要孩子就成了很多人的选择。
Returning Boom： Mother and Child Interests do not Conflict
返职热潮：母婴利益并不冲突
Traditional family values are “Men are outside， women are inside”， but with the developed economic and spiritual civilization at present， women’s health level and education level have greatly improved， and modern women have more choices.
Under the impact of the social tide， female self-value has risen. More and more women want to show themselves in the workplace and realize their personal values and personal pursuit， rather than take care of their husband and children at home with no choice.
Many career women said that although they face discrimination in the workplace， they did not get their undergraduate or even postgraduate degree for “Knowing how to do calculations in the vegetable market， knowing which combination of food can he harmful for health while cooking or telling their children how to pronounce ABC authentically.” Women with high education degree returning home is a waste of social resources”， say many net users. 传统家庭观念是“男主外，女主内”，然而在经济、精神文明都较为发达的现在，女性的健康水平和受教育水平均有大幅提高，现代女性拥有更多的选择和更广阔的天空。
在社会浪潮的冲击下，女性自我价值实现意识崛起，更多女性想要在职场一展拳脚，实现自己的个人价值和个人追求，而不仅仅是毫无选择地放弃一切在家相夫教子。
很多职业女性表示，虽然目前社会对于女性就业有很多歧视，但她们读重点大学甚至研究生，不是为了“买菜时知道十元三斤比五元一斤便宜，做饭时知道海鲜和维生素会生成砒霜，或者带孩子时能顺手用纯正英音教个ABC”的。“高学历女性回归家庭是对社会资源的浪费，”部分网友如是说。
American woman writer Stephanie Coontz wrote in her book The Triumph of Working Mother， that no matter in which salary class， stay-home-mom is more likely to be sad， angry and prone to depression than those who work. According to the 2011 University of North Carolina at Greensboro， Cheryl Buehler and Marion O’Brien， published articles in the Journal of Family Psychology pointed out that mothers who work part-time are happier than stay-home-moms. Compared with fulltime mothers， mother with semi and full time jobs are less likely to have depression， and they have no significant difference in their views of family with the stay-home-moms.
In fact， many stay-home-moms are not so “willing”. They usually choose to quit their jobs to take care of the baby with a “heroic martyrdom” attitude. They think this is a sacrifice for the child， or even “forced” by economic factor. Such negative emotions， if not resolved in time， it is easy to cause a stay-home-mom irritability or depression. In contrast， the general career mothers think their lives are out of their choices， rather than for life’s passive pressures.
Studies have shown that stay-home-moms may face greater pressure， they need to face the boring life， and her husband and friends drifting further and further away. They have fewer and fewer common hobbies. There may even be a nanny or the pressure of lesser income. Maybe they even need to worry about the outstanding females around their husband， worrying that they are no longer attractive with the fading beauty. The society usually underestimate the value of contribution of stay-home-moms， and even think that they need to rely on the spouse to live， which also makes a lot of women willing to focus on workplace， so as to be recognized by the society.
It can be said that in many countries， the title of stay-home-mom is easy to make people have a sense of crisis， and being stay-home-mom for a long time will make them worry that they are not good enough， don’t have authority， worried that they lost their charm， and even afraid that the efforts made by them will not be recognized by the society.
In addition， most of mothers think， going to work can set a good example for their children， can educate them better. Almost all mothers want to spend more time with their children， but many mothers want to set up their own success in front of the child， creating the image of authority， and using their own case to motivate the children. 美国女作家Stephanie Coontz在《职场妈妈的胜利》（The Triumph of Working Mother）中说，无论是哪个薪资阶层，全职妈妈（Stay-home-mom）都比职场妈妈（working mother）要忧伤、愤怒、甚至更容易患忧郁症。根据2011年美国北卡罗来纳大学格林斯伯勒分校的人类发展和家庭研究的教授谢丽尔·比埃勒博士和马里昂·奥布莱恩博士发表在《家庭心理学》杂志上的文章指出：兼职工作的妈妈比全职妈妈更有幸福感。而全职工作的妈妈在各项评分中也不逊色。和全职妈妈相比，半职和全职工作的妈妈较少得抑郁症，而他们和全职妈妈对于家庭的看法无显著差异。
事实上，有不少全职妈妈并没有那么“心甘情愿”，她们在选择辞职专心照顾宝宝时，往往带着一股“英勇就义”的态度，认为这个选择是为了孩子牺牲，甚至是因为经济因素“迫不得已”。这样的消极情绪如果没能及时化解，就容易造成全职妈妈敏感易怒或者抑郁。而相反，一般的职场妈妈则多认为目前的生活是出于自身选择，而不是因为被动的生活压力。
研究表明，全职妈妈可能面临更大的压力，她们需要面对枯燥的生活，和老公和朋友生活环境渐行渐远，共同话题越来越少；甚至还有可能彻底变身为大家眼中的保姆，或者承受收入变少以后的压力；说不定还要担心老公身边的优秀女性，担心自己化身“黄脸婆”再无竞争力。而社会对于全职妈妈所做贡献“估值”普遍偏低，甚至觉得其需要依附配偶生活，这也使得很多女性更愿意将精力投向职场，从而受到社会的认可。
可以说，在很多国家，全职妈妈这一称号都容易让人有危机感，做久了全职妈妈，会担心自己不够优秀，怕自己没有权威，担心自己失去魅力，更怕所做的努力不被社会所承认。
此外，大部分妈妈认为，外出工作可以为孩子树立好的榜样，可以更好更有利的教育孩子。几乎所有妈妈都想花更多的时间陪伴孩子，但不少妈妈更希望自己能在孩子面前树立起成功、权威的形象，能用自己作为实例激励指导孩子。
A 2012 UK Survey shows that stay-home-moms’ family is more likely to have difficult children than that of working mothers. This is the opposite of thinking that if the mother has more time to spend with the child it is better for the growth of the child.
It is easy to understand， the wider the horizon of the mother is， the broader the world the child is accessible to. The mothers’ mental state and spiritual life can be directly and indirectly transmitted to or influence the child. Some mother even think that they need to come in contact with society， to understand the “Beauty and Craze”， in order to protect their children.
Those working mothes with female children are more able to provide examples and motivation for them. Based on the girl’s rebellion psychology， the more the mother makes her worship her， the more she is willing to trust the mother， which plays an important role for the mothers to master and give guidance to their adolescent changes.
Researchers from Harvard University Business School found that the return of the mother to the workplace would be good for their daughter’s future career development. The researchers selected data from the “family and social gender role change” in the international community survey， covering 24 countries in North and South America， Australia， Europe， Asia and the Middle East. The results show that compared to the daughters of stay-home-moms， the daughter of working mothers are more likely to find jobs in adulthood， and the longer hours they work， they more salary they get and they are more likely to be promoted to management positions. Author Stephanie Coontz says， through 70 American reports， working mothers have no obvious negative effect on their children’s growth. The UK’s report shows that in the families where both parents are working and the families where only the father are working， the male children growth is almost the same， and the female children have fewer problems for the formal. A report from Norway says the children’s behavior problems has no direct relation with the time they spend in the nursery.
Kathleen Gerson of New York Times also did an investigation of these reports， and found that 80% of children with working mothers had better prospects. Nearly half of fulltime mother’s children hoped that their mother did not choose to become a housewife.
2012年的一个英国调查报告表明，全职妈妈家庭所出问题孩子比职场妈妈家庭里的孩子要高，这和大家普遍理解的全职妈妈付出的时间越多，对孩子的健康成长越好完全相反。
道理很容易理解，妈妈拥有更宽阔的眼界，孩子就更容易接触到更宽广的世界。母亲所能接触到的新鲜事物，母亲的精神状态和精神生活，都会直接或间接传递到或影响到孩子。有一些母亲甚至认为需要接触社会，了解这个社会的“美好与疯狂”，才能更好地保护自己的孩子。
拥有女孩的职场妈妈则更多能为女孩，尤其是青春期的女孩提供榜样和激励。基于小女生的逆反心理，妈妈越是让她崇拜，她越是愿意亲近和信赖，这对于母亲对她们青春期的转变及时掌握和指导起到极其重要的作用。
美国哈佛大学商学院的研究者发现，母亲重返职场会为女儿今后的事业发展带来好处。研究者从国际社会调查项目中的“家庭和社会性别角色变化”部分选取了数据资料，涵盖了南北美洲、澳大利亚、欧洲、亚洲和中东地区等的24个国家。分析结果显示，与全职母亲的女儿相比，职业母亲的女儿在成年时更容易找到工作，工作时间更长，薪水更为丰厚，更有可能做到管理岗位。
作者Stephanie Coontz说，经过美国的70多份报告表明，职场母亲的工作选择对孩子成长没有明显的负面影响；英国的报告证明双亲都工作比只有父亲工作的家庭，男孩的成长没有明显不同，女孩则在前者的家庭中问题要少一些；挪威的报告证明，孩子的行为问题和在托儿所待的时间没有直接关联。
《纽约时报》的Kathleen Gerson对此也做过调查，她的调查对象中，80%拥有一个职场妈妈的孩子认为这是对他们的家庭最有利的选择。而将近一半全职妈妈的孩子则希望自己的妈妈没有选择做一个家庭主妇。
The Real Situation is not Optimistic
现实情况并不乐观
The discrimination of global market for female staff repeatedly increases the plight of workplace mothers.
In the UK， although employers say that they support female staff having children， there are still more than fifty thousand women in the workplace every year who are expelled or forced to resign. According to the survey， of every 10 working mothers， more than 1 has been expelled from the company. On average， of every 20 women， more than one person resigns after suffering adverse treatment and pressure after finishing her maternity leave. Survey said that the number of people forced to leave the workplace every year is up to 54000， doubled that of 10 years ago.
In North Africa or Middle East， men are 3 times more likely than women to have their own business， and women have no higher possibility to find jobs than 20 years ago.
全球市场对于女性职员的歧视，更加重了职场妈妈的困境。
在英国，尽管英国雇主表示支持女职员生儿育女，但每年却仍有超过五万名职场妈妈被开除或被迫辞职。据调查，平均每10名初为人母的职场妈妈当中，就有超过一人被公司开除；平均每20名女性当中，就有超过一人曾因为产假结束复职后，遭遇不良对待及压力而辞职。调查指出，每年被迫离职的职场妈妈多达54，000人，这人数比10年前类似的调查结果多出近一倍。 在北非或中东地区，生活中男性拥有自己的企业的几率是女性的3倍，而且女性找到工作的可能性比20年前未有明显好转。
Hillary Clinton and Chelsea Clinton initiated the first No Ceilings： The Full Participation Project comprehensive employment program. The report of it said， the health of women around the world and the level of education has been significantly improved， but their chances of making money is no more than 20 years ago. In fact， in the global labor force， women accounted for about 55%， and at the same time the men’s labor force participation is actually falling （82%）. Many women who are engaged in “underground” economic work are not counted， but the huge gap between men and women has not been reduced.
In 2011， 61% of women said they had been discriminated against in the process of looking for work. Women were often asked whether they would have a boyfriend of if they planned to have a child soon.
Many discriminations for women lie in “whether to have child”， and “when to have child”. It is common for female employer to be refused by company and to have “reduction in salary in disguised form” for birth and breastfeeding.
希拉里·克林顿母女发起的首项倡议“打破玻璃天花板：全面就业计划”发布的报告称，世界各地的女性的健康水平和受教育水平均有大幅提高，但是她们赚钱的机会却没有比20年前增加多少。事实上，全球劳动力大军中女性的占比在大约55%的水平线上陷入了停滞。与此同时，尽管男性的劳动参与率实际上是在下降的（为82%）——许多从事“地下”经济工作的女性并不被计算在内——但是男女之间的巨大差距并未缩减。
北京的政府机构妇女儿童工作委员会在2011年研究中报告说，61%以上的妇女说她们在找工作的过程中遭遇过歧视，女性申请者通常被问是否有男朋友或是否计划马上生孩子。
很多对于女性的歧视都围绕在“是否生育”、“何时生育”上，女职工因已婚未育被公司拒之门外，因生育、哺乳被单位“变相降薪”较普遍。
In addition， “women still face social and cultural customs which are a grim challenge”， “To Break the Glass Ceiling” Project Director Terry McCullough pointed out. In Asia， for example， in China， 64% of adult women participate in the process of economic growth. But in Japan， despite the long history of modern development and higher education level， only 49% of adult women work， mainly resulted by the stereotype for stay-home-moms from society. A survey shows that 60% of respondents believe that it is the most beneficial when one of the parents are at home， while more than half of the respondents believe that women should take responsibility of it. In Germany， women are considered to be irresponsible if they send their children to nursery organizations， which even leads to that a lot of women to not have children rather than be considered an irresponsible mother.
Milk carrier mothers’ hardships makes many working women in a dilemma. According to the Beijing News survey， although all respondents have taken up breastfeeding， nearly 1/3 of the mother stop it in the first half of the year. Inconvenience at the workplace to carry milk， work pressure and reduction of breast milk are all become reasons to stop breastfeeding. In addition， feeling guilty to the children， sorry about missing their children’s growth and high cost of nursery are all obstacles for the development of working mothers. Many fulltime mothers said although they want to continue working， for the development of children， as well as economic pressure， them choose to be stay-home-moms.
此外，“女性仍然面临着社会文化习俗的严峻挑战”，“打破玻璃天花板”项目的主管泰瑞·麦卡洛指出。以亚洲为例，在中国，64%的成年女性参与到经济增长过程中来。但是在日本——尽管有较长的现代发展史和较高的受教育水平——只有49%的成年女性工作，看重全职妈妈角色的社会成见是导致这一现象的主要原因。一项调查表明，有60%的受访者认为父母一方全职在家会对孩子最有益，而半数以上的受访者认为女性更应该承担这样的责任。在德国，女性将孩子送入托管单位被认为是不负责任的，这甚至导致很多女性采取了不生孩子的办法，也不想被认为是“不负责任的母亲”。
背奶妈妈的艰辛，也让很多职场妈妈左右为难。《新京报》近日发起的调查显示，虽然所有受访者都采取了母乳喂养，然而近三分之一的妈妈在上班半年内就将其停止。单位不方便背奶、工作压力大、母乳量减少等成为上班后放弃母乳喂养的原因。
此外，对孩子的愧疚，错过孩子成长的遗憾，以及昂贵的托儿费用，也都是职场妈妈群体扩大的障碍。很多全职妈妈表示，虽然很想继续工作，但为了孩子的发展，以及经济压力的迫使，她们还是选择了做全职妈妈。
How to Protect Women’s Employment Rights？
如何保障女性的就业权利？
The protection of women’s employment rights is not a regional or industrial issue， but the need of the global community to give attention and support， form policies and business models so as to ensure that women do not have to choose between children and career.
In this year’s World Breastfeeding Week， the World Health Organization and the international labor organization carried out a joint campaign， emphasizing the support of breastfeeding in the workplace to help the whole society’s health. They will make the enterprise to save money， boost employee morale and help parents work at ease. Therefore， the World Health Organization and the labor organization urged lawmakers to ensure that at least four months of paid maternity leave， require employers to provide special places and guarantee time for nursing mothers in the workplace， preventing workplace discrimination against women and mothers. At the same time， the employer is required to comply with the relevant laws of the state of paid maternity leave， provide lactation place and time and to the mother， provide on-site childcare facilities， flexible working time and working at home， part-time working and allow mothers to work with their infant brought. The labor union should explain to the women their rights， ensure the sound of breastfeeding women are heard in the negotiation and discussion， and promote the including of mother rights to the collective agreement. In addition， there are requirements for colleagues to provide support to mothers who need breastfeeding time and flexibility， and encourage them with a positive attitude， realizing that it is a special period for the months after birth. 保障女性就业权利不是地区性、行业性的问题，而是需要全球全社会都给予关注和支持的，从政策、社会、社区、家庭，到企业和商业模式，从而保证女性不必在孩子和事业间艰难抉择。
在今年的“世界母乳喂养周”，世卫组织与国际劳工组织联合开展宣传行动，强调在工作场所支持母乳喂养有助于全社会健康，会使企业省钱，能够提振员工士气，而且有助于父母安心工作。为此，世卫组织和劳工组织要求立法者确保至少四个月带薪产假，要求雇主在工作场所为哺乳母亲提供专门场所和时间保障，防止工作场所歧视女性和母亲；同时，要求雇主遵守有关带薪产假的国家法律；提供哺乳场所和时间，并向母亲提供就地育婴设施、灵活工作机制、远程办公、兼职工作以及允许母亲携带婴儿上班等选择；要求工会向妇女说明其权利，确保在磋商和谈判中倾听母乳喂养妇女的呼声，并促进将母亲权益条款纳入集体协议；此外，要求同事向需要有母乳喂养时间和灵活性的母亲提供支持，以积极的宽容态度鼓励新生儿母亲，并认识到分娩后数月是特殊时期。
Professor of Public Management of Renmin University of China Liu Ying believes that in addition to the perfection of a sound system for female employees， protecting the basic reproductive rights of female employees and the implementation of maternity leave， it should be mandatory for employers to set up a buffer period， that is， after a certain period of the maternity leave， there should not be great change to the female employees’ work， and after the buffer period， appropriate assessment should be made to determine whether the job is adjusted.
Liu Minghui， Professor of Law School， China Women's University believes that in order to prevent the occurrence of discrimination in employment， in addition to the establishment of a special anti-discrimination law， we should draw lessons from Hong Kong and other places， establish the relevant regulatory bodies， monitor the implementation of gender equality law， recognize advanced units and punish illegal behavior. It can also mediate the sex discrimination disputes， to prevent the situation of “winning the lawsuit but losing the job”.
中国人民大学公共管理学院刘颖教授认为，除了完善针对女员工的规章制度，保障女员工的基本生育权利、落实生育假外，还应强制要求用人单位设置调岗缓冲期，即在女员工产假后一定时期对其工作不做大调整，缓冲期后作出相应评估再决定工作岗位是否调整。
中华女子学院法学院刘明辉教授则认为，为预防就业歧视行为的发生，除制定专门的反就业歧视法，还应借鉴香港等地的经验，成立相关监督实施机构，可以监督用人单位执行性别平等法，表彰先进单位，处罚违法行为。还可以调解性别歧视纠纷，避免发生“赢了官司丢了饭碗”的情况。
In addition， some of the relevant facilities and policies are also worthy of promotion， such as in the United States， Canada and Singapore， more and more companies are allowing the working mothers to bring their children to work. Part of the companies allow women to work and look after the children. Some company also set up "nursery service room" and other facilities which provide convenience for mothers in the workplace. Giving women the flexible time is also needed. Part of the companies in Shanghai， China have the policy of cutting wages and half-empolyment： young mothers can be based on the need to two days a week， a corresponding reduction in wages and benefits will be made， but the working state of the staff and their position in the company can be guaranteed. Finally， experts pointed out that children do not need a mother who wears a mask， and even if the mother quits the job， it is not recommended for her to take care of the child for 24 hours. If the mother has attachment to the workplace and tends to be reluctant， it is not good for the child. And a person's energy runs up to 8 hours， the excess may lead to an accident， and looked after by one person， the child is also more prone to boredom or dependence， which is not conducive to future development. Experts suggest that fathers should be more engaged to the care of the children， which benefits the development of both parents and children. Mothers should try to let fathers be participated in the family， and they themselves can put their energy in other things.
此外，一些企业的相关设施和政策也值得推广，比如在美国、加拿大和新加坡，允许在职妈妈带孩子上班的公司越来越多。部分公司允许刚生完孩子的女职员一边工作一边照看孩子。公司也设置“育婴服务室”等设施为职场妈妈提供便利。给予女性弹性时间也受到推崇。中国上海的部分公司推行削减薪水半就业的政策：年轻妈妈们可根据需要每周上两天班，工资福利相应减少，但能够保证员工连续的工作状态与公司职位。
最后，专家指出，孩子不需要戴面具的妈妈，而且即便妈妈离职，也不建议24小时看护。如果母亲对职场有眷恋，永远表现出犹豫不决的话，对孩子并不是一件好事。而且一个人的精力最多持续8个小时，超额可能导致精力不集中致使出现事故，并且长时间一个人看护，对孩子来说也更容易厌倦或形成依赖，不利于未来发展。专家建议，看护孩子的事让爸爸参与进来，对父母双方和孩子发展都更有好处。妈妈们尽量试着让爸爸多多的参与到家庭中来，而自己将精力解放出来用于他处。