• The Science & Technology
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• v.34 no.6 s.385
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• pp.45-69
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• 2001

여성과학기술인력의 중요성/우리나라 여성 과학기술인력 현황/우리나라 여성 과학기술인력 양성 및 활용방안/여성 과학기술인력의 특성(뇌과학)/주요 선진국의 여성 과학기술인력 현황/대한여성과학기술인회

• The Science & Technology
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• v.29 no.1 s.320
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• pp.10-11
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• 1996

이제 우리나라도 과학기술현장에서 여성인력을 적극 활용해야 한다. 여성인력의 과학기술분야 진출을 위해서는 먼저 여성교육의 하부구조가 개편되어야 하며 수준높은 여성공학인력을 양성할 수 있는 방안도 모색되어야 한다. 또한 수요측면에서도 기존의 여성에 대한 차별관행이 불식돼야 하며 사회적 지원조치들이 뒷받침돼야 할 것이다.

• Journal of Technology Innovation
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• v.22 no.1
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• pp.89-117
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• 2014

Employing female in the field of science and engineering is becoming increasingly important with diversity and creativity emerging as key factors to build Creative Economy. Under these circumstances, it is necessary to recognize and discourage gender discrimination in the labor market by analyzing wages - the market value of labor which determines one's economic status. This study uses the Oaxaca-Ransom decomposition (1994) to analyze the gender wage gap and identify factors influencing the pay gap in science and engineering labor force. The results of this study are as follows: First, the average wage of female scientists and engineers reaches only 65% of that of male labor force, and the male scientist and engineers are superior in terms of personal attributes, for instance, education background. Second, looking at the factors that influence wages, wage premiums are associated with higher education background, older age, longer period of service, and weekly working hours for both male and female in managerial positions. Third, the wage decomposition shows that in the case of science and engineering labor force, the productivity difference by personal attributes reaches about 58%, and gender discrimination by the characteristics of the labor market stands at about 41%. This means the wage gap by productivity level in science and engineering labor force is wider, and the gender gap is smaller compared to non-science and engineering fields. However, the results of an analysis on specialties and education background of male and female scientists and engineers suggest that the discrimination against women is more serious when the percentage of the female labor force is low and the percentage of temporary workers in the labor market is high. In order to eliminate this discrimination, it is necessary to reduce the imbalance of female scientists and engineers in the labor market, among others, while female scientists and engineers, themselves, need to make continuous efforts to strengthen their capabilities.

• The Science & Technology
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• s.544
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• pp.19-21
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• 2014

• 대학교육
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• s.78
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• pp.59-69
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• 1995

요즈음 여성인력의 활용을 위한 일종의 충격요법으로서 한시적 여성고용할당제 등 '적극적 조치'의 도입이 논의되고 있으며, 정부 정책으로서 추진될 예정이다. 그러나 한두 가지 죄가 마련된다고 해서 여성인력 활용 문제가 일시에 해결될 수는 없다. 전문직.행정직에서의 여성 자신의 경험의 일천함, 수준높고 역량을 갖춘 여성인력의 단기간 대규모 양성의 어려움, 전통적인 성차별의 관행.사회의식.제도 등의 구조화 때문이다. 따라서 여성정책은 단순한 구호가 아니라 실제로 현장에서 그것이 어떻게 수용되는지 지속적으로 평가하고 미비점을 보완하는 치밀함이 뒤따를 때 성과를 거둘 수 있다.

• Science & Technology Policy
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• v.11 no.6 s.132
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• pp.13-24
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• 2001

• The Journal of the Convergence on Culture Technology
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• v.9 no.5
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• pp.415-419
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• 2023

The New Zealand Defence Force (NZDF) began using female manpower from World War II. After making various efforts to secure excellent manpower, the proportion of female manpower has risen to 24%, higher than that of Britain, the United States, Canada and Australia, which have a longer history of female military personnel than New Zealand. This is the result of NZDF efforts to open combat roles to women and allow female personnel to advance to high-ranking military positions such as generals and consular officers. In addition, policy alternatives to address women's realistic concerns such as pregnancy and childbirth, childcare, and vertical organizational culture were presented. In particular, Operation "Respect" was implemented to overcome the problem of not leaving or joining the army due to inappropriate sexual behavior and bullying. The operation respect established the role of the leader, emphasized the support of the victim, and accumulated data of the accident to prevent similar accidents. In addition, through the "Wāhine Toa" program, excellent female manpower could be introduced into the military through customized support considering the military life cycle (attract-recruit-retain-advance) of female personnel. South Korea is also considering expanding the ratio and role of female manpower as one of the ways to overcome the shortage of troops and leap into an advanced science and technology group. Implications were derived from the use of female manpower in the NZDF and the direction in which the Korean military should proceed was considered.

• The Science & Technology
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• no.10 s.437
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• pp.26-29
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• 2005

• The Science & Technology
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• v.30 no.5 s.336
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• pp.84-85
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• 1997

"학문이란 정성들이고 공들인 만큼 결과가 나옵니다. 여자라서 못한다는 것은 없다고 봅니다. 생화학은 세심한 손길이 필요한 학문으로 우수한 여성의 인력이 필요한 분야입니다." 경기여고와 서울대 화학과를 거쳐 미국 테네시대학서 박사학위를 받고 돌아와 경희대 화학과에서 연구실을 지키고 있는 김수자박사는 강조한다.

• The Science & Technology
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• v.30 no.3 s.334
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• pp.83-85
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• 1997

황금의 연구년에도 대학연구실에서 바쁜 일정을 보내고 있는 숙명여대 화학과 김영자교수. 70년대 초 미국 유학에서 돌아와 대학 강단에 선 김교수는 25년동안 과학평론ㆍ해설ㆍ에세이 등 저술활동과 방송출연을 통해 과학대중화에 앞장서 왔다. 과학기술계의 남녀 성차별은 극복돼야 할 과제라고 말하는 김교수는 지난해 "여성인력첨단과학기술분야 진출 활성화 방안"이란 정무장관실 학술용역 연구보고서를 작성해 관심을 모으기도 했다.