職場懷孕歧視：類型、問題與挑戰

Abstract

職場懷孕歧視在「就業服務法」及「兩性工作平等法」已實施這麼多年以後，似乎仍無法有顯著的改善。這些不利於職場懷孕女性的舉措、態度、及陋規，顯然有其之所以繼續存在的論述，而此論述反映的整體社會性別角色的規範、立場與價值，據此，本研究主要包含三部份。其一，整理出企業在日常經營管理上，對懷孕員工會出現何種語彙、態度及舉措？這些語彙、態度及舉措背後究竟反映出何種利益考量與意識型態？勞方面對資方如此詞彙、態度及舉措時，又是如何看待自己懷孕這件事？傳統性別角色分工的期待，會如何影響一個懷孕女性員工的思維、態度與行為決定？其二，探討法制規範部份，究竟現有法制(包括「就業服務法」、「兩性工作平等法」、「勞動基準法」、「勞工安全衛生法」、「職災勞工保護法」等) 能對懷孕歧視起何種作用？具體的問題包括：這些法制對於懷孕歧視的規範為何？官方 (包括司法體系及行政體系)如何來解釋這些法制對懷孕歧視的立場？僱主又如何解讀及看待這些法制規範？勞方如何理解這些法制？第三，面對前述的現象，女性主義可以提供哪些分析與批判視角，讓我們看穿這些僱主習以為常之陋規或思維背後的價值與意識形態；同時，藉此進一步理出思考架構，讓我們能跳脫經驗世界的這些利益爭辯，同時提供未來審理懷孕歧視申訴案件時的思辨依據。

Pregnancy discrimination has been for long one of the sexual discrimination types that female workers suffer most. Bearing and raising kids have been regarded as private/domestic affairs that are women＇s exclusive responsibilities. Pregnancy in the eyes of capital is not a productive labour, thus not allowed and accepted. For the past decades, international communities such as United Nations, International Labor Organization, and European Union have come up with a couple of conventions and related programme to recognize the importance of the protection of pregnancy in the work place. Pregnancy discrimination legislation is lack of sophistication, thus unable to provide government useful guidelines to deal with those cases. The expression of pregnancy discrimination in the workplace is multifarious, from direct to indirect discrimination, complicated further by the mixed motives. The solution to the elimination of pregnancy discrimination lies not only in the enhancement of legislation, but also more importantly the promotion of “family friendly workplace＂, which helps workers reconcile work and family.