空中的性別平權：男女空服員的勞動處境與職涯發展

Gender Equality in the Air: The Working Conditions and Career Development Between Male and Female Flight Attendants

根據行政院性別平等會調查，男性空服員人數統計到2019年止還未突破600人，而女性空服員人數則已達8,035人。顯然男性要進入空服員產業仍是一大挑戰。本研究使用質性研究中深度訪談的方式，以國內兩大航空之空服員為研究對象，並藉由訪談了解空服員的工作經驗，以描繪出空服員的工作場域的全貌，比較男、女空服員在工作分配、升遷路徑、職涯發展等面向，分析造成差異的因素，以及背後所建置的社會脈絡。
本研究發現，航空公司空服員雖以女性為主力，但管理模式仍反映傳統男性中心主義，對於男、女空服員有著性別化的期待與分工，此外社會對於照顧義務的性別角色期待，亦使得男性較能夠完全投入工作與職場發展。因此，從管理角度而言，本研究建議航空公司應採用多元化的管理策略，避免性別化的招募、分工與管理模式。其次，航空公司應重新檢視公司內部的考核升遷與工作家庭平衡制度，創造更加透明、友善且平等的職場文化，才能進一步落實性別平權，亦增加空服員之留任意願。

According to the Gender Equality Committee of the Executive Yuan, while the number of femaleflight attendants has reached 8035, the total number of maleflight attendants has exceeded 600 up to 2019. Obviously, it is still a challenge for men to enter theflight attendant profession. This research uses in-depth interviews in thefield of qualitative research with the two international departureflight attendants to understand their work experiences asflight attendants and depict the full picture of theflight attendant's work. It explores the differences between male and femaleflight attendants in job assignment, promotion path, career devel-opment and analyzing the factors that cause these differences and discusses the social context behind them.
The research found that, the management model of the airline is androcentric male and femaleflight attendants still have gendered expectations in job division and the strict organi-zational atmosphere. Furthermore, the social expectation of the gender role of caring duty is also a factor to help men fully engage in work. Therefore, from a management perspective, the research suggests that airlines should adopt diversity management to avoid gendered re-cruitment, division of labor and management models. Second, Airline managers must re-ex-amine the assessment and promotion system, create more clear career paths, in order to truly build a gender equality workplace, and also fortified the job retention theflight attendants.