The substance of this thesis is going to conduct Feminism into the research of female labor situation and current equal rights between two sexes through demonstration of Patriarchy and Feminism. To solve the straits and situation of female labor under the collusion of Patriarchy and Capitalism after analyzed the comparison of Feminism Legal Research and related references. Further, to expect our government can implement actually the equal rights between two sexes. When we discovered successfully the equal rights between two sexes in advanced countries, which have included all levels, the fluctuations of equal rights between both sexes are predominated by our Patriarchy government that cannot realize the core of female demand. And also any kind of protection strategies separated in different laws so result in much disadvantages and conflicts. Furthermore, the females suffer from unfair dual treatments of labor market and no-pay labor in domestic chores because of the logic of labor force and class construction, which are formed by conventional Patriarchy values and capitalism. In job market, the females have to face up to the traits of sexual discrimination, informally payment, sex harassment, pregnancy prevention, re-employee, personalize child care, and lack of female protection. However, under the backgrounds of political and economical structures and the pressure of interpretation of law made by the Grand Justice the woman movements were springing up lately and to supervise government to establish Gender Equality in Employment Law in accordance with the bases of the legal principles, so as to achieve the goal of implementing the equal rights for both sexes. The problems of Patriarchy have been broken progressively by Gender Equality in Employment Law and Sexual Harassment Prevention Law, in which include forbiddance of sexual discrimination employment equality, and sexual harassment prevention. It does not only integrate and make up lack of equal rights between two sexes by past, but also transform the ¡§Female Protection¡¨, which was forbidden by Patriarchy, to ¡§Gender Equality¡¨. Moreover, try to make reasonable for sexual discrimination and to achieve the purpose of gender equality. Although we have discovered actual situation that still not implement overall in our society, gender equality has changed and adjusted. Thus, to realize the gender subject is mutual responsibility and concept of two sexes, enterprises, and government. In a word, under the demonstration of Patriarchy and Feminism we disclose that the cultural hegemony and collusion of Patriarchy and Capitalism are the key points of obstructing the practice of equal rights for both sexes. Women groups have realized the idea of Feminism by means of Gender Equality in Employment Law and Sexual Harassment Prevention Law. Although there are many compromises and concessions in the process, they have broken the phenomenon of the predominant status and impediment of Patriarchy gradually, and the women issues are promoted to the category of public area to be discussed. The predicaments of women in families and jobs have received much attention. It is possible to realize the equal rights for both sexes and gender equality, and the day of accomplishing the equal rights for both sexes can be expected soon.

我國兩性工作平等法制，受到國際潮流之影響，歷經十餘年努力，在諸多婦運團體、學者專家、立法委員的奮鬥下，終於在民國90年12月21日完成三讀立法程序，並於次年3月8日正式施行，至今已6年。就政府部門而言，其不僅為本法之主管機關（兩性工作平等法第4條規定），更是眾多公務人員的雇主。因而政府機關如何推動、施行兩性工作平等法，以及其落實兩性工作平等法之程度，不僅將為私部門之楷模，更是政策成敗重要關鍵之一。 本研究以關務機關為例，採用質性研究，以文獻探討法蒐集兩性工作平等相關文獻探討及相關規範予以對照比較分析，以了解兩性工作平等相關議題歷史軌跡，進程及未來趨勢，並透過比較研究法就英美國家實施兩性平權措施經驗與我國兩性工作平等實施情形加以比較，並檢視兩性工作法施行於公部門不足之處，以建置本研究架構，另透過目標性抽樣方式選取訪談對象，以半結構的訪談大綱進行深度訪談，就訪談所得資料予以記錄、編碼、分類、整合，期了解女性及男性關務人員對於兩性工作平等法實施後的看法以及親身的經驗。希望可以藉由實證的結果，得知理論與實務的差異。從本研究中發現，一、我國兩性公平權仍有繼續努力的空間。二、兩性工作平等法部分內容可予以修改補充之。三、其他國家兩性工作平權之措施值得我國參考，但不宜貿然完全移植，必須應各國國情之不同，而提出適合自己國家的措施或制度。四、未來母性保護措施應予修正，另受訪者均認生育補助及育嬰津貼無法解決生活經濟壓力的問題。五、家庭與工作間的衝突仍在。六、關務機關兩性工作平等之落實仍有繼續加強的空間。七、兩性工作平等法宣傳不足。整體而言，兩性工作平等法實施後關務人員均持正面看法，復據本研究發現，吾人試從禁止性別歧視、促進工作平等等面向提出下列建議：一、應藉由「札根教育」建立起兩性平等、無性別高下之分的觀念。二、宣傳兩性平等之真諦。三、職場托育制度的推動。三、增加女性再就業的訓練機會。四、正視低階公務人員生育補助育嬰津貼的問題。五、公務人員相關母性保護規定應予修正。六、對於育有三歲以下子女之婦女如報考公職應比照後備軍人模式予加分優待。七、女性關務人員應克服生理障礙爭取工作績效。八、我國對於幼兒教育券的發放對象，似得參考歐美放寬至3-5歲的幼兒。 關鍵字：兩性工作平等、關務人員 / The Gender Equality Employment Law of Taiwan, ROC, influenced by international trends, passed the third reading in the Legislative Yuan on December 21, 2001, with the endeavor of women’s groups, scholars, experts, lawmakers, etc. Implemented on March 8 the next year, it has now been six years since implementation. The government is not only the “competent authority” of this act (in accordance with Article 4 of this law) but also the major employer of a large number of civil servants. Therefore, the government institutions’ manner in promoting and implementing the Gender Equality Employment Law to consolidate equal rights mentioned in this law will become the exemplar of the private sector and the key to the success of this policy. This research regards the customs office as example. Utilizing qualitative research and literature review on documents and regulations related to the Gender Equality Employment Law, it compares and contrasts the findings to understand the historical trajectory regarding the issues, the progresses, and future trends of gender equality employment. Through comparative research, the experience of the implementation of gender equality employment in UK and US will be compared with that in Taiwan to examine the inadequacy in Taiwan’s government sector in order to construct the framework of this research. In addition, purposive sampling will be used to select the interviewees, who will be interviewed with a semi-structured interview guide in in-depth interview. The data gathered in the interviews will be recorded, numbered, categorized, and integrated to understand the experiences of the male and female officers working in the customs office after the implementation of the Gender Equality Employment Law. It is hoped that the empirical findings can offer us the knowledge of the differences between theory and practice. This research discovers that: 1.There is still room for improvement regarding gender equality. 2. Part of the contents of the Gender Equality Employment Law can be amended and expanded. 3. The measures of other countries in the aspects of gender equality are worthy of our reference but without any necessity of transplanting them. 4. The protection policy of maternity should be amended in the future. In addition, all the interviewees agree that the childbirth subsidy and parental benefits cannot help alleviate economic pressure. 5. The conflicts between work and family still exist. 6. There is still room for consolidation of gender equality employment in the customs office. 7. There is insufficient promotion of the Gender Equality Employment Law. Overall, the officers in the customs office hold positive view towards gender equality employment after the implementation of this law. Meanwhile, according to findings in this study, we would like to suggest the following: 1.The concepts of gender equality and non gender priorities should be built through “fundamental education”. 2. To promote the truth of gender equality. 3. To promote a childcare system for career people. 4. To Increase the opportunities for women to receive on the job training before re-entering the job market. 5. To pay attention to the problems of childbirth subsidy and parental benefit for low-ranking officers. 6. The regulations for the protection of maternity should be amended. 7. Bonus scores should be given to women, just as retired military personnel, with a child or children below three years old in the entrance for civil servants. 8. Female officers in the customs office should overcome physical barriers to promote better accomplishments at work. 9. The issuing of children’s education vouchers should be expanded to children from 3 to 5 years old with reference to the policies in Europe and America. Key word: gender equality in employment, customs officer

No / The National Health Service (NHS) has historically undertaken initiatives to promote equality in employment as well programmes to develop and promote Black and Minority Ethnic (BME) staff. However, discrimination remains a feature of NHS employment practices and may help to explain the lack of BME staff at senior levels in the service. Despite having many initiatives BME staff are underrepresented in NHS senior management and at the top of each organisation, the management is almost always white. This paper will present findings from a case study on the experiences of corrective action by BME staff in senior/middle management positions. The paper will outline key messages and good practice to inform policy and practice.

The thesis called "The impact of family policy on labour market efficiency" deals with the relation between family policy and the labour market, specifically with the economic gender inequality and the impact of parenthood on the economic status of families. While analyzing this relation it describes the historical development and the current situation of the labour market in the Czech Republic, with specific attention dedicated to the position of women and the possibilities of harmonizing work and motherhood. The situation in the Czech Republic is not only compared to the Visegrad countries and Germany, but general trends in other EU and OECD countries as well. The thesis clarifies the development of family policy in the Czech Republic and describes the current family-specific policy measures. It looks closely at the area of childcare services, which has strong impact on the position of parents, specifically mothers, in the labour market. In the last part of the thesis, the author evaluates the currently proposed and discussed family policy changes based on the acquired information, and analyses them as far as their impact and relation to the labour market are concerned. The author then provides additional suggestions stemming from both the acquired information and his own experience.

摘 要 本文旨以保護與兩性平等之關聯性著手，「從兩性平等探討我國女性勞動者保護法令」，首先探究當前我國女性勞動者在勞動市場上所面臨之就業困境，其次探討聯合國、國際勞工組織、歐洲聯盟、經濟合作發展組織、美國、英國、日本等關於兩性工作平等法制之國際概況，並針對美、英、日三國在（1）就業上性別歧視之禁止（2）同工同酬原則之確立（3）兩性職業隔離之突破（4）工作場所性騷擾之禁止（5）母性保護原則（6）積極促進兩性工作平等方案之推動（7）兩性工作平等制度之執行機關與救濟途徑等重要兩性工作平等法制內容做比較分析與整理，以作為我國在推動與落實兩性工作平等法制之考據。最後針對我國現行保護女性勞動者及規範兩性工作平等事項之各類相關法律，做一整體檢討，並討論應如何將這些規定與追求兩性工作平等之理念相調和，藉以加強母性機能之特別保護，且同時又能落實兩性就業上待遇及機會之均等，從而創造雙贏之局面。 本文研究發現，雖然憲法、兩性工作平等法及相關女性勞動保護法令已明文針對性別平等以及婦女保護作規定，但卻未真正落實，致使我國女性勞動者在剛踏入職場的第一步便遭受招募上之性別歧視的困境，其勞動參與率偏低，薪資水準亦較男性勞動者低，且在勞動市場中，存在著明顯性別職業隔離現象，另外我國企業主給予女性勞動者之在職訓練與升遷機會均較男性勞動者少，而勞動市場中更存在著性騷擾、單身條款、婚育離職之現象與離職後二度就業之困難，如此諸多不利女性之就業現況，使我國女性勞動者在目前就業市場中處於劣勢地位且受到差別待遇。 另從本文「第四章 兩性工作平等國外法制之概況」、「第五章 美、英、日關於兩性工作平等制度之重要內容」研究兩性工作平等理念在國際間之趨勢，得知傳統勞動保護法制所強調之女性保護概念，已呈現不同之面貌，其由單純以女性保護這項因素作為立法保護之依據，已轉變從兩性平等出發，而現今科技與勞動醫學發達，亦是考慮是否給予女性勞動者保護之因素。因此過去對女性勞動條件之保護，有部分已經不符合上述潮流，且已無法滿足今日勞動樣態之多元化，反而成為部分女性進入勞動市場之障礙。但關於母性機能之保護，對女性或對國家、社會全體而言，具有不可欠缺之意義。同時，對於男女僱用平等原理之達成，亦是絕對必要之條件。因此，施行母性保護措施是從側面支持男女僱用平等原理的具體化行動，且母性機能之不可回復性，乃是基本母性保護不可遽然偏廢之主要理由。即便國際勞動組織之國際勞動公約不斷受到各國挑戰，但在限縮母性保護並予以彈性化之同時，亦課以國家在相關社會立法的周邊補充措施。可見國際潮流已從過去傳統女性勞動保護法制逐漸趨向兩性平等待遇及僱用機會均等原則邁進，但對基本母性保護仍採特別保護規定。 此外，經本文「第三章 我國女性勞動者就業之困境」及「第六章之第二至八節 我國現行各相關女性勞動者保護法制」之檢視後，發現我國現行女性勞動者保護法制漏洞百出，無法真正落實兩性於工作上之實質平等，雖已制定兩性工作平等法積極推動，但因現行兩性工作平等法之各法條過於簡要，不像國外先進國家針對各促進兩性工作平等相關法制以單獨立法方式或以詳盡之配套措施作輔助，故難免有掛一漏萬之處。此外，尚未對其相關法制作同步修法，使其各相關法制在運用上經常有衝突或矛盾之現象產生，此有待亟早修法改善，故本文「第七章」針對現行我國女性勞動者保護法令之立法缺失，提出法令面修正及實務面之建議方向，期盼藉此政策與法令改革，以達成我國憲法增修條文第十條第五項所揭櫫：「……消除性別歧視，促進兩性地位之實質平等」的崇高目標。