| 摘要: | 本研究以我國營造業女性從業人員為對象，探討在少子化、高齡化與勞動力短缺背景下，其職場處境、權益保障與留任意願。研究回顧營造業與女性勞動力現況，並整理性別平等及女性勞動保護政策，建構分析架構。採線上問卷調查方式，回收有效樣本264份，運用描述性統計與交叉分析檢視不同背景與工作情境之差異，並輔以開放性意見補充量化結果。
結果顯示，九成受訪者具大專以上學歷，工作地點分布於公司與工地，整體對工作環境的評價介於「普通」與「還算友善」之間，惟工作環境不佳、工作地點的變動、性別刻板印象或歧視等問題仍相當普遍。受訪者對性別平等工作法及母性保護相關規定之認知有限，部分人在申請生理假、產檢／產假、育嬰留職停薪與家庭照顧假時，仍感受到壓力或缺乏支持，對公司是否訂有並落實母性健康保護計畫亦不清楚。性別平等政策推動後，約半數受訪者感到職場略有改善，但正式申訴比例偏低，顯示制度與實際職場文化之間仍存在落差。整體而言，受訪者最期待「提升薪資待遇及福利制度」、「改善工作環境安全及衛生設施」、「訂定彈性工時協助工作與家庭平衡」，以及「打破性別刻板印象、促進職場性別平等」。據此，本研究建議政府強化營造業別之性別平等與母性保護指引與稽核，企業提升管理階層性別敏感度並建構友善職場與有效申訴機制，產業公會與大專校院則透過職涯宣導與實習培訓協助女性規劃營造職涯，以兼顧產業永續發展與性別平等目標。;This study examines the workplace experiences, rights protection, and retention intentions of female employees in Taiwan’s construction industry under the structural challenges of declining fertility, population aging, and labor shortages. Drawing on a review of the current conditions of the construction sector and female labor participation, as well as policies on gender equality and maternity protection, the study develops an analytical framework to investigate women’s employment situations in this male-dominated industry. Data were collected through an online questionnaire survey, resulting in 264 valid responses. Descriptive statistics and cross-tabulation analyses were employed to identify variations across demographic characteristics and job contexts, while open-ended responses were analyzed to complement the quantitative findings.
The results show that approximately 90% of the respondents held at least a college degree, with workplaces distributed between corporate offices and construction sites. Overall assessments of the work environment ranged from “moderate” to “relatively friendly”; nevertheless, substandard working conditions, frequent changes in work locations, and persistent gender stereotypes and discrimination were commonly reported. Awareness of the Act of Gender Equality in Employment and maternity protection regulations was generally limited. Some respondents reported experiencing pressure or a lack of organizational support when applying for menstrual leave, prenatal examination leave, maternity leave, parental leave without pay, and family care leave, and many were uncertain whether their employers had established and implemented maternity health protection programs. Although approximately half of the respondents perceived marginal improvements following the implementation of gender equality policies, the rate of formal grievance filing remained low, suggesting a discrepancy between institutional arrangements and everyday workplace practices.
Overall, respondents demonstrated the strongest demand for improvements in compensation and benefits, the enhancement of occupational safety and sanitary facilities, the implementation of flexible working arrangements to support work–family balance, and the elimination of gender stereotypes to advance workplace gender equality. In response to these findings, this study proposes that the government reinforce construction-industry–specific guidelines and regulatory oversight related to gender equality and maternity protection; that firms strengthen managerial gender sensitivity and institutionalize inclusive workplace practices supported by robust grievance mechanisms; and that industry associations and higher education institutions deliver systematic career guidance and internship-based training to facilitate women’s career development in construction, thereby simultaneously promoting industrial sustainability and gender equality. |
