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?It has been five months since Minhang District's Qibao Town responded to Shanghai's appeal to create more "fertility-friendly"jobs.

The appeal raised people's concerns about demography and its future, workplace gender equality and corporate economics.

At around 9am in a flower shop on Xinlong Road, Yuan Jing, a newly employed assistant, was trimming a sunflower bouquet, while her cellphone was vibrating as a message arrived: "The school will have an open class tomorrow morning and we invite you to join."

This might have been something of a "crisis"for many working mothers who would struggle with asking for time off, while in this 85 squaremeter shop, employees have flexible work schedules and their children can also do their homework there.

The Bai Hui Fan Hua floral store is a small example of Shanghai's trial of fertility-friendly positions citywide.

In December, 2024, the Shanghai Municipal Human Resources and Social Security Bureau, Shanghai Federation of Trade Unions and Shanghai Women's Federation released a notice on "Trial of Fertility-Friendly Positions Citywide" against a backdrop of a continuing decline in the birth rate.

Qibao was among the first to answer the call.There were challenges.

"When we sent a notice to 322 companies through WeChat, three responded with flextime positions,"said Yao Xiaoqing, deputy chief of the town's community affairs reception center.

"They are Bai Hui Fan Hua floral store, a handcraft production company and a restaurant, offering a total of five birthfriendly positions,"said Yao.

"Full-time mothers mostly want to return as whitecollar workers,"Li Danfeng, an employment guidance professional in Qibao, pointed out. "Yet their condition of frequently asking for a leave avails few regular white-collar positions for them."

Against all odds, staff from the town's community affairs reception center maintain a positive attitude on coordination between full-time mothers and potential employers. For companies who play a helpful role in female worker employment, they will be listed as "fertility-friendly employers"and enjoy policy analysis from professional government service personnel.

Community employment service stations in the district are sending questionnaires to residents about training in such positions. Full-time mothers are now able to receive free training sessions near their neighborhoods.

Shang Aiying, the Bai Hui Fan Hua flower store owner, had been the chief of a kindergarten and a head-master of an off-campus training institution. She had been enduring a work intensity of seven days a week and four hours commuting daily for several years.?

Shang Aiying, owner of the Bai Hui Fan Hua flower store, has taken the district's lead to avail "fertility-friendly"positions to young parents.

In 2024 she opened her own flower store and its work schedule for employees is flexible.

This is made possible through adopting a team of two from 2pm to 4pm daily, providing one person off-work and the other can still maintain work inside the store. A manager will refer to schedules of the about five or six employees in a new week and make overall arrangements. Through mutual aid scheduling, employees are able to take care of their families and a higher retention of workforce is created.

Yuan Jing, a newly employed assistant, trims flowers in the store.

Yet such foundational innovation comes at a cost.

"Headquarters economy plays a big role in Qibao's economy structure and such firms tend to prefer standardized management," Yao said.

When Yao and other officials from the community affairs reception center were visiting some manufacturing corporations, their human resource managers pointed out their dilemmas: "Suspension of an assembly line for just one minute may cost a company tens of thousands of yuan, so a flexible working schedule is really hard to adopt."

Even for small enterprises like Bai Hui Fan Hua, such an innovation poses higher management costs and longer employee training sessions.

"Real equality is about rechanneling duties rather than creating a workplace greenhouse,"said Guo Yanjun, a law professor from Shanghai Jiao Tong University. "In Sweden, parents of a new baby share a total of 480 days' parental leave. When the recruitment cost for a male and a female employee is the same, gender differentiation treatment tends to be minimalized."

"In Shanghai fertility-friendly positions are for both full-time mothers and full-time fathers,"Zhu Junjie, deputy chief of Minhang employment promotion center, said.

Fertility-friendly positions are now being posted on “閔行易就業(yè)”("Easy Jobs in Minahng") applet on WeChat and Shanghai's new employment information website http://jobs.rsj.sh.gov.cn.

The district's employment promotion center regularly hosts offline job fairs that also include fertility-friendly positions.

早上九點(diǎn)，閔行區(qū)七寶鎮(zhèn)新龍路上，“百卉繁花”花店的玻璃門透出暖黃燈光。新入職的店員袁靜正在整理向日葵，手機(jī)里跳出孩子班主任的微信：“明天上午學(xué)校將有公開課，邀請您前來參加……”這樣的時刻，曾是無數(shù)職場媽媽難以開口的“請假危機(jī)”，如今在這間85平方米的花店里，店員可以靈活調(diào)整工作時間，還能帶著孩子來店里寫作業(yè)——這是上海市試點(diǎn)推行“生育友好崗”政策下的一個微小樣本。

2024年12月，上海市人社局、市總工會、市婦聯(lián)聯(lián)合發(fā)布《關(guān)于開展“生育友好崗”就業(yè)模式試點(diǎn)工作的通知》，在人口出生率持續(xù)走低背景下，試圖開辟就業(yè)市場新賽道。作為第一時間響應(yīng)新政策的街鎮(zhèn)之一，七寶鎮(zhèn)在試點(diǎn)落地時卻遭遇了現(xiàn)實(shí)落差。

“當(dāng)時把信息發(fā)到322家企業(yè)所在的微信群，最終只有3家拿出彈性崗位。”七寶鎮(zhèn)社區(qū)事務(wù)受理服務(wù)中心專職副主任姚曉清翻開工作日志，2025年1月的就業(yè)援助月小型招聘會上，這3家企業(yè)分別是百卉繁花花店、手工藝品公司結(jié)繩記和一家餐館，共提供5個生育友好崗位。“雖然求職者十之七八都有孩子，但報名者寥寥。”

這種落差在七寶鎮(zhèn)就業(yè)指導(dǎo)專員李丹鳳眼里形成鮮明對照：全職媽媽大多想做辦公室白領(lǐng)，但針對媽媽們需要不定時請假的情況，能匹配文職類的崗位很少，多數(shù)是兼職崗位。“有位前連鎖超市主管堅持要找月薪過萬的管理崗，可我們手里能匹配的只有超市一線員工崗。”

但姚曉清相信，總有匹配的機(jī)會。每天對接企業(yè)時她一次次耐心地詢問“最近有沒有適合全職媽媽的崗位”，還把帶動女性就業(yè)能力強(qiáng)、安置女性數(shù)量多的企業(yè)納入七寶鎮(zhèn)《“生育友好崗”用人單位統(tǒng)一名錄》，為其配備就業(yè)服務(wù)專員，及時提供通俗易懂的就業(yè)創(chuàng)業(yè)政策解讀。關(guān)于生育友好崗位的努力已融入每天的日常工作，成果也逐漸顯現(xiàn)，在受理中心挖掘到的手繩編織、鮮花銷售等崗位上，已有13位生育友好崗位員工和企業(yè)達(dá)成初步意愿。

政策工具箱也在擴(kuò)容。閔行區(qū)就業(yè)促進(jìn)中心已梳理出一系列適合彈性時間、薪資相對較高的新興行業(yè)技能型崗位。副主任朱俊杰透露，包括母嬰護(hù)理員、育嬰師、養(yǎng)老護(hù)理員、美甲師、互聯(lián)網(wǎng)營銷師、整理收納師等培訓(xùn)項(xiàng)目。目前閔行區(qū)42個社區(qū)就業(yè)服務(wù)站正在排摸社區(qū)居民的培訓(xùn)意向，把培訓(xùn)“送到”有需求的就業(yè)服務(wù)站。屆時，全職媽媽在家門口就能參加免費(fèi)培訓(xùn)。

冷柜前，46歲的店主尚愛英正在修剪花刺。這位幼兒園前業(yè)務(wù)園長、教育培訓(xùn)機(jī)構(gòu)前校長，經(jīng)歷了多年每天通勤4小時、每周7天無休的工作強(qiáng)度，去年，她選擇自己創(chuàng)業(yè)開花店，采用柔性管理制度，讓員工請假時不需要有太多顧慮。

尚愛英設(shè)計的“雙崗重疊制”，讓彈性工作成為可能：每日14點(diǎn)—16點(diǎn)設(shè)置雙人在崗時段，一人有急事，另一人也能守店。每周排班之前，店長虞靜都會充分收集五六位店員的時間安排，以互助式排班最大限度照顧家庭。柔性管理帶來了意外收獲——核心員工流失率明顯降低。

制度創(chuàng)新的成本壓力真實(shí)存在。“總部經(jīng)濟(jì)在七寶產(chǎn)業(yè)結(jié)構(gòu)占比較大，這類企業(yè)更傾向標(biāo)準(zhǔn)化管理。”姚曉清坦言，走訪中春路沿線制造企業(yè)時，一些人事經(jīng)理也很無奈：“流水線停轉(zhuǎn)一分鐘損失上萬，怎么彈性？”即便是百卉繁花這樣的小微企業(yè)，也面臨管理成本更高、員工培訓(xùn)周期更長等現(xiàn)實(shí)情況，但尚愛英算過長遠(yuǎn)賬，家庭友好能讓人均效能提升，隱性收益遠(yuǎn)超投入。

學(xué)界正為平衡點(diǎn)提供新思路。女性和性別史學(xué)者王燕建議，企業(yè)可以按照員工的孩子年齡，設(shè)置男女職工皆覆蓋的“梯形彈性工作制度”，孩子年齡小的，彈性更大，年齡大的，彈性小。

上海交通大學(xué)法學(xué)院教授郭延軍以瑞典父母共享480天產(chǎn)假為例，當(dāng)男性同樣需要為育兒調(diào)整工作，企業(yè)招聘一名男性和一名女性成本相同，就不會因性別做差異化選擇，才會帶來真正的就業(yè)公平。

因此，區(qū)就業(yè)促進(jìn)中心即將開展的技能培訓(xùn)不對性別設(shè)限，寶爸、寶媽都可以報名。這種認(rèn)知轉(zhuǎn)變，或許比政策補(bǔ)貼更有穿透力。

“閔行易就業(yè)”小程序里的生育友好崗位

與此同時，在“閔行易就業(yè)”小程序和上海公共招聘新平臺網(wǎng)站，“生育友好崗”招聘專區(qū)設(shè)置在醒目的位置，求職者可以點(diǎn)擊崗位在線投簡歷。閔行區(qū)就業(yè)促進(jìn)中心定期舉辦的線下大型招聘會也將把“生育友好專區(qū)”作為常設(shè)專區(qū)。

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Source：SHINE

Edited by Yue Shunshun

Reviewed by Yue Shunshun, He Tingting, Xu Leibing