为何韩国女性难以在职场晋升？优斯拉·德里乌瓦 2026年9月25日 一份新报告显示，在韩国，女性平均收入较低，且一生中面临的就业机会较少。
Why is it hard for South Korean women to climb career ladder Yousra Drioua September 25, 2026 A new report shows how in South Korea, women on average earn less and have fewer employment opportunities throughout their lives.
职业中断、职业隔离以及组织内部的歧视，是造成韩国性别差距的主要原因【档案照片 2021年8月】27岁时，韩国女性的收入比同龄男性低8%。到了50多岁，这一差距扩大至50%。这是根据人权观察组织（HRW）近期报告中发布的政府工资数据得出的结论。
Career interruptions, occupational segregation and discrimination within organizations, drive South Korea's gender gap [FILE August 2021] At 27, a woman in South Korea earns 8% less than male peers. By her late 50s, she earns 50% less. This is according to government wage data published in a recent Human Rights Watch (HRW) report.
韩国是全球科技和工业强国，但自1992年可比记录开始以来，其性别薪酬差距一直是经济合作与发展组织（OECD）成员国中最高的。
South Korea is a global technology and industrial powerhouse, but its gender pay gap has remained the highest in the Organization for Economic Cooperation and Development (OECD) since comparable records began in 1992.
“家庭内部的性别分工直接导致了劳动力市场中的性别分工，”韩国女性劳工权益活动家金敏熙（Min Hee Kim）告诉德国之声（DW）。
"The gender division of labor inside the home leads directly to a gender division of labor in the labor market," Min Hee Kim, a Korean activist for women labor struggles, told DW.
她认为，问题不仅仅在于女性薪酬低于男性。随着女性年龄增长，她们可从事的工作类型逐渐减少，而低薪、职业中断和不稳定工作所带来的后果也在不断累积。
The problem, she argues, is not simply that women are paid less than men. As women age, the kinds of work available to them narrows and the consequences of lower pay, career breaks and precarious jobs accumulate.
在题为《太老且是女性》的报告中，人权观察组织采访了41名年龄在28岁至87岁之间的韩国女性，了解她们的工作经历。
the report "Too Old and a Woman," HRW interviewed 41 South Korean women aged 28 to 87 about their working lives.
女性职业生涯的结构性障碍 金敏熙表示，歧视并未消失，只是改变了形式。直到20世纪80年代，雇主仅因女性结婚就解雇她们是合法的，这种做法被称为“基于婚姻的解雇”，雇主假设已婚女性很快就会离职抚养孩子。
Structural barriers to women's careers Discrimination has changed form rather than disappeared, Kim said. Until the 1980s, it was legal for employers to fire women simply for getting married, a practice known as "marriage-based dismissal," where employers assumed a married woman would soon leave to raise children anyway.
如今，“很难公开说‘我们不雇你，因为你是女性’，”金敏熙补充道。但照顾责任仍然落在女性身上，当她们试图重返职场时，往往只能从事薪酬较低的工作。
Today, "it is difficult to openly say, 'We won't hire you because you're a woman,'" Kim added. But caregiving responsibilities still fall on women pushing them into lower-paid jobs when they try to return to work.
根据人权观察（HRW）的报告，自20世纪80年代以来，女性在大学中的入学率就已经超过了男性。高等教育本应意味着毕业生在就业时享有平等的机会，但现实情况却并非如此。
According to the HRW report, women's university attainment has passed men's since the 1980s. Higher education would suggest equal opportunity after graduation, but the job market says otherwise.
2024年的一项研究表明，女性在毕业一年后的收入比男性低22%。许多女性向人权观察表示，由于结婚或生育等原因离开工作岗位后，她们重新进入劳动力市场的机会非常有限，只能从事一些诸如客服中心、清洁工作或护理工作之类的职业。
One year after graduating, women already earn 22% less than men, according to a 2024 study. Many women told HRW that after leaving work for marriage or children, chances of returning to the workforce were limited to a handful of jobs such as call centers, cleaning or caregiving.
那些选择专注于自己职业生涯的女性也遇到了职业发展上的障碍——她们在职场中遇到了所谓的“玻璃天花板”（即无法晋升到更高职位的限制）。2024年，女性仅占管理职位的18%；在38名高级公务员中，仅有5名是女性。
Women who opt to focus on their career told HRW they hit a glass ceiling at work. Women held 18% of manager jobs in 2024, and only five of 38 senior civil servants were women. Brains, beauty and barriers: the global job market To view this video , and consider upgrading to a web browser that supports HTML5 video Wages peak and drop off Women's wages peak in their late 30s and then steadily decline, according to Labor Ministry survey data cited by HRW.
根据人权观察引用的劳动部调查数据，女性的工资在30多岁时达到峰值，随后便持续下降。韩国性别平等部向人权观察指出，职业中断、职业隔离以及组织内部的歧视是导致这一差距的主要原因。
South Korea's Gender Ministry told HRW that career interruptions, along with occupational segregation and discrimination within organizations, drive the gap.
53岁的J·米-sook告诉人权观察，她之前的三年工作经验并未得到新雇主的认可，因此她只能以较低的薪资从基层岗位重新开始工作。女性在劳动力市场之外停留的时间越长，她们的简历上积累的工作经验就越少，这直接导致她们的薪资降低、工作稳定性也降低。
J. Mi-sook, 53, told HRW that her three years of experience weren't recognized by her next employer, so she started at entry level on a lower salary. The longer women spend outside the workforce, the less experience they accumulate on their resumes, which results in less pay and less work stability.
人权观察在报告中提到了“结构性歧视”这一概念：这种歧视已经深深植根于社会习俗和制度之中，以至于受到其影响的人往往意识不到这其实是一个严重的问题。
Kim pointed to structural discrimination a concept from the report that HRW describes as discrimination so embedded in social practices and institutions that even the people harmed by it may not recognize it as a problem.
“当你独自一人时，很容易会想，‘是因为我不够有能力’，或者‘是因为我年纪大了’，”她说。她补充道，只有当有过类似经历的女性聚在一起交流时，她们才会意识到，“这不仅仅是我个人的问题。”
"When you are alone, it is easy to think, 'It's because I'm not capable enough,' or 'It's because I'm getting older,'" she said. It's only when women who've had similar experiences meet and talk, she added, that they realize, "this wasn't just my problem." It gets harder as you get older Park Jae-soon, 61, was forced to retire at 60 from a utility company and now works part-time as a care worker. Her annual income fell from 55 million won ($40,500/€35,600) to 15.6 million won, a 72% drop.
随着年龄增长，情况变得更加艰难。61岁的朴在顺（Park Jae-soon）在60岁时被一家公用事业公司强制退休，目前从事兼职护理工作。她的年收入从5500万韩元（约合40,500美元/35,600欧元）降至1560万韩元，跌幅达72%。
HRW argues the mandatory retirement age and the "peak wage" system, which lets employers cut older workers' pay in the years before retirement, should both be abolished.
人权观察组织认为，强制退休年龄制度以及允许雇主在退休前几年削减年长员工工资的“峰值工资”制度，都应予以废除。
According to data cited in the report, women received 53% of men's National Old Age Pension on average in October 2025, a 47% gap.
根据报告中引用的数据，2025年10月，女性平均领取的国家老年养老金仅为男性的53%，差距达47%。
"I think what is important here is that this is not simply a problem of middle-aged women having difficulty finding jobs," Kim said.
金表示：“我认为这里的关键在于，这不仅仅是中年女性难以找到工作的问题。”
"The work that women have traditionally done inside the home, like cleaning, cooking, caregiving and managing other people's emotions, is classified as 'work suitable for women' when it enters the labor market, and then low wages are assigned to it," she added.
她补充道：“女性传统上在家中从事的工作，如清洁、烹饪、护理以及管理他人的情绪，一旦进入劳动力市场，就被归类为‘适合女性的工作’，随后被赋予低工资。”韩国化妆品行业如何推动职业成功：从第一份薪水到养老金人权观察组织认为，这种劣势是逐步累积的，从女性领取第一份薪水开始，一直持续到领取养老金。
"The work that women have traditionally done inside the home, like cleaning, cooking, caregiving and managing other people's emotions, is classified as 'work suitable for women' when it enters the labor market, and then low wages are assigned to it," she added. How South Korea's cosmetic industry drives career success From first paycheck to pension HRW argues the disadvantage builds stage by stage, from a woman's first paycheck up until her pension.
金说：“30多岁女性的职业中断本身就是一个养老金问题。”她补充道：“40多岁女性的兼职工作是一个养老金问题，50多岁女性的低工资也已经是一个养老金问题。”韩国政府表示，将推动法定退休年龄从60岁逐步提高至65岁。
"Career interruption among women in their 30s is already a pension issue," Kim said. "Part-time work among women in their 40s is a pension issue, and low wages among women in their 50s are already a pension issue," she added. South Korea's government has said it will pursue a phased increase in the statutory retirement age from 60 to 65.
“这个问题无法仅通过一项政策来解决。必须真正落实‘同工同酬’的原则，工资结构必须透明化；同时，对残疾人的关怀应该被视为社会的共同责任，而不是仅仅由个别家庭或女性来承担。”金女士说道。
"This cannot be solved with just one policy. Equal pay for equal work needs to be actually implemented, wage structures need to be transparent, and care needs to be treated as a public responsibility rather than something that is pushed onto individual families and women," Kim said.
这位人权活动家指出，这份报告虽然是一个重要的起点，但其所呈现的现状并不全面。她提到，大多数受访者是通过民间组织招募的，且主要来自首尔；而残疾女性、 migrant workers（移民工人）等群体可能面临更为复杂的年龄与性别歧视问题。
The rights activist said the report is an important starting point, but believes its picture is incomplete. Most interviewees were recruited through civic organizations and largely in Seoul, she noted, while disabled women, migrant workers and others may experience a different combination of age and gender discrimination.
“重要的问题并不只是‘女性面临多少歧视’，”她继续说道，“而是哪些女性、在哪些岗位上，会随着年龄的增长而逐渐被剥夺哪些资源与权利。”编辑：Wesley Rahn
"The important question is not simply, 'How much discrimination do women face?'" she said. "It is which women, in what positions, become increasingly distanced from which resources and rights as they grow older." Edited by: Wesley Rahn