second gender, gender discrimination

Realizing the destructive results that gender inequality in labor can lead to, many countries have embarked on the path of combating this phenomenon. Iceland is the leader among the countries most successful in tackling inequality. The top 5 includes such Nordic countries as Finland, Norway, Sweden and Denmark. In these countries, the gender gap has been closed by 80%. Economists believe that the achievement of such a goal became possible due to the formation of a developed innovative economy in these countries and the achievement of a high standard of living for members of society [10]. Swedish law obliges employers to manage the gender structure of employees so that the proportion of men and women in the company is approximately equal. If the gender structure is skewed in favor of men, the employer will be obliged to give preference to the female candidate when hiring a new employee. A study by Deloitte Touche Tohmatsu found that in 49 countries women hold an average of 12% of management positions on the boards of directors (supervisory boards) of joint stock companies. The largest share of women in such management bodies is typical for Norway (36.7%), France (29.9%), Sweden (24.4%) and Italy (22.3%).The smallest proportion of women on boards of directors is observed in China (8.5%), India (8%), Brazil (6.5%), Russia (5.7%) and Japan (2.4%). For example, despite the fact that Japan is a developed economy with a high standard of living, gender discrimination in labor relations is widespread in this country due to the cultural mentality. Large Japanese corporations, recruiting university graduates, recruit young men to positions related to the implementation of work associated with great responsibility, difficult tasks, unlimited career growth (managerial direction). As for women, they try to take them to positions that imply a lower level of responsibility and a lower level of complexity of the tasks performed (referral of clerks). This direction assumes career growth, limited by the management positions of the lower or middle management.Globally, the number of women chairing boards of directors does not exceed 4%. It is noteworthy that the largest number of women chairmen of supervisory boards work in countries such as Italy (22.2%) and Norway (18.2%). With regret, we can note the absence of women-presidents in the Russian Federation in all 35 companies, the data of which were included in the study.Thus, the state, represented by the Russian government and relevant ministries, together with employers' associations and trade unions, should begin to develop a roadmap for the implementation of measures aimed at eliminating labor gender inequality in the country. The implementation of these steps will contribute to the formation of qualified human capital in the labor market, not constrained by gender barriers, and, as a result, to long-term economic development.ConclusionThus, the following conclusions can be drawn.Summarizing the study, we can state the following: in order to improve the efficiency of legal regulation and the implementation of fundamental human rights standards, the domestic legislator should take into account the annoying mistakes of legal technique on the observance of the principle of equality of all before the law and, as a result, create the necessary balance of rights and freedoms for qualitative legal impact on public relations.ListofreferencesBondarenko O.V. Gender discrimination in the sphere of labor and employment as a threat to the psychological safety of the individual // Amur Scientific Bulletin. - 2007. - No. 2. - p. 45-53.Voronina O. A. 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