I. Course of Survey:

May 25:

Morning: XXXX, Vice Director of the Personnel Department of China National Petroleum Corporation, reported the general information on the application of the balanced scorecards within the group. XXXX, Chairman of the Trade Union of XXXX Field Company of China National Petroleum Corporation, reported information on the application of the balanced scorecards within the XXXX Branch.

Prof. Henan Han on the Social Gender Expert Panel put forth four questions at the meeting:

(1) What social gender indexes have been introduced into the performance assessment at various levels in China National Petroleum Corporation and XXXX Branch?

(2) What methods have been adopted to attract more females to participate in the program during program operation?

(3) What preferential contents for females have been adopted in post establishment and selection?

(4) How have the program results influenced women and men?

XXXX, Chairman of the Trade Union of XXXX Field Company, and others delivered a further report on the aforementioned issues. The relevant information is as follows:

(1) Female employees in the forefront of production at XXXX Field Company account for 50% of the total number of employees;

(2) There are female cadres on the leading posts. For example, there are female division chiefs within the personnel division, audit division and development division, and female model workers (no specific proportion);

(3) Equality of men and women has been considered in the corporate policy. For example, house distribution and paid maternity leave.

 

Afternoon:

We visited the exhibition hall, and “digital” management techniques of the XXXX Field Company of China National Petroleum Corporation, No. 2 Gas Exploitation Factory of XXXX Field Company reported information on the application of the balanced scorecards.

Henan Han, an expert on the social gender expert panel, put forth two questions:

(1) What about the gender proportion on managerial, technical and operating posts?

(2) What preferential policies have been adopted to improve the proportion of females at the higher level?

XXXX, Chairman of the Trade Union of the XXXX Field Company, and others replied to the aforementioned questions. The relevant information is as follows:

(1) Equality of men and women can only be brought about by economic development. For example, housework socialization;

(2) Progress in manufacturing techniques may bring about equality of men and women. For example, female employees may work in front of a computer with a mouse instead of doing manual work.

(3) All of the assessment indexes of the company are based on equality of men and women.

(4) There are preferential policies for females. For example, female employees may select the time of retirement and apply for early retirement. Wages are still granted during the period of early retirement (basic wage only).

 

(1) No specific explanation has been made for issues directly related to the program such as gender equality in the program report;

(2) It has been concluded during discussion that the program implementers lack sufficient understanding of social gender concepts with many blind spots in gender issues. For example, they believe taking care of females means to pay attention to the conventional roles of females. Furthermore, they lack a comprehensive understanding of the development of females.

(3) The gender issues in the oil industry is worthy of special attention. For example, as shown in the exhibition hall of the XXXX Field Company, there is a high proportion of female worker models, but only a few females on the top leading posts. People usually believe that the oil industry is a professional field for men. However, female employees in the forefront of production account for 50%. Great attention is to be paid to such conditions and changes in the design system of performance assessment.

 

1. Carry out training on social gender for personnel in charge of the program and main implementers, and strive to enable the entire program implementing team to reach higher recognition of the social gender objective with the program.

2. The program team shall make out specific measures on how to approach and reach the objective after clearly stating the specific tasks of the gender equality objective of the program.

3. Allow for as much participation by the social gender specialists as possible with the design of specific indexes.

 

The document about Course of Survey was translated by Huayiwang Mandarin Translation Company.

 

一、调研过程

25日全天调研；

上午：中国石油集团公司人事部副部长XXXX汇报集团应用平衡计分卡的总体情况；中国石油集团公司XXXX分公司工会主席XXXX汇报XXXX分公司应用平衡计分卡的情况。

社会性别专家小组韩贺南教授在调研会上提出4个问题：

（1）中国石油集团公司、XXXX分公司各层次绩效考核中有哪些社会性别指标？

（2）在项目运作过程中采用了什么方法吸引更多的女性参加？

（3）在岗位设置与选择中有哪些向女性倾斜的内容？

（4）项目结果对女性和男性产生了什么影响？

XXXX分公司工会主席XXXX等就上述问题做了进一步汇报，有关信息如下：

（1）    XXXX分公司生产一线女工占50%

（2）    领导岗位上有女干部，比如人事处、审计处、开发处均有女处长，劳动模范中也有女性（无具体比例）

（3）    公司政策中关注了男女平等，如住房分配和带薪产假等等。

下午：

参观了中国石油集团公司XXXX分公司展览馆、“数字化”管理技术；XXXX分公司第二采气厂汇报了应用平衡计分卡的情况。

社会性别专家小组专家韩贺南提出2个问题：

（1）管理、技术、操作等各个岗位的性别比？

（2）采取了哪些倾斜政策提升领导层的女性比例？

XXXX分公司工会主席XXXX等回答了上述问题，主要信息如下：

（1）经济发展才有可能带来男女就平等，比如家务劳动社会化等。

（2）生产技术的进步可能带来男女平等，比如女工可以在电脑前用鼠标操作，不需要体力劳动。

（3）公司内所有的评价指标都是男女平等的 。

（4）有对女性的倾斜政策，如女工可以自愿选择退休时间，可以提前内退，内退期间仍发放工资（仅指基本工资）。

   二、主要发现

     （1）项目汇报中未能就与项目直接相关的性别平等问题作出具体解释。

（2）、讨论中可发现项目执行人员对社会性别理解不够，性别盲点较多。如照顾女性就是关注女性的传统角色，对女性的发展理解不够全面。

（3）、石油行业中的性别问题值得特别关注，如在XXXX分公司展览馆中，女性在劳模中比例很高，但在高层领导中女性很少。人们通常认为石油行业是男性职业领域，但生产一线女工占了50%。这些情况和变化有待于在绩效评估的设计系统予以高度关注。

    1、对项目负责人和主要执行人员进行社会性别培训，力求整个项目执行团队对该项目中的社会性别目标高度认同。

2、项目团队在明确该项目性别平等目标的具体任务后，必须有如何接近和达到这一目标的具体措施。

3、在具体指标的设计过程中，要尽可能有社会性别专家的参与。

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