РИНОК ПРАЦІ СИЛОВИХ СТРУКТУР УКРАЇНИ: ГЕНДЕРНІ ДИСПРОПОРЦІЇ, ШЛЯХИ ПОДОЛАННЯ

Abstract

Among the goals of sustainable development, the task of achieving gender equality occupies an important place. Achieving this goal requires society to rethink the roles, responsibilities, and acceptance of the characteristics of each, and therefore in areas where men mainly work, it can be difficult to achieve a balance. The need for such a study is due to the need to create clear ideas about gender conflicts and imbalances in the workplace (internal labor market of the organization), in particular, it is important for building harmonious communicative interaction in the team and in society as a whole. This, in turn, would contribute to ensuring the well-coordinated activities of power structures and would become a guarantee of the state security of Ukraine. Unfortunately, due to the existing gender stereotypes, the labor market, in particular the power structures, has been identified not only with general (inherent in any spheres of economic activity), but also with specific problems. The purpose of the article is to study gender problems in the labor market of the power structures of Ukraine and to determine the main vectors of overcoming the identified gender inequalities. The conducted research reveals the specific problems of the internal labor market of power structures, and also proves the need for the formation of a "gender-friendly" corporate culture of the organization. It should be noted that specific problems are more related to the recognition of the role of women, understanding of her opportunities for professional implementation, and narrowing of career prospects. The authors paid special attention to the search for ways to achieve gender balance in the domestic labor market of power structures of Ukraine. At the same time, the article differentiates the objective and subjective reasons for the gender imbalance of organizations in the field of power structures; the latter include factors of public space, responsibility, for example, and the former - working conditions, administrative features of the regulation of labor relations. Based on this, the most effective measures to achieve gender equality were identified.