If a woman chooses not to be a full-time housewife but to work hard in the workplace, she may face some of the following prejudices： ###Prejudice from within the family 1. ** The incomprehension of the family under the constraints of traditional concepts** -**The pressure of uneven distribution of housework**： -In some traditional family concepts, housework is regarded as a woman's natural duty. When a woman chooses to work hard in the workplace, her family may think that she has not fulfilled her responsibility to take care of the family, which leads to contradictions in the distribution of housework. For example, a husband may still expect his wife to take on most of the housework, such as cooking, laundry, cleaning, etc., even if the wife is tired after a busy day in the workplace. -Some family elders will also hold old-fashioned ideas, feeling that women should put the family first, and express dissatisfaction with women going out to work, and even accuse her of ignoring home and affecting family harmony. -**Doubts about the care of children**： -Family members may be worried that women will neglect to take care of their children when they are busy with work. For example, when a child is sick or needs to participate in important activities, the family may complain that the woman is unable to accompany her wholeheartedly because of her work, thinking that she has not fulfilled her mother's responsibilities. -Some elders may think that working hard in the workplace will make women strong and disregard home, which in turn affects the education methods and family atmosphere of their grandchildren. They may express negative views on their mother's work in front of their children, which will also have an impact on their children. 2. **The contradiction of uneven sharing of economic pressure** -**Cognitive conflict of family economic role**： -Some men are accustomed to the traditional family economic model and consider themselves the main economic pillar of the family. When women's incomes gradually increase and even achieve good results in the workplace, it may cause psychological imbalances in men. For example, a husband may feel that his status is being challenged, have resistance to women's income and career development, show that he does not support women's work, or have contradictions in family economic decision-making. -Some families may have differences in economic dominance due to changes in women's income. For example, women want to use part of their income for personal and professional development, such as attending training courses and buying professional books, while their husbands or other family members may think that they should give priority to family living expenses. This difference in concept can easily lead to internal family conflicts. ### Prejudice from outside the workplace 1. **Doubts brought about by gender stereotypes** -**Doubts about ability**： -There is a stereotype in society that “women are not as capable as men in the workplace". When women choose to work hard in the workplace, they may be questioned by colleagues, customers and even partners about their ability to work. For example, in the competition for some important projects, a woman may be considered to lack leadership skills, decision-making skills, or professional skills inferior to a man, even if she has the corresponding strength and experience. -In terms of career promotion, it will also be affected by this stereotype. Leaders may be more inclined to promote men, thinking that women may be unable to devote themselves to work due to family and other reasons, or are more likely to retreat in the face of high-intensity work pressure, thus ignoring the efforts and abilities of female employees. -**Stereotypical cognition of career positioning**： - The traditional belief is that certain occupations are more suitable for men, and women will face resistance to entering these fields. For example, in engineering, architecture, computer science and other fields of science and engineering, women may be regarded as “heterogeneous.” They may suffer from the strange vision of their colleagues, be assigned to relatively marginal work tasks in teamwork, or be restricted in technical exchanges and learning opportunities, and it is difficult to obtain the same career development resources as men. -On the contrary, for some traditional female occupations, such as preschool teachers, nurses, etc., society may feel that women should be limited to these positions. When women try to break through these traditional professional frameworks and enter other fields, they will face greater pressure from public opinion and be accused of being restless. Guard yourself. 2. **Gender discrimination in the workplace environment** -**Unfair remuneration**： -In the same job position, women are often paid less than men. Even if women and men have the same education, experience, and work ability, women may be at a disadvantage due to gender factors in the job search and salary negotiation process. Recruiters may lower women's salaries for various reasons, such as thinking that women may affect work continuity due to childbirth and other reasons, or that women's salary requirements are relatively low. -Women may also be treated unfairly in performance evaluation and bonus distribution. Some leaders may evaluate the work results of female employees more harshly, resulting in relatively few bonuses and promotion opportunities for them, while male employees may be more likely to get higher rewards and job promotions for minor achievements. -**Limited career development opportunities**： -In terms of training opportunities, women tend to have fewer opportunities to participate in high-end training courses, industry seminars, etc. to improve their vocational skills. Companies may give priority to male employees to participate in these activities that can expand their horizons and improve their abilities. They believe that men are more likely to apply what they have learned to work and create greater value for the company, while ignoring that female employees also have the need to improve and grow. -in