1. Overview
■ Until now, policies for women with career breaks have emphasized employment for women who have stopped economic activities due to marriage, pregnancy, childbirth, childcare, or family care, or who have never engaged in economic activities, but recently, there has been an emphasis on supporting employment for women who have never engaged in economic activities. There is a trend of emphasizing the policy of preventing disruption of economic activities. In order to promote women’s economic activities, it is important to include women currently engaged in economic activities in the main policy targets and prevent the disruption of economic activities in the first place. Therefore, the government plans to The 「Act on Promotion of Economic Activities of Women with Career Interruptions」 was completely revised and changed to 「Act on Promotion of Economic Activities of Women and Prevention of Career Interruptions」 (abbreviated name: Women’s Economic Activities Act) to be implemented from June 2022. Rapid decline in working-age population, digital low-carbon economy In order to actively respond to changes in the future labor market, such as the transition to In particular, there is a need to foster female talent as a solution to the imbalance in supply and demand of science and technology talent compared to the supply of new jobs due to industrial restructuring due to digital innovation. In order to promote women’s economic activities and effectively prevent career breaks in response to these changes, expanded policies are needed. There is a need for policy measures to respond to the requirements according to changes in scope and industrial structure■ This brief summarizes and organizes the main contents of the study on “Discovering new technology and future promising occupations for women with career breaks by region” 2. Current status of education and training for women with career breaks maximum
2.1 Current status of vocational competency development training for women with career breaks■ Korea Foundation for Women in Science and Technology (WISET: https://www.wiset.or.kr) WISET, an agency entrusted by the Ministry of Science and ICT for projects related to women in science and technology, is a resource for women in science and technology. We operate an academy, local science and engineering female talent training project, and local science and engineering field unemployed and career-interrupted women support project. The target of the project is current students, graduates, unemployed people, those wishing to return to their careers, and employed people (including men). Providing competency-enhancing education for career growth ※ Project results: 3,264 education beneficiaries (2020~2022), employment rate in the field 67.9% (2022), career paths across the entire life cycle of female scientists and engineers The ‘R-STATION (Regional STATION)’ project, which operates a W Bridge platform that provides integrated growth support services such as search, employment connection, competency level diagnosis, career planning basic consulting, mentoring, and networking, is operated by local governments, regional universities, and three parties. This is a project that fosters local female talent in science and engineering through an agreement and connects them with employment at local companies1) ■ Ministry of Employment and Labor National Tomorrow Learning Card To prepare for the era of lifelong education and training, “National Tomorrow Learning Card” is launched to strengthen re-employment not only for men but also for women who have taken a career break. Continued support of training costs through 」- The number of unemployed women trained each year gradually increased, reaching close to 1,600 over the past 5 years.※ 186,000 in ’17 → 176,000 in ’18 → 154,000 in ’19 → 253,000 in ’20 → ‘ 426,000 people in 2021 → 372,000 people in 2022 – K-Digital Credit (distance training) is a beginner and intermediate level program such as digital economy, platform economy, data analysis, and smart technology, and mid-aged and older people’s new start credit is career diagnosis, re-employment industry counseling, and current employees. It is a program of career transition services such as group consulting and in-depth career maintenance services in the current occupation ■ Ministry of Employment and Labor’s national and strategic industry occupation training 2) Training for women in nationally strategic industry occupations by expanding the proportion of women’s participation in national and strategic industry occupation training Expansion of accessibility (※33.3% in 2020 → 35.8% in 2021 → 36.6% in 2022) – Establishment of a new female-friendly occupation (public design) and strengthening training counseling for job seekers to provide training courses for national key and strategic industries suitable for women. Encourage participation – Selected over 800 training courses in new technology fields such as digital convergence, smart web & content development, where training demand is increasing due to the 4th Industrial Revolution, etc. ■ Women’s re-employment training at Korea Polytechnic University 3) To improve the vocational capabilities of women who have had a career break A customized training course that strengthens and supports economic activities and connects with employment or starting a business – Main training courses include hospital administration, children’s coding instructor, smart online shopping mall startup and operation, 4th Industrial Revolution maker instructor, and computer utilization & coding. , YouTube creator start-up, basic bio practice and computer basics, aviation production practice, child caregiver training (hospital coordinator), etc.■ Ministry of Trade, Industry and Energy, re-employment training for female researchers with career breaks4) Support for entry into industrial sites to improve the use of female human resources in the R&D field Purpose of promoting social atmosphere – Conducting training using ChatGPT and AI in 2023 (AI smart work, understanding artificial intelligence prompts, data analysis using ChatGPT, etc.) Professional/technical skills training program for women in their 30s who are highly educated (college graduate or higher) or highly skilled (those with professional qualifications and skills, etc.) who have taken a career break – 14 New Work Centers for Women in the province in 2021 (hereinafter referred to as New Work Centers) A total of 27 courses will be opened, including AI-based SW expert training, online trade expert training, female startup CEO training, emoticon designer training, and online marketing practitioner training. – In 2022, the Gyeonggi Women’s IT Center of the Gyeonggi Job Foundation will target women with experience. Training software (SW) testing experts who check the performance and safety of software (SW) products1) Source: WISET 2021.11. A collection of business briefing sessions for local science and engineering female talent training projects. The Science Times special column. 2023.01.17. “Fostering support for female scientists is an important issue for the country’s future. (Interview with the Ministry of Science and Technology) Moon Ae-ri, Chairman of the Korea Women in Science and Technology Talent Development Foundation. 2) Source: Ministry of Employment and Labor Internet homepage http;//www. moel.go.kr Training to develop and supply technical and technical manpower needed by companies by conducting vocational competency development training for occupations that are lacking or expected to increase in demand in industrial fields such as the nation’s key industries and strategic industries. As such, the Ministry of Employment and Labor and the Vocational Competency Development and Training Review and Assessment Service select and operate training courses and training institutions every year. From 2021, the number of new technology training courses will continue to increase by including K-digital training.3) Source: Korea Polytechnic University Internet homepage http://www.kopo.ac.kr/content.do?menu=53 ( Search date: 2023.09.26.)4) Source: Korea Institute for Advancement of Technology (2023. 02). Detailed implementation plan for the 2023 project to build a foundation for expanding the participation of female R&D personnel in industrial sites. 2.2 Analysis of the problems of vocational competency development training for women with career breaks■ There is a need to solve the problem of limited occupations and low participation rate. In response to the rapidly changing labor market, such as current industrial and demographic changes, each ministry and local government is trying to develop and implement vocational education and training by region and occupation. Although efforts are being made, the number of occupations is limited and participation is low. The New Work Center project is the single most widely distributed project nationwide among government-supported job creation projects and is jointly operated by the Ministry of Employment and Labor and the Ministry of Gender Equality and Family. It is jointly operated by the Ministry of Employment and Labor and the Ministry of Gender Equality and Family. Expand high-value-added vocational education and training courses in new and promising future occupations (IT content, AI big data) in response to market changes, and implement a pilot operation of high-value-added vocational education and training in new technology fields (Ministry of Gender Equality and Family, 2023) Jointly by the Seoul Metropolitan Government and the Ministry of Gender Equality and Family In the case of the Seoul Science and Technology New Job Center, which is supported by the Ministry of Science and ICT, it supports employment in various fields such as pharmaceutical and bio quality control, molecular group, and intellectual property with the goal of strengthening professional capabilities for unemployed and career-interrupted women in science and engineering (currently terminated). Through WISET, we operate a science and technology female talent academy, the W Bridge platform, and a local science and engineering female talent training project, and the employment rate in the field through the ‘Science and Technology Female Talent Academy’ is about 68%. However, the number of beneficiaries is limited to women majoring in science and engineering. The Ministry of Employment and Labor also tried to increase the female participation rate by expanding new technology courses during training for national key and strategic industries and discovering promising occupations for women, but the participation rate was only 37% in 2022. Not high Korea Polytechnic University’s women’s re-employment training course operates a customized training course for women who have had a career break, but if you look at the detailed occupations, most of them are Internet start-ups through crafts, and occupations related to new technology are very limited. ■ Differentiated and promising future It is necessary to develop a vocational training operation plan for each type of job. Saeil Center’s vocational training actively supports and strives to revitalize new technology-related training courses through high value-added vocational education and training, but it is still providing in-depth training for new technologies and nurturing human resources at intermediate and advanced technical levels. Courses are difficult to find. There is a preconceived notion that vocational training for women with career breaks is mostly basic or entry-level training and training limited to existing female-friendly occupations (care-related, instructor training, management and general office fields such as beginner IT and internet marketing). It is also a reality that it exists■ There is a need to develop and operate specialized programs that take into account the type of job and level of difficulty. From the perspective of ‘challenging occupations for women’, in order to discover promising future jobs for women who have taken a career break, diversification of vocational training by age and technical training to alleviate gender occupational segregation are required. According to the Federation of National Women’s Human Resources Development Centers, which require efforts to expand women’s occupational areas, such as programs, the Women’s Human Resources Center operates specialized vocational training programs that take into account the occupations and difficulty levels appropriate for each age group. In addition, efforts are being made to expand women’s occupational fields by developing training for occupations that are previously avoided by women, such as port logistics management, woodworking, DIY interior design, and ship welding, as specialized occupations for local women. Gyeonggi Province is targeting women aged 15 and older through Dream Wings. We support a variety of career development services appropriate for each age group and operate in-depth courses for women in their 20s and 30s who have had a career break among the highly educated (college graduates or higher) or highly skilled (those with professional qualifications and skills). In addition, we provide career diagnosis and vocational training for occupations that can be linked to practical jobs (housekeeping manager, organizing and storage consultant, play sitter, etc.) for middle-aged women who have taken a long-term career break, and operate specialized programs for various targets, including programs for women with career experience. 3. Discovering new technology and promising future jobs for women with career breaks
3.1 Analysis of career training outcomes for women with career breaks and status of women’s economic activities5)■ In the employment rate after participating in training for the unemployed, the employment rate for women in their 20s and in the environment, energy, and safety fields was high. As it takes a relatively long period of time to train professionals in the field of new technology, there is a need to provide structured vocational training for people in their 20s from a long-term perspective. Employment insurance history was analyzed for 3, 6, and 9 months in terms of employment performance after participating in unemployment training. One result showed that the employment rate within 3 months of all training participants was 40.2%, the employment rate within 6 months was 54.7%, and the employment rate within 9 months was 61.5%. Looking at the employment rate within 6 months, the employment rate by age of female training participants was in their 20s. The employment rate was the highest at 56.4%, and by region, Busan, Incheon, Daejeon, Sejong, Gyeonggi, Gangwon, North Chungcheong, South Chungcheong, and Gyeongbuk regions showed higher employment rates than the average 6-month employment rate. Based on 6-month employment rates by occupation for female training graduates. Looking at it, the environment, energy, and safety fields were the highest at 67.4%, followed by finance/insurance (63.9%), management/accounting/office (63.4%), and information and communications (61.1%), which also showed employment rates of over 60%. The material field showed the lowest employment rate at 28.6%. Looking at the distribution of employment time by training characteristics, it was found that the longer the training period, the shorter the employment time for female participants in the training course, up to less than 9 months by training occupation. In the case of women, employment is fast in fields such as security, cleaning, information and communications, law, police, fire, prison, national defense, and agriculture, forestry and fisheries, and education, natural and social sciences, driving and transportation, social welfare and religion, and electricity and electronics. In the case of fields, the average time required for employment for female training participants is high. ■ As a way to develop and effectively utilize the potential of women with career breaks, information and communication technology (ICT) is used in existing management, administration, office, and health and medical positions. It is necessary to discover the occupation fields utilized. As a result of analyzing what field female training participants are employed in after vocational training, the field with the highest proportion of employment in the same occupation based on KECO 2018 subcategories is care service workers (80.2%); Information security experts (71.0%) and software developers (50.2%) showed relatively high employment rates, while looking at the proportion employed regardless of training occupation, the proportion employed in information and communications research and development and engineering technology positions was 1.9 out of the total. Although only %, employment in management, administration, and office positions accounts for the highest proportion at 24.5%. The low correlation between employment occupations compared to participating training occupations is due to lowering one’s standards in the actual job search process or making a living regardless of one’s will. ■ 2023 Regional Training Demand Survey 6) Based on the classification by industry, out of a total of 10,861,965 workers, there are 4,635,128 female workers, 42.7% of the total, in the economic sector. Appears to be participating in activities (Appendix 1) The industry with the largest number of female workers is ’87. Social Welfare Service Industry’ with the highest number of female workers at 1,058,439, and ’86. Health Industry’ with 605,223 people. The ’75. Business support service industry’ has 530,230 people, showing the second highest level of female workers engaged in economic activities after the ‘social welfare service industry’. The industry with the highest ratio of female workers to the total number of workers is also ’87. Social welfare industry. The proportion of female workers in the ‘service industry’ is the highest at 88.5%, followed by ’86.Healthcare industry’ (75.8%) and ’56.Restaurant and bar industry’ (66.5%). Industries with a majority of female employees include ’73. Other professional, scientific and technological service industries’ (60.3%), ’14. Clothing, clothing accessories and fur product manufacturing’ (58.9%), ’90. Creation, art and ‘Leisure-related service industry’ (55.3%), ’75. Business support service industry’ (55.0%), and ’71. Professional service industry’ (50.4%), with the majority appearing to be engaged in welfare and service industries. ■ There is a need for measures to foster women as core professionals in new technologies and new industries that are currently being introduced or scheduled to be introduced and have a high demand for manpower (Appendix 2, 3). According to the 2023 Regional Training Demand Survey, a total of 30 are listed on the 2023 Small and Medium Business Technology Roadmap. The research was conducted by defining the field as a new technology/new industry scope. The total number of businesses that are introducing new technologies and new industries is 13,362, employing 139,100 people. The fields that are currently introducing new technologies and industries are AI big data, service platforms (including IoT, cloud platforms, etc.), smart manufacturing, intelligent robots, and digital content. (including AR/VR/XR/Metaverse, etc.), new and renewable energy, industrial machinery, semiconductor display equipment, electrical and electronic components, electric hydrogen vehicles, cybersecurity, metal materials and molding processing, resource circulation and energy recycling, smart city, The top 15 industries selected in order of textiles are the new technologies and new industries with the largest number of employees: AI big data, service platforms (including IoT, cloud platforms, etc.), new and renewable energy, bio, electrical and electronic components, smart manufacturing, electric hydrogen vehicles, Appears in that order: digital content (including AR/VR/XR/metaverse, etc.), semiconductor display equipment, industrial machinery, intelligent robots, disaster/safety, system semiconductor, metal materials and molding processing, and cybersecurity New technologies and new industries currently scheduled to be introduced Areas include AI big data, digital content (including AR/VR/XR/Metaverse, etc.), smart manufacturing, service platform (including IoT, cloud platform, etc.), disaster/safety, metal materials and forming processing, cybersecurity, and industrial machinery. , bio, new and renewable energy, intelligent robots, electrical and electronic components, electric hydrogen vehicles, smart cities, semiconductors and display equipment, and the fields of new technology and new industries with the largest net workforce requirements are AI big data, next-generation mobile communications, cyber security, and digital content ( (including AR/VR/XR/Metaverse, etc.), service platforms (including IoT, cloud platforms, etc.), new and renewable energy, resource circulation and energy recycling, intelligent robots, system semiconductors, aerospace, autonomous vehicles, future ships, bio , electric hydrogen vehicles, and secondary batteries. As for the job fields required when introducing and operating new technologies and new industries, development (prototype, reliability, certification, etc.) personnel was the highest at 34.9%, followed by design (HW SW mechanism design, etc.) ) 23.1%, planning (product planning, etc.) 21.7%, showing a large proportion of required manpower. As a result of collecting opinions on the possibility of women entering new industries through an expert survey, AI big data, digital content (AR/VR/XR) /metaverse, etc.). Digital healthcare/medical devices, bio, functional food, service platforms, disaster/safety, and smart cities were found to have the highest potential for women to advance in that order, followed by electric hydrogen vehicles, industrial machinery, future ships, and CCUS (carbon capture and utilization). ·Storage technology), electrical and electronic components, secondary batteries, organic/composite materials, and aerospace/aviation fields were found to have low possibilities for women to enter the field. 5) Accurate raw data was secured through cooperation with the Ministry of Employment and Labor, and the Ministry of Employment and Labor’s unemployed workers Analysis focused on target vocational competency development training. The target of analysis is those who participated in the unemployed training course that ended in 2021 and were employed at a workplace covered by employment insurance after completing the training course, excluding those who dropped out. Unemployed training courses include training for national key and strategic industries, unemployment account system, etc.6) Jeon Jae-sik, Jang Hye-jeong, Moon Hanna, Baek Won-young, Lee Seung-bong, Kim Yu-mi, Park Sang-o, Lee Ki-jae (2023) conducted by the Korea Research Institute for Vocational Education and Training (2023) Analysis of raw data from regional training demand survey 3.2 Results of discovering new and future promising occupations for women with career breaks■ New technology and future promising occupations* Current status of human resources training in new technology fields related to deriving vocational training plans* Digital (AI, cloud, metaverse, SW, big data) , human resources training programs in the new technology field centered on semiconductor, bio and health occupations can be broadly divided into three parts: digital field, strategic technology and future source technology field, and bio-environment field (joint of related ministries, November 16, 2021) – First , The digital field includes areas such as AI, big data, cloud, blockchain, metaverse, cybersecurity, and smart industry (AI + Promoting the establishment and expansion of curriculum in the field – Second, the field of strategic technology and future source technology corresponds to future-based technologies centered on hardware such as semiconductors, future cars, materials, displays, and space. Expand support for professional training for professionals, current employees, and job seekers in fields such as semiconductors and future automobiles, and foster key semiconductor human resources to gain an edge in semiconductor technology competition – Third, the bio and environment fields include pharmaceuticals, medical devices, cosmetics, etc. The trend is to strengthen talent training by focusing on training programs tailored to industrial needs in the short term, such as smart health, new and renewable energy, green convergence technology, and hydrogen, and by expanding training programs related to new industries in the long term, in core industries such as software and bio and health. While the manpower shortage is worsening, the supply of manpower to key industries tends to decrease due to the effects of a decrease in the school-age population. In particular, in the software and bio fields, the number of graduates decreased significantly in 2019 compared to 2017, so it is necessary to expand the supply of manpower. In the case of artificial intelligence, big data, drones, and smart manufacturing realistic content, training supply is smoothened through vocational training programs. This is being done, and there is a demand for low-level manpower in each field (big data – data visualization, artificial intelligence – data annotation, etc.), so it can be seen as a training job suitable for women or non-majors with career breaks. In addition, a field frequently mentioned in previous studies is biomedical science, and healthcare occupations can be seen as a promising field for the future. ■ New technology Future occupations are expected to gradually decrease as the output of human resources from educational institutions such as schools decreases due to a decrease in the school-age population. The manpower shortage is expected to become more severe. Differentiate training occupations according to regional manpower demand and future promising occupations, avoid duplication with training from other ministries and local governments, such as the Ministry of Employment and Labor’s Tomorrow Learning Card training, and use regional and industry-specific new technologies for the future. It is necessary to discover occupations and provide education and training tailored to the characteristics of career-interrupted women. The industries are largely major industries, root industries, materials, parts, and equipment (hereinafter referred to as general manager) industries, promising new industries, and green energy industries. It is possible to identify industrial distribution by region by dividing it into high-tech fields. Existing major industries are rapidly progressing into new or high-tech industries through convergence between different industries and industrial innovation. Accordingly, regional major industries are also rapidly transitioning from traditional manufacturing centers to new industries. Promising future industries (designated by the Ministry of Trade, Industry and Energy): Next-generation semiconductors, next-generation displays, IoT home appliances (smart home), XR (AR VR), digital healthcare, future cars, smart eco-friendly ships, aerial drones, intelligent robots, new metal materials , next-generation ceramic materials, high-tech textile materials, advanced chemical materials, etc. Promising occupations for women and challenging occupations for women. A summary of the promising occupations for women and challenging occupations for women derived through the New Work Center and women’s vocational training experts is as follows. – Women In the results of the survey of promising occupations, AI big data and digital content fields were strong regardless of region, and jobs related to digital healthcare and bio industry, new and renewable energy, and smart agriculture were identified. – The results of the survey of challenging occupations for women showed that apartments were found in many regions. The head of the management office was identified, and in the digital content industry, occupations related to planning, design, and development were identified. – Regardless of the region, jobs related to well-being/well-dying consultants, digital healthcare, and smart cities/smart farms are challenging occupations for women. An opinion was reached that it is suitable for new technologies. In the list of occupations according to experts, fields such as ICT and digital convergence accounted for the majority, with semiconductors, biotechnology, and healthcare as promising occupations for women, and engineers and programmers as promising occupations for women. Selected as a challenging occupation.
4. Conclusion and implications
4.1 There is a need to discover promising future jobs for women with career breaks■ According to the “Population Crisis Response Strategy-(6) Talent Development Strategy Report” announced by the National Assembly Budget Office (2023), due to changes in population structure, the 4th industrial revolution, and digital transformation, etc. As the demand for new technologies and highly skilled manpower is expected to increase, it is necessary to cultivate talent related to the high-tech industry and expand market supply from a mid- to long-term perspective. Accordingly, there is a need to discover promising future occupations with new technology and establish a policy direction for nurturing talent for new technology and future promising occupations for women with career breaks. ■ Especially at this point, when the importance of related policies is increasing due to the problem of regional extinction and changes in demographic structure, career experience is increasing. In the case of women with career breaks, the possibility of outflow from the region is relatively low, the possibility of permanent residence is high, and the possibility of employment in small and medium-sized enterprises as well as large corporations is high. Therefore, specialized training support for new technology and promising future occupations for women with career breaks is required by region, reflecting these characteristics. 4.2 Considerations for customized training for new technology and promising future occupations for women with career breaks■ In the mid- to long-term, it is necessary to expand talent training programs focused on actual users of training by limiting free education and strengthening out-of-pocket expenses, and to operate programs for actual users of necessary education and prepare ways to improve quality. In the case of some trainings, it has been reported that there are cases of repeated participation without employment in order to build qualifications (expand experience on resume) and receive subsidies. If the burden of self-funding is strengthened, trainees are less likely to participate in selecting training courses. Be cautious. By increasing the possibility of exploring and attending quality education and training programs focused on end-users, it can create a positive effect by providing incentives to strengthen the competitiveness of programs provided by training institutions. However, the scale and speed of increase in out-of-pocket expenses can be drastically increased. If this is increased, trainees may avoid it due to the cost burden even though it is an excellent training course due to the characteristics of career-interrupted women, and there are also concerns that training opportunities for low-income and vulnerable groups will be reduced. There is a need to consider ways to strengthen self-payment only for advanced advanced courses. Instead of introducing self-payment depending on the target, we also consider a plan to promote the improvement of training completion rate and employment rate by providing employment incentives.■ Review of linking with related associations in industry, academia, and research and preparing online-offline mixed training courses for talent in cutting-edge new technology fields. When reviewing training-related requirements, it has been reported that there are cases of skepticism about participation in training that is not linked to corporate work. In addition, it appears that there is a corporate need for practical and project experience. Therefore, when developing and providing educational programs, it is necessary to operate linked programs that take corporate demand into consideration. In detail, there is a need to review ways to expand support for joint implementation of projects through the formation of consortiums between large corporations and small and medium-sized enterprises, linkage with national projects between research institutes and graduate schools, and operation and sharing of intensive education training courses at the level of related associations.■ Practice Considering the importance of education, it is necessary to promote a mixture of online and offline education. In the case of online education, it is necessary to deliver theory and basic knowledge, and in the case of field education, it is necessary to focus on practical training. Considering the demand for each new technology field, it is necessary to proactively search for places equipped with equipment and facilities for training when conducting field training, reflect it in the curriculum structure, and promote it to trainees. ■ Employment of women working in new technology fields It is very important to provide customized counseling and competency development training to increase retention and increase the employment retention rate of women who have entered high value-added occupations such as important new technologies and promising future occupations. Accordingly, there is a need to establish customized career development and grievance counseling channels for these people. Additionally, because the pace of technological change in the field is rapid, if training to develop practical capabilities is not provided, the turnover and retirement rates may increase. Accordingly, although the name of the training required to provide capacity building education for working women is different, if you look closely at the curriculum, there are many cases where similar training courses are operated every year with very similar training courses. Codification of training course management through keyword assignment (industry-occupation-course type-training level-first development date-version information, etc.) (Reference) Jointly of related ministries (2021). 2021. 11. 16. Press release. National Legislation Information Center. “Act on Equal Employment Opportunity for Men and Women and Support for Work-Family Balance”. National Assembly Budget Office (2023). Population Crisis Response Strategy-(6) Talent Development Strategy Report Ministry of Trade, Industry and Energy (2023). “Full-scale promotion of local-led local specialized industry development”, April 20, 2023. Press release. Ministry of Gender Equality and Family (2023). Internal data related to Saeil Center Hye-jeong Jang, Won-young Baek, Yu-mi Kim, Seon-ae Kang, Ji-eun Lee (December 2023). A study on discovering new technology and promising future jobs for women with career breaks by region, Korea Research Institute for Vocational Education and Training (2023). 2023 Regional Training Demand Survey, Korea Research Institute for Vocational Education and Training, Korea Institute for Advancement of Technology (2023.02.), 2023 Detailed Project Promotion Plan for Establishing a Foundation for Expanding Participation of Female R&D Personnel in Industrial Fields The Science Times planning column. 2023.01.17. “Fostering support for female scientists, a national issue”. (Korea Science and Technology Interview Interview) Moon Ae-ri, Chairman of the Korea Women in Science and Technology Talent Development Foundation WISET (November 2021) Business briefing session materials for the local science and engineering female talent training project (Internet data) Ministry of Employment and Labor Korea Employment Information Service website (https://www.ei.go) .kr/ei/eim/eg/ei/eiEminsr/retrievePb0304Info.do) Ministry of Employment and Labor website (http://www.moel.go.kr/policy/policyinfo/woman/list9.do) Science and Technology Personnel Policy Platform website (https http://hrstpolicy.re.kr) Korea Policy Briefing (https://www.korea.kr/news/policyNewsView.do?newsId=148857851) Statistics Korea Korea Standard Industrial Classification (http://kssc.kostat.go.kr) /) Korea Women in Science and Technology Foundation website ((https://www.wiset.or.kr/main.jsp) Korea Polytechnic University Internet website http://www.kopo.ac.kr/content.do?menu= 53
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