本质上，空乘这个职位的要求，是能够得到机舱各处的身高，是达标的游泳水平（紧急迫降时需要）和体能素质，是一系列高空作业的应急反 应能力，而不直接与性别和婚育挂钩。 有人表示肯定，理由是"妈妈简直是世界上最坚忍的人 没什么难缠的旅客是搞不定的"，也有人对这个称谓表示质疑："还以为是招聘员工家属呢""为什么 要区分空姐和空嫂，难道空少结婚后要叫空夫了吗？""结婚了的女性，天生就是照顾人的命么？" 根据春秋航空招聘负责人的公开回应，"空嫂"一词在业内由来已久，主要是为了和未婚未育的应聘者区分；有着丰富人生阅历的空嫂，具备亲和力等优 势，尤其擅长照顾儿童，还是"知心大姐"。 （图/《冲上云霄》） 这几年，关于民航业女性从业者的讨论不绝于耳，人们为湖南航空的空姐换下高跟鞋、穿上平底鞋的改变而叫好，也为山东航空鼓励空乘"可以自己决定 穿什么"而感到高兴。如今的"空嫂"争议，正是当代社会观念持续变化的一个缩影。 01 因此，我们在飞机上认为一个空服人员做得好的时候，可以想一想，这种耐心和服务质量，是长期专业化培训和实践的成果，而不是个人婚育 经历带来的"加分项"。 坐飞机时遇到已婚已育的女性空乘，要叫空姐还是空嫂？网友们为了 ...

Core Viewpoint - Spring Airlines' recent recruitment initiative targeting married women and expanding the age limit to 40 years signifies a shift in the airline industry's traditional hiring practices, reflecting a more inclusive and mature approach to talent acquisition [1][2]. Group 1: Recruitment Strategy - Spring Airlines has launched a specialized recruitment plan for cabin crew in the Lanzhou region, specifically aimed at married women, with no prior work experience required [1]. - The airline's previous recruitment of 88 "air sisters" resulted in 74% advancing to management positions, indicating the potential for career development within this demographic [1]. Group 2: Industry Trends - The relaxation of age restrictions in recruitment highlights deeper societal and labor market changes, driven by the decline of the demographic dividend, aging population, and decreasing birth rates [2]. - The core competencies required for cabin crew roles, such as service awareness and emergency handling, are not inherently linked to gender, age, or marital status, suggesting a need for a broader evaluation of labor resources [2]. Group 3: Social Implications - The emphasis on hiring experienced mothers for their ability to manage various passenger needs reflects a recognition of the soft skills gained through motherhood, which are valuable in service roles [2]. - The potential risk of reinforcing stereotypes about women's roles in caregiving and service positions raises questions about the implications for gender division in the workplace [3]. Group 4: Future Considerations - The shift from "air hostess" to "air sister" may be just the beginning of a broader transformation in the labor market, advocating for a more equitable assessment of individuals based on their skills and contributions rather than age, gender, or marital status [3].

Core Viewpoint - Spring Airlines has launched a special recruitment plan for cabin crew "Air Sisters" in Lanzhou, aiming to break traditional age barriers in hiring and targeting married women aged up to 40 with a minimum of a bachelor's degree [1] Group 1: Recruitment Strategy - The recruitment plan is designed to hire 30 to 60 new cabin crew members, with training expected to start in early 2026 [1] - The initiative is driven by the growing demand for talent due to the continuous increase in Western route operations [1] Group 2: Demographics and Benefits - Currently, Spring Airlines has approximately 3,400 flight attendants, with an average age of 28, and 70% of the staff being under 30 years old [1] - The company believes that the life experience of "Air Sisters" will enhance their ability to handle emergencies and better anticipate passenger needs, particularly in caring for children [1] Group 3: Career Advancement - Among the current 88 "Air Sisters," 74% have been promoted to management positions, indicating a successful career progression within the company [1]

Core Viewpoint - Spring Airlines is launching a specialized recruitment plan for married and childbearing women as cabin crew, aiming to break traditional age barriers and meet the diverse employment needs in the recovering aviation industry [5][8]. Group 1: Recruitment Details - The recruitment is specifically for married women aged 25 to 40, with a height requirement of 162cm to 174cm and a minimum education level of a full-time bachelor's degree [5]. - The company plans to hire between 30 to 60 individuals, with training expected to start in early 2026 [8]. Group 2: Industry Context - This initiative aligns with the rapid recovery of the aviation sector and aims to address the growing demand for talent, particularly in the western routes where Spring Airlines has seen significant growth [9]. - The company currently employs around 3,400 cabin crew members, with an average age of 28, and 70% of the workforce being under 30 years old [9]. Group 3: Operational Expansion - Concurrently with the recruitment, Spring Airlines announced the addition of three new international routes from its Lanzhou base for the 2025-2026 season, expanding its operational capacity significantly [10]. - The new routes will include connections to Vietnam and Thailand, increasing the total number of routes from Lanzhou to over 50 [10].

Core Viewpoint - Spring Airlines has initiated a recruitment campaign for "air sisters," targeting women aged 25 to 40, emphasizing the advantages of older candidates in serving family travelers [1] Group 1: Recruitment Details - The recruitment is open to women aged 25 to 40, with a preference for those who are married and have children [1] - This is not the first time Spring Airlines has conducted such recruitment, having previously done so in 2010 and 2013 [1] Group 2: Rationale Behind Recruitment - The airline values the experience that older candidates bring, particularly in catering to family travelers [1] - The recruitment is aligned with the airline's significant route development needs [1] Group 3: Application Process - Interested candidates are advised to submit their resumes through Spring Airlines' official WeChat account or website [1] - The airline warns against trusting third-party agencies that may charge additional fees for the application process [1]

Core Viewpoint - Spring Airlines has launched a special recruitment initiative for female cabin crew members, targeting women aged 25 to 40, with a preference for those who are married and have children [1] Group 1: Recruitment Initiative - The recruitment campaign is specifically named "Air Sister" and aims to attract experienced candidates who can provide quality service to family travelers [1] - Spring Airlines previously conducted similar "Air Sister" recruitment drives in 2010 and 2013, indicating a strategic approach to leverage the experience of older applicants [1] Group 2: Market Demand - The decision to initiate the "Air Sister" recruitment is driven by significant growth in route development needs within Spring Airlines [1]