President University

Mid report for

Gender discrimination in China

Tang yi

Human Resource Management Department

014201600122

October 18, 2019

 Abstract

Discrimination refers to the fact that some workers have the same ability,
education, training and experience as other workers, but they are unfairly treated in
terms of employment, career choice, promotion, wage rate and working conditions.

Using the definition of discrimination for reference, we can define gender

discrimination as the wage or occupation difference between women and men due to
gender rather than labor productivity.

Introduction

1. Employment differences between female workers and male workers

At present, in terms of employment in China, the employment rate of women in quite

a number of industries is low. The proportion of women employed in China is not
commensurate with the proportion of female labor resources to about half of the total
labor resources.

Except in the industries such as health sports and social welfare, the proportion of
women in employment exceeds that of men. In other industries, the employment rate
of women is lower than that of men, and they are also lower than the natural
population ratio of women. Of course, in order to protect female employees, some
industries with high physical strength, such as construction, extractive industries,
geological exploration, etc., national laws have clear restrictions on women’s
employment, but in other industries, even in business. In the world-recognized
women's industry, such as finance, government, and institutions, the proportion of
women employed is lower than that of men. This is abnormal and there is gender
discrimination.
2. Differences in pay between female workers and male workers

The Chinese government has consistently advocated that men and women should be
"equal pay for equal work" and oppose discrimination against women. However, in
real life, the phenomenon of “different pay for equal work” between men and women
is still widespread. In the group based on years of schooling, the average annual
income of women is lower than that of men regardless of the age group. However, it
is worth noting that the difference in income between men and women has gradually
narrowed with the increase in years of education, which indicates that education plays
an important role in reducing the income gap between men and women.

3. Differences in positions and insurance benefits between female workers and male
workers

The proportion of women in management (including high-, medium-, and grass-roots

managers) is low, while among ordinary employees and other people, women account
for a higher proportion. At the same time, as the rank of the position rises, the
proportion of women in the job is strictly decreasing.

Among the types of insurance benefits, women are all less than men, including
housing subsidies, housing and paid vacations as welfare programs.

Case analysis

Right now, the opening of the comprehensive "two-child" policy will lead to a certain
extent, alleviate China's current population aging problem, but it will be followed how
Chinese women will choose their families and careers.

The hidden gender discrimination in China's is a problem that has always existed. Due
to the social stereotype of women, many companies have gender-qualified certain
positions, resulting in the emergence of “professional gender segregation” or “glass
ceiling”, which is female. There is no opportunity for promotion.

Although national regulations add provisions to protect women's workplace rights,

there are still many companies and employers in real life who hire men even if they
have higher female abilities than men. This is intangible and is a subjective nature, not
limited by law. So for women who are already gender-discriminating, if women
choose to give birth again, I think this problem will be more serious.

The internal reason for investigating implicit gender discrimination is that the
enterprise pursues the maximization of benefits, and the employment of women must
lose the benefits that women can create during maternity leave. Moreover, compared
with men, women are clearly at a disadvantage in the workplace. With the opening of
the comprehensive second-child policy, the company’s losses in this area will more
than double.

A few days ago, I saw a data map in the news, which is roughly a comparison of the
development of male and female college graduates who graduated from the same
starting point in the past ten years. Men are thriving in the workplace, and women
who may be better on campus have always been small employees or even full-time
wives. I think this comparison data graph is somewhat related to implicit gender
discrimination.

The idea of "traditional male, female insider" is traditionally ingrained. It is also a

common occurrence that women are excluded from the workplace. Nowadays, with
the opening of the comprehensive second-child policy, the career path of women will
become more and more difficult. In my opinion, China should increase its efforts to
protect women's rights and interests. In recent years, the law has added gender
equality treatment. This is already a social progress, but it is not easy to truly achieve
equal treatment of men and women in the workplace. It is far from enough in the law.
We should increase publicity to protect women, so that women are no longer in a
disadvantage position in the workplace.

Conclusion and suggestions

1. Strengthen publicity to avoid stereotypes about gender

Reducing gender discrimination in the labor market requires the society to strengthen
the positive publicity of outstanding women, advocate advanced gender culture,
establish an equal, civilized and fair social atmosphere, change the concept of
enterprises and managers, change the traditional role of women, and eliminate the
field of cultural thought. Sex discrimination against women.

2. Constantly improve laws and regulations, strengthen legislation, and increase law
enforcement.

(1) Formulate specific laws and regulations against employment discrimination.

Relying on the legal system to comprehensively stipulate all aspects of employment
discrimination, so that employment discrimination, including gender discrimination,
is operational.

(2) Establish a specialized agency against discrimination in employment. Not only can
the victims receive help and relief in a timely manner, but they can also carry out
propaganda work against discrimination in employment, publicize the legal
knowledge of equal employment to workers, and enhance the awareness of workers'
rights.

(3) Establish an institutional mechanism for equal employment. Establish and

improve measures and systems for compensation and punishment. Through such
measures, it is clear that the employer should bear the legal responsibility of
employment discrimination, increase the cost of gender discrimination in enterprises,
and make it afraid to break the law easily.
3. Increase investment in education for women, pay attention to women's career
planning, and strive to improve employment guidance and service levels.

The wage gap between women and men is decreasing with the increase in education.
Gender discrimination in the labor market and gender discrimination in education
investment are the relationship between action and reaction. To reduce gender
discrimination in the labor market, an important way to achieve this is to increase
investment in education for women. The talent training of colleges and universities
should be coordinated with the market demand to improve the student career planning
and graduate employment guidance service system. Adjust students' employment
concept, improve job search skills, and stabilize employment mentality. In the case of
widespread gender discrimination, help female college students strengthen
psychological guidance, guide them to choose the correct job search direction, reduce
the blindness of job hunting, and increase the employment rate.

4. Give play to the role of government departments, promote the reform of the
maternity insurance system, and realize the socialization of maternity insurance.

Enterprises are reluctant to hire female laborers too much. One important reason is
that enterprises must bear certain expenses for the birth of female workers, such as
maternity leave wages and maternity medical expenses. From the perspective of
maximizing profits, enterprises will reduce the amount of women workers employed.
The government should establish a social welfare support system as soon as possible
to reduce the employment risks of enterprises to offset the “gender loss” of
enterprises, so that enterprises can accept female employment voluntarily and reduce
the employment pressure of women.

5. Correctly discriminate against special sex and establish a healthy and healthy
female image

Sex discrimination should be treated correctly, a good psychological quality should be

formed, and their own advantages should be fully demonstrated in job hunting, thus
changing the misunderstanding of women and society by society and enterprises. At
the same time, we should change the concept of career choice, improve our
employability, and strengthen the adaptability to various positions.

References

1. Xie Yusheng, Yao Xianguo. <Estimation of gender wage discrimination in urban

employment in China. Women's Studies>, 2005 (6).

2. Jia Yina. <Analysis of the causes and countermeasures of women suffering from
"recessive discrimination" in employment>. Journal of Shandong Women's
College Shandong Branch, 2004(2)

3. Zhou Qunying, Zhou Wenlian. <An Analysis of the Cultural Mechanism of

Gender Discrimination in Employment >. Journal of China University of Mining
and Technology (Social Science Edition), 2006, 3