Gender inequality is a problem among the workplace globally, female employees tend to be paid fifteen to fifty percent less than male employees when they are working the same job. (Burnett,2010) In terms of the situation in China, although the Constitution in 1982 has reinforced laws and regulations to protect women's rights, the level of unemployment rate of women is still far higher than male employees (ibid).
The development of Human Resource Management implicates a potential progress for gender equality(Sisson,1994). However, the gender equality assumption in HRM model is more like the rhetoric rather than the reality (Dikens,1998). Besides, HRM has received little attention in small companies compared with other areas of management (Deshpande and Golhar,1994). As gender-based discrimination has become increasingly visible in China, in order to create harmony for women in the workforce, HR managers in national companies are well-advised by the society to take great responsibility to change the situation and protect female employees' working rights.
In this essay, on the basis of analysis of current situation and problems of gender inequality in the workforce in China, compare it with the relative better situation in Europe. According to the analysis and comparison above, making a conclusion about what measures should be taken.
[...] & Shapior, G. (2002) ‘Promoting Gender Equality in the Workplace', Ireland: Luxembourg. Solinger, D. (2001) ‘Contesting Citizenship in Urban China: Peasant Migrants, the States, and the Logic of the Market', China Review International, 220-223. Zeng, X. (2007) ‘Enforcing Equal Employment Opportunities in China', Journal of Labor and Employment Law, 991-999. [...]
[...] So it is urgent for HR managers in China to take effective measures to protect female employees' working rights, which are included in recruitment and selection, personal development and new organization of work Recruitment and selection HR should offer more employment opportunities to female graduates. For instance, recruitment within the campus tend to be an effective way to recruit employees (Shapior,2002). Fair campaign should be operated in the university in order to attract more female students to atypical women's job positions, such as engineer and architect. [...]
[...] Why is it particularly necessary for HR managers in national companies in China to focus on protecting female employees' working rights Content 1. Introduction Current situation and problems of gender inequality in the workforce in China General situation in gender discrimination Discrimination against young women Discrimination against migrant female workers Compare with the situation in Europe What measures should be taken Recruitment and selection Personal development New organization of work 5 Reference Introduction Gender inequality is a problem among the workplace globally, female employees tend to be paid fifteen to fifty percent less than male employees when they are working the same job. [...]
[...] As a result, companies tend to recruit more male workers, and women employees are forced to retire at a earlier age than males with lower pensions (Hershatter,2007). In addition, the flexibility for women to choose a job is much less than for men. Women's typical working areas are defined as catering, healthcare, textile and education, which are known as low paying jobs in China. Some job positions such as architect and engineer have regulations to avoid women workers(ibid) Discrimination against young women Discrimination also exists among female graduates. [...]
[...] The general situation of female employees in China is not optimistic. Discrimination against women workers is reflected in a number of aspects, such as recruitment, earlier retirement, welfare benefits, wage difference and dismiss(Bulger,2008). For example, women are forced to sign contracts to promise will not become pregnant, they can be dismissed because of this, especially for migrant female employees. Although some laws intend to protect women's working rights, result in an opposite effect, because companies need to pay expensive welfare about female employees' pregnancy and child care according to the laws, making female workers are more expensive to employ than male workers. [...]
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