Discrimination In China Research Articles

Asymmetric employer learning and gender-based statistical discrimination in China

We test if employers in China learn asymmetrically about worker's productivity and the implication on statistical discrimination against women. Using data from the 2018 survey of China Family Panel Studies (CFPS), we find evidence of asymmetric employer learning for non-college graduate workers. Furthermore, employers statistically discriminate against female workers without college education at time of hiring. This statistical discrimination against women does not decrease over time because asymmetric employer learning is found to occur mostly for men. In contrast, no evidence of employer learning or statistical discrimination against women is found for college graduate workers.

Analysis of Female Employment Situation Based on Data from Jilin Province in China

In recent years, Chinas GDP has continued to grow, yet the labor share has not increased in a consistent manner. This paper employs an empirical analysis based on data from Jilin Province, China. It uses questionnaires and econometric modeling methods to investigate the role of gender in economic life and the role of other factors (such as employment pressure, the role of unions, etc.) in this process. The questionnaire survey examines the current state of gender employment discrimination in China, focusing on the existence, causes, and influencing factors of employment discrimination. In constructing the econometric model, this paper assumes a negative relationship between the proportion of female employees and the labor share, while there is a positive relationship between female education level and the labor income share. The two hypotheses, based on common sense and literature, are then tested by an econometric model. The results indicate that the proportion of female employees is indeed negatively correlated with the share of labor income, suggesting that women face more significant employment challenges.

Utilizing Baidu index data to understand the spatio-temporal characteristics of public interest towards gender discrimination

Gender equality has always been a hot topic of global concern. This study aims to understand the temporal and spatial characteristics of public interest towards gender discrimination in China, providing information support for eliminating gender discrimination and promoting social equity in China, to achieve the United Nations Sustainable Development Goal 5. It uses the Baidu Index as the research tool, selecting gender discrimination as the keyword, taking July 1, 2013, to October 13, 2022, as the research interval to analyze the trend research, demand map, and population portrait of gender discrimination. It is found that the search trend of gender discrimination is slowly rising year by year, from the overall trend of personal computers (PC) and mobile. The peak appears periodically during the Spring Festival and summer vacation each year; "Gender discrimination" has a significant peak in early March 2017 and mid-June 2022. Additionally, the public also shows great concern for discrimination and racial discrimination. Most netizens who pay attention to gender discrimination come from East China.
 Keywords: Baidu index; gender discrimination; public interest; search engine; social concern

Productivity difference or discrimination effect? Disability‐related wage gap in China

The wage gap between people with disabilities (PWD) and people without disabilities (PWOD), which discourages PWD from entering the labor market, is attributed to two factors: productivity differences and discrimination effects. To determine whether PWD in China face wage discrimination in the labor market and which factor contributes more to the disability‐related wage gap in China, this study uses Chinese Household Income Project data (years 2007 and 2013) to estimate disability‐related wage discrimination, decomposing the wage gap between PWD and PWOD using the Oaxaca‐Blinder and Neumark approach. The findings demonstrate the presence of disability‐related discrimination in China, accounting for approximately 38.9%–52.4% of the wage gap between PWD and PWOD. Unobservable productivity effects contribute more to the wage gap than does disability‐related discrimination. Male PWD living in rural areas and less educated people are more likely to experience wage discrimination in China. Moreover, individuals with disabilities in rural areas experience significant disability‐related discrimination, whereas no such phenomenon is observed in urban or migrant populations. Future human resource management policies should consider antidiscrimination measures and improve the productivity of PWD, including providing reasonable accommodation for PWD in the workplace and ensuring equality in job searches and employment.

The social public interest in China's employment anti-discrimination laws and its realisation paths

ABSTRACT Despite its close relationship to employment rights, the concept of the public interest in labour law lacks extensive discussion. Even fewer scholars have studied employment discrimination in China from this perspective, despite China signing many international Conventions and Recommendations related to employment rights. This article analyses the social-based attributes in China's employment anti-discrimination laws, arguing that the laws should prioritise the protection of public interests. It then distils the connotation of the social public interest carried by the laws from the perspectives of legal values, the independence of legal interest, and legislative purposes. Subsequently, this article examines the implementation of the laws at judicial and administrative levels, identifying limitations in individual-oriented approaches and deficiencies in safeguarding the public interest. These limitations and deficiencies primarily manifest in the fact that labour agencies generally do not accept employment discrimination complaints or subtly exclude hiring processes from the scope of administrative enforcement, while courts are accustomed to a private law rationale of compensating for actual losses. Accordingly, this article suggests establishing and maintaining a fair labour market competition order by imposing punitive damages to deter potential discrimination, activating administrative enforcement to rectify past discrimination, and guiding employers to proactively assume social responsibility.

To Explore the Inequality Caused by Household Registration Discrimination in China

This paper mainly discusses the inequality caused by household registration discrimination in China. Household registration discrimination refers to the unequal treatment caused by the prejudice of some people in terms of their household registration and place of birth. It usually occurs in some big cities, which is also the cause of some unequal policies and treatment for foreign job seekers and employees, resulting in the differential treatment of people with different household registration. The materials in this paper come from some news networks and papers published by past people, through the collection of news network cases and survey data released by some provinces. The structure of this paper is as follows: 1. Background of the investigation; 2. Literature review; 3. Explore what are the real causes of household registration discrimination, 4. What unequal treatment will be brought by household registration discrimination, 5. Based on the data, it provides suggestions on how to improve household registration discrimination. Finally, we canbegin to improve the current situation of household registration discrimination from these aspects.

Study on the Legal Protection of Women's Equal Rights in Employment in China under the Comparative Law Perspective of China and the United States

This research mainly lays emphasis on womens employment discrimination in China. In order to study this issue, various research methods are applied, such as comparative method, case-studying method and etc. The current situation of this issue is getting better with the development of domestic legal system, but problems still exist. Considering that America has more experience in dealing with this discrimination because of its history, it is chosen as the object of this research. The author compares China with America in legal system of womens employment discrimination, including legislation and law enforcement, after which problems are raised and solutions are put forward.

On the Illegality and Regulation of Algorithmic Price Discrimination in China's Digital Economy

The legal issue of algorithmic price discrimination sparked by the in-depth use of big data and algorithm techniques has emerged as a significant concern in the development of China's digital economy. Although Chinese law has implemented many regulations on the collection and protection of personal information, data security and governance, as well as on price discrimination, instances of algorithmic price discrimination have arisen in judicial practice. The legal issue surrounding algorithmic price discrimination has not yet been fully resolved. Legal studies in China on this issue mainly uses "big data killing" or "algorithmic price discrimination" to define it. Regarding the legal classification and regulation of algorithmic price discrimination: the Anti-Monopoly Law's regulatory measures are limited from a competition law standpoint. Instead, Anti-Unfair Competition Law provides a more appropriate framework. As for civil law, the question of whether the algorithmic price discrimination qualifies as a civil tort still requires discussion; nevertheless, it satisfies all the constitutive elements of fraud in Chinese civil law.

An Overview of the Career Development of Female Leaders in the Face of Gender Discrimination in China

Independent, confident and competent women in the workplace have become an essential and luminous component of social life. But behind the landscape, women at work are also facing unprecedented pressure, particularly in China, where womens employment rate stands at 73%. As a result of long-term gender discrimination, women are incessantly in disadvantaged position at work and are often treated unfairly. The research on the career development of female leaders under gender discrimination is summarised and evaluated based on the analytical framework of influencing factors - development dilemma - outcome impact. Firstly, the analysis of the available literature on the determinants of discrimination against women leaders is grouped into three perspectives: social environment, traditional culture and individual women; secondly, the existing studies on the development dilemma of discrimination against women leaders are reviewed and interpreted from four perspectives: market hiring, workplace pay, workplace promotion and gender segregation; finally, the impact of discrimination against women leaders on women themselves, the social soft environment and the development and performance of the industry is evaluated. In addition, based on an analysis of the existing literature, it is concluded that the results of gender discrimination in the workplace environment for female leaders affect their future career development, as well as a prospective research direction for the future career development of female leaders.

Tech worker activism against gender discrimination in China

This article discusses the discriminatory, anti-women workplace culture in China’s tech industry and how tech workers organise online activism in response. In August 2021, an online petition broke out to demand justice for a sexual crime victim at the Chinese e-commerce enterprise Alibaba. This is a powerful example of digital activism leaping beyond the constraints and challenges of labour organising in the global tech sector. The article shows how social media could bring new possibilities to the tech worker movement in both authoritarian and democratic countries.

Key secondary metabolite markers for Wuchang Daohuaxiang rice discrimination in China

This study aimed to comprehensively elucidate the vital secondary metabolites of Wuchang Daohuaxiang (DHX) rice through widely targeted metabolomics analysis. Among the secondary metabolites detected, a total of 30 differential ones were screened out and categorized into 4 different classes, including 6 alkaloids (20%), 15 flavonoids (50%), 6 phenolic acids (20%), and 3 terpenoids (10%) between DHX and control groups. Of these, compounds as zarzissine, fagomine, arbutin, p-Hydroxypheny-β-D-allopyranoside, pimaric acid, kaurenoic acid, and isopimaric acid were more abundant in DHX than control group, with the possibility in serve as key secondary metabolites of DHX rice. Furthermore, arbutin, trigonelline and 6′-O-Feruloyl-D-sucrose were optimized as potential biomarkers for DHX rice discrimination. This study would supply data support for DHX rice authenticity and quality improvement.

We for She—Causes of Gender Discrimination in China and Corresponding Solutions

We for She—Causes of Gender Discrimination in China and Corresponding Solutions

Gender discrimination in China: Experimental evidence from the job market for college graduates

This paper examines employment-related gender discrimination during the initial stages of a hiring process. It specifically focuses on recent college graduates in China. By examining firms’ responses to fictitious resumes with randomly generated information on gender and other key attributes of applicants (e.g., school reputation, student's academic achievement, and leadership experiences), this study is able to separate the effect of gender on a student's potential for getting an on-site interview from the confounding effects of other factors. The findings reveal that, with all other factors remaining constant, female applicants, on average, are less likely to be invited by hiring firms to on-site interviews as compared with their male counterparts. Furthermore, gender discrimination in computer and mathematics, architecture and engineering, and sales occupations appears to be driving the results of this study. The qualitative evidence based on interviews with firm recruiters suggests that the findings of this study are generally consistent with the role congruity theory of prejudice in psychology literature. While the finding that the quality of a job candidate (academic achievement and leadership experience) does not reduce gender discrimination offers some evidence to support a taste-based discrimination view, we do not have enough evidence to support a statistical discrimination view.

Research on Age Discrimination against Job Seekers Based on Recruitment Advertisements

Under the background of population aging, with the increase of age, the employment rate of workers gradually decreases. Age discrimination against middle-aged and elderly people in enterprises is an important factor. Based on the age requirement in recruitment advertisements, this paper proposes a calculation model for the average age interval to verify the age discrimination in China’s labor market. The result shows that the complexity of jobs only affects the lower age limit, and the difference between the upper age limit is very little and tends to convergence, which shortens the effective job-hunting period of high-end talents. The research methods and conclusions have certain theoretical significance for Social Sciences & Humanities, especially for age discrimination theory. Based on the conclusion, it puts forward some suggestions to alleviate age discrimination.

A Meta-Analysis of the Hukou-Based Wage Discrimination in China

A Meta-Analysis of the Hukou-Based Wage Discrimination in China

Disentangling stereotypes from social reality: Astrological stereotypes and discrimination in China.

Because stereotypes and social reality are mutually reinforcing, it is often unclear whether a given stereotype has emerged from preexisting social reality, or has shaped social reality over time to resemble the stereotype (e.g., via discrimination). To address this chicken-or-egg problem, we advance an integrative model that captures not only endogenous stereotype formation from social reality, but also exogenous stereotype formation without social reality. When arbitrary social categories are introduced, the cultural meanings of category cues (e.g., semantic category names) can be exogenously projected as stereotypes onto those social categories. To illustrate exogenous stereotype formation, we examined a novel form of stereotyping and discrimination in China based on astrological signs, which were introduced into China from the West. Studies 1a, 1b, and 2 revealed that astrological stereotypes are salient in China (but not in the United States). These stereotypes were likely produced exogenously because of how the signs were translated into Chinese. In particular, Virgos are stereotyped as having disagreeable personalities, likely because of Virgo's Chinese translation as "virgin" (Study 3). This translation-based stereotype led Chinese individuals to discriminate against Virgos in romantic dating (Study 4) and in simulated job recruitment (Studies 5 and 6). Studies 7 and 8 confirmed that astrological stereotypes are inaccurate and astrological discrimination is irrational: Astrological sign predicted neither personality (N = 173,709) nor job performance (N = 32,878). Overall, our research disentangles stereotypes from social reality by providing a real-world demonstration that stereotypes can form without preexisting social reality, yet still produce discrimination that can then shape social reality. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Establishment and Empirical Evaluation of a Quality Indicator System for Postoperative Pain Management.

This study aimed to establish a quality indicator system for postoperative pain management and test its reliability, validity, and discrimination in China. We established a quality indicator system using the Delphi method. Further, we designed and administered a survey questionnaire in the orthopedic departments of nine hospitals, located in the Zhejiang and Jiangsu Provinces, through purposive and convenience sampling methods to examine the reliability, validity, and discrimination of the quality indicator system. We established a quality indicator system to assess structure, process, and outcome measures of postoperative pain management using three first-level, eight subordinate second-level, and 32 subordinate third-level quality indicators. The scale-level content validity indexes of the three sections of the questionnaire, assessing structure, process, and outcomes measures, were 0.99, 0.98, and 0.98, respectively. We identified two common factors from the third section that demonstrated a cumulative variance contribution rate of 80.38% and a Cronbach's α coefficient of 0.95. The total scores and scores of the structure, process, and outcome quality indicators demonstrated statistically significant differences (P < 0.05) between the wards (N = 4) that participated in the "Painless Orthopedics Ward" quality improvement program and those (N = 5) that did not. This quality indicator system highlights the need for multidisciplinary cooperation and process characteristics of postoperative pain management, along with interdepartmental quality comparisons. And it demonstrates acceptable reliability, validity, and discrimination; thus it may be completely or partially employed in Chinese hospitals.

Perceived Social Discrimination, Socioeconomic Status, and Alcohol Consumption among Chinese Adults: A Nationally Representative Study.

Perceived social discrimination in China has significant effects on drinking behavior. This finding was reached through multivariate logistic regression analysis of a sample of 22,566 adults in the 2016 China Family Panel Studies (CFPS). This was a cross-sectional study conducted with computer-assisted face-to-face interviews to assess alcohol drinking problems and associated factors among Chinese adults. The proportion of adults prone to alcoholism tends to be higher in eastern than central China, and higher in central than western China. Furthermore, gender discrimination and delays in government interactions as a result of unfair treatment have a positive and significant effect on individuals’ drinking. The alcohol consumption rate among Chinese men is about 13 times that of Chinese women. Additionally, older people have a stronger tendency to drink alcohol. In terms of education, those with lower education levels are more prone to alcoholism than those with higher education levels. Regarding marital status, those who are married are more prone to alcoholism than those who are not. Further, those who have been diagnosed with a chronic disease within the past six months are less prone to alcoholism than those without such diagnosis. People with an annual income between 50,000 and 150,000 yuan are more prone to alcoholism than those with an income under 50,000 yuan. Groups that have experienced unequal treatment in public services are also more prone to alcoholism than those who do not suffer such unequal treatment.

Is Excess Weight Penalised or Rewarded in Middle‐Income Countries’ Labour Markets? Comparative Evidence from China, India and Mexico

SUMMARYThis comparative study examines the relationship between excess weight and hourly wages in the unprecedented context of middle‐income countries. We compare three countries that are at different stages of the nutrition transition: India (at an early stage), China (at an intermediate stage) and Mexico (at an advanced stage). To do so, we use three distinct household surveys and combine different estimation procedures. Our results emphasise a wage penalty of underweight together with a wage reward of excess weight in India, pointing towards the persistence of pro‐fat social norms in a country where hunger is still highly prevalent. Conversely, we observe significant overweight and obesity wage penalties in China, especially in non‐manual jobs, probably due to a large diffusion of anti‐fat social norms in a country where hunger is residual and normal weight predominant. In Mexico, we find an overweight wage premium in manual jobs and no effect in non‐manual jobs. We speculate that the large‐scale diffusion of excess weight may lead to its greater social acceptance (i.e. ‘new’ pro‐fat norms). Finally, we explore the potential transmission channels through which bodyweight may affect wages. We provide evidence of potential anti‐fat discrimination in China and pro‐fat‐discrimination in India and Mexico. Our results have important implications in terms of public health policy.

Supplemental Material for Disentangling Stereotypes From Social Reality: Astrological Stereotypes and Discrimination in China

Supplemental Material for Disentangling Stereotypes From Social Reality: Astrological Stereotypes and Discrimination in China