 |
[email protected] |
 |
3275638434 |
 |
 |
| Paper Publishing WeChat |
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License
Research on How to Strengthen Women’s Right to Employment in MNEs
YAN Yuxin
Full-Text PDF
XML 373 Views
DOI:10.17265/2159-5542/2023.03.002
Murdoch University, Singapore, Singapore
Women’s equal employment encounters challenges such as gender-blindness in legal protection, a cultural environment where traditional conservative views are at odds with women’s equal employment, the absence of international and domestic gender discrimination intervention links, and invisible gender discrimination. Unequal or inequitable treatment can marginalize women and make it impossible for them to contribute to social and economic development as active members of society. Invisible gender bias in the employment process is increasingly prominent. This paper examines the current situation of women’s equal employment and the inadequacy of relevant laws and regulations from both international and Chinese perspectives. The problem of the composition of social structures and the cultural environment which is contrary to the equality of employment of women is the main reason for the current situation and the inadequacy of laws. The solution to the above problems can be found in three perspectives which are legislative improvements, legal and regulatory level improvement, and perfection of multinational enterprise responsibility. Research from the perspective of legal interpretation tends to focus on formal equality in women’s employment. ‘‘MNEs’’ means multinational enterprise. This makes it difficult to achieve the transition to substantive equality. Research from a public policy perspective often invites criticism of government overreach and the injustice of proposing policies that favor women’s interests. In order to better guarantee an equal employment environment for women, this paper proposes creating a gender-disaggregated employment statistics and monitoring system based on firm type and size, thereby improving the intervention mechanism of gender discrimination in employment linked by the government, social organizations, and the media.
gender discrimination in employment, market competition, realization mechanism
Psychology Research, March 2023, Vol. 13, No. 3, 123-130
Becker, G. S. (1957). The economics of discrimination. Chicago: University of Chicago Press.
International Labour Organization. (2019). Global wage report 2018/19. Retrieved from https://www.ilo.org/global/research/global-reports/global-wage-report/2018/lang--en/index.htm
International Labour Organization. (2020). Gender equality and the future of the world of work the future of the world of work workshop overview report. International Labour Organization, UN Women. Retrieved from https://www.ilo.org/wcmsp5/groups/public/---asia/---ro-bangkok/---ilo-beijing/documents/meetingdocument/wcms_752408.pdf
Lei, L., & Li, B. (2019). Gender hiring bias and firm productivity. China Economic Quarterly, 18, 1267-1288. doi:10.13821/j.cnki.ceq.2019.03.05
Liu, J. H. (2015). Research on the mechanism for achieving equal employment for women in the perspective of gender mainstreaming. Shandong Social Science, 9, 91-94. doi:10.14112/j.cnki.37-1053/c.2015.09.014
Pan, J. T. (2015). Asking public family policies for women’s fair employment rights. Journal of Social Sciences of Hunan Normal University, 44(1), 77-79.
Qin, S. S. (2019). Socio-cultural roots of the gender income gap in China: An empirical analysis based on gender role perceptions. China Institute of Social Development Population Research, 34(1), 106-131. doi:10.19934/j.cnki.shxyj.2019.01.005
Stauffer, B. (2018). Only men need apply gender discrimination in job advertisements in China. In Human rights watch. Retrieved from https://www.hrw.org/zh-hans/report/2018/04/23/316893
United Nations. (2014). Women’s rights are human rights. London: United Nations Publications.
World Bank. (2012). World development report 2012. Retrieved from https://openknowledge.worldbank.org/bitstream/handle/10986/4391/WDR%202012%20Overview-Ch.pdf?sequence=12
Xiong, Y. G. (2015). On social policy development and the change of gender inequality mechanism in China. Peking University Department of Sociology, 2(3), 128-150.
Zhang, W. N., & Zhang, S. (2016). Does trade openness reduce gender discrimination in employment? A study based on cross-country panel data. Zhejiang Social Science, 32(2), 10-16. doi:10.14167/j.zjss.2016.02.002