How do proposed rules aim to stop gender preference in job ads?

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Proposed Rules Target Gender Preference in Job Advertisements

New draft legislation being discussed by Chinese lawmakers aims to prevent gender-based discrimination in job advertisements by explicitly prohibiting employers from stating preferences for male or female applicants. This move comes as a response to ongoing concerns about gender inequality in the workplace and a recent string of high-profile cases highlighting these issues.
Ban on Stating Gender Preferences in Job Ads

The draft bill, presented for discussion, includes a clear prohibition against employers specifying gender preferences in their job advertisements. This practice has been a long-standing criticism, with a Human Rights Watch report in June noting that one in five civil service job postings in 2019 indicated a preference for male applicants.
Prohibition of Marital and Pregnancy Status Inquiries

In addition to restricting gender preference in ads, the proposed regulations also seek to prevent employers from questioning female applicants about their marital status or whether they are pregnant. Such inquiries have been a common, though criticised, practice, with some employers previously requiring female staff to sign contracts agreeing not to become pregnant for several years as a condition of employment.
Addressing Broader Workplace Discrimination Concerns

These proposed rules are being considered in the context of broader concerns about women's participation in the workforce, which has seen a decline despite economic growth. Factors contributing to this include gender-based hiring filters and a lack of affordable childcare, forcing more women to take on family care responsibilities. The recent shift to a three-child policy has further exacerbated worries that employers might become even more hesitant to hire women.
Defining and Enforcing Sexual Harassment Standards

The draft amendments also aim to make the enforcement of rules against sexual harassment more straightforward by providing a clearer definition of what constitutes such behaviour. According to state-run Xinhua news agency, the proposed text prohibits "vulgar speech," "inappropriate physical behaviour," or the "display or dissemination of sexual images, information, text, audio or video." Employers would be required to establish mechanisms for preventing, investigating, and responding to complaints of sexual harassment promptly. However, the draft does not specify penalties for non-compliance. The public has until January 22, 2022, to provide comments on these proposed amendments.

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How do proposed rules aim to stop gender preference in job ads?

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