Prevalence of Gender Discrimination at Workplace: A Case Study of Banking Sector in Shanghai, China

In the past two decades, China's rapidly growing economy has led to significant changes in the labor force and employment market, accompanied by a shift in industrial structure. However, gender discrimination in employment has become increasingly prominent. Despite "gender equality" being a fundamental national policy in China, a gender gap persists in the workplace, particularly within the banking sector. While extensive literature addresses social and economic issues in China, fewer studies focus specifically on gender discrimination in particular industries.

To address this gap, the authors designed a survey to investigate the prevalence of gender discrimination in the banking sector in Shanghai, aiming to provide focused research and evidence on the broader issue of gender discrimination affecting female employees at a macro level. The study aims to: 1) examine the laws and policies related to gender discrimination in Shanghai's banking sector; 2) investigate the types, causes, and severity of gender discrimination within this sector; and 3) assess the relationship between discrimination and demographic factors among female employees.

Drawing on social gender theory, role conflict theory, and personal bias discrimination theory, the study employed a questionnaire distributed to over 400 respondents aged 18-55 from various banking departments. This approach explores how different demographic factors interact and influence the gender discrimination faced by female employees in Shanghai's banking sector.

The findings reveal widespread discriminatory behaviors, including recruitment bias, restrictions related to marriage and childbirth, unequal promotion opportunities, and sexual harassment. The study concludes with policy recommendations, advocating for the refinement of anti-gender discrimination measures in labor laws, improvement of burden of proof regulations, enhanced administrative oversight, and the establishment of dedicated bodies to handle discrimination cases. These recommendations aim to reduce bias against female employees and increase female representation in leadership roles.