When Mrs. Hong, a resident of Dongying, Shandong province in eastern China, sought out a new employment opportunity, she hardly expected the deeply intrusive line of questioning she encountered. Mrs. Hong had come across a paralegal position offering attractive benefits on social media. But the subsequent interaction with the recruiter not only violated her personal boundaries but also unveiled the dark side of gender discrimination in the Chinese job market.
Mrs. Hong’s online presence on Xiaohongshu, where she had shared her wedding photographs, became an unwarranted point of discussion during her interaction with the recruiter. Despite clarifying her intentions of not planning for a pregnancy soon, she was met with an audacious request: proof of contraception.
The representative went beyond mere questions, requesting photographic evidence to confirm that she wasn’t pregnant or planning a pregnancy in the near future. He even broached the topic of intrauterine devices (IUDs), implying she should consider one, and took the audacity to a whole new level by suggesting she document her contraceptive use after every intimate moment.
Defending his inappropriate line of questioning, the recruiter pointed to the financial implications of hiring a potentially pregnant employee, justifying his concerns with the country’s economic situation and labour laws. While Mrs. Hong initially tried to understand the employer’s perspective, the conversation took an even more disconcerting turn when discussions about potential business trips arose. The recruiter hinted at the possibility of sharing rooms due to budgetary limitations, raising further red flags for Mrs. Hong, given the recruiter was a man.
Disturbed and deeply disappointed by the experience, Mrs. Hong shared her ordeal on kandian.china.com, a prominent Chinese social media platform, emphasizing the importance of relying on reputable job-seeking platforms. Her story struck a chord, sparking outrage among netizens.
Many expressed their disbelief that such blatant discrimination and impropriety could emerge from a legal firm. Commentators labeled the recruiter’s approach as overt sexual harassment. Some also pointed out the systemic issues in the job market, where newlywed women face challenges either during job applications or even risk termination shortly after getting married.
The underlying issue can be traced back to China’s labour laws that stipulate enhanced compensation for pregnant employees who are terminated without due cause. While designed to protect the rights of pregnant workers, this provision has inadvertently created apprehensions among certain businesses regarding hiring married women without children.
A striking example of such concerns was evident in March when a Shenzhen-based firm’s job advertisement openly stated their preference for candidates either single or married with children, sidelining married individuals without offspring. This explicit bias was met with widespread criticism, highlighting the dire need to address and rectify gender discrimination in employment practices across China.
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