Gender is important the pay gap between men and women to see the real chapter

Men are also more favored by employers at the senior management level. The data reports that female senior managers make 69.96% of what men make, yet only about 17.49% of women work in the profession. Median weekly pay for female employees: $1,572, median weekly pay for male employees: $2,246

Explaining the Gender Pay Gap in China's Workplace

The most direct manifestation of the gender difference in the workplace is the difference in pay, and the researchers chose to look at the two dimensions of job title and industry. The following three findings:

For the whole year of 2022, the average salary of women in China is 6,497 yuan, and the average salary is 78.3% of that of men, with men's pay advantage rising by 8.7 percentage points compared with that of 2017;

The increase in China's gender pay gap over the past year was caused more by the change in the structure of the salary distribution than by the increase in men's overall pay advantage.

The increased polarization of male and female pay in the higher income ranges is the main reason for the increase in the overall pay gap.

1.1 Three major factors contributing to the pay gap: job title, industry and years of experience

The report shows that there are three factors that directly contribute to the fact that women are paid less than men***, in descending order of importance, these are job title, industry and years of experience.

1.1.1 Position: The gender imbalance in high and low paying positions increases the degree of difference

Position choice is the biggest factor contributing to the gender pay gap.

Men are more inclined to technical, sales and other jobs with high work intensity and high return on salary; while women are relatively more in favor of administrative, operational, marketing and other jobs with average work intensity and medium salary in a balanced manner.

Among the top 15 highest-paying positions for the year 2022, except for strategy consulting and securities analysts, which ranked 14th and 15th, the proportion of women in the rest of the positions was generally below 30%.

Artificial intelligence and big data-related positions such as machine learning, deep learning, image recognition, and architects, which are currently the hottest in the technology sector, are less than 20% female.

1.1.2 Industry: engineering and medical fields have the greatest degree of difference, and women dominate the education and training industry

The industry's explanatory power of the gender pay gap is second only to the position.

There are two main categories of fields with large gender pay gaps:

The first category is the engineering and manufacturing industries such as extraction and smelting, engineering and construction, decoration, and chemicals. In these fields, men have a physiological advantage in labor force participation rate and rank advancement.

The second category is the science and technology industry represented by the Internet, medical care, electronic communications and so on. Compared to the former, the tech industry is less sensitive to the gender of job seekers, with relatively higher fairness and a rising proportion of women. However, as men in these fields are more likely to be in higher-paying positions such as technology, the pay difference is equally large between the two sides.

While women are still at a disadvantage in most industries, there are some sectors where female laborers have an advantage. These include education/training, wedding/photography, and real estate agency, where women's average salary is 7% higher than men's. In addition, the gender pay gap in the catering, printing and packaging, and consumer goods industries is less than 10%.

1.1.3 Years of experience: Gender pay gap continues to widen with experience

The gender pay gap is smallest for newcomers at the beginning of their careers, and gradually widens with years of experience. By the time they reach 5 years or more, women face multiple factors such as marriage, childbearing, and family, and the pay return on years of work is significantly lower than that of men, and this differentiation will further accelerate with age.

1.2 Education: Significantly Improving Women's Return on Salary The proportion of women with bachelor's and master's degrees has been reversed

When education improves, women's choices of jobs are significantly broadened, and career development and income enhancement are driven by the rapid growth of the industry. Official data from China's Ministry of Education shows that the proportion of female students in higher education has already surpassed the proportion of female students, with the proportion of female students in bachelor's and master's degrees exceeding 50% for seven consecutive years from 2010 to 2016.

The data shows that the average salary of women with a master's degree or higher is 68% higher than that of women with a bachelor's degree or lower, a difference that is 7 percentage points higher than that of the male group, proving that the level of education can bring about qualitative changes in women's competitiveness in the workplace.

"Ceiling" and "sticky floor": the promotion dilemma of women in the workplace

In modern society, the proportion of women in senior management positions in various fields is always lower than that of men. In 2018, on the BOSS Direct Hire platform, the number of female applicants for senior management positions such as CEO/president/general manager accounted for only 10.5% of the total.

2.1 The Impact of "Ceiling" and "Sticky Floor" on Women's Promotion

There are two strange phenomena in workplace promotion: the glass ceiling effect and the sticky floor effect. The glass ceiling effect refers to a few or a specific group in the middle position and then continue to promote, although you can see the high level, but by a layer of invisible glass ceiling block, no matter how hard but can not pass through that layer of glass; sticky floor effect refers to a few or a specific group of people perennial in the organization of the bottom, or even if you get promoted, the salary is also in the level of the low level, as if it is firmly glued to the floor as well.

The glass ceiling effect and the sticky floor effect are common in many countries, especially for women. Also, women without higher education are more likely to face the sticky floor effect, while women with higher education are more likely to suffer from the glass ceiling effect.

The researchers found that both men and women are less likely to be promoted within three years of joining a company, but as the number of years of experience increases, the difference in the chances of promotion between men and women appears gradually, with men with 3-5, 5-10, and more than 10 years of experience having a 1.5%, 12.1%, and 8.3% higher chances of being promoted than women, respectively.

2.2 Factors Influencing Women's Promotion

The survey shows that when asked about "the main reasons that prevent women from being promoted in the workplace", the respondents thought that the top three factors were "female employees need to spend more energy on taking care of their families", and "female employees need to spend more energy on taking care of their families", and "female employees need to spend more time on taking care of their families". The survey shows that when asked about "the main reasons that prevent women from getting promoted in the workplace", the top three factors were "female employees need to spend more energy on taking care of their families", "women lack external resources and social support", and "women are not competent enough to take up senior management positions".