Women in China: Still Waiting for Equality

I have the good fortune to travel to mainland China two or three times a year. As a practicing organization development consultant and trainer for more than thirty years, it is a thrill for me to share my knowledge and experience in China by teaching leadership and consulting skills workshops to Chinese professionals. I have been fascinated with China ever since I taught English there in the 1980s when the country was newly opened to Western tourism and commerce after being closed to the West for decades. I continue to marvel at the changes that the Chinese have accomplished since my first visit over thirty years ago. I have seen the country evolve from a backward Third World country to a First World global power. But, to my surprise, one thing that has not changed is discrimination against women in society and the workplace. In the 1980s my female Chinese students peppered me with questions about the Western Women’s Liberation Movement. They explained and complained that even though Mao taught that “women hold up half the sky,” women were not really equal in China. In fact, they explained, while women were expected to pursue careers and compete with men in the marketplace, women were also expected to assume sole responsibility for performing housework, raising children, and caring for elderly parents. The women were frustrated in the 1980s and wanted me to tell them how to start a women’s liberation movement in China. Now, fast-forward to today, and I regret to report that the women in my workshops in Beijing, Shanghai and Hangzhou still complain that women are expected to do it all while working—with little or no involvement from their male spouses. In addition, they face stereotypes and social norms that create other barriers for them. Helen Gao, writing for the New York Times, sheds light on present-day discrimination faced by Chinese women as follows:

  1. Social norms prescribe that the husband should provide the majority of the money for buying a home upon marriage and should also be the sole holder of the title. Gao reports that “a 2012 study found that 70 percent of brides or their families contributed to the purchase of a home, yet a woman’s name appeared on only 30 percent of the deeds.” The divorce rate in China has doubled in recent years, and Chinese women have no right to property if their name is not on the title.
  2. Widespread pregnancy discrimination exists in the workplace in China for women with no children or one child. The lifting of the one-child policy by the government, now allowing couples to have two children, means that women with none or one child have a hard time finding a job. Employers do not want to hire someone who might get pregnant.
  3. The aging of the Chinese population also creates added responsibility for women. With few services provided by the government and no siblings to help with aging parents because of the one-child policy, Goa explains that “wives are often expected to care for their own parents as well as their husbands’,” while working full time.
  4. Unmarried women are stigmatized and often have difficulty finding a job. Because they are unmarried, even if they are divorced, especially if they are thirty or older, they are considered to have “severe personality flaws” or “psychological issues” that make them undesirable hires. The social pressure to be normal by being married and having at least one child is enormous for women.
While some limited public discussion of these issues has begun on social media, and some women are meeting privately in “lean-in” circles, Gao reports that a recent public protest over sexual harassment on public transportation by women’s rights activists was met with “a ruthless state crackdown.” It is still quite dangerous for women to hold public protests to speak out about women’s issues. The women I meet in my workshops are strong and frustrated about the load they must carry and the barriers they face. Perhaps one day they will be able to get their voices heard. Let’s hope it will be soon.   Photo Credit: By Steve Evans from Citizen of the World – China, CC BY 2.0, https://commons.wikimedia.org/w/index.php?curid=25845033    ]]>

Women Competing with Women: How to Make Competition Fun and Energizing

As a consultant and coach for more than thirty years, I have heard too many painful stories from female clients about feeling unsupported and even undermined by other women at work. When I decided to research this dynamic for my book, New Rules for Women: Revolutionizing the Way Women Work Together, I found that these feelings and experiences happen for a reason: organizations actually set up women to feel competitive with one another. This happens when women see very few other women in senior leadership positions. As one of my research participants explained: You’re playing a game with men because there are so few women at the top. Because there are few slots for women, you see the successful women as your competition. You don’t really see the whole pie or all the people out there as your competition. Belinda MJ Brown, writing for Forbes, suggests that the recent Olympic Games offer women in corporations another way to think about competition as a win-win scenario rather than a win-lose, or zero-sum-game, scenario. She reminds us of the recent Olympic gymnasts Aly Raisman and Simone Biles who, while competing with each other for Olympic Gold, were also able to cheer each other on to outperform their own previous performances. This reminds me of my own experience as a lap swimmer. I always swim faster and more effortlessly when someone who is my equal, or even a little stronger, is swimming in the lane next to me—even if it is a stranger. I draw energy from him or her and push myself a little harder in the presence of another athlete—even when no one is trying to win. Brown suggests the same can be true for women at work. If we can find fun and regeneration in competing with one another instead of against one another, we can find energy and enjoyment in encouraging one another to do our best and celebrate one another’s accomplishments. Brown suggests that we can shift our mind-sets about competing with other women to win-win by taking these steps:

  1. Become aware of the structural way organizations set up women in a win-lose mind-set against each other when there are few women in senior leadership positions.
  2. Notice your own thoughts and beliefs about competition with or against yourself or other women.
  3. Connect with and focus on your own strengths, instead of comparing yourself to others. Channel your energy into growing and leveraging your strengths.
  4. Support other women in a caring and genuine way, and openly celebrate their successes.
  5. Talk with other women about the benefits of encouraging one another to do their best. Agree to support and celebrate one another.
Try these win-win mind-sets and let me know in the comments section if you notice any changes in your energy and relationships at work. I believe that even with “so few women at the top,” supporting one another and competing with instead of against one another can result not only in our own individual successes but in changes in the cultures of our organizations, thus resulting in more women at the top. Photo Credit: Business Forward at Flickr.com]]>