Zhaopin: Women Earn 22% Less than Men in China
Zhaopin: Women Earn 22% Less than Men in China
BEIJING, March 6, 2018 /PRNewswire/ -- Zhaopin Limited ("Zhaopin" or the "Company"), a leading career platform in China focused on connecting users with relevant job opportunities throughout their career lifecycle, released its "2018 Report on the Current Situation of Chinese Women in the Workplace." The report found that the average monthly salary for women was 22% lower than men in China.
Zhaopin conducted its annual survey on women in the workplace to understand the situation and challenge for women in their employment opportunities and career path and development. More than 102,400 people participated in the survey this year.
Highlights of Zhaopin 2018 survey on women in the workplace:
-- The average monthly salary for women was 22% lower than men in China.
-- For entry-level and low-level positions, the salary gap between women
and men was quite small. As more men were promoted to higher level
positions, the income gap between women and men widened.
-- About 11.5% of women in China lost promotion opportunities due to
pregnancy.
-- Women devoted 15% more time to families than men, and selected
"convenient to go to work" as the most important factor when evaluating
job opportunities.
-- Women contributed about 35% of their family incomes, compared with 51%
from men.
-- In evaluating successful women, women believed that "achievement in her
professional field" was the most important factor, while men saw a
successful woman as "having her own attitude and not following others".
Income gap: women earn 22% less than men
Zhaopin's survey found that the average monthly salary for women was 22% lower than men. For entry-level and low-level positions, the salary gap between women and men was quite small. However, as more men were promoted to higher level positions, the income gap between women and men widened.
Comparison of average monthly salary (RMB)
-----------------------------------------
Average for low-level
positions Overall average
---------------------- ---------------
Mem 5,752 8,006
--- ----- -----
Women 5,530 6,589
----- ----- -----
Gap (men vs.
women) 4% 22%
------------ --- ---
The below breakdown of positions showed that more men than women were in higher level positions in the workplace, indicating that men were more likely to be promoted with higher salaries.
Breakdown of positions
----------------------
Women Men
----- ---
Low-level staff 67.1% 52.3%
--------------- ---- ----
Junior managers 19.6% 25.9%
--------------- ---- ----
Mid-level managers 11.6% 17.9%
------------------ ---- ----
Senior-level managers 1.2% 3.4%
--------------------- --- ---
Others 0.4% 0.5%
------ --- ---
As to barriers for promotion, both women and men faced key challenges, such as "limited promotion opportunities offered by companies" and "lack of competence and experience". However, about 11.5% of women lost promotion opportunities due to pregnancy.
Key barriers to promotions
--------------------------
Women Men
----- ---
Limited promotion opportunities offered 49.2% 53.2%
by companies
------------
Lack of competence and experience 47.2% 45.8%
--------------------------------- ---- ----
Competition among coworkers with 24.4% 27.1%
equivalent qualifications
-------------------------
Based on seniority, instead of 15.1% 25.4%
competence
----------
Not appreciated by manager 13.6% 15.8%
-------------------------- ---- ----
Had to take care of family and could not 11.5% 10.0%
concentrate on work
-------------------
Lost promotion opportunity due to 11.5% 1.8%
pregnancy
---------
Cronyism 10.7% 16.7%
-------- ---- ----
Gender discrimination 4.5% 0.3%
--------------------- --- ---
Others 4.5% 4.1%
------ --- ---
Compared with men, more women in the workplace felt that they had an unclear career path, or lack of professional guidance in their career development. Women were also less confident in themselves than men at work.
Key challenges in the workplace
-------------------------------
Women Men
----- ---
Unclear career path without direction 45.4% 38.2%
------------------------------------- ---- ----
Lack of professional guidance and
support 34.0% 27.7%
--------------------------------- ---- ----
Difficulty in career transition 28.3% 30.9%
------------------------------- ---- ----
Career burnout 28.0% 22.8%
-------------- ---- ----
Lack of resources/relationship 24.9% 31.5%
------------------------------ ---- ----
Lack of chance and time to improve
skills 24.5% 27.3%
---------------------------------- ---- ----
Lack of self confidence 21.6% 14.3%
----------------------- ---- ----
Imbalance between work and life 20.8% 26.2%
------------------------------- ---- ----
No hope for promotions 19.7% 21.5%
---------------------- ---- ----
Need to keep learning with the fast-
change workplace 19.5% 23.6%
------------------------------------ ---- ----
Others 1.4% 1.4%
------ --- ---
Women devoting more time to families
Based on Zhaopin's survey, men spent 9% more time at work than women, while women devoted 15% more time to families than men.
Time spent on work and family
-----------------------------
Women Men Gap (men vs. women)
----- --- ------------------
Weekly
working
hours 47.0 51.3 9%
------- ---- ---- ---
Daily
time
spent
for
family 2.0 1.7 -15%
(hour)
-----
After marriage, women tended to spend more time on families than men, even though their working hours remained largely unchanged.
Time spent on work and family before marriage
---------------------------------------------
Unmarried Unmarried Gap (men vs. women)
women men
----- ---
Weekly
working
hours 47.6 52.0 9%
-------- ---- ---- ---
Daily
time
spent
for
family 1.7 1.5 -8%
(hour)
-----
Time spent on work and family after marriage
--------------------------------------------
Married women Married men Gap (men vs. women)
------------- ----------- ------------------
Weekly
working
hours 46.1 50.4 9%
------- ---- ---- ---
Daily
time
spent
for
family 2.6 2.0 -22%
(hour)
-----
When selecting job opportunities, the most important factor for women was "convenient to go to work", while men gave priority to "opportunity to grow".
Key factors in selecting jobs
-----------------------------
Women Men
----- ---
Convenient to go to work 35.9% 21.9%
------------------------ ---- ----
Opportunity to grow 31.4% 34.2%
------------------- ---- ----
Flexibility at work 22.1% 26.3%
------------------- ---- ----
Good working environment 20.8% 17.9%
------------------------ ---- ----
High salary 19.9% 23.9%
----------- ---- ----
Work with interest 19.1% 20.3%
------------------ ---- ----
Company with reputation 17.5% 19.9%
----------------------- ---- ----
Company with promising prospect 15.6% 19.3%
------------------------------- ---- ----
Good welfare 14.6% 13.0%
------------ ---- ----
Others 9.8% 10.3%
------ --- ----
Before getting married, "convenient to go to work" and "opportunity to grow" were almost equally important for women. However, after marriage, "convenient to go to work" become more important for women and they normally cared less about "opportunity to grow".
Key factors in selecting jobs (unmarried vs. married)
----------------------------------------------------
Unmarried Married
women women
----- -----
Convenient to go
to work 34.3% 38.1%
---------------- ---- ----
Opportunity to
grow 34.6% 26.8%
-------------- ---- ----
Flexibility at
work 16.7% 24.6%
-------------- ---- ----
Good working
environment 19.9% 22.2%
------------ ---- ----
High salary 22.1% 22.0%
----------- ---- ----
Work with interest 18.9% 19.2%
------------------ ---- ----
Company with
reputation 13.1% 19.2%
------------ ---- ----
Company with
promising
prospect 12.9% 17.0%
------------ ---- ----
Good welfare 17.9% 16.8%
------------ ---- ----
Others 11.0% 8.1%
------ ---- ---
According to Zhaopin's survey, women contributed about 35% of their family incomes, compared with 51% contributed by men.
Contribution of family income
-----------------------------
Women Men
----- ---
Contribution percentage 35% 51%
----------------------- --- ---
Women have higher aspirations to improve themselves at work
Zhaopin found that women have greater aspirations to improve themselves through career development than men, giving higher priority to "further improve personal value", "take more challenging work" and "gain clear career path".
Future career development priorities
------------------------------------
Women Men
----- ---
Further improve personal value 58.6% 54.3%
------------------------------ ---- ----
Take more challenging work 44.4% 41.1%
-------------------------- ---- ----
Gain clear career path 39.0% 31.5%
---------------------- ---- ----
Extend relations and
accumulate resources 28.1% 32.8%
--------------------- ---- ----
Realize financial freedom 26.7% 21.1%
------------------------- ---- ----
Promote to manager/leader 24.3% 30.6%
------------------------- ---- ----
Give more priority to family 19.7% 19.6%
---------------------------- ---- ----
Improve skills to become an
expert 12.5% 23.1%
--------------------------- ---- ----
Become a freelancer 8.1% 7.4%
------------------- --- ---
Others 0.5% 0.6%
------ --- ---
In evaluating successful women, women believed that "achievement in her professional field" was the most important factor, while men saw a successful woman as "having her own attitude and not following others".
Characteristics of Successful Women
-----------------------------------
Women Men
----- ---
Achievement in her professional
field 52.0% 32.0%
------------------------------- ---- ----
Having her own attitude in
lives 49.3% 46.3%
-------------------------- ---- ----
Respectful personality and
charisma 44.1% 43.3%
-------------------------- ---- ----
Happy family life 39.3% 37.9%
----------------- ---- ----
Loving herself and caring about
others 28.3% 39.3%
------------------------------- ---- ----
Social influence/status 23.5% 17.6%
----------------------- ---- ----
Influencing others with
positive values 20.1% 26.6%
----------------------- ---- ----
Responsibility and empathy 16.0% 20.4%
-------------------------- ---- ----
Married with an excellent
partner 5.4% 5.9%
------------------------- --- ---
Others 0.3% 0.3%
------ --- ---
For more information, please contact:
Zhaopin Limited
Ms. Serena Sun
roujia.sun@zhaopin.com.cn
ICR Beijing
Mr. Edmond Lococo
Phone: +86 10 6583-7510
Edmond.Lococo@icrinc.com
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SOURCE Zhaopin Limited
