<p>Chinese lawmakers are discussing new rules to prevent workplace discrimination and sexual harassment against women amid a string of high-profile cases in recent months.</p>.<p>A draft bill published Friday includes a ban on employers stating gender preferences on job ads and quizzing female applicants about their marital or pregnancy status -- a common practice that has been criticised for decades.</p>.<p>Rapid economic growth in the past four decades coupled with the one-child rule has opened up more educational and employment opportunities for Chinese women.</p>.<p>But women's participation in the workforce has dropped, due to gender-based filtering when hiring and as more women care for families amid a severe shortage of affordable childcare options.</p>.<p>A report by Human Rights Watch in June found that one in five civil service job postings in 2019 specified a preference for male applicants.</p>.<p>The report also says that it was a common practice for employers including schools to force female staff to sign contracts promising not to get pregnant for several years as a pre-condition for being hired.</p>.<p>The proposed new rules come amid concerns that China's new three-child rule could make employers even more reluctant to hire women and as officials crack down on the local #MeToo movement after a string of cases that led to a public outcry over sexual assault in the workplace.</p>.<p>Earlier this month, e-commerce giant Alibaba group fired a female staffer who had accused a manager of sexual assault.</p>.<p>The proposed amendments will make enforcement easier by clearly defining what sexual harassment is, state-run Xinhua news agency said.</p>.<p>According to a draft text published Friday, it prohibits "vulgar speech", "inappropriate physical behaviour" or "the display or dissemination of sexual images, information, text, audio or video".</p>.<p>It also requires employers to set up mechanisms to prevent, investigate and respond to such complaints "without delay", but there were no details on any penalties for failing to do so.</p>.<p>The amendments are open for public comment until January 22, 2022.</p>.<p><strong>Check out DH's latest videos:</strong></p>
<p>Chinese lawmakers are discussing new rules to prevent workplace discrimination and sexual harassment against women amid a string of high-profile cases in recent months.</p>.<p>A draft bill published Friday includes a ban on employers stating gender preferences on job ads and quizzing female applicants about their marital or pregnancy status -- a common practice that has been criticised for decades.</p>.<p>Rapid economic growth in the past four decades coupled with the one-child rule has opened up more educational and employment opportunities for Chinese women.</p>.<p>But women's participation in the workforce has dropped, due to gender-based filtering when hiring and as more women care for families amid a severe shortage of affordable childcare options.</p>.<p>A report by Human Rights Watch in June found that one in five civil service job postings in 2019 specified a preference for male applicants.</p>.<p>The report also says that it was a common practice for employers including schools to force female staff to sign contracts promising not to get pregnant for several years as a pre-condition for being hired.</p>.<p>The proposed new rules come amid concerns that China's new three-child rule could make employers even more reluctant to hire women and as officials crack down on the local #MeToo movement after a string of cases that led to a public outcry over sexual assault in the workplace.</p>.<p>Earlier this month, e-commerce giant Alibaba group fired a female staffer who had accused a manager of sexual assault.</p>.<p>The proposed amendments will make enforcement easier by clearly defining what sexual harassment is, state-run Xinhua news agency said.</p>.<p>According to a draft text published Friday, it prohibits "vulgar speech", "inappropriate physical behaviour" or "the display or dissemination of sexual images, information, text, audio or video".</p>.<p>It also requires employers to set up mechanisms to prevent, investigate and respond to such complaints "without delay", but there were no details on any penalties for failing to do so.</p>.<p>The amendments are open for public comment until January 22, 2022.</p>.<p><strong>Check out DH's latest videos:</strong></p>