Danwei System Reform And Gender Inequality In Labor Market

This article mainly discusses the relationship between Danwei system transformation and the gender inequality occurs in current city labor market. Danwei system is the basic organization system of the planned economy time in Chinese cities. Under this organization system, the national idea of gender equality had been better implemented at all levels and each kind of unit. Although there is much limitation in this kind of equality that depends on political power and social mobilization, we cannot deny the fact that China has become one of the few countries in the world that carries out the equal pay for equal work.The transformation of Danwei system has changed the condition that maintains gender-equality employment system condition. The unit's benefit trend as well as the market organization's quantity growth causes a series of unequal treatment to female in the employment. The present labor market is composed of unit organization and non- unit organizations. The former is still under the charge of nationality, performing certain of social and political function; the latter is outside the national administration system, carrying out a simplexes economical function. As a result of the management system's difference, these organizations have different manifestation and mechanism in the aspect of employment, promotion, rights protection and social security. By analyzing and comparing unit organizations and non-unit organizations in the aspect of the characteristic of gender difference in employment, manifestation and mechanism, the article educes the current organizational, institutional and structural obstacles in female employment.First of all is the reception of employee. Because of interior polarization of unit, existing state agencies, institutions and enterprises act differently in gender inequality. Except those state agencies which implement official test system, females face more difficulties in interview of institutions and enterprises. These units bring negative feedback effect to equal treatment which carried out in female employments. These effects cause those organizations prone to repel females. In comparison, outside system organizations are less under the charge of national law and policy regarding female treatment and safeguard. Therefore, they prone to situational sex compatibility in employment. So, outside system organizations have both multiplication statistics discrimination and sex division tendency in employment.The second is position promotion. Female position promotion has a direct relationship with their income. This is an important aspect of equal employment. Traditional family culture and ideas make female promote difficultly in each kind of organizations. In addition, the reason of system also affects the feminine status promotion. In those system organizations, the difficult is that females have little opportunity to be nominated, always be appraised falsely as well as their own subjective reasons. National policy support is effective to those institutions and the enterprise organizations. Otherwise, in state-owned corporations there are difficulties of out-right permeate. Outside system organizations implement ability principle in the promotion on the one hand, are affected by traditional ideas on the other hand. So the females also have limited promotion opportunity.The third is rights protection and social security. In system organizations the feminine special rights and interests can obtain a better safeguard, than those in outside system organizations where exist a kind of different treatment. The main problem national corporations' face during the process of changing system is that the labor unions are at an awkward position when they maintain female rights. Market reform caused the enterprises' goal is not accord with the labor unions'. Traditional system establishment already cannot meet the changed reality's need. The feminine early retirement is the main reason that creates the social security sex difference. But females in different unions and different positions have different cognition and feeling of early retirement.Because of the differences of organization's system, in system organizations and outside system organizations undertake different safeguard responsibility to feminine staff. The former are in charge of national administration, while the latter have more independence and liberty. The differences affect gender strategy in employment. The result is that gender inequality mainly reflects on admitting employee in the in-system organizations.In the background of market reform, depending on the unit system to safeguard feminine equal employment has already demonstrated more and more limitation. The reality requests laws and regulations that have pervasively binding force to safeguard gender equality in the labor market. Although the existing legal rule already involves each aspect of equal employment, it cannot play its role for lack of method to carry out. Simultaneously, the legal laws and regulations' negative feedback effect further strengthened sex discrimination in employment. Therefore, the reform aim at increasing existing laws and regulations' systematize and feasibility, making them plays the safeguard role in equal employment. The western nations' legislation experience as well as a series of organizations and social policy measures which guarantee the execution of laws is worth studying and consulting.