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Abstract

Discrimination toward women in the workplace is a persistent issue. It desperately calls for ways to secure female workers' rights. China's two-child programme is intended to solve issues related to an ageing population. However, this strategy can result in a rise in instances of gender-based job discrimination. This research addresses the current shortcomings in Chinese law for tackling workplace gender inequality, including the absence of specific anti-discrimination legislation, insufficient knowledge of the meaning and classification of discrimination, and a shortage of enforcement institutions. This research conducts a comparative analysis of China and Canada, focusing on Canada's civil rights and pay equity legislation. The final chapter makes several suggestions for reforming China's anti-discrimination legal framework, focusing on a quantitative review of Canada's anti-discrimination legislation.