Sexual Harassment in Chinese Workplace Recruitment
A female job seeker in Xi’an, China was asked to engage in inappropriate intimate relations during a trial period for an executive assistant position. The case highlights ongoing workplace harassment issues and recruitment platform oversight challenges.
Recent incidents of sexual harassment in Chinese workplace recruitment have brought renewed attention to the challenges faced by female job seekers. The latest case involves a woman in Xi’an, China who applied for an executive assistant position through BOSS Zhipin, a major Chinese recruitment platform, only to be told she would need to “sleep with” the manager during her trial period.
The company in question, Xi’an Youkaitao Enterprise Management Co., Ltd., was established in June 2024 with registered capital of 300,000 yuan. When the victim reported the incident, a company employee dismissively responded that “it’s fine if you don’t accept the offer,” displaying a concerning lack of accountability.
This case exposes several critical issues in China’s recruitment landscape:
Poor Platform Oversight Recruitment platforms often conduct only basic business license verification without thoroughly screening job postings or employers. This creates opportunities for illegitimate businesses to exploit job seekers. While platforms may remove problematic listings after complaints, companies can easily create new accounts or move to other platforms.
Vulnerable Job Seekers Female candidates, especially young professionals entering the workforce, face heightened risks. Some companies deliberately use vague job descriptions with unusually high salaries to lure candidates. Warning signs include:
- Offers of room and board with unclear terms
- Emphasis on appearance over qualifications
- Requests for trial periods without contracts
- Vague job responsibilities with promises of high compensation
Inadequate Legal Protection While China’s laws prohibit workplace sexual harassment, enforcement remains challenging. Victims often struggle to gather evidence or face pressure to stay silent. The burden of proof typically falls on the victim, while companies face minimal consequences.
Prevention Strategies:
- Research companies thoroughly, including registration date, business scope and leadership
- Document all communication and keep records
- Report suspicious behavior to platforms and authorities
- Seek support from women’s organizations and legal resources
- Be wary of positions offering unusually high pay with low requirements
This incident should serve as a catalyst for stronger oversight of recruitment platforms and better protections for job seekers. Both companies and platforms must be held accountable for preventing exploitation and harassment in the hiring process. Most importantly, victims should be encouraged and supported in speaking up rather than pressured into silence.