Research on the Causes and Countermeasures of Women's Workplace Dilemmas from a Multi-Dimensional Perspective: Based on an Integrated Analysis of Society, Enterprises and Health
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Research on the Causes and Countermeasures of Women's Workplace Dilemmas from a Multi-Dimensional Perspective: Based on an Integrated Analysis of Society, Enterprises and Health

Yufei Yao 1*
1 Big Bridge Academy
*Corresponding author: yaoyufei_1@outlook.com
Published on 28 October 2025
Journal Cover
AEMPS Vol.233
ISSN (Print): 2754-1177
ISSN (Online): 2754-1169
ISBN (Print): 978-1-80590-485-4
ISBN (Online): 978-1-80590-486-1
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Abstract

This study, based on the theories of gender, the glass ceiling, and role conflict, systematically examines the multi-dimensional challenges faced by Chinese women in the workplace from the perspectives of society, organization, and individual. The research reveals that women not only encounter explicit and implicit gender discrimination in recruitment and promotion, persistent pay gaps, and the "glass ceiling" effect, but also endure the psychological and physical stress caused by the dual role conflict of work and family. These challenges are deeply rooted in the complex interaction of traditional gender cultural norms, structural flaws in enterprise systems, and insufficient policy implementation mechanisms. This paper further constructs a three-level collaborative countermeasure framework of "policy-organization-culture," proposing to break the cycle of gender segregation and discrimination through systematic paths such as improving gender equality legislation and evaluation mechanisms, promoting enterprises to establish transparent promotion and flexible working systems, and facilitating the reshaping of gender concepts in the media and education fields. This study provides an integrated analytical perspective for understanding the formation mechanism of women's workplace challenges and puts forward operational policy suggestions and practical directions for promoting substantive gender equality at the government, enterprise, and social levels.

Keywords:

Women's workplace challenges, Gender equality, Glass ceiling, Work-family conflict, Countermeasure research.

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Yao,Y. (2025). Research on the Causes and Countermeasures of Women's Workplace Dilemmas from a Multi-Dimensional Perspective: Based on an Integrated Analysis of Society, Enterprises and Health. Advances in Economics, Management and Political Sciences,233,66-74.

References

[1]. Zhang, Z. (2020). How Can Tax Policies Boost Fertility Intentions? China Youth Daily, p.6.

[2]. Yang, J.L. (2024).A Review of Female Executives' Leadership .Modern Marketing, (30), 155-157 from https: //doi.org/10.19932/j.cnki.22-1256/F.2024.10.155.

[3]. Liang, L.J. (2012). An Empirical Study on Gender Pay Gap Among Corporate Core Executives (Master's thesis, Nanjing Normal University). Retrieved from https: //portal.sclib.cn/interlibSSO/goto/11/+jmr9bmjh9mds/kcms2/article/abstract

[4]. Wang, Y.F. (2024). Employment Dilemmas of Working Mothers Under New Fertility Policies and Construction of Support Systems. Journal of Urban Studies, 45(01), 16-22.

[5]. Xu, H. (2007). A Brief Discussion on Stress Management for Female Employees. Market Weekly (Theoretical Research), No.20(04).

[6]. Zhao, Q. (2010). Theoretical and Empirical Study on Urban Women’s Career Motivation and Decision-Making (Doctoral dissertation, Capital University of Economics and Business).

[7]. Liu, A.Y. & Lu, Y.X. (2025). Employment Stability, Gender Role Attitudes and Fertility Intentions. Journal of Peking University (Philosophy and Social Sciences Edition), 62(04), 121-135.

[8]. Williams, J. (1999). Unbending Gender: Why Family and Work Conflict and What to Do about It. New York: Oxford University Press.

[9]. Bianchi, S.M., Robinson, J.P. & Milkie, M.A. (2006). The Changing Rhythms of American Family Life. New York: Russell Sage Foundation.

[10]. Li, Y.Y. (2023). Fraser’s Theory of Gender Justice and Its Enlightenment to the Protection of Women’s Rights in China (Master's thesis, China West Normal University). https: //doi.org/10.27859/d.cnki.gxhsf.2023.000021

[11]. Li, A. & Zhang, W.L. (2017). A Study on Norway’s Gender Equality Legal System. Anti-Discrimination Review, (00), 195–215.

[12]. Li, A. (2011). Norway’s Gender Equality Act. In Law Science Magazine, (32), 114-117.

[13]. Liu, B.H. & Li, Y.N. (2010). Gender Equality Policy in the Context of Swedish Social Policy. In Tan Lin (Ed.), *2006-2007 Report on Gender Equality and Women’s Development in China* (pp. 250-264). Social Sciences Academic Press.

[14]. Chen, L.Q. (2022). Research on Policies to Protect Equal Employment for Women in China (Master's thesis, Northeast Petroleum University).

References

[1]. Zhang, Z. (2020). How Can Tax Policies Boost Fertility Intentions? China Youth Daily, p.6.

[2]. Yang, J.L. (2024).A Review of Female Executives' Leadership .Modern Marketing, (30), 155-157 from https: //doi.org/10.19932/j.cnki.22-1256/F.2024.10.155.

[3]. Liang, L.J. (2012). An Empirical Study on Gender Pay Gap Among Corporate Core Executives (Master's thesis, Nanjing Normal University). Retrieved from https: //portal.sclib.cn/interlibSSO/goto/11/+jmr9bmjh9mds/kcms2/article/abstract

[4]. Wang, Y.F. (2024). Employment Dilemmas of Working Mothers Under New Fertility Policies and Construction of Support Systems. Journal of Urban Studies, 45(01), 16-22.

[5]. Xu, H. (2007). A Brief Discussion on Stress Management for Female Employees. Market Weekly (Theoretical Research), No.20(04).

[6]. Zhao, Q. (2010). Theoretical and Empirical Study on Urban Women’s Career Motivation and Decision-Making (Doctoral dissertation, Capital University of Economics and Business).

[7]. Liu, A.Y. & Lu, Y.X. (2025). Employment Stability, Gender Role Attitudes and Fertility Intentions. Journal of Peking University (Philosophy and Social Sciences Edition), 62(04), 121-135.

[8]. Williams, J. (1999). Unbending Gender: Why Family and Work Conflict and What to Do about It. New York: Oxford University Press.

[9]. Bianchi, S.M., Robinson, J.P. & Milkie, M.A. (2006). The Changing Rhythms of American Family Life. New York: Russell Sage Foundation.

[10]. Li, Y.Y. (2023). Fraser’s Theory of Gender Justice and Its Enlightenment to the Protection of Women’s Rights in China (Master's thesis, China West Normal University). https: //doi.org/10.27859/d.cnki.gxhsf.2023.000021

[11]. Li, A. & Zhang, W.L. (2017). A Study on Norway’s Gender Equality Legal System. Anti-Discrimination Review, (00), 195–215.

[12]. Li, A. (2011). Norway’s Gender Equality Act. In Law Science Magazine, (32), 114-117.

[13]. Liu, B.H. & Li, Y.N. (2010). Gender Equality Policy in the Context of Swedish Social Policy. In Tan Lin (Ed.), *2006-2007 Report on Gender Equality and Women’s Development in China* (pp. 250-264). Social Sciences Academic Press.

[14]. Chen, L.Q. (2022). Research on Policies to Protect Equal Employment for Women in China (Master's thesis, Northeast Petroleum University).

Cite this article

Yao,Y. (2025). Research on the Causes and Countermeasures of Women's Workplace Dilemmas from a Multi-Dimensional Perspective: Based on an Integrated Analysis of Society, Enterprises and Health. Advances in Economics, Management and Political Sciences,233,66-74.

Data availability

The datasets used and/or analyzed during the current study will be available from the authors upon reasonable request.

About volume

Volume title: Proceedings of ICFTBA 2025 Symposium: Data-Driven Decision Making in Business and Economics

ISBN: 978-1-80590-485-4(Print) / 978-1-80590-486-1(Online)
Editor: Lukášak Varti
Conference website: https://2025.icftba.org/Bratislava.html
Conference date: 12 December 2025
Series: Advances in Economics, Management and Political Sciences
Volume number: Vol.233
ISSN: 2754-1169(Print) / 2754-1177(Online)

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