Author: Junkang Lyu

Research Background:

In August 2020, a stand-up comedian Yang Li sparked a buzz on Chinese social media after her statements during the performance, which she said: “How does a guy look so ordinary, but he can be so confident? ” While Yang Li received a lot of support from audiences, some felt that Yang Li was intentionally demeaning to men rather than supposedly speaking out for women.

Today the term derived from this performance by Yang Li, The term ‘puxin nan’（普信男）, has become a frequently used term on Chinese social media, translating directly as’ an ordinary but overconfident male.’

Yang Li’s performance also got me thinking, as a western form of entertainment, stand-up comedy is by its very nature ‘the art of offending’ to most people, so it seems justifiable that some people got offended by the jokes in the context of traditional Chinese culture. But those who are offended by the term ‘Puxin man’ seem to have a deeper reason.

In the environment of China’s patriarchal society, men are generally expected to show positive masculinity, which means taking on more work and effort and restraining their feelings. And the proliferation and stereotyping of the term ‘puxin male’ on the internet has certainly hit a sore spot for most Chinese men.

I believe that traditional gender norms continue to be deeply ingrained in China, both men and women have social expectations and many suffer under these gender stereotypes. In China, owning a decent property and a car is often deemed necessary for men to be considered suitable partners for marriage, while they are expected to be the primary breadwinners for their families. The resulting burden of these expectations, which can lead to feelings of depression and resentment.

These thoughts lead me to finding the definition of masculinity in China. What does it mean to be a man in China, What are expected? Where do all the negative stereotypes come from? Why are the key factors for men and women to work together to make fundamental changes to the societal expectations placed on gender roles.

The following are some of the initial steps and possible sources I found during my research.

WHAT: The subject I intend to research is the concept of masculinity in China, and the societal expectations placed on men.

Precise Question: What does it mean to be a man in China, what are the expected gender roles and stereotypes, and how do these impact the mental health and well-being of men in Chinese society?

WHY: This research will be valuable because it will shed light on the cultural and societal pressures that Chinese men face, and how these expectations impact their mental health and well-being. The findings will contribute to a better understanding of gender roles and stereotypes in China, and inform efforts to promote gender equality and positive masculinity.

Moreover, this research can provide insights into how gender roles and stereotypes are constructed and perpetuated in other societies and inform efforts to promote gender equality and positive masculinity in China.

HOW: The project will be conducted using a mixed-methods approach, including literature review, interviews with Chinese men and women, and analysis of social media discourse related to masculinity and gender roles in China.

By identifying key stakeholders, such as Chinese men’s rights groups and Chinese feminist organizations, and finding opportunities to work/interview with them to ensure that their perspectives are included in the research.

WHAT IF: Positive implications of this research could include increased awareness and understanding of the challenges that Chinese gender roles face, and inform efforts to promote gender equality and positive masculinity in China and other societies.

Sources:

1. “Toxic Masculinity in Chinese Culture” by Xuefei Wang (2019)
2. “Young Men and Masculinities in Chinese Cinema” edited by Kam Louie and Ban Wang (2019)
3. “Masculinities in Chinese History” edited by Bret Hinsch (2018)
4. “Toxic Masculinity and Its Discontents: The Chinese Film Industry” by Yiman Wang (2017)
5. “Masculinity Besieged? Issues of Modernity and Male Subjectivity in Chinese Literature of the Late Twentieth Century” by Carlos Rojas (2016)
6. “Masculinity and Sexuality in Cold War Chinese Literature” by Ban Wang (2013)
7. “Gender and Sexuality in Modern Chinese History” edited by Susan Mann and Yu Xie (2012)
8. “The Power of Patriarchy: How It Shapes the Chinese Family Today” by Susan Greenhalgh (2011)

The creative consulting industry is essential to many businesses seeking innovative solutions to complex problems. However, an overlooked problem in the industry is the lack of diversity among the consultants. According to Forbes (2020), only 6% of creative directors in advertising agencies are Black, 9% are Hispanic, and 11% are Asian. This lack of diversity in the industry can lead to a narrow perspective, limited problem-solving skills, and a lack of representation for marginalized communities. To address this issue, changes need to be made in the industry to promote diversity and inclusivity.

The stakeholders in this issue are the creative consulting agencies, clients who seek their services, and the employees who work within these agencies. The agencies have the power to change their hiring practices, providing more opportunities for diverse candidates to join their teams. Clients can also play a role in promoting diversity by seeking out agencies that prioritize inclusivity and diversity in their hiring practices. Finally, employees within these agencies can also advocate for changes to the industry and the hiring process to promote diversity.

The perspective of stakeholders on this issue varies. Creative consulting agencies may prioritize hiring employees who have a proven track record of success, which may limit their hiring pool. Clients may not be aware of the lack of diversity within the industry and may prioritize hiring agencies based on their reputation and previous work, regardless of their diversity initiatives. Employees within these agencies may feel undervalued and excluded from the decision-making process.

However, there are potential solutions that stakeholders can take to address this issue. Brewer (2010) suggests that optimal distinctiveness, social identity, and the self can be used to promote diversity within organizations. Creative consulting agencies can prioritize diversity in their hiring practices, including implementing blind recruitment practices and creating diversity committees. Clients can also prioritize hiring agencies that promote diversity and inclusivity in their hiring practices. Employees within these agencies can advocate for changes to the industry and promote inclusivity within their own teams.

The change I plan to introduce is the implementation of diversity and inclusivity initiatives within the creative consulting industry. Morgeson (2005) suggests that selecting individuals in team settings should consider the importance of social skills, personality characteristics, and teamwork knowledge. These initiatives include implementing blind recruitment practices, creating diversity committees, and providing training on cultural competency to current employees.

Blind recruitment practices involve removing identifying information from resumes and applications to eliminate bias in the hiring process. This will allow for a more diverse pool of candidates to be considered for open positions. Creating diversity committees within creative consulting agencies can also help promote inclusivity and diversity within the workplace. These committees can work to create inclusive policies and practices, recruit diverse candidates, and provide education and training to employees on cultural competency.

Finally, providing training on cultural competency to current employees can help promote a more inclusive and diverse workplace. Lerner (2015) mentioned that emotion plays a significant role in decision-making. This training can include education on unconscious bias, cultural differences, and the importance of representation.

The lack of diversity within the creative consulting industry is an issue that needs to be addressed. By promoting inclusivity and diversity through initiatives such as blind recruitment practices, creating diversity committees, and providing cultural competency training, the industry can become more representative and better equipped to solve complex problems for a wider range of clients. Creative consulting agencies, clients, and employees within these agencies can all play a role in promoting these changes and creating a more diverse and inclusive industry.

Bibliography 

Swant, M. (n.d.). New Ad Industry Diversity Data Provides A New Benchmark—And Room For Improvement. Forbes. https://www.forbes.com/sites/martyswant/2020/09/22/new-ad-industry-diversity-data-provides-a-new-benchmark-and-room-for-improvement/?sh=2b641c6d35e4

Brewer, M. B. (2003). Optimal distinctiveness, social identity, and the self. In M. R. Leary & J. P. Tangney (Eds.), Handbook of self and identity (pp. 480–491). The Guilford Press.

Morgeson, F. P., Reider, M. H., & Campion, M. A. (2005). Selecting individuals in team settings: The importance of social skills, personality characteristics, and teamwork knowledge. Personnel Psychology, 58(3), 583–611.

Lerner, J. S., Li, Y., Valdesolo, P., & Kassam, K. S. (2015). Emotion and decision making. Annual Review of Psychology, 66, 799–823

Interview with former Vogue China Stylist Wenjie Zheng:

Q: On the top of your head, how would you imagine the future workplace to be in 2050?

A: Wow, that’s a far stretch, but I think technology would definitely place a huge part in the future. In my case, I would imagine virtual reality and digital tools would help largely with creative jobs.

Q: What’s the reason for you to believe that?

A: Because you can already see trends of technology applying in fields like arts, fashion, and other experiences. Not only doe tech tools save time and energy, but I believe the trend will definitely grow larger and eventually become a practically part of our lives.

Q: Do you think workplace hierarchy is good or bad? Why?

A: I wouldn’t say the current hierarchy system is bad, but I think everyone’s role/level should be more equal in the future. What I mean is that I still think a good leader important for any project, but instead of overruling everything like most bosses in China, a leader should make sure the direction and distribute works fairly among all workers, as well as open to listen to other co-workers opinions.

Q: What do you think is the biggest factor that shapes the future workplace?

A: Like what I mentioned about technology earlier, I think the developments of AI will be a big factor of the future workplace. Along with your question earlier about hierarchy, maybe in the future AI can play a part in decision making, analyzing  data to make the fairest decisions.

Q: The pandemic has changed how people work and live, what other current events do you think are as important but overlooked?

A: I think how automation are replacing labor workers is something that can greatly shape the future workplaces. With nano grade surgical machines made, even jobs like doctors can be replaced by robots, not to mention that tools like MidJournal and DALL-E creating creative works. Overall I think the future can be quite exciting, but unpredictable.

Future of Work, Film Reflection week 07:

Over the past weekend, I watched file ‘The Parasite’ directed by South Korean director Bong Joon-ho.

After watching, I started to think the film’s association with the future of work. In my opinion, the film reflects the future of work affected by wealth gaps by portraying a society where social mobility is nearly impossible, and the only way to escape poverty is through deception and exploitation.

The movie highlights the widening wealth gap by illustrating the poor living environment and struggles the main character’s family were going through. Which eventually shows the exploitative nature of capitalism, and the struggle of the working class to make ends meet, while the rich live in luxury without realizing the extent of their privilege.

Ultimately, the film demonstrates how inequality can lead to desperation and how class conflict can have devastating consequences. Issues appeared in the film might seem overly dramatic to be happening in real life, but if we as a society do not take actions to reduce wealth gaps, tragedies happened in the film are likely to reoccur in the future.