China vs Latvia: Legislation on sexual harassment in employment
China
1 (1=yes; 0=no)
in 2023
Latvia
1 (1=yes; 0=no)
in 2023
China rank
1st
Latvia rank
1st
Legislation on sexual harassment in employment over time
- China
- Latvia
How they compare
China currently reports 1 (1=yes; 0=no) against 1 (1=yes; 0=no) in Latvia, a difference of 0 (1=yes; 0=no).
Across all 54 years both countries report, Latvia has been ahead every year.
China ranks 1st and Latvia ranks 1st of 188 countries.
Latvia has averaged higher in every one of the 6 decades both report.
Head to head by decade
| Decade | China | Latvia | Difference | Ahead |
|---|---|---|---|---|
| 1970s | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
| 1980s | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
| 1990s | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
| 2000s | 0 (1=yes; 0=no) | 0.6 (1=yes; 0=no) | 0.6 (1=yes; 0=no) | Latvia |
| 2010s | 0.8 (1=yes; 0=no) | 1 (1=yes; 0=no) | 0.2 (1=yes; 0=no) | Latvia |
| 2020s | 1 (1=yes; 0=no) | 1 (1=yes; 0=no) | 0 (1=yes; 0=no) | — |
Averages of every year both report within each decade.
Frequently asked questions
- Which has higher legislation on sexual harassment in employment, China or Latvia?
- China, at 1 (1=yes; 0=no) against 1 (1=yes; 0=no) in Latvia as of 2023.
- What is the difference in legislation on sexual harassment in employment between China and Latvia?
- 0 (1=yes; 0=no), with China ahead.
- How many years of comparable data are there for China and Latvia?
- 54 years are reported by both, from 1970 to 2023.
- How do China and Latvia rank globally for legislation on sexual harassment in employment?
- China ranks 1st and Latvia ranks 1st of 188 countries.
- Where does this data come from?
- Women, Business and the Law; World Bank – processed by Our World in Data, published as Legislation on sexual harassment in employment. Statizoid refreshes it automatically from the source and publishes the full history for both places.
Individual pages
About this data
Legal provisions specifically protect against sexual harassment in employment, including unwelcome verbal or physical conduct of a sexual nature.