China vs Sweden: Legislation on sexual harassment in employment
China
1 (1=yes; 0=no)
in 2023
Sweden
1 (1=yes; 0=no)
in 2023
China rank
1st
Sweden rank
1st
Legislation on sexual harassment in employment over time
- China
- Sweden
How they compare
China currently reports 1 (1=yes; 0=no) against 1 (1=yes; 0=no) in Sweden, a difference of 0 (1=yes; 0=no).
Across all 54 years both countries report, Sweden has been ahead every year.
China ranks 1st and Sweden ranks 1st of 188 countries.
Sweden has averaged higher in every one of the 6 decades both report.
Head to head by decade
| Decade | China | Sweden | 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) | 0.4 (1=yes; 0=no) | 0.4 (1=yes; 0=no) | Sweden |
| 2010s | 0.8 (1=yes; 0=no) | 1 (1=yes; 0=no) | 0.2 (1=yes; 0=no) | Sweden |
| 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 Sweden?
- China, at 1 (1=yes; 0=no) against 1 (1=yes; 0=no) in Sweden as of 2023.
- What is the difference in legislation on sexual harassment in employment between China and Sweden?
- 0 (1=yes; 0=no), with China ahead.
- How many years of comparable data are there for China and Sweden?
- 54 years are reported by both, from 1970 to 2023.
- How do China and Sweden rank globally for legislation on sexual harassment in employment?
- China ranks 1st and Sweden 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.