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This study examines the status quo of workplace gender (in)equality research in the Chinese context. By reviewing 173 articles from 96 English journals throughout 1988–2020, it reveals that various forms of discrimination still exist against women in the labour market and workplaces. In particular, the persisting, and arguably widening, gender pay gap reflects not only the sticky floor, but also the glass ceiling, effects. The review also shows that researchers have tended to favour quantitative more than qualitative methods. While a range of theoretical perspectives has been mobilized to explain manifestations of gender inequality, a critical feminist approach has been rare for political, institutional, cultural, and research capability reasons. Moreover, there is limited interest in the notion of (gender) diversity management, suggesting that diversity management has not yet become part of the strategic HRM research in the Chinese context. Similarly, extant HRM and organizational behaviour research rarely treats gender (in)equality as a key construct to illuminate the potential effect of such a (perceived) form of organizational injustice on the well-being of female and minority male employees. Based on our review analysis, we identify several opportunities for future research to advance workplace gender scholarship and practice.

How inclusive is workplace gender equality research in the Chinese context? Taking stock and looking ahead