In recent years, the issue of ‘inbreeding’ within state-owned enterprises (SOEs) has drawn widespread attention. This term refers to the practice where SOEs prioritize hiring or promoting relatives or associates of senior executives, creating closed circles of vested interests. Such practices not only undermine fair competition but also weaken corporate vitality and efficiency. Addressing this entrenched problem requires more than superficial fixes—it demands a thorough approach that ‘pulls up the radish and brings out the mud’: removing specific cases of improper appointments while also exposing the underlying systemic loopholes, abuse of power, and networks of illicit benefits.China’s Central Commission for Discipline Inspection and National Supervisory Commission have repeatedly stressed the need to eliminate unhealthy practices like nepotism and family-style management. Strengthening open recruitment, transparent personnel selection mechanisms, internal audits, and external oversight is essential to prevent such favoritism at its source. Moreover, verified violations must be thoroughly investigated and those responsible held accountable to create a strong deterrent. Only then can SOEs truly return to market-oriented, professional operations, enhance their core competitiveness, and better serve national strategic goals.
近年来，‘国企近亲繁殖’问题引发广泛关注。所谓‘近亲繁殖’，是指国有企业在招聘、晋升等人事安排中，优先录用领导亲属或关系户，形成封闭的利益圈子，不仅损害公平竞争原则，也削弱企业活力与效率。整治这一顽疾，不能仅停留在表面整改，必须‘拔出萝卜带出泥’——既要清除违规任用的个案，更要深挖背后的制度漏洞、权力滥用和利益输送链条。中央纪委国家监委多次强调，要坚决破除‘裙带关系’‘家族式管理’等不正之风。通过强化公开招聘、透明选人用人机制、加强内部审计与外部监督，才能从源头上遏制‘近亲繁殖’。同时，对已查实的问题要一查到底，问责到人，形成震慑效应。唯有如此，国企才能真正回归市场化、专业化轨道，提升核心竞争力，服务国家战略大局。
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