person's marital status should not affect his or her career development. From the perspective of personal ability, marital status has no direct correlation with work ability. A person's professional skills, work experience, learning ability, communication ability, etc. are the key factors that determine whether he or she can succeed in the workplace. Whether single, married, divorced or widowed, these personal life statuses do not directly determine the quality of their work performance. In terms of company recruitment and promotion mechanisms, formal companies usually select talents and decide on promotions based on job requirements and employees' actual work results. Marital status should not be a consideration. Companies are more concerned about whether employees can do their jobs and create value for the company, rather than their marital status. However, in reality, marital status may have an impact to a certain extent. For example, taking care of the family may affect work input in terms of energy allocation; there may also be some stereotypes in society, such as believing that married people are more stable and unmarried people are more motivated, but these should not be decisive factors. As long as an individual can balance life and work and treat work with a professional attitude and ability, marital status should not hinder his or her normal career development.