Comments ｜ Hometown Zodiac … are all reasons for rejection! How to break the discrimination in job hunting？
CCTV News:Entering the graduation season, many fresh college students are on the road to job hunting, but the road to job hunting is not easy. Recently, China University Media Alliance conducted a questionnaire survey for 605 fresh graduates from more than 100 universities. The results showed that,75.7% of the respondents said that they had been treated unfairly when looking for a job.
Girls encounter relatively serious employment discrimination.
Chen Ning is a fresh graduate majoring in English in a university in Zhejiang. She had a dream of being a teacher since she was a child. She set her ideal unit in a middle school early, but when applying for the job, she found that many schools treated male and female candidates differently. Some indicate "male priority", while others require in disguise that "female graduates should be in the top 10% of the whole department, while male graduates should only be in the top 30%".
According to the survey results of China University Media Alliance, 33.06% of the respondents said that they had encountered gender discrimination in employers, and most of this phenomenon happened to female graduates.
985, 211 into a fixed label
In addition, whether it comes from a prestigious school or not has also caused some graduates to express their helpless feelings of "losing at the starting line of employment".
Chen Weihao, a student from a university in Fujian, said, "I participated in a campus recruitment activity held in Fuzhou University, and many different companies came to recruit. At that time, I thought a Shenzhen enterprise was not bad, but before I sat down, the interviewer asked, ‘ Are you a student in 985 and 211 universities? ’” Such a direct question made Chen Weihao eat a bowl of "closed doors" that was caught off guard. He said frankly: "I didn’t even have time to hand in my resume, so I was ruthlessly rejected."
According to the survey results of China University Media Alliance, 42.15% of the respondents were hindered by the lack of school grades.
Hometown, animal sign, constellation, etc. also become rejection factors.
Lin Chengqi is a recent graduate of a university in Zhejiang, and his household registration is in Hebei. Having participated in major job fairs in Zhejiang Province, he concluded: "Hangzhou, Ningbo, Wenzhou and other places have strict restrictions on household registration." He also found that many recruitment posters of enterprises and institutions with good reputation read "local household registration is preferred", and some even emphasized that "only graduates with local household registration or nearby areas are recruited".
The survey results of China University Media Alliance show that recent graduates not only face unfair employment treatment in the above aspects, but also some people say that their "face value" is not high enough, which makes it difficult to find a job, and 4.3% of the respondents have encountered discrimination such as horoscope and zodiac. These uncontrollable factors have actually become obstacles in the employment process of some fresh graduates.
The Ministry of Education clearly and resolutely opposes any form of employment discrimination in the "Notice on Doing a Good Job in the Employment and Entrepreneurship of Graduates of National Colleges and Universities in 2017", and it is strictly forbidden to publish discriminatory information including limited institutions, gender and nationality in all campus recruitment activities. Nevertheless, enterprises still regard whether they graduate from a prestigious school as an implicit condition, and examples of employment discrimination abound. All kinds of survey results are enough to show that employment discrimination has not been improved on the whole, but there is still a long way to go to achieve employment equity. Can this social ills be solved?
CCTV comment: Anti-employment discrimination, find a more effective system outlet.
Anti-employment discrimination needs the thrust of society.
Society is always comparing, screening and discriminating, which may be the nature of human society; Discrimination as a screening in the economic sense is also doomed to exist. But the existence may not be reasonable. Advocating equality and opposing discrimination are also connected with the process of human civilization. As the saying goes, "there has never been real equality in human history, which does not hinder our pursuit of equality", and opposing employment discrimination constitutes an important level to promote equality for all. And like all efforts against discrimination,The relationship between anti-employment discrimination and employment discrimination is also like a pressure spring. The greater the social force, the discrimination will shrink back. If society is indifferent or lets go, discrimination will rebound.
How to oppose implicit discrimination isMore important proposition
However, discrimination is not necessarily blatant and blatant.With "not discriminating on the table" becoming a new political correctness, a more important proposition is how to oppose implicit discrimination.One of the most common concerns is that even if there is no corresponding discrimination clause in the recruitment notice, will the personal likes and dislikes of the recruiter not be reflected in the real recruitment process? Another example is that the Ministry of Education issued a ban as early as four years ago, "It is strictly forbidden to publish recruitment information containing the words" 985 colleges and universities, 211 colleges and universities ",but the ban did not really prevent 985 and 211 from becoming the screening conditions for recruitment.
Anti-employment discrimination: we can’t stop at advocating ideas and need more institutional supply.
This also reminds us that today’s opposition to employment discrimination can no longer simply stay in concept advocacy, but needs more effective institutional supply. For example, why the Ministry of Education’s ban on 985 and 211 can’t really stop the "universal atmosphere" lies in the formal ban without substantive review. The lack of substantive review is precisely because there is no rigid system. "Even if I discriminate, what can you do with me?" Therefore, some experts believe that the scope of application of today’s anti-employment discrimination legislation is too narrow, and "a basic law against employment discrimination is needed".
Of course, "the life of law lies not in logic but in experience", and opposing employment discrimination is doomed to be a long process. For example, in the 1960s, the United States Congress passed the Fair Pay Act and the Civil Rights Act to regulate the issue of equal pay for equal work between men and women. However, after more than 50 years of implementation of the law, the annual salary of female employees in the United States has increased from 59% to 79% of that of men, but it is still far from equal pay for equal work. Even some studies have shown that if the law enforcement is too rigid in a short time, forcing equal pay for equal work may hurt women’s employment. Today, China is more or less facing the same situation, and the protection of women has fallen into a paradox: the longer maternity leave is extended and breastfeeding leave is advocated, the more likely women are to face the risk of "no interview opportunities".
It is better to explore the way of enterprise cost socialization than to simply criticize it.
Therefore, it is not enough to build a truly effective anti-discrimination system framework with ideas, but also to dig deep into effective systems.Specifically, discrimination is always accompanied by issues of economic rationality and cost sharing. For example, "985, 211" is used as a condition to screen resumes. Indeed, there is an advantage for famous school students, and it is understandable that human resources management departments want to recruit graduates from famous schools, but they cannot reject the choice rights of non-key university graduates across the board. For example, discrimination against women in employment, from the employer’s point of view, it is not unreasonable to worry that women will leave their jobs too soon because of childbirth, thus raising the cost of employing people.
Instead of simply criticizing, it is better to explore a way to truly socialize the cost of enterprises. Can we further expand the scope and time of maternity insurance? Can the government subsidize enterprises to run their own kindergartens? Can the husband’s maternity leave be improved, so as to share the reproductive cost of women? In a word, it is more important to establish an effective cost sharing mechanism than just shouting.
Equality, as a great idea, is that it transcends the simple jungle law of the jungle. In this era, more and more people believe in "everyone can succeed" and pay more and more attention to equality of opportunity, so it is possible to achieve real employment equity than in any era. It is the direction that the whole society should make constant efforts to ensure every worker’s equal employment rights and help everyone grow into a successful person.
Wen Yi, the Mountain of Special Contributions for CCTV Comments
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How to protect rights when encountering employment discrimination?
Anti-employment discrimination is an international action. China’s Employment Promotion Law, which was formally implemented in 2007, also clearly stipulates the opposition to employment discrimination. If you are looking for a job again, how should you protect your rights?
First of all, after encountering gender discrimination, job seekers should pay attention to collecting evidence and demanding rights protection. Including recruitment brochures, articles in advertisements, or other relevant emails and information that are not hired on the grounds of gender, can be retained as evidence.
At the same time, Article 62 of the Employment Promotion Law of People’s Republic of China (PRC) stipulates that workers who violate the provisions of this law and commit employment discrimination may bring a lawsuit to the people’s court.
