The Strange Threshold Of Job Hunting: The Name Of The Family Name Is "&Nbsp".

In June, graduates began to leave school to work units.

After the battle for jobs, most of the topics they talked about were the employment discrimination, except for the hardships of finding jobs.

In the process of job-hunting, factors such as sex, age, surname, zodiac, geography, first grade, graduating school, etc., which have nothing to do with job ability and position itself, have become important reasons for some employers to identify job seekers.

Zhang, a graduate student at Renmin University of China, has recently signed a three party agreement with a household unit.

He told reporters that in the process of finding a job, he was stuck several times by the first grade school.

Xiao Zhang studied in an ordinary university in Shandong, where he entered the national key schools.

Although the master's stage is very hard, it is fairly good in both professional and academic fields, but in finding a job, it still loses several jobs because the first degree is not a key national college.

It is understood that some well-known enterprises in

"Although some units do not specify the requirements of the first academic degree in the recruitment notice, they focus on the curriculum vitae screening. The first academic degree is not directly pass, but even the interview is not available."

Zhang Tongxue said that some companies think that students who have a first degree from a famous school have a good academic basis and that students from the general colleges are relatively poor.

This view is a bit like identity determinism, to some extent.

In the employment market, there is not only the first degree discrimination phenomenon, but also in the current fierce competition for employment, age has become a threshold for job hunting.

In the workplace, the phenomenon of "35 years old" is also increasingly prominent. Not only the recruitment age of civil servants is below 35 years of age, but many enterprises will directly restrict age when recruiting.

Liu Fang, 36, was a middle school teacher who taught for 5 years.

In order to improve his knowledge level, Liu Fang went to graduate school 3 years ago, and graduated from a key normal university this year.

She wants to remain a teacher, but has not been able to do so because she has just turned 35.

She repeatedly said: "I regret that I had taken the postgraduate entrance examination. Now, almost all the recruitment of teachers is limited by age."

According to statistics, in recent years, more than 80% of job seekers in China have encountered various kinds of employment discrimination when they are looking for jobs.

Sex, age, surname, zodiac, geography, first grade, graduation school and any other non conformity may become a "stumbling block" on the road to job hunting.

For example, some enterprises offer job seekers who recruit local household registration only when recruiting, and think that the local people are relatively stable and easy to manage; some enterprises do not recruit when they are recruited, such as Pei, Mei and other characters, because Pei and Hui have the same pronunciation, and they are unlucky; some enterprises have put forward such conditions in recruitment. Male comrades ask for more than 1 jin of liquor, and the lesbian wants to be beautiful and can sing and dance.

Experts say that these seemingly harsh and absurd recruitment conditions not only cause great damage to the minds of job seekers, but also add to the ravages of their employment paths, some of which have constituted employment discrimination.

Giving priority to employment is the first cause of discrimination in employment.

As for the causes of employment discrimination in the workplace, surveys show that the top three categories are: oversupply in the labour market, priority in employing units and imperfect social security system.

According to statistics from relevant departments, the contradiction between supply exceeding demand in China's current employment situation is more prominent.

According to the employment situation in this year's Town, there are about 24 million of the urban labor force that needs to be arranged. Among them, college graduates, technical school students and students who are no longer continuing to study after junior high school graduation add up to nearly 14 million students.

The employment force is booming, and the supply of labour market exceeds demand. This will provide more convenience for the recruiting units to select talents.

Job seekers in the same job range are increasing, and the entry threshold set by enterprises to job seekers has also increased.

Some recruiters also said that the reason for setting up some employment thresholds is helpless.

For example, why are employers reluctant to recruit female college students, because they are at work for a few years after birth, and they will not be able to work normally during childbirth and lactation.

This will undoubtedly affect the efficiency of employers and add a lot of cost and manpower losses to employers.

In some service industries, recruiters say that employees need to face customers, so they should look for younger and better looking people.

In fact, while giving these reasons, many recruiters are not aware of employment discrimination.

"Maximizing the interests of enterprises can not be the reason for setting up the threshold for employment". Experts say that as the main body of the market economy, enterprises should shoulder more social responsibilities. They should not only consider the cost of employment, but also try to provide equal opportunities for all candidates.

Anti employment discrimination is still a long way to go.

According to the relevant information, the so-called employment discrimination refers to any act that infringes the laborers' labor rights without discrimination, exclusion or preferential treatment, based on race, skin color, religion, political opinion, nationality, social origin, sex, household registration, disability or physical health, age, height and language.

In China, there are relevant laws on employment discrimination, such as the labor law, the employment promotion act, the law on the protection of women's rights and interests, the law on the protection of rights and interests of the disabled, etc.

Among them, the twelfth article of the labor law clearly stipulates that "workers are not discriminated against because of ethnic, racial, gender and religious beliefs."

In the employment promotion act, "the right of laborers to enjoy equal employment and independent employment" is written into the general provisions, stipulating that "employing employers and professional intermediary agencies to engage in professional intermediary activities should provide workers with equal employment opportunities and fair conditions of employment, and do not discriminate against employment."

The twenty-seventh law also stipulates clearly that the state guarantees that women enjoy equal labor rights with men.

"The employing units shall not refuse to employ women on the grounds of gender, or raise the employment standards for women, except for the jobs or jobs that are not suitable for women by the state."

However, some experts say that although there are some provisions against employment discrimination in China's existing laws, they are scattered in many laws and regulations and lack a basic law against employment discrimination.

"At present, most of the provisions of the law are declarative and principled provisions of the right, lack of maneuverability, and it is difficult to curb employment discrimination."

Professor Cai Dingjian, director of the constitutional Research Institute of China University of Political Science and Law, holds that the basic concept of employment discrimination has not been clearly defined in the law. What does it mean to discriminate against employment?

How should we identify relevant disputes?

Who is the burden of proof?

Secondly, the existing relief mechanism is very limited, and there is a lack of specialized anti discrimination agencies.

"We need to establish a comprehensive and effective relief mechanism against employment discrimination.

For example, we should develop a corporate responsibility manual, give play to the role of non-governmental organizations in monitoring and promoting the establishment of an equal employment Commission.

Faced with the fact that the relevant laws and regulations are difficult to carry out objectively and lead to employment discrimination, experts say that in the process of employment, experts should have a positive attitude, take the initiative to adjust themselves, actively participate in various social activities and probation work, and reserve professional skills, because any enterprise needs employees with strong working ability and high professional level.

At the same time, the relevant government departments should make effective measures in strengthening law enforcement, advocating corporate social responsibility and improving the employment environment, so as to create an equal and harmonious employment environment for job seekers.