“只限男性”、“限211院校毕业”、“存款20万元以上”……招聘中五花八门的限制条件，让求职者感到极不公平

“Only for men”、“Limit 211 college graduate”、“Deposit of 200000 yuan of above”……Recruitment is multifarious constraints，Let the applicant was unfair

“男”就业 蒋跃新绘（新华社发） “male”Employment JiangYue new paint（The xinhua news agency hair）

　　

    中国政法大学发布的去年“公务员招考中的就业歧视状况调查报告”称，国家公务员考试近万个岗位，普遍存在健康歧视和年龄歧视，此外还在性别、户籍、地域等方面存在歧视性要求。

    Issued by the China university of political science and law last year“Civil servants in the recruitment of employment discrimination condition investigation report”says，The national civil servant exam, nearly jobs，Common health discrimination and age discrimination，Also in the gender、Census register、Regional are discriminatory requirements。

　　 这份报告在公众中引起共鸣，许多人认为就业歧视现象普遍存在。但雇佣方则多强调，用人单位有用人自主权，不能把设置用工条件一律看作歧视。

The report from the public resonance，Many people believe that employment discrimination phenomenon exists generally。But that employers are emphasized，Unit of choose and employ persons the employing autonomy，Can't labor conditions are set as discrimination。

　　 什么是就业歧视？是否和用人自主权存在不可调和的矛盾？当前促进就业公平应在哪些方面着力？记者进行了调查采访。

What is the employment discrimination？Whether the existence and autonomy irreconcilable conflict？The current employment promotion in which aspects should be fair to？The reporter interviewed on the investigation。

　　

就业歧视何其多 How many employment discrimination

　　 不少用人单位的招聘条件与岗位内容无必要联系，甚至出现了星座、家庭存款等匪夷所思的限制，让劳动者无所适从

Many of the employing unit requirements and post content is not necessary contact，Even the constellations appeared、Family deposit freak restrictions，Let the laborer disoriented

　　 “就业歧视太多了，你看，好多岗位指明不要女生，这不就是歧视吗？”6月13日，中央民族大学的一场校园招聘会上，大四女生小马说。小马一年来参加了近十场大大小小的招聘会，“用人单位没有不设置招聘条件的，最常见的就是‘只限男生’、‘25岁以下’、‘硕士以上学历’，还有的要求身高、要求体貌端庄，又不是招空姐，实在没必要。”

“Employment discrimination too much，You see，Many jobs that don't girls，Is not this discrimination？”June 13,，The central university for nationalities a campus recruitment conference，Big four girl pony said。The pony in nearly a year to 10 games greatly small fair，“The employing units have not set requirements，The most common is‘Only for boys’、‘25 years old the following’、‘Master's or higher degree’，And requirements height、Requirements and physical，And not recruit a flight attendant，Really no need to。”

　　 有关机构的研究表明，我国就业歧视种类繁多，最为常见的有：年龄歧视、性别歧视、学历歧视、户籍歧视、地域歧视、健康歧视、经验歧视、民族歧视、相貌歧视、属相歧视、姓氏歧视、血型歧视、身高歧视、酒量歧视，等等。研究者认为，年龄、性别等方面的歧视是当前社会常见而普遍的，甚至到了司空见惯以致熟视无睹的地步；而相貌、属相等歧视虽然不算太普遍，但层出不穷，对特定人群直接造成伤害。近年来，就业过程中的“拼爹”、“拼关系”行为，成为又一种突出的就业歧视，严重影响社会公平的实现。

Relevant organization research shows，Our country employment discrimination of various kinds，The most common are：Age discrimination、Gender discrimination、Degree discrimination、Census register discrimination、Regional discrimination、Health discrimination、Experience discrimination、Ethnic discrimination、Face discrimination、Mutually discrimination、Surnames discrimination、Blood type discrimination、Height discrimination、Capacity for liquor discrimination，, etc。The researchers think，age、Gender discrimination is the current social common and common，Even in the common so that the point of blind；And looks、The animal sign, although not too common discrimination，But endless，In specific populations damage directly。In recent years，Employment in the process of“Spell dad”、“Spell relationship”behavior，Become and a prominent employment discrimination，The serious influence the realization of social equity。

　　 不过，一些人眼中的就业歧视，另一些人认为是正常的招聘条件。如何理解就业歧视？

but，Some in the eyes of employment discrimination，Some other people think is normal requirements。How to understand the employment discrimination？

　　 据了解，国际劳工组织关于就业及职业歧视的公约，限定就业歧视的范围包括种族、肤色、性别、民族血统或社会出身等。一些制定了平等就业法律的国家将就业歧视的范围进一步扩大，一般包括年龄、性别、残障、婚姻状态等。

According to understand，International Labour organization about employment and career discrimination of the convention，Limit the scope of the employment discrimination including race、Color of skin、gender、National lineage or social origin, etc。Some formulated the equal employment law country will further expand the scope of the employment discrimination，General include age、gender、disabled、Marital status。

　　 2007年我国《就业促进法》正式实施，明确提出反对就业歧视。但具体什么样的做法属于歧视，立法机构和实施部门未详细列出。通常认为，认定一个行为是否构成就业歧视至少应具备几个要件。一是某类劳动者不能获得与其他劳动者均等的机会；二是机会的不均等是用人单位人为造成的；三是具有主观故意性，是用人单位基于对特定类别的劳动者的偏见而实施的；四是歧视行为与机会的丧失存在因果关系。

In 2007,《Employment promotion law》Formally implementing，Clearly put against employment discrimination。But what kind of specific practice belong to discrimination，Legislation and enforcement departments not detailed list。Usually think，As a behavior is a job discrimination should at least have a few elements。One is the kind of laborer can't get with other laborer equal opportunity to；2 it is the not equal opportunity employer is man-made；Three is a subjective intent sex，Is the employing unit based on the particular kind of laborer and the implementation of prejudice；Four is discrimination behavior and the loss of opportunity exists causality。

　　 在许多求职者看来，用人单位设置基本的、必要的招聘条件，可以理解，比如野外高空作业要求身体健康、男性为主，科研岗位要求较高学历等。求职者普遍不满的是，一些用人单位在招聘时所提的条件与岗位内容没什么联系，而诸如星座、血型、腰围等匪夷所思的限制，更让人无所适从，不知道在就业时到底该“拼”什么，可以说是一种明目张胆的歧视。

In many job seekers look，The employing unit set basic、The necessary requirements，Can understand，Such as the wild aloft work requirements body health、Men give priority to，Scientific research position requirement for higher education, etc。Job seekers is general dissatisfaction，Some employers in the recruitment of the proposed when conditions and post content no connection，And such as constellation、Blood type、Waist circumference and freak restrictions，More let a person get nothing done，Don't know when the employment in the end“spell”what，Can say is a blatant discrimination。

　　 孙先生是一名搞化学的“海归”，回国后去应聘某大学老师的职位，却意外地发现自己被一项根本没想到的要求挡在外面“第一学历须是211院校”。孙先生拥有名校博士学位，在论文发表及科研成果方面均符合招聘要求，但他的本科是在一个地方师范院校完成的。“高校要培养高端人才，要求高学历、有科研成果都属正常。但根本不考察实际能力，只因第一学历就拒之门外、完全不给机会，这太不公平。”

Mr. Sun is a make chemical“overseas”，After returning home to apply for the position of a university teacher，But had found himself was a didn't know keep out the requirements“The first degree should be 211 colleges and universities”。Mr. Sun has school doctor's degree，In papers published in scientific research and all accord with recruitment requirements，But his undergraduate course is in a local normal universities finish。“University to cultivate talents，Demand highly educated、A scientific research is normal。But don't look at the real ability，But because the first degree was shown the door、Completely to give the opportunity，It's not fair。”

　　

最怕完全不给机会 The most afraid of completely not to give the opportunity

　　 尊重用人自主权，不意味着招聘行为完全不受约束。用人单位可以优中选优，但应给劳动者参与竞争的机会

Respect the employing autonomy，Don't mean recruitment behavior was uninhibited。The employer may select optimal optimal，But should give laborer competitive opportunities

　　 反对就业歧视是否影响用人单位的用人自主权？

Employment discrimination against did not affect the employers？

　　 “不论招聘还是应聘，现在都是市场行为。劳动者自主择业，可以对岗位挑挑拣拣，用人单位同样也有用人的自主权，想招什么样的人就招什么样的，这才是平等的。不能说企业设置门槛就是歧视。”刘先生是北京一家国企的人事处长，他认为，除非某些极端的行为，通常限制年龄、性别、学历、经历都没什么好指责的。

“No matter or apply for recruitment，Now is to market behavior。Laborer self-dependent career choice，Can TiaoTiaoJianJian to post，The employing unit also have the employing autonomy，Want to recruit what kind of people gathered the what kind of，This is equal。Can't say enterprise set threshold is discrimination。”Mr. Liu is a Beijing the personnel director of state-owned enterprises，He thinks，Unless some extreme behavior，Usually the age limit、gender、degree、Experience is of little good accused of。

　　 这种看法在用人单位很普遍。即使一些招聘会上出现“挑星座”、“不要某地人”、“限定公务员家庭”等社会上普遍认定为歧视的行为，用人单位多数仍不以为然，有的会解释具体原因，有的则表示，想用什么样的人完全是企业偏好，不需要解释。

This view is very common in the employing unit。Even though some appear at job“Pick constellation”、“Don't place people”、“Limited civil servants family”The common social identified as discrimination act，The employing unit most still disagree，Some will explain the specific reason，Others said，Want to use what kind of person is completely enterprise preferences，Do not need to explain。

　　 用人自主权和反对就业歧视是否存在矛盾？

Employing autonomy and employment discrimination against whether there are contradictions？

　　 人力资源和社会保障部劳动科学研究所所长郑东亮表示，尊重用人单位的用人自主权，不意味着招聘行为可以完全不受约束。

Human resources and social security labor science research institute ZhengDongLiang said，Respect the employers，Don't mean recruitment behavior can be completely without engagement。

　　 我国劳动力资源配置从计划走向市场，劳动者拥有自主择业权、用人单位拥有用人自主权，这本身是了不起的进步。而且，市场化程度的提高在总体上减少了歧视行为，相关部门曾做过的一项就业中性别歧视的调查显示，越是市场化充分的东部沿海企业，女性择业越容易、选择面越宽。

Our country's labor resource configuration from plan to market，Laborer with independent of choosing、The employing units have employing autonomy，That in itself is the great progress。and，The improvement of the degree of marketization in general reduced to discrimination，Relevant departments had ever done a sex discrimination in employment survey，The more market fully the east coast of the enterprise，Women the easier choice、The wider choices。

　　 用人自主权和不合理的就业限制甚至是歧视行为，界限在哪里？郑东亮强调，法律明确禁止的做法，用人单位不能以“用人自主权”辩解。考虑到目前法律规定比较原则，具体情况还要具体分析，其中的关键在于，用人单位提出的种种限制性条件，要能讲出道理来，即这些限定，不论是常见的如年龄、学历还是较为少见的要求星座等，是不是具体岗位必须这样限制。如果缺少足够的理由，限制条件就有歧视嫌疑。

Employing autonomy and not reasonable employment restrictions even discrimination act，Boundaries where？ZhengDongLiang emphasize，The law specifically prohibits the practice，The employer will not be able to“Employing the autonomy”excuse。Considering the current law comparison principle，Specific conditions and specific analysis，One of the key is，The employing unit puts forward all kinds of restrictive conditions，To tell the truth，Namely the limit，Whether common such as age、Degree or more rare requirements constellation etc，Specific post this restriction is must。If lack of enough reasons，Limit conditions have discrimination suspicion。

　　 有人提出，就算企业在招聘时不明示，仍可能在实际操作中执行固有标准，劳动者去应聘岂不成了“走过场”？郑东亮表示，即便如此，禁止“明目张胆”的歧视行为仍然是有意义的，并且是各国通行做法。

Somebody puts forward，Even if the enterprise in the recruitment of not express，It could still be in the actual operations of executive inherent standards，Laborer to apply for not become“ZouGuoChang”？ZhengDongLiang said，Even so，ban“brazenly”Discrimination is still meaningful behavior，And all countries is common practice。

　　 研究美国主要报纸上的招聘广告，很少有对性别、年龄、学历明确限制，往往是结合岗位职能的一些描述。除了用人单位认为没必要那么做之外，一定程度上是因为，企业如果提出与岗位实际需要脱节的限制，很可能会被认为“歧视”而受起诉。

The major U.S. AD in the paper，There are few of sex、age、Degree expressly limits，Often is the union post some of the functions described。In addition to the employing unit that don't need to do it outside，Partly, that is because，Enterprise if proposed and post the actual need a separation of the restrictions，Probably will be considered“discrimination”By Sue。

　　 用人单位可能暗中还有一些条条框框，但求职者毕竟进入用人单位视野，获得了展示自己能力的机会，用人单位也会受到求职者影响，校正自身用人标准。郑东亮曾为一家研究机构主持过招聘面试，这家研究机构之前明确表示倾向要男性，只是在招聘公告中未做性别限定，但面试中发现两个能力特别突出的女性，最终改变想法，选择了女性研究员。

The employing unit may secretly and some rules，But job seekers after all enter the employing units to vision，Get the chance to demonstrate your ability，The employing unit will have a job seekers influence，Correction of their own employment standards。ZhengDongLiang once for a research organization hosting a job interview，This research institutions made clear tendency to men before，Just in the recruitment of announcement did not do what gender in limited，But in the interview that two abilities particular women，Final thoughts，Choose the female researchers。

　　

就业歧视为何难以禁绝 Why is difficult to stop employment discrimination

　　 劳动力供过于求的市场格局、传统观念、社会偏见，使就业歧视不同程度的长期存在

Labor supply exceeds demand of the market structure、The traditional concept、Social prejudice，Make employment discrimination different degrees of long-term existence

　　 就业歧视为何法律明确反对，却始终不同程度存在？

Employment discrimination against the law clearly why，But always exist different level？

　　 中国人民大学劳动人事学院院长曾湘泉教授认为，就业歧视与就业容量有关。我国是劳动力大国，在经济发展没有达到充分就业容量的情况下，劳动力总量供过于求，容易发生就业歧视。

The people's university of China labor personnel, dean of the college of CengXiangQuan professor considered，Employment discrimination and employment volume。Our country is a big country labor force，In the economic development not to achieve full employment capacity，Total labor supply exceeds demand，Prone to employment discrimination。

　　 事实上，招聘歧视正是劳动力市场供求矛盾突出的集中表现。除了那些紧缺的人才外，劳动力市场供大于求直接导致用人成本拉不开档次。不少用人单位有过类似体验：推出一个文秘性质的岗位，月收入三四千元、工作环境好、工作强度不大，原本大专生就能干得了，但大量本科生、硕士生也愿意来干，用人单位就有了挑剔的可能和资本。

In fact，Hiring discrimination is labor market supply and demand of the contradiction between concentrated expression。In addition to the shortage of the talents，The Labour market supply led directly to the employing cost pull don't open class。A lot of the employing unit had a similar experience：Launch a secretarial nature of the post，34000 yuan monthly income、Work environment is good、Work strength is not big，Originally college students can do it，But large undergraduate、The master is willing to do，The employing units have selective in May and capital。

　　 供过于求的状况容易使企业的招聘行为出现最常见的统计上的歧视，也就是说设置了某种障碍后，用人单位挑选的范围会大大缩小，降低了筛选成本、缩短了筛选过程。比如说企业招人，要求“大学本科以上”就比“硕士生以上”范围大得多，企业挑选的工作量很大，而限定条件越多，工作量越小。但从劳动者的角度看，有可能因为这些障碍而失掉了平等竞争的机会。

The status of the demand of the enterprise to make for the most common behavior appears on the statistics of discrimination，That is set some obstacles，The employing unit will dramatically narrow the scope of the selected，Reduce the cost of screening、Shortened the selection process。For example enterprise recruit people，requirements“University degree or above”than“Above the master”A much wider range，Enterprise selected working a lot，And the more limited conditions，The smaller the workload。But from the point of view of laborer，May because these obstacles and lost the opportunity to equal competition。

　　 此外，就业歧视与传统观念、文化习俗也有关系。比如性别歧视，排斥女性，就与道德传统等密切相关，并在世界各国普遍存在。还有年龄歧视，在本世纪初期劳动力市场上有“35岁现象”，多数用人单位在招聘时会打出“35岁以下”的要求，近两年，随着低端劳动力供求形势的转变，用人单位放宽了对年龄的要求，但多数用人单位仍然不考虑女性40岁以上、男性50岁以上的劳动者。

In addition，Employment discrimination and traditional ideas、Cultural custom also have relations。Such as gender discrimination，Reject women，With moral tradition, and so closely related，And in all countries of the world are common。And age discrimination，Early in this century labor market for“35 years old phenomenon”，Most of the employing unit will play in recruitment“Under the age of 35”requirements，Nearly two years，Along with the low end of the labor supply and demand situation changes，The employing unit eased restrictions on the requirements of the age，But most of the employing units still don't consider women over 40 years old、Men over the age of 50 employees。

　　 还有一些歧视行为是整个社会的偏见造成的，典型的如对乙肝病毒携带者的就业歧视。据估算，我国乙肝病毒携带者接近1亿人，长期以来一直在就业过程中受到不同程度歧视。虽然医学上已证明，这一群体可以胜任绝大多数岗位、没有任何负面影响，人社部、卫生部等部门也出台了禁止乙肝歧视的规定，但类似歧视仍难以禁绝。某地一学校曾打算招聘一名患过乙肝的人当老师，哪知学生家长知道后集体抗议，最后学校和劳动者本人都放弃了。更有大量的用人单位在国家出台杜绝歧视的法规后，不再强制查乙肝，却在体检时列出一项“自愿查验乙肝”的选项。这类社会偏见引起的歧视是长时间形成的，彻底改变也同样需要时间。

And some discrimination behavior is the whole social prejudice the cause，The typical such as hepatitis b carriers of employment discrimination。According to estimation，Our country the hepatitis b virus to nearly 100 million people，For a long time, in the course of employment discrimination by different degree。Although medical already proof，This group can do most of the post、No negative effects，People club department、Ministry of health and other department also issued a prohibited hepatitis b discrimination provisions，But similar discrimination is still difficult to stop。Somewhere a school was going to looking for a man who had second liver when the teacher，But as the parents of the students know that collective protest，The last schools and laborer himself gave up。Have a lot more the unit of choose and employ persons in the country has issued eliminate discrimination laws，No longer compulsory check hepatitis b，But in the physical examination, a list“Voluntary examine hepatitis b”options。This kind of social prejudice cause discrimination is formed for a long time，Completely change also need time。

　　

不让歧视损害社会公平正义 Don't let the discrimination damage the social equity and justice

　　 健全法律法规、引导企业理性用工、鼓励劳动者主动维权，实现就业公平需多方良性互动

Perfect legal laws and regulations、Rational employment guidance to the enterprises、Encourage active workers' rights，Achieve the employment fairness multi-level benign interaction

　　 在劳动力总体供大于求的背景下，如何减少就业歧视现象的发生、减轻就业歧视的严重程度？

In the background of the overall labor supply，How to reduce employment discrimination occurs、Reduce the severity of employment discrimination？

　　 郑东亮认为，尽可能地让劳动者在机会上实现公平，需要国家合理的制度安排，需要引导企业理性用工，也需要劳动者积极主动维护自身合法权利。“只有三方的良性互动，才能使问题真正得到缓解。”

ZhengDongLiang think，As far as possible to let workers in the chance to go to realize fair，Need to national reasonable arrangement of system，To encourage enterprise rational employment，Also need to laborer active protect their legal rights。“Only three party the benign interaction，Can the problems it eased。”

　　 《就业促进法》围绕反对就业歧视做出了原则性的规定。郑东亮表示，今后还要继续完善、细化法律法规，建立相关的配套制度，使“反对就业歧视”这一原则更加具体化，更具操作性。他透露，目前有关方面正在研究制订《人力资源市场管理条例》，这一条例出台后，有望对招聘活动中的歧视性行为，如年龄、学历、身份背景、健康状况、身体特征等这些目前没有明确说明又极为常见的限制性条件做出具体规范。

《Employment promotion law》Around the employment discrimination against the provisions of the principle to make。ZhengDongLiang said，To continue to improve in the future、Refining laws and regulations，Establish relevant supporting system，make“Employment discrimination against”This principle is more specific，More operational。He revealed，The related aspects is to research and develop《Human resources market management regulations》，The regulations after coming on stage，To the discriminatory recruitment activities are expected to act，Such as age、degree、Identity background、health、Physical characteristics, such as there is no clear explanation and extremely common restrictive conditions make concrete standard。

　　 政府的职责，还体现在示范效应上。近年来，公务员“逢进必考”、全过程透明化，基本打消了社会上对“有背景的人才能当公务员”的疑虑，“就业身份背景歧视”在这一领域逐步淡化，这就是一种示范。有关专家指出，还应进一步检视，公考是否仍然存在着不同程度、有歧视之嫌的规定，尽可能加以剔除。比如公考的体检标准，对某些疾病患者明令禁止，而事业单位、企业再参照执行，就造成这些患者几乎找不到工作。

The duty of the government to，Also reflected in the demonstration effect。In recent years，Civil servants“Into study every”、Transparency of the whole process，Basic dismissed for society“The background talent can as civil servants”doubts，“The employment status background discrimination”In this field gradually fade，This is a demonstration。Concerned expert points out，Still should further examination，And whether there are still a test different degree、There is discrimination suspicion rules，As far as possible to eliminate。For example, take an examination of male medical standards，For some disease patients banned，And institutions、The enterprise again in its implementation，These patients have almost can't find work。

　　 减少就业歧视，需要企业理性用工。郑东亮说，我国人力资源开发和管理还比较粗放，用人单位制定条条框框，出发点是挑选到最合适的人才，但实际上多数未经认真研究。引导企业理性用工，既要强调遵守国家法律法规、与政府政策相协调，也要通过调整产业结构、加强职业培训、完善就业服务、加大宣传力度，使企业主动做出调整。

Reduce employment discrimination，Need to enterprise rational employment。ZhengDongLiang said，Our country's human resource development and management also comparatively extensive，The employing unit set rules，The starting point is the most suitable talent to choose，But in fact most without careful study。Rational employment guidance to the enterprises，Both want to emphasize to abide by the state laws and regulations、And government policy coordination，Also should pass to adjust the industrial structure、We will improve vocational training、Consummate employment service、propaganda，Make the enterprise active make adjustments。

　　 此外，就业者也应积极主动地维护、争取自己的权利。很多人认为就业歧视普遍存在，怨气很重，但很少有人主动去维护自己的权利。这造成两方面的负面影响。一方面，劳动者失去平等就业的机会，并助长用人单位明目张胆搞歧视。另一方面，整个社会对就业歧视的认识偏差越来越大。特别是求职者，容易过分敏感，只要不符合条件就认为是歧视，只要不被录用就认为是就业不公平，这其实不利于下一步的求职。

In addition，Employed, also should actively and maintenance、Fight for their rights。Many people think that employment discrimination are common，Complaints are very heavy，But few initiative to safeguard their rights。This caused two aspects of the negative effect。On the one hand，Laborer equal employment opportunity lost，The employing unit and encourage blatant make discrimination。On the other hand，The whole society to the employment discrimination awareness deviation is more and more big。Especially job seekers，Too sensitive to，As long as it does not accord with a condition that is discrimination，As long as we are accepted that is not fair employment，This actually go against the next job。

　　 目前劳动者个体进行维权存在一定难度。郑东亮认为，一些团体、组织以及媒体可以参与进来，帮助劳动者平等就业。对一些典型的就业歧视事件，执法部门应主动监督检查，劳动者也要拿起法律武器。企业用工条件多种多样，法律再完善也不可能一一明确或提前预料，而经典案例的判决、引起社会广泛关注的讨论，都能起到警示作用。

At present there exist certain individuals to workers' rights difficulty。ZhengDongLiang think，Some groups、Organizations and media may be involved，Help worker equal employment。For some typical employment discrimination in the event，Law enforcement should be active supervision and inspection，Workers will take legal weapon。Enterprise employee various conditions，To perfect the law can't clear or one ahead of expectations，The classic case and judgment、Cause social attention discussion，Can immediate effect。