How long does it take to "resolutely prevent and correct academic discrimination"?
Jiang Li
This year's National People's Congress and the National People's Congress are very concerned about employment issues. In response to employment discrimination, many deputies proposed to solve the "35-year-old problem".
This year's "Government Work Report" of the State Council stated that "resolutely prevent and correct employment discrimination in terms of gender, age, and educational background, and vigorously create a fair employment environment." This is the first time that the prevention and correction of employment discrimination has been written into the "Government Work Report".
In October 2020, the Central Committee of the Communist Party of China and the State Council issued the "Overall Plan for Deepening the Reform of Education Evaluation in the New Era", requiring the establishment of a correct orientation for employment.
Party and government organs, institutions, and state-owned enterprises should take the lead in reversing the employment orientation of "reputable schools" and "education-only", establish a talent utilization mechanism oriented by virtue and ability, and target job requirements, and change the "high consumption" situation of talents. Form a good situation for eclectic talent reduction.
From reversing the employment orientation of "prestigious schools" and "education-only", to resolutely preventing and correcting education discrimination, this has significantly increased efforts.
"Only famous schools" and "only academic qualifications" are oriented towards employment, which is discrimination based on academic qualifications, and people are known by education.
However, there have been few preventive and corrective measures for this kind of discrimination before. When some local governments introduced talents, they proposed to target the graduates of "double first-class" construction schools and give these school graduates preferential treatment, but no department has come forward to point out This is the employment orientation and academic discrimination of "prestigious schools", which must be corrected.
As a result, on the one hand, it is necessary to reverse the requirement of "prestigious schools" for employment orientation, and on the other hand, the local government attaches great importance to talents, and reports such as the introduction and recruitment of "double first-class" graduates abound.
In order to prevent and correct academic discrimination, it is necessary to clean up the talent policies issued by local government departments and the recruitment announcements of all party and government agencies, public institutions, and state-owned enterprises that clearly involve academic discrimination, such as certain types of college graduates, certain The terms such as what kind of preferential treatment measures can be obtained for graduates with a first-level degree are academic discrimination, and there can be no ambiguity about this.
There is a lot of resistance to preventing and correcting education discrimination, which is more complicated than preventing and correcting gender and age discrimination.
Regarding the prevention and correction of gender discrimination and age discrimination, public opinion is generally in favor, and it is believed that there should be gender equality between men and women, and equality between those under the age of 35 and those over the age of 35.
But this is not the case with regard to education discrimination.
Many people think that the introduction of talents by the local government and the graduates of the "double first-class" construction schools as the target of talent introduction is to attach importance to talents, and the opening and settlement cannot be achieved in one step. ?
Employers put forward 985 and 211 requirements, which can improve recruitment efficiency, and can also motivate students to make progress. The college entrance examination scores of 985 colleges and universities are much higher than the college entrance examination scores of ordinary colleges and universities. How can they be treated the same?
The education is the same, so who will study hard to get a better university?
Among them, the discrimination against part-time masters is very representative.
Relevant education laws and regulations clearly stipulate that the enrollment plan for full-time and part-time postgraduates shall be issued by the state uniformly, the same policies and standards shall be implemented for examination and enrollment, the same requirements for training quality shall be adhered to, and academic degree certificates shall have the same legal status and the same effect.
Some employers may explicitly state that part-time master's degree programs are not required when recruiting.
Some public opinion also supports it, thinking that the admission score of part-time masters is low and the teaching requirements are not strict, why should they be treated equally with full-time masters.
This is to stubbornly judge people based on academic qualifications, equating high academic qualifications with outstanding talents, and thinking that a high score in a prestigious school is better than others.
If this concept of talent remains unchanged, it will be difficult to prevent and correct education discrimination.
The first step in governance should start with the introduction of talents by local governments, the recruitment of civil servants, and the recruitment of public institutions, cleaning up unreasonable educational threshold requirements, and different policies for job seekers with different educational backgrounds.
Correspondingly, when evaluating the effectiveness of human resources construction, the educational structure of the human resources team cannot be used as an indicator for assessment and evaluation. If the proportion of doctoral degrees, graduate students, and graduates from prestigious schools is emphasized, then the employer’s educational discrimination will also be punished. Encourage.
It is further necessary to control invisible discrimination. On the surface, the employer does not mention that the non-985 and 211 are not included, but in the actual recruitment, job applicants are still screened according to their academic qualifications. Undergraduate degree, "one class one class down talent".
Students feel discriminated against by such screening methods, but it is difficult to find evidence.
On the one hand, it is necessary to guide and promote employers to establish a competency-oriented talent evaluation system.
In addition, in order to prevent and correct education discrimination, it is necessary to avoid how to achieve fairness and impartiality in recruitment and employment without the rigid indicators of education.
This problem exists in breaking the evaluation systems such as "education only", "marks only", and "thesis only".
This requires promoting the modern governance of employers, preventing human factors and other factors from affecting the fairness and impartiality of evaluation, establishing a professional evaluation system, and attaching importance to the ability of talents themselves and their actual job contributions.