Forge ahead in China · Observation
Delegates call for an anti-discrimination law in employment
Clearing the "stumbling block" for college students to find jobs
Employment is the foundation of people's livelihood, and promoting full employment is the policy of Angola.
In recent years, the party and the state have made the promotion of full employment the top priority of the "six stability" and "six guarantees", and comprehensively adopted powerful measures such as job stabilization subsidies and social security reductions and exemptions to control the social unemployment rate within a reasonable range.
However, many young people, especially college students, encounter different degrees of employment discrimination when they face employment: "graduated from 'double first-class' colleges and universities", "postgraduate degree", "not recruiting girls", "under 35 years old", "no chronic diseases"...
This year's government work report stated that there will be more than 10 million college graduates this year, and we will resolutely prevent and correct employment discrimination based on gender, age, and educational background, and focus on solving outstanding problems that violate the legitimate rights and interests of workers.
In response to the issue of how to reduce employment discrimination, the representative committee suggested enacting an anti-employment discrimination law.
"Currently, the employment difficulties of college students are not only due to the lack of demand in the job market, but also the more common employment discrimination is one of the important factors causing the employment difficulties of college students." Qiu Licheng, a representative of the National People's Congress and a professor at the School of Economics and Management of Yanshan University, said that employment discrimination is the road to employment for college students. The "stumbling block", in which gender discrimination is particularly prominent.
He believes that although Chinese law expressly stipulates that "when hiring employees, each unit shall not refuse to hire women or raise the hiring standards for women on the grounds of gender, except for jobs or positions that are not suitable for women."
However, in practice, many employers still use discriminatory recruitment conditions such as "this position is only suitable for men", which makes many outstanding female college students stop.
Zhang Fan, a member of the Standing Committee of the National Committee of the Chinese People's Political Consultative Conference and president of the Fujian Academy of Social Sciences, said, "Because it is impossible to predict the fertility of newly recruited women, nor to illegally restrict their fertility, private enterprises have more concerns about hiring women."
"In addition to gender discrimination, the second is education discrimination." Qiu Licheng found in the survey that many employers blindly set educational qualifications regardless of actual job requirements.
He said that some employers have clearly stipulated that graduates from non-"211" and "985" universities will not be recruited. "Since the announcement of the 'double first-class' list, it has become a new standard for talent selection after '985' and '211'. This results in the exclusion of graduates from non-key universities."
Zhang Fan also noticed the phenomenon of academic discrimination.
According to his understanding, the degree discrimination encountered by college students in employment mainly involves "first degree", "part-time degree" and "vocational education".
He said that the society generally regards vocational education as "education for the losers" and believes that "only if you fail to go to university will you receive vocational education".
Qiu Licheng found in the survey that there is still a problem of household registration discrimination when college students are employed.
Some employers explicitly recruit graduates with local hukou or local housing, and impose various conditions on non-local hukou graduates who blindly raise the transfer standard.
In addition, "age discrimination is also very serious." Zhang Fan believes that many companies pursue "younger" employment and limit the recruitment age to under 35 years old. Some voluntarily dismiss old employees in order to avoid signing labor contracts with no fixed term.
Zhang Fan said that nowadays, the concept of "human resources before the age of 35, and labor costs after the age of 35" prevails, and many unemployed middle-aged people have difficulty finding jobs again.
"In many places, there is a 35-year-old selection age tangent, and the newly recruited personnel are required to have a minimum service period of 5 to 7 years, which restricts the promotion channels for many grass-roots talents."
In recent years, Zhang Baoyan, deputy to the National People's Congress and founder of "Baby Home", has also noticed the problem of "discrimination in medical examinations".
Last year, she proposed to revise the "General Standards for Civil Servant Recruitment Physical Examination (Trial)".
She introduced that in the physical examination standards, more than 50 diseases are stipulated as unqualified physical examinations, such as polycystic kidney disease, Hashimoto's thyroiditis and other chronic diseases. It will not affect normal life and work, and does not require treatment for life, and can perform duties normally, and should not be restricted.
For some patients with chronic diseases that can be controlled by drug treatment and can perform their duties normally, they should be prescribed as qualified medical examinations, such as hypertension, diabetes, hyperthyroidism and other chronic diseases.
"These patients with chronic diseases are fully equipped with the 'physical conditions for civil servants to perform their duties normally', but they are defined as unqualified in the medical examination standards. Many college students are full of talents, but they are unable to apply what they have learned because of their chronic diseases."
In the face of various employment discrimination by employers, how to ensure the stable employment of more than 10 million college students?
National People's Congress and Chinese People's Political Consultative Conference members called for legislation against employment discrimination.
"I support strengthening anti-employment discrimination legislation." Qiu Licheng believes that legislation is normative, universal, and mandatory, and is the most practical and effective measure. Therefore, all countries have formulated anti-employment discrimination laws.
"But our country still does not have a special anti-employment discrimination law to rectify the problem of employment discrimination."
He said that in addition to legislation, it is also necessary to set up employment courts or specialized agencies to unblock employment rights protection channels, strengthen judicial protection, and establish employment courts to specifically safeguard the equal employment rights of college students and other workers.
Establish relevant supervision mechanisms to unblock the channels for job seekers to report problems and safeguard their rights to fair employment.
At the same time, legal aid agencies should also provide necessary legal aid to college students and establish a public interest litigation system related to equal employment.
"When college students' equal employment rights are violated, not only individual citizens can file lawsuits, but labor and social security administrative departments, college students' employment guidance centers and other institutions can also file lawsuits."
During the National People's Congress and the National People's Congress this year, the Democratic Progressive Central Committee also submitted proposals to promote the employment of college graduates during the "14th Five-Year Plan" period.
The Democratic Progressive Central Committee believes that it is necessary to create a macro-policy and legal environment conducive to fair employment, conduct research on anti-employment discrimination legislation in a timely manner, and introduce an anti-employment discrimination law as soon as possible. Legislative provisions.
At the same time, promote the revision and improvement of labor laws, employment promotion laws and other relevant laws, to characterize education discrimination and college discrimination, and to clarify the legal responsibility for employment discrimination.
Zhang Fan also supports the revision and improvement of the above-mentioned relevant legal provisions, and the formulation and introduction of an anti-employment discrimination law in due course.
"It is also necessary to improve the labor supervision and law enforcement, joint punishment for dishonesty, punitive compensation and other systems to increase the cost of illegal enterprises." He suggested that a "punishment to the person" mechanism can be established for serious business leaders, HR, etc., within a certain period of time. In China, restrictions are imposed on the settlement of city points and the enjoyment of preferential policies.
During the National People's Congress this year, Hong Mingji, a member of the National Committee of the Chinese People's Political Consultative Conference and executive director and chief executive of Hexing Group Holdings Co., Ltd., also called on relevant departments to punish 35-year-old employment discrimination through legislation.
He believes that the age threshold not only makes the company lose valuable talent groups, but also sends a negative signal to the society.
"I call on relevant departments to study and establish relevant laws and regulations to punish age discrimination, and the government and state-owned enterprises should play a leading and exemplary role to explore the liberalization of the 35-year-old restriction on civil service examinations, and even start directly from economically developed cities such as Beijing, Shanghai and Guangzhou. "Hong Mingji said.
China Youth Daily, China Youth Daily reporter Li Huaxi Source: China Youth Daily