"Are your in-laws in good health?" "Is the kindergarten tuition at your place expensive?" "Our company will distribute Children's Day benefits, how many do you need?" ——According to a report by the "Rule of Law Daily" on February 14 , Nowadays, many job seekers are often asked such questions during interviews, and some job seekers are even asked many times whether they have plans to have children and whether they are willing to promise not to have children within 3 years. If the job seekers refuse to answer, the company will still pass Tap around to get the answer you want.
"Recruitment does not ask about marriage and childbirth" not only involves the issue of the sense of boundary between strangers, but is also prohibited by relevant regulations and requirements. At the same time, inquiring about the privacy of job applicants has been suspected of implicit infringement.
In 2019, the "Notice on Further Regulating Recruitment Behaviors and Promoting Women's Employment" issued by the Ministry of Human Resources and Social Security, the Ministry of Education, and the Ministry of Justice made it clear that in the recruitment process, gender should not be restricted (the scope of taboo work for female employees stipulated by the state, etc.) Except) or gender priority, women must not be restricted on the grounds of gender for employment, refuse to hire women, must not use birth control as a condition of employment, and must not ask women about their marriage and childbirth... Do not use birth control as a condition for employment ... and last year's article on A survey report on the status quo of women's workplaces in China shows that 61.2% of women were asked about their marriage and childbearing status during job hunting, and 38.3% of women said that marriage and childbearing affect their career prospects.
It can be seen that although there are clear requirements, some employers have not complied with them. In such a realistic context, "whether you are willing to not have a baby for 3 years" is actually a microcosm of the workplace's unfriendly and even discriminatory views on women.
"Recruitment does not ask about marriage and childbearing", in the final analysis, it is to avoid gender discrimination and allow women to gain more opportunities and space for fair competition.
"Would you like not to have a baby for three years?" In fact, this kind of discrimination is made indirect and implicit.
In the "wishful thinking" of some companies, questions such as "Our company will distribute Children's Day benefits, how many copies do you need?" can not only get the answers you want, meet your own employment needs, but also avoid openly violating the rules. Regulations.
No matter how clever the words are, they cannot conceal the background of implicit discrimination.
Some companies are keen on implicit discrimination. In the final analysis, it is to reduce the cost of employment as much as possible and maximize their own interests.
The consequence of doing so is obviously to deprive some female job seekers of fair opportunities, which in turn creates some obstacles and difficulties for these job seekers' social interaction and social integration, and may even bring them some psychological pressure and mental shock.
"Would you like not to have a baby for three years?" It seems to be a negotiating tone, but it is actually a coercion in disguise.
Reproductive rights should not be artificially set with additional conditions or put on a "tight band".
When the cost of doing so is far lower than the benefits, it will naturally encourage more companies to continue doing so, affecting more women's job hunting and rights.
In the face of similar behaviors by companies, job seekers and labor supervision departments should be more serious, increase the cost of corporate violations, and deter and force more companies to act in accordance with the law.
Of course, in order to build a fertility-friendly society, we must strike a good combination.
For example, through the method of "enriching blood through the system", enterprises can obtain some benefits in terms of taxes and fees, and reduce the worries of enterprises when recruiting laborers who need marriage and childbearing; positive incentives can also be given to enterprises that do well to promote It further implements relevant regulations and requirements, and treats female workers well.
It not only enhances the deterrent and binding force of the rules, but also respects and responds to the interests of enterprises. With such a combination of sparse and blocked, there will be more and more cases of "recruitment without marriage and childbearing".
(Worker's Daily Yang Chaoqing)