Increasing Employment Discrimination In The "Two Child Era"

Liu Mingnian, a female college student at Wuhan University of Technology, is going to graduate. She ran several recruitment sessions this winter. She felt the same cold chill as the cold weather.

Whether married or not have fertility planning in recent years has become a concern for recruitment companies.

What made her feel frustrated was that some enterprises eventually accepted the inclination of boys in the interview session.

Pregnancy, maternity leave, lactation...

When women "three period" meets "

"Difficult", including many large state-owned enterprises, are more willing to recruit boys, not to mention small and medium-sized private enterprises.

"Ten years after the entry of university graduates can be regarded as the" golden period "of their career. Most women are pregnant and have children during this period. With the implementation of the comprehensive two child policy, the delay time has been prolonged, and the golden age has become a" troubled time ".

A Commissioner for human resources, who declined to be named, told reporters.

The human resources commissioner said that the expenditure and possible problems involved in the "three phase" were both real costs.

The "three phase" female employees can not reduce salaries or fail, but they can not work. This is a dilemma for enterprises.

Zhou Layuan, vice president of the China Employment Promotion Association, believes that the full liberalization of the implementation of the "two child" policy is an important measure to slow down China's aging and accumulate labor force, but it also produces more unfair employment of women.

After the two child policy comes out, the pregnant women who are satisfied with the conditions may choose to get pregnant again, which is bound to have a certain impact on their work.

And women who are not childbearing may also choose to have two children in the future, so that they will take two "maternity leave" and bring greater impact to the enterprises.

Therefore, in this case, enterprises are likely to be more biased towards the "three phase" male employees, resulting in discrimination against female employees.

In the research process, Zhou Layuan found that the phenomenon of female employment discrimination after the implementation of the two - child policy has been aggravated, which is mainly reflected in three aspects: first, the number of women's jobs is reduced.

In particular, in the past, women who were obviously attracted more women had a structural reversal.

Two is

Shorten.

In order to avoid risks, some enterprises shorten the five year contract period to one year or two years, and the risk of being dismissed after pregnant women.

Three, it is more difficult to enter key and important positions.

After the birth of women, the enterprises refused to promote them because of their influence on their working conditions and lack of enthusiasm for work.

A private staff member said on the Internet that female employees received "special treatment" in the enterprise because there were unwritten stipulates in the enterprise: before the two child policy came out, female employees could not get married within one year, and could not have children in two years.

After the two child policy came out, the company increased the "restrictive clauses" for the married children.

Zhou Layuan said that the cost of education, medical treatment, housing and so on born after two children is not small. If the work as a source of income has changed, then the willingness to give birth will be greatly reduced.

Some experts pointed out that the population born in 2016 is due to "

"Policy" and the number of children born is not much, more is the "two child alone" policy effect.

The effect of "comprehensive two children" will not be apparent until 2017, reaching the peak of the birth population by 2018.

That is to say, the problem of getting two children in the next year may be more common, and the pressure of some employers may be even more serious.

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