Is it sexist for female bosses to recruit single female assistants?

Recently, when a woman in Dongguan applied for an administrative position in a company on the job search platform, she was told by HR that as long as she was single, the woman reported the company on the grounds of "pornography and vulgarity", and her position was subsequently removed and her account was banned. In response, the company's boss responded that his company is formal and it is normal to ask for singles. This matter has affected the company, and the whistleblower will be prosecuted.

Unsurprisingly, the matter of "recruiting female assistants to be single" was labeled as "employment discrimination". Lawyers interviewed in the news believe that reporting is the right to apply for women, and the handling of professional titles and positions is made by the platform, which has nothing to do with women. There is no basis for the company to sue job seekers.

Is it suspected of discrimination to ask for being single? On this issue, people have different views, just as everyone has different views on whether singles belong to personal privacy, so it is difficult for people to reach a consensus. Whether it is discrimination or not depends first on how the law determines it. From the international practice, employment discrimination is generally related to race, gender and religious belief. China's labor law also stipulates that workers are not discriminated against because of their nationality, race, sex and religious belief. Note that since "equality" is not used here, one understanding is that employment discrimination only involves these four dimensions, and singles are not allowed to be included and expanded without authorization.

On the other hand, it is impossible to exhaust the legal provisions, and the key to judging discrimination is whether this condition is needed for normal performance of duties. As for whether "single king" is more suitable for the position of boss's female assistant than married people, there is no authoritative statement at present. Everyone is based on common-sense guesses. Because family, especially raising children, will involve a lot of energy of married people, some people may tend to think that single people are more suitable for assistant positions. In addition, no matter whether the company recruits female assistants or male sales, it requires singles without exception. This shows that there seems to be no discrimination against women. If it does happen, it is also discrimination against married people.

In addition, it must be mentioned that there is a misunderstanding of discrimination among the public. It is generally believed that discrimination means being treated unequally, so discrimination is not good. But in the field of economics, or marketing, discrimination has another meaning, that is, differential treatment. For example, common price discrimination, different pricing, that is, price discrimination is conducive to the conclusion of negotiation transactions, which is beneficial rather than harmful; Another example is service discrimination, taking children to restaurants, and children are treated differently and can enjoy BB stools. This kind of "discrimination" is actually demand-oriented precision service.

Back to the topic of recruitment, it is understandable that the company reasonably lists the conditions within the scope permitted by law, just to improve the screening efficiency. According to this logic, it is only the real idea of the company that the female boss of the company recruits a single female assistant, and it is not shameful to write it publicly. On the contrary, if they don't speak frankly in order to avoid the storm, but do it quietly in the actual operation, it will only consume everyone's energy for no reason, which is an uneconomical choice for both the applicant and the company itself.

In short, although we explicitly oppose all employment discrimination, we are too sensitive and indiscriminate, and regard any discrimination as employment discrimination, which is also worthy of vigilance. We should distinguish some reasonable requirements based on job requirements from discrimination, and pursue the unity of legal effect and social effect in the governance of employment discrimination: in practice, we should take care of recruiters and applicants who abide by the rules and not let them be accidentally hurt.