How to consider female fertility in enterprise recruitment?

First, the risks of recruiting married and childless women.

Every enterprise will consider this issue when recruiting. Once a woman is pregnant, troubles will follow. All aspects should be taken care of, such as no heavy work, no overtime, frequent vacations, salary and welfare insurance subsidies, maternity leave for several months, and breastfeeding leave after maternity leave ... Especially in Hebei, we have proposed to extend maternity leave until the child is one year old ... so the operating costs of enterprises will increase a lot for no reason. As long as there is no major violation, an employee from pregnancy to lactation can't be fired from the enterprise. Therefore, for the enterprise, recruiting a married and childless woman can't work with peace of mind within two years, or even have no output. Moreover, the efforts of an enterprise need to be rewarded and benefit-oriented, and it is understandable for enterprises to consider these.

Second, enterprises have no right to deprive female workers of their reproductive rights.

Some enterprises require female employees to promise, and even some women voluntarily promise not to be pregnant for several years, and write it in the contract, which is not in line with the law, so it is an invalid contract. Employees can report to the labor and social security department and will be punished after verification. So even if you promise not to have children now, once you have children and change your mind after joining the company, no one will take care of you. The company will not only be unable to dismiss you, but also take care of you.

Of course, this is a problem that married and childless women encounter on the road to job hunting, but it is not unsolvable. So here I want to give some advice to female friends at this stage:

First, women of childbearing age should not resign easily. If you have a job in an enterprise at this stage, try not to resign. Because medical insurance needs continuity, once you leave your job, you will not be able to find a job for a while, and medical insurance will be interrupted. If you are pregnant at this time, it may be a problem to get maternity allowance in the future.

Second, make a pregnancy plan. During the interview, the company usually asks this question. Some women promise not to have children and hope the company will consider it. At this time, there is not enough evidence to prove that the company will definitely not believe you, so there is no need to avoid this question. We can make a convincing pregnancy plan according to our family situation, which is much better than promising not to have children.

Third, value replacement. As mentioned above, enterprises are reluctant to recruit employees at this stage because of the unreasonable increase in operating costs. However, at this time, if you create more value for the enterprise than it may increase the cost, both the enterprise and you are welcome.

So at this time, you should emphasize what you can do for the enterprise and what value you will create for the enterprise in the past two years, so that the enterprise feels that the benefits you get far outweigh the risks. As I said, the enterprise is profitable, and at this time he will naturally make a clear choice.

Fourth, employees who are preparing for childbirth and can't find a job need not be discouraged. At this time, you can study more at home, get a useful certificate in an industry, and add value when you come out to work in the future.