What are the common forms of discrimination in recruitment?

1. Academic degree discrimination, compared with other discriminations, this may be the most "fair" one. "Academicism only" is the most obvious feature of academic discrimination. Discrimination against academic qualifications has emerged as a new form, and it has an increasing trend. Some of the top 500 or central enterprises rank schools according to well-known foreign universities, "985", "211", ordinary first-tier universities, second-tier universities, and third-tier universities, and make it clear that they only recruit graduates from designated universities. . 985, 211, are not only synonymous with prestigious schools, but have also become the halo that many companies flaunt themselves with.

2. Sex discrimination may be the most common standard of discrimination. Unequal conditions such as "men only" and "girls are 1.65 meters tall" are no longer new. "Some even put forward the requirement that when girls enter the unit, they must ensure that they will not change jobs, get married, remarry, or become mothers within 3 years." Development of the All-China Women's Federation The "Survey Report on the Employment and Entrepreneurship Status of Female College Students" published by the Ministry of Education pointed out that 56.7% of the female college students surveyed felt that "girls have fewer opportunities" during the job search process, and 91.9% of the female college students surveyed felt gender bias by employers.

3. Regional discrimination. This is also the most controversial aspect of the recruitment discrimination of a certain group buying website - people from the Yellow River area and the Northeast. By naming places and not recruiting people from Henan and Northeast China, regional discrimination becomes more obvious. As early as the planned economy period, there was a phenomenon that "urban enterprises and institutions were not allowed to recruit rural residents privately." In recent years, the gap between rural and urban areas has become smaller, and regional discrimination has begun to slowly evolve into local and non-local.

4. Age discrimination. We have previously discussed the issue of "Huawei retires employees over 34 years old" and the mid-life workplace crisis. If you do a statistics, you will find that many companies include "under 35 years old" in their job recruitment information. The age of 35 has become a watershed in the workplace. And the age limit has been trending towards younger people.

5. Appearance discrimination. Xiao A, who works in a large real estate company, said that the female employees in the administrative department and human resources department are all tall and have good temperament. “All of them are over 1.7 meters tall. But the requirements for male employees are not that high, and some are less than 1.7 meters. "In corporate recruitment, appearance, age, height, temperament, etc. have all become the added value of female labor.