Why does the company recruit "love men more"

Regarding the problem that some enterprises are unwilling to find married, not pregnant or pregnant employees, the personnel of a company in Shanghai told reporters that the reason is very simple, that is, they are afraid of affecting their work, which in turn affects the efficiency of enterprises. Female employees' maternity leave is equivalent to paid vacation, and they may not be able to devote themselves to their work after having children.

The laws of China clearly stipulate that the state guarantees that women enjoy equal labor and social security rights with men. In the process of recruitment (employment), unless otherwise stipulated by the state, the employer shall not take the restriction of marriage, childbearing or marital status as a condition for registration (employment). But why is gender discrimination in the workplace still common and repeated in real life?

Experts interviewed believe that this is caused by many reasons, including ideological concepts, social and economic development and legal system factors.

Yang Baoquan, a member of the Labor and Social Security Committee of the Beijing Lawyers Association, believes that the discrimination suffered by women in the process of employment often does not exist in an obvious and direct way, but in a subtle and hidden way, even "wearing a legal coat". Discrimination against women runs through the whole employment process from application, work, promotion, wages and benefits to retirement. For employers, there are many specific ways to circumvent laws and regulations, and the illegal cost is low.

In the view of Zhao Bin, a lawyer of Beijing Heying Law Firm, the cost of laborers' rights protection is high, while the relevant legislative provisions of China's anti-employment discrimination are too principled and lack of operability, which is prone to difficulties such as acceptance and trial, and the burden of proof of laborers is relatively high, which makes it difficult to protect rights. At the same time, the supervision of relevant authorities on employment discrimination needs to be strengthened. For example, the Regulations on Labor Security Supervision does not explicitly include employment discrimination in labor security supervision matters.

"The current law does not completely balance the interests of employers, female employees and the state. Recruiting female employees may increase the labor cost of employers, and without relevant sharing mechanism, employers will inevitably refuse to hire female employees. For example, at present, in many places, the wages during the incentive maternity leave are borne by the employer, and some places stipulate that the paternity leave enjoyed by men can be' transferred' to their spouses. " Shen Jianfeng said.