Online recruitment information must not contain discriminatory content. What do you think?

Online recruitment information must not contain discriminatory content. This comes from the "Online Recruitment Service Management Regulations" that were implemented on March 1, 2021. Article 15 of the regulations clearly stipulates:

Employers The online recruitment information provided to the human resources service agency such as the basic information of the unit, number of recruits, recruitment conditions, employment types, work content, working conditions, work location, basic labor remuneration, etc., must be legal and true, and must not contain information about ethnicity, race, gender, Discriminatory content regarding religious beliefs and other aspects.

In fact, the prohibition of discriminatory content in recruitment is stipulated in the "Interim Regulations on the Human Resources Market" that came into effect in 2018. Employers should ensure that the recruitment information is true when publishing recruitment information. , legal, and some contain discriminatory content in terms of ethnicity, race, gender, religious beliefs, etc. This regulation only stipulates a specific prefix, that is, online recruitment information. In fact, the two regulations are essentially the same recipe with the soup but not the dressing, and the taste is still familiar. The original intention of such regulations must be good, but there are also several issues worthy of attention.

First, whether it can be well implemented. Based on the current situation of employment discrimination, from the perspective of employees, this regulation is indeed to safeguard the legal rights of employees and avoid being discriminated against on the basis of ethnicity, race, gender, age and other issues during the employment process, and being unable to compete on an equal footing. . However, there are doubts whether such regulations can be implemented in practice. Because there were such clear regulations as early as 2018, but such employment discrimination still exists until now. There are many similar problems reported in the news every year, but there are policies and countermeasures, although employers do not make clear regulations in the recruitment process. However, in the actual recruitment process, discriminatory recruitment is carried out, and employees are not aware that their rights and interests may be violated.

Second, whether the target and intensity of punishment are appropriate. There are clear punitive measures in the "Interim Regulations on the Human Resources Market" and the "Online Recruitment Service Management Regulations", which are mainly financial penalties. According to the different circumstances, the "Interim Regulations" will impose a fine of less than 10,000 yuan for minor cases and a fine of not more than 10,000 yuan for serious cases. The offender shall be fined not less than RMB 10,000 but not more than RMB 30,000. The "Management Regulations" stipulate that those who refuse to make corrections will be fined not less than 10,000 yuan but not more than 50,000 yuan; if the circumstances are serious, the human resources service license will be revoked; if damage is caused to individuals, civil liability shall be borne in accordance with the law. Both have one thing in common, that is, the regulatory targets are human resources organizations, not employers. It can be seen that there is a long way to go to eliminate discriminatory content in recruitment.