Some people call these phenomena "workplace discrimination". Next, let's take a look at discrimination in workplace recruitment.
0 1 academic discrimination
When looking for a job, nothing hurts more than academic discrimination. Every job season is the season of academic discrimination. The first thing in HR recruitment is academic qualifications, otherwise there will be no HR news that "non-985,211resumes are directly thrown into the trash can".
When recruiting, the discrimination of academic qualifications is relatively naked. The common phenomenon is that foreign ivy despises domestic 985,985+2 1 1, 211ordinary ivy despises two books and three books. ...
At any time, don't limit yourself because of your academic qualifications, but try to improve your strengths and make up for your shortcomings. Looking at the future work and life, it is not the highly educated diploma that can determine how far you go, but the comprehensive strength that can really land behind the education and create value for the enterprise.
In the current capital winter, the economy is cold, and the number of places is decreasing, what we can do is to constantly improve ourselves and cope with all kinds of changes until we find the right way to find a job!
02 gender discrimination
The workplace is full of prejudice against women. Some companies set a high threshold for women when recruiting. Some companies can recruit men and never recruit women; Married with children can recruit, married without children absolutely not recruit. Of course, children over three years old are better.
In fact, women's diligence and perseverance are not the burden of enterprises. Ma Yun said that the reason for Ali's success is that the company has nearly 49% female employees and 37% senior managers.
Ma Yun once said: "I thank women for supporting us. If you want your company to be ok, then recruit men; If you want to reach the' good' level, you must hire at least 40-50% women; The pursuit of perfection requires men and women to work together. "
Some time ago, Ministry of Human Resources and Social Security, the Ministry of Education, the Ministry of Justice, the Health and Wellness Commission, the State-owned Assets Supervision and Administration Commission of the State Council, the National Medical Insurance Bureau, the All-China Federation of Trade Unions, the All-China Women's Federation and the Supreme People's Court issued the Notice on Further Standardizing Recruitment to Promote Women's Employment (hereinafter referred to as the Notice).
It stipulates that in recruitment, gender (except the forbidden labor scope of female employees stipulated by the state) or gender priority shall not be restricted, women shall not be restricted from applying for jobs or refused to hire women on the grounds of gender, and maternity restrictions shall not be used as employment conditions.
With these nine privileged protectors, I believe that gender discrimination in recruitment should be gradually reduced in the future!
03 age discrimination
35 years old is a watershed in the workplace. Now many enterprises require employees to be under 35 years old, and some even drop to 30 years old. Because the older you get, the lower your price/performance ratio is.
In the minds of many bosses, youth is the greatest advantage. Young people are in good health, no problem working overtime and staying up late, strong learning ability, strong execution, no conditions, no ink stains, no laziness, and most importantly, low wages.
Maybe what you see is only the surface, but the essence is that truly capable people never care about their age, and no company will refuse. A truly capable person doesn't have to worry about how old he is. Only those who don't study and make progress will complain that they can't find a job.
20 19 in the new year, for some older HR, the pressure may be getting bigger and bigger. I believe that every HR practitioner is concerned about the career development of older HR.
"Older" itself is a sensitive and embarrassing word in the workplace, if you don't forget that in recent years, many companies have to let "employees over 35" retire.
Where is the way out for older HR? Poke the following for details: the wave of layoffs is coming, where is the way out for older HR?
04 work background discrimination
During the social recruitment process, HR will ask about your work experience. The complex of owning big companies and famous enterprises is the eternal knot in every HR heart.
If it is the Internet industry, everyone will first think of BAT: Baidu, Ali, Tencent. If you quit BAT, congratulations, no matter where you go, the golden signboard of BAT will make HR look high. And those employees from small companies, even if you have the ability, HR may not recognize you.
In HR's mind, the degree of importance is: large companies > small companies, foreign companies > joint ventures > state-owned enterprises > private enterprises.
Although big companies have many cows, not everyone is excellent. Whether it's a mule or a horse, pull it out. Just like JD.COM recently laid off high-level personnel and expanded enrollment at the bottom. ...
From this perspective, excellent HR should not discriminate against employees from small companies, and should not simply trust employees from large companies and famous enterprises. Give everyone a fair chance to prove their strength.
05 Yan value discrimination
JD recruitment requirements at the front desk: Good professional image and temperament. In this era of looking at faces, face value is justice.
As early as 1990s, economist Daniel Hammermesh found that if you are good-looking, you will earn 10- 12% more money than others. Todorov's research shows that it only takes 40 milliseconds for people to make quick judgments about other people's personalities-equivalent to one tenth of the blink of an eye. What's even more surprising is that this habit will accompany you all your life: from the age of three or four, it is easy for people to judge who is good and who is bad by appearance.
In this world, you can't even find a job because you are ugly. Professor DeDaniel Hammermesh's paper "Research on Face Value and Labor Market" reveals this cruel fact: as long as interviews are involved, even the selection of resumes with photos will affect the application results in minutes.
In recent years, Yan value has become the focus of attention. Interview to see the face value, find a job to see the face value, go to school to see the community.