某航空公司近日发布客舱乘务员专项招聘计划，要求已婚已育女性优先，并将年龄限制放宽至40岁。有 网友点赞："每个年龄段都有自己的优势。" 网友对航空公司此举的认可，折射出很多已婚已育女性在求职时面临的困难。 （文章来源：人民日报） 以需求立标准。人才选拔当以能力为本，摒弃与工作无关的筛选条件。用人单位从岗位需求出发进行招 聘，让求职者各展所长，也有利于企业的长远发展。 以共识聚合力。社会各界包括媒体、行业协会等加强对就业歧视行为的监督，为遭受歧视的求职者提供 支持和援助；推动社会观念转变，营造"公平竞争、人尽其才"的社会共识，有助于消除就业歧视的土 壤。 《中共中央关于制定国民经济和社会发展第十五个五年规划的建议》提出："营造公平有序就业环 境。"消除隐形门槛，推动招聘回归能力为本，让公平的阳光照亮每一位求职者的前程。 一些行业将生育视为女性的"职场负债"，以"岗位需要加班、出差"为由设置隐形门槛，不仅"卡"住了求 职者，也不利于发现和培养人才，更"绊"住了企业进步和社会发展。为特定群体提供就业机会，让岗位 与所需人才"双向奔赴"，企业发展与个人成长共赢，也为更多企业作出了示范。这样的举措值得点赞。 类似举措正 ...

Core Viewpoint - The article emphasizes the importance of equal employment opportunities for all individuals, including those with genetic conditions like thalassemia, and critiques the outdated health standards that contribute to employment discrimination [2][3][4]. Summary by Sections Employment Discrimination Case - A kindergarten teacher in Xiamen was dismissed for allegedly concealing her thalassemia carrier status, despite being asymptomatic. This case highlights the discrimination faced by job seekers with genetic conditions [2][3]. - The current health standards in Fujian do not explicitly classify thalassemia carriers as unfit for employment, yet the local implementation is overly strict compared to neighboring provinces [2][3]. Health Standards and Employment Rights - The article discusses the legal framework surrounding employment rights in China, noting that discrimination based on unchangeable personal characteristics is prohibited [3]. - The existing national civil servant health standards, which classify blood system diseases as unfit, are outdated and have not been revised in nearly a decade, failing to reflect advancements in medical understanding and treatment [3][4]. Medical Insights on Thalassemia - Thalassemia is one of the most common single-gene hereditary diseases in humans, with a carrier rate of approximately 8% in China, and higher rates in southern provinces [4]. - Most asymptomatic carriers or mild patients do not have their work capabilities affected and should not be classified as unfit for employment [4]. Call for Change - The article advocates for the revision of outdated health standards to prevent employment discrimination against asymptomatic individuals, drawing parallels to past successful legal challenges regarding hepatitis B discrimination [4]. - It stresses the need for societal recognition of the dignity and value that work provides to individuals, regardless of their health status [4].

Core Viewpoint - The article discusses the employment discrimination faced by individuals with thalassemia trait in Xiamen, highlighting the need for updated health standards in teacher recruitment and the implications of such discrimination on equal employment rights [1][2][3] Group 1: Employment Discrimination - A female kindergarten teacher in Xiamen was dismissed for allegedly concealing her thalassemia trait, despite being a symptomless carrier [1] - Multiple job seekers in Xiamen have been rejected for teaching positions due to carrying the thalassemia gene, raising questions about the fairness of such practices [1][2] - The current health standards for teacher recruitment in Fujian do not explicitly classify thalassemia carriers as unfit, yet the local implementation appears overly strict compared to neighboring provinces [1][2] Group 2: Health Standards and Legal Framework - The existing health standards for civil service recruitment in China, which classify blood system diseases as unfit, have not been updated in nearly a decade, despite advancements in medical understanding [2] - Approximately 8% of the population in China carries the thalassemia gene, with higher rates in southern provinces, yet many symptomless carriers are still deemed unfit for employment under outdated standards [2] - The article calls for a revision of the civil service health standards to reflect modern medical insights and to prevent employment discrimination against asymptomatic carriers [2] Group 3: Societal Implications - The article emphasizes the importance of work in providing individuals with a sense of value and dignity, which should not be undermined by outdated health standards [3] - There is a growing expectation for equal employment opportunities to be accessible to all individuals, regardless of their health status, as part of fundamental labor rights [3]

Group 1 - The central government emphasizes the need to deepen the construction of a unified national market and optimize market competition order [1] - Recent reviews by the National People's Congress (NPC) Standing Committee have identified and corrected various local regulations that impose unnecessary burdens on enterprises, such as the property warranty fund requirement [2][3] - The property warranty fund, which is typically 1%-3% of the total construction cost, has been recognized as a significant financial burden for construction companies [2][3] Group 2 - Local regulations requiring ride-hailing platforms to establish branches in the city of operation have been deemed unreasonable and unnecessary, increasing operational costs for companies [4][5][7] - The NPC Standing Committee has initiated a review of local regulations that conflict with national policies aimed at promoting a unified market, identifying several regulations that need to be amended or abolished [7][8] - The review process has led to the identification of 178 local regulations that require modification or repeal to ensure fair competition and equal treatment of enterprises [7][8] Group 3 - Employment discrimination based on local residency requirements for taxi drivers has been highlighted, with several cities having regulations that restrict non-local residents from obtaining taxi operating licenses [9][10] - The NPC Standing Committee has received multiple suggestions to review and amend these discriminatory regulations, aligning them with national policies promoting equal employment rights [9][10]

因为求职者有过劳动仲裁记录而不予录用，是一种隐性就业歧视，但绝非完全无法应对。有关劳动 部门对背调行为做出进一步明确和规范，就是一种解法。劳动法规定，用人单位有权了解劳动者与劳动 合同直接相关的基本情况，劳动者应当如实说明。但哪些信息属于上述"基本情况"，目前并无更明确的 规定，这也就使得不少企业单位将背调范围扩大化。 背调变滥调、暗调，不仅有向前公司追问劳动者先前待遇、仲裁记录的，甚至求职者作为业主曾与 物业管理有过诉讼纠纷，竟也成为了某公司不予录用的理由。劳动者是否愿意披露相关个人信息，应该 以规范的书面形式进行告知和授权，而究竟什么信息可纳入背调范围，更应当有明确的边界。在此次事 件中，即便余女士签署了相关授权，但如果相关背调并不合理，同样也是对个人权益的侵犯。 除了规范背调行为，用人单位也要改改观念了。劳动仲裁尤其成为公司人力的眼中钉，不外乎是觉 得这样的求职者"爱找麻烦""不够稳定"，为何存在这样的偏见?究其原因或在于，一些单位对于自身的 管理和待遇是否公平合理，本来就底气不足。说到底，劳动仲裁经历绝不是求职污点，用人单位要理解 这一点，就要设身处地地理解员工，才能实现更高效、人性化的管理，从而真正 ...

Core Viewpoint - The article discusses the implications of strict background checks in the hiring process within the financial industry, highlighting how such practices can lead to indirect discrimination against job seekers who have previously engaged in labor disputes [1][2]. Group 1: Background Check Practices - Companies often employ a "one-size-fits-all" approach during background checks, where any record of labor arbitration or litigation is viewed as a potential risk, regardless of the context [1][2]. - This practice can discourage employees from pursuing their legal rights in labor disputes, creating a culture where job seekers feel they must choose between employment and asserting their rights [2]. Group 2: Legal and Ethical Considerations - Current labor laws allow employers to inquire about information directly related to the employment contract, but there is a lack of clear guidelines on what constitutes "basic information," leading to an expansion of background check parameters by many companies [2]. - The article argues that even if a candidate has signed an authorization for background checks, unreasonable inquiries can still infringe on personal rights [2]. Group 3: Changing Perspectives in Employment - Companies need to shift their perspective regarding labor arbitration, as viewing candidates with such backgrounds as "troublemakers" reflects a lack of confidence in their own management practices [3]. - Understanding the context of labor disputes is essential for companies to foster a more humane and effective management approach, rather than simply trying to eliminate those who raise concerns [3].

Core Viewpoint - The recruitment requirements set by the Henan-based supermarket chain, Fat Donglai, have sparked widespread discussions on employment discrimination, particularly regarding the high educational qualifications and age limits for positions such as security and cleaning staff [1][5]. Group 1: Recruitment Requirements - Fat Donglai has announced that for most positions, including security and cleaning, a minimum of a bachelor's degree is required, with age limits generally set at under 30 years old [5][6]. - Specifically, for the security position, 93 individuals are sought, with the requirement that applicants must be male and aged 25 or younger [6][7]. - For the cleaning position, 140 individuals are needed, with no gender restrictions but still requiring applicants to be 25 or younger [6][7]. Group 2: Public Reaction and Legal Concerns - Many netizens have criticized the high educational requirements, arguing that it is unfair and discriminatory, especially for those whose qualifications do not meet the standards even for basic roles [1][5]. - Legal experts have indicated that the recruitment practices may violate employment laws regarding discrimination based on education, age, and gender, suggesting that the company must justify the educational requirements in relation to job responsibilities [7]. - The local labor authority has stated that while the educational requirements may be legal, the gender-specific hiring for security roles could be considered discriminatory and may be investigated further [7].

Group 1: Industry News - The A-share market has reached a historic milestone, surpassing a market capitalization of 100 trillion yuan, with an increase of 14.5 trillion yuan this year. Agricultural Bank leads with a market cap of 2.2 trillion yuan, followed by Industrial and Commercial Bank and Kweichow Moutai. The electronics sector has seen a significant increase of over 2.5 trillion yuan, leading all sectors [4] - The National Radio and Television Administration has implemented measures to enhance the quality of television content, including improving the management of drama series and promoting high-definition programming. This initiative aims to increase the supply of quality content and optimize the review process for television programs [5] - The company Tongzhou Electronics has issued a clarification regarding rumors of entering the supply chain of Nvidia, stating that such information is false [6] Group 2: Company News - The CEO of Li Auto, Li Xiang, acknowledged a mistake in crash testing that upset some users and hosted a dinner for truck drivers, emphasizing safety as a priority [11][12] - Xiaomi has filed a trademark infringement lawsuit against Mi Xi You Pin Company, with a court hearing scheduled for September 3 [13] - The chairman of Wantong Development has been detained by the Beijing Public Security Bureau, with the investigation unrelated to the company's daily operations [18] - Country Garden has announced a restructuring plan, with 49% of the current loan principal supported by a coordination committee, and over 77% of the second category debt holders have joined the restructuring support agreement [19] - Chen Rui has resigned as the legal representative of two Bilibili affiliated companies, with Huang Shengsheng taking over [20]

Core Viewpoint - The recruitment announcement by Xinxiang Pang Donglai has sparked controversy due to its specific requirements and conditions for applicants, including educational qualifications and age limits [2][5][10] Recruitment Requirements - The announcement specifies that 77% of the 26 job categories require a bachelor's degree, and 30% of the positions are limited to individuals under 30 years old [2][7][8] - Basic positions such as security and cleaning staff also require a bachelor's degree and applicants must be 25 years old or younger [6][9][13] Regional and Age Discrimination Concerns - The recruitment is limited to candidates from Henan province, raising questions about potential regional employment discrimination [5][10] - Experts suggest that while age discrimination is generally prohibited, exceptions may apply for specific roles if age is directly related to job requirements [10][11] Special Considerations for Ex-offenders - The company has set up a dedicated application channel for ex-offenders, planning to hire 20 individuals from this group, which is seen as a social responsibility initiative [9][12] - This approach aligns with policies aimed at integrating ex-offenders into society and preventing recidivism [11][12] Company Culture and Values - The recruitment process emphasizes the importance of understanding and embracing the company's cultural values, with applicants required to engage in cultural assessments during the application process [3][4]

Core Viewpoint - The recruitment announcement by Xinxiang Pang Donglai has sparked controversy due to its specific requirements, including limiting applications to local candidates, creating a special channel for ex-offenders, and requiring a bachelor's degree for basic positions like security and cleaning [3][5][9]. Recruitment Requirements - The recruitment includes 26 job categories, with 77% of positions requiring a bachelor's degree and 30 years old or younger [8][9]. - Basic positions such as security and cleaning require candidates to be under 25 years old and hold a bachelor's degree, which has raised concerns about the high standards set for these roles [7][9]. Regional Employment Limitations - The recruitment is limited to candidates from Henan province, which has led to accusations of regional employment discrimination. Pang Donglai justifies this by stating that local employment promotes a healthier work-life balance and avoids issues related to long-distance relationships [6][11]. Special Channel for Ex-offenders - Pang Donglai has established a dedicated recruitment channel for ex-offenders, planning to hire 20 individuals. This initiative aims to provide respect and support to those who have previously made mistakes, aligning with social responsibility goals [9][13]. Expert Opinions - Legal experts suggest that while certain recruitment criteria may seem discriminatory, they can be justified under "reasonable business needs." The local hiring requirement may be defensible, but age restrictions must be directly related to job requirements to avoid legal issues [11][14]. - Analysts argue that the high educational requirements for basic positions reflect the competitive job market in the region, where Pang Donglai offers relatively high salaries, making it reasonable to set such standards [14].