Why is educational discrimination prohibited?, To a certain extent, "discussing heroes based on their background" | educational background | discussing heroes

"Recruitment of graduates from 985 and 211 universities", "The first degree must be from a 'Double First Class' university", "Full time education only"

The fierce competition in employment has intensified educational discrimination, which not only violates the principle of employment fairness, but also leads to job mismatch to some extent. The interviewed experts suggest that relevant departments should strengthen legal protection, promote the introduction of anti employment discrimination laws, and establish a talent selection and evaluation mechanism guided by ability and contribution. Employers should develop scientific talent selection methods and pay attention to examining the degree of matching between personnel and positions.

Liu Chang is a recent doctoral student from a 985 university in Tianjin. Recently, she applied for teaching positions at two 211 universities in her hometown, but neither of them passed the initial resume screening. One of the schools gave feedback, "The first degree is a bit weak." This made Liu Chang, who graduated from a regular university with a bachelor's degree, very frustrated. "During my doctoral studies, I published multiple papers in core journals, and I thought I could at least get an interview opportunity."

With the increasingly fierce competition for jobs, academic qualifications have increasingly become an important screening index for employers. "enroll only famous school students", "only recruit first-degree famous school students", "only recruit full-time graduates" …... The continuous "subdivision" of educational qualifications helps enterprises improve the efficiency of recruitment, but to some extent, it also causes a mismatch between people and posts, which is seriously contrary to the fairness of employment.

It is difficult to "see" job seekers with a weak college background.

Jiaxin is a senior majoring in business administration in a Shuangfei university in Dalian. She has a rich resume during her study: she won a first-class scholarship and worked as an intern in well-known accounting firms and Fortune 500 enterprises.

However, this does not make it easier to find a job. Since last autumn, Jiaxin has submitted more than 60 resumes. According to her statistics, 70% of her high school classmates who studied at 985 school were able to pass the Internet application easily.

Hu Kang, who is in charge of school recruitment at an Internet company, revealed that many "big companies" use algorithms to screen resumes, and it is difficult to "see" job seekers with weak academic backgrounds. "take our company as an example, in the first round, the academic qualifications are screened first, and the keywords are grabbed by the machine, leaving only the graduates of 'double first-class' colleges and universities, and then the internship experience and campus practice are graded."

In the recruitment of a financial company, Jiaxin's ability was recognized, "going through five hurdles" came to the end. At the end of the interview, the interviewer suddenly asked, "your school is not 211, is it?" Jiaxin secretly said something bad, and finally lost the election. "Shuangfei is like a brand that obliterates all my efforts after the college entrance examination." She felt puzzled and helpless.

The reporter found that many "within the system" units also have obvious academic "preferences" when recruiting.

"as the saying goes,'do not confine yourself to one style of talent', but it is actually 'one case and one style of talent'." Li Rui, a graduate 3 student in a 211 university, has participated in more than 10 examinations organized by many provinces and cities in the past six months. He found that some units are only recruiting for "double first-class" colleges and universities; some units divide posts into three levels, recruiting students from 985 and 211 universities and some colleges and universities in the province respectively; and some units stipulate that "all 985 students" can get additional subsidies....

There are also part-time graduates who are often treated differently. More than 80% of part-time graduate students have been discriminated against in the employment process because of their academic qualifications, according to a survey released by China Education online. Li Rui, a part-time master's degree student, passed the examination of a central enterprise and signed a letter of intent for employment last year, but was questioned in the follow-up inspection stage of "low admission scores" and "low graduation requirements", and finally lost the opportunity.

"only education" stems from the lack of screening ability.

According to Feng Lijuan, 51 job's chief human resources expert, the labor market has transitioned from the former "seller's market" to the "buyer's market", and fierce employment competition has intensified the discrimination against academic qualifications. According to statistics, the number of resumes submitted through the 51 job website in this spring has increased by 30 per cent compared with the same period in 2021. However, the number of open jobs has not increased significantly, thus enterprises have been given a broader screening space. "

Hu Kang agrees: "in the past two years, some 'big companies' have received more than 100,000 or even hundreds of thousands of resumes, and the personnel department does not have the energy to judge them one by one. The 'card' degree is considered to be the most efficient and lowest-cost screening method."

In Feng Lijuan's view, another important reason for "education-only" is that employers lack screening tools to identify the quality differences between job seekers more accurately. In this case, statistically speaking, there is a certain correlation between the educational background of job seekers and their ability level. Therefore, the labels of higher education construction projects such as 985, 211 and "double first-class" have become a ready-made "sieve" when recruiting.

"this kind of extensive recruitment often misses the mark." Hu Kang said frankly that in practical work, some colleagues with less outstanding academic qualifications perform better and more stable. "however, at a time when the number of graduates continues to hit new highs, the potential losses caused by screening out outstanding talents have been diluted, so employers lack the incentive to improve their recruitment methods." He reflected.

"academic discrimination can have a negative impact on the labour market." Wang Ting, director of the Human Resources Development and Management Research Center of the Business School of China University of political Science and Law, said that tagging talents with academic qualifications ignores the differences and initiative of job seekers, which will not only undermine the fairness of employment and damage the legitimate rights and interests of workers. it is also easy to cause a mismatch of resources, which is not conducive to the full release of talent vitality. In addition, this "famous school complex" will virtually transmit the pressure of employment to the stage of basic education and intensify the competition in the college entrance examination.

Feng Lijuan also mentioned that some employers in a strong position in the job market are keen to use famous school students to "decorate the facade", regardless of the actual needs of posts, resulting in a waste of highly educated talents.

Promote the construction of a competency-oriented selection and evaluation mechanism

In 2020, the CPC Central Committee and the State Council issued the General Plan for deepening the Reform of Educational Evaluation in the New era, pointing out that party and government organs, institutions and state-owned enterprises should take the lead in reversing the employment orientation of "nominally named schools" and "education-only". According to the job requirements, we should reasonably formulate the enrollment conditions and determine the level of educational background, and graduate institutions, foreign learning experience and learning methods shall not be used as restrictive conditions in recruitment announcements and practical operations. We should establish a mechanism for the use of talents with moral character and ability as the orientation and job demand as the goal, change the situation of "high consumption" of talents, and form a good situation of not sticking to one style and lowering talents.

Wang Ting believes that on the one hand, the relevant departments should strengthen legal protection, promote the promulgation of the Anti-Discrimination Law on Employment, resolutely prevent and correct across-the-board academic qualifications in recruitment, and job seekers should also actively safeguard their rights when they encounter discrimination. advocate equal employment rights. On the other hand, we should promote the construction of a talent selection and evaluation mechanism guided by ability and contribution.

"We should put aside our prejudices and look at talents from the perspective of development." Wang Ting believes that in addition to explicit indicators such as academic qualifications, enterprises should also pay attention to the non-cognitive skills hidden under the "iceberg", such as responsibility, teamwork, pressure resistance, communication skills, and so on. these traits determine a person's development potential to a large extent.

Feng Lijuan's team is currently taking an inventory of talents for many enterprises, analyzing and refining the characteristics of outstanding talents in various positions, and taking this as a guide to formulate more scientific selection methods. "Enterprises should put matching people and posts rather than academic qualifications at the top of the inspection, which is not only a respect for job seekers, but also can improve the stability of the workforce in the long run."