美国就业领域间接性别歧视的法律控制

发布时间：2018-01-08 03:19

本文关键词：美国就业领域间接性别歧视的法律控制　出处：《政治与法律》2013年04期 　论文类型：期刊论文

【摘要】：控制间接歧视是反就业歧视法的应有内容,不能忽略。美国差别影响歧视分析框架是判断间接歧视的基本方法。根据这个方法,差别影响歧视的构成要件有两个:一是雇佣实践对被保护群体产生了不同比例的不利影响,二是雇佣标准缺乏业务必要性。雇主的主观故意不是差别影响歧视的构成要件。在美国,对女性产生不利影响的雇佣实践主要是身高体重要求和体能测试。美国联邦法院根据业务必要性标准对这些雇佣实践进行了严格的审查,绝大多数对女性产生差别影响的雇佣实践被裁判为间接歧视。我国在建设反就业性别歧视法律制度时应该重视间接性别歧视的法律控制,以堵住任何可能造成就业性别歧视的缺口。
[Abstract]:The control of indirect discrimination is an integral part of the employment discrimination law, and can not be ignored. The framework of discrimination analysis in the United States is the basic method to judge indirect discrimination. There are two constitutive elements of discrimination affected by difference: first, employment practices have a different proportion of adverse effects on protected groups. The second is that the employment standard lacks the business necessity. The subjective intention of the employer is not the constituent element that the difference affects the discrimination. In the United States. Most of the employment practices that adversely affect women are height and weight requirements and fitness tests. The Federal Court of Justice has conducted a rigorous review of these practices according to business necessity criteria. The vast majority of employment practices that have a differential impact on women are judged as indirect discrimination. In China, we should attach importance to the legal control of indirect gender discrimination when building a legal system against gender discrimination in employment. To plug any gap that could create gender discrimination in employment.
【作者单位】：上海交通大学凯原法学院;
【基金】：2010年教育部人文社会科学研究规划基金项目“女性就业权的平等保护”(项目编号10YJA820028)的阶段性成果
【分类号】：D971.2
【正文快照】： 就业歧视根据歧视是否存在主观故意可以区分为直接歧视(Direct Discrimination)和间接歧视(Indirect Discrimination)。直接歧视是指在相同条件下,故意根据人的某种特征(比如种族、肤色、性别、宗教信仰、年龄等)给予一个人或一个群体的机会和待遇明显低于另一个人或群体的机

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