就业性别歧视例外审查规则:美国实践及启示

发布时间：2018-02-04 03:36

本文关键词： 就业歧视性别歧视合理差别对待真实职业资格　出处：《妇女研究论丛》2017年02期 　论文类型：期刊论文

【摘要】：用人单位基于性别原因在劳动者之间进行不合理的差别对待是就业性别歧视的本质特征。如果用人单位的上述差别对待存在足够的合理性,则会阻却歧视行为的违法性,构成歧视的例外。中国法律明确禁止就业性别歧视,尤其是针对妇女的就业歧视。实践中,用人单位往往以保护女性或岗位存在不适合女性从事的特殊要求为由为自己的歧视行为辩解,但中国法院对就业性别歧视的构成及其例外认定等关键性问题回应不足。通过考察美国相关立法和实践,美国法院认为在认定性别歧视例外时,应当对性别与职业资格之间的联系进行实质性审查。美国的经验对中国相关制度的构建有一定的启示意义。
[Abstract]:It is the essential characteristic of employment sex discrimination for employers to make unreasonable discrimination between workers on the basis of sex. If the employers have enough reasonableness in the above differential treatment. This will prevent the illegality of discrimination and constitute an exception to discrimination. Chinese law explicitly prohibits sex discrimination in employment, especially against women. Employers often defend their discriminatory behavior on the grounds of protecting women or the existence of special requirements that are not suitable for women to engage in. However, the Chinese courts have not responded to the key issues such as the constitution of sex discrimination in employment and its exception determination. The relationship between gender and professional qualifications should be examined substantively. The experience of the United States has some enlightening significance for the construction of relevant institutions in China.
【作者单位】：对外经济贸易大学法学院;
【分类号】：DF529
【正文快照】： 一、问题的提出实行男女平等是中国的基本国策。《宪法》《妇女权益保障法》均规定妇女在政治、经济、文化、社会和家庭生活等各个方面享有同男子平等的权利。《劳动法》《就业促进法》等法律则进一步规定妇女在就业领域享有同男子平等的权利,禁止用人单位在招录员工时,以性别

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