【作者】 韩晓玲；

【导师】 柳砚涛；

【作者基本信息】 山东大学 ， 法学理论， 2007， 硕士

【摘要】 我国政府在男女平等原则的指导下,颁布了一系列保护妇女平等就业的法律法规,对我国妇女平等就业权的实现起到了重要的推动作用。妇女纷纷走出家门,涉足社会,获得了就业的权利。改革开放以后,我国由计划经济体制转向市场经济体制,效率优先,兼顾公平,用人单位自主选择性增强,女性平等就业权受到了很大的威胁,性别歧视现象随处可见。根源就在于社会历史文化造成的社会性别分工和偏见,以及在新形势下我国法律法规的不健全,我国没有针对妇女平等就业的专门立法。联合国和国际劳工组织已经颁布了男女平等就业和反歧视的有关国际公约,国外许多国家的相关立法都有很详尽的规定,我国应遵循国际公约的相关要求,借鉴国外先进的立法制度,建立和完善我国的法律法规。本文分三部分,第一部分阐述了平等就业权的基本理论。平等就业权源于宪法和其它法律的规定,是保障女性生存和发展的基本权利,是基本的人权,体现了社会公平正义的要求,要实现女性的平等就业权,反对性别歧视是非常关键的。第二部分介绍了相关国际公约的有关规定,以及美国、挪威和香港地区两性平等就业的法律制度,论述了其对我国法律法规制定和完善的启示意义。我国目前就业中性别歧视现象严重,职业隔离导致同工不同酬问题不容忽视,我国法律没有对性别歧视作出严格的定义,更没有界定间接歧视,法律对女性平等就业权利的促进,宣言性强,具体的法律程序和相应的法律责任规定很不健全。因此,这些不足都是我国立法所要建立和完善的。最后一部分,首先介绍了我国女性就业的状况,探讨了女性平等就业权难以实现的原因,在这里提出了社会性别观点,它是形成对女性歧视的根源。其次,我国应将社会性别主流化,对照中国妇女发展纲要的目标,将社会性别纳入到法律法规和政策的制定中去。最后,应建立反对性别歧视的有关立法,明确执法主体、法律程序和法律责任,除了为加快妇女平等权利实现的特殊措施及真正职业资格要求不构成性别歧视外,其他基于性别因素的不平等对待都是违法的,应受到法律的处罚。更多还原

【Abstract】 Under the principle of equality between men and women, China’s Government have promulgated a series of laws and regulations to protect women in equal employment, which are significant in promoting the realization of woman equal employment right in China. Women walk out of their home one after another, go in the society and obtain employment right. Since the Reform Open-up of China, the planned economy system has been turned into a market economy system. While efficiency is preferred with equity considered, the employment unit enjoys greater independent in choosing employees so that the women’s equal employment right is greatly threatened with sexual discrimination phenomena every where and while. The causes for these phenomena lie in the division of labour and bias due to social, historical and cultural factors and the lack of laws and regulations under the new situation in China: there is no special law dealing with women equal employment. The United Nations and International Labor Organization have promulgated relevant international conventions on employment equality between men and women and counter discriminatory and many foreign countries have detailed laws. China should follow relevant requirements of the international conventions and learn from the advanced foreign laws to establish and perfect China’s laws and regulations.The thesis falls into three parts. The elementary theories on equal employment right are expounded in the first part. Equal employment right stems from stipulations on the constitution and other laws and is the requirement to guarantee the fundamental right of woman for living and development, the fundamental human right and embodies the social equity. Going against sexual discrimination is the key to realize female equal employment right. Relevant regulations in international conventions and laws and regulations on equal employment between man and women in America, Norway and Hong Kong are introduced in the second part. The enlightenment significance of these laws to the establishment and perfection of China’s law is discussed. Sexual discrimination is severe in China’s employment and unequal pay for the equal work resulted in profession segregation cannot be ignored. There is no strict definition on sexual discrimination in China’s laws, and let alone definition on indirect discriminate, laws and regulations have a great promotion on women’s equal employment right whereas the stipulations on specific legal procedures and relevant legal responsibilities are very imperfect. Therefore, such insufficiencies are to be sthenghened in China’s law-making. In the last part, the author first introduces the situation of women employment in China, investigates the causes for difficulties in realizing women’s equal employment right and puts forward the perspective of social gender - the root for woman discrimination. Secondly, social gender should be principalized in China and social gender should be considered in the formulation of policies and laws and regulations in accordance with the objectives in the National Program of Action for the Development of Chinese Women. The last but not the least, relevant anti-sexist laws should be made, the main body of law execution, legal procedures and legal liabilities should be clarified. Except that the special measures for speeding up the realization of women’s equal rights and true professional qualification requirements do not belong to sexual discrimination, any other inequality treatment based on gender factor are illegal and should be punished according to law.更多还原