对妇女的就业性别歧视界定与《妇女权益保障法》相关立法完善

The Definition of Gender Discrimination in Female Employment and Improvement of Relevant Legislation on the Law of the People's Republic of China on the Protection of Women's Rights and Interests

我国立法并未对妇女的就业性别歧视进行定义,对此进行界定,可以就业性别平等理论为基础,从主体、行为、后果、因果关系、主客观方面展开分析。实施就业性别歧视主体包括用人单位以及对就业机会有决定性影响的其他单位和个人。对妇女的就业性别歧视的行为可分为直接就业性别歧视和间接就业性别歧视,二者都强调用人单位差别对待或对女性有差别影响与就业没有必然关系,缺乏正当性。内在的职业需要、生育保护措施和积极暂行措施构成直接就业歧视抗辩理由。就业性别歧视行为的成立不需要行为人具有主观故意。结合上述理论,亟须对我国《妇女权益保障法》相关立法进行完善。

China's legislation does not define gender discrimination in female employment,so it is urgent to define this concept.Based on the theory of gender equality in employment,this article analyzes the subject,behavior,consequences,causality,subjective and objective aspects.The subjects of gender discrimination in employment include employers and other units and individuals that have a decisive impact on employment opportunities.The behavior of gender discrimination in female employment can be divided into direct and indirect employment gender discrimination.Internal occupational needs,maternity protection and positive temporary measures constitute the defense justification for direct employment discrimination.The establishment of gender discrimination in employment does not require the perpetrator to have subjective intention.Combined with the above theories,it is of necessity to improve the relevant legislation on the Law of the People's Republic of China on the Protection of the Rights and Interests of Women.