英語知識閱讀
英語知識閱讀
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China is expected to see a record high number ofcollege graduates in 2018 as around 8.2 millionstudents will obtain their degree this year, accordingto the latest statistics from Ministry of Education.
教育部的最新數(shù)據(jù)顯示， 2018年中國高校畢業(yè)生數(shù)量將創(chuàng)歷史新高，預(yù)計今年將有820萬人畢業(yè)。
The number of college graduates in China has beenrising since 2001, which leads to a morecompetitive employment market.
自2001年以來，中國大學(xué)畢業(yè)生的人數(shù)一直呈上升趨勢，因此也導(dǎo)致了一個競爭更加激烈的就業(yè)市場。
However, besides fierce competition, many graduates admit that they face another bigproblem -- employment discrimination.
但是除了激烈的崗位競爭意外，許多畢業(yè)生承認他們在面臨著另一個重大問題--就業(yè)歧視。
A research in 2017 shows that around 75.7 percent of new graduates said they were, to someextent, discriminated or suffered from injustice when finding jobs.
2017年的一項研究顯示，約有75.7%的應(yīng)屆畢業(yè)生表示，在某種程度上，他們在找工作時受到歧視或受到了不公正待遇。
Female college graduates still face great wall of discrimination in the employment market. "Males only", "Married with children preferred": These are some of the conditions commonlyfound in recruitment advertisements.
女性大學(xué)畢業(yè)生在就業(yè)市場仍然面臨著巨大的歧視。“只招男性”、“已婚并有孩子”：這一類限制條件在招聘條件中已經(jīng)習(xí)以為常。
According to a research by Renmin University of China in 2015, male college graduates do havemore interview opportunities than their female counterparts despite the similar academicbackground and work experience.
根據(jù)中國人民大學(xué)2015年的一項研究顯示，盡管有著相似的學(xué)術(shù)背景和工作經(jīng)驗，男性大學(xué)畢業(yè)生的面試機會還是要比女性畢業(yè)生多。
Regional discrimination also becomes a barrier for job seekers. Some companies dismiss jobseekers from specific regions due to the regional stereotypes, like "Central China's HenanProvince is the cradle of liars" and "people from Northeast region are usually rash anddiscourteous."
區(qū)域歧視也成為求職者的障礙。一些公司將某些特定地區(qū)的求職者拒之門外，原因是對這些地區(qū)的不好印象，比如“中國中部的河南省是撒謊者的搖籃”，“東北地區(qū)的人通常是魯莽無禮的。”
Recruitment advertisements sometimes also show favor for local applicants. Non-locals had beendenied jobs because their registered residence origin was not the same as the city where theywere hunting for a job.
招聘廣告有時也會偏向于本地求職者。很多非本地人因戶口不在工作城市而被剝奪了工作的權(quán)力。
Apart from "invisible thresholds" like gender and region, college graduates in recent years weredisappointed to find that personal details like superstitions about blood type, zodiac, and facialstructure were all part of the decision-making process by some potential employers.
除了性別和地域這類“無形的門檻”之外，更令大學(xué)生失望的是近年來血型、星座和面部結(jié)構(gòu)等個人信息，都是一些潛在雇主決策過程的一部分。
An applicant's surname can also help or hamper job prospects. A family name that suggestsprosperity, like Jin, which means "gold"; while a last name like Pei, which can mean "to losemoney", would likely be negative. Besides, job seekers also found that some employers paidmuch attention to their appearance rather than the working performance.
申請人的姓氏也可以幫助或阻礙就業(yè)前景。有的姓氏意味著繁榮，比如金，意思是“黃金”;而像裴這樣的姓氏就可能意味著“賠錢”，讓人感覺對公司發(fā)展會有負面影響。此外，求職者還發(fā)現(xiàn)，一些雇主更注重外表，而不是工作表現(xiàn)。
To fight against employment discrimination, both the government and society have madegreat efforts. In 2007, Employment Promotion Law was passed with the purpose of opposingemployment discrimination and promoting justice in job recruitment.
針對就業(yè)歧視，政府和社會都作出了巨大的努力。2007年，通過了就業(yè)促進法，目的是反對就業(yè)歧視，促進就業(yè)公平。
The Ministry of Education in 2017 issued regulations to ban work discrimination in on-campusjob fairs. This year, several cities' bureau of human resources required job fair organizers to setspecial reception desk so as to deal with job seekers' complaints about discrimination.
教育部在2017年頒布了禁止校園招聘會工作歧視的規(guī)定。今年，幾個城市的人力資源局要求招聘會組織者設(shè)立專門的接待處，以處理求職者對歧視的投訴。
Non-profit organizations were established to oppose work discrimination, while legal aidswere also provided to job seekers through social media platforms like Weibo and WeChat.
同時一些非營利組織也相繼成立，反對工作歧視，同時通過微博、微信等社交媒體平臺向求職者提供法律援助。
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