中国用人单位实施就业性别配额制的法律思考  

Legal Analysis on Gender Quota System of the Employment Used by Employers in China

作　　者：李娜[1] 

机构地区：[1]西北工业大学人文与经法学院,陕西西安710072

出　　处：《西北大学学报（哲学社会科学版）》2011年第2期152-157,共6页Journal of Northwest University：Philosophy and Social Sciences Edition

基　　金：国家哲学社会科学基金项目(06BFX043)

摘　　要：从性别平等原则的演变出发,分析其从形式平等向实质平等的转型过程,认为用人单位的行为是否构成歧视应该在实现平等原则基础上进行合法性的判断。用人单位能否实施性别配额制在该原则的不同理解下是冲突的。这种冲突在国际条约、国内法都有所体现。各国应根据本国自身的特点对用人单位实施配额制是否违反就业中性别平等原则作出规定。中国应坚持就业性别问题本土化,在现阶段必须坚持机会平等的原则,以规则中心主义弥补法定义务主义的不足。This paper analyzes the obligations of public and private employers in maintaining and promoting the gender equality in China on the ground of gender equality principle which has evolved from formal equality to substantive equality. It conflicts under different understanding of this principle if quota system should be legitimite which is adopted by the employers. This conflict exists in the domestic law and international law. In consideration of the different standards under the context of international treaties, states can regulate the employer＇ s using quota with its own characteristics. The employers in China must adhere to the principle of opportunity equality when promoting the gender equality in employment. It should be used by the mean of rule - centered to make up for the lack of statutory.

关 键 词：性别歧视 配额制 合法性 机会平等 

分 类 号：D912.5[政治法律—民商法学]