雇佣决策算法下就业性别歧视司法审查困境与纾解  

Difficulties and Solutions of Judicial Review of Employment Gender Discrimination Under the Employment Decision-Making Algorithm

作　　者：刘谢慈 林凯莉 LIU Xieci;LIN Kaili(College of Law,Hunan University of Technology,Zhuzhou 412007,China)

机构地区：[1]湖南工业大学法学院,湖南株洲412007

出　　处：《湖南工业大学学报（社会科学版）》2024年第4期59-65,共7页Journal of Hunan University of Technology(Social Science Edition)

基　　金：湖南省教育厅科学研究重点项目“数字司法建设中审判资源动态配置研究”(23A0421);湖南省普通本科高校基金项目:教学改革研究项目“‘三高四新’战略下跨学科复合型法治人才培养机制研究”(202401001021);湖南省教基金项目:育科学研究工作者协会“十四五”规划课题“习近平法治思想融入高校法学教育的实现路径研究”(XJKX24B006)。

摘　　要：雇佣决策算法在企业用工领域的拓展应用引发了新型就业性别歧视风险,其不仅出现在雇佣决策过程中,甚至提前出现在招聘广告推送之时。通过解构雇佣决策算法中就业性别歧视的产生原理,分析其对传统就业性别歧视司法审查的冲击,发现雇佣决策算法介入所产生的新型就业性别歧视现象对传统的直接歧视与间接歧视审查标准均产生了较大影响,应当通过完善构成要件审查标准和例外审查标准的方式纾解就业性别歧视司法审查的困境,避免性别歧视行为对劳动者平等就业权造成损害,从而有效保障劳动者的合法权益。The expansion and application of employment decision-making algorithms in the field of enterprise employment has triggered a new type of gender discrimination risk in employment,which appears not only in the employment decision-making process,but also in advance when job advertisements are pushed.By deconstructing the principle of employment gender discrimination in employment decision-making algorithms and analyzing its impact on the traditional judicial review of employment gender discrimination,it is found that the new employment gender discrimination caused by the intervention of employment decision-making algorithms has a great impact on the traditional review standards of direct and indirect discrimination review standards.Therefore,it is necessary to improve the review standards of constituent elements and exceptions to resolve the difficulties of judicial review of gender discrimination,and avoid the damage caused by gender discrimination in employment to the right to equal employment of employees so as to effectively protect their legitimate rights and interests.

关 键 词：雇佣决策算法 就业性别歧视 司法审查 构成要件审查 例外审查 

分 类 号：D922.5[政治法律—民商法学]