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背景介紹：

日前，一則舊聞在微博上引發(fā)了熱議：“深大校長章必功：不準(zhǔn)歧視我的學(xué)生！”是說深圳某銀行招聘，規(guī)定必須來自211大學(xué)。學(xué)生給章校長寫信，第二天，章校長讓學(xué)校財務(wù)處撤回學(xué)校在該銀行的所有存款，“如果銀行再不改，就號召兩萬多學(xué)生的家長把存在這家銀行的錢全部提出來?！鄙媸裸y行很快改了招聘啟事。一些人狂贊校長的行為，痛斥銀行搞就業(yè)歧視，一些人則認(rèn)為銀行有這樣做的權(quán)利。孰是孰非？

正方：中國勞動法第12條規(guī)定：勞動者就業(yè)，不因民族、種族、性別、宗教信仰不同，而受歧視。但現(xiàn)實生活中就業(yè)歧視的表現(xiàn)不限于此。2002年，蔣韜訴中國人民銀行成都分行招錄行員身高歧視，被稱為“爭取就業(yè)法平等權(quán)第一案”。2003年張先著訴蕪湖市人事局，被稱為“中國乙肝歧視第一案”。銀行規(guī)定“必須來自211大學(xué)”也是就業(yè)歧視。

反方：所謂歧視，是說兩個求職者，一個白人，一個黑人，兩人各方面履歷和能力相當(dāng)甚至黑人比白人還要好，但老板因為更偏愛膚色而選擇了白人，蓋膚色與工作能力及表現(xiàn)無關(guān)，白膚色不會給公司帶來更大價值的產(chǎn)出。但如果白人來自常春藤學(xué)校，黑人只有社區(qū)大學(xué)的學(xué)歷，老板選白人顯然是出于誰給公司帶來更大價值的考慮，那可不是什么就業(yè)歧視。

正方：難道非211大學(xué)的綜合素質(zhì)就一定比211大學(xué)差嗎？以是否211大學(xué)來定門檻難道不會錯失人才嗎？并且對非211大學(xué)的也不公平，人家要的也不過是一個面試和證明自己的機(jī)會而已，又不是要求銀行一定要錄取自己或優(yōu)先錄取自己?，F(xiàn)在因為文憑連證明自己的機(jī)會都被剝奪了，這叫那些讀非211的情何以堪啊？一個就業(yè)公平的社會才是好社會。

反方：按照這種邏輯，如果銀行把招聘條件放寬為本科生，是否構(gòu)成了對大專生的歧視？如果進(jìn)一步放寬為大學(xué)生，是否構(gòu)成了對高中生的歧視？北大清華要求很高的分?jǐn)?shù)才能錄取，是否構(gòu)成了對高考只有200分的歧視？既然上名校有分?jǐn)?shù)門檻，那去大企業(yè)有文憑門檻不也正常嗎？至于企業(yè)招人，那是有成本的，不可能為了讓所有人有表現(xiàn)自己的機(jī)會而沒完沒了。

正方：現(xiàn)在許多發(fā)達(dá)國家有就業(yè)權(quán)的概念，就是為了禁止用人單位以名校非名校等搞就業(yè)歧視、剝奪求職者就業(yè)權(quán)的行為，中國的法律也應(yīng)該盡快跟上。就業(yè)權(quán)是一種新型的人權(quán)，對用人單位的招聘和解聘進(jìn)行了嚴(yán)格的限制，有助于保障勞動者權(quán)利、維護(hù)勞動者尊嚴(yán)，因為勞動者相對于企業(yè)是更弱勢的，所以需要法律的保護(hù)。企業(yè)也應(yīng)承擔(dān)起其應(yīng)盡的社會責(zé)任。

反方：你以為權(quán)利隨隨便便就可以被創(chuàng)設(shè)出來嗎？所謂就業(yè)權(quán)，不是說你有找工作的權(quán)利，而是說給你安排一份工作是企業(yè)的義務(wù)。剝奪了企業(yè)用人自主權(quán)，要么是令企業(yè)不愿意招人了，要么是令企業(yè)搞迂回，必然損害求職者的權(quán)利。禁止銀行規(guī)定必須來自211，那銀行就會把這一條寫在心里，非211的除了浪費(fèi)自己的時間陪人玩一圈之外，又能改變了什么？

【點評者說】什么是歧視？這可不是一個簡單的問題。諾貝爾經(jīng)濟(jì)學(xué)獎得主加里·貝克就此還寫了一本專著呢。原則上，歧視不僅不能給雇主帶來價值，還會提高企業(yè)的成本，所以歧視在充分競爭的行業(yè)是少見的，但在政府機(jī)構(gòu)和強(qiáng)制壟斷的國企不少見，因為其沒有競爭和淘汰的壓力。所以招公務(wù)員有“雙乳對稱”這樣奇葩的要求就不奇怪了。

話題：

Talk about your opinion based on the material above.

范例1：

In fact, discrimination is not a rare phenomenon in the society for quite a long time. Throughout history, prejudice against blacks still exists though many efforts have been made to eliminate the unfair treatment between whites and blacks. Therefore, I tend to believe that discrimination may always exist throughout the development of human society. But that doesn’t mean its existence would simply play a negative role. Instead, it may sometimes act as an important impetus to drive us to success. For example, when we are taking an interview, the employer finally chooses another candidate due to the high reputation of the university he/she studied. Facing such a situation, we’d better spare no efforts in skill learning rather than fall into depression. Just as an old saying goes, “Misfortune might be a blessing disguise”, a failure can turn out to be a new opportunity. Thus, blaming the discrimination and being cynical about the society are meaningless.

范例2：

Employment discrimination has existed for a long time, and as long as human perception is factored in the judgment of a person or a group, discrimination will not lose its seat. Due to lack of related law expertise, I can not tell whether the bank's specific preference to "211" has crossed the line. However, I do hold that it is harmful for a corporation to recruit employees according to such a condition.
First of all, albeit it may suggest the diligence and capacity of the applicants, "211" is just a label tagged on the applicants at least four years ago. In no way should it be a critical bar in the beginning of differentiating elites. For example, though as a student of a key university, I do not feel that most of my classmates are much more hardworking than students from our neighbor university, which is a common one. On the contrary, occasionally some students from that university appear anonymously in our class where some of my classmates sleep. Meanwhile, it is not of wisdom for a company to use criteria more in educational background rather than individual ability, for not only will it bring in mean reputation, but also prevent the company from reaching talents. Even if a company shields itself using the excuse that there will be too much HR filter work without the requirement for "211", surely it is of nonsense given the consideration about the initial purpose of employment - talents, talents and talents.

范例3：

Though education background indicates one’s specific training, it’s ridiculous to make it a prerequisite in employment. For one thing, one can learn everything outside campus, so those who do not graduate from top universities might also possess the knowledge required. For another, experience is more important than education background. For skill-oriented jobs, experience determines whether the employee can adjust flexibly to unexpected circumstances, operate the equipment sophisticatedly, so as to fulfill the task. Nevertheless, it is understandable that a company take education background into account. The best way to judge a person’s ability is to base on his skills and experience. Education background might glorify one’s image but should not be a major point in evaluating his value. Also, in the society, there are so-called “high mark with low ability”, namely people who are good at examination but are not smart, which makes education background less important.

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