应届毕业生求职中的性别歧视研究
关键词；工科 女大学生 就业 性别歧视
Gender discrimination in graduates employment
-- Shanghai girls in engineering employment "one disaster after another"
Abstract
A dramatic expansion in recent years, college graduates, the employment rate is not very ideal, however, and even falling. In today's severe employment environment, female college students did not enjoy the equal employment opportunity and treatment with boys. Many employers recruit in the treatment of men and women there is a serious gender discrimination, some hit the "boy preference" in the job Posting for boys conditions, even some unit of choose and employ persons to all sorts of reason to refuse to accept the girl, lead to the female college students employment situation worse. Due to the particularity of the professional engineering girl, make their difficulty in employment is far greater than boys, become vulnerable groups in the workforce. Society of traditional ideas, unit of choose and employ persons of the gender discrimination and female college students own problem that nots allow to ignore, we should accurately grasp the main performance of the female university students' employment psychological problems in science and engineering, from the present situation of female college students employment discrimination, traced back to find the causes of employment discrimination, and puts forward corresponding countermeasures.
Key words：Engineering course Female college students employment sexism
目录
一、研究背景1
二、文献回顾1
三、理论架构和研究方法2
（一）理论基础2
性别社会化理论4
（二）研究方法4
四、调查结果及分析4
（一）工科女生就业现状及分析4
1、问卷反馈数据4
2、调查结果分析5
（1）社会因素5
（2）个人心理因素5
（二）工科女大学生就业难综合分析6
1、传统观念影响6
2、相关法规政策不健全6
3、劳动市场歧视理论的制约6
4、用人单位存在性别歧视7
5、女大学生自身原因7
五、减少性别歧视的建议7
（一）宏观层面7
（二）微观层面8
吹冰、结语8
七、参考文献8
八、致谢9
一、 研究背景
近年来，在我国高等教育大众化的背景下，随着大学应届毕业生人数的急剧增加，就业率却不尽如人意，甚至出现了高校毕业生就业率下降的情况。应届毕业生尤其是女大学生的就业问题日益凸显。由于专业限制加上用人单位以及女大学生自身的问题，女大学生在就业中往往受到不公平待遇，也就是所谓的“性别歧视。”据研究显示，性别歧视是各种歧视中历史最长、最突出的问题。具体表现为许多用人单位在招聘广告中都公开注明要求应聘者“男性优先”或“须为男性”，甚至有的用人单位以种种理由拒收女生。导致了在条件相当甚至更优秀的情况下，女性经常仅仅因为性别问题被用人单位拒之门外，这种情况在高学历的大学生甚至研究生中更为普遍。
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