As a free market country，Respect for the "spirit of free contract" in the field of employment relationship，The early British ordinary law regards the freedom of contract as the basic principle of employment relationship，Therefore, employment discrimination such as gender discrimination in ordinary law。But with the development of the awareness of equal rights of citizens，Especially the rise of feminist movements，British government and society start to pay attention to gender discrimination in the field of employment，Gradually introduced a series of policies to oppose gender discrimination。

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The introduction of the British "anti -employment gender discrimination" policy is related to the rise of the early feminist movement。During the Industrial Revolution，Due to the lack of policy protection for women's employment，Married women in the UK are excluded outside the labor market，The economic income of women's participation in work is far lower than similar men。Unreasonable treatment of female workers in the employment market has stirred up the fierce resistance of early feminists。1873，British feminists initiated and established bet365 live casino games the "British Women's Trade Union Alliance" to fight for women's rights in the employment market，Proposal Act of proposed equal pay for men and women。

Echo with the feminism movement in the UK，International Labor Organization also continuously put pressure on the British government，Requires the British government to eliminate gender discrimination in employment policies。1951，The International Labor Organization officially requires its membership countries to realize the same time for men and women in China。Forced by the international and domestic situation，The British Government's legislation in 1955 allows women to work in public departments such as schools and local governments to enjoy the right to work equally，But did not confirm the right to equal pay for all employment women，This eventually led to the strong rebound and struggle of female workers in the private sector。1960，400 Ford Motor Machinery Workers at 400 Ford Motors in Daganham City, England, carried out strike activities for three consecutive weeks and received support from public opinion。The strike activity further stimulated the enthusiasm of British women's workers to strive for equal employment rights，They started to put pressure on the government and Congress through the union organization alliance，Eventually forced Congress to pass the "Mathematical Remuneration Law" in 1970。

"Typhful Remuneration Bet365 app download Law" requires the realization，But it did not solve the problem of gender discrimination in the employment process of men and women，and may also cause employers，Especially employers in high -paying industries are unwilling to hire women，In fact, it has increased the difficulty of women's employment，further induced the continuous demonstration of female workers，and eventually forced the British government to submit a draft legal discrimination and a white paper for gender discrimination in May and September 1974 and September 1974。1975，The British Parliament officially approved the "Gender Discrimination Law"。The introduction of the bill，The principle of anti -gender discrimination in the employment field is officially confirmed by national law。

　　The main content of policy and regulations

Overall，The policy system of the British anti -employment gender discrimination is mainly reflected through legislation。From the perspective of policy content，British anti -employment gender discrimination mainly includes the following four aspects。

First is the legal provisions on equal employment opportunities。The British "Gender Inspex (Elimination) Act" in 1919 for the first time affirmed the right of women who have equality as some opportunities for public positions。other，The "Gender Discrimination Law" adopted by the British Parliament in 1975 made clear stipulation of gender discrimination in the employment field。Later，The "Gender Discrimination bet365 live casino games Law" revised in 1999 also increased the terms of gender discrimination protection for transgender。

Second, the legal provisions on the discrimination of gender salary benefits。The "Equal Act" adopted by the United Kingdom in 1970 made a clear rule for women to enjoy the same work remuneration。

Third, the legal provisions on the discrimination of gender employment benefits。In the UK，Except for unmarried people are not protected by the Gender Disclosure Law，married person、Men、Women、Cohabitation Agreement、Pregnant women, etc. are all the protection objects of "Gender Discrimination Law"。

Fourth is the special regulations for protecting women。The British "Employment Promotion Law" for women's maternity leave、Remuneration and treatment during maternity leave、Reinstatement rights and the gap between gender wages、Flexible employment and other issues have made clear regulations。other，The British "Labor Relations Law", "Regulations on Part -time Employees", "Family Law" and other wages of women's employment、Work treatment、vacation and other issues made special regulations。

Anti -employment gender discrimination policy existing problems

Overall，The British government has introduced a large number of policies to achieve equal employment, equal pay and equivalent benefits，But there is still a large gap between the ideal of the British "anti -employment gender discrimination" policy and reality。First，The phenomenon of employment bet365 best casino games discrimination against different gender in different fields still exists widely。Empirical research shows，In the mid -1990s，In the British employment market，Female employment share in the post of franchise and qualifications is only 30.6%，Accountants、Women's employment share in computer analysts and programmer occupations is only 20.8%，Women's employment share in the field of engineering technology is only 4.7%，Professional technology、Secretary and female employment share in related majors is as high as 97.3%。2，Women's indirect discrimination still exists in large quantities。Relatively direct discrimination，Indirect discrimination is more hidden and universal。It is also blurred due to the concept definition of indirect discrimination in British law，It is difficult for female workers to find "objective reasons" to prove that there are objective gender discrimination，As a result, there are still a large number of women who still have a large number of women in the Labor market in the UK.。third，Legal relief channels for women's employment discrimination are low efficiency。In the British "Anti -Employment Gender discrimination" policy，The liability for proof of proof of gender discrimination is mainly in the plaintiff，But，In real work and life，It is difficult for women to get evidence of employer's performed gender discrimination，bet365 Play online games Even if they are given the right to litigation in the face of discrimination，But because I can’t get true objective evidence，It is difficult for women who have suffered employment discrimination to get judicial relief。Fourth，It may bring unreasonable discrimination against men。To increase the proportion of women in the labor department，The British "Anti -Employment Gender Discrimination" policy emphasizes women priority。But，This kind of female priority policy who does not consider personal performance and specialty，The absolute priority to give women in terms of employment and promotion is easy to cause unreasonable discrimination against men，Affects the principle of equality of everyone，The protection of personal rights。

Visible，The rule of law in the field of anti -employment gender discrimination in the UK has made great progress，But how to eliminate women's employment discrimination、Guarding the employment rights of men and women still lacks effective solutions。

(Author unit: Jiangsu Open University Resources Construction Center)