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背景介绍：

日前，一则旧闻在微博上引发了热议：“深大校长章必功：不准歧视我的学生！”是说深圳某银行招聘，规定必须来自211大学。学生给章校长写信，第二天，章校长让学校财务处撤回学校在该银行的所有存款，“如果银行再不改，就号召两万多学生的家长把存在这家银行的钱全部提出来。”涉事银行很快改了招聘启事。一些人狂赞校长的行为，痛斥银行搞就业歧视，一些人则认为银行有这样做的权利。孰是孰非？

正方：中国劳动法第12条规定：劳动者就业，不因民族、种族、性别、宗教信仰不同，而受歧视。但现实生活中就业歧视的表现不限于此。2002年，蒋韬诉中国人民银行成都分行招录行员身高歧视，被称为“争取就业法平等权第一案”。2003年张先著诉芜湖市人事局，被称为“中国乙肝歧视第一案”。银行规定“必须来自211大学”也是就业歧视。

反方：所谓歧视，是说两个求职者，一个白人，一个黑人，两人各方面履历和能力相当甚至黑人比白人还要好，但老板因为更偏爱肤色而选择了白人，盖肤色与工作能力及表现无关，白肤色不会给公司带来更大价值的产出。但如果白人来自常春藤学校，黑人只有社区大学的学历，老板选白人显然是出于谁给公司带来更大价值的考虑，那可不是什么就业歧视。

正方：难道非211大学的综合素质就一定比211大学差吗？以是否211大学来定门槛难道不会错失人才吗？并且对非211大学的也不公平，人家要的也不过是一个面试和证明自己的机会而已，又不是要求银行一定要录取自己或优先录取自己。现在因为文凭连证明自己的机会都被剥夺了，这叫那些读非211的情何以堪啊？一个就业公平的社会才是好社会。

反方：按照这种逻辑，如果银行把招聘条件放宽为本科生，是否构成了对大专生的歧视？如果进一步放宽为大学生，是否构成了对高中生的歧视？北大清华要求很高的分数才能录取，是否构成了对高考只有200分的歧视？既然上名校有分数门槛，那去大企业有文凭门槛不也正常吗？至于企业招人，那是有成本的，不可能为了让所有人有表现自己的机会而没完没了。

正方：现在许多发达国家有就业权的概念，就是为了禁止用人单位以名校非名校等搞就业歧视、剥夺求职者就业权的行为，中国的法律也应该尽快跟上。就业权是一种新型的人权，对用人单位的招聘和解聘进行了严格的限制，有助于保障劳动者权利、维护劳动者尊严，因为劳动者相对于企业是更弱势的，所以需要法律的保护。企业也应承担起其应尽的社会责任。

反方：你以为权利随随便便就可以被创设出来吗？所谓就业权，不是说你有找工作的权利，而是说给你安排一份工作是企业的义务。剥夺了企业用人自主权，要么是令企业不愿意招人了，要么是令企业搞迂回，必然损害求职者的权利。禁止银行规定必须来自211，那银行就会把这一条写在心里，非211的除了浪费自己的时间陪人玩一圈之外，又能改变了什么？

【点评者说】什么是歧视？这可不是一个简单的问题。诺贝尔经济学奖得主加里·贝克就此还写了一本专著呢。原则上，歧视不仅不能给雇主带来价值，还会提高企业的成本，所以歧视在充分竞争的行业是少见的，但在政府机构和强制垄断的国企不少见，因为其没有竞争和淘汰的压力。所以招公务员有“双乳对称”这样奇葩的要求就不奇怪了。

话题：

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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