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China is expected to see a record high number ofcollege graduates in 2018 as around 8.2 millionstudents will obtain their degree this year, accordingto the latest statistics from Ministry of Education.

教育部的最新数据显示， 2018年中国高校毕业生数量将创历史新高，预计今年将有820万人毕业。

The number of college graduates in China has beenrising since 2001, which leads to a morecompetitive employment market.

自2001年以来，中国大学毕业生的人数一直呈上升趋势，因此也导致了一个竞争更加激烈的就业市场。

However, besides fierce competition, many graduates admit that they face another bigproblem -- employment discrimination.

但是除了激烈的岗位竞争意外，许多毕业生承认他们在面临着另一个重大问题--就业歧视。

A research in 2017 shows that around 75.7 percent of new graduates said they were, to someextent, discriminated or suffered from injustice when finding jobs.

2017年的一项研究显示，约有75.7%的应届毕业生表示，在某种程度上，他们在找工作时受到歧视或受到了不公正待遇。

Female college graduates still face great wall of discrimination in the employment market. "Males only", "Married with children preferred": These are some of the conditions commonlyfound in recruitment advertisements.

女性大学毕业生在就业市场仍然面临着巨大的歧视。“只招男性”、“已婚并有孩子”：这一类限制条件在招聘条件中已经习以为常。

According to a research by Renmin University of China in 2015, male college graduates do havemore interview opportunities than their female counterparts despite the similar academicbackground and work experience.

根据中国人民大学2015年的一项研究显示，尽管有着相似的学术背景和工作经验，男性大学毕业生的面试机会还是要比女性毕业生多。

Regional discrimination also becomes a barrier for job seekers. Some companies dismiss jobseekers from specific regions due to the regional stereotypes, like "Central China's HenanProvince is the cradle of liars" and "people from Northeast region are usually rash anddiscourteous."

区域歧视也成为求职者的障碍。一些公司将某些特定地区的求职者拒之门外，原因是对这些地区的不好印象，比如“中国中部的河南省是撒谎者的摇篮”，“东北地区的人通常是鲁莽无礼的。”

Recruitment advertisements sometimes also show favor for local applicants. Non-locals had beendenied jobs because their registered residence origin was not the same as the city where theywere hunting for a job.

招聘广告有时也会偏向于本地求职者。很多非本地人因户口不在工作城市而被剥夺了工作的权力。

Apart from "invisible thresholds" like gender and region, college graduates in recent years weredisappointed to find that personal details like superstitions about blood type, zodiac, and facialstructure were all part of the decision-making process by some potential employers.

除了性别和地域这类“无形的门槛”之外，更令大学生失望的是近年来血型、星座和面部结构等个人信息，都是一些潜在雇主决策过程的一部分。

An applicant's surname can also help or hamper job prospects. A family name that suggestsprosperity, like Jin, which means "gold"; while a last name like Pei, which can mean "to losemoney", would likely be negative. Besides, job seekers also found that some employers paidmuch attention to their appearance rather than the working performance.

申请人的姓氏也可以帮助或阻碍就业前景。有的姓氏意味着繁荣，比如金，意思是“黄金”;而像裴这样的姓氏就可能意味着“赔钱”，让人感觉对公司发展会有负面影响。此外，求职者还发现，一些雇主更注重外表，而不是工作表现。

To fight against employment discrimination, both the government and society have madegreat efforts. In 2007, Employment Promotion Law was passed with the purpose of opposingemployment discrimination and promoting justice in job recruitment.

针对就业歧视，政府和社会都作出了巨大的努力。2007年，通过了就业促进法，目的是反对就业歧视，促进就业公平。

The Ministry of Education in 2017 issued regulations to ban work discrimination in on-campusjob fairs. This year, several cities' bureau of human resources required job fair organizers to setspecial reception desk so as to deal with job seekers' complaints about discrimination.

教育部在2017年颁布了禁止校园招聘会工作歧视的规定。今年，几个城市的人力资源局要求招聘会组织者设立专门的接待处，以处理求职者对歧视的投诉。

Non-profit organizations were established to oppose work discrimination, while legal aidswere also provided to job seekers through social media platforms like Weibo and WeChat.

同时一些非营利组织也相继成立，反对工作歧视，同时通过微博、微信等社交媒体平台向求职者提供法律援助。