從“刻板印象”到“關聯式歧視”

性少數群體在就業市場上是易遭受歧視的弱勢人群，而我國在這個領域的研究較少，不利於保護性少數群體的平等就業權。美國聯邦法院關於性少數群體就業歧視訴訟的判決經歷了一個從“性別刻板印象”到“關聯式歧視”的理論發展，這是美國《民權法》第七章“以績效為基礎的職場”理念的體現，也是半個世紀以來美國民權運動、女性主義運動和同性戀運動推動的社會法律環境變化的結果。我國雖然整體情況與美國十分不同，但勞動法的反歧視條款同樣以“績效”為用人標準來平衡用人單位的用工自主權，並且在性少數群體爭取權利的進程方面與美國有相似之處，可以引入“刻板印象”和“關聯式歧視”等理論。

The LGBTI group is particularly disadvantaged on the labor market. In China, little research has been done in this area, which may affect the protection of the right to equal employment of the LGBTI group. In the USA, the jurisprudence on the LGBTI based employment discrimination in the federal courts has gone through a development from ''gender stereotyping'' to ''associational discrimination''. The evolution reflects the idea of ''merit-based workplace'' behind the 1964 Civil Rights Act Title VII. It is also a result of a changing social environment shaped by the civil rights movement, the feminist movement and gay rights movement in the USA during the past half century. Although having a very different legal system from the USA, China shares some similarities with the latter in terms of the theory behind the employment discrimination law, and the social movement of LGBTI rights.