2025年9月29日，一則網友的爆料貼文在網路上迅速引發關注。該名網友自述，他在今年5月經過得力集團的三輪面試後，順利獲得上海分公司HRBP崗位的錄用通知。然而，在5月13日赴浙江寧波寧海縣總部正式報到時，因主動向公司人資說明自己腿部有跛腳的情況（並強調不影響正常工作），卻被HR以“領導不同意”的理由勸退。對方甚至要求他在微信上發佈「因不適應主動離開」的聲明，以掩蓋實際原因。這一遭遇讓當事人感到極為不公，但他一度選擇沉默。直至9月29日，因受到類似新聞事件觸動，他才在社交平台公開發聲，揭露這段經歷，迅速引發社會熱議。

事件發酵後，得力集團高層迅速做出回應。9月30日，得力集團執行總裁陳雪強直接在爆料貼文下方公開致歉，承認該事件的發生反映公司管理的嚴重失職，並表態公司行為與其價值觀嚴重背離。他同時表示，已安排總裁辦主任親赴當事人所在地，與其面對面溝通協商。當天，得力集團也正式對外發佈聲明，承認事件屬實，並提出三項整改措施：首先是追究涉事人員責任，其次是全面排查公司招聘流程中存在的漏洞，最後是加強全員反歧視與公平就業的內部培訓。

不過，當事人明確表示自己拒絕重返原崗位或接受公司其他工作機會，他已經開始接觸新的職業機會。他也強調，公開發帖的初衷並非為經濟補償，而是希望藉此事件推動社會正視並改善殘障人士的公平就業環境。他的原始爆料貼文一度因不明原因被平台隱藏，隨後在輿論壓力下恢復顯示。他本人則公開表示並未收取任何賠償。

法律界人士指出，得力集團此舉已涉嫌就業歧視，違反《就業促進法》的相關規定，勞動者有權透過法律途徑提起訴訟並索賠。輿論場上，大多數網友對企業的歧視行為表達強烈不滿，並對當事人勇於發聲的行動給予高度肯定，認為其舉動具有推動社會關注和改善殘疾人職場環境的重要意義。

整體來看，此事件已不僅僅是一樁企業人資操作不當的個案，而是引發了關於殘疾人就業權益、企業社會責任與職場公平的廣泛討論，成為2025年9月底最受關注的職場歧視事件之一。

On September 29, 2025, a netizen’s post went viral in China, sparking heated public debate about workplace discrimination. The netizen revealed that after successfully passing three rounds of interviews (two online and one on-site) with Deli Group earlier in May, he was offered a position as an HRBP in the company’s Shanghai office. However, when he reported to the company’s headquarters in Ninghai County, Ningbo, on May 13, he was dismissed on the spot after disclosing that he had a leg disability which caused a limp, though he stressed it did not affect his ability to work.

According to the post, HR told him that “leadership disagreed” with his employment and pressured him to issue a statement on WeChat saying that he had “voluntarily resigned due to inability to adapt,” concealing the real reason behind the dismissal. Feeling wronged but initially choosing to remain silent, he finally decided to go public with his story on September 29 after being inspired by similar cases, which quickly drew wide social attention.

The following day, September 30, Deli Group’s Executive President Chen Xueqiang publicly apologized under the viral post, admitting the incident reflected severe managerial negligence and violated the company’s stated values. He promised to send the director of the president’s office to meet the individual in person. Deli also released an official statement confirming the truth of the matter and announced three corrective measures: holding those responsible accountable, conducting a thorough review of recruitment procedures, and strengthening anti-discrimination and fair employment training across the company.

The individual at the center of the case, however, firmly declined to return to his former post or accept any alternative offers from the company. He stated that he had already started exploring other job opportunities, and emphasized that his reason for speaking out was not monetary compensation but to raise awareness and push for fair employment opportunities for people with disabilities. His original post was briefly hidden by the platform before being restored amid public pressure. He later clarified that he had not received any compensation.

Legal experts noted that Deli Group’s actions constituted employment discrimination, violating the Employment Promotion Law, and that the worker was entitled to pursue legal action and compensation. Online, public opinion was overwhelmingly critical of the company, while praising the individual’s courage in speaking out, viewing his action as an important step in highlighting disability rights and workplace fairness.

This case has since grown beyond a single HR mishandling incident, evolving into a nationwide conversation on corporate social responsibility, equal employment rights, and the broader issue of workplace discrimination—making it one of the most prominent labor rights controversies in late September 2025.