An employer refuses to employ people of foreign origin, claiming that the customers don’t want foreigners; someone is unfairly dismissed following a work accident; an employer puts a stop to a hiring procedure when they find out the applicant is deaf; a worker is the subject of repeated jokes regarding his presumed homosexuality, etc.
Discrimination in employment can occur during a recruitment procedure, while under contract or at the end of it. It can be intentional, with the deliberate aim of discriminating against someone or harming them (direct discrimination) or it can be subconscious. It can also be the indirect consequence of various decisions or procedures (indirect discrimination).
Harassment or intimidation, as well as the refusal to implement reasonable accommodations for persons with disabilities are also forbidden by the Anti-discrimination Law.
What does Unia do?
Unia combats discrimination in employment based on all the criteria for which it is competent, by:
- advising and supporting discriminated persons;
- establishing reports and studies, including: Socioeconomic Monitoring and the Diversity Barometer: Employment;
- by informing employers of anti-discrimination legislation (especially through eDiv online training), reasonable accommodations for persons with disabilities, methods of managing religious diversity, etc.;
- providing the authorities concerned with recommendations;
- consulting with the sector, public authorities and associations.
Victim or witness
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