Browse by subject - Racism and the workplace
03 May 2012: Rise in age-related discrimination at work (Czech Republic / Information update)
Most of the respondents to the ‘Trends’ survey carried out by the Centre of Empirical Studies (STEM) in April 2011 believed that some groups of people are discriminated against at work. The extent of the problem in the Czech Republic has increased significantly in the last year. Discrimination on the grounds of age was considered to be ‘very frequent’ by almost half of respondents. State of health and motherhood/pregnancy were the next most common reasons for discrimination at work.
06 January 2012: Unions’ role in combating workplace discrimination (Malta / Information update)
An EU-funded study examined the role of Maltese trade unions in combating discrimination in the workplace on the grounds of race, disability, religion, sexual orientation and age. The study was based mostly on interviews with three of the largest unions about their policies and practices on anti-discrimination and diversity. The unions were aware of equality issues to a certain extent but did not seem to have specific strategies to combat discrimination in general.
28 July 2011: Spain: EWCO CAR on working conditions of nationals with a foreign background (Spain / National Contribution)
There is very limited information on nationals with a foreign background, as this issue is not important in the Spanish context (in comparison to migrant workers, which definitely is). Concerning traditional groups with specific ethnic affiliation, the most important one is the Roma group, among whom self-employment and working in family businesses is largely widespread, and working conditions are more precarious. Finally, the Spanish Government has implemented many public policies to promote social inclusion of immigrants and discriminated ethnic groups, whereas Social Partners actively support the fight for equal rights among all workers.
11 July 2011: Ethnic minorities’ jobs hardest hit by crisis (Bulgaria / Information update)
The economic crisis has had a significantly different impact on people in Bulgaria depending on their age, gender and ethnicity. The Crisis Monitoring Survey, carried out in 2010 by the Open Society Institute and the World Bank, reveals that the crisis affects Turks, Roma and native Bulgarians differently, depending on what jobs they do.. The decisive factors, in terms of the risks among the three ethnic groups, are employment status, legal status and their employment sector.
23 December 2010: Inequalities continue to blight workplaces despite anti-discrimination legislation (Ireland / Information update)
A new book, ‘Making equality count’, concludes that despite Irish and EU legislation outlawing discrimination, inequalities between groups appear to be an enduring feature of Irish and European societies. Accurately measuring discrimination is a crucial yet challenging task. The book showcases Irish and international research on inequality, and on discrimination as a contributor to that inequality, highlighting advances in the measurement of discrimination.
23 December 2010: Gender and ethnicity the main reasons for workplace discrimination (Denmark / Information update)
The majority of the 64 complaints about discrimination handled by the Danish Board of Equal Treatment in 2009 were related to gender and ethnicity. The board ruled in favour of the complainant in 34 of these cases. The board’s annual report stresses that there are a number of difficulties associated with the handling of discrimination-related cases and that problems in measuring discrimination obscure the overall picture in Denmark as to its severity.
09 July 2010: Implementation of the Racial Equality Directive (Malta / Information update)
Research commissioned by the European Union Agency for Fundamental Rights (FRA) on how well the Racial Equality Directive is applied in practice in the area of employment found that the major Maltese trade unions and employer organisations are not fully aware of its implications. The FRA report includes ideas on how to increase awareness of racial equality in employment in Malta.
23 June 2010: High levels of employment discrimination against Roma population (Hungary / Information update)
It is estimated that 6%–7% of the Hungarian population are Roma, whose employment rate significantly lags behind the respective indicators of the non-Roma population. A complex set of factors lies behind the exclusion of the Roma population from the labour market, including a generally low level of education, regional segregation, effects of the economic transition and discrimination by employers, which many studies have highlighted.
14 October 2009: Anti-discrimination guide for Turkish Cypriot workers (Cyprus / Information update)
The Cyprus Labour Institute has published an anti-discrimination guide, entitled ‘Learn to help yourself’, for Turkish Cypriot workers. The guide aims to provide information to organisations that represent the interests of Turkish Cypriot workers, as well as to the workers themselves. It provides information on public services, trade union organisations and other voluntary organisations that offer help and support in cases of discriminatory treatment.
24 August 2009: Anti-discrimination guidelines for third-country nationals (Cyprus / Information update)
The Cyprus Labour Institute has published a self-help guide against discrimination for third-country nationals. The guide, which was published in December 2008, aims to offer information to organisations that represent the interests of vulnerable population groups, as well as to members of such groups. It also provides information on public services, trade unions and voluntary organisations that offer help and support to victims of discrimination at the workplace and in society.
29 July 2009: Study reveals discrimination against job applicants with non-Irish names (Ireland / Information update)
A recent study by the Economic and Social Research Institute found that job applicants with identifiably non-Irish names are less than half as likely to be called for interview as those with typical Irish names. The research, the first of its kind to be conducted in Ireland, found a similar level of discrimination against those with an identifiably African, Asian or German name. The study compared employers’ approach to applications from candidates of different ethnic or national origin.
16 June 2009: Improving labour market prospects for non-nationals (Estonia / Information update)
A study has been undertaken to assess the effectiveness of labour market projects targeted at non-nationals in Estonia. The projects were financed by the European Social Fund during the period 2004–2007. The objective was to analyse the projects’ measures, evaluate their effectiveness, describe positive and negative experiences, and assess their applicability to the national labour market policy.
04 May 2009: Occupational promotion of migrant workers (TRANS NATIONAL / Comparative analytical report [ or view as 
size 190 kb])
This report examines the situation regarding the occupational promotion of migrant workers in the EU Member States and Norway. Previous research has shown that migrant workers are frequently segregated into low-paid, unskilled and precarious employment. This report confirms this research, providing clear evidence of barriers to the occupational promotion of migrant workers – such as the prevalence of temporary employment, higher level of over-education, fewer training opportunities and poor recognition of qualifications among these workers. The second part of the report looks at some public polices and good practices which aim to foster the occupational promotion of migrant workers – including education and training programmes, and collective bargaining initiatives. The report points to the lack of well-documented cases of such practices, as well as the need for greater monitoring of these initiatives.
22 December 2008: Labour market outcomes of migrant women in Europe (EU Level / Information update)
A new study, published in October 2008, finds that the labour market participation rates of migrant women differ between groups of Member States, particularly for third-country migrant women. The study also finds that the age of the migrant woman’s youngest child and how recently she has arrived in the receiving country affects participation rates. It recommends a multi-dimensional approach to tackling migrant women’s exclusion from the labour force.
01 July 2008: Negative attitudes of employers and labour market discrimination (Sweden / Information update)
In 2008, the Institute for Labour Market Policy Evaluation (IFAU) published a study on the negative attitudes and stereotypesof employers and students towards Arab-Muslim men and obese individuals. The study’s findings reveal that employers have more negative attitudes towards Arab-Muslim men than Swedish men, and that they associate this population group as well as obese persons with a lower work performance.
09 May 2008: Study reveals ethnic discrimination in recruitment of young workers (France / Information update)
A study organised in six major French cities, under the supervision of the International Labour Organization, shows significant discrimination towards young workers of black or north African origin. Most of the discrimination is observed during the recruitment process, at the stage before the employer first meets the candidate for an interview. Moreover, the findings show that men with these ethnic origins are more discriminated against than women.
21 April 2008: Survey examines labour market situation of migrants (Bulgaria / Information update)
The Bulgarian Helsinki Committee has published a report on the rights and labour market position of migrants in Bulgaria, based on a survey carried out in 2006. Their employment rate (73.8%) is considerably higher than the national average. Some 52.5% of working migrants hold employment contracts, while 23.6% are self-employed and 22.2% have no formal contract. Up to 10% of working migrants report discrimination regarding access to the labour market.
10 March 2008: Positive effects of anonymous job applications (Sweden / Information update)
Anonymous application procedures are increasingly promoted as a way to combat employment discrimination. In 2007, the Institute for Labour Market Policy Evaluation provided for the first time empirical evidence to this effect in their evaluation of a trial period involving anonymous job applications in Gothenburg. Anonymous applications would seem to improve the chances of advancing to job interviews for both immigrants of non-Western origin and for women in general.
04 February 2008: Young migrant workers and the labour market (Austria / Information update)
A survey by the Austrian Institute for Youth Research on young migrants reveals specific forms of discrimination concerning education on the one hand and the employment situation on the other hand. Young migrants from Turkey or the former Yugoslavia tend to work in certain economic sectors and to be blue-collar workers. In addition, they are more likely to be unemployed and to encounter difficulties in finding a job.
04 February 2008: Occupational mobility of migrants (France / Information update)
A study by the National Institute for Statistics and Economic Studies into the situation of migrant workers in the labour market reveals that migrants are more often unemployed in comparison to non-migrants. Moreover, they also have fewer chances to benefit from promotion than non-migrant workers, in addition to facing more often the risk of downward occupational mobility.
21 January 2008: Inequality and discrimination in employment (Hungary / Information update)
Although nobody contests the principle of equal treatment in Hungary, its implementation in the workplace seems to be imperfect at best. Recent data reveal that in Hungary women and older people suffer the most cases of discrimination at work; however, discrimination against Roma, as well as people with disabilities, seems to be most entrenched.
19 November 2007: ILO underlines need to promote equality at work (EU Level / Information update)
A recent International Labour Organization report provides a global picture of job-related discrimination, ranging from traditional forms such as sex, race or religion, to newer forms based on age and sexual orientation. It points to the need for better enforcement of anti-discrimination legislation, as well as non-regulatory initiatives by governments and enterprises, and for equipping the social partners to be more effective in making equality a workplace reality.
06 August 2007: Barriers to labour market integration of migrant workers (Greece / Information update)
Research into ethnic discrimination and social exclusion in Greece has identified particular roles that have an important influence on the situation of migrant workers. People working in services which grant residence and work permits, for example, may be described as ‘gatekeepers’ as they allow or restrict the integration of immigrants. The study assessed perceptions in respect of immigrants and made recommendations for changing attitudes and better services.
11 June 2007: Employment situation of migrant women (Cyprus / Information update)
In 2006, the Mediterranean Institute of Gender Studies produced a shadow report to the Cypriot government’s report for the United Nations Convention on the Elimination of All Forms of Discrimination against Women. The report’s basic findings included, among others, information on the integration of migrant women in the Cypriot labour force and on their working and living conditions. Furthermore, it highlighted some of the measures proposed for dealing with these issues.
31 May 2007: Employment and working conditions of migrant workers (TRANS NATIONAL / Comparative analytical report [ or view as size 1657 kb])
This report presents an overview of the employment and working conditions of migrant workers in the European Union. In most countries, migrant workers have higher unemployment rates and, when in employment, tend to be segregated in unskilled occupations and exposed to higher risks of over-qualification. Moreover, they experience considerable job insecurity, and the sectors and occupations where they are employed are characterised by less advantageous working conditions. Overall, women and young migrants are particularly vulnerable. Although there is increasing awareness of the crucial role played by migrant workers in the economic growth of countries, greater attention needs to be paid to their employment and working conditions.
21 May 2007: New code of practice to prevent workplace bullying (Ireland / Information update)
With the incidence of workplace bullying on the increase in Ireland, the Irish government launched a new code of practice on workplace bullying on 4 April 2007. The new code of practice, drawn up by the Health and Safety Authority, provides for the referral of bullying cases to external mediation in the event that internal procedures fail to resolve matters.
07 May 2007: Better exchange of information needed in multicultural workplaces (Finland / Information update)
During the last couple of decades, Finland has been transformed from a country of emigration to one of immigration, even though the proportion of immigrants is still very low in the population, at 2.2%. Nevertheless, more Finnish employees now have colleagues with an immigrant background. A recent study on multicultural workplaces shows that the situations of immigrant and Finnish employees are similar to a certain extent. However, there are clear differences in relation to some employment aspects.
04 April 2007: Differences in working conditions between migrant and native workers (Netherlands / Information update)
In general, migrant workers experience poorer quality of work and lower level of health than their Dutch counterparts. Examining the situation for the first and second generation of migrant workers indicates that the first generation fares worst, while the second generation experiences a quality of work and health that is comparable to that of Dutch workers. However, an exception arises in relation to violence and harassment in the workplace, which is still experienced to a significant degree by second generation migrant workers.
12 February 2007: Unfair treatment and discrimination at work (United Kingdom / Information update)
The Department of Trade and Industry recently published an analysis of how employees are treated at work. Most employees did not believe that they or others had encountered unfair treatment, but those that did generally considered this to be discrimination.
13 November 2006: Job–skills mismatch among migrant workers (Austria / Information update)
A new study published in August 2006 reveals the extent of, and the factors influencing, the under-utilisation of employees’ educational background in the Austrian labour market. The study refers to data from the last census carried out in May 2001. It shows that place of birth and citizenship are the most significant factors with regard to over-qualification in the job. Thus, the skills of migrant workers, either with or without Austrian citizenship, are not or only partly used in the workplace.
30 October 2006: Integrating immigrants into labour market (Denmark / Information update)
A qualitative study undertaken by the National Institute of Social Research examines the impact of working conditions on the labour market integration of immigrants. Results of the study indicate that lack of role clarity, sense of community and harassment from clients/customers may contain ethnicity-specific dimensions. These factors all seem to evolve around communication difficulties in terms of divergent expectations in the Danish labour market, Danish language abilities and, in part, cultural/ethnic boundaries.
12 September 2006: Job prospects of young people of immigrant parents (France / Information update)
The integration into the labour market of young people of immigrant parents remains a major problem in France. For these young people, the difficulty in finding work is compounded by resentment towards the working world and the feeling of being employed at a level below their competencies. Analyses based on the ‘Génération 98’ survey examine the occupational characteristics of young people in relation to their social paths, the professional status of their parents and their geographical origins.
06 February 2006: Non-nationals at risk of unemployment and precarious employment (France / Information update)
Non-nationals or people of foreign origin face higher levels of unemployment and job insecurity on average than French citizens by birth, especially in certain districts in underprivileged urban areas.
09 May 2005: Ethnic discrimination in Swedish labour market (Sweden / Information update)
Considerable ethnic discrimination exists in the Swedish labour market, which cannot be explained solely by human capital factors, such as education or language skills. Discrimination can also be generated at community and institutional level. To help solve employment discrimination, information campaigns should focus particularly on people making recruitment decisions.