Intention versus effect
Being aware of prejudice and discrimination is the first step, but knowledge alone is not enough.
To effectively counteract discrimination, we need:
- clear legal principles defining responsibility
- transparent procedures in the organization
- protective tools to respond to breaches
Principle of non-discrimination
At European and national level, the principle of non-discrimination is key.
No person may be discriminated against on the basis of a protected personal characteristic.
This applies to all phases of the employment relationship:
- candidate selection
- employment
- remuneration
- advancement and promotion
- cessation of employment
Application
The absence of formal reports does not mean compliance with the law.
Organisations must actively monitor practices, analyse the impact of their decisions and ensure that all employees are treated fairly.
The law is a tool, but organizational culture and systematic actions determine the actual implementation of the principle of non-discrimination.
Practical advice
- Regularly audit your HR processes and employee evaluations.
- Implement procedures for reporting violations and monitor the effects of corrective actions.
- Train employees and managers on non-discrimination principles and their practical application.