Sex discrimination and europe
European legislation The importance of European legislation for gender equality and non-discrimination at the national level can hardly be overestimated. Print Page Why is it important to work on employment in Europe? S and Cornwall County Council stating that: ILGA-Europe advocates for strong non-discrimination legislation in employment, monitors the implementation and application of existing legislation and advocates for supportive measures to ensure non-discrimination in the labour market across Europe. ILGA-Europe liaise with Equinet network of national equality bodies in the EU and national equality bodies to effectively tackle discrimination based on sexual orientation, gender identity, gender expression and sex characteristics in employment. The former European network of legal experts in the non-discrimination field produced separate country reports on non-discrimination law on the same thirty-three countries.
Both in the EU and beyond, discrimination of trans and intersex people in access to and in the labour market is exponentially higher than discrimination on the ground of sexual orientation. We also identify and support strategic litigation cases to close gaps in the legal protection in employment across Europe. This law ensures that non-discrimination in employment in the EU also covers gender identity, as it refers to the decision of the European Union Court of Justice in P v. The former European network of legal experts in the non-discrimination field produced separate country reports on non-discrimination law on the same thirty-three countries. ILGA-Europe advocates for strong non-discrimination legislation in employment, monitors the implementation and application of existing legislation and advocates for supportive measures to ensure non-discrimination in the labour market across Europe. S and Cornwall County Council stating that: Employment is an area which provides people with quite broad legal protection from discrimination. Transposition of the Employment Framework Directive was slow. Beyond the EU, some countries have introduced, or are in the process of introducing, non-discrimination legislation in employment, covering the grounds of sexual orientation and in some places also gender identity so far Albania, Bosnia and Herzegovina, Georgia, Iceland, Kosovo, Moldova, Montenegro, Norway, Serbia, Switzerland. Similarly, candidate countries are required when accessing the EU to comply with the acquis on gender equality and non-discrimination. Application of EU law The European Commission has a crucial role in monitoring the correct transposition and application of the gender equality and non-discrimination directives at the national level. According to the FRA survey, one third of trans job seekers encountered discrimination, while another third felt discriminated against in their workplace. ILGA-Europe liaise with Equinet network of national equality bodies in the EU and national equality bodies to effectively tackle discrimination based on sexual orientation, gender identity, gender expression and sex characteristics in employment. What is being done on national level and by the European institutions? Transposition of the EU directives on gender equality and non-discrimination To ensure full compliance with EU law, Member States are required to align their national legislation with all the requirements of the directives. Equality for LGBTI people in employment and occupation cannot be achieved exclusively through legislation and sanctions against individual cases of discrimination. The joint network on gender equality and non-discrimination law will continue to produce country reports on the same thirty-three countries plus candidate countries Montenegro and Serbia. European legislation The importance of European legislation for gender equality and non-discrimination at the national level can hardly be overestimated. The great majority of part-time workers in the EU being women; the requirement of equal treatment of part-timers and full-timers is also relevant for them. National laws did not always include all-encompassing sexual orientation provisions, while gender identity was even less sufficiently covered. The adoption of the Racial Equality Directive and the Employment Equality Directive initiated a movement throughout Europe, in EU Member States and beyond, towards the adoption of national non-discrimination legislations transposing the provisions of the directives. For intersex people, data is still missing. LGBTI persons might simply not feel comfortable coming out to work colleagues and live in fear of exposure, discrimination or harassment. Print Page Why is it important to work on employment in Europe? This directive requires the implementation of the prohibition of direct and indirect sex discrimination, harassment and sexual harassment in pay, access to employment and in occupational social security schemes. We also ensure exchange of good practices of how to make European workplaces a good place to be, free of discrimination, for everyone. Trans and intersex people may experience gender or sex discrimination related to the use of gender segregated facilities such as toilets or changing rooms or gender specific uniforms.
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