The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with...
-
Upload
kory-fleming -
Category
Documents
-
view
226 -
download
0
Transcript of The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with...
![Page 1: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/1.jpg)
The Equality and Anti-discrimination Ombud- participation in ordinary employment for people with disabilites
Lars Kolberg & Kristel Jüriloo
![Page 2: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/2.jpg)
The Ombud - structure and organisation
• Established 1 January 2006 through the Anti-Discrimination Ombud Act
• Integrates three former offices• Under the Ministry of Children, Equality and
Inclusion• An independent public administrative agency • Operates free from the instruction of the
Ministry
![Page 3: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/3.jpg)
Likestillings- og diskrimineringsombudet
Ombud Sunniva Ørstavik
The Ombud’s office
Law enforcement
• Law enforcement
• Statements of opinions
• Public hearings
• legal advice on questions of law
• Information
• Guidance to employers
• Information
• Forum
• Media
• Web
• Administration
• Human Resources
• Economy
Guidance CommunicationAdministration
and HRMonitoring
conventions
• CEDAW
• CERD
• CRPD
• Monitoring
• Reporting
• Public hearings
•
![Page 4: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/4.jpg)
Likestillings- og diskrimineringsombudet
LDO as a law enforcer
• An alternative to courts of law• Free of charge• Handles complaints about breaches of law • Gives legal advice• Also take on cases by own initiative• Procedural features:
The principle of contradiction Shared burden of proof: presumption/ rebuttal
![Page 5: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/5.jpg)
Likestillings- og diskrimineringsombudet
The Ombud’s statements of opinion
– Not legally binding
– No power to sanction our opinions
– Statements can be appealed to The Equality and Anti-Discrimination Tribunal
– Civil Courts can overrule
![Page 6: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/6.jpg)
Likestillings- og diskrimineringsombudet
The Anti-discrimination legislationGender Equality Act 2013
Anti- Discrimination on Ethnicity Act 2013
Anti- Discrimination and Accessibility Act 2013
Anti-Discrimination Act on Sexual Orientation 2013
Working Environment Act Chapter 13
Gender All areas of society
Ethnicity (national origin, descent, skin colour, language) Religion Belief
Disabilities All areas of society
Sexual orientation Gender expression Gender identity All areas of society
Political view Membership in labour organisations Age In cases of employment only
![Page 7: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/7.jpg)
Statistics 2014• Guidance: 1430 • Complaints (resulting in decisions): 207• Majority of cases are connected to
employment/working life• Disability is the second most common
discrimination ground in these cases
![Page 8: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/8.jpg)
Number of complaints regarding disability
2007 2008 2009 2010 2011 2012 20130
20
40
60
80
100
120
140
160
180
200
![Page 9: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/9.jpg)
Complaints regarding disability
2007 2008 2009 2010 2011 2012 20130
20
40
60
80
100
120
140
160
EmploymentGoods and servicesPublic administrationEducationHousing Police, justice systemOther
![Page 10: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/10.jpg)
Number of inquiries regarding disability
2007 2008 2009 2010 2011 2012 20130
100
200
300
400
500
600
![Page 11: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/11.jpg)
Inquiries regarding disability
2007 2008 2009 2010 2011 2012 20130
20
40
60
80
100
120
140
160
180
Goods and servicesEmploymentOtherPublic administrationEducationHousing Police, justice system
![Page 12: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/12.jpg)
The Anti- Discrimination and Accessibility Act
• Main elements:– Prohibition of direct and indirect
differential treatment– Exception if the differential treatment is
legitimate, necessary and proportionate
– Affirmative/Positive action
![Page 13: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/13.jpg)
The Anti- Discrimination and Accessibility Act
• Main elements:– Public and private entities open to the
public have a duty to ensure universal design (exception: undue burden)
– Right to individual accommodation in education, employment, the kindergarten and of long-lasting public health and social services (exception: undue burden)
Likestillings- og diskrimineringsombudet
![Page 14: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/14.jpg)
The Anti- Discrimination and Accessibility Act§ 26 Right to individual accommodation
Employees and applicants with a disability have a right to reasonable individual accommodation of the place of employment and their work tasks in order to ensure that they can obtain or continue employment, have access to vocational training and other development of their qualifications, and to be able to perform their tasks and have the opportunity to be promoted on an equal basis with others.
…
Likestillings- og diskrimineringsombudet
![Page 15: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/15.jpg)
The Anti- Discrimination and Accessibility Act § 26…
The right to individual accommodation is limited to accommodation that is not an undue burden.
In this assessment one should particularly take into account the effect of the accommodation on building down barriers, the necessary costs of the accommodation and the resources of the entity.
Likestillings- og diskrimineringsombudet
![Page 16: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/16.jpg)
Paradox?
• Unemployment rate is much higher also w/ higher education
• 85-90000 persons with disability want to work.
• Many (state) employers are actively seeking persons with disabilities. Unsucsessful.
• Misfit?
![Page 17: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/17.jpg)
What happens in recruitment?
![Page 18: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/18.jpg)
What happens in recruitment?
Søker Intervju Intervju 2
Innstilt Tilbud Ansatt
Discrimination – you have to discriminate between candidates in order to find one!
Risk-averse employers => less diversity
![Page 19: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/19.jpg)
What is the consequence?
• Bad for diversity– inequality / lack of diversity– some groups always underrepresented– Segregated and «clustered» labour market
• Bad for business– Homogenity – we are all the same– Less dynamics, less creativity etc. – Broad agreement on this in Norway
![Page 20: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/20.jpg)
What employers are required to do
• Positive duty:– All employers* are required to promote equality
combat discrimination on gender, ethnicity and disability
* all public employers and private >50
![Page 21: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/21.jpg)
What can employers do?
Fight my inherent tendency to employ someone similar to me
![Page 22: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/22.jpg)
Good recruitment…
• Find out what I need - really• Assess applicants on whether they meet the
actual qualifications for the position• Choose candidates on the basis of these
criterias – without a view to other aspects – age, gender, religion, disability…
= Equal recruitment – good for diversity
![Page 23: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/23.jpg)
Job analysis Advertising Interview Selection
![Page 24: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/24.jpg)
Positive action – in general
• Legal for all grounds - possibility– Restricted for men (only position w/child care)
• Promote equal opportunities, proportional, temporary
• Conditions: In national discrimination law• In collective agreements, regulations etc.
![Page 25: The Equality and Anti-discrimination Ombud - participation in ordinary employment for people with disabilites Lars Kolberg & Kristel Jüriloo.](https://reader036.fdocuments.in/reader036/viewer/2022062321/56649d9f5503460f94a8a264/html5/thumbnails/25.jpg)
Positive action
• Encourage to apply• Selection to interview• Preferential treatment in hiring
– Weak and strong
• Trainee positions
• «What is legal has moderate effects. What works tends to be illegal»