Tackling discrimination - glossary RSS
Ageism is a prejudice against a person or a group on the grounds of age.
Non-discrimination is one of the values on which the EU is founded. The Treaty protects against discrimination on the basis of EU nationality. The Charter of Fundamental Rights prohibits discrimination on any ground, such as sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age or sexual orientation as well as on the grounds of nationality in the area of EU law.
EU citizenship confers the right to protection from discrimination on the grounds of, among other things, sex, racial or ethnic origin, religion or belief, disability, age or sexual orientation. This is enshrined in the Charter of Fundamental Rights
Free movement of persons
This is a fundamental right of EU citizenship , allowing citizens to travel, live and work freely throughout the EU. The Treaty of Amsterdam communitised the area, giving the Commission a greater role in proposing initiatives.
Harassment is any unwanted physical or verbal conduct that offends or humiliates others. It can take many forms: threats, intimidation, or verbal abuse; unwelcome remarks or jokes about subjects like ethnicity, religion, disability or age; displaying racist or other offensive pictures or posters
Specific measures to compensate for disadvantages experienced by people suffering discrimination due to ethnic origin, age or other characteristics which might lead to them being treated unfairly. Making different arrangements (special training etc.) are ways of improving chances.
Article 5 of the Employment Equality Directive states that employers have a duty of reasonable accommodation with respect to candidates or employees with a disability. This means that employers are required to take appropriate measures to enable a person with a disability to have access to employment or training unless doing so would impose a disproportionate burden on the employer. Reasonable accommodation would include, for example, providing wheelchair access, adjusting working hours, adapting office equipment or simply redistributing tasks between the members of a team. To determine the disproportionate burden, account should be taken in particular of the financial and other costs entailed, the scale and financial resources of the organisation and the possibility of obtaining public funding or any other assistance.
Segregation is separating people of different races or classes, and usually refers to this practice in schools and other public service; this is a form of discrimination.
Statistical discrimination describes an economic theory of inequality based on stereotypes against persons or a group of people to whom they are not culturally attuned. Often statistical discrimination is used in the employer/ employee context. The theory states that job seekers who do not share the same values as their potential employer, may either not be hired in the first place or will earn less.
Victimisation means someone is treated badly or differently for having made a complaint about discrimination or supporting a colleague who has made a complaint.