Julia knows that deaf people often face discrimination on the labour market.
Julia chiede: But what does that actually mean?
We talk about discrimination when a person is treated differently because of a certain feature.
In the article 21 of the Charter of Fundamental Rights, any discrimination based on any ground such 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 are prohibited.
To promote a good non-discrimination system accessibility is important in every day’s life including work.
To promote and be sure that EU countries respect the Principe of accessibility, the European Commission promote the European accessibility act.
The European accessibility act is a directive that aims to improve the functioning of the internal market for accessible products and services, by removing barriers created by divergent rules in Member States.
This document insures that persons with disabilities will benefit from:
fewer barriers when accessing transport, education and the open labour market.
Discrimination in the work place is forbidden especially in the areas of:
• starting an employment
• determining the salary
• participation at further training
• career advancement and promotion
• ending of an employment relationship
we have explained the details
Also, sexual or gender-based harassment is discrimination. If a person is discriminated against, they have the right to compensation.
Country specific details
The Article 3 of the Italian Constitution recognises
"All citizens shall have equal social dignity and shall be equal before the law, without distinction of gender, race, language, religion, political opin-ion, personal and social conditions".
[...]. There is also the law, n. 67 of the 1 March 2006,
called "Measures for the judicial protection of persons with disabilities victims of discrimination", which in Italy acts as a valuable tool.
Pursuant to art. 3 and 2 of the Commissions, in the event of the ascertainment of a discriminatory incident, the judge, in addition to providing, if requested, compensation for damages, even not patrimonial,
orders the cessation of the discriminatory behavior, behavior or act, if it still exists,
and take any other appropriate measure, depending on the circumstances, to remove the effects of discrimination, including adoption,
within the deadline set to the extent itself, of a plan for the removal of established discrimination.
Now Julia is informed. She knows what discrimination is. And where she can go to if she is discriminated against in the workplace.