The thesis analyses Czech and EU legislation which is intended to prevent discrimination in the labour market and focuses on the three main models of discrimination: Discriminatory preference, Statistical discrimination and Displacing discrimination. In the opening chapters, the thesis presents the reasons leading to the differences in men's and women's wages not originating from discrimination and also partially disproves the myths about discrimination of women. The analytical and theoretical part is followed by empirical part whose conclusions do not disprove the hypothesis of discrimination in Czech labour market, nevertheless comes to the conclusion that the part of the differences in average income, that exist, can be explained mainly by following factors: the number of worked hours, education level, time spent mainly by women on maternity / parental leave and child care and other factors. The results of questionnaire survey realised on the territory of one region and within one area of intervention of Structural funds confirm that the discrimination between men and women doesn't exist.

My thesis is focused on the prohibition of discrimination in labor relations. This topic is very large and in future its content will continue to expand. Discrimination occurs in all areas of human life, dangerous a frequently occurring is in the area of labor relations. The aim of this thesis is to analyze legislation of anti-discrimination law in area of labor relations. I will also deal with analyzes of important judgments of the Court of justice of the EU and of the Czech courts. The first chapter defines the basic concepts, which related to the topic of thesis. The second chapter deals with issue of discrimination in labor relations in international law. International legislation is divided on the basis of international organizations that issued these rules. It's mainly United Nations, the Council of Europe and from the area of international organizations which related with labor law, it is International Labour Organization. The third chapter presents anti-discrimination law and case law in the European Union and its impact on the law of the Czech Republic. The fourth chapter deals with the prohibition of discrimination in labor relations in the framework of the legislation in the Czech Republic. There is also described the development of the prohibition of discrimination in Czech legislation. I will...

The topic of the diploma thesis are selected issues of the hiring of employees. Within the scope of this work I would like to refer to wiles, which lie in ambush for aplicants for a job already at the very beginning of selection procedure, and that is why I aimed above all on the issue of discrimination in the course of hiring employees, which is recently by general public very popular subject matter. In introductory three chapters I make a bid for brief explanation of principle of equality, equal treatment and prohibition against discrimination so that I may further devote myself to the principal object of submitted thesis. The content of the fourth chapter is the treatise on unequal treatment in the period prior to beginning of employment, so in the course of selection procedure. As results from the findings of the research of ombudsman and Czech Helsinki Committee, the aplicants for job very often face discrimination already by the first contact with prospective employer, so in job advertisement. In fifth and sixth chapter I analysed national and european antidiscrimination legal context and relevant case law, chosen on my own. In both cases I would like to point out to really dynamic development in recent years, moreover both areas complement each other, but also influence one another. In the...

Resumé The conception of multiple discrimination in the legal regulation of the European Union To ensure the equality of individuals in society is one of the most marvelous human ideals. It is generally admitted that the same treatment of people with regard to the acceptance of diversity and between-group differences should be the cornerstone of any modern society. However, is it possible to achieve full equality in society? And what does equality truely mean? Treating everyone in the same way or taking into account the different starting points of individuals? Nowadays we become witnesses that the initial large openness to multiculturalism related to the continuing process of globalization is replaced by a more cautious approach to the different minority groups. As a result, certain groups are exposed to a greater risk of disadvantage mainly due to a combination of different socio-cultural, ethnic, economic and other factors. The aim of my essay is to shed light on the question of equal treatment and non- discrimination law through the relatively new, but in Czech and Central European literature still rarely discussed concept of multiple discrimination. After highlighting the definition of discrimination, the various approaches to equality and other theoretical aspects of discrimination, I am also trying...

Not all organizations in Wisconsin have transgender inclusive antidiscrimination policies. Leadership can use the results of this study to understand the effect of antidiscrimination policies on transgender employee job satisfaction. Quantitative data were collected from transgender employees aged 18 years or older who were employed but not self-employed in the state of Wisconsin. The relationship between the presence and absence of transgender inclusive antidiscrimination policy and job satisfaction was addressed by creating an anonymous online survey that contained demographic questions, the 1997 Job Descriptive Index (JDI) and the Job in General (JIG). Participants were notified of the study using fliers disseminated via community service groups and events, web magazines, social media, and personal contact. Participants (n = 38) self-selected to participate. Fourteen participants reported that their workplace had transgender inclusive antidiscrimination policy (37%), 12 participants (31.5%) reported no such policy, and 12 participants (31.5%) were not aware of the presence of this policy. Data were analyzed to determine correlations between job satisfaction facets within the JDI and the JIG and the presence of antidiscrimination policy that includes employees who are transgender. Results revealed that the job satisfaction of employees whose workplaces had transgender inclusive antidiscrimination policies was highest when correlated to promotion opportunities, r = .854 followed by the employee's viewpoints about their actual work, r = .832, people in the workplace, r = .820, with the lowest correlation for the supervision facet, r = .808. These findings contribute to positive social change by promoting antidiscrimination policies for transgender employees, increasing job satisfaction, and reducing turnover.

Specialistai pažymi, kad Lietuva išlieka viena netolerantiškiausių valstybių visoje Europoje, o nepakantumo lygis kai kurių mažumų grupių nariams yra išskirtinai didelis. Neigiamos nuostatos, stereotipai bei kylanti diskriminacija yra daugelio mažumų grupių neatsiejama kasdieninio gyvenimo dalis. Diskriminacija neigiamai veikia tiek ją patiriančių žmonių, tiek ir visos visuomenės gerovę. Lietuvoje trūksta tyrimų, nagrinėjančių diskriminacinių nuostatų bei elgesio priežastis ir pasekmes. Pastebimas integruotos mažumų sampratos stygius, taip pat sisteminio požiūrio į mažumų patiriamą atskirtį, problemas bei jų įveikos galimybes trūkumas. Tai lemia nepakankamas ar netinkamas prevencijos bei intervencijos priemones. Tuo tarpu, šių priemonių klaidingas supratimas bei parinkimas, gali lemti jų visišką neefektyvumą ar net žalingumą. Be to, nėra ir pačios antidiskriminacinės veiklos efektyvumo bei galimybių studijų. Todėl ir buvo atliekamas šis darbas. Jo tikslas: išsiaiškinti lygių galimybių ir antidiskriminacinės veiklos specialistų turimą mažumų diskriminacijos Lietuvoje reiškinio vaizdą ir požiūrį į diskriminacijos įveikos galimybes. Jam pasiekti keliami uždaviniai: Išsiaiškinti ekspertų (1) turimas mažumų bei diskriminacijos sampratas; (2) matomą mažumų situacijos vaizdą; (3) matomas diskriminacijos priežastis ir pasekmes; (4) Lietuvos antidiskriminacinės politikos vertinimą; ir (5) matomas diskriminacijos įveikos galimybes ir būdus. Buvo atliktas kokybinis vertinamasis tyrimas... [toliau žr. visą tekstą] / Experts state that Lithuania remains one of the most intolerant countries in Europe. Intolerance towards some specific social minorities is extremely high. Prejudices, stereotypes and discrimination are a concurrent in many minorities’ daily life. Discrimination has a negative influence not only on the discriminated but also on the society as such. There is a lack of studies analyzing the causes and sequences of discriminatory beliefs and behaviors in Lithuania. There is neither a real integral conception of minorities nor a systemic approach to minorities’ problems and possibilities to solve them. This ends in inaccurate preventive and interventional measures. The object of this work was to survey equal opportunities and antidiscrimination field experts’ prospects of discrimination against minorities in Lithuania and approach to possibilities of overcoming discrimination. The set tasks were to survey experts’ (1) concepts of minorities and discrimination; (2) prospects of situation of minorities; (3) supposed causes and sequences of discrimination; (4) evaluation of current antidiscrimination policy in Lithuania; and (5) supposed possibilities and means of overcoming discrimination. A qualitative descriptive research was made. The method: a qualitative analysis of semi-structured interview. Four experts were selected from different fields of antidiscrimination and equal opportunities policy implementation covering wide field of working issues on all minority groups. The... [to full text]

This thesis deals with the prohibition of discrimination in labor law relations on grounds of gender. Discrimination in labor law relations is only part of the broad issue of discrimination, but the importance of labor relations in the society makes this issue it very important. Discrimination on grounds of gender is specific in that it covers a wide range of social groups, and despite the long development and changes in society, which was achieved with great effort of many organizations and individuals, is still the subject to date. The objective of this thesis is to provide a comprehensive view on the issue by analysis of the evolution of sex discrimination in the historical context, analysis of current legislation and isolating social phenomena that have influence on this issue. The thesis consists of an introduction, four chapters and conclusion. The first chapter is devoted to defining the basic terms and their evolution and changes in historical context. This chapter is divided into two parts, each of which addresses one of the main concepts of this work. These concepts are equality and discrimination. The second chapter discusses the legislation of equal treatment and non-discrimination in employment relations. The chapter is divided into four subchapters. The first subchapter is dedicated...

The impressive growth of antidiscrimination law in liberal democracies in the past few decades belies the inadequacy of the normative bases on which it has been sought to be justified. Popular ideals such as rationality, equality and dignity have been unsuccessful in providing a coherent liberal framework for the fundamental aspects of the practice of antidiscrimination law. In this thesis, I have argued that a unified normative framework comprising autonomy and dignity-as-autonomy does a markedly better job of justifying the most fundamental aspects of these laws. The ideal of personal autonomy is understood here as a principle that seeks to guarantee an adequate range of valuable options to individuals. Dignity-as-autonomy is understood to be an expressive norm, which forbids certain persons from expressing contempt for the autonomy of another. These ideals have different forms: autonomy is a non-action-regarding principle, while dignity-as-autonomy is action-regarding. They are also distinct substantively: it is often possible to violate one of them without affecting the other. When these ideals make incompatible demands, I argue that those made by autonomy should prevail. Mandating positive action and reasonable accommodation on the one hand, and prohibiting indirect discrimination and harassment on the other, are essential features of a model of antidiscrimination law based on this framework. Further, under this framework, antidiscrimination law is not vulnerable to objections such as ‘levelling down’ and responds well to claims of discrimination on ‘intersectional grounds’. Furthermore, it is not essential to find an ‘appropriate comparator’ in order to prove discrimination. This model also explains when, and under what conditions, can some forms of discrimination be ‘justified’. Finally, on an autonomy-based model, antidiscrimination law is only one of several complementary tools that should be employed to protect and promote personal autonomy.

O principal objetivo da pesquisa é revelar e examinar os principais elementos encontrados nas condutas discriminatórias nas relações de trabalho, como alicerce de uma teoria da discriminação nas relações de trabalho. A tese extraiu conceitos e princípios antidiscriminatórios mediante a identificação e estudo dos componentes das práticas discriminatórias. As conclusões da investigação foram baseadas no direito antidiscriminatório geral, bem como no direito antidiscriminatório laboral. A pesquisa tem início na busca das origens da expressão discriminação, dentro de seu sentido pejorativo, como tratamento diferenciado ilícito. Posteriormente, faz uma avaliação do significado e do alcance do dever de tratamento igualitário, bem como demonstra a natureza destacada das normas antidiscriminatórias. É procedida a identificação dos componentes de uma prática discriminatória através do exame detalhado de suas principais características. Igualmente são apresentados os mais interessantes conceitos doutrinários, normativos e jurisprudenciais sobre a discriminação laboral, bem como as modalidades discriminatórias mais comuns. Dos componentes apresentados são colhidos alguns princípios antidiscriminatórios laborais envolvidos, tanto materiais como processuais. Por fim, é abordada a complexa e preocupante situação da discriminação praticada contra trabalhadores migrantes, em face de ser uma modalidade que tem vislumbrado crescentes dificuldades no seu combate. Como conclusão da pesquisa, é proposto um conceito de prática discriminatória nas relações do trabalho. / The main objective of the study is to uncover and examine the principal elements found in discriminatory conduct in work relationships, as a foundation of a theory of work relation discrimination. This thesis extracted concepts and antidiscrimination principles by identifying and studying the components of discriminatory practices. The investigations conclusions were based on both general and labor antidiscrimination law. The study begins with a search for the origins of the expression discrimination, in its pejorative sense, as illicit differentiated treatment. Later, it evaluates the meaning and scope of the duty of equal treatment, as well as it demonstrates the outstanding nature of the antidiscrimination norms. Next, in the study, the identification of components of discriminatory practices is done through a detailed examination of their main characteristics. The most interesting, doctrinaire, normative and jurisprudential concepts are presented in the same manner, which are related to work discrimination as well as to the most common discriminatory modalities. Some labor antidiscrimination principles, both material and procedural, result from the concepts here presented. Finally, the complex and preoccupying situation of the discrimination practiced against migrating workers is addressed, in light of the fact that this is a modality of discrimination which has become ever more difficult to combat. As a final conclusion of this study, a concept of discriminatory practice is proposed in work relations.

O principal objetivo da pesquisa é revelar e examinar os principais elementos encontrados nas condutas discriminatórias nas relações de trabalho, como alicerce de uma teoria da discriminação nas relações de trabalho. A tese extraiu conceitos e princípios antidiscriminatórios mediante a identificação e estudo dos componentes das práticas discriminatórias. As conclusões da investigação foram baseadas no direito antidiscriminatório geral, bem como no direito antidiscriminatório laboral. A pesquisa tem início na busca das origens da expressão discriminação, dentro de seu sentido pejorativo, como tratamento diferenciado ilícito. Posteriormente, faz uma avaliação do significado e do alcance do dever de tratamento igualitário, bem como demonstra a natureza destacada das normas antidiscriminatórias. É procedida a identificação dos componentes de uma prática discriminatória através do exame detalhado de suas principais características. Igualmente são apresentados os mais interessantes conceitos doutrinários, normativos e jurisprudenciais sobre a discriminação laboral, bem como as modalidades discriminatórias mais comuns. Dos componentes apresentados são colhidos alguns princípios antidiscriminatórios laborais envolvidos, tanto materiais como processuais. Por fim, é abordada a complexa e preocupante situação da discriminação praticada contra trabalhadores migrantes, em face de ser uma modalidade que tem vislumbrado crescentes dificuldades no seu combate. Como conclusão da pesquisa, é proposto um conceito de prática discriminatória nas relações do trabalho. / The main objective of the study is to uncover and examine the principal elements found in discriminatory conduct in work relationships, as a foundation of a theory of work relation discrimination. This thesis extracted concepts and antidiscrimination principles by identifying and studying the components of discriminatory practices. The investigations conclusions were based on both general and labor antidiscrimination law. The study begins with a search for the origins of the expression discrimination, in its pejorative sense, as illicit differentiated treatment. Later, it evaluates the meaning and scope of the duty of equal treatment, as well as it demonstrates the outstanding nature of the antidiscrimination norms. Next, in the study, the identification of components of discriminatory practices is done through a detailed examination of their main characteristics. The most interesting, doctrinaire, normative and jurisprudential concepts are presented in the same manner, which are related to work discrimination as well as to the most common discriminatory modalities. Some labor antidiscrimination principles, both material and procedural, result from the concepts here presented. Finally, the complex and preoccupying situation of the discrimination practiced against migrating workers is addressed, in light of the fact that this is a modality of discrimination which has become ever more difficult to combat. As a final conclusion of this study, a concept of discriminatory practice is proposed in work relations.