European
Commission publishes survey of
discrimination and diversity in Europe
The European Commission has published its third
Eurobarometer survey which aims to track perceptions of people in Europe towards different forms of discrimination and
diversity. The survey reveals that discrimination on ethnic grounds (61%) is
considered the most widespread form of discrimination in the EU, followed by
discrimination based on age (58%) and disability (53%).
The Eurobarometer
survey is the third in its kind and was carried out in May and June this
year, with a sample of 26,756 people interviewed in 30 countries, i.e. the member States
plus the three Candidate Countries: Croatia,
the Former Yugoslav Republic of Macedonia
and Turkey.
Summary findings were as follows:
- Discrimination on ethnic grounds (61%) is considered the most widespread
form of discrimination in the EU, followed by discrimination based on age (58%)
and disability (53%). - While perceptions of ethnic discrimination remain stable, there has been
a significant increase in the number of people who consider the most widespread
to be discrimination based on age (+16% points since 2008) and disability (+8%
points since 2008). - The rise in perception of age discrimination is clearly linked with the
economic downturn. The survey also indicates that nearly two thirds of the EU
population (64%) expects the current economic situation to lead to more
age-based discrimination in the job market. - In addition to age discrimination, a majority of Europeans also expect
the economic situation to lead to higher levels of discrimination on the
grounds of disability (56%) and ethnic origin (57%) in the job market. - There is also an expectation that economic problems are likely to have a
generally negative effect on action to tackle discrimination in terms of
political and financial priority given by government.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
