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Equinet

Consultation on the implementation of the Self-Employed Directive (2010/41/EC)

The letter sent by the European Commission is available here:


Self Employed Directive European Commission Letter

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Equinet

Equinet Cluster on Strategic Litigation – Information Note

Equinet 2015 Work Plan foresees the creation of a Cluster on Strategic Litigation. Equinet will assist the setting up of a members-led thematic cluster which will bring together equality bodies’ legal experts with an interest in strategic litigation in discrimination cases.

More information is available here:


Strategic Litigation Cluster Information Note


Should you be interested in participating in the Cluster, we would be grateful if you could e-mail Tamas Kadar, Equinet Senior Policy Officer (tamas.kadar@equineteurope.org) by Wednesday 30th September:

  • Indicating whether you are interested in participating in this Cluster
  • Describing your experience (and that of your institution) with strategic litigation in 1-2 paragraphs
  • Indicating the key question(s) that you would like the Cluster to focus on
Categories
Equinet

Equinet training session on “Helping equality bodies to apply for and use EU funds” – presentations and training module

In September 2015, the Bulgarian Commission for Protection against Discrimination hosted a training session on “Helping equality bodies to apply for and use EU funds” in Sofia, Bulgaria for staff members of equality bodies.

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Project library

Malta: Equality Mark

Description

The National Commission for the Promotion of Equality (NCPE)‘s Equality Mark Certification is awarded to companies that truly foster gender equality in their work policies and practices. This Certification awards equal opportunity employers who have in place initiatives that go over and above the minimum required by the law in the area of gender equality in employment and in the provision of goods and services.

Social context

The Equality Mark award aims to address challenges in the field of gender equality and employment in Malta, namely: the participation rate of women in employment, which although on the increase, is still relatively low and a gender-segregated labour market where a high percentage of women are employed in low-paid sectors. The Equality Mark promotes female participation in the labour market and career advancement for women. It was developed to empower more employers to enhance their commitment towards gender equality and implement good practices in this regard.

Technical Requirements

Awarded companies can utilise the Equality Mark logo following an assessment on set criteria. During the certification process, the NCPE ensures that the organisation:

  • Implements equality principles in recruitment
  • Issues gender inclusive documents and adverts
  • Does not discriminate on the basis of gender in training opportunities offered to staff
  • Strives to develop a discrimination and harassment-free workplace through implementing Equality and Sexual Harassment policies which include internal reporting procedures for cases of discrimination and sexual harassment
  • Offers Family Friendly Measures such as telework, flexible hours and reduced hours
  • Appoints an Equality Representative, or an Equality Committee, that gender mainstreams the company’s policies/practices and serves as a point of reference to employees who wish to discuss any issue related to gender equality
  • Gives equal pay for work of equal value
  • Applies equality standards in the provision of goods and services

More information

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Communication Strategies and Practices

Malta: Equality Mark

Description

The Equality Mark Certification is awarded to companies that truly foster gender equality in their work policies and practices. This Certification awards equal opportunity employers who have in place initiatives that go over and above the minimum required by the law in the area of gender equality in employment and in the provision of goods and services.

Social context

The Equality Mark award aims to address challenges in the field of gender equality and employment in Malta, namely: the participation rate of women in employment, which although on the increase, is still relatively low and a gender-segregated labour market where a high percentage of women are employed in low-paid sectors. The Equality Mark promotes female participation in the labour market and career advancement for women. It was developed to empower more employers to enhance their commitment towards gender equality and implement good practices in this regard.

Target audience

Employers and employees

Technical Requirements

Awarded companies can utilise the Equality Mark logo following an assessment on set criteria. During the certification process, the National Commission for the Promotion of Equality (NCPE) ensures that the organisation:

  • Implements equality principles in recruitment
  • Issues gender inclusive documents and adverts
  • Does not discriminate on the basis of gender in training opportunities offered to staff
  • Strives to develop a discrimination and harassment-free workplace through implementing Equality and Sexual Harassment policies which include internal reporting procedures for cases of discrimination and sexual harassment
  • Offers Family Friendly Measures such as telework, flexible hours and reduced hours
  • Appoints an Equality Representative, or an Equality Committee, that gender mainstreams the company’s policies/practices and serves as a point of reference to employees who wish to discuss any issue related to gender equality
  • Gives equal pay for work of equal value
  • Applies equality standards in the provision of goods and services

Sources of funding

The Equality Mark is part of NCPE’s core work and is funded from NCPE’s budget.

Values communicated

Gender equality in employment and in the provision of goods and services; equal treatment in relation to family responsibilities; workplaces free from discrimination and sexual harassment.

Information about copyright

The logo of the Equality Mark can be utilised by awarded companies in all their correspondence and published material.

Dissemination channels

NCPE’s website and facebook page; brochures on the Equality Mark; NCPE’s newsletter; training and other seminars; articles on printed media; participation on television and radio programmes; adverts and material published by awarded companies with the Equality Mark logo

Challenges

One challenge is to ensure that the commitments taken by the organisations are upheld following certification. To this end, the Equality Mark is valid for a two-year period, following which organisations can apply for re-certification. During the re-certification process NCPE provides training to the organisaton’s employees and reassesses the adherence to the criteria set.

Public perception

Award Ceremonies for newly certified organisations are widely covered in media reports and companies with the Equality Mark often publish articles about their certification. Moreover, NCPE is regularly invited to conferences and seminars, both on a national and regional level, to present, promote and discuss the Equality Mark. The collection of feedback given by employees (anonymously) and employers is also integrated in the re-certification process. A report analysing findings is prepared on each equality-certified organisation.

Perception of the target audience

Employers and employees have a positive perception of the Equality Mark. Employers regularly contact NCPE showing their interest in the Equality Mark certification and almost all certified organisations confirm their interest in this campaign by applying for re-certification. Till May 2015, 60 organisations were certified with the Equality Mark, with more than 15,800 employees working in equality-certified conditions. This encompasses micro organisations as well as small, medium and big enterprises. Various certified organisations publicise their certification on local media.

Internal impact

The Equality Mark concept was developed as part of the EU co-funded project Unlocking the Female Potential, carried out between 2010 and 2012. Due to its successful uptake, the Equality Mark continued being promoted and awarded after the termination of this project. It is now part of NCPE’s core work. The Equality Mark enables NCPE to reach and assist organisations in their work on gender equality. This helps NCPE maintain direct contact with several employers and it increases its ability to raise awareness on equality issues among employees. In turn, the feedback NCPE gets from both employers and employees is useful in identifying the main equality-related challenges present in Malta and informs NCPE’s strategies and work.

Policy impact

The Equality Mark ensures that employers gender mainstream their work and that employees work in equality-certified conditions. More employers within private and public organisations are sensitised on gender equality, improving their capacity to safeguard equal treatment in practices and policies. On a national level, the Equality Mark helps the promotion of flexible working environments by demonstrating that the implementation of family friendly measures is workable and makes business sense.

Contact

Andre Callus, equality@gov.mt

Categories
Europe

European Commission launches public consultation on the progressive implementation of the principle of equal treatment for men and women in matters of social security

The European Commission, Directorate-General for Justice and Consumers, Equality Legislation Unit (JUST D.1) has launched a public consultation on the implementation and application of Council Directive 79/7/EEC on the progressive implementation of the principle of equal treatment for men and women in matters of social security

Categories
Project library

French Defender of Rights launches a new online platform to combat racism

On 15 September, Jacques Toubon, the Defender of Rights (France), officially launched an online platform entitled ‘Egalité contre le racisme’ (Equality against Racism), aimed at providing practical tools and advice to combat cases of racial and ethnic discrimination.

Categories
Equinet

Internal Equinet Note: recent EU developments on discrimination on the ground of disability

Download the note here:

equinet_internal_note_disability_sept_2015.pdf

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Equinet

Equinet participates in Roundtable with U.S. Special Envoy on the Human Rights of LGBTI Persons

On 10 September 2015, Adam Shub, Deputy Chief of United States Mission to the European Union, hosted a roundtable discussion with Randy W. Berry, US Special Envoy for the Human Rights of LGBTI Persons, together with European NGOs, equality body representatives and European organizations.

During the meeting, they discussed potential cooperation with the US Special Envoy, and highlighted the key challenges for U.S. – EU cooperation on LGBTI rights.

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US Special Envoy for the Human Rightst of LGBTI Persons

Randy W. Berry is the U.S. State Department’s first-ever Special Envoy for the Human Rights of LGBTI Persons. He arrived in his new post on April 13, 2015. Prior to serving as the Special Envoy, he served as the United States Consul General in Amsterdam. He was United States Consul General in Auckland, New Zealand from 2009 to 2012, and prior to that, Deputy Chief of Mission of the U.S. Embassy in Kathmandu, Nepal from 2007 to 2009.

Mr. Berry’s career with the State Department has also taken him to postings in Bangladesh, Egypt, Uganda (twice), and South Africa, as well as Washington DC. Mr. Berry holds a State Department Superior Honor Award, and is a nine-time Meritorious Honor Award recipient. He speaks Spanish and Arabic.

Mr. Berry was raised on a family cattle ranch in rural Custer County, Colorado. He is a graduate of Bethany College of Lindsborg, Kansas, and was a Rotary Scholar at the University of Adelaide, South Australia. Before joining the Foreign Service in 1993, Berry worked as an international training manager for America West Airlines in Phoenix, Arizona.

For further information on the work of the US Mission to the EU, please check their website, Twitter or Facebook.

Categories
Europe

United Nations Committee on the Rights of Persons with Disabilities issues recommendations to the EU

For the first time in history, the EU was examined by a UN human rights treaty body and received recommendations to strengthen its approach to the rights of persons with disabilities in Europe