Discrimination at work

The Bulgarian Helsinki Committee [1] – an independent non-governmental organisation for the protection of human rights – carried out a survey of migrants’ rights in 2006. The survey report [2], published later that year, outlines the legislation in force and the current labour market situation of

For some time, several municipal and governmental bodies have applied, to various extents, anonymous job application procedures in their recruitment. So far, the actual impact of such anonymous job applications is not well known although the idea is supported both in theory and practicse.

In 2006, the Austrian Institute for Youth Research (Österreichisches Institut für Jugendforschung, ÖIJ [1]) conducted a study on young migrants in Vienna with a special focus on their educational decisions and labour market participation. The study comprises both quantitative and qualitative

In its 2006 data series on the French society (Données sociales – La société française [1]), the National Institute for Statistics and Economic Studies (Institut national de la Statistique et des Études Économiques, INSEE [2]) has published an analysis of the occupational mobility of migrant workers

The Act on equal treatment and promotion of equal opportunities No. 125 of 2003 (183Kb PDF) [1] entered into force on 27 January 2004. The act fulfilled a number of regulatory obligations laid down in the acquis communautaire [2] of the European Union. It also established the Equal Treatment

A survey conducted by the Institute of Urban Environment and Human Resources (Ινστιτούτου Αστικού Περιβάλλοντος και Ανθρώπινου Δυναμικού, IAPAD [1]) at the Panteion University of Athens aimed to investigate the existing situation with regard to the provision of essential services for foreign and

The Mediterranean Institute of Gender Studies (MIGS [1]), founded in 2001, is a non-profit organisation and affiliated to Intercollege, one of the main private higher education institutions in the Republic of Cyprus. In its Shadow Report 2006 [2] for the Convention on the elimination of all forms of

The revised Health and Safety Authority (HSA [1]) ‘Code of practice for employers and employees on the prevention and resolution of bullying at work [2]’ came into effect on 1 May 2007. It replaces the previous HSA code of practice on the prevention of workplace bullying published in 2002. The