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Combating all forms of discrimination is one of the aims of the EU, as enshrined in the Treaties. Yet, Member States have never agreed on the Directive proposed by the European Commission in 2008, which would have extended the existing EU protection against discrimination to all policy areas. Such a situation has created an "artificial hierarchy of protected grounds" whereby areas such as sex, and racial or ethnic origin, enjoy wider protection than other grounds like religion or belief, age, disability and sexual orientation. This Own-Initiative Opinion seeks to address this situation, by recalling the need to adopt a comprehensive directive, but by proposing complementary actions notably based on the recognition of the general principle of equality.
This opinion, requested by the German Presidency of the Council, makes the following main recommendations:
- data collection and monitoring of diversity policies in the labour market must be improved at all levels;
- the principles of diversity management must be integrated into EU rules and generalised;
- more funds should be allocated to diversity management, in order to support the work of civil society organisations working with racialized groups and the diversity policies put in place by the social partners;
- to tackle the underutilisation of migrants' skills and increase their participation in the labour market, these need to be further recognised. In addition, migrants should benefit from free and universal training, including language courses;
- migrants should be active, not only in the labour market, but also in politics;
In this opinion the EESC makes the following points:
1. The EU and Member States should ensure that the gender perspective is fully integrated in COVID-19 recovery measures.
2. Gender equality should be fully taken into account in the forthcoming Multiannual Financial Framework 2021-2027.
3. The Gender Equality Strategy should be coordinated involving all Member States, social partners and civil society organisations.
4. To put an end to the gender pay gap (16%), binding measures on gender pay transparency are unavoidable.
5. ... Read more
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