Translation of "Antidiskriminierungsrecht" in English

As such, they are a valuable source of information on national antidiscrimination law.

In the Netherlands there is no differentiation between equal opportunities and anti-discrimination law.

With the fact agreement existed that the anti-discrimination right will have substantial effects in particular on the industrial law.

European integration has given new impulses to antidiscrimination law both within Europe and beyond.

With the fact agreement existed that the anti-discrimination right will have substantial effects in particular on the industrial law.

The comprehensive framework provided by the EU's two anti-discrimination Directives1 has shaped the landscape of European anti-discrimination law for over a decade now.

A study of national anti-discrimination laws carried out for the Commission in 2006 concluded that all Member States have legal rules going beyond what is already required by European law – the Race Equality Directive and the Employment Equality Directive.

The Agency published several studies and handbooks addressing for instance the role of Holocaust memorial sites in human rights education, the situation of Anti-semitism in the EU, European non-discrimination law, multiple- discrimination and the protection of minorities in the EU.

She participated in a training-for-trainers session organised under the Baltic T4Tproject – which trains representatives of barassociations and trade unions to deliver training in nondiscrimination law.

A brochure explaining the rightsand obligations of people under the new Finnish antidiscrimination legislation is,therefore, published in a number ofminority languages as well as in Braille.

Partitioning the indicators into three separate sets was thus viewed as quite relevant. The second type of indicator (related to the status or degree of progress in antidiscrimination law and policy), positioned between the traditional areas of measuring discrimination and measuring the impact or effects of policy, appears to have been well received, despite disturbing a few respondents, such as representatives from statistics bureaus, who did not always feel they were in a position to deliver an opinion about this range of indicators.

The Director of France’s Institut National d’Etudes Démographiques (INED), for example, chose not to reply to questions about indicators involving the progress of antidiscrimination policy, since he did not feel he was a ‘specialist in the evaluation of public policy’.

The objective of this report is to compare and contrast antidiscrimination laws in the 27 EU Member States, as comprehensively described in the annually updated country reports written by the European Network of Legal Experts in the nondiscrimination ±eld that are summarised in this publication.

In relation to other non-discrimination clauses, the definitions may be borrowedfrom the case law of international institutions, but this does not permit the law to be clear andforeseeable. The grounds for discrimination are not defined either, and it is particularly fearedthat disability might be interpreted narrowly, using the technical meaning of this term, i.e.depending on formal recognition of a person’s diminished ability to work.

Most of the participants were practising lawyers, who did not havemuch experience in teaching this branch of law,which made the second session even more interesting.

Nevertheless, the Commission is concerned that European antidiscrimination legislation has not yet beenfully implemented and enforced in a number of Member States.

It should be recalled throughout that the purpose of this report is to provide an overview of national laws across the EU: for detailed and nuanced information about the law in a particular country, readers are referred the comprehensive country reports.

This effectively makes the participants in the trainingmessengers for what is today a very sensitive butvery important branch of law – anti-discriminationlaw.

The objective of this report is to compare and contrast the antidiscrimination laws in the 25 EU Member States, as comprehensively described in the updated country reports written by the European Network of Legal Experts in the Nondiscrimination Field and summarised in this publication.

The arrangements for ensuring wide consultation follow a similar pattern to that for other legislation against discrimination already introduced:

Diversity Days featured events aimed at the general public to spotlight issues of equality and diversity, to provide information on antidiscrimination law and how it protects Europeans, and to encourage people to challenge their own attitudes and prejudices.

Re-examining the meaning and scope of terms such as ‘disability’ and ‘reasonable accommodation’, this report analyses disability discrimination law within and beyond the employment field.

In addition to the biannual European Antidiscrimination Law Review, the network produced thematic reports on migration and disability.

Antidiscrimination law rests on ‘conceptions of equality’, or ‘models of equality’, which can be given varying levels of value in different countries and which must be taken into account when defining a conceptual framework for evaluating progress in equality and antidiscrimination efforts.

This framework strategy calls for a redesign of Community antidiscrimination law for an alternate use of its main instruments, front and centre of which are the race and employment directives.

When this is taken into account, the expected conceptual framework can be said to already exist in antidiscrimination law, as currently understood via the framework strategy.

Labour Court of Hamburg, 27 May 2008, 20 Ca 105/07 (decision referenced in the European Anti-Discrimination Law Review, 2008, No 6–7, p. 97)

140 (judgment referenced in the European Anti-Discrimination Law Review, 2008, No 6–7, pp. 76–77)

Central Administrative Court of Appeal, February 2007, Bar Association v applicant (decision referenced in the European Anti-Discrimination Law Review, 2008, No 6/7, p. 111)¦