00:00:06
a disadvantage for reasons often prohibited by law.
00:00:11
Examples of such regions are origin,
00:00:15
sexual orientation,
00:00:18
or religious beliefs.
00:00:20
In a call for testimonies in 2018,
00:00:23
organized by the defender of rights,
00:00:25
30% of respondents believed they had been discriminated against
00:00:29
on at least three grounds related to their origin,
00:00:32
their physical appearance,
00:00:33
and their religion or surname.
00:00:36
The report also notes discrimination in hiring of people
00:00:39
who are obese or have atypical fashion style,
00:00:42
especially when they are women.
00:00:44
Discrimination is direct when it is clearly visible or even overt or stated.
00:00:50
if a job ad rejects women with children.
00:00:53
It may also be more discreet,
00:00:55
like if a young woman is asked at a
00:00:57
job interview whether she plans on having children,
00:01:00
or when a person with back problems diagnosed
00:01:03
by their doctor cannot get an ergonomic chair.
00:01:06
The defender considers the failure to adapt a position to a
00:01:10
physically or psychologically disabled worker
00:01:13
constitutes discrimination that affects their career
00:01:16
and is sometimes accompanied by acts of moral harassment.
00:01:20
Indirect discrimination in the workplace occurs when
00:01:23
a seemingly neutral provision criterion or practice
00:01:27
is likely to result in a particular disadvantage compared to other people.
00:01:32
if team meetings are scheduled on Wednesdays,
00:01:35
a day which single parent families take more time off work or request telecommuting
00:01:40
to facilitate childcare.
00:01:42
In the case of observed harassment or discrimination,
00:01:45
whether you are the victim or the witness,
00:01:47
it is important to report the facts to your internal contacts,
00:01:52
HR workplace physician,
00:01:54
or employee representatives.
00:01:56
As a last resort against discrimination,
00:01:58
you can appeal to the labor court.
00:02:01
The financial sanctions are likely to push organizations
00:02:04
to not let harassment and discrimination develop.
00:02:07
The term discrimination is used more widely than the definitions provided by law.
00:02:13
Here are some other examples
00:02:15
organizing work groups without inviting certain people,
00:02:18
taking lunch breaks without inviting certain team members,
00:02:22
favoring the career development of those who look
00:02:24
like us to the detriment of others,
00:02:27
laughing at the ideas brought on by an older colleague instead of exploring them.
00:02:32
Making fun of a new recruit's excess weight,
00:02:35
speaking fast at meetings in the presence of
00:02:37
others who don't speak our language fluently.
00:02:40
According to the 2018 11th barometer on
00:02:43
the perceptions of discrimination in employment,
00:02:46
discrimination is still prevalent.
00:02:49
The employment rate of people with migratory ancestry is 18% lower.
00:02:54
The average salary of women is 12% lower than that of men,
00:02:58
even with the same qualifications,
00:03:01
experience and age,
00:03:03
or 1 in 4 employees has been subjected to sexist,
00:03:08
or handyphobic remarks.
00:03:10
And then the figures jump to 1 in 2 for women perceived as non-white.
00:03:15
1 out of every 2 women perceived as
00:03:18
non-white has experienced sexist or racist remarks.
00:03:22
the economic cost of discrimination carried out by France Strategy
00:03:25
in 2016 indicates that reducing discrimination against women and minorities
00:03:30
would boost the French economy by
00:03:32
€150 billion or nearly 7% GDP.
00:03:37
Conscious or more often unconscious discrimination disadvantages and isolates.
00:03:44
They make the work of our colleagues more difficult
00:03:46
and prevent them from putting in their best effort,
00:03:49
and thus the vicious cycle is launched.
00:03:52
The new factory article of March 2021
00:03:55
states that people who are victims of discrimination
00:03:59
experience a deterioration in their self image or abilities.
00:04:03
This is known as the Gollum effect.
00:04:05
The lower your expectations of an individual,
00:04:07
the less the individual will perform.
00:04:11
in a study of a group of new cashiers with or without an immigration background,
00:04:16
half of them were under supervision of managers
00:04:18
who had stereotypes about people from immigrant backgrounds,
00:04:22
assessed using the IAT implicit association test.
00:04:26
The study found that cashiers with
00:04:28
immigrant backgrounds had significantly poorer job performance
00:04:32
when they were under a manager with stereotypes.
00:04:36
Which was not the case when the manager did not have these racial stereotypes.
00:04:41
The study shows that managers with stereotypes
00:04:44
interact less with discriminated employees,
00:04:48
motivate them less towards performance which can lower
00:04:51
their self-esteem and their commitment to their jobs.
00:04:56
being discriminated against reduces our performance and can
00:04:59
lead to a vicious cycle of low self-esteem
00:05:02
and disengagement.
00:05:04
What a cost for everyone,
00:05:06
individuals and organizations.
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