{"id":5707,"date":"2024-10-16T13:54:43","date_gmt":"2024-10-16T13:54:43","guid":{"rendered":"https:\/\/equitas.site\/direct-or-indirect-discrimination\/"},"modified":"2024-11-07T19:21:53","modified_gmt":"2024-11-07T19:21:53","slug":"direct-or-indirect-discrimination","status":"publish","type":"post","link":"https:\/\/equitas.site\/en\/direct-or-indirect-discrimination\/","title":{"rendered":"Direct or indirect discrimination?"},"content":{"rendered":"<h5><b>Mohammed souhaite acqu\u00e9rir un bien immobilier et visite\u00a0une maison avec sa maman qui porte le foulard et un v\u00eatement traditionnel. Sa candidature n\u2019est pas retenue. Lorsque sa s\u0153ur, qui ne porte pas le foulard, visite la m\u00eame maison, la candidature de celle-ci est retenue par l\u2019agent immobilier. Il se rend compte qu\u2019il a subi une discrimination mais se pose des questions quant au caract\u00e8re de cette discrimination et les d\u00e9marches \u00e0 suivre.\u00a0<\/b><\/h5>\n<h4><b>Que dit la loi ?<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Une discrimination est une distinction, faite sur base d\u2019un crit\u00e8re prot\u00e9g\u00e9e par la loi, comme l\u2019appartenance ethnique, le handicap, le genre ou encore la confession religieuse, qui a pour cons\u00e9quence d\u2019exclure tout une s\u00e9rie de personnes caract\u00e9ris\u00e9es par ces crit\u00e8res.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">La loi belge du 10 mai 2007 tendant \u00e0 lutter contre certaines formes de discrimination contient diff\u00e9rentes justifications, qui doivent \u00eatre essentielles et proportionn\u00e9es, permettent, dans certaines situations, d\u2019admettre des distinctions pouvant impacter les personnes caract\u00e9ris\u00e9es par les crit\u00e8res prot\u00e9g\u00e9es\u00a0:\u00a0<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">R\u00e9pondre \u00e0 des exigences professionnelles essentielles et d\u00e9terminantes. <i>Exemple\u00a0: l\u2019organisateur d\u2019un d\u00e9fil\u00e9 de pr\u00eat \u00e0 port\u00e9e f\u00e9minin peut ne recruter que des mannequins femmes. <\/i><\/span><\/li>\n<li><span style=\"font-weight: 400;\">Les entreprises de tendance.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">En dehors des ces situations exceptionnelles, la discrimination en raison de l\u2019appartenance r\u00e9elle ou suppos\u00e9e \u00e0 une religion, est prohib\u00e9e par de nombreux textes, tant nationaux, europ\u00e9ens qu\u2019internationaux, qui encadrent la protection des droits des individus :<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>La Constitution belge<\/b><span style=\"font-weight: 400;\">, qui :<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Assure l\u2019\u00e9galit\u00e9 entre les individus par ses articles 10 et 11\u00a0;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Garantit la libert\u00e9 de cultes (Voir fiche pratique) par son article 19.\u00a0<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>La Convention europ\u00e9enne des droits de l\u2019Homme <\/b><span style=\"font-weight: 400;\">consacre la libert\u00e9 de pens\u00e9e, de conscience et de religion en son article 9\u00a71.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>La Cour de justice de l&#8217;Union europ\u00e9enne<\/b><span style=\"font-weight: 400;\"> (<\/span><b>CJUE<\/b><span style=\"font-weight: 400;\">) affirme que le principe de non-discrimination interdit \u00ab non seulement les discriminations manifestes (directes) [&#8230;], mais aussi toutes les formes dissimul\u00e9es (indirectes) de discrimination qui, par l&#8217;application d&#8217;autres crit\u00e8res de distinction, aboutissent en fait au m\u00eame r\u00e9sultat \u00bb<\/span><span style=\"font-weight: 400;\">. <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/PDF\/?uri=CELEX:61973CJ0152\">Ici<\/a>.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Le Pacte international relatif aux droits civils et politiques<\/b><span style=\"font-weight: 400;\"> (<\/span><b>PIDCP<\/b><span style=\"font-weight: 400;\">) qui prot\u00e8ge la libert\u00e9 de pens\u00e9e, de conscience et de religion, et garantit le droit de manifester sa religion ou ses convictions, individuellement ou en communaut\u00e9, en public ou en priv\u00e9 en son article 18.\u00a0<\/span><\/li>\n<\/ul>\n<p><strong>Ainsi, en droit on distingue deux types de discriminations\u00a0:\u00a0<\/strong><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>La discrimination directe<\/b><span style=\"font-weight: 400;\"> qui constitue en une diff\u00e9rence de traitement bas\u00e9e de mani\u00e8re explicite et donc directe sur un des crit\u00e8res prot\u00e9g\u00e9s par la loi.\u00a0<\/span><\/li>\n<\/ul>\n<p><i><span style=\"font-weight: 400;\">Exemple\u00a0<\/span><\/i><i><span style=\"font-weight: 400;\">: Une offre d&#8217;emploi stipule explicitement que les candidates portant un foulard ne seront pas embauch\u00e9es.<\/span><\/i><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>La discrimination indirecte<\/b><span style=\"font-weight: 400;\"> qui se produit lorsqu&#8217;une disposition, un crit\u00e8re ou une pratique apparemment neutre d\u00e9savantage de mani\u00e8re disproportionn\u00e9e un groupe de personnes par rapport \u00e0 un autre, en raison d&#8217;un crit\u00e8re prot\u00e9g\u00e9 tel que la religion, l&#8217;origine, le sexe, ou le handicap.<\/span><\/li>\n<\/ul>\n<p><i><span style=\"font-weight: 400;\">Exemple<\/span><\/i><i><span style=\"font-weight: 400;\">\u00a0: Une note de service d\u2019une entreprise interdit le port d\u2019un signe religieux \u00e0 tous ses salari\u00e9s et collaborateurs.\u00a0 <\/span><\/i><\/p>\n<h4><b>Que faire\u00a0?<\/b><\/h4>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">D\u00e9terminer la nature de la discrimination\u00a0: est-elle directe ou indirecte\u00a0?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Conserver les preuves (courriels, enregistrements, captures d\u2019\u00e9cran, t\u00e9moignages, etc.).\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Informer vos coll\u00e8gues, vos sup\u00e9rieurs hi\u00e9rarchiques ainsi que la direction des ressources humaines de la situation.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Saisir les repr\u00e9sentants du personnel.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Informer votre m\u00e9decin traitant, la m\u00e9decine du travail et l\u2019inspection du travail.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Saisir des organismes comp\u00e9tents en mati\u00e8re de discriminations\u00a0:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Unia (Centre interf\u00e9d\u00e9ral pour l&#8217;\u00e9galit\u00e9 des chances) qui est comp\u00e9tent pour tout type de discrimination.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Signaler votre situation aupr\u00e8s du service juridique du CCIE qui vous accompagnera \u00e0 chacune des \u00e9tapes. <\/span><\/li>\n<\/ul>\n<h4><b>Source\u00a0:\u00a0<\/b><\/h4>\n<ul>\n<li><span style=\"font-weight: 400;\">Article 9 de la Convention europ\u00e9enne des droits de l\u2019Homme.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Article 18 du Pacte international relatif aux droits civils et politiques.\u00a0<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Articles 10, 11 et 19 de la Constitution belge.<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Loi du 10 mai 2007 tendant \u00e0 lutter contre certaines formes de discriminations.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">CJUE 12 f\u00e9vrier 1974\u00a0: <\/span><i><span style=\"font-weight: 400;\">Giovanni Maria Sotgiu contre Deutsche Bundespost.\u00a0<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">CJUE 14 mars 2017\u00a0: Asma Bougnaoui et Association de d\u00e9fense des droits de l\u2019homme (ADDH) contre Micropole SA.\u00a0<\/span><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Mohammed souhaite acqu\u00e9rir un bien immobilier et visite\u00a0une maison avec sa maman qui porte le foulard et un v\u00eatement traditionnel. Sa candidature n\u2019est pas retenue. Lorsque sa s\u0153ur, qui ne porte pas le foulard, visite la m\u00eame maison, la candidature de celle-ci est retenue par l\u2019agent immobilier. Il se rend compte qu\u2019il a subi une [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":5625,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[437,436],"tags":[],"class_list":["post-5707","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-belgium-en","category-legal-en"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Direct or indirect discrimination? - Equitas<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/equitas.site\/en\/direct-or-indirect-discrimination\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Direct or indirect discrimination? - Equitas\" \/>\n<meta property=\"og:description\" content=\"Mohammed souhaite acqu\u00e9rir un bien immobilier et visite\u00a0une maison avec sa maman qui porte le foulard et un v\u00eatement traditionnel. 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