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Discrimination in Legal Employment Relationships. Ethnic Origin

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  • Dragos-Lucian Radulescu

    (Oil and Gas University of Ploiești, Romania)

Abstract

Ethnic discrimination in legal employment relations involves the application of differential treatment by the employer, without acknowledging protected criteria relating to race, nationality, color, ethnic origin, language or national origin, including nationality or religion in association with race, with the aim of restricting, removing the use or exercise of the rights of employees from groups considered disadvantaged. Discrimination imposes a regime of inequality and intolerance towards persons belonging to ethnic minorities, thus excluding them from access to jobs or treating them differently after recruitment compared to employees belonging to the majority, in a comparable situation in terms of duties, or treating them in the same way, even though they had different duties in the labor process. The article analyzes ethnic discrimination, with reference to the European legislative framework on the subject, with reference to international and European regulations and relevant case law.

Suggested Citation

  • Dragos-Lucian Radulescu, 2025. "Discrimination in Legal Employment Relationships. Ethnic Origin," RAIS Conference Proceedings 2022-2025 0525, Research Association for Interdisciplinary Studies.
    • Handle: RePEc:smo:raiswp:0525
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    References listed on IDEAS

    as
    1. Kevin Lang & Jee-Yeon K. Lehmann, 2012. "Racial Discrimination in the Labor Market: Theory and Empirics," Journal of Economic Literature, American Economic Association, vol. 50(4), pages 959-1006, December.
    2. Kaas Leo & Manger Christian, 2012. "Ethnic Discrimination in Germany’s Labour Market: A Field Experiment," German Economic Review, De Gruyter, vol. 13(1), pages 1-20, February.
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