Discrimination,this concept is not easy to define. In 1998, the High Council for Integration (HCI) designated the term like “any action or attitude that leads, in the same situation of departure, to an unfavourable treatment of persons by reason of their nationality, origin, colour of skin or religion, whether or not a discriminatory intention is at the origin of this situation.” (Eckert & Primon, 2011). The concept of discrimination cannot be studied alone. Indeed, this notion is based on a negative attitude (prejudice) and negative beliefs (stereotypes).
we can say that discrimination can apply in different areas, including at work but how it translates that ? Finding a job is one of the ways in which individuals integrate into society. However, for years France has been experiencing an employment crisis, amplified by the current pandemic context (Lambert, et al, 2020). When we look at the French contexte,which the motto is “Freedom, equality, fraternity”. It is then legitimate to ask ourselves about the real application of this equality when hiring? Are we really all equal, regardless of employment? the french law prohibits discrimination in employment (Cediey & Foroni, 2017). However, France is perceived as being part of the countries of the European Union where discrimination is felt with the most intensity (Carcillio & Valfort, 2018). Despite a French policy claiming to be against discrimination, we cannot deny the existence of a discriminatory phenomenon in our country, especially at work. On the labour market, discrimination is presented as, unequal treatment of completely identical individuals in terms of their performance and employability (Carcillio & Valfort, 2018).
Discrimination is not always based on a single dimension.it may include several factors,in which case we are talking about multiple discrimination. It was defined in 2001 at the UN World Conference against Racism in Durban as a “unequal treatment based on several characteristics such as sex, social status, skin colour, religious affiliation, sexual orientation or disability” (Bovin, 2009). There is a distinction between “additive discrimination” which is concise to what these grounds in question are added. And intersectional discrimination or grounds of discrimination interact with each other (Martin,2011).
What is intersectionality? The concept was first introduced in 1991 by jurist Crenshaw. It presupposes that the interaction between “the different identity media and whose product differs from the sum of these media” (Faure, 2017).Intersectional analysis has been developing since its emergence from critical race feminism in the 1980s when it was used to conceptualize the inter-relationship of race and gender and, particularly, the experiences of discrimination and marginalization of black women in employment.
Through my memory work, the theme of which was discrimination against women at work, I was able to realize that intersectinnality had a real impact on women’s perception of the discrimination they suffered in their professional lives.Indeed, I have observed many results such as an increase in perception and a feeling of privilege on the part of women who had fewer discriminating factors and a feeling of disadvantage on the part of those who had more.
In conclusion, we can say that discrimination at work is a real phenomenon and that an individual can be discriminated on several factors that define him and that these factors can interact with each other. This is why it is important to take into account the intersectional approach when studying discrimination at work.
Bibliography
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