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학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
초록· 키워드
오류제보하기
It is insufficient to forbid direct discrimination, since equal treatment is not sufficient to address inequality in society. Equal treatment may lead to unequal results; treating people in the same way regardless of their differing backgrounds frequently entrenches difference. Thus selection criteria based on educational qualifications, full-time working, mobility, height/weight, experience or length of service will exclude those who have been deprived of proper schooling or those with primary responsibility for child-care. It is in recognition of this that the concept of indirect discrimination was shaped, originally in US case of Griggs v. Duke Power. This concept has been rapidly spread around the world.
In Korea, the concept of indirect discrimination was introduced in the Sexual Equality Employment Act 1999 that was amended in 2001. The act provides that, an employer discriminates against a woman(or man) if the employer applies to her(him) a condition of recruitment or employment which he applies equally to a man(woman) but (i) which is such that the proportion of women(men) who can comply with it is considerably smaller than the proportion of men(women) who can comply with it, and (ii) which the employer cannot show to be justifiable irrespective of the sex of the person to whom it is applied, and (iii) which is to her(his) detriment because she(he) cannot comply with it.
The forbidden of indirect discrimination by the Act has a very significant meaning, but there are also some limitations. If an employer commits an offense against the Act, he will be punished by a fine. However this means of enforcement is insufficient for the purpose of this Act. It cannot be an efficient relief for the victims. Instead of punishment by a fine, this article proposes that it will be better to impose the offender the responsibility of damages which has considerably chilling effects to him.
In Korea, the concept of indirect discrimination was introduced in the Sexual Equality Employment Act 1999 that was amended in 2001. The act provides that, an employer discriminates against a woman(or man) if the employer applies to her(him) a condition of recruitment or employment which he applies equally to a man(woman) but (i) which is such that the proportion of women(men) who can comply with it is considerably smaller than the proportion of men(women) who can comply with it, and (ii) which the employer cannot show to be justifiable irrespective of the sex of the person to whom it is applied, and (iii) which is to her(his) detriment because she(he) cannot comply with it.
The forbidden of indirect discrimination by the Act has a very significant meaning, but there are also some limitations. If an employer commits an offense against the Act, he will be punished by a fine. However this means of enforcement is insufficient for the purpose of this Act. It cannot be an efficient relief for the victims. Instead of punishment by a fine, this article proposes that it will be better to impose the offender the responsibility of damages which has considerably chilling effects to him.
목차
1. 문제의 제기
2. 간접차별의 의의와 근거
3. 간접차별의 요건
4. 간접차별위반의 효과
5. 결론 - 간접차별의 실효적 구제를 위해
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UCI(KEPA) : I410-ECN-0101-2009-336-013722118