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There are different types of discrimination: direct discrimination, indirect discrimination, inadequate accessibility, harassment, sexual harassment, and instructing to discriminate. If an employer/educational institution learns of an employee (including temporary personnel and interns), a student or applicant can have been subjected to harassment or sexual harassment the employer/education provider is obligated to investigate the situation that has arisen and, when appropriate, take reasonable measures that can be required to prevent that such offensive behaviour/disadvantage occurs in the future.

The Anti-Discrimination Law also covers a prohibition against retaliation in Chapter 2 Section 18. This section is primarily about punishments aimed at someone who has reported or complained that their employer/the education provider has not been abiding by the Anti-Discrimination Law.

motives for discrimination

There are seven motives for discrimination that are covered by the prohibition against discrimination. These are: sex, transgender identity or expression, ethnicity, religion or other belief system, disability, sexual orientation or age. The following definitions have been taken directly from the descriptions provided by the Discrimination Ombudsman.

Read more on DO’s webpage

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