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Conclusion

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Chapter Summary

The complaint-based approach is too specific, too selective, and too individualized in perspective to be able to capture and remedy systemic discrimination in employment. Proactive regimes focus on bringing about an organizational change regarding three factors: employment systems (policies and practices of human resources management); the numerical representation and distribution of underrepresented ethnic groups; and organizational culture. The author identifies two broad conditions necessary for proactive regimes to effectively address systemic ethnic discrimination in employment: The proactive regime must obligate the employer to set up a framework of internal self-regulation. In order to ensure that the employer complies with its obligations, the proactive regime must establish an institutional framework for aiding, monitoring, negotiating, pressuring and ultimately enforcing the employer’s compliance.

Keywords: complaint-based approach; employment; ethnic equality; proactive obligation regimes; systemic discrimination; workplace

10.1163/ej.9789004154629.i-334.57
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