ΕλληνικάWhat is the labor market reality in Greece?
The Deputy Ombudsman is talking to us about what is “hidden” behind the curtain of the private sector.
by Nataliya Redina – Diversity Network Officer in Generation 2.0RED
Employment is an inseparable part of human life and many times even a crucial part of one’s personality regardless of their ethnic background, age, gender, religious beliefs, disabilities or sexual identity. Since our society consists of all these “differences”, someone would easily presume that a work environment reflects this “colorful” variation. Nonetheless, what is happening when this is not the case? A lot of questions arise during the job search and hiring processes. Questions such as “if there is not equal access of all to all job positions, then who is “eligible” and to what extent? Specific professions, workplaces, incomes, benefits and working conditions accessible by specific populations whereas those are not accessible by others. The question on which we focus today is “Why is this happening?” In practice, we see that there is a range of answers depending on any given situation. We will explore some of these answers, evaluate the already available management tools in order to design new ones and, finally, we will assess how inclusive is the labor market in Greece overall.
In the context of the activity Diversity in the Workplace, we met the Deputy Ombudsman, Mrs. Kalliopi Lykovardi, lawyer, specialized in the protection of human rights. We discussed about the work culture in Greece and how open is it toward “Diversity”. The activity “Diversity in the Workplace” was created to cover the need that exists in supporting the private sector in terms of being aware of legal framework on discrimination in the workplace set by the law 4443/2016, and also to provide counselling for privet sectors who are recruiting employees with migrant or refugee profile.
Public and private initiatives are available to support employees, starting with information provision on their labor rights, empowering and raising awareness and continuing further by providing education and/or trainings on skills that increase the chances of hiring. However, when a well-prepared job applicant is stepping into the Greek labor market, he/she soon discovers that the labor market is not prepared enough to successfully include whatever “diversity” he/she brings along. But before we “attack” the private sector for potential discrimination, let us see how informed are employers and Human Resources Managers that supportive entities do exist regarding these topics.
“What you mention is an existing gap. We face it often when we are going to investigate a report. We face ignorance on the framework. We face ignorance on the law even for the simplest thing: I don’t dismiss a pregnant woman from her job, or how I recruit an HIV positive employee in the workplace. There is a deep need for the employers to comprehend in depth and pass beyond the curtain, which is not pulled.
Practically, beside the self-management, employers do not know how to support recruitment towards others- colleagues and/or clients-, who will be in direct contact with a different” employee. Many times, they seem puzzled and they reply to us “I don’t know what the right way is, I just thought it might be like that”. This is the case more when they publish job advertisements that fall into to direct or indirect discrimination. In terms of that, we notice that people are willing to discipline, we see less and less job advertisements looking for “Greek woman”. However, they still exist, mostly in housekeeping. With your help* , after gathering the material, we created a tool of pressure towards big Job Advertisement websites with guidelines on amending the policy of the content published”.
Considering the Greek Ombudsman’s reports, how would you comment on the entrance of workforce of refugee or migrant background into the Greek labor market? Have they entered smoothly the labor market?
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«The question is: Have they entered the labor market?
The main issue for the people who will remain here is to transit harmoniously from the crisis management to a complete action plan that includes education, accommodation and employment. For example, opening a payroll bank account is directly associated with the type of employment since without having one, a recruitment is not possible; a procedure that has not been clarified yet. As such, you cannot design social and work inclusion while the previous typical procedures are not ensured. Due to this, populations tend to be on the margins and xenophobic behaviors are promoted. We need State mechanisms to raise awareness and soothe the tension. Only when all these are fulfilled, we will be able to talk of those populations entering the labor market.
Otherwise, through the reports to the Greek Ombudsman we can’t define many things. You will rarely hear: “He fired me because I am a foreigner”. They will mention mostly that they were not paid. Exactly here is the role of the Labor Inspectorate to be alert for hidden discrimination and to refer this to the Greek Ombudsman. But it is extremely important for employees to report early, when they understand that “you will not get the job because you are who you are” or if they see early signs. If this ends up to making a complaint, it will be difficult to restore a good work ambiance and we cannot force someone to keep at work an employee they don’t want. Besides, the role of the Greek Ombudsman is primarily to mediate and reconciliate.
Other reason for the fact that no reports are made and this a concern of us is the abolition of the “Grounded Reason for dismissal” and the spread of rumor within a field that “this person is making complaints”. In these cases, the role of Ombudsman is present and clarifies to the new employer what it means to claim your rights. Our protection does not end while the employee is being discriminated even because he/she did a report to us”.
We have discussed about the crucial part of the support to employees that are facing any kind of discrimination in the workplace. I would like to ask you what is happening with the support to private entities regarding those given issues. If someone wishes to open and evolve in terms of diversity in the workplace is there any supporting body engaged in information provision and management?
«For sure there is nothing organized currently in Greece. Smaller businesses manage diversity as they can, the larger ones have even separate departments that are engaged in Social Responsibility, although even there, issues arise. In few cases, the Greek Ombudsman can provide information, although we cannot fully cover the needs in Athens. For those out of Athens, where the need is bigger, this is out of the question..
We have designed some informative leaflets, available in different languages, however we support and encourage activities like yours of the Diversity in the Workplace, that are filling this gap. For sure, private initiatives are not enough. Since the needs are big, there are still many things to be done in practice but also concerning the legal framework. Maybe some are considering the labor issues as luxury and notably amid the crisis. The way that those matters are being communicated to the public is of major importance. We recognize here the role of the Media, the Courts, the Civil Society and of course of the stakeholders, since all the “architecture” is suffering.
As I mentioned before, we are encouraging supportive activities to the private sector, as we understand that there are different attitudes towards discrimination. Some sectors are more protected because there is a strict context and there are penalties that they care for more than for others. I would say that the penalty is not the ideal way, but it can make the difference when you wish to make a change. Of course, I am not speaking about imprisoning the one who wishes to rent their house only to a Greek; for thοse, a personalised, personal intervention is worth to be designed, to explain to this person. They are few, but there are also those who comprehend and seek solutions”.
Apart from the Guide “Respect Makes the Difference” for public servants, what plans do you have for supporting the private sector?
“For 2020, we are preparing the Guide of Reasonable Adjustments for the orderly employability of people with disabilities, since the particular population is not recruited at all in the private sector. Moreover, we are preparing in a more structured way the text on recommendations/guidance of policy in job advertisements. It is a pleasant surprise that some websites follow these policies without any recommendation by us. Of course, we would like to deal with topics of national/ethnic diversity, it is one thing in our immediate plans, and it is also a personal concern of mine. I am perceiving a worrying expression of xenophobic reactions. Before we act, we are waiting for the tension to be released and a more structured integration context to be created for the people who are transferred from the islands”.
What else would you like from us for your work to be facilitated?
“For sure, we would like you to support whoever faces discrimination, even in the communication with them. At the Ombudsman they can speak maybe even French, at the Labor Inspectorate perhaps they won’t be served even in English”.
Our conversation with the Deputy Ombudsman Mrs. Kalliopi Lykovardi, lawyer, specialized in the protection of human rights, was fruitful and interesting in terms of feedback and redefining goal setting and practices. After peeping shortly behind the curtain of the labor reality, we realized the distance we need to travel until a modern, inclusive work environment is structured. However, it is important to highlight that progress must be made from both sides, employers and employees; progress that will include acceptance of any ignorance, information seeking, openness to diversity, training and collaboration; collaboration between authorities, organisations and companies, which will support and embrace diversity wherever it is coming from.
*For several months the Career Counselors of the organization Generation 2.0 RED were collecting and sharing weekly with the Greek Ombudsman job advertisements promoting discrimination toward applicants. Based on that material the Ombudsman created a tool of pressure for big sites that facilitate job announcements in Greece.
