Antidiscrimination Office – why?
- In 2002, an Antidiscrimination Plan originating from the “inventory” of the City of Human Rights was developed. Point 3 suggested a creation of an Antidiscrimination Office: “This independent office should take care of all cases connected to discrimination based on skin colour, origin, religion, language, age, disability, as well as sexual orientation. It could exercise monitoring functions and if needed, refer to specialised institutions. Nevertheless, it should be equipped with adequate expertise itself. When it comes to a target group of migrants, it can be referred to the “Anti-Racism Hotline.” The creation of such an institution is to be planned by the political parties ÖVP and Grünen. The Integrationsreferat (Department for Integration) is assigned to create a model based on the 2003 concept of the Graz’s Büro für Frieden und Entwicklung (Graz’s Office for Peace and Development).” (Menschenrechtsbeiratsbericht der Stadt Graz 2007, page 80)
- Coalition Agreement between Graz’s political parties, Volkspartei and the Grünen- alternative Liste, for the district council period 2008-2013: Measures within the area of City of Human Rights, mid-term: “Establishment of an Antidiscrimination Office of Advocacy” (page 20)
- A 10-point program consisting of specific measure implementation for prevention and suppression of racism as part of joining the European City Coalition against Racism: “Victim support, in order to defend themselves against racism and discrimination more effectively” (point 3 of the 10 points program)
- Recommendation of the Human Rights Council of the City of Graz: “The Human Rights Council recommends the city of Graz to improve and broaden legal protection against discrimination. The city of Graz should perceive, document, and take legal action in discrimination cases, as well as to continually enhance victim protection for discrimination victims.” (Article of Human Rights of the City of Graz 2007, page 34)
- One of the goals, according to Point 3.3 from the Charter of Coexistence in Diversity in Styria, is to make a firm stand against discrimination, especially discrimination based on gender, skin colour, religion, national and social origin, sexual orientation, age, disability, etc.
- ECRI (European Commission against Racism and Intolerance): ECRI article regarding Austria on 2 March 2010, recommendation 39: “We at ECRI noticed that there is a large fragmentation when it comes to anti-discrimination legislation (more than 20 national and federal state laws), and that there are many institutions and lawsuits. This leads to a complexity of the Austrian system, which cannot simply be justified by federal structure. Furthermore, by doing this, it can keep the public at distance and in that way, compromise its efficiency. That is a weak point at which not only representatives of civil society have indicated, but also several international institutions.” (page 25)
Commentary:
Many years of counselling at Anti-Racism Hotline have clearly shown the importance of a single point of contact, clearing, monitoring and counselling office which runs a systematic documentation of discrimination cases. By public disclosure of summoned data, it helps to break the silence connected to racism and discrimination in many areas, determines its causes, and enables prevention and suppression of discrimination.
For example, everyday racism conducted in public places, which is an important type of discrimination, has risen 5% this year. The reasons for this increase are unknown.
For sociologists L.Berger and Thomas Luckmann, “everyday life” is the defining area in which people have their experiences. Accordingly, “small” forms of racism can be especially hurtful, and are taken in by the victims, agents, and “uninvolved” persons.
The innovation of the Antidiscrimination Office lies therefore in its attention to a variety of discrimination causes: gender, skin colour, ethnic or social origin, genetic features, language, religion, political or any other ideology, national minority, wealth, birth, disability, age or sexual orientation (EU Charter of Fundamental Rights).
Each discrimination experience, regardless of its cause and legality, is a violation of the dignity of the affected person, which, according to the Universal Declaration of Human Rights, should be supported: equality before the law and protection against discrimination is a universal human right. In this way, any kind of preference regarding discrimination cases is avoided, and protection is equally ensured for all discriminated groups.
For example, everyday racism conducted in public places, which is an important type of discrimination, has risen 5% this year. The reasons for this increase are unknown.
For sociologists L.Berger and Thomas Luckmann, “everyday life” is the defining area in which people have their experiences. Accordingly, “small” forms of racism can be especially hurtful, and are taken in by the victims, agents, and “uninvolved” persons.
The innovation of the Antidiscrimination Office lies therefore in its attention to a variety of discrimination causes: gender, skin colour, ethnic or social origin, genetic features, language, religion, political or any other ideology, national minority, wealth, birth, disability, age or sexual orientation (EU Charter of Fundamental Rights).
Each discrimination experience, regardless of its cause and legality, is a violation of the dignity of the affected person, which, according to the Universal Declaration of Human Rights, should be supported: equality before the law and protection against discrimination is a universal human right. In this way, any kind of preference regarding discrimination cases is avoided, and protection is equally ensured for all discriminated groups.