Debate: Equal treatment in employment and occupation in light of the UNCRPD
Date: MONDAY, 8 MARCH 2021
Speaker: Helena Dalli
Language: EN

As you rightly pointed out in your report, having the right skills and qualifications is a prerequisite for accessing and succeeding in the labour market, and participation in employment is the best way to ensure economic independence and social inclusion. We also support your call for a non-discriminatory workplace. Discrimination has no place in the EU, and therefore we pay significant attention to the implementation of the EU equality directives, including the Employment Equality Directive. This debate is very timely. Just a few days ago, the Commission launched a new strategy for the rights of persons with disabilities. It builds on our previous exchanges on your report, on the evaluation of the previous strategy, and on a broad consultation with key partners which took place last year. The strategy confirms the great attention that the Commission attaches to equality and non-discrimination and its commitment to implement the UN Convention on the Rights of Persons with Disabilities within the field of EU competences. We know that this House provides the same level of attention to this area of policy as we do, and I thank rapporteur Langensiepen and the whole Committee on Employment and Social Affairs (EMPL) for their continuous work on this topic. Your contribution is very important for us. The Commission is continuously monitoring the implementation of the Employment Equality Directive. It is currently preparing its third report on the Directive’s application, together with the application of the Racial Equality Directive. In preparing the new report we took due account of the report by MEP Langensiepen, as well as of the related European Parliament study. I fully agree that awareness of the rights and obligations deriving from the EU Equality Directive is essential for employers and for workers. Reasonable accommodation of persons with disabilities has also to be better understood and applied in practice by employers. I also agree that poor and uneven enforcement and low sanctions of violations may diminish the effectiveness of EU law. I am also well aware that the Directive does not legally require Member States to designate an equality body, while equality bodies play a central role in the implementation of the equal treatment directives. The upcoming Commission report will touch upon all these issues. On this basis, the Commission may propose, as appropriate, a legislative initiative aiming at strengthening the role of equality bodies. Our new disability strategy promotes the social and economic inclusion and participation of people with disabilities in society, free from discrimination and in full respect of their rights on equal basis with others. First, the strategy emphasises that the job environment needs to be accessible. Accessibility and reasonable accommodation must go together to create appropriate conditions for inclusive labour markets. We will pay close attention to the correct implementation and evaluation of all EU rules regulating accessibility and identify gaps and needs for further legislative actions. The Action Plan on the European Pillar of Social Rights announced the target of an employment rate of 78 percent for the adult population with the 2030 horizon. Yet the employment gap between persons with and without disabilities remains high, and further actions are needed to reduce it. The strategy aims at fostering access to quality and sustainable employment. In 2022, the Commission will present a package to improve labour market outcomes of persons with disabilities, seeking further cooperation with the European Network of Public Employment Services, social partners and organisations of persons with disabilities. We also call on the Member States to establish targets for increasing the employment rate of persons with disabilities and to facilitate self-employment and entrepreneurship. We encourage the use of EU funds. The Commission will also continue to promote inclusive education, which lays the foundations for an inclusive labour market. Free movement is a basic right and a fundamental EU freedom. Persons with disabilities still face obstacles in their enjoyment of this right, among others, because their disability status is not recognised among Member States. To improve this, we propose to build on the pilot project of the European Disability Card, implemented so far in eight Member States, with a view to extending it by the end of 2023 to all Member States. And yes, we at the Commission want to lead by example. We will adopt a renewed HR strategy that will include actions to promote diversity and inclusion of persons with disabilities. Furthermore, we intend to act in the areas of accessibility of our buildings and communication. We know that a strong commitment is needed to implement this strategy successfully and to support persons with disabilities to fully enjoy their rights. We will work closely with Member States, stakeholders, persons with disabilities, and we want to work closely with all the stakeholders, especially with persons with disabilities. Nothing about persons with disabilities without persons with disabilities.