Uniforme metrische bibliotheek - Discrimination incidents

Discriminatory practices can be direct or indirect. Direct discrimination arises when an explicit distinction, preference or exclusion is made on one or more grounds. The indicator aims to evaluate the entity’s efforts to tackle workplace discrimination. Tracking and monitoring the number of incidents related to discrimination is a reliable performance indicator on this basis.

Regulatory Definition

According to the (EU) 2022/1288 of 6 April 2022, the metric is defined as "Number of incidents of discrimination reported in investee companies expressed as a weighted average"

• Commission Delegated Regulation (EU) 2022/1288 of 6 April 2022 supplementing Regulation (EU) 2019/2088 of the European Parliament and of the Council with regard to regulatory technical standards specifying the details of the content and presentation of the information in relation to the principle of do no significant harm . ANNEX I (Table 3, Additional indicators for social and employee, respect for human rights, anti-corruption and anti-bribery matters, Social and employee matters, Indicator 7, Point 1)

The type of discrimination can be varied such as racial discrimination, sex/gender discrimination, age discrimination, and disability discrimination. For example, a job advertisement for "men only" would constitute direct discrimination.