Anne Hartung

In short, the problem faced by Luxembourg’s bodies for combating discrimination is how responsibilities and powers are assigned amongst them. Their resources and missions need to be better coordinated to avoid overlaps and ensure efficiency. (ECRI, 2012; MIPEX, 2012226). A study carried out in 2011 for the CET (Messaoudi and Margue, 2011) suggests that racial/ethnic discrimination is the most frequent form of subjectively perceived discrimination in Luxembourg (37% of the 1,025 respondents), followed by discrimination on grounds of nationality and sexuality (25% and 24% respectively). Religious discrimination and linguistic discrimination were mentioned far less (10% and 5% respectively). Subjectively ethnic/racial discrimination has increased in Luxembourg between 2009 and 2011. A fifth of all first-mentioned discriminatory acts occurred at the workplace, the most frequently cited place of discrimination. The share increased slightly from 19 per cent to 21 per cent between 2009 and 2011. In terms of reactions, 53 per cent of the persons ‘did not do anything’ while 22 per cent informed their supervisor and only 6 per cent filed a complaint (police, Luxembourgish administration, and so on). The most common reasons stated for not reporting acts of discrimination were ‘did not want to do it/resignation’ and ‘feeling of incapacity towards the system’ (31% and 23% respectively). Of those who experienced discrimination, 17 per cent had been discriminated against a second time.

Proposition de citation

Hartung, A. (2013). Luxembourg. In International Organization for Migration (Hrsg.), Migration, Employment and Labour Market Integration Policies in the European Union (2011) (S. 201–208).

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