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Discrimination and the Roma Community 2014
10.
Talavera de la Reina.
Employment.
Direct discrimination.
An employment programme beneficiary approa-
ched the Acceder Programme in search of job offers. The person was given information on two job offers, one
from an energy company that was offering a commercial post. He was called for an interview to be held at a
local café. They agreed on a date and time and the employer asked him:
- “Sorry for being so direct, but can I ask you a question: Are you Roma? The applicant answered that
he was to which the employer replied:
- I’m sorry but my company is not interested in hiring Gypsies, Romanians or Ecuadorians ... “
This is a case of direct discrimination in the labour market prohibited by Directive 2000/43/EC and under Spa-
nish law.
11.
Sabadell.
Employment.
Direct Discrimination.
The FSG Sabadell office was seeking training internships for a
catering course organised by the Acceder Programme in Sabadell.
The enterprise mediator contacted a catering company, a family business, which had already worked with
Acceder on other occasions and had even hired a girl who did an internship there in the past. The mediator ex-
plained that they were looking for training opportunities for their students and the company expressed interest,
especially after the positive results they had with that girl they had hired. They were also interested in possible
tax breaks for new hiring.
After not hearing from the company for some time, the FSG called and spoke with the wife of the man whom
they had spoken to before. This woman asked them if Roma would be taking part in the training.
They replied that there were indeed Roma students on the course as well as non-Roma and North Africans, but
assured her that if she met them all, she would not know who was who.
The woman then said that she wanted Spaniards to which we answered that Roma are Spaniards. She then said:
“Well, you know what I mean.”
We then explained how the students had been carefully chosen and that all had proven to be very responsible
people who want to learn the catering business. The woman accepted this and allowed us to explain the pro-
gramme.
In the area of employment, Roma people who do not have the stereotyped physical appearance typically attri-
buted to this group, usually have an easier time finding a job and have no problems keeping it. However, discri-
mination arises when, one way or another, they are identified as Roma. That is when we see cases of harassment
and wrongful dismissal. These are clear examples of discrimination based on ethnic origin.
12.
Sabadell.
Employment.
Direct discrimination.
The FSG Sabadell office was seeking training internships for a
catering course organised by the Acceder Programme in Sabadell. They called a catering company in reply to an
email received through the hospitality guild in Sabadell looking for companies willing to take students for their
practical training.
The FSG introduced itself and explained the training it offers and the collaboration channels it envisaged. Their
interlocutor at the restaurant then asked whether we were going to send “Gypsies” and our response was that
we don’t know because we choose the students who best meet the profile requested. The person could be
Roma, non-Roma or North-African.
The woman said that that was fine and that they would be willing to accept a student trainee.
Afterwards, that same person said that she would be reluctant to host a Roma or North African trainee because
she had a bad experience in a business in Sabadell (Ca n’Oriach).