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The effects and limits of anti-discrimination law in The Netherlands
6. Conclusion
Almost everyone we interviewed agreed with the principle of equal treatment. Nevertheless, the general effects of anti-discrimination legislation are limited. In particular situations and in some branches of industry, application of the Act gives rise to problems, or the Act is neglected altogether. It is hard to isolate the general
effects of the Equal Treatment Act from other relevant factors, e.g. the rising education of women and ethnic minorities, growing number of part-time workers, changing patterns in family life, increasing shortages in labour, and the growing duration of residence in The Netherlands of immigrants. The general effects of the
anti-discrimination legislation are probably rather limited and support existing social processes of emancipation.
The general effects of the legislation may be indirect. Publicity of the legislation, the Commission and judgements by the Commission may contribute to the social acceptance of the principle of equal treatment, and the idea that discrimination should not be allowed. In the long run, these ideas will spill over to, for instance, personnel management, without actors perceiving this as an effect of the legislation. These diffuse effects are hard to demonstrate, however.
The special effects are concentrated in the few hundred cases the Equal Treatment Commission deals with every year. Discrimination is not always recognised as such and it is very hard for an employee and even for a trade union or works council to challenge discrimination by the employer or colleagues.
In general, the support for equal treatment is high. However, knowledge of specific legal provisions is deficient. It seems that people agree with the general notion of equality and therefore presume that their own behaviour is in accordance with the law. Implementation of equal opportunity laws in organisations may be prevented by lack of knowledge and information about legal requirements, existing routines and traditional ways of doing things within organisations, and expected costs of compliance. The enforcement of Dutch anti-discrimination legislation is left mainly to individual victims of discrimination, who have to take action to enforce the law. This is hampered by inadequate knowledge about the legal rules, inadequate support and expert legal assistance, and possible victimisation of complainants.
The limited impact of the legislation is explained by the choice of the legislator to let victims enforce the law, the rather passive attitude of the Equal Treatment Commission, and the limited actions undertaken by interest organisations of the beneficiaries. Only anti-discrimination bureaus regard it as part of their task to enforce compliance with anti-discrimination legislation. Despite the extensive legal protection against discrimination, some discriminatory practices are persistent.