Well you wrote your CV sufficiently convincing, full of important and useful information supplied hast a little punchy cover letter, the tender classy photos ... everything that you did a good start to getting a job. It comes with the phone, they were called for an interview, which of course also prepare, review the possible issues drills in your elevator speech, and thought out what you're going to ask. But this - a mother with small children - not enough ...
If you already applied for a job as a mother, you know very well what you are going to encounter issues. Want to have children, how many children there are, how old, can anyone trust them when they are sick ... Annoying? YES! Discrimination? YES! Can you do about it? YES!
Most people do not even know when it crosses the HR or the potential future boss a delicate little boundary that should not be ... at first but come the innocent questions and then slowly we are there to the private lives depths delve into And unfortunately ... not even need to get to the interview. teeming with discriminatory job advertisements conceptualizations most age and sex of the candidates want to be pre-determined by the employer, but in some cases limit the chances of job seekers on the basis of residence. They have a right to it? No! But they will do as long as there are no many of them, as if there is no sanction would be held into why the law? So let's start with the basics: if you know what the law says, you can also contact you in case of infringement.
2003 on Equal Treatment and Promotion of Equal Opportunities. Act CXXV. Law sets out in detail what is forbidden on the basis of the characteristics of discrimination: this includes, inter alia, gender, marital status, motherhood and age well. That is not because women are, not because they are married (this is, do you, dear employers means that your child will soon be), not because your child has or does not discriminate on the basis of your age anywhere. Neither the selection procedure, nor later, during the employment relationship.
Accordingly, therefore, not the kind you might ask HR, how many children do you have, how old are you planning to (have) a child recently, if so, when, and how many years you want to stay home with him. Likewise, we should not be a consideration of what religion you practice, what the color of their skin or where you come from that. These are all protected characteristics, which clearly sets forth the law, and under which procedure is initiated in case of violation of the Equal Treatment Authority by filing against employers performing discrimination. So far, the theory holds.
The practice is that if you write your CV, your child is not in your name, you deny it, then invited for, but if it turns out you can certainly "munching" a line on the interviewer.
But normally you can talk about: In my previous job when I graduated selection, I could always talk about it in a way that no candidates have been infringed. If someone was looking for my own team, I said that I am a mother with a small child there, and let me tell you how we work, how much flexibility fit. Because there was no discrimination on goal, but informed the applicants.
Let us add that there are cases where you really can and should talk about it and decide accordingly. The law also specifies that, as may be appropriate based on the nature of work or the nature of the discrimination (the simplest example of a female nude sunbathing Place the cleaning lady job advertisements) or if this is discrimination based on religious belief, and because of the content or nature of the occupational activity is justified ( In case of a Catholic catechist of the Catholic religion as a condition). In doing so, however, a small percentage, I almost did not see it in practice.
In all other cases, however, most people fail to do this to them. But in case of discrimination, the burden of proof is reversed, that is, the official announcement is enough to start the case, the evidence can not be provided to you, but the employer must prove that it is not guilty of discrimination. Of course, when an anonymous ad gives up someone, it's hard to figure out which company is behind it, and there is unfortunately essential to the process. But if you're there in the company of discrimination issues and raining on us, why not switch neatly, gently and imperceptibly your phone, so it would be more evidence ... And then you can walk nicely on to the Authority and take action.
Moms, I know there are sometimes unconventional ideas, but just as the labor law matters, here too I can only say: if you can not stand up for yourself, wondering what will change the world and whom we expect? The government, the legislators, the society? The employers that will come to reason? This will never happen without us ... we have to do something. Because affiliation will be required of you have to work best, you want to work :-), but only if the number of children and age is the only yardstick, then apply for one and a half years without success!
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