{"id":1097,"date":"2018-08-03T13:55:08","date_gmt":"2018-08-03T11:55:08","guid":{"rendered":"http:\/\/qys.sk\/?p=1097"},"modified":"2018-08-03T13:55:08","modified_gmt":"2018-08-03T11:55:08","slug":"qys-radi-ako-riesit-diskriminaciu-a-obtazovanie-lgbtq-ludi-na-pracovisku","status":"publish","type":"post","link":"https:\/\/duhovyrok.sk\/qys\/qys-radi-ako-riesit-diskriminaciu-a-obtazovanie-lgbtq-ludi-na-pracovisku\/","title":{"rendered":"QYS rad\u00ed ako rie\u0161i\u0165 diskrimin\u00e1ciu a ob\u0165a\u017eovanie LGBTQ \u013eud\u00ed na pracovisku"},"content":{"rendered":"<p><i><span style=\"font-weight: 400\">V\u00a0pr\u00edpade, \u017ee m\u00e1te konkr\u00e9tny probl\u00e9m s\u00a0diskrimin\u00e1ciou a ob\u0165a\u017eovan\u00edm na pracovisku kv\u00f4li sexu\u00e1lnej orient\u00e1cii a\/alebo rodovej identite, m\u00f4\u017eete nap\u00edsa\u0165 aj do na\u0161ej poradne cez <strong><a href=\"http:\/\/qys.sk\/poradna\/\">online formul\u00e1r<\/a><\/strong><\/span><\/i><i><span style=\"font-weight: 400\"><strong>\u00a0<\/strong>a\u00a0na\u0161i odborn\u00edci a\u00a0odborn\u00ed\u010dky v\u00e1m poradia. <\/span><\/i><\/p>\n<p><span style=\"font-weight: 400\">LGBTI \u013eudia b\u00fdvaj\u00fa obe\u0165ami ob\u0165a\u017eovania v\u00a0pr\u00e1ci, b\u00fdvaj\u00fa prepusten\u00ed pre svoju orient\u00e1ciu alebo transrodov\u00fa identitu, je im zamedzen\u00fd postup v\u00a0kari\u00e9re. Tak\u00e9to spr\u00e1vanie vo\u010di nim vypl\u00fdva z\u00a0homof\u00f3bnych a\u00a0transf\u00f3bnych predsudkov, pod\u013ea ktor\u00fdch ide o\u00a0nie\u010do nemor\u00e1lne, proti pr\u00edrode a\u00a0skazen\u00e9, pri\u010dom tak\u00e9to presved\u010denia vedeck\u00e9 fakty d\u00e1vno vyvr\u00e1tili. <\/span><\/p>\n<p><span style=\"font-weight: 400\">Ob\u0165a\u017eovanie alebo diskrimin\u00e1cia na z\u00e1klade sexu\u00e1lnej orient\u00e1cie a\u00a0rodovej identity v\u00a0pr\u00e1ci m\u00f4\u017ee ma\u0165 r\u00f4zne formy. Pod\u013ea slovensk\u00e9ho antidiskrimina\u010dn\u00e9ho z\u00e1kona je v\u0161ak tak\u00e1to diskrimin\u00e1cia na pracovisku a v\u00a0zamestnan\u00ed zak\u00e1zan\u00e1. <\/span><\/p>\n<p><strong>Je jedno, \u010di zneva\u017euj\u00faci jazyk poch\u00e1dza od z\u00e1kazn\u00edka, kolegu alebo nadriaden\u00e9ho, \u010di nadriadenej, je to neakceptovate\u013en\u00e9.<\/strong><\/p>\n<p><span style=\"font-weight: 400\">Pre transrodov\u00fdch \u013eud\u00ed je tie\u017e napr\u00edklad probl\u00e9mom, \u017ee z\u00e1konn\u00edk pr\u00e1ce ani \u010fal\u0161ia\u00a0legislat\u00edva nestanovuj\u00fa povinnos\u0165 zamestn\u00e1vate\u013ea zmeni\u0165 na po\u017eiadanie potvrdenie o zamestnan\u00ed v\u00a0pr\u00edpade, ak osoba m\u00e1 pr\u00e1vne uznan\u00fd prepis rodu (to znamen\u00e1, \u017ee maj\u00fa zmenen\u00fd rod\/pohlavia napr\u00edklad aj v\u00a0ob\u010dianskom preukaze). <\/span><\/p>\n<h6><b>Ak\u00e9 s\u00fa formy diskrimin\u00e1cie a\u00a0ob\u0165a\u017eovania LGBTI \u013eud\u00ed <\/b><\/h6>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">\u00fato\u010dn\u00e9 a zosmie\u0161\u0148uj\u00face pomenovania a\u00a0stereotypiz\u00e1cia, ako napr\u00edklad, \u017ee LGBTI \u013eud\u00ed volaj\u00fa homo\u0161, buz\u00edk, teplo\u0161ko, mu\u017eatka, transka a\u00a0in\u00e9, <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">vtipy, ktor\u00e9 posil\u0148uj\u00fa nepravdiv\u00e9 stereotypy o\u00a0LGBTI \u013eu\u010foch, <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">znaky alebo plag\u00e1ty, ktor\u00e9 podce\u0148uj\u00fa, zneva\u017euj\u00fa LGBTI \u013eud\u00ed, <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">e-maily, telefonick\u00e9 spr\u00e1vy alebo konverz\u00e1cie, ktor\u00e9 maj\u00fa za cie\u013e ob\u0165a\u017eova\u0165 osobu na z\u00e1klade jej sexu\u00e1lnej orient\u00e1cie alebo rodovej identity,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">hrub\u00fd alebo vulg\u00e1rny jazyk, alebo fyzick\u00e9 n\u00e1silie, ktor\u00e9 m\u00e1 \u00famysel pon\u00ed\u017ei\u0165, zosmie\u0161ni\u0165 alebo zrani\u0165 niekoho na z\u00e1klade sexu\u00e1lnej orient\u00e1cie alebo rodovej identity,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">v\u00fdpove\u010f, odmietnutie benefitov alebo stratu pr\u00e1ce pre sexu\u00e1lnu orient\u00e1ciu alebo rodov\u00e9 vyjadrenie,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">zasahovanie do a kritizovanie pr\u00e1ce zamestnanca alebo zamestnankyne po zisten\u00ed, \u017ee je gej, lesba alebo transrodov\u00e1 osoba,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">tvrdenie, \u017ee heterosexu\u00e1lna osoba je napr. \u00a0gej a\u00a0ob\u0165a\u017eova\u0165 ju tak, to znamen\u00e1, \u017ee t\u00e1to diskrimin\u00e1cia sa m\u00f4\u017ee t\u00fdka\u0165 aj heterosexu\u00e1lnych a\u00a0cisrodov\u00fdch \u013eud\u00ed, najm\u00e4 ak nespadaj\u00fa do klasick\u00fdch kol\u00f3niek mu\u017esk\u00e9ho a\u00a0\u017eensk\u00e9ho,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">st\u00e1le upozor\u0148ovanie na sexu\u00e1lnu orient\u00e1ciu zamestnanca, aj ke\u010f to nem\u00e1 ni\u010d spolo\u010dn\u00e9 s\u00a0jeho alebo jej pr\u00e1cou, alebo t\u00e9mou, ktor\u00fa preberaj\u00fa,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">sexu\u00e1lne ob\u0165a\u017eovanie, zneu\u017eitie, kedy v najhor\u0161om pr\u00edpade sa LGBTI \u013eudia m\u00f4\u017eu sta\u0165 obe\u0165ami sexu\u00e1lneho ob\u0165a\u017eovania, napadnutia alebo zn\u00e1silnenia, m\u00f4\u017eu dost\u00e1va\u0165 hrozby v\u00a0pr\u00e1ci, alebo by\u0165 vydieran\u00ed, \u017ee zverejnia ich identitu. <\/span><\/li>\n<\/ul>\n<h6><b>Konkr\u00e9tne pr\u00edklady diskrimin\u00e1cie na pracovisku<\/b><\/h6>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Na z\u00e1kladnej cirkevnej \u0161kole prepustili u\u010dite\u013eku z d\u00f4vodu, \u017ee \u017eije s inou \u017eenou a mohla by d\u00e1va\u0165 zl\u00fd pr\u00edklad de\u0165om. <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Mu\u017ea prepustili zo zamestnania, preto\u017ee bol &#8222;z\u017een\u0161til\u00fd&#8220; a\u00a0klienti sa na to s\u0165a\u017eovali. <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Zamestn\u00e1vate\u013e neprijal transrodov\u00fa \u017eenu na pracovn\u00e9 miesto, preto\u017ee v\u00a0ob\u010dianskom preukaze mala mu\u017esk\u00e9 meno, ako ofici\u00e1lny d\u00f4vod uviedol, \u017ee nemala dostato\u010dn\u00fa kvalifik\u00e1ciu, n\u00e1sledne zistila, \u017ee tam prijali osobu s\u00a0rovnakou kvalifik\u00e1ciou. <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Gej, ktor\u00fd bol cross dresser, bol prepusten\u00fd z\u00a0pr\u00e1ce, preto\u017ee hovoril ako \u017eena a\u00a0inak bol poni\u017eovan\u00fd pre sexu\u00e1lnu orient\u00e1ciu. <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Transrodov\u00fd mana\u017e\u00e9r bol prepusten\u00fd, preto\u017ee pou\u017eil \u017eensk\u00fa toaletu. <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Predajca bol sexu\u00e1lne ob\u0165a\u017eovan\u00fd spolupracovn\u00edkom, preto\u017ee bol gej a\u00a0vyhr\u00e1\u017eal sa mu vyoutovan\u00edm.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Neziskov\u00e1 pracovn\u00ed\u010dka bola sexu\u00e1lne ob\u0165a\u017eovan\u00e1 nadriaden\u00fdm mu\u017eom, preto\u017ee d\u00fafal, \u017ee ke\u010f\u017ee je lesba, bud\u00fa ma\u0165 trojku. <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Predajca strojov bol zbit\u00fd a\u00a0fyzicky zneu\u017eit\u00fd, preto\u017ee bol gej.<\/span><\/li>\n<\/ul>\n<h6><b>\u010co si potrebujete uvedomi\u0165, ke\u010f sa v\u00e1m diskrimin\u00e1cia a ob\u0165a\u017eovanie deje<\/b><\/h6>\n<p><span style=\"font-weight: 400\">Ak sa c\u00edtite diskriminovan\u00ed alebo ob\u0165a\u017eovan\u00ed na z\u00e1klade sexu\u00e1lnej orient\u00e1cie alebo rodovej identity na pracovisku:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">neobvi\u0148ujte sa za to, ak na v\u00e1s niekto p\u00e1cha diskrimina\u010dn\u00e9 konanie, ob\u0165a\u017eovanie, nie je to va\u0161a vina, <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">uvedomte si, \u017ee zodpovedn\u00ed za tieto \u010diny s\u00fa t\u00ed druh\u00ed, \u010di u\u017e ide o\u00a0kolegov\/kolegyne, nadriaden\u00fdch alebo zamestn\u00e1vate\u013ea,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">m\u00e1te pr\u00e1vo t\u00fato situ\u00e1ciu rie\u0161i\u0165, nemus\u00edte sa jej prisp\u00f4sobi\u0165 a\u00a0s\u00fastavne trpie\u0165,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">pora\u010fte sa s\u00a0odborn\u00edkmi\/odborn\u00ed\u010dkami, ktor\u00ed sa venuj\u00fa problematike diskrimin\u00e1cie, aby ste zv\u00e1\u017eili postup konania, pr\u00edpadne si vyh\u013eadajte inform\u00e1cie (knihy, internet at\u010f.),<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">sk\u00faste sa porozpr\u00e1va\u0165 s\u00a0t\u00fdm, kto v\u00e1s ob\u0165a\u017euje a\u00a0diskriminuje, a\u00a0po\u017eiadajte ho, aby s\u00a0t\u00fdm prestal, preto\u017ee je v\u00e1m to nepr\u00edjemn\u00e9,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">v\u00a0pr\u00edpade opakuj\u00faceho diskrimina\u010dn\u00e9ho konania si uchov\u00e1vajte dokumenty, komunik\u00e1ciu, ktor\u00e1 ho dokazuje, poproste kolegov\/kolegyne, aby v\u00e1m sved\u010dili,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">v\u00a0pr\u00edpade potreby vyu\u017eite mo\u017enosti ochrany proti diskrimin\u00e1cii.<\/span><\/li>\n<\/ul>\n<h6><b>\u010co robi\u0165, konkr\u00e9tne kroky na va\u0161u ochranu <\/b><\/h6>\n<ul>\n<li><span style=\"font-weight: 400\">Porozpr\u00e1va\u0165 sa s\u00a0nadriaden\u00fdmi alebo s\u00a0person\u00e1lnym oddelen\u00edm<\/span><\/li>\n<li><span style=\"font-weight: 400\">D\u00f4le\u017eit\u00e9 je hovori\u0165 s\u00a0niek\u00fdm o\u00a0tom, \u010do sa deje, s\u00a0oddelen\u00edm \u013eudsk\u00fdch zdrojov, so superv\u00edzorkou, nadriaden\u00fdm, ktor\u00e9mu d\u00f4verujete. Ten m\u00f4\u017ee prija\u0165 adekv\u00e1tne opatrenia, ako pohovor s\u00a0t\u00fdm, kto ob\u0165a\u017euje, pr\u00edpadne, m\u00f4\u017ee udeli\u0165 ofici\u00e1lne napomenutie.<\/span><\/li>\n<li><span style=\"font-weight: 400\">Poda\u0165 s\u0165a\u017enos\u0165 u\u00a0zamestn\u00e1vate\u013ea <\/span><\/li>\n<li><span style=\"font-weight: 400\">V s\u00favislosti s diskrimin\u00e1ciou na pracovisku m\u00e1te pr\u00e1vo poda\u0165 zamestn\u00e1vate\u013eovi s\u0165a\u017enos\u0165. Ten \u00a0je povinn\u00fd na s\u0165a\u017enos\u0165 bez zbyto\u010dn\u00e9ho odkladu odpoveda\u0165, vykona\u0165 n\u00e1pravu, upusti\u0165 od konania, ktor\u00e9 sp\u00f4sobuje diskrimin\u00e1ciu. S\u0165a\u017enos\u0165 by mala obsahova\u0165: <\/span><span style=\"font-weight: 400\">opis konania, v d\u00f4sledku ktor\u00e9ho do\u0161lo k\u00a0diskrimin\u00e1cii na z\u00e1klade sexu\u00e1lnej orient\u00e1cie a\/alebo rodovej identity na pracovisku,\u00a0<\/span><span style=\"font-weight: 400\">ozna\u010denie osoby alebo os\u00f4b, ktor\u00e9 s\u00fa pod\u013ea s\u0165a\u017eovate\u013ea za toto konanie zodpovedn\u00e9. <\/span><\/li>\n<li><span style=\"font-weight: 400\">S\u0165a\u017enos\u0165 m\u00f4\u017ee poda\u0165 aj ktor\u00fdko\u013evek in\u00fd zamestnanec alebo zamestnanky\u0148a, ktor\u00ed s\u00fa svedkami diskrimin\u00e1cie. \u00a0Mo\u017eno ju poda\u0165 aj anonymne. <\/span><\/li>\n<\/ul>\n<h6><strong>Da\u0165 podnet na in\u0161pektor\u00e1t pr\u00e1ce<\/strong><\/h6>\n<p><span style=\"font-weight: 400\">In\u0161pektor\u00e1ty pr\u00e1ce dozeraj\u00fa na dodr\u017eiavanie pracovnopr\u00e1vnych predpisov, a teda aj na diskrimin\u00e1ciu na pracovisku, napr. v\u00a0oblasti sexu\u00e1lneho ob\u0165a\u017eovania, pracovn\u00fdch podmienok. \u00a0V pr\u00edpade zistenia poru\u0161enia z\u00e1kona m\u00f4\u017eu zamestn\u00e1vate\u013eovi pod\u013ea z\u00e1kona o\u00a0in\u0161pekcii ulo\u017ei\u0165 pokutu a\u017e do v\u00fd\u0161ky 100\u00a0000 eur. Viac sa dozviete aj tu: https:\/\/www.ip.gov.sk\/staznosti-a-podnety\/<\/span><\/p>\n<h6><strong>Poda\u0165 \u017ealobu na s\u00fad na z\u00e1klade antidiskrimina\u010dn\u00e9ho z\u00e1kona <\/strong><\/h6>\n<p><span style=\"font-weight: 400\">Ak sa neuspokoj\u00edte s rie\u0161en\u00edm, ktor\u00e9 nasledovalo napr\u00edklad po podan\u00ed s\u0165a\u017enosti, alebo ak sa rozhodnete tak\u00fato s\u0165a\u017enos\u0165 nepoda\u0165, potom m\u00e1te mo\u017enos\u0165 obr\u00e1ti\u0165 sa na s\u00fad. M\u00f4\u017eete sa najm\u00e4 dom\u00e1ha\u0165, aby ten, kto sa diskrimin\u00e1cie dopustil, upustil od svojho konania (teda napr\u00edklad prestal s ob\u0165a\u017eovan\u00edm alebo s in\u00fdmi diskrimina\u010dn\u00fdmi praktikami), ak je to mo\u017en\u00e9, napravil protipr\u00e1vny stav (napr\u00edklad prijal potrebn\u00fa antidiskrimina\u010dn\u00e1 politiku, vyvodil konzekvencie vo\u010di zamestnancovi, ktor\u00fd diskriminuje), alebo poskytol primeran\u00e9 zados\u0165u\u010dinenie (napr\u00edklad sa ospravedlnil). <\/span><\/p>\n<p><span style=\"font-weight: 400\">M\u00f4\u017eete sa dom\u00e1ha\u0165 aj n\u00e1hrady nemajetkovej ujmy v peniazoch. V\u00a0r\u00e1mci \u017ealoby na z\u00e1klade antidiskrimina\u010dn\u00e9ho z\u00e1kona je d\u00f4le\u017eit\u00e9 tzv. obr\u00e1ten\u00e9 d\u00f4kazn\u00e9 bremeno, to znamen\u00e1, \u017ee to, \u017ee diskrimin\u00e1ciu nesp\u00f4sobil, mus\u00ed dokazova\u0165 obvinen\u00fd napr. zamestn\u00e1vate\u013e a\u00a0nie obe\u0165, po\u0161koden\u00fd \u010di po\u0161koden\u00e1. <\/span><\/p>\n<h6><strong>Kontaktova\u0165 verejn\u00fa ochranky\u0148u pr\u00e1v\u00a0<\/strong><\/h6>\n<p><span style=\"font-weight: 400\">Po\u0161koden\u00e9 osoby alebo svedkovia a svedkyne tak\u00e9hoto zaobch\u00e1dzania maj\u00fa mo\u017enos\u0165 obr\u00e1ti\u0165 sa aj na \u010fal\u0161ie in\u0161tit\u00facie, ktor\u00fdm sa s\u00edce mo\u017eno \u00faplne nepodar\u00ed zabezpe\u010di\u0165 n\u00e1pravu v konkr\u00e9tnom pr\u00edpade, av\u0161ak ktor\u00fdch informovanos\u0165 o\u00a0pr\u00edpadoch diskrimin\u00e1cie m\u00f4\u017ee napom\u00f4c\u0165 zlep\u0161eniu situ\u00e1cie v tejto oblasti na Slovensku. <\/span><\/p>\n<p><span style=\"font-weight: 400\">Ide predov\u0161etk\u00fdm o\u00a0verejn\u00fa ochranky\u0148u pr\u00e1v, ktor\u00e1 m\u00e1 okrem in\u00e9ho pr\u00e1vo pod\u00e1va\u0165 podnety na \u00dastavn\u00fd s\u00fad v\u00a0pr\u00edpadoch diskrimin\u00e1cie \u00a0v\u00a0oblasti z\u00e1kladn\u00fdch pr\u00e1v a\u00a0slob\u00f4d a\u00a0pre\u0161etri\u0165 tak\u00e9to konanie. Webov\u00e1 str\u00e1nka je <\/span><a href=\"http:\/\/www.vop.gov.sk\/posobnost-vop\"><span style=\"font-weight: 400\">http:\/\/www.vop.gov.sk\/posobnost-vop<\/span><\/a><span style=\"font-weight: 400\">. \u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Tie\u017e mo\u017eno poprosi\u0165 o\u00a0poradenstvo a\u00a0spolus\u00fa\u010dinnos\u0165 Slovensk\u00e9 n\u00e1rodn\u00e9 stredisko pre \u013eudsk\u00e9 pr\u00e1va, ktor\u00e9 je org\u00e1nom rovnosti pod\u013ea antidiskrimina\u010dn\u00e9ho z\u00e1kona a\u00a0m\u00e1 zabezpe\u010di\u0165 doh\u013ead nad n\u00edm. \u00a0Webov\u00e1 str\u00e1nka je <\/span><a href=\"http:\/\/www.snslp.sk\"><span style=\"font-weight: 400\">www.snslp.sk<\/span><\/a><span style=\"font-weight: 400\">. <\/span><\/p>\n<h6><strong>M\u00f4\u017eete kontaktova\u0165 \u0161pecializovan\u00e9 organiz\u00e1cie <\/strong><\/h6>\n<p><span style=\"font-weight: 400\">M\u00f4\u017eete sa obr\u00e1ti\u0165 aj na \u0161pecializovan\u00e9 organiz\u00e1cie, ktor\u00e9 poskytuj\u00fa pr\u00e1vne poradenstvo v\u00a0pr\u00edpadoch diskrimin\u00e1cie ako napr\u00edklad Q centrum (kontakt: <\/span><a href=\"mailto:poradna@qcentrum.sk\"><span style=\"font-weight: 400\">poradna@qcentrum.sk<\/span><\/a><span style=\"font-weight: 400\">) alebo Porad\u0148a pre ob\u010dianske a\u00a0\u013eudsk\u00e9 pr\u00e1va (kontakt: <\/span><a href=\"mailto:poradna@poradna-prava.sk\"><span style=\"font-weight: 400\">poradna@poradna-prava.sk<\/span><\/a><span style=\"font-weight: 400\">). V\u00a0pr\u00edpade, \u017ee m\u00e1te konkr\u00e9tny probl\u00e9m s\u00a0diskrimin\u00e1ciou a ob\u0165a\u017eovan\u00edm na pracovisku, m\u00f4\u017eete nap\u00edsa\u0165 aj na n\u00e1\u0161 mail <\/span><a href=\"mailto:info@nomantinels.sk\"><span style=\"font-weight: 400\">info@nomantinels.sk<\/span><\/a><span style=\"font-weight: 400\"> a\u00a0na\u0161i odborn\u00edci a\u00a0odborn\u00ed\u010dky v\u00e1m poradia. <\/span><\/p>\n<h6><b>Ako by sa mali spr\u00e1va\u0165 kolegovia a\u00a0kolegyne\u00a0<\/b><\/h6>\n<p><span style=\"font-weight: 400\">Pre mnoh\u00fdch coming out v\u00a0pr\u00e1ci nie je \u013eahk\u00e1 vec. Nem\u00f4\u017eete by si by\u0165 ist\u00ed, ako va\u0161a firma alebo spolupracovn\u00edci, \u010di spolupracovn\u00ed\u010dky zareaguj\u00fa na va\u0161e slov\u00e1. Aj\u00a0napriek ned\u00e1vnym spr\u00e1vam, \u017ee pracovisk\u00e1 za\u010d\u00ednaj\u00fa vo zv\u00fd\u0161enej miere akceptova\u0165 LGBTI zamestnankyne a\u00a0zamestnancov, \u013eudia \u010dasto nevedia, ako komunikova\u0165 alebo oslovova\u0165 kolegu \u010di kolegy\u0148u, ktor\u00ed ned\u00e1vno spravili coming out. <\/span><\/p>\n<p><span style=\"font-weight: 400\">Nie je to len o\u00a0tom, \u010do kolegovia alebo kolegyne m\u00f4\u017eu alebo nem\u00f4\u017eu poveda\u0165, preto\u017ee niekedy m\u00f4\u017eu by\u0165 kolegovia tak opatrn\u00ed, \u017ee t\u00fato vec ignoruj\u00fa. Je ve\u013ea priestoru na veci, ktor\u00e9 m\u00f4\u017eu kolegovia a kolegyne poveda\u0165, aby dali vod\u00edtka LGBTI \u013eu\u010fom, \u017ee s\u00fa inkluz\u00edvni a\u00a0kult\u00farne senzit\u00edvni. <\/span><\/p>\n<p><span style=\"font-weight: 400\">Veci, ktor\u00e9 by spolupracovn\u00edci a spolupracovn\u00ed\u010dky nemali hovori\u0165 LGBT kolegom \u010di kolegyniam:<\/span><\/p>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li style=\"list-style-type: none\">\n<ol>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">\u201ePodozrieval som \u0165a, \u017ee si gej, myslel som si to.\u201c Aj ke\u010f je to be\u017en\u00e1 reakcia, je necitliv\u00e1 a\u00a0stereotypn\u00e1. <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">\u201ePrep\u00e1\u010d.\u201c Pre\u010do by sa mal niekto ospravedl\u0148ova\u0165 za kolegovu alebo kolegyninu orient\u00e1ciu? Nikto nezomrel. Toto m\u00f4\u017ee by\u0165 predsudok a\u00a0m\u00f4\u017ee s\u0165a\u017ei\u0165 situ\u00e1ciu. Ospravedl\u0148oval by sa niekto za rod alebo etnicitu kolegu? <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">\u201ePre\u010do si mi to povedal\/povedala?\u201c Je d\u00f4le\u017eit\u00e9 pre \u013eud\u00ed, aby mohli by\u0165 celkovo sami sebou v\u00a0pr\u00e1ci a\u00a0coming out svojej orient\u00e1cie alebo rodovej identity je \u010das\u0165ou toho celku. Je \u0165a\u017ek\u00e9, ak mus\u00edte ve\u013ek\u00fa \u010das\u0165 seba necha\u0165 doma, a\u00a0chodenie do pr\u00e1ce znamen\u00e1, ako keby ste nosili dva druhy top\u00e1nok na pravej a\u00a0\u013eavej nohe. \u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">\u201eKtor\u00fa toaletu pou\u017e\u00edva\u0161?\u201c Transrodov\u00fdch \u013eud\u00ed sa \u010dasto p\u00fdtaj\u00fa na rod. Tak\u00e9to ot\u00e1zky s\u00fa nevhodn\u00e9. Je d\u00f4le\u017eit\u00e9 pam\u00e4ta\u0165 si, \u017ee rodov\u00e1 identita sa st\u00e1va viac citliv\u00fdm subjektom. T\u00e1to ot\u00e1zka tie\u017e m\u00f4\u017ee nazna\u010dova\u0165 tie\u017e predsudky, \u017ee m\u00f4\u017eu chyti\u0165 nejak\u00fa pohlavn\u00fa chorobu od LGBTI \u010dloveka. \u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">\u201eNie sme si tak bl\u00edzki, aby si so mnou zdie\u013eal\/a t\u00fato inform\u00e1ciu .\u201c Nie v\u0161etci zamestnanci a\u00a0zamestnankyne sa zauj\u00edmaj\u00fa o\u00a0osobn\u00fd \u017eivot kolegov \u010di koleg\u00fd\u0148. Ak m\u00e1 spolupracovn\u00edk pocit, \u017ee LGBTI kolega zdie\u013eal pr\u00edli\u0161 ve\u013ea inform\u00e1ci\u00ed, m\u00f4\u017ee jednoducho poveda\u0165: \u201e\u010eakujem, \u017ee si mi to povedal.\u201c<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Hovori\u0165 o\u00a0spolupracovn\u00edkovi ako o\u00a0\u201eshemale\u201c. Je to neslu\u0161n\u00e9 a\u00a0ur\u00e1\u017eliv\u00e9. Transrodov\u00ed \u013eudia za\u017e\u00edvaj\u00fa pln\u00fa mieru kult\u00farne necitliv\u00fdch vtipov a\u00a0pozn\u00e1mok. <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">\u201eAko to m\u00e1\u0161 r\u00e1d v\u00a0posteli?\u201c Sexu\u00e1lne ot\u00e1zky a koment\u00e1re s\u00fa v\u017edy za hranicou. Nielen\u017ee sa t\u00fdm ur\u00e1\u017ea kolega, ale tie\u017e sa balansuje na hranici so sexu\u00e1lnym ob\u0165a\u017eovan\u00edm. <\/span><\/li>\n<\/ol>\n<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Ak kolega \u010di kolegy\u0148a s\u00fa ob\u0165a\u017eovan\u00ed pre jeho alebo jej sexu\u00e1lnu orient\u00e1ciu a\/alebo rodov\u00fa identitu, ich spolupracovn\u00edci a\u00a0spolupracovn\u00ed\u010dky by mali urobi\u0165 nasledovn\u00e9:<\/span><\/p>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Neakceptova\u0165 stereotypn\u00e9 charakterizovanie a\u00a0presved\u010denia o LGBTI \u013eu\u010foch. <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Re\u0161pektova\u0165 ho alebo ju a by\u0165 podporuj\u00faci. Pon\u00faknite pomoc pri vyp\u013a\u0148an\u00ed s\u0165a\u017enosti. <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Upozorni\u0165 na homof\u00f3bne a\u00a0transf\u00f3bne spr\u00e1vanie a\u00a0postoje kolegov a koleg\u00fd\u0148. Neparticipova\u0165 na nevhodnom vtipkovan\u00ed a\u00a0konverz\u00e1cii. Hovori\u0165 o\u00a0 vn\u00edman\u00ed akceptovania in\u00fdch na z\u00e1klade ich sexu\u00e1lnej orient\u00e1cie a\u00a0rodovej identity.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Uvedomi\u0165 si, \u017ee nev\u0161\u00edmav\u00fd postoj okolia pom\u00e1ha diskriminuj\u00facemu zamestn\u00e1vate\u013eovi \u010di zamestnancovi\/zamestnankyni a situ\u00e1cia sa m\u00f4\u017ee zopakova\u0165 aj vo\u010di \u010fal\u0161iemu zamestnancovi alebo zamestnankyni.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Diskrimin\u00e1cia na pracovisku na z\u00e1klade sexu\u00e1lnej orient\u00e1cie a\u00a0rodovej identity nie je s\u00fakromnou z\u00e1le\u017eitos\u0165ou obete a \u201ep\u00e1chate\u013ea\u201c.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Ak je to potrebn\u00e9, poskytn\u00fa\u0165 svedectvo kolegovi\/kolegyni, ktor\u00e1\/ktor\u00ed je diskriminovan\u00e1\/diskriminovan\u00fd.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h6><b>\u010co m\u00f4\u017ee spravi\u0165 zamestn\u00e1vate\u013e pre prevenciu diskrimin\u00e1cie\u00a0<\/b><\/h6>\n<p><span style=\"font-weight: 400\">D\u00f4le\u017eit\u00e9 je, aby v\u00a0riaden\u00ed od najvy\u0161\u0161\u00edch a\u017e po najni\u017e\u0161ie poz\u00edcie vl\u00e1dla kult\u00fara a\u00a0hodnoty, v r\u00e1mci ktorej je diskrimin\u00e1cia na pracovisku a\u00a0v\u00a0zamestnan\u00ed neakceptovate\u013en\u00e1. Iba tak mo\u017eno jej v\u00fdskyt \u00fa\u010dinne obmedzi\u0165. <\/span><\/p>\n<p><b>Vytvorenie organiza\u010dn\u00fdch pravidiel vo forme antidiskrimina\u010dnej smernice s cie\u013eom zamedzenia diskrimin\u00e1cie na pracovisku a\u00a0v\u00a0zamestnan\u00ed aj na z\u00e1klade sexu\u00e1lnej orient\u00e1cie a\u00a0rodovej identity<\/b><\/p>\n<p><span style=\"font-weight: 400\">Antidiskrimina\u010dn\u00e1 smernica by mala ma\u0165 p\u00edsomn\u00fa formu a\u00a0mala by by\u0165 z\u00e1v\u00e4zn\u00e1 pre v\u0161etk\u00fdch zamestnancov a\u00a0zamestnankyne. \u00a0Jej obsahom by mali by\u0165: <\/span><\/p>\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li style=\"list-style-type: none\">\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">defin\u00edcia diskrimin\u00e1cie na pracovisku a\u00a0jej formy aj vo vz\u0165ahu k\u00a0LGBT \u013eu\u010fom (pr\u00edpadne aj pr\u00edklady), <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">odkazy na z\u00e1kony a\u00a0dokumenty, z\u00a0ktor\u00fdch vypl\u00fdva z\u00e1kaz diskrimin\u00e1cie LGBT \u013eud\u00ed na pracovisku, <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">oblasti, ktor\u00fdch sa diskrimin\u00e1cia LGBT \u013eud\u00ed \u00a0na pracovisku a\u00a0v\u00a0zamestnan\u00ed t\u00fdka,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">popis postupu pod\u00e1vania s\u0165a\u017enosti zamestn\u00e1vate\u013eovi v\u00a0pr\u00edpadoch diskrimin\u00e1cie a\u00a0ob\u0165a\u017eovania na pracovisku a\u00a0v\u00a0zamestnan\u00ed, <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">stanovenie kontaktnej osoby zodpovednej za vybavenie s\u0165a\u017enost\u00ed, \u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">stanovenie leh\u00f4t na rie\u0161enie, <\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">stanovenie n\u00e1sledkov a\u00a0sankci\u00ed v\u00a0pr\u00edpade poru\u0161enia antidiskrimina\u010dnej smernice zo strany zamestnancov a\u00a0zamestnank\u00fd\u0148,<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">definovanie z\u00e1v\u00e4znej potreby informovania zamestnanca a\u00a0zamestnankyne o\u00a0antidiskrimina\u010dnej smernici formou vstupn\u00e9ho vzdel\u00e1vania a\u00a0testu, pr\u00edpadne \u010fal\u0161\u00edch \u0161kolen\u00ed. <\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><b>Stanovenie zamestnanca\/zamestnankyne, resp. oddelenia zodpovedn\u00e9ho za rie\u0161enie pr\u00edpadov diskrimin\u00e1cie na pracovisku a\u00a0v\u00a0zamestnan\u00ed aj na z\u00e1klade sexu\u00e1lnej orient\u00e1cie a\u00a0rodovej identity<\/b><\/p>\n<p><span style=\"font-weight: 400\">\u010casto sa t\u00fdmito povinnos\u0165ami poveruje person\u00e1lne oddelenie. D\u00f4le\u017eit\u00e9 je, aby zodpovedn\u00e9 zamestnankyne a\u00a0zamestnanci boli dostato\u010dne citliv\u00ed\/\u00e9 na t\u00fato problematiku, mali pr\u00edslu\u0161n\u00e9 vzdelanie aj psychologick\u00e9ho charakteru, tak aby mali radov\u00ed zamestnanci a zamestnankyne v kompetentn\u00e9ho pracovn\u00edka a pracovn\u00ed\u010dku d\u00f4veru a neob\u00e1vali sa n\u00e1sledn\u00e9ho prenasledovania a viktimiz\u00e1cie. <\/span><\/p>\n<p><b>Prim\u00e1rna prevencia zameran\u00e1 na informovanos\u0165 zamestnancov a\u00a0zamestnank\u00fd\u0148 o\u00a0d\u00f4sledkoch diskrimin\u00e1cie na pracovisku a\u00a0v\u00a0zamestnan\u00ed aj na z\u00e1klade sexu\u00e1lnej orient\u00e1cie a\u00a0rodovej identity<\/b><\/p>\n<p><span style=\"font-weight: 400\">Cie\u013eom je zn\u00ed\u017eenie rizika, aby k\u00a0tak\u00fdmto pr\u00edpadom nedoch\u00e1dzalo. M\u00f4\u017ee sa tak dia\u0165 prostredn\u00edctvom vypracovania etick\u00fdch k\u00f3dexov a\u00a0komunika\u010dn\u00fdch r\u00e1mcov na pracovisku, pr\u00edru\u010diek, ktor\u00e9 poskytn\u00fa z\u00e1kladn\u00e9 inform\u00e1cie nielen zamestnancom a\u00a0zamestnankyniam, ktor\u00e9 s\u00fa obe\u0165ami diskrimin\u00e1cie, ale aj ich kolegom a\u00a0kolegyniam, ktor\u00ed\/ktor\u00e9 m\u00f4\u017eu by\u0165 svedkami\/svedky\u0148ami diskrimina\u010dn\u00e9ho konania. <\/span><\/p>\n<p><b>Vzdel\u00e1vanie a\u00a0prieskumy v\u00a0oblasti rodovej diskrimin\u00e1cie na pracovisku a\u00a0v\u00a0zamestnan\u00ed<\/b><\/p>\n<p><span style=\"font-weight: 400\">Vzdel\u00e1vanie m\u00f4\u017ee by\u0165 s\u00fa\u010das\u0165ou \u0161ir\u0161ieho vzdel\u00e1vania o\u00a0problematike diskrimin\u00e1cie alebo m\u00f4\u017ee ma\u0165 \u0161pecifick\u00fa formu. D\u00f4le\u017eit\u00e9 je, aby bol vzdelan\u00fd ka\u017ed\u00fd zamestnanec a\u00a0zamestnanky\u0148a a\u00a0realizova\u0165 opakovan\u00e9 \u0161kolenia v\u00a0tejto problematike. Pre zistenie pocitov zamestnancov oh\u013eadom tejto t\u00e9my je u\u017eito\u010dn\u00e9 zrealizova\u0165 anonymn\u00fd dotazn\u00edkov\u00fd prieskum. <\/span><\/p>\n<p><b>Opatrenia zameran\u00e9 na \u0161pecifick\u00fa podporu LGBT zamestnancov a\u00a0zamestnank\u00fd\u0148<\/b><\/p>\n<p><span style=\"font-weight: 400\">Niektor\u00ed zamestn\u00e1vatelia maj\u00fa vytvoren\u00e9 zamestnaneck\u00e9 podporn\u00e9 skupiny pre LGBT zamestnancov a\u00a0zamestnankyne a\u00a0ich spojencov. Pr\u00edkladom v\u00a0tomto na Slovensku m\u00f4\u017eu by\u0165 ve\u013ek\u00e9 medzin\u00e1rodn\u00e9 firmy ako Accenture a\u00a0IBM <\/span><\/p>\n<p>\u010cl\u00e1nok bol in\u0161pirovan\u00fd nasledovn\u00fdmi zdrojmi:<\/p>\n<p><em><span style=\"font-weight: 400\">Antidiskrimina\u010dn\u00fd z\u00e1kon \u010d.365\/2004<br \/>\n<\/span><span style=\"font-weight: 400\">Debrec\u00e9niov\u00e1 J. \u00a02008. \u010co (ne)vieme o diskrimin\u00e1cii. Ob\u010dan a demokracia, 2008.<br \/>\n<\/span><span style=\"font-weight: 400\">Ivan\u010do, S. 2010. Povedzme nie diskrimin\u00e1cii, alebo ako sa br\u00e1ni\u0165 diskrimin\u00e1cii prostredn\u00edctvom pr\u00e1va. Porad\u0148a pre ob\u010dianske a \u013eudsk\u00e9 pr\u00e1va, 2010.<br \/>\n<\/span><span style=\"font-weight: 400\">https:\/\/www.diversityinc.com\/things-not-to-say\/7-things-never-to-say-to-lgbt-coworkers<br \/>\n<\/span><a href=\"https:\/\/www.stonewall.org.uk\/harassment-workplace\"><span style=\"font-weight: 400\">https:\/\/www.stonewall.org.uk\/harassment-workplace<\/span><\/a><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>LGBTI \u013eudia b\u00fdvaj\u00fa obe\u0165ami ob\u0165a\u017eovania v\u00a0pr\u00e1ci, b\u00fdvaj\u00fa prepusten\u00ed pre svoju orient\u00e1ciu alebo transrodov\u00fa identitu, je im zamedzen\u00fd postup v\u00a0kari\u00e9re.<\/p>\n","protected":false},"author":2,"featured_media":1103,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12],"tags":[],"class_list":["post-1097","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tipy"],"_links":{"self":[{"href":"https:\/\/duhovyrok.sk\/qys\/wp-json\/wp\/v2\/posts\/1097","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/duhovyrok.sk\/qys\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/duhovyrok.sk\/qys\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/duhovyrok.sk\/qys\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/duhovyrok.sk\/qys\/wp-json\/wp\/v2\/comments?post=1097"}],"version-history":[{"count":0,"href":"https:\/\/duhovyrok.sk\/qys\/wp-json\/wp\/v2\/posts\/1097\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/duhovyrok.sk\/qys\/wp-json\/wp\/v2\/media\/1103"}],"wp:attachment":[{"href":"https:\/\/duhovyrok.sk\/qys\/wp-json\/wp\/v2\/media?parent=1097"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/duhovyrok.sk\/qys\/wp-json\/wp\/v2\/categories?post=1097"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/duhovyrok.sk\/qys\/wp-json\/wp\/v2\/tags?post=1097"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}