Sex equality law within the European Union is well developed and has since the Rome Treaty, given rise to several directives and other judicial acts on this matter of community law. The concepts of direct and indirect Discrimination emerge from the general principles of Equal pay and Equal treatment and have been codified and amended several times until present.The lasts years, authors within the field of Equality Law has been pointing out that there is a common desire for simplification of Discrimination law in Europe. The question has arisen whether this simplification could be implemented trough the introduction of a general justification defence for direct sex Discrimination.The concept of direct sex Discrimination - when a person of one gender is treated less favourably, on the grounds of gender, than a person of the other gender would be treated in similar circumstances - leaves no possibilities for such justification today. Indirect sex Discrimination ? which arises from the equal application of neutral rules that shows an adverse impact on one group ? can be justified if the rule answers to true requirements of the job.Does the proposition that direct Discrimination should be justified find support in the inconsistency of the present legislation? This paper will examine this and other questions concerning the wish for a general justification defence through studies of case law from the European Court of Justice as well as differing opinions from authors within the field of equality law..

The purpose of this study is to investigate ethnic Discrimination in the recruitment process. National and international law protect individuals from ethnic Discrimination by potential employers during the recruitment process.Despite the laws in place to protect human rights, minorities in society do not have the same opportunities in the labor market as the rest of the population. Minorities continue to have difficulties compared to Swedish nationals in the recruiting process. Highly educated immigrants seeking employment in Sweden continue to report being treated unfairly based on their ethnic background.Ethnic Discrimination in the recruiting process is based on prejudice and stereotypes that affect decisions whether it is visible or hidden, intentional or unintentional.Under the law, it is not legal to base a decision on prejudices or stereotypes. Therefore, it is important for the employer to highlight the job requirements to ensure the recruitment process is ethical.

On the 1st April 2006 a new legislation came into effect in Sweden; The ProhibitingDiscrimination and Other Degrading Treatment of Children and Pupils Act (2006:67). TheAct is applicable to education and other activities referred to in the Education Act(1985:1100). This dissertation aims to examine how teachers work to combatDiscrimination, and establishes whether headmasters and teachers have changed their work procedures since the law came into force.In order to seek the answers to my questions I have conducted 8 qualitative interviews with headmasters and teachers from two schools in a community outside Karlstad, with both schools comprising of students from pre-school until year 6.Discrimination is not a new phenomenon in schools, but neither is the fact that it is theschools? responsibility to work against Discrimination. Discrimination is still taking place,despite Discrimination laws being clearly stated within the Education Act (1985:1100) andthe school curriculum.

The situation on the Swedish labour market is different in opportunities whether you are a native Swede or someone who has a foreign background. People with foreign backgrounds tend to have lower wages, higher rate of unemployment and often have temporary employment contracts. There is a conception that the Swedish culture is the standard and other foreign cultures are abnormal and different. The purpose of this study has been to investigate why there is Discrimination on the labour market against ethnic minorities and how the Swedish history has contributed to the structural ethnic Discrimination that we are struggling with. I have been using the right dogmatic method and a social science perspective as complement in order to answer the purpose.

The Swedish group contribution rules entails that group contribution is only allowed when the parent company owns more than 90 percent in a company. To be able to deduct group contribution some conditions has to be fulfilled. One condition is that the receiver of the contribution shall not be a resident of a foreign state. The question that arises is whether group contribution with deductibility is consistent with the non-Discrimination clause. In some group contribution situations several tax conventions can be applicable.

Racial Discrimination is a highly topical and burning issue, of special interest in working life. Most researchers agree on that Discrimination is a problem in the Swedish labour market. To counteract the ongoing Discrimination, a new Anti-Discrimination Act was founded in 1999. The Racial Discrimination Act although appears to be ineffective on the basis of legal usage. Of all the legal cases about racial Discrimination in the labour market, there has only been one sentence of guilty stated by the Swedish Labour Court.

The subject of this bachelor thesis is Discrimination and unfair treatment in the employment process where employers discriminate against job applicants. The purpose of this study and research questions is to investigate and clarify the legal protection available against Discrimination and unfair treatment of pregnant women and persons on parental leave during the employment process and how this protection differs between men and women. This thesis highlights the Swedish law and EU law regarding Discrimination and unfair treatment of individuals. The concept of Discrimination and its requisites will be accounted for and exemplified by case law. This statement will be analyzed along with the relevant case law of the EU-court and the Labor-court.

This thesis uses ten years of data to examine the underlying drivers behind changes in the taxi price, specifically we look at the relationship between the taxi price and changes in the underlying costs. We use a two-step error correction framework to investigate how changes in costs affect prices in the long run as well as in the short run. We also study if the price adjustment process is asymmetric. Furthermore, we examine if price Discrimination exists on the taxi market in Stockholm. We find that in the long run the pass-through effect is almost complete, whereas in the short run prices are considerably less sensitive to cost changes.

This thesis will deal with the development of the situation of the Roma minority in the Swedish school system in the period between 1954 to 2010, based on two Swedish Government Official Reports of the group's situation in the Swedish schools. The study is done by the report Zigenarfrågan (SOU 1956:43) and with the report Romers rätt (SOU 2010:55). The report Romers rätt was written by the Delegation for Roma issues and gives an updated picture of the situation of Roma in the Swedish school system. The state investigation Zigenarfrågan, is also important as the latter resulted in the Roma children enrolled in Swedish schools. This work will look at the various governmental investigations by the theory used for analysis called ?structural Discrimination theory?.

Pregnant workers are considered at risk in the labor market and therefore need extra protection from employment Discrimination . The purpose of this essay is to investigate what protection of pregnant workers against Discrimination in employment situations and  if  there  is  no  corresponding  protection  for  female  workers  claim  the  right  to parental leave.The essay describes the national and EU rules on applications and practice, showing how pregnant women and workers on parental leave are treated in the labor market. Through Sweden's accession to the EU , we must apply the requirements nationally EU imposes on its member countries.The essay shows that pregnant employees have a strong legal protection from Discrimination in employment , from both DL and by EU directives . Employers who deny workers employment because of pregnancy is guilty of direct Discrimination on grounds of sex, because it is only women who may become pregnant. It is not important whether it is a temporary or permanent position .

The aim of this study was to investigate if a mechanical recruitment process could be a useful tool for employers to avoid Discrimination. National and international law protect jobseekers from Discrimination during the recruiting process. Despite this individuals frequently report that they are treated unfairly when they apply for a job. In line with this research shows that some individuals do not have the same opportunities in the labour market as the rest of the population. This study focus on Discrimination based on ethnicity, age, gender or disability.Today most of the hiring decisions are based on employers professional judgement.

The purpose of this study is to examine how consultants define conceptions of diversity and Discrimination. There has also been an aim to find connections to the term intersectionality within the consultants? definitions. The link between consultants and academic research is interesting to examine in order to examine what they base their definitions of different conceptions on. In order to explore these definitions and discussions I have used the qualitative method of interviewing each consultant separately at different occasions.

The Act Prohibiting Discrimination and Other Degrading Treatment of Children and School Students (2006:67) entered into force on 1 of April 2006. The purpose of this Act is to promote equal rights for children and school students and to combat Discrimination on the five Discrimination grounds of sex, ethnic origin, religion or other belief, sexual orientation or disability. This Act also has the purpose of combating other degrading treatment. According to the Act the organiser of the activity shall insure that there is an equal treatment plan that aims to promote the equal rights for children and school students irrespective of the five Discrimination grounds. Discrimination is a result of the social norms which tends to exclude people who does not fit in and therefore considerers as being abnormal.

The right to non-Discrimination is a fundamental part of human rights. Sweden has enacted legislation which prohibits employers from discriminating or harassing employees and job seekers. Swedish authorities also receive a substantial amount of complaints concerning ethnic Discrimination in the workplace every year and there are volumes of research showing structural injustices related to Discrimination. Despite these facts few employers have so far been found guilty of Discrimination on ethnic grounds in Swedish courts.This thesis aims to shed lights on and analyse how the Swedish anti-Discrimination legislation is utilised in the Swedish Labour Court regarding Discrimination and harassment on ethnic grounds. On the basis that very few lawsuits brought on behalf of employees/job seekers have been successful it is hypothesized that there are problems either with the form of the legislation or the assessment of the court.

On the 11th of march 2006, the journal Landskrona Posten began an article series with the ambition to review the juvenile gangs in the city of Landskrona. The articles received heavy response from the readers. About six months later Landskrona was the centre of attention in the Swedish media. 22,3 percent of the city's population had voted for the nationalist party ?Sverigedemokraterna? in the municipal election.