{"id":15012,"date":"2022-06-08T06:59:07","date_gmt":"2022-06-08T14:59:07","guid":{"rendered":"https:\/\/gayecho.com\/news\/?p=15012"},"modified":"2022-06-08T06:59:07","modified_gmt":"2022-06-08T14:59:07","slug":"borba-protiv-diskriminacije-lgbtq-osoba-na-poslu","status":"publish","type":"post","link":"https:\/\/gayecho.com\/news\/borba-protiv-diskriminacije-lgbtq-osoba-na-poslu\/","title":{"rendered":"Borba protiv diskriminacije LGBTQ osoba na poslu"},"content":{"rendered":"<p>Diskriminacija sama po sebi ograni\u010dava ljudska prava pojedincima ili izdvojenim grupacijama, a na\u017ealost je ovaj opozit jednakosti jo\u0161 uvek prisutan u na\u0161em dru\u0161tvu. Iako pojedinci i organizacije poslednjih godina vi\u0161e no ikada ula\u017eu trud u ogra\u0111ivanje na\u0161eg dru\u0161tva od uskovidosti koja je u vezi i sa homofobijom i transofobijom, ovo je proces kojem se nali\u010dje na\u0161eg podneblja jo\u0161 uvek opire. Diskriminacija sa kojom se pripadnici LGBTQ populacije suo\u010davaju se de\u0161ava u najrazli\u010ditijim socijalnim situacijama, me\u0111u kojima mo\u017ee biti i profesionalni anga\u017eman. U slu\u010daju diskriminacije na poslu, osoba se nalazi u delikatnoj situaciji, od koje ne mo\u017ee da se distancira, jer time u pitanje dovodi svoju materijalnu egzistenciju. Kako sa druge strane mehanizmi za borbu protiv diskriminacije na poslu kod nas jo\u0161 uvek mahom nisu dovoljno razvijeni, radno mesto za mnoge nije pogodno tle za efikasno suprotstavljanje diskriminatorskom pona\u0161anju. Zbog toga je ovo izuzetno va\u017ena i aktuelna tema, na koju bi trebalo govoriti radi osve\u0161\u0107ivanja dru\u0161tva u vezi sa ovakvim iskustvima LGBTQ osoba, ali i zbog doprinosa napretku u stepenu pravne za\u0161tite koju u\u017eivaju, koji je u toku protekle decenije naro\u010dito zna\u010dajan.<\/p>\n<h2>Vidovi nasilja nad LGBTQ osobama na radnom mestu<\/h2>\n<p>Emocionalno nasilje je osnova ispoljavanja <a href=\"https:\/\/rs.n1info.com\/vesti\/a671639-labris-lbgt-osobe-zrtve-diskriminacije-na-poslu-i-prilikom-zaposljavanja\/\">diskriminatorskog pona\u0161anja<\/a> na radnom mestu i u ovom smislu govorimo o \u010ditavoj paleti delovanja po\u010dev od zluradih komentara do izop\u0161tavanja ili onemogu\u0107avanja osobe da napreduje onim tempom kojim napreduju ostali \u010dlanovi kolektiva. U osnovi svake diskriminacije se nalaze predrasude, stereotipi, kao i niz faktora koji uti\u010du na to da se formira diskriminatorski na\u010din mi\u0161ljenja, koji mogu biti u domenu vaspitanja, nedovoljne informisanosti odnosno edukovanosti i tome sli\u010dno. Prelazak ovakvog pogleda na razli\u010ditosti preko praga kancelarija dovodi mnoge LGBTQ osobe u situaciju da trpe diskriminaciju zarad egzistencije, \u0161to predstavlja duboko kr\u0161enje ljudskih prava.<\/p>\n<h2>Diskriminacija u procesu selekcije<\/h2>\n<p>Procesi selekcije kandidata za svako radno mesto \u010dini se ostavljaju dosta prostora za diskriminaciju na na\u0161em podneblju. Budu\u0107i da se radi o proceni kvalifikacija kandidata za dato radno mesto i njegovog potencijala za uklapanje u postoje\u0107i tim, poslodavac ima diskreciono pravo da se opredeli za drugog kandidata iz manje konkretnih razloga, me\u0111u kojima je na\u017ealost veoma \u010desto i netolerancija tog poslodavca prema osobama druga\u010dije seksualne orijentacije i rodnog identiteta. Mo\u017eemo, sa druge strane, prepoznati zalaganje modernih kompanija za jednakost i rodnu ravnopravnost, te tako odre\u0111eni <a href=\"https:\/\/loop.rs\/\">sadr\u017eajni oglasi za posao<\/a> mogu uklju\u010diti i naznake o netolerisanju netolerancije, dok \u0107e neki poslodavci postavljati kandidatima direktna pitanja podovom njihovog stava prema LGBTQ zajednici. Ovo je svakako vedrija strana medalje i ona nas navodi da slutimo zna\u010dajan boljitak u narednom periodu, iako je sama \u010dinjenica da u na\u0161em dru\u0161tvu stroga netolerancija prema diskriminaciji nije ne\u0161to \u0161to se podrazumeva ponekad zaista obeshrabruju\u0107a.<\/p>\n<h2>Sistem podr\u0161ke zaposlenima kojem bi trebalo da te\u017eimo<\/h2>\n<p>Ukoliko ne govorimo o formalnom sistemu pravne podr\u0161ke, ve\u0107 o sistemu koji se kreira unutar kompanija, a koji se bavi pravima zaposlenih, odnosima u kolektivu i postoji kao psiholo\u0161ka podr\u0161ka \u010dlanovima kolektiva, potrebno je samo preusmeriti fokus sa uop\u0161tenih obrazaca. Odnose u kolektivu je potrebno pa\u017eljivo pratiti i ohrabrivati zaposlene da podele negativna iskustva, strahove ili nelagode bilo koje vrste, te i aktivno ali diskretno raditi na eliminisanju uzroka. Danas popularna team building kultura, koja se zasniva na kolektivnim aktivnostima, je izuzetno dobra ukoliko nije povr\u0161na, odnosno ona bi trebalo da bude dublja od samog organizovanja zabavnih de\u0161avanja. Diskrimini\u0161u\u0107i diskriminatore i zagovaraju\u0107i toleranciju, kompanije kao svojevrsni autoriteti doprinose dru\u0161tvenom napretku i poma\u017eu da se obrazuje jedan na\u010din pona\u0161anja koji \u0107e omogu\u0107iti svakom pojedincu da se ose\u0107a bezbedno. S druge strane, brigom o tome da svaki zaposleni zaista rapsola\u017ee svojim ljudskim pravima, kompanije doprinose op\u0161tem zadovoljstvu kolektiva i svojim poslovnim rezultatima.<\/p>\n<p>U Srbiji 2022. godine diskriminacija je jo\u0161 uvek deo svakodnevice mnogih. S druge strane, osve\u0161\u0107enost po ovom pitanju raste i mo\u017eemo re\u0107i da su poku\u0161aji normalizacije diskriminatorskog pona\u0161anja danas manje intenzivni no nekoliko godina ranije. O diskriminaciji u okviru insititucija i kolektiva bi trebalo naro\u010dito govoriti jer su u okru\u017eenjima poput kancelarije i \u0161kole pojedinci obavezni da borave, da budu deo kolektiva koji ih odbacuje, \u0161to \u010dini \u010ditavo iskustvo jo\u0161 stresnijim. Ignorisanje ovog problema \u010dini \u0161tetu na nivou \u010ditavog dru\u0161tva, a svaki \u010din diskriminacije manje predstavlja dodatnu nadu da \u0107emo uskoro imati uslove da svaki \u010dlan LGBTQ zajednice neometano ostvaruje svoje potencijale i doprinosi boljoj budu\u0107nosti.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Diskriminacija sama po sebi ograni\u010dava ljudska prava pojedincima ili izdvojenim grupacijama, a na\u017ealost je ovaj opozit jednakosti jo\u0161 uvek prisutan u na\u0161em dru\u0161tvu. Iako pojedinci i organizacije poslednjih godina vi\u0161e [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":14189,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"categories":[17],"tags":[39,148,28],"class_list":["post-15012","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-stav","tag-aktivizam","tag-diskriminacija","tag-srbija"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Borba protiv diskriminacije LGBTQ osoba na poslu - GayEcho<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/gayecho.com\/news\/borba-protiv-diskriminacije-lgbtq-osoba-na-poslu\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Borba protiv diskriminacije LGBTQ osoba na poslu - GayEcho\" \/>\n<meta property=\"og:description\" content=\"Diskriminacija sama po sebi ograni\u010dava ljudska prava pojedincima ili izdvojenim grupacijama, a na\u017ealost je ovaj opozit jednakosti jo\u0161 uvek prisutan u na\u0161em dru\u0161tvu. 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