Keywords
Igualdad, no discriminación, acción positiva, negociación colectiva, trabajo femenino., Equality, non-discrimination, affirmative action, collective bargaining, women’s work.
El nuevo tratamiento de las medidas de acción positiva en la Ley 15/2022
Abstract
Las medidas de acción positivas son un elemento más del principio de igual-dad de oportunidades y su finalidad es evitar la perpetuación de las situaciones de desigual-dad, las cuales son fuente de discriminación. El derecho, tanto nacional como internacional, ha ido acogiendo de forma paulatina la admisión y regulación de las mismas; al que hay que sumar la labor de la jurisprudencia porque ha ayudado a esclarecer los requisitos que ellas de-ben cumplir. Recientemente, ha entrado en vigor la Ley 15/2022, de 12 de julio, integral para la igualdad de trato y la no discriminación, que es el instrumento más moderno del derecho antidiscriminatorio nacional con el que culmina el proceso de trasposición de las Directivas antidiscriminatorias de la UE, y que contiene referencias a las relaciones laborales. En este tra-bajo se van a recalcar cuáles son los elementos que todo instrumento susceptible de ser con-siderado acción positiva debe cumplir, porque de no hacerlo carecería de legitimidad. Ello nos ayudará a estudiar qué son las medidas de acción positiva y qué respaldo jurídico han tenido en nuestro ordenamiento, especialmente en lo que respecta al ámbito laboral. En este sentido, se hará, por un lado, una comparación entre el escenario previo, centrado en la protección de las personas con discapacidad y la mujer, con la negociación colectiva como protagonista; y por otro, se analizarán las novedades que introduce esta Ley 15/2022. Aunque es innegable la trascendencia social que esta ley presenta, por cuanto amplia la protección frente a la discri-minación a nuevos sujetos, ya adelantamos que no destaca por las novedades que aporta en el régimen jurídico de la acción positiva.
Positive action is part of the principle of equal opportunities, and their pur-pose is to avoid the situations of inequality which are source of discrimination. International and national law, has gradually been accepting its admission, and finally, not only regulates but also promotes them. Thanks to the case law the requirements of the measures of affirmative action are identified. In Spain, recently has entered into force the Law 15/2022, of July 12, about equality and non-discrimination, which culminates the process of transposition of the EU anti-discrimination Directives. Similarly, the latter also contains some references labour relations. The aim of this paper is to emphasize what are the requirements that every measure must satisfy to be considered a positive action, otherwise it would lack legitimacy. This will help to study what positive action measures are and what legal support they have had in our legal system, especially with regard to the workplace. Hereinafter, we will do, on the one hand, a comparison between the previous scenario, focused on the protection of people with disabilities and women, with collective bargaining as the leading role, and, on the other hand, we will assess the novelties introduced by this Law 15/2022. Although the social value of this law is undeniable because it extends the protection against discrimination to new subjects, we already anticipated that it does not stand out due to the novelties it brings to the legal regime of positive action.
Positive action is part of the principle of equal opportunities, and their pur-pose is to avoid the situations of inequality which are source of discrimination. International and national law, has gradually been accepting its admission, and finally, not only regulates but also promotes them. Thanks to the case law the requirements of the measures of affirmative action are identified. In Spain, recently has entered into force the Law 15/2022, of July 12, about equality and non-discrimination, which culminates the process of transposition of the EU anti-discrimination Directives. Similarly, the latter also contains some references labour relations. The aim of this paper is to emphasize what are the requirements that every measure must satisfy to be considered a positive action, otherwise it would lack legitimacy. This will help to study what positive action measures are and what legal support they have had in our legal system, especially with regard to the workplace. Hereinafter, we will do, on the one hand, a comparison between the previous scenario, focused on the protection of people with disabilities and women, with collective bargaining as the leading role, and, on the other hand, we will assess the novelties introduced by this Law 15/2022. Although the social value of this law is undeniable because it extends the protection against discrimination to new subjects, we already anticipated that it does not stand out due to the novelties it brings to the legal regime of positive action.
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