diskrimineringsproblem

The term disk­riminerings­problem refers to the social and economic issues that arise when individuals or groups are treated differently on the basis of characteristics such as race, gender, sexual orientation, physical or mental disability, age, or religious affiliation. The concept is used mainly in Scandinavian and German‑speaking countries and is part of debates about equality and human rights.

From a legal perspective, the problem is addressed by a number of laws and regulations. In Denmark the Act on Equality (Diskrimineringsloven) from 1998 prohibits both direct and indirect discrimination. Norway’s Equality Act (Likestillings- og diskrimineringsloven) was adopted in 2007 and contains similar provisions, allowing complaints to be filed with the Equality and Discrimination Ombudsman. Sweden enforces comparable rules through the Discrimination Act (Diskrimineringslagen) and the National Council for Equality (Diskrimineringsnämnden). These laws make it unlawful to refuse employment, deny services, or impose different treatment solely on discriminatory grounds.

Typical manifestations of the problem include pay gaps, under‑representation in leadership roles, and barriers to physical access. Studies in the Nordic region show persistent gender gaps in income and promotion, minority groups facing higher unemployment rates, and people with disabilities encountering inadequate workplace accommodations. When employees experience discrimination, the effects extend beyond the individual to reduced morale, lower organisational performance, and increased turnover.

Institutional responses often involve mandatory anti‑discrimination training, the establishment of equality units, and the sharing of best practice guidelines for inclusive hiring, promotion, and day‑to‑day interactions. By monitoring outcomes, organisations aim to reduce the systemic inequities that drive the disk­riminerings­problem.