{"id":1652,"date":"2022-05-17T06:00:00","date_gmt":"2022-05-17T06:00:00","guid":{"rendered":"https:\/\/ibj.be\/abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new\/"},"modified":"2024-08-29T06:04:35","modified_gmt":"2024-08-29T06:04:35","slug":"abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new","status":"publish","type":"post","link":"https:\/\/ibj.be\/fr\/partnerblog-fr\/abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new\/","title":{"rendered":"Abaissement du seuil pour la d\u00e9tection proactive de la discrimination sur le march\u00e9 de l\u2019emploi au moyen de mystery calls : what\u2019s new?"},"content":{"rendered":"<p><em>Le 8 mai 2022, une modification du Code p\u00e9nal social (article 42\/1) est entr\u00e9e en vigueur. Gr\u00e2ce \u00e0 cette modification, l&rsquo;inspection du travail devrait disposer d\u2019une plus grande marge de man\u0153uvre pour d\u00e9tecter, au moyen de mystery calls ou de tests de situation anonymes, des discriminations \u00e0 l\u2019embauche. Cette modification fait suite aux revendications des inspecteurs sociaux concernant les obstacles rencontr\u00e9s lorsqu&rsquo;ils souhaitaient effectuer un mystery call. Il semble donc que le temps du changement soit venu.<\/em><\/p>\n<p><strong>Le mystery call: un instrument dans la lutte contre la discrimination <\/strong><\/p>\n<p>En 2018, des \u00ab&nbsp;pouvoirs sp\u00e9cifiques en mati\u00e8re de discrimination&nbsp;\u00bb ont \u00e9t\u00e9 introduits dans le Code p\u00e9nal social pour les inspecteurs sociaux (article 42\/1 ). Cette disposition visait \u00e0 faciliter la charge de la preuve du comportement discriminatoire. Pour faciliter cette charge de la preuve, les inspecteurs sociaux se sont vus octroyer la possibilit\u00e9 de recourir \u00e0 des \u00ab&nbsp;mystery calls&nbsp;\u00bb ou tests de situation anonymes. Lors d&rsquo;un \u00ab&nbsp;mystery call&nbsp;\u00bb ou test de situation anonyme, l&rsquo;inspecteur social se fait passer pour un candidat afin d&rsquo;\u00e9tablir si l&#8217;employeur a eu ou non un comportement discriminatoire au cours du processus de recrutement. L&rsquo;introduction du \u00ab&nbsp;mystery call&nbsp;\u00bb devait constituer une avanc\u00e9e majeure dans la lutte contre la discrimination sur le march\u00e9 du travail et devenir un outil efficace pour les services d&rsquo;inspection.<\/p>\n<p><strong>Obstacles juridiques \u00e0 l&rsquo;utilisation d&rsquo;un <em>mystery call<\/em><\/strong><\/p>\n<p>Cependant, la pratique a montr\u00e9 qu&rsquo;il existait des obstacles juridiques \u00e0 l&rsquo;exercice effectif de ce pouvoir particulier. Ainsi, l&rsquo;utilisation d&rsquo;un test de situation anonyme \u00e9tait soumise \u00e0 trois conditions cumulatives&nbsp;:<\/p>\n<ul>\n<li>l\u2019existence d\u2019indications objectives de discrimination,<\/li>\n<li>\u00e0 la suite d\u2019une plainte ou d\u2019un signalement,<\/li>\n<li>soutenues par des r\u00e9sultats de <em>datamining<\/em> et de <em>datamatching<\/em>.<\/li>\n<\/ul>\n<p>En pratique, les situations dans lesquelles les trois conditions \u00e9taient cumulativement remplies ne se rencontraient cependant quasiment jamais.<\/p>\n<p>En outre, les inspecteurs sociaux enfreindraient eux-m\u00eames la loi, par exemple, s\u2019ils utilisaient un faux nom et une fausse signature, un faux dipl\u00f4me ou s\u2019ils enregistraient des conversations.<\/p>\n<p>Enfin, avec l&rsquo;introduction de l&rsquo;article 42\/1, un principe de subsidiarit\u00e9 a \u00e9t\u00e9 introduit &#8211; les inspecteurs sociaux devaient v\u00e9rifier si les constatations ne pouvaient pas \u00eatre effectu\u00e9es d&rsquo;une autre mani\u00e8re &#8211; et un accord \u00e9crit pr\u00e9alable \u00e9tait requis de la part du Procureur du Roi ou de l&rsquo;Auditeur du travail. Par cons\u00e9quent, pratiquement aucun test de situation anonyme n&rsquo;a \u00e9t\u00e9 r\u00e9alis\u00e9.<\/p>\n<p><strong>Assouplissement des conditions afin d&rsquo;abaisser le seuil <\/strong><\/p>\n<p>Ces obstacles juridiques semblent d\u00e9sormais avoir \u00e9t\u00e9 surmont\u00e9s gr\u00e2ce \u00e0 un assouplissement du m\u00e9canisme. A la suite d\u2019une modification l\u00e9gislative du 8 mai 2022, les inspecteurs pourront d\u00e9sormais s&rsquo;appuyer soit sur des indications objectives, soit sur une plainte \u00e9tay\u00e9e, soit sur les r\u00e9sultats du datamining et du datamatching. La combinaison des trois \u00e9l\u00e9ments n&rsquo;est donc plus n\u00e9cessaire.<\/p>\n<p>Toutefois, le principe de subsidiarit\u00e9 et la condition de l&rsquo;accord \u00e9crit pr\u00e9alable du Procureur du Roi ou de l&rsquo;Auditeur du travail demeurent.<\/p>\n<p>En principe, les pouvoirs des services d&rsquo;inspection sont limit\u00e9s \u00e0 la d\u00e9tection d\u2019infractions p\u00e9nales. Il est d\u00e9sormais ajout\u00e9 dans le Code p\u00e9nal social que, gr\u00e2ce \u00e0 ces nouveaux pouvoirs, les inspecteurs sociaux pourront \u00e9galement constater des actes non p\u00e9nalement sanctionn\u00e9s. Il s&rsquo;agit d&rsquo;un \u00e9largissement important, car seule la discrimination raciale est p\u00e9nalement r\u00e9prim\u00e9e en tant que telle. Pour les autres formes de discrimination, des conditions suppl\u00e9mentaires s&rsquo;appliquent (comme l&rsquo;expression publique de la discrimination). Cela signifie que dor\u00e9navant, il sera donc \u00e9galement possible de v\u00e9rifier si les employeurs se rendent coupables de discrimination fond\u00e9e sur l&rsquo;\u00e2ge, le handicap, la religion, le genre, etc.<\/p>\n<p>Les modalit\u00e9s de mise en \u0153uvre seront d\u00e9termin\u00e9es par arr\u00eat\u00e9 royal. Ce n&rsquo;est qu&rsquo;alors que les inspecteurs pourront commencer \u00e0 utiliser leurs nouveaux pouvoirs.<\/p>\n<p><strong>Cons\u00e9quences pour l\u2019employeur<\/strong><\/p>\n<p>Les inspecteurs sociaux disposeront bient\u00f4t de moyens suppl\u00e9mentaires en vue de d\u00e9tecter les infractions de discrimination. Il est d\u00e8s lors important que l&#8217;employeur reste attentif \u00e0 la probl\u00e9matique de la discrimination d\u00e8s le stade du recrutement. Un candidat \u00e0 l&#8217;emploi pourrait bien \u00eatre un inspecteur social &#8230;<\/p>\n<p>Th\u00e9r\u00e8se Van Eyken, avocate \u2013 collaboratrice<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le 8 mai 2022, une modification du Code p\u00e9nal social (article 42\/1) est entr\u00e9e en vigueur. Gr\u00e2ce \u00e0 cette modification, l&rsquo;inspection du travail devrait disposer d\u2019une plus grande marge de man\u0153uvre pour d\u00e9tecter, au moyen de mystery calls ou de tests de situation anonymes, des discriminations \u00e0 l\u2019embauche.&nbsp;<\/p>\n","protected":false},"author":1,"featured_media":1172,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[62],"tags":[],"class_list":["post-1652","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-partnerblog-fr"],"blocksy_meta":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Abaissement du seuil pour la d\u00e9tection proactive de la discrimination sur le march\u00e9 de l\u2019emploi au moyen de mystery calls : what\u2019s new? - IBJ - IJE<\/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:\/\/ibj.be\/fr\/partnerblog-fr\/abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Abaissement du seuil pour la d\u00e9tection proactive de la discrimination sur le march\u00e9 de l\u2019emploi au moyen de mystery calls : what\u2019s new? - IBJ - IJE\" \/>\n<meta property=\"og:description\" content=\"Le 8 mai 2022, une modification du Code p\u00e9nal social (article 42\/1) est entr\u00e9e en vigueur. Gr\u00e2ce \u00e0 cette modification, l&#039;inspection du travail devrait disposer d\u2019une plus grande marge de man\u0153uvre pour d\u00e9tecter, au moyen de mystery calls ou de tests de situation anonymes, des discriminations \u00e0 l\u2019embauche.&nbsp;\" \/>\n<meta property=\"og:url\" content=\"https:\/\/ibj.be\/fr\/partnerblog-fr\/abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new\/\" \/>\n<meta property=\"og:site_name\" content=\"IBJ - IJE\" \/>\n<meta property=\"article:published_time\" content=\"2022-05-17T06:00:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-08-29T06:04:35+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/ibj.be\/wp-content\/uploads\/2020\/06\/claeys-and-engels-cropped.png\" \/>\n\t<meta property=\"og:image:width\" content=\"397\" \/>\n\t<meta property=\"og:image:height\" content=\"60\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"ronnyvanderborght\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"ronnyvanderborght\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/ibj.be\\\/fr\\\/partnerblog-fr\\\/abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/ibj.be\\\/fr\\\/partnerblog-fr\\\/abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new\\\/\"},\"author\":{\"name\":\"ronnyvanderborght\",\"@id\":\"https:\\\/\\\/ibj.be\\\/fr\\\/#\\\/schema\\\/person\\\/13a90897df17a00fd7ba7cc501d0496c\"},\"headline\":\"Abaissement du seuil pour la d\u00e9tection proactive de la discrimination sur le march\u00e9 de l\u2019emploi au moyen de mystery calls : what\u2019s new?\",\"datePublished\":\"2022-05-17T06:00:00+00:00\",\"dateModified\":\"2024-08-29T06:04:35+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/ibj.be\\\/fr\\\/partnerblog-fr\\\/abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new\\\/\"},\"wordCount\":761,\"publisher\":{\"@id\":\"https:\\\/\\\/ibj.be\\\/fr\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/ibj.be\\\/fr\\\/partnerblog-fr\\\/abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/i0.wp.com\\\/ibj.be\\\/wp-content\\\/uploads\\\/2020\\\/06\\\/claeys-and-engels-cropped.png?fit=397%2C60&ssl=1\",\"articleSection\":[\"Partnerblog\"],\"inLanguage\":\"fr-FR\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/ibj.be\\\/fr\\\/partnerblog-fr\\\/abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new\\\/\",\"url\":\"https:\\\/\\\/ibj.be\\\/fr\\\/partnerblog-fr\\\/abaissement-du-seuil-pour-la-detection-proactive-de-la-discrimination-sur-le-marche-de-lemploi-au-moyen-de-mystery-calls-whats-new\\\/\",\"name\":\"Abaissement du seuil pour la d\u00e9tection proactive de la discrimination sur le march\u00e9 de l\u2019emploi au moyen de mystery calls : what\u2019s new? 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