Qu'est-ce que Hiring Discrimination ?
Definition
Hiring discrimination occurs when a recruitment decision is influenced — consciously or unconsciously — by a characteristic that is legally protected rather than by the candidate's actual ability to do the job. Protected characteristics in Belgium include: race and ethnic origin, gender and gender identity, sexual orientation, disability, age, religion or belief, political opinion, and trade union membership.
In practice
Discrimination can be direct ("we don't hire people from that background") or indirect (a neutral-looking requirement that disproportionately excludes a protected group without justification). Belgium's anti-discrimination framework comprises several federal laws: the 2007 Anti-discrimination Act (general), the 2007 Gender Equality Act, and the 2007 Racism Act. Victims can report to Unia (interfederal equality body), the Institut pour l'Égalité des Femmes et des Hommes, or via civil or criminal proceedings. Employers found guilty of discrimination face civil damages, administrative sanctions and reputational damage. Prevention includes anonymous CV screening, structured competency-based assessment, diverse hiring panels, documented decision criteria, and regular audits of hiring data for disparate impact.
Key takeaway
Discrimination in hiring is both illegal and commercially costly — the most effective prevention combines legal compliance, structural process design, and genuine commitment to inclusive recruitment.
Définitions connexes
Anonymous CV
Technique consisting of removing identifying information (name, photo, age, address, nationality) from CVs before screening, to reduce unconscious bias.
Inclusive Recruitment
Set of practices aiming to ensure that the recruitment process is fair, equitable and accessible to all candidates, regardless of their background or personal characteristics.
Gender Bias
Set of conscious or unconscious prejudices that disadvantage one gender over another in recruitment, promotion and salary decisions.
Ageism
Discrimination based on age — both explicit and implicit — that disadvantages older (and sometimes younger) candidates in recruitment and employment.
Diversity Quotas
Mandatory or voluntary minimum representation targets for specific groups (gender, ethnicity, disability) in hiring, boards or leadership positions.