Completed projects

Sexual harassment (SH) as a form of discrimination and a form of gender-based violence is not only illegal under EU directives, but protection against SH is granted also by human rights binding documents on European and Global level. Despite the above-mentioned protection, SH is still present at our workplaces. NHRIs can play an active role in combating sexism in Europe through research, advocacy, and reporting, they can contribute to higher sensitivity against its various forms and to promote culture of zero tolerance of sexist behavior. To achieve these goals, NHRIs need to monitor cases of SH, identify barriers to reporting, protection measures at the workplaces and advocate for more effective policies on the national level.

SNCHR has an ambition to monitor workplaces at various public sectors with the health sector as the first one selected because there were several cases reported in past years and a profession of nurse or health assistants are being sexualized in the media. Before the research implementation, SNCHR will organize in-person seminar with other CSOs and academic experts who executed various types of research of SH in Slovakia with an aim to develop a list of recommendations for better quality of the research and to train research assistants for the data collection in the field.

In the final phase of the research, after evaluation and interpretation of data, SNCHR will organize round table with stakeholders, CSOs and HRD to share results and discuss recommendations.

The aim of this project is to execute research on sexual harassment at workplaces in the health sector. This will be done in cooperation with civil society organisations and academic experts who will be invited to share their recommendations and lessons learned. The recommendations and results of the research will be published and shared with national and international stakeholders.

• Activity 1: Data collection and research on national level: research mapping experience with various forms of sexual harassment.
  Publication in SK (pdf)
  Publication in EN (will be available soon)
• Activity 2: National meeting with stakeholders and HRD: seminar about do’s and don’ts of any research of traumatic experience and sensitive issues.
• Activity 3: Activity that promotes learning from national initiatives by NHRI peers in Europe: workshop with NHRIs and experts on collection of data about sexual harassment for reporting and advocacy.
  Recommendations (pdf)
• Activity 4: National meeting with stakeholders and HRD – presentation of the results and recommendations at the round table.

The results of several existing monitoring tools, including the Eurobarometer, the European Rule of Law Mechanism, the European Union Justice Scoreboard, or the Transparency International Corruption Perceptions Index show that the rule of law in Slovakia has been systematically deteriorating, with growing concerns and challenges in some areas.

Therefore, it is necessary to focus on improving and finding innovative ways in promoting the strengthening of the rule of law. It is inevitable not only to identify the serious shortcomings in the selected areas, but also to focus on regular monitor of progress in the problematic areas.

Currently there is no comprehensive tool available, covering wide range of areas of rule of law that reflects data and information from Slovakia and that represents a smart mixture of quantitative and qualitative data. Such a monitoring tool would contribute to the overall improvement of the access to information on the state of rule of law and enhance the effectiveness of activities of key stakeholders working in the field.

The project aims at developing a practical and meaningful tool for monitoring and evaluating the state of rule of law in Slovakia. The project also aims to identify, monitor and evaluate the most searing flaws in the field by providing knowledge and insight in an accessible manner to a wide range of stakeholders.

Methodology  of the Tracking Tool

Explanatory note introducing the purpose and application of the Tracking Tool

Participatory process including for example, surveys, online focus groups, thematic consultations and a roundtable with expert stakeholders

Launch of the Tracking Tool – small conference for key stakeholders

Short video presenting the Tracking Tool

Web application

The European Social Charter (ESC) is a Council of Europe treaty that guarantees fundamental social and economic rights. ESC guarantees a human rights related to employment, housing, health, education, social protection and welfare. Its implementation in Council of Europe´s member states is supervised by the European Committee of Social Rights under the established reporting procedure.

The reporting procedure aims to improve the realisation of the rights guaranteed by ESC, and to facilitate regular dialogue with states and the civil society organisations (CSOs). Under this procedure, states annually submit reports on the implementation of ESC. The monitoring procedure relies also on additional comments and information submitted by CSOs.

The CSOs reporting has not been fully explored in Slovakia and few CSOs actively sumit their comments and information to the European Committee of Social Rights. The Centre, thus, aims to strengthen capacities of local and grassroots organisations in Slovakia that play a key role in protecting and promoting economic and social rights at the national level and have first-hand information on the gaps in protection and challenges.

By building capacities of CSOs working with topics relevant for reporting in the upcoming year, the Centre will support their engagement in the reporting procedure and promote joint reporting initiatives. The cooperation with CSOs will also enable the Centre to gather information and data relevant for its own reporting. Consequently, the Centre will be able to better target its alternative report and prioritise issues covered so that its report complement comments submitted by CSOs.

The aim of the project is to enhance the use of the reporting procedure concerning the implementation of ESC in Slovakia with main focus on Group 4 Articles (Children, Families, Migrants) that are subject to reporting in 2023. In order to promote reporting of CSOs, the Centre will prepare a manual on applicable rules and deliver a capacity-building seminar for CSOs, which will also serve to gather information and data for the SNCHR´s 2023 submission to the reporting procedure. SNCHR will support joint reporting initiatives of CSOs, engage with CSOs and provide CSOs with a platform to effectively advocate for ratification of non-accepted provisions of the reported Articles.

• Report on identified challenges in implementation of the Group 4 Articles
• Internal database of CSOs working in the areas covered by the Group 4 Articles, including local and grassroots organisations
• Practical manual for CSOs on reporting to the European Committee of Social Rights
• Seminar for CSOs aimed at building capacity, networking and information gathering, followed up by a joint call to action advocating for ratification of non-accepted provisions of the Group 4 Articles
• Online consultancies for CSOs to address outstanding questions about reportin

Despite the growing diversity of the Slovak society, prejudice and intolerance are still prevalent. According to a PwC Slovakia survey, 97 % of companies participating in the survey regard diversity and inclusion as one of their corporate values. However, more than half of these businesses (55 %) view these topics as a marketing tool for strengthening their labor market position. According to the PayLab Diversity study, 44 % of Slovak male and female employees have no experience with diversity in the workplace. If they have such experience, it is typically with mothers with small children, the elderly, or foreigners. While mothers and the elderly are positively perceived in the workplace, members of the LGBTIQ+ communities, people with disabilities and ethical minorities are perceived negatively.

LGBTIQ+ Communities

According to a nationwide survey conducted by a civil society organisation Iniciatíva Inakosť (Initiative Otherness), 66 % of LGBTIQ+ male and female respondents are afraid to go to work, and 36 % of male and female respondents report having had a negative work experience related to their sexual orientation. Several multinational employers, in particular, support social and communication activities centered on the inclusion of male and female LGBTIQ+ employees in the workplace. However, systematic measures to adapt the workplace to the needs of LGBTIQ+ employees (e.g. adoption of appropriate recruitment policies, privacy safeguards or the use of inclusive language) are frequently lacking, even among large employers. This is primarily due to a lack of technical or human resources.

Persons with disabilities

When it comes to persons with disabilities, many employers in Slovakia fail to meet their obligations and refuse to hire them. Rather, they seek out various types of subsidiary fulfillment. More than half of employers who employ people with disabilities, according to the Institute for Labor and Family Research, make the type or extent of the disability a condition for employment. Many employers lack experience in creating jobs for people with disabilities and they frequently associate them with high costs or other challenges.

Roma Communities

The high rate of unemployment among Roma men and women is concerning. In 2017, Roma men and women made up to 28% of the total number of unemployed people in Slovakia. Long-standing prejudice and discrimination against Roma men and women in Slovakia is the key barrier to their employment and inclusion in the workplace. The type of enterprise or employer where marginalized Roma are employed varies. The lack of qualifications of Roma male and female applicants, as well as their working habits, are the most significant barriers for larger employers and multinational corporations. It is primarily the prejudices of management and other employees in small and medium-sized businesses.

All vulnerable groups require a diverse and non-discriminatory working environment. Employees are more innovative, productive, and creative in problem solving when there is a culture of mutual respect, trust and empathy. It is also a useful tool for improving employee relations.

Given employers’ limited understanding of diversity in the workplace and male and female employees’ limited experience with diversity in the workplace, this project aimed to increase public awareness of diversity and non-discrimination in the workplace, build employers’ capacity to create, manage and maintain genuine diversity in the workplace, and measure and assess diversity in their respective workplace on a regular basis.

• Blended learning programme (online/offline) for employers – Introduction to Diversity and Non-Discrimination Management.
• Training activities (10 training activities) for public sector employers.
• International workshop at the Fundamental Rights Forum 2021: Measuring Diversity and Equality in the Workplace.
• Communication campaign called “For Nice Mondays”. (vWatch video on youtube)
• Supporting Initiatives for Diversity Charter members (4 events).
• Case study on equal treatment, diversity and related measures in Slovakia.
• Tool for measuring diversity in the workplace – Diversity Index.

National human rights institutions (NHRIs) in EU Member States in many cases lack sufficient capacity to fully engage in the fundamental rights protection mechanisms provided by the EU law. When addressing situations with a human rights aspect, systematic and structured application of the EU law is absent. The EU law remains a tool used by NHRIs only sparely, including the specific mechanisms that the EU has created for this purpose. Therefore, it is necessary to focus on the capacity building needs for the proper application of EU fundamental rights law, with special focus on the EU Charter of Fundamental Rights.

Implementation of the project consists of three key work packages. The project seeks to:

• Enhance the use of the EU Charter of Fundamental Rights by NHRIs and strengthen their role in its enforcement at the national level, including by building the capacity of NHRI staff in using EU fundamental rights law in their work;
• Strengthen NHRIs’ capacity to monitor fundamental rights and the rule of law, by increasing their engagement with relevant EU mechanisms and by promoting national dialogues on fundamental rights and the rule of law;
• Develop the capacity of NHRIs to monitor fundamental rights compliance in the implementation of EU funds, as foreseen by newly applicable EU law.

Based on the results of activities carried out in each of the three work packages of the project, the aim of the project is to strengthen the role of NHRIs and their capacity to engage in the processes of applying fundamental rights and principles of the rule of law within the EU mechanisms. Moreover, many other institutions, administrative structures, civil society organisations or individuals belonging to vulnerable groups will also benefit from the above, as the level of the EU fundamental rights protection at the national level will be increased.

• Baseline studies of the situation in Slovakia as regards the EU Charter of Fundamental Rights and the role of the Slovak National Centre for Human Rights;
• Capacity-building needs assessments;
• Training material and curricula;
• Trainings and study programmes;
• Regional peer exchange meetings;
• Fundamental rights and the rule of law festival;
• Assistance in the development of mechanisms facilitating the application of fundamental rights at national level;
• Analytical paper on the role of the Slovak National Centre for Human Rights in monitoring the implementation of EU funds in accordance with the fundamental rights conditionalities.

Slovakia received the overall score of 66.8 in the employment and work category of the European Institute for Gender Equality’s annual Gender Equality Index. Women in Slovakia work for fewer years than men over the course of their lives. In Slovakia, men work for up to 37 years during their lives, while women work for only 32 years, which is still less than the EU average. In Slovakia, the majority of women work full-time. Part-time female workers are either unable to find a suitable full-time job or their employers are unwilling to allow them to work full-time due to a lack of work.

Work quality and segregation in the labor market

In Slovakia, work quality and labor market segregation persist problematic. Women are overrepresented in low-wage sectors of the economy, and women’s access to better-paying jobs is limited. Education, social services and health care are examples of such sectors. In Slovakia, for example, there are more women than men working in education. Women, on the other hand, are disproportionately represented in lower and less/lower-paid positions (e.g. teacher, tutor, teaching assistant), whereas men are disproportionately represented in senior and managerial positions (e.g. director).

Gender pay gap

We have seen a slight improvement in equal pay since Slovakia joined the European Union. However, according to Eurostat, Slovakia continues to have one of the largest pay disparities in the EU, with a pay gap up to 19,4 % (2018). The average hourly wage for men is 7,40 EUR, while the average hourly wage for women is 6 EUR. Women in Slovakia, on the other hand, work 5 hours less per month than men. The remuneration system is largely tailored to men’s life cycles. For example, experience gained outside of paid work (such as child and family care) is not considered when hiring or remunerating employees. Women are thus subjected to multiple forms of discrimination, not only because of their gender, but also because of their motherhood and parenthood situation.

In Slovakia, the state of gender equality situation is not encouraging. Gender equality and its importance in the Slovak society is stagnating, and is largely influenced by stereotypes, prejudices, hoaxes and misinformation spread primarily online. As a result, the project focuses on raising awareness on gender equality among young people who are getting their first job experience (through education and youth work, communication campaign), mapping the state of gender equality in the workplace and the needs of vulnerable groups (through public consultations), sensitizing male and female employees working in the private sector (through training and adult work), and networking experts at national and european level to exchange good practice and support social innovations in the area of gender equality.

• Public consultations with employees
• Public consultations with employers
• Communication campaign
• Youth work and education 
• Adult sensitization activities
• International conference on gender equality and work-life balance

The European Social Charter (ESC) is a Council of Europe treaty that guarantees fundamental social and economic rights. ESC guarantees a human rights related to employment, housing, health, education, social protection and welfare. Its implementation in Council of Europe´s member states is supervised by the European Committee of Social Rights under the established reporting procedure.

The reporting procedure aims to improve the realisation of the rights guaranteed by ESC, and to facilitate regular dialogue with states and the civil society organisations (CSOs). Under this procedure, states annually submit reports on the implementation of ESC. The monitoring procedure relies also on additional comments and information submitted by CSOs.

The CSOs reporting has not been fully explored in Slovakia and few CSOs actively sumit their comments and information to the European Committee of Social Rights. The Centre, thus, aims to strengthen capacities of local and grassroots organisations in Slovakia that play a key role in protecting and promoting economic and social rights at the national level and have first-hand information on the gaps in protection and challenges.

By building capacities of CSOs working with topics relevant for reporting in the upcoming year, the Centre will support their engagement in the reporting procedure and promote joint reporting initiatives. The cooperation with CSOs will also enable the Centre to gather information and data relevant for its own reporting. Consequently, the Centre will be able to better target its alternative report and prioritise issues covered so that its report complement comments submitted by CSOs.

The aim of the project is to enhance the use of the reporting procedure concerning the implementation of ESC in Slovakia with main focus on Group 4 Articles (Children, Families, Migrants) that are subject to reporting in 2023. In order to promote reporting of CSOs, the Centre will prepare a manual on applicable rules and deliver a capacity-building seminar for CSOs, which will also serve to gather information and data for the SNCHR´s 2023 submission to the reporting procedure. SNCHR will support joint reporting initiatives of CSOs, engage with CSOs and provide CSOs with a platform to effectively advocate for ratification of non-accepted provisions of the reported Articles.

• Report on identified challenges in implementation of the Group 4 Articles and practical overview of groupf of Articles
• Internal database of CSOs working in the areas covered by the Group 4 Articles, including local and grassroots organisations
• Practical manual for CSOs on reporting to the European Committee of Social Rights
• Seminar for CSOs aimed at building capacity, networking and information gathering, followed up by a joint call to action advocating for ratification of non-accepted provisions of the Group 4 Articles
• Online consultancies for CSOs to address outstanding questions about reporting
• Affirmative actions to increase the employment of Roma in Slovakia – Examples of good practice