Are positive action measures adequate means for achieving more equality in opportunities? How do they have to be designed in order to successfully contribute to achieving their aims? Which measures are proportionate and justified, and which are not?
In the framwork of the project "Positive Action measures - measurements to achieve more equality of opportunties?" a manual was elaborated, which is tackling key questions regarding this topic. It presents examples of Good Practise, handles factors of success as well as barriers, and contains guidelines for implementation.
The manual addresses human resources departments, CEOs, works councils, ombudspersons, etc. and anyone interested in the topic and can be ordered upon refund of the mailing costs.