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• W2189320789 abstract "While the general definition of disability was adopted with a view to moving away from the medical model of disability and to reflect the ICF concept developed by the WHO, the employment discrimination provision was enacted with the legislative intent of transposing one of the EU equality directives, the Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation, O.J. L 303/16 (Framework-Directive). Both attempts were only partly successful. The general disability definition in § 3 BGG is still based on the medical/individual model of disability because the restrictions to participating in societal life are seen as a consequence of the impairment. In contrast, the ICF concept of health and disability does not draw such a link between impairment and participation. It is left open as to which of the various factors (bodily functions or contextual factors) might be the cause for social exclusion. Thus, the general definition of disability in German law does not accurately reflect the ICF concept. And in German legal literature, it is highly debated, whether an accurate reflection of the ICF would indeed be desirable (Neumann, 2003, p. 897; Reichenbach, 2002, p. 485; Zinsmeister, 2004, pp. 76-92). Regarding the EU Framework-Directive, it can be said that § 81 (2) SGB IX by no means can be regarded as a sufficient transposition of the European law. Member States of the European Communities have to do much more than to simply adopt an employment discrimination provision for the groups covered by the Framework-Directive. But what is more important, the Framework-Directive covers all employees. Thus, it is insufficient to protect only severely persons against employment discrimination. However, for the purpose of this paper, this criticism on the German legal definitions of disability might be better left aside. c) Germany between the medical/individual and social/human rights model The question at hand is whether these definitions of disability perpetuate the medical or social model of disability. Both the general definition (§ 3 BGG) and the definition of severe disability (§ 2 (2) SGB IX) are impairment-related. While the focus of the first is on the deviation factor, the latter is based on a degree standard, which is linked to a list of impairments. As noted above, an impairment-related definition of disability might not per se be regarded as perpetuating the medical model of disability, because disability-based discrimination is always linked to a present, past, future or assumed impairment. However, to limit protection against discrimination to a group of truly disabled persons supports the medical model because it shifts the focus from the discriminatory attitude, treatment or structure towards the victim as a reason for discrimination. Thus, the definition of severe disability in German employment discrimination law perpetuates the medical model of disability. To exclude less severely persons, as well as those with a past, future or imputed impairment cannot be reasonably justified. Similarly, the general definition of disability according to § 3 BGG excludes persons with a past, future or assumed disability from legal protection against discrimination. Such a legal approach distorts the reality of disability discrimination. It is not an individual feature of the person which triggers discrimination, but the reaction of society towards such an existing or assumed feature. It is therefore necessary to extend legal protection against discrimination beyond the group of presently persons. The German disability discrimination law thus does not comprehensively encompass the social/human rights model of disability. In addition, tensions between German discrimination law and social (welfare) law might be predicted, because in both areas the same legal definition of disability applies (§ 3 BGG and § 2 SGB IX). When enacting SGB IX the German legislator deliberately chose to adopt a uniform definition for both, social and discrimination law. Three and four years, respectively, after the enactment of the acts, it is yet too early to see any outcome of that tension." @default.
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• W2189320789 date "2006-01-01" @default.
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• W2189320789 title "The Definition of Disability in German and Foreign Discrimination Law" @default.
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