[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fminderjarigen-en-jongeren\u002Fstagediscriminatie":3,"sites:htmlblocks":121,"menu:\u002Fnl-nl:":1320,"subsites":1561,"cite-subsites":5123,"footer:nl-nl":5600,"suggested:nl-nl":5679,"cite-footer:nl-nl":5685},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":31,"body_blocks":39,"call_to_action":45,"categories":52,"owner":57,"show_related_pages":63,"related_pages":64,"related_sites":119,"in_subsite":63,"contact_page_url":7,"banner_message":120},30732,"stagediscriminatie","Stagediscriminatie",null,"\u003Cp>Stagediscriminatie wil zeggen dat stagiairs vaker moeten solliciteren of vervelend worden behandeld tijdens hun stage, alleen vanwege hun afkomst, geloof of gender. Het is in Nederland verboden, maar komt helaas nog steeds voor. Gelukkig zijn er steeds meer initiatieven om stagedisriminatie tegen te gaan. In dit artikel geven we tips hoe je kunt omgaan met stagediscriminatie, zowel voor stagiairs als voor werkgevers.\u003C\u002Fp>","","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fminderjarigen-en-jongeren\u002Fstagediscriminatie","pages.contentpage","nl_NL","\u002Fcms\u002Fpages\u002F30732\u002Fedit\u002F",[15,18,21,24,27,30],{"title":16,"slug":17},"Nederland","nl-nl",{"title":19,"slug":20},"Werk in Nederland","werk-in-nederland",{"title":22,"slug":23},"Arbeidsrecht","arbeidsrecht",{"title":25,"slug":26},"Gelijke Behandeling","gelijke-behandeling",{"title":28,"slug":29},"Minderjarigen en Jongeren","minderjarigen-en-jongeren",{"title":6,"slug":5},{"title":6,"description":9,"image":32,"canonical":33,"robots":34,"og_type":35,"twitter_card":36,"locale":17,"created_at":37,"last_modified_at":38},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fminderjarigen-en-jongeren\u002Fstagediscriminatie\u002F","index, follow","website","summary_large_image","2026-01-29T13:51:52.065013+01:00","2026-04-07T14:15:34.963964+02:00",[40],{"type":41,"data":42},"text_block",{"content":43,"variant":44},"\u003Ch3>\u003Cb>Wat is stagediscriminatie?\u003C\u002Fb>\u003C\u002Fh3>\u003Cp>Discriminatie betekent dat je anders wordt behandeld vanwege je persoonlijke kenmerken. Je krijgt niet dezelfde kansen als de rest, bijvoorbeeld vanwege je afkomst, gender, geloof of seksuele voorkeur.\u003C\u002Fp>\u003Cp>Discriminatie op de werkvloer is in Nederland verboden en uiteraard onacceptabel. Helaas komt discriminatie nog steeds voor. Bij studenten die stage lopen is het al jarenlang een hardnekkig probleem.\u003C\u002Fp>\u003Cp>Stagediscriminatie gebeurt op verschillende manieren. De belangrijkste zijn:\u003C\u002Fp>\u003Col>\u003Cli>Discriminatie bij het zoeken naar een stage. Zo moeten studenten met een migratieachtergrond soms vaker solliciteren voor ze een stage vinden.\u003C\u002Fli>\u003Cli>Discriminatie tijdens de stage zelf. Sommige studenten krijgen te maken met kwetsende opmerkingen of nare ‘grappen’ van klanten of collega’s. Of ze krijgen vervelend werk toegeschoven.\u003C\u002Fli>\u003C\u002Fol>\u003Ch3>Hoe vaak komt stagediscriminatie in Nederland voor?\u003C\u002Fh3>\u003Cp>Uit \u003Ca href=\"https:\u002F\u002Froa.nl\u002Ffiles\u002Froaf201817mbostagespdf\" rel=\"nofollow noopener\" target=\"_blank\">onderzoek van de Universiteit Maastricht\u003C\u002Fa> volgt dat Nederlandse jongeren met een migratieachtergrond vaker moeten solliciteren naar hun stageplek. In 2017 had 68% van de jongeren zonder migratieachtergrond bijvoorbeeld al na één keer solliciteren een stage gevonden. Van de jongeren met een niet-westerse migratieachtergrond had slechts 48% na één keer solliciteren beet.\u003C\u002Fp>\u003Cp>Een \u003Ca href=\"https:\u002F\u002Fwww.verwey-jonker.nl\u002Fartikel\u002Fmbo-studenten-stagediscriminatie\u002F\" rel=\"nofollow noopener\" target=\"_blank\">onderzoek van het Verwey-Jonker Instituut\u003C\u002Fa> uit 2021 laat zien dat een kwart van de mbo-studenten bij het \u003Ci>zoeken\u003C\u002Fi> naar hun stage discriminatie heeft ervaren of daarover twijfelt. Bovendien geeft één op de acht studenten aan tijdens het \u003Ci>lopen\u003C\u002Fi> van hun stage discriminatie te hebben ervaren of daarover te twijfelen. Als voorbeelden van discriminatie noemen studenten kwetsende grappen, pestgedrag of vaker gecontroleerd worden dan andere stagiairs.\u003C\u002Fp>\u003Cp>Het onderzoek van het Verwey-Jonker Instituut bevestigt dat discriminatie niet alleen wordt ervaren door stagiairs, maar ook daadwerkelijk plaatsvindt. De onderzoekers hebben namelijk fictieve sollicitatiebrieven gestuurd aan werkgevers. Ze ontdekten dat vrouwelijke studenten met dezelfde kenmerken sneller worden uitgenodigd voor een sollicitatiegesprek dan mannelijke. Studenten met een migratieachtergrond hebben juist minder kans op een uitnodiging.\u003C\u002Fp>\u003Cp>Er zijn wel verschillen tussen de sectoren. In de ICT-sector hebben stagiairs met een islamitische geloofsovertuiging bijvoorbeeld een kleinere kans op een positieve reactie na een sollicitatie. In de sector zorg en welzijn is hun kans juist groter.\u003C\u002Fp>\u003Ch3>Wat zijn de gevolgen van stagediscriminatie?\u003C\u002Fh3>\u003Cp>Stagiairs die stagediscriminatie hebben meegemaakt, voelen zich eenzamer en minder veilig. Ze zijn gemiddeld minder positief over hun kansen op de arbeidsmarkt en ook hun zelfvertrouwen kan een deuk krijgen. Sommige studenten lopen studievertraging op of stoppen zelfs helemaal met hun studie. Stagediscriminatie is dus een groot maatschappelijk probleem.\u003C\u002Fp>\u003Cp>Niet alleen de discriminatie zelf heeft veel impact. \"Soms is de manier waarop de omgeving reageert zelfs nog traumatischer,\" vertellen Tamara te Winkel en Marissa Shanmugalingam van CNV Jongeren. Het komt bijvoorbeeld voor dat de school, werkgever en collega's twijfelen of de stagiair wel echt is gediscrimineerd. Ook \u003Ci>victim blaming\u003C\u002Fi> is een bekend fenomeen. Daarbij krijgt het slachtoffer zelf de schuld van discriminatie. Dan krijg je als stagiair bijvoorbeeld te horen dat je je meer moet aanpassen aan de cultuur in het bedrijf. \u003C\u002Fp>\u003Cp>\"Daarom is het heel belangrijk dat stagiairs die discriminatie hebben meegemaakt goed worden opgevangen,\" aldus Te Winkel. \"Het helpt als studenten laagdrempelig het gesprek aan kunnen gaan over discriminatie.\" De school kan daaraan bijdragen door duidelijk te maken bij wie studenten terecht kunnen. Én door barrières weg te nemen.\u003C\u002Fp>\u003Cp>Het komt nu bijvoorbeeld voor dat een stagiair studievertraging oploopt omdat hij vanwege discriminatie stopt met zijn stage. \"Dan maak je het voor de student nog moeilijker om zich uit te spreken tegen een onveilige werksituatie,\" zegt Shanmugalingam. \"Als school zou je kunnen kijken hoe je die studievertraging kunt voorkomen. Vaak is het bijvoorbeeld niet nodig dat de student ergens anders helemaal opnieuw begint met zijn stage.\"\u003C\u002Fp>\u003Ch3>Wat kun je doen als je zelf stagediscriminatie ervaart? Of als je daarover twijfelt?\u003C\u002Fh3>\u003Cp>Als stagiair heb je recht op een veilige werkplek, waar je niet gediscrimineerd wordt. Is dat bij jou niet zo? Of twijfel je of er sprake is van stagediscriminatie? Dan kun je één van de volgende stappen zetten.\u003C\u002Fp>\u003Cul>\u003Cli>\u003Ci>Schrijf op wat er is gebeurd.\u003C\u002Fi> Discriminatie is soms moeilijk te bewijzen. Het kan je daarom helpen om een verslag te maken van wat er gebeurd is. Noteer bijvoorbeeld welke collega’s een rotopmerking hebben gemaakt en wat ze precies zeiden. Heb je vervelende mails of chatberichten gekregen? Bewaar die dan ook. Zo kun je aantonen wat er gebeurd is.\u003C\u002Fli>\u003Cli>\u003Ci>Bespreek het met je school of docentbegeleider.\u003C\u002Fi> Is stagelopen verplicht voor je opleiding? Dan is je school medeverantwoordelijk voor een veilige stage. Je kunt je ervaring dus ook met je docentbegeleider bespreken en samen overleggen over de mogelijkheden. Misschien kan je bijvoorbeeld samen met je docentbegeleider in gesprek gaan met je stageplek. Of je kunt zoeken naar een vervangende stageplek.\u003C\u002Fli>\u003Cli>\u003Ci>Ga naar de vertrouwenspersoon van je stageplek.\u003C\u002Fi> Veel werkgevers hebben een vertrouwenspersoon. Daarmee kun je ongewenst gedrag op de werkvloer bespreken en dus zeker ook discriminatie tijdens je stage. Alles wat je met de vertrouwenspersoon bespreekt, is geheim. De vertrouwenspersoon kan je vertellen welke stappen je kunt zetten.\u003C\u002Fli>\u003Cli>\u003Ci>Dien een klacht in bij je stageplek.\u003C\u002Fi> Uiteraard kun je ook bij je stageplek zelf melden dat je discriminatie ervaart. Dit kun je doen bij je stagebegeleider, bij de ondernemingsraad of personeelsvertegenwoordiging, of bij iemand anders die je vertrouwt.\u003C\u002Fli>\u003Cli>\u003Ci>Doe een melding.\u003C\u002Fi> De Samenwerkingsorganisatie Beroepsonderwijs Bedrijfsleven (SBB) heeft een \u003Ca href=\"https:\u002F\u002Fwww.s-bb.nl\u002Fstudenten\u002Fmeldpunt-stagediscriminatie\u002F\" rel=\"nofollow noopener\" target=\"_blank\">meldpunt voor stagediscriminatie\u003C\u002Fa> Je kunt daar dus een klacht indienen over je stagebedrijf. SBB kan na je melding onderzoek doen, het leerbedrijf aanspreken op discriminatie en eventueel de erkenning van het leerbedrijf intrekken. Wil je niet dat er iets met je melding gebeurt? Dan kun je dat bij je melding aangeven. SBB gebruikt je melding dan alleen om te tellen hoe vaak stagediscriminatie voorkomt.\u003Cbr\u002F>Je kunt je ook melden bij het \u003Ca href=\"https:\u002F\u002Fwww.youngandunited.nl\u002Fmeldpunt-discriminatie\" rel=\"nofollow noopener\" target=\"_blank\">meldpunt van FNV Young and United en discriminatie.nl.\u003C\u002Fa> Bij meerdere meldingen over één organisatie gaat FNV Young and United in gesprek met het stagebedrijf, zonder dat ze jouw gegevens doorgeven. En discriminatie.nl kan na je melding contact met je opnemen om samen met je naar een oplossing te zoeken.\u003C\u002Fli>\u003Cli>\u003Ci>Ga naar het College voor de Rechten van de Mens.\u003C\u002Fi> Het College voor de Rechten van de Mens is een onafhankelijke organisatie die zich inzet voor mensenrechten, zoals gelijke behandeling. Iedereen die discriminatie heeft meegemaakt (in het onderwijs, op het werk of ergens anders) kan zich melden bij het College van de Rechten van de Mens. Je kunt je klacht vrijblijvend bespreken op \u003Ca href=\"https:\u002F\u002Fwww.mensenrechten.nl\u002Fcontact\" rel=\"nofollow noopener\" target=\"_blank\">hun spreekuur\u003C\u002Fa> of een \u003Ca href=\"https:\u002F\u002Fklachtenformulier.mensenrechten.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">officiële klacht\u003C\u002Fa>. Als je wilt, kun je het College in dat laatste geval ook vragen om een onderzoek. Het College doet dan een officiële uitspraak of je gediscrimineerd bent. Die uitspraak is juridisch niet bindend, maar wel belangrijk. In \u003Ca href=\"https:\u002F\u002Fwww.volkskrant.nl\u002Fnieuws-achtergrond\u002Fhet-college-voor-de-rechten-van-de-mens-heeft-weinig-macht~b670d1f0\u002F?referrer=https:\u002F\u002Fwww.google.com\u002F\" rel=\"nofollow noopener\" target=\"_blank\">driekwart van de gevallen\u003C\u002Fa> neemt een organisatie actie als het College vindt dat sprake is van discriminatie.\u003C\u002Fli>\u003C\u002Ful>\u003Ch3>Wat kun je als werkgever tegen stagediscriminatie doen?\u003C\u002Fh3>\u003Cp>Het Kennisplatform inclusief samenleven (KIS) heeft een aantal \u003Ci>best practices\u003C\u002Fi> ontwikkeld om \u003Ca href=\"https:\u002F\u002Fwww.kis.nl\u002Fpublicatie\u002Fmbo-stagediscriminatie-voorkomen-en-aanpakken-wat-kan-werken\" rel=\"nofollow noopener\" target=\"_blank\">stagediscriminatie\u003C\u002Fa> en \u003Ca href=\"https:\u002F\u002Fwww.kis.nl\u002Fartikel\u002Fdiscriminatie-aanpakken-op-de-werkvloer-wat-werkt-volgens-de-wetenschap\" rel=\"nofollow noopener\" target=\"_blank\">discriminatie op de werkvloer\u003C\u002Fa> tegen te gaan. Die zijn gebaseerd op wetenschappelijk onderzoek.\u003C\u002Fp>\u003Cp>Wil je stagediscriminatie tegengaan vanuit jouw werkgever of werkleerbedrijf? Dan kun je bijvoorbeeld kijken naar de volgende mogelijkheden:\u003C\u002Fp>\u003Cul>\u003Cli>\u003Ci>Draag uit dat gelijke behandeling binnen jouw bedrijf belangrijk is.\u003C\u002Fi> Als mensen denken dat discriminatie in hun omgeving wordt afgekeurd, doen ze beter hun best om minder te discrimineren en hun vooroordelen te onderdrukken. Het helpt daarom als bedrijf of als bedrijfssector om een positieve norm uit te dragen dat iedere stagiair welkom is en dezelfde kansen verdient. Zeker als je die boodschap zo brengt dat die aansluit bij de kernwaarden van je bedrijf én als die boodschap door de top van het bedrijf wordt gesteund. Tips over hoe je zulke sociale normen stelt, vind je bij \u003Ca href=\"https:\u002F\u002Fwww.movisie.nl\u002Fartikel\u002Fsociale-normen-stellen-tegen-discriminatie-waarom-hoe-werkt\" rel=\"nofollow noopener\" target=\"_blank\">Movisie\u003C\u002Fa>.\u003C\u002Fli>\u003Cli>\u003Ci>Objectief werven en selecteren.\u003C\u002Fi> In plaats van te kijken naar de kandidaat met wie je de beste klik hebt, let je tijdens het sollicitatieproces zo objectief mogelijk op competenties. Zo krijgt iedere kandidaat dezelfde kansen. Dat is niet alleen eerlijker, maar leidt ook tot betere matches.\u003C\u002Fli>\u003Cli>Objectief werven vraagt wel wat van werkgevers: ze moeten anoniem solliciteren invoeren en de interviews gestructureerd laten plaatsvinden, zodat elke kandidaat dezelfde vragen krijgt. Meer informatie over hoe je dat aanpakt, kun je vinden bij het \u003Ca href=\"https:\u002F\u002Fwww.kis.nl\u002Fartikel\u002Fwat-objectief-werven-en-selecteren\" rel=\"nofollow noopener\" target=\"_blank\">Kennisplatform inclusief samenleven\u003C\u002Fa>.\u003C\u002Fli>\u003Cli>Je kunt je vooroordelen verminderen door kennis te maken met iemand met een andere achtergrond. Een manier om dit te doen is een proefstage. In plaats van een gesprek gaat een stagiair meteen een korte periode aan de slag. De stagiair wordt daarna beoordeeld op hoe hij zijn werk doet. Gaat het goed, dan volgt een 'volledige' stage. Het is wel zaak om de proefstage zo in te richten dat iedereen zich op zijn gemak voelt. Verwachtingsmanagement helpt daarbij.\u003C\u002Fli>\u003C\u002Ful>\u003Ch3>Wat zijn maatschappelijke initiatieven tegen stagediscriminatie?\u003C\u002Fh3>\u003Cp>Gelukkig wordt het probleem van stagediscriminatie steeds breder erkend. Waar het vroeger vaak bleef bij de constatering dat stagediscriminatie een groot probleem is, zijn er nu veel organisaties die daadwerkelijk actie ondernemen.\u003C\u002Fp>\u003Ch3>Stagediscriminatie Doorbrekers\u003C\u002Fh3>\u003Cp>Stagediscriminatie Doorbrekers is een project van CNV Jongeren. Binnen dit project ontwikkelt de vakbond een trainingsmodule voor docenten en stagecoördinatoren. \"We willen deze professionals concrete handvatten geven hoe ze adequaat kunnen reageren,\" vertelt projectleider Tamara te Winkel. \"Wat kun je zeggen als een student zegt dat hij een vervelende ervaring heeft meegemaakt? En hoe zorg je dat de student zich gehoord voelt?\" De training wordt praktisch ingestoken: docenten leren heel concreet hoe ze stagediscriminatie kunnen herkennen. En hoe ze daarna op een prettige en niet-bedreigende manier met stagiairs kunnen communiceren. De training wordt samen met studenten, scholen en stagebedrijven ontwikkeld.\u003C\u002Fp>\u003Cp>Daarnaast biedt CNV Jongeren ook een training aan voor stagiairs zelf over hoe om te gaan met stagediscriminatie. Discriminatie ligt nooit aan de stagiair zelf, maar als stagiairs weten hoe ze voor zichzelf op kunnen komen, kan dat wel ervoor zorgen dat ze zich veiliger voelen.\u003C\u002Fp>\u003Ch3>Stagepact MBO\u003C\u002Fh3>\u003Cp>Verschillende maatschappelijke organisaties hebben de handen ineengeslagen om stagediscriminatie tegen te gaan. Ze hebben daarover afspraken gemaakt in het Stagepact MBO, dat tot 2027 loopt. Onderdelen zijn onder andere een \u003Ca href=\"https:\u002F\u002Fwww.rijksoverheid.nl\u002Fdocumenten\u002Frapporten\u002F2023\u002F05\u002F25\u002Ftoolbox-aanpak-stagediscriminatie\" rel=\"nofollow noopener\" target=\"_blank\">toolbox\u003C\u002Fa> voor mbo-instellingen om stagediscriminatie aan te pakken.\u003C\u002Fp>\u003Ch3>Werkprogramma Stagediscriminatie\u003C\u002Fh3>\u003Cp>Werkprogramma Stagediscriminatie is een \u003Ca href=\"https:\u002F\u002Fecho-net.nl\u002Fwat-doen-wij\u002Fprojecten\u002Fwerkprogramma-stagediscriminatie\u002F\" rel=\"nofollow noopener\" target=\"_blank\">initiatief\u003C\u002Fa> van onderwijsinstellingen, ministeries en werkgevers- en studentenorganisaties. Samen met expertisecentrum ECHO proberen ze stagediscriminatie in het hoger onderwijs uit te bannen. Dat doen ze door meer bewustzijn over stagediscriminatie te creëren, de dialoog tussen betrokken partijen op gang te brengen en concrete acties te bedenken om stagediscriminatie te voorkomen én tegen te gaan.\u003C\u002Fp>","light",{"text":46,"link":47},"Contact",{"title":46,"url":48,"description":46,"rel":49,"type":50,"id":51},"\u002Fabout\u002Fcontact","follow","internal",24590,[53],{"id":54,"slug":55,"name":56},2,"labour-law","Labour Law",{"id":54,"first_name":58,"last_name":59,"email":60,"image":61,"function":62},"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",true,[65,68,72,75,79,83,87,91,95,99,103,107,111,115],{"id":66,"short_title":7,"title":25,"url":67},2933,"\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling",{"id":69,"short_title":7,"title":70,"url":71},2934,"Dwangarbeid","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fdwangarbeid",{"id":73,"short_title":7,"title":28,"url":74},2935,"\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fminderjarigen-en-jongeren",{"id":76,"short_title":7,"title":77,"url":78},2936,"Seksuele Intimidatie","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie",{"id":80,"short_title":7,"title":81,"url":82},30733,"Alles over seksuele intimidatie","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie\u002Falles-over-seksuele-intimidatie",{"id":84,"short_title":7,"title":85,"url":86},30734,"Seksuele intimidatie op het werk","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie\u002Fseksuele-intimidatie-op-het-werk",{"id":88,"short_title":7,"title":89,"url":90},30735,"Beleid tegen seksuele intimidatie","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie\u002Fbeleid-tegen-seksuele-intimidatie",{"id":92,"short_title":7,"title":93,"url":94},30736,"Seksuele intimidatie: wat te doen?","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie\u002Fseksuele-intimidatie-wat-te-doen",{"id":96,"short_title":7,"title":97,"url":98},30737,"Plegers van seksuele intimidatie","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie\u002Fplegers-van-seksuele-intimidatie",{"id":100,"short_title":7,"title":101,"url":102},30738,"Gevolgen van seksuele intimidatie","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie\u002Fgevolgen-van-seksuele-intimidatie",{"id":104,"short_title":7,"title":105,"url":106},30739,"Economische schade door seksuele intimidatie","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie\u002Feconomische-schade-door-seksuele-intimidatie",{"id":108,"short_title":7,"title":109,"url":110},30740,"Internationale regelgeving over seksuele intimidatie","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie\u002Finternationale-regelgeving-over-seksuele-intimidatie",{"id":112,"short_title":7,"title":113,"url":114},30741,"Seksuele intimidatie: huispersoneel","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie\u002Fseksuele-intimidatie-huispersoneel",{"id":116,"short_title":7,"title":117,"url":118},30742,"Seksuele intimidatie in wereldwijde context","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling\u002Fseksuele-intimidatie\u002Fseksuele-intimidatie-in-wereldwijde-context",[],"\u003Cp>Loonwijzer is WageIndicator. 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