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1
Routh, Robert 1943. „Aviation in discrimination [i.e. Discrimination in aviation]“. Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=33365.
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This study questions the effects that discrimination has had on aviation and what changes, if any, can be expected in the near future. The central theme of the study is discrimination, specifically racial discrimination, sex discrimination and age discrimination. Of particular importance is the discriminatory role that various government agencies have played in labeling a person unfit to serve as a pilot simply because that person happens to be a woman, black or has reached a certain chronological age.This study questions the position taken by such institutions as the International Civil Aviation Organization, the Federal Aviation Administration and the Joint Aviation Authorities. Where possible, an attempt has been made to show good leadership on the part of these institutions as well as indicate where good leadership was partially or completely missing. The role the courts have played or failed to play over the years in determining the issues of discrimination in aviation has also been included in the study. Case law is used as extensively as possible to trace the positions taken by plaintiffs and defendants in attempting to change what they perceived as discriminatory or unfair law.
The text also includes legislation that addresses issues of discrimination passed by various legislative bodies as well as the efforts of individual organizations, such as the Professional Pilots Federation, the International Federation of Air Line Pilots Associations and others, to end discriminatory practices in aviation.
2
Lise, Manuella. „Le droit universel, européen et français relatif à la non-discrimination liée au travail et ses déclinaisons dans les collectivités territoriales régies par l'article 73 de la Constitution“. Thesis, Antilles, 2016. http://www.theses.fr/2016ANTI0122/document.
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Le traitement différencié qui s'exerce sur les personnes ou les groupes en raison de leur race, de leur religion, de leur appartenance sociale peut s'inscrire dans une forme de continuité. en effet, on observe une évolution récente des discriminations et inégalités au travail.se pose alors la question de l'efficacité de l'action de l'organisation intercoloniale du travail dans sa mission d'élaboration des convertis et de contrôle de leur applicationDifferentiated treatment of individuals or groups on the basis of race, religion, or social affiliation may be a form of continuity. There is a recent evolution of discrimination and inequalities in the workplace. The question then arises of the effectiveness of the intercolonial organization of labor in its task of developing converts and monitoring their application
3
Braxton, Shawn Lamont. „Examining Workplace Discrimination in a Discrimination-Free Environment“. Thesis, Virginia Tech, 2010. http://hdl.handle.net/10919/36381.
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The purpose of this study is to explore how racial and gender discrimination is reproduced in concrete workplace settings even when anti-discrimination policies are present, and to understand the various reactions utilized by those who commonly experience it. I have selected a particular medical center, henceforth referred to by a pseudonym, “The Bliley Medical Center” as my case study. In order to examine the gaps between the normative component instituted to regulate human behavior and the behavioral component in a workplace setting, I will employ critical race theory and feminist theories of intersectionality. The works of critics such as Delgado and Stefancic, Patricia Williams, and Patricia Hill Collins, among others, foreground the utility of storytelling as a means to 1) understand the gaps between formal policies and organizational behavior, 2) call attention to the experiential knowledge and evidence that is traditionally excluded in discrimination cases, and (3) to explain how formal anti-discrimination policies can actually be used to legitimize discrimination. Based on the results of this case study, we can conclude that an alternative interactionist, critical race, and intersectional approach is especially needed in terms of calling attention to traditionally ignored social processes that aid in the reproduction of workplace inequality in concrete workplace settings, thus expanding the current workplace discrimination scholarship.Master of Science
4
Ferry, G. „Robust discrimination“. Thesis, University of Newcastle Upon Tyne, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239717.
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5
Duvefelt, Sabine, und Carolina Sjölander. „Multiple Discrimination : Addressing Complex Discrimination in a Complex Society“. Thesis, Örebro University, Department of Behavioural, Social and Legal Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-1912.
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Abstract
This thesis show how the European Community, through legislation and case law, is addressing the problem of multiple discrimination and what the possible solutions to it are.
Multiple discrimination describes a situation where an individual experiences discrimination on more than one ground. This can occur in two different ways; additive or intersectional. Additive discrimination describes a situation where an individual is discriminated against on more than one ground and these grounds are added on top of each other. Intersectional discrimination explains how an individual’s multiple identities may be the cause of discrimination in such a way that the grounds for discrimination cannot be considered separately.
Expanding the list of grounds in Article 13 EC could help multiple discrimination claims but cannot be seen as the exclusive solution to such a complex problem. Many more problems surround multiple discrimination claims. One is to find an adequate comparator in order to prove discrimination. Another is that the case law shows a higher rate of success for plaintiffs claiming only one ground of discrimination even if they have experienced multiple discrimination, causing a disparity between the facts of the case and the reality experienced by the plaintiffs.
In conclusion, such a complex matter cannot be solved by one simple solution but the Community would benefit from an explicit prohibition as well as a common definition of multiple discrimination.
6
Mkhadri, Abdallah. „Classification et discrimination des donnees qualitatives : discrimination multinomiale regularisee“. Paris 6, 1990. http://www.theses.fr/1990PA066627.
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Cette these regroupe plusieurs contributions a la classification et a la discrimination de donnees binaires ou qualitatives. En classification, nous resolvons, d'un point de vue geometrique, le probleme de la construction de ponderations optimales des variables simultanement a la construction d'une partition. Nous comparons ensuite notre approche a l'approche probabiliste. Le reste de ce travail est consacre a la discrimination sur variables binaires et qualitatives. Nous nous sommes restreints a des echantillons de petite taille. Le but est d'analyser les performances des methodes classiques et d'en proposer de nouvelles. Apres une revue bibliographique appuyee d'exemples d'application, nous presentons une etude de discrimination sur des donnees reelles qui nous a permis de proposer une strategie de reduction de la dimension du probleme fondee sur une technique de classification des variables resumant au mieux l'information discriminante. On etudie ensuite l'estimation des parametres de lissage pour l'estimation non parametrique de densites. Nous developpons des expressions explicites du parametre de lissage contrairement aux procedures classiques. Ces estimateurs sont fondes sur des approximations utilisant la validation croisee et le bootstrap. Enfin, on propose une nouvelle methode de discrimination, la discrimination multinomiale regularisee, particulierement adaptee a des echantillons de petite taille. Elle utilise deux parametres de regularisation, determines de maniere optimale, pour definir une regle de decision fiable. Le premier parametre permet d'obtenir une regle de decision intermediaire entre le modele multinomial complet et le modele d'independance d'ordre un. Le deuxieme parametre est un parametre de lissage. Les experimentations, que nous presentons ensuite, montrent les qualites de cette methode
7
Giezek, Nora. „Relations d'équivalence, discrimination conditionnelle et discrimination simple de stimulus composé“. Lille 3, 2011. http://www.theses.fr/2011LIL30016.
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Il a été mis en évidence que sur un ensemble de stimuli utilisés à des fins de discrimination conditionnelle émergent des relations nouvelles entre eux. Certains auteurs considèrent qu'elles ont les propriétés de l'équivalence. Parmi les théories, ce phénomène est expliqué en termes d'expérience linguistique individuelle. Cependant, des études plus récentes montrent que les propriétés d'équivalence émergent dès la situation de discrimination simple avec des stimuli composés. Les propriétés du stimulus composé peuvent alors être envisagées comme explicatives des performances aux tests d'équivalence obtenues en discrimination conditionnelle, et donc de la substituabilité des stimuli. Si le stimulus composé et ses éléments en isolation exercent un contrôle discriminatif sur la réponse, alors une altération de ce contrôle sur les stimuli composés, ou sur ses éléments présentés en isolation, devrait affecter l'apparition des classes d'équivalence. Ces hypothèses de la nécessité du langage et des propriétés du stimulus composé sont testées par le biais de trois études expérimentales auprès d'adultes (Article 1), d'enfants typiques ou avec trouble du développement (Article 2), et enfin de pigeons (Article 3). Nos résultats confirment l'hypothèse de séparabilité du stimulus composé, exception faite por les enfants atteints d'autisme. Ils sont discutés dans les perspectives appliquée et fondamentale. Les échecs aux tests d'équivalence pourraient être liés à des difficultés d'apprentissage propres aux populations et non à l'absence de langage. Nous discutons également la nécessité d'instaurer une relation conditionnelle entre les stimuli pour l'apparition de la substituabilitéNew relations have been shown to emerge in sets of stimuli used in conditional discriminations. Some authors consider these stimulus sets to have properties of equivalence. According to some theories, this equivalence phenomenon has been explained in terms of individual linguistic experience. However, recent studies have shown that properties of equivalence appeared from simple discrimination with compound stimuli. Two properties of a compound stimulus, separability and independent discriminative control by its elements, can explain performance obtained in equivalence test using a conditional discrimination procedure and therefore stimuli' substitutability. If a compound stimulus and its elements in isolation exert discriminative control on responses then decreasing this control on either the compound stimulus or on its elements presented single should affect the emergence of equivalence classes. These hypotheses about necessity of language for stimulus equivalence and properties of compound stimuli were examined in three experiments with adults (Article 1), typically developing children and children with autism (Article 2), and with pigeons (Article 3). The results confirmed separability of compound stimulus hypothesis, except for childre with autism. Results are discussed from the perspective of equivalence as a basic behavioral process and in terms of their implications for applied research. The failures to exhibit equivalence relations could be related to learning deficits characteristics inherent in those populations rather than to a lack of language. The necessity of establishing a conditional relation between stimuli for substitutability to appear also is discussed
8
Weikum, Whitney Marie. „Visual language discrimination“. Thesis, University of British Columbia, 2008. http://hdl.handle.net/2429/481.
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Recognizing and learning one’s native language requires knowledge of the phonetic and rhythmical characteristics of the language. Few studies address the rich source of language information available in a speaker’s face. Solely visual speech permits language discrimination in adults (Soto-Faraco et al., 2007). This thesis tested infants and adults on their ability to use only information available in a speaker’s face to discriminate rhythmically dissimilar languages.
Monolingual English infants discriminated French and English using only visual speech at 4 and 6 months old, but failed this task at 8 months old. To test the role of language experience, bilingual (English/French) 6 and 8-month-old infants were tested and successfully discriminated the languages. An optimal period for sensitivity to visual language information necessary for discriminating languages may exist in early life.
To confirm an optimal period, adults who had acquired English as a second language were tested. If English was learned before age 6 years, adults discriminated English and French, but if English was learned after age 6, adults performed at chance. Experience with visual speech information in early childhood influences adult performance.
To better understand the developmental trajectory of visual language discrimination, visual correlates of phonetic segments and rhythmical information were examined. When clips were manipulated to remove rhythmical information, infants used segmental visual phonetic cues to discriminate languages at 4, but not 8 months old. This suggests that a decline in non-native visual phonetic discrimination (similar to the decline seen for non-native auditory phonetic information; Werker & Tees, 1984), may be impairing language discrimination at 8 months.
Infants as young as newborn use rhythmical auditory information to discriminate languages presented forward, but not backward (Mehler et al., 1988). This thesis showed that both 4 and 8-month-old infants could discriminate French from English when shown reversed language clips. Unlike auditory speech, reversed visual speech must conserve cues that permit language discrimination.
Infants’ abilities to distinguish languages using visual speech parallel auditory speech findings, but also diverge to highlight unique characteristics of visual speech. Together, these studies further enrich our understanding of how infants come to recognize and learn their native language(s).
9
Devalle, D. A. „Discrimination without awareness“. Thesis, Bangor University, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.382758.
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10
Pearce, Kim Frances. „Robust logistic discrimination“. Thesis, University of Newcastle Upon Tyne, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294687.
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11
Hao, Liwei. „Partial discharge discrimination“. Thesis, University of Southampton, 2008. https://eprints.soton.ac.uk/268389/.
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This thesis details the application of machine based learning techniques to partial discharge (PD) discrimination. The learning machine, namely the support vector machine (SVM) has been assessed as a potential toot for PD source identification. High voltage cable sections and a power transformer bushing system have been used as experimental models in laboratory. Obtained results from different PD sources under controlled laboratory conditions were processed using proposed approaches such as phase resolved methods including two-dimensional ep-q ep-n . histograms and three-dimensional ep-q-n patterns, improved pulse sequence analysis (PSA), Fourier transform and wavelet analysis. Features were subsequently extracted from the pre-processed data and evaluated when used as the characteristic vectors for a clustering technique and SVM classification. A comprehensive automatic PD identification system has been developed and assessed. Some very encouraging results have been achieved by using SVM based identification. . • The use of optical transmission tedlniques on PD monitoring of power transformers has also been assessed. This thesis details the application of an electro-optic modulator (EOM) to generate transmission signals over polarization maintaining optjcal fibre from the measurement point to a remote control point. A data mining method to increase detection sensitivity for an optical phase modulator based PD monitoring system has been developed. By ap'plying a SVM to denoising, the operational reliability of an on-line condition monitoring system for high voltage transmission assets can be greatly improved.
12
Mannheimer, Hannah. „Discursive discrimination : The prevalence of discursive discrimination in Swedish history textbooks“. Thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-433104.
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13
Pérez, Portilla K. N. „Redressing discrimination through expressive means : weaknesses and potential of anti-discrimination law“. Thesis, University College London (University of London), 2011. http://discovery.ucl.ac.uk/1335906/.
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Using critical theory, feminist studies, interdisciplinary social science literature and a microcomparison of legislation from the UK and Mexico, including their international and regional sources, this thesis argues that there is no adequate analysis of the legal dimensions associated with the cultural aspects of discrimination such as demeaning stereotypical representation in the media. This is in spite of the fact that various social science disciplines; international instruments; media selfregulatory codes and indeed the targets of such practices through the organised civil society working against discrimination, have pointed out that demeaning and stereotypical images and messages can cause a harm and be discriminatory. Arguing that discrimination overall operates at interacting and overlapping levels; structural, institutional and personal levels as well as the cultural, the thesis is built on both the need for and potential of anti-discrimination law to protect targeted groups against ‘the printed and audiovisual production and reproduction of images and messages that use demeaning stereotypes, ridicule and denigrate people on the grounds of their belonging to a disadvantaged group’. The thesis proposes and explores the use of the analytical tool, ‘Discrimination through Expressive Means’ (DEM) as a vehicle with which to address and redress what it argues constitutes this form of discrimination. The comparison between Mexico and the UK is functional because both jurisdictions encounter and have addressed DEM although they have not recognised it as such. It is also profitable because these two jurisdictions have developed different ways of understanding and responding to the same harm which allows for an exploration of their respective underpinnings, advantages and disadvantages. The research provides elements with which to begin a theoretical analysis of the harm created through DEM and develops general principles useful for recognising DEM as a justiciable harm in order that bad speech may be combated with more speech.
14
Imbernon, Virginie. „Discrimination envers les personnes immigrées et discrimination statutaire : mécanismes et expressions langagières“. Dijon, 2001. http://www.theses.fr/2001DIJOL001.
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15
Gixana-Khambule, Bulelwa Judith. „Unfair discrimination in employment“. Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/359.
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In this treatise the South African law relating to unfair discrimination is discussed. The development is traced from the previous dispensation and the few pronouncements of the Industrial Court on discrimination in employment. Thereafter the actual provisions in the law presently applicable, including the Constitution is considered. With reference to leading cases the issue of positive discrimination by adopting affirmative action measures is evaluated and reference is made to other defences like inherent requirements for the job and a general fairness defence. The conclusion is reached that South African law is developing to give effect to the notion of substantive equality with a view to eradicate the systematic discrimination of the past.
16
Vizkelety, Béatrice. „Proving discrimination in Canada“. Thesis, University of Ottawa (Canada), 1985. http://hdl.handle.net/10393/4630.
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17
Kluvitse, C. D. „Discrimination of cardiac activity“. Thesis, University of Hull, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.233949.
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18
Chae, Bo Youn. „Discrimination against the rich“. Thesis, University of British Columbia, 2014. http://hdl.handle.net/2429/46534.
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Do people punish rich individuals more harshly than middle class individuals? In this dissertation, I investigate whether and how people discriminate against the rich in terms of the punishment of everyday offenses. I propose that people punish a small-time offender more severely when the offender is perceived to be wealthy rather than non-wealthy. Given that people hold a higher behavioral standard for the wealthy, a wealthy (vs. non-wealthy) individual violates a rule, people perceive a greater degree of a fall from the behavioral standard and administer a more severe punishment to the offender.
A set of six empirical studies substantiates the proposed discrimination-against-the-rich effect and validates the underlying mechanism. Furthermore, the findings show that people do not discriminate against the rich when no rule violation is observed. The findings also indicate a secondary effect whereby observing the delivery of punishment to a wealthy (vs. non-wealthy) offender increases the observer’s fairness perception. Finally, the generalizability of the discrimination-against-the-rich effect is tested, and the results show that the effect is moderated by the observer’s income level.
19
Coyle, Stephen James. „AIDS and employment discrimination“. Thesis, George Washington University, 1987. http://hdl.handle.net/10945/22188.
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Cai, Di. „IfD - information for discrimination“. Thesis, University of Glasgow, 2004. http://theses.gla.ac.uk/3972/.
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The problem of term mismatch and ambiguity has long been serious and outstanding in IR. The problem can result in the system formulating an incomplete and imprecise query representation, leading to a failure of retrieval. Many query reformulation methods have been proposed to address the problem. These methods employ term classes which are considered as related to individual query terms. They are hindered by the computational cost of term classification, and by the fact that the terms in some class are generally related to some specific query term belonging to the class rather than relevant to the context of the query. In this thesis we propose a series of methods for automatic query reformulation (AQR). The methods constitute a formal model called IfD, standing for Information for Discrimination. In IfD, each discrimination measure is modelled as information contained in terms supporting one of two opposite hypotheses. The extent of association of terms with the query can thus be defined based directly on the discrimination. The strength of association of candidate terms with the query can then be computed, and good terms can be selected to enhance the query. Justifications for IfD are presented from several aspects: formal interpretations of information for discrimination are introduced to show its soundness; criteria are put forward to show its rationality; properties of discrimination measures are analysed to show its appropriateness; examples are examined to show its usability; extension is discussed to show its potential; implementation is described to show its feasibility; comparisons with other methods are made to show its flexibility; improvements in retrieval performance are exhibited to show its powerful capability. Our conclusion is that the advantage and promise IfD should make it an indispensable methodology for AQR, which we believe can be an effective technique for improvement in retrieval performance.
21
Eddib, O. A. „Discrimination between olive oils“. Thesis, University of Bristol, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.355140.
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McCreadie, Elizabeth Ann. „Doxa disability and discrimination“. Thesis, University of Sussex, 2017. http://sro.sussex.ac.uk/id/eprint/66873/.
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This research considers the hypothesis that eugenic ideology still influences social work practice in contemporary Britain. Exploring the issues through a feminist perspective by utilizing a narrative approach with individuals with learning disabilities. For many people with learning disabilities access to 'Human Rights' is rather elusive and this work seeks to examine this through the lens of eugenic ideology and a Bourdieusian approach to social work. The purpose being to ascertain if eugenic ideology is still present, if only through the Bourdieusian concept of "doxa", if so how does this affect the life choices and human rights of the people in the research. Based on the 'lived experiences' of a number of individuals with learning disabilities, all of whom were members of a self-advocacy group in England. All participants had previously been involved as service users in the selection of Social Work students for a London university and were contributors to the programme in this capacity over a period of several years. Involvement of participants in the research with the self-advocacy group was by open invitation to the group members, and individual 'life stories ' were documented through recorded interviews by the researcher over a period of several months. Utilizing a narrative approach to the life stories from a feminist perspective the experiences were examined against the historical backdrop of eugenics, articles of the Human Rights Act and Bourdieu's theory of practice. The findings show oppression, inequality and a lack of 'Human Rights' experienced by the participants, this against a policy background of 'Valuing People' and 'Personalisation' which both set out to promote strategies of social inclusion and real opportunities for people with learning disabilities. The 'caring ' professions including social work are implicated in the continuing and ongoing oppression and symbolic violence of people with learning disabilities. Whilst the terminology of 'eugenics' is no longer an acceptable topic of conversation, the impact of the ideology continues to permeate the ‘collective unconsciousness' (doxa) of many including those who are involved in the decision making processes of individuals identified as learning disabled. The implications for practice is that awareness of the pernicious effects of the eugenic movement need to be taught as part of the history of social work and included in the curriculum, if we are to avoid repeating the horrors of the history of the eugenic movement. By utilizing Bourdieu's concepts of habitus, capital and field, together with doxa and hysteresis it is possible to arrive at a new model of Social Work practice to address discrimination and to promote anti oppressive practice. The "Hysteresis Wheel', is a model developed as a result of this research.
23
Voges, Sarah M. (Arisa). „Discrimination in the workplace“. Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52238.
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Thesis (MBA)--Stellenbosch University, 2001.Some digitised pages may appear cut off due to the condition of the original hard copy
ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace.
AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.
24
Coles, Steven. „Ethnic discrimination and mood“. Thesis, University of Leicester, 2006. http://hdl.handle.net/2381/31224.
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The thesis comprises of three sections relating to ethnic discrimination and depression. The first is a literature review on the relationship between discrimination and depression in Black and minority ethnic (BME) communities. The second is a research report, which considers the utility of the concepts of external shame and belongingness in explaining the relationship between ethnic discrimination and depression. The third is a critical reflection on the process of the research. Literature review: The review found evidence of a cross-sectional association between discrimination and depression, but there was a lack of methodologically robust prospective studies. Subtle forms of discrimination were found to be as important as blatant forms. Ethnic identity was found to be a generally protective factor in the relationship between discrimination and depression. The process of perceiving discrimination was found to be complex and related to ethnic identity. The utility of considering depression in terms of positive and negative affect was recommended. Research Report: This section reports on a cross-sectional study that used self-report measures. The study sampled White British (WB) and BME students. The results supported a social ranking model of the relationship between discrimination and mood. External shame was found to mediate the relationship between ethnic discrimination and negative affect for the BME and WB groups and with positive affect for the BME group. The BME group was found to report a greater frequency of ethnic discrimination than the WB group. Ethnic discrimination had a greater psychological effect on the BME group than the WB. The results did not support belongingness to ethnic community mediating the relationship between discrimination and mood for either group.
25
Inman, Richard Anthony. „The discrimination of magnitude“. Thesis, Cardiff University, 2015. http://orca.cf.ac.uk/86614/.
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A number of theories of conditioning are based on the assumption that generalisation gradients either side of a stimulus are symmetrical. From this assumption, the prediction follows that the rate at which a discrimination is acquired between two stimuli will be unaffected by which of them signals the reinforcer (S+). In contrast to this prediction, when S+ and a non-reinforced stimulus (S-) are different in terms of their relative position on a magnitude continuum, this symmetry does not always hold. In many cases, discriminations with a high-magnitude S+ and low-magnitude S- are acquired more readily than when S+ is low-magnitude and S- is high-magnitude. The primary aim of this thesis was therefore to offer an account for this asymmetry. Chapter 2 presents evidence for such an asymmetry with clickers differing in intensity. Chapters 3 and 4 present an asymmetry with arrays differing in the number of black squares on a white background, although it emerged that the mechanisms responsible for this effect were different than for auditory intensity. One possibility, argued in Chapter 5, is that these modalities present contrasting results due to differences in how the stimuli are represented at the receptor level. With this considered, in an attempt to account for both sets of data in terms of theories of conditioning, an adaptation to Pearce´s (1987) configural theory is proposed whereby similarity between stimuli is based on the proportion of common elements, rather than the number of common elements. It is further argued that this amendment provides a more satisfactory account of the reported results than the original theory of Pearce. In addition, the amended theory is shown to account for a wider range of results than the Rescorla-Wagner (1972) model.
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Drapeau, Maurice. „Grossesse, emploi et discrimination“. [Montréal] : Université de Montréal, 2001. http://wwwlib.umi.com/cr/umontreal/fullcit?pNQ75910.
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Thèse (LL. D.)--Université de Montréal, 2002."NQ-75910." "Thèse présentée à la faculté des études supérieures en vue de l'obtention du grade de docteur en droit (LL. D.)." Version électronique également disponible sur Internet.
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Evans, Mathew H. „Tactile discrimination with whiskers“. Thesis, University of Sheffield, 2012. http://etheses.whiterose.ac.uk/2342/.
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Rodents are excellent at tactile discrimination. They use their whiskers to extract tactile infor- mation about the world. Though a huge amount of research has looked at the rodent whisker sys- tem is great detail, it remains unclear what kinds of tactile information can be encoded through a whisker in principle, and how such processing can be performed in practice. The goal of this thesis is to determine what sort of tactile information can be sensed with a whisker, and to evaluate different methodologies for processing this tactile information. Tactile data is generated using a biomimetic artificial whisker and an XY positioning robot, providing a comprehensive test bed for numerous classifiers of different tactile features. A new framework for whisker based tactile sensing is described, to organise and simplify the task of gathering information. Each part of the framework is then addressed to build a complete system for deter- mining the nature of a surface encountered during exploration. Previously proposed model-based methods, and new data-driven model-free approaches are compared rigorously on a common data set to establish a benchmark for whisker based tactile sensing. These methods are compared in the task of determining the radial distance to contact of an object, and the texture of a surface under different whisker movement conditions. Classifier robustness is evaluated by testing performance in conditions where different contact parameters are changed simultaneously. The best classifiers in each instance are demonstrated on a se- ries of whiskered robots, generating tactile 'reports' that could be used for object identification, localisation and navigation.
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Deschamps, Pierre. „Discrimination and public policies“. Thesis, Paris, Institut d'études politiques, 2018. http://www.theses.fr/2018IEPP0016/document.
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Dans les trois chapitres de cette thèse, j’étudie l’effet des préjugés et des préférences discriminatoires sur le marché du travail. Je m’intéresse aussi à l’efficacité de politiques publiques qui ont pour objectif d’atténuer les effets négatifs de ces préférences. Dans mon premier chapitre, je m’appuie sur un arrêt célèbre qui a changé le pouvoir de monopsone des entreprises pour voir si, comme l’avait prédit Becker, les défaillances du marché ont un impact sur la discrimination salariale. Mes résultats montrent que lorsque le pouvoir de monopsone diminue, la discrimination salariale disparaît. Ce résultat montre que les préjugés ne doivent pas nécessairement se traduire par une discrimination salariale. Dans le deuxième chapitre, j’analyse l’effet d’une autre politique publique, une réforme de 2015 qui a imposé des quotas de genre dans les comités de sélection académique en France. L’objectif de cette réforme était d’améliorer les classements des femmes en augmentant la part des celles-ci dans les comités. En évaluant la réforme, je trouve l’effet inverse ; les femmes sont moins bien classées par les comités de recrutement après la réforme. Cependant, ce résultat ne montre pas que les femmes ont une préférence pour les hommes. L’effet négatif de la réforme ne se trouve que dans les commissions dirigées par des présidents de jury masculins, ce qui suggère que le comportement des hommes a peut-être lui aussi changé suite à la réforme. Ce chapitre démontre qu’il est nécessaire d’évaluer les politiques publiques, afin d’éviter que des réformes bien intentionnées ne causent plus de mal que de bien. Dans le troisième et dernier chapitre, je m’intéresse aux choix de localisation des individus. Je m’intéresse tout particulièrement à la question suivante : Les travailleurs préfèrent-ils habiter dans une ville avec une proportion plus importante de résidents du même groupe ethnique qu’eux, ceteris paribus ? J’utilise un modèle d’équilibre spatial qui permet de répondre à cette question. En contrôlant pour les salaires, les loyers, les revenus de transfert et les réseaux des individus, ces préférences sont comparables aux salaires réels dans les choix de localisation des villes des individus. Je simule ensuite le modèle pour essayer de voir quel est l’impact de ces préférences sur les écarts de salaires entre travailleurs blancs et noirs aux États-UnisIn all three chapters of this dissertation, I try to see whether discrimination and own-group preferences exist, in different contexts, and what kind of public policies could mitigate or balance the negative effect of these preferences. In my first chapter, I rely on a famous ruling that changed the monopsony power of firms to see whether, as predicted by Becker, market failures have an impact on wage discrimination. I find that as monopsony power decreases, firms are no longer able to act on their prejudice, and wage discrimination disappears. This result shows that labour market context is essential in evaluating public policies, and that prejudice need not necessarily translate into wage discrimination. In the second chapter, I analyse the effect of another public policy, a 2015 reform that imposed gender quotas in academic recruitment committees. The reasoning of the policymakers was that increasing the share of women evaluators would improve the outcomes for women. I find the opposite instead; women are ranked worse by hiring committees after the reform. However, this result does not show that women discriminate against women. There is some evidence that this result is caused by the reaction of male jurors to the reform, since the negative effect of the reform is found only in committees that are helmed by male jury presidents. This chapter shows that it is necessary to evaluate public policies, lest reforms that are well-meaning in intention turn out to cause more harm than good. In the third and final chapter, I show two stylised facts: When cities decline, they tend to become more black, and black residents are disproportionately located in cities that pay low wages. One explanation for this could be that living in cities with a larger share of black residents is a positive amenity for black workers. I try to see whether workers have preferences for living in cities that have a larger share of co-ethnic residents, when controlling for wages, rents, transfers and network amenities. I find that these preferences are significant, and then try to see what share of the wage gap these preferences, and the imperfect sorting they imply, could explain
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Ashari, Ir Sumeru. „Discrimination between citrus genotypes“. Title page, contents and summary only, 1989. http://web4.library.adelaide.edu.au/theses/09A/09aa819.pdf.
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De, Villiers Coriaan. „Addressing systemic sex discrimination, employer defences to discrimination in Canada and South Africa“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ54063.pdf.
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Ryan, John Patrick. „Thinking, Feeling and Discriminating: The Role of Prejudice as a Mediator between Stereotypes and Discrimination“. unrestricted, 2006. http://etd.gsu.edu/theses/available/etd-07212006-164828/.
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Thesis (M.A.)--Georgia State University, 2006.Title from title screen. Eric Vanman, committee chair; David Washburn, Tracie Stewart, committee members. Electronic text (64 p.) : digital, PDF file. Description based on contents viewed June 13, 2007. Includes bibliographical references (p. 32-43).
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Bernier, Christiane, und Simon Laflamme. „Discrimination sexuelle et discrimination linguistique : lecture des inégalités salariales au Canada et en Ontario“. Institut franco-ontarien Université Laurentienne, 2002. https://zone.biblio.laurentian.ca/dspace/handle/10219/201.
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Leasher, Megan K. „DISCRIMINATION ACROSS THE SECTORS: A COMPARISON OF DISCRIMINATION TRENDS IN PRIVATE AND PUBLIC ORGANIZATIONS“. Wright State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=wright1176748116.
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Currie, Eilidh. „"What's the Alternative?": Attitudes of Discrimination Investigators Toward the Efficacy of Anti-Discrimination Law“. Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108767.
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Thesis advisor: Sarah BabbAmerican discrimination law is a paradox: it attempts to eradicate discrimination – an inherently systemic problem impacting the most marginalized groups – using bureaucratic procedures. As a result, public servants tasked with investigating violations of discrimination law must pursue the fulfillment of such a sweeping goal through incremental means, adhering to laws that define discrimination narrowly. There is an extensive literature arguing that this misalignment between the law’s driving goals and its methods of enforcement renders it ineffective; there is also considerable research on the public servant’s unique position in this sense. Applying these literatures together to twelve discrimination investigators at three state-level commissions, it seems investigators are aware of the law’s limitations, but are able to close the gap between the bureaucratic nature of their work and its driving goals by rationalizing these limitations, allowing them to remain idealistic about the efficacy of the law
Thesis (BA) — Boston College, 2020
Submitted to: Boston College. College of Arts and Sciences
Discipline: Departmental Honors
Discipline: Sociology
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Guyaz, Alexandre. „L'incrimination de la discrimination raciale“. Berne : Editions Staempli, 1996. http://catalog.hathitrust.org/api/volumes/oclc/38107369.html.
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Blanchard, Janice C. „Discrimination and health care utilization“. Santa Monica, CA : RAND, 2006. http://www.rand.org/pubs/rgs_dissertations/RGSD198/.
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Shin, Hyejin. „Infinite dimensional discrimination and classification“. Texas A&M University, 2003. http://hdl.handle.net/1969.1/5832.
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Modern data collection methods are now frequently returning observations that should
be viewed as the result of digitized recording or sampling from stochastic processes rather
than vectors of finite length. In spite of great demands, only a few classification methodologies
for such data have been suggested and supporting theory is quite limited. The focus of
this dissertation is on discrimination and classification in this infinite dimensional setting.
The methodology and theory we develop are based on the abstract canonical correlation
concept of Eubank and Hsing (2005), and motivated by the fact that Fisher's discriminant
analysis method is intimately tied to canonical correlation analysis. Specifically, we have
developed a theoretical framework for discrimination and classification of sample paths
from stochastic processes through use of the Loeve-Parzen isomorphism that connects a
second order process to the reproducing kernel Hilbert space generated by its covariance
kernel. This approach provides a seamless transition between the finite and infinite dimensional
settings and lends itself well to computation via smoothing and regularization. In
addition, we have developed a new computational procedure and illustrated it with simulated
data and Canadian weather data.
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Strand, Magnus. „The Formal Concept of Discrimination“. Thesis, Lunds universitet, Juridiska fakulteten, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-161162.
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According to the Principle of Formal Justice like cases must be treated alike, and different cases must be treated differently. This principle is derived from the Aristotelian concept of distributive justice. Aristotle held that ‘All men agree that what is just in distribution should be according to merit of some sort, but not all men agree as to what that merit should be’. The classical concept of illegal discrimination, in Community law referred to as direct discrimination, seeks to decide what these merits must not be. This is done by declaring disparate treatment on certain grounds, in certain circumstances, illegal. It is argued in this paper that exceptions to this principle are made through acknowledging that discriminations on prohibited grounds are sometimes justified, and that this should be called justified direct discrimination. It is submitted that it is only obscuring to the concept to suggest otherwise, since the concept of discrimination as such, just as the Principle of Formal Justice, should not be carrying substantive or emotive meanings. The subsequent concept of indirect discrimination aims instead at prohibiting disparate impacts of neutral criteria. There is some ambiguity to this concept, specifically on what it is that amounts to ‘discrimination’ in this context, and how the available defences should be perceived. It is submitted that to pursue clarity, it must be acknowledged that this concept is built on the second element of the Principle of Formal Justice, i.e., that different cases must be treated differently, and that ‘discrimination’ occurs when discriminators omit to do so, causing disparate impacts statistically connected to prohibited grounds of discrimination. A justification defence, if successful, should in such circumstances prompt courts to hold that there has been discrimination, but that it is justified. It is further argued that the concept of positive action is a formal concept through which disparate treatment is required on specific grounds, i.e., that the legislature in this case indeed recognises some ‘merits’ according to which distribution is ‘just’ (according to the legislature). Unlike direct and indirect discrimination, positive action is necessarily a one-way vessel, designed to promote preference for individuals belonging to a certain class of people identified by the positive action norm. The author concludes that all these concepts are built upon a formal structure taken from the Principle of Formal Justice, and that the acknowledgment of this fact can contribute to clarity in anti-discrimination law.
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Brand, Hugo. „Unfair discrimination in recruitment practices“. Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021197.
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The focus of this paper is to emphasize the importance for every employer to avoid unfair discrimination during the recruitment process and to value diversity in the workplace. This is not only a legal requirement, but also gives an employer the best chance of getting the right person for the job. It is crucial to understand that job applicants are mostly people that employer’s do not actually employ, but might be able to make an unfair discrimination claim against the employer if the claimant believes he/she was not selected for a job because the employer discriminated against them unlawfully in the recruitment process. When writing the job description and a person specification, the employer should state clearly what tasks the person will have to execute and what skills will be needed for the job. Job descriptions should accurately describe the genuine essential duties and inherent requirements of the job. Personnel specifications should accurately describe the relevant, non-discriminatory and objectively justifiable requirements to be met by the post-holder. Specifications should not have any requirements that are not directly related to the job and it is important for employers to provide evidence that each recruitment and screening practice is job-related and consistent with business necessity. Employers are advised to devise and implement recruitment procedures and guidelines for all staff and applicants involved in the process of recruitment and to ensure that these incorporate the principles of the organisation’s equal opportunity principles. Employers should administer recruitment and other selection procedures without regard to race, colour, national origin, sex, religion, age and disability. Even though South Africa is now governed by a new democratic order, historical workplace inequalities still need to be addressed. Not only compelled to redress inequalities by the Constitution, the South African government was motivated by the International Labour Organisation (ILO) to enact laws that would prohibit discrimination and promote the economic advancement of the majority. Recruitment tests or selection procedures must be job-related and its results appropriate for the employer’s purpose. If a recruitment procedure screens out a protected group, the employer should determine whether there is an equally effective alternative selection procedure that has less adverse impact and, if so, adopt the alternative procedure. The justification of discrimination in recruitment practices and affirmative action is only meaningful if it is targeted towards particular aims. One of the more important defences against unfair discrimination in the workplace is the general fairness defence. The general fairness defence is considered to be an applicable defence based on fairness in situations where the two statutory exceptions do not apply. This means than when one looks at the concept of unfair discrimination it implies that discrimination may be justified in certain circumstances Legislation prohibits discrimination on various grounds especially throughout the process of recruitment and selection. There are limited exceptions to the general principle that it is unlawful to use gender, race, religion or sexual orientation as a criterion in the recruitment process. These exceptions are known as genuine occupational qualifications and the specifications for jobs should be carefully examined to ensure that there are no factors contained that are indirectly discriminatory. Focus must be placed on avoiding indirect discrimination in job factors. In the early stages of the recruitment process, an employee specification should be written that describes the type of person the employer seeks to be appointed in terms of qualifications, experience, skills and personal attributes. The imposition of inappropriate or unsuccessfully high standards or criteria may indirectly discriminate against people from a particular minority or racial group or religion. Employees must have the necessary skills to demand employment equity status especially where a designated employer does not have sufficient affirmative action employees and is obliged to rectify the situation. However, this does not mean that affirmative action applicants must be chosen above non-affirmative action employees. The principle of reversed discrimination stands firm if the motivation for appointing a particular person is based on a genuine desire to promote diversity, to apply affirmative action and to increase the numbers of people from a disadvantaged group in employment, or to create a more balanced workforce.
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Sokolic, Ljiljana. „Olfactory discrimination in the rat“. University of Sydney, 2009. http://hdl.handle.net/2123/4986.
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Doctor of Philosophy (PhD)Abstract Olfactory tasks are used very often with laboratory animals in studies of the neurobiology of learning and memory. Rats and mice are extremely sensitive in their detection and discrimination of odours, learn olfactory tasks rapidly, and can display higher order cognitive functions in olfactory tasks. This cognitive capacity may rival the ability of primates to learn analogous tasks with visual cues and most likely reflects strong anatomical connections between the olfactory bulbs and higher brain regions such as the piriform cortex, orbitofrontal cortex and hippocampus. The current thesis explored olfactory discrimination learning and performance in rats and had two principal aims. The first part of the thesis was oriented around odour masking phenomena in rats: the ability of one odour in a mixture to suppress detection of a second odour in that mixture. A specialized behavioural paradigm was developed to allow the study of odour masking in the rat. The second part of the thesis was pharmacological and determined whether the acquisition, reversal and performance of olfactory discriminations, and analogous auditory discriminations, are affected by two commonly used classes of drugs (benzodiazepines and cannabinoids). Together, these studies attempt to gain a better understanding of the nature of olfactory discrimination learning in rats, by using both psychophysical and pharmacological approaches, and to develop behavioural paradigms which may be used in future psychophysical and pharmacological studies. Following an introduction and review of olfactory and auditory studies in rat (Chapter 1), odour masking phenomena were studied in Chapter 2. The aliphatic aldehydes butanal (C4) and heptanal (C7) were used in the study. Aldehydes were of interest as this class of odorants abound in nature and may be important for rodents’ species-specific communication. Thirsty rats were initially trained to discriminate C4 and C7 in the olfactometer, using a go/no-go olfactory discrimination task. This involved rats learning to nose poke in an odour port and to lick a tube for a water reward on presentation of the rewarded component S+, while withholding licking at the tube when the other, unrewarded, aldehyde (S-) was presented. Odour mixtures (C4C7 or C7C4) were then introduced into the task as an additional non-rewarded condition (mixture S-). The concentration of the non-rewarded aldehyde in the mixture was then systematically decreased, while the concentration of the rewarded aldehyde was kept constant. When the non-rewarded aldehyde reached a critical low level in the mixture, rats started to make responses to the non-rewarded mixture (false alarms) showing that the S+ odour was suppressing the S- odour in the mixture, so the mixture was being responded to in the same manner as the S+ odour presented alone. Results also showed asymmetric suppression in the mixture condition, such that butanal suppressed detection of heptanal at a much lower concentration than vice versa. A second experiment demonstrated that when both butanal and heptanal were present in a binary mixture at the same concentration (10-6 volume %), rats responded to the mixture as if only butanal was present. Our findings are in agreement with human studies showing component interactions in binary mixtures of aldehydes. The molecular feature of carbon chain length appears to be a critical factor in determining the outcome of interactions between aldehydes at peripheral olfactory receptors, with smaller chain aldehydes better able to compete for receptor occupancy. Subsequent chapters explored the effects of two classes of commonly used drugs - benzodiazepines and cannabinoids - on olfactory and auditory discrimination in rats. Animal models such as the radial arm maze, Morris water maze and object recognition test are routinely used to test adverse and facilitatory effects of drugs on cognition in rodents. However, comparatively few pharmacological studies employ olfactory or auditory go/no-go paradigms. Thus, an important part of the present thesis was to assess the viability of using such paradigms in detecting pharmacological effects, and to identify whether such effects may be modality specific (i.e. whether a drug has a greater effect on olfactory or auditory tasks). In Chapter 3, the effects of benzodiazepines on olfactory discrimination tasks were explored. Rats were injected with the benzodiazepine drugs midazolam or diazepam and tested on discrimination tasks involving either the auditory and olfactory modality. Results showed that midazolam (0.5–2 mg/kg sc) did not affect the performance of a well-learned two-odour olfactory discrimination task, and moderately facilitated the performance of a go/no-go auditory discrimination task. On the contrary, midazolam (1 mg/kg) impaired the acquisition of a novel go/no-go olfactory discrimination task, as well as the reversal of a previously well-learned olfactory discrimination. However, midazolam did not affect the acquisition or reversal of an equivalent auditory discrimination task. The olfactory bulb and the piriform cortex are intimately involved in associative learning and behavioural aspects of olfactory performance, and have high concentrations of benzodiazepine receptors. These may therefore be possible neural substrates for the disruptive effects of benzodiazepines on olfactory learning. Findings from Chapter 4 indicated that the prototypical cannabinoid agonist delta-9-tetrahydrocanabinol (Δ9 THC) (0.3, 1 and 3 mg/kg) impairs auditory discrimination performance, but had no effect on equivalent olfactory discriminations. This is in marked contrast to the effects of benzodiazepines. Residual effects were observed, such that auditory discrimination performance was still impaired on the day following Δ9 THC administration. Delta-9-tetrahydrocanabinol effects were prevented by co-administration of the cannabinoid antagonist rimonabant (3 mg/kg). In addition, the anandamide hydrolysis inhibitor URB597 (0.1 and 0.3 mg/kg), which boosts levels of endogenous cannabinoids in the synapse, also impaired auditory discrimination performance, and this effect was also reversed by rimonabant. This study also assessed the effects of Δ9 THC (0.3, 1 and 3 mg/kg) and URB597 (0.1 and 0.3 mg/kg) on acquisition and reversal of novel olfactory discriminations. Results showed that Δ9 THC impairs olfactory reversal learning without affecting acquisition of the original discrimination. It is argued that this reversal deficit may be part of a wider capacity for cannabinoids to impair cognitive flexibility. The final Chapter (General Discussion) discusses the relevance and implications of the combined findings. The results add significantly to our current understanding of perceptual, learning and memory processes involving the olfactory modality in rats. With respect to olfactory perception, this thesis introduced a new behavioural paradigm, which can be used to assess component suppression in mixtures, and may be of use in future psychophysical studies involving rodents or other species. With respect to learning and memory, the thesis provides novel information on the disruptive effects of benzodiazepines and cannabinoids on olfactory and auditory tasks. It is concluded that go/no-go olfactory and auditory discrimination tasks in rats can provide a useful platform for assessing the disruptive and modality-specific effects of drugs on learning, performance and cognitive flexibility. Future studies might expand the range of drugs tested on these paradigms and might consider chronic as well as acute drug effects.
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Lijzenga, Johannes. „Discrimination of simplified vowel spectra“. [S.l. : [Groningen] : s.n.] ; [University Library Groningen] [Host], 1997. http://irs.ub.rug.nl/ppn/156418908.
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Simbanegavi, Witness. „Price discrimination, advertising and competition“. Doctoral thesis, Stockholm : Economic Research Institute, Stockholm School of Economics, (EFI), 2005. http://www.hhs.se/efi/summary/684.htm.
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Klein, Caroline. „La discrimination des personnes handicapées /“. Berne : Stæmpfli Ed, 2002. http://www.gbv.de/dms/sbb-berlin/349891680.pdf.
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Snellman, Alexandra. „Social Hierarchies, Prejudice, and Discrimination“. Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis ; Uppsala universitet, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8282.
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Virmani, Shashank Soyuz. „Entanglement quantification and local discrimination“. Thesis, Imperial College London, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.270484.
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Morris, Sharon Ann. „The legality of positive discrimination“. Thesis, Southampton Solent University, 2007. http://ssudl.solent.ac.uk/577/.
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The purpose of this study is to determine the extent to which positive discrimination on the grounds of sex and race is permitted in employment under English law. After setting the social context, a moral framework for assessing the fairness of laws on positive discrimination is provided, and the increasing European Union support for positive discrimination is noted. An analysis of legal materials to discover the extent to which positive discrimination is allowed under European and English law shows that, although, generally speaking English law is less permissive than European law, European law still impacts upon English positive discrimination law, making it fairer. It argues that extending the English law to mirror European law will not necessarily result in improved sex or racial equality in the workplace, although reforms to update the English statutes could be useful to employers. Key Contributions to Existing Knowledge A comparison of Dworkin's right-based moral framework for the legal regulation of positive discrimination with Collins' 'social inclusion' model is presented. A unique review of European policy documents concerning employment discrimination and positive discrimination on the grounds of sex and race that underpin European laws on these matters is provided. A definition of positive discrimination is proposed. The implications of recent legal developments for the legality of positive discrimination under European and English law are analysed. Principles of European constitutional law are evaluated to identify the mechanisms by which European positive discrimination law affects English law and to determine whether public sector employers are granted greater legal powers to use positive discrimination under European law. How the House of Lords decision in Shamoon advances the law relating the the grounds of discrimination is explained. The law relating to the selection of parliamentary candidates is compared is compared with the statutory duties to promote equality placed upon public authorities. The academic discussion is consistently applied to the practicalities of the employment setting.
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Alabidi, Laila. „Topics in Inflation Model Discrimination“. Thesis, Lancaster University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.518155.
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Trincavelli, Marco. „Gas discrimination for mobile robots“. Doctoral thesis, Örebro universitet, Akademin för naturvetenskap och teknik, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-11901.
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The problem addressed in this thesis is discrimination of gases with an array of partially selective gas sensors. Metal oxide gas sensors are the most common gas sensing technology since they have, compared to other gas sensing technologies, a high sensitivity to the target compounds, a fast response time,they show a good stability of the response over time and they are commercially available. One of the most severe limitation of metal oxide gas sensors is the scarce selectivity, that means that they do not respond only to the compound for which they are optimized but also to other compounds. One way to enhance the selectivity of metal oxide gas sensors is to build an array of sensorswith different, and partially overlapping, selectivities and then analyze the response of the array with a pattern recognition algorithm. The concept of anarray of partially selective gas sensors used together with a pattern recognition algorithm is known as an electronic nose (e-nose).In this thesis the attention is focused on e-nose applications related mobile robotics. A mobile robot equipped with an e-nose can address tasks like environmental monitoring, search and rescue operations or exploration of hazardous areas. In e-noses mounted on mobile robots the sensing array is most often directly exposed to the environment without the use of a sensing chamber.This choice is often made because of constraints in weight, costs and because the dynamic response obtained by the direct interaction of the sensors with the gas plume contains valuable information. However, this setup introduces additional challenges due to the gas dispersion that characterize natural environments.Turbulent and chaotic gas dispersal causes the array of sensors to be exposed to rapid changes in concentration that cause the sensor response to behighly dynamic and to seldom reach a steady state. Therefore the discriminationof gases has to be performed on features extracted from the dynamics of the signal. The problem is further complicated by variations in temperature and humidity, physical variables to which metal oxide gas sensors are crossensitive.For these reasons the problem of discrimination of gases when an array of sensors is directly exposed to the environment is different from when the array of sensors is in a controlled chamber. This thesis is a compilation of papers whose contributions are two folded.On one side new algorithms for discrimination of gases with an array of sensors directly exposed to the environment are presented. On the other side, innovative experimental setups are proposed. These experimental setups enable the collection of high quality data that allow a better insight in the problem of discrimination of gases with mobile robots equipped with an e-nose. The algorithmic contributions start with the design and validation of a gas discrimination algorithm for gas sensors array directly exposed to the environment. The algorithmis then further developed in order to be able to run online on a robot, thereby enabling the possibility of creating an olfactory driven path-planning strategy. Additional contributions aim at maximizing the generalization capabilitiesof the gas discrimination algorithm with respect to variations in the environmental conditions. First an approach in which the odor discrimination is performed by an ensemble of linear classifiers is considered. Then a feature selection method that aims at finding a feature set that is insensitive to variations in environmental conditions is designed. Finally, a further contribution in this thesis is the design of a pattern recognition algorithm for identification of bacteria from blood vials. In this case the array of gas sensors was deployed ina controlled sensing chamber.
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Esteves, Rosa Branca. „Competitive behaviour-based price discrimination“. Thesis, University of Oxford, 2005. http://ora.ox.ac.uk/objects/uuid:da56d0af-b6af-4cc0-ade0-05748e4f2684.
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Advances in information technologies have increasingly enabled firms to use consumers' past purchasing data to charge different prices to its own customers and to those customers that in some sense belong to the rival firm. At first glance this new form of price discrimination seems to be lucrative as it allows a firm to generate profitable incremental sales without damaging profits it can extract from its own customer base. However, as behaviour-based price discrimination gains popularity many interesting questions arise. Is it, really, in the best interest of firms to recognise customers with different past behaviour and to price discriminate accordingly? Or is it rather in their interest to avoid any possible learning and thereby price discrimination practices? Should consumers hide their true types, i.e., should they behave anonymously? Further, should government regulation restrict information collection and price discrimination practices? The study of these questions is the study of the profit and welfare effects of behaviourbased price discrimination. This is the central issue of this thesis. With that in mind, this thesis addresses three theoretical models. The first one is based on the hypothesis that the ability of firms to predict the preferences of individual customers for the purpose of price discrimination is less than perfect but is constantly improving due to advances in information technologies. Here the main goal will be to investigate how profits, consumer surplus and welfare evolve as price discrimination is based on more accurate information. The second model is a natural sequel of the former as it tries to model how firms might obtain a signal of a consumer's preferences. Whether or not a given consumer bought from the firm previously might be used as an accurate signal of a consumer's preferences. A key issue here will be to examine whether or not it is in the interest of firms to avoid learning and price discrimination and how can they attain that goal. Finally, the third model studies the interaction between purely informative advertising and price discrimination based on customers' past behaviour. As without advertising consumers are left out of the market, the welfare effects of price discrimination are guided by how will price discrimination affect each firm's advertising decisions in relation to the social optimal level of advertising.
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Bates, Paul Stephen. „Enantiomer discrimination and ion receptors“. Thesis, Durham University, 1993. http://etheses.dur.ac.uk/5689/.
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Highly lipophilic α-, β- and γ- cyclodextrin derivatives were prepared in order to obtain enantiomer selective ionophores for β-aryl ammonium ions and selective ionophores for tetrahedral ammonium ions. The extent of cyclodextrin functionalisation and the homogeneity of the products was investigated by chemical depolymerisation, (^1)H and (^13)C NMR and (+)-FAB-, FD- and ES- mass spectral analysis. For each cyclodextrin, the products of alkylation were found to consist of several constitutional isomers and homologues. These highly lipophilic molecules were incorporated into solvent polymeric membranes and investigated as electrochemical sensors for chiral molecules incorporating an aryl ring. Electrodes using BBPA as the plasticizer were stable and well defined with a limit of detection for ephedrine of -log[c] = 6.5. Interference from serum levels of Na+, K+, Ca2+ and Mg2+ is minimal (-logK(^POT) = 3.9). The electrodes were highly enantioselective in binding ephedrine and closely related homologues. The mechanism of enantiomer discrimination was investigated by several multi-nuclear NMR techniques and the complexation process was investigated by ES-MS. Lipophilic per-O-octylated α-, β- and γ- cyclodextrins exhibit size selectivity and cation discrimination in the binding of +NH4, +NMe4 and +NEt4. Sensors based on per-O-octyl-β-cyclodextrin show excellent sensitivity and good selectivity for +NMe4 over metal cations and may be used for the detection of cationic surfactants. Complexation was studied in situ and competitively by ES-MS as well as by and relaxation time acquisition. The possibility of developing several chiral crown ether and cyclam based ionophores was also investigated.