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Thematische Bibliographien / Sex discrimination in employment

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Zeitschriftenartikel
Dissertationen
Bücher
Buchteile
Konferenzberichte
Berichte der Organisationen

Auswahl der wissenschaftlichen Literatur zum Thema „Sex discrimination in employment“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 29. Juli 2024

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Zeitschriftenartikel zum Thema "Sex discrimination in employment"

1

Sur, Gina, und Brian H. Kleiner. „Sex Discrimination in Employment: Everyone's Problem“. Equal Opportunities International 14, Nr. 6/7 (Juni 1995): 54–60. http://dx.doi.org/10.1108/eb010650.

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Furxhi, Gentisa, Sonela Stillo und Enslemvera Zake (Furxhi. „Job Discrimination and Ethics in the Workplace“. European Journal of Multidisciplinary Studies 1, Nr. 2 (30.04.2016): 138. http://dx.doi.org/10.26417/ejms.v1i2.p138-145.

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Every society wants to have an ethical community. Although, that every citizen wants to be treated as equal, studies show that discrimination and gender inequality in employment relationships are present in every society, at any time. Discrimination is: treating a person or particular group of people differently, especially in a worse way from the way in which you treat other people, because of their skin color, sex, sexuality, etc . Job discrimination is when institutional decisions, policies, or procedures are at least partially based on illegitimate forms of discrimination that benefit or harm certain groups of people. Developed societies have a lower rate of job discrimination than developing societies have. Although, it is unclear why in these societies with economic civilization and culture development, job discrimination still exists, when the right of employment is sanctioned and guaranteed by Labor Code and by specific laws. The most common forms of job discriminations are discriminations based on gender, race, ethnic origin, religion, age. New forms are based on disability, sexual orientation, genetics and lifestyle. Not all discrimination is intentional or conscious. Sometimes people favor some groups of people over others as a matter of personal preference, or unconsciously accept stereotypes. Whatever, job discrimination is intentional or it is conscious, it is always immoral. Job discriminations violates utilitarian, rights and justice principles of ethics. Our study is focused to see how much job discriminations is widespread in Albanian society. We will analyze forms of discriminations to have a clear view which are the most common job discriminations types in Albania. Also, we will figure out if employees who have been discriminated in the workplace, have reported this unethical behavior to their supervisor or at the relevant state bodies. At the end, we will see if there has been any punishment to those who use discrimination to the employees.

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McGinley, Ann. „Erasing Boundaries: Masculinities, Sexual Minorities, and Employment Discrimination“. University of Michigan Journal of Law Reform, Nr. 43.3 (2010): 713. http://dx.doi.org/10.36646/mjlr.43.3.erasing.

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This Article analyzes the application of employment discrimination law to sexual minorities-lesbians, gays, bisexuals, transgender and intersex individuals. It evaluates Title VII and state anti-discrimination laws' treatment of these individuals, and is the first article to use masculinities research, theoretical and empirical, to explain employment discrimination against sexual minorities. While the Article concludes that new legislation would further the interests of sexual minorities, it posits that it is neither necessary nor sufficient to solving the employment discrimination problems of sexual minorities. A major problem lies in the courts' binary view of sex and gender, a view that identifies men and women as polar opposites, and that sees gender as naturally flowing from biological sex. Without courts' understanding that our current binary concept of gender may be socially constructed and artificially rigid rather than a natural result of biology, even new legislation may fail to protect the workers it seeks to protect. The Article demonstrates that research on masculinities can help courts better understand sexual minorities and the motivations of those who discriminate against them in the workplace. It concludes that even in the absence of new legislation, a proper interpretation of Title VII's sex discrimination provision would protect sexual minorities from discrimination and would provide reasonable accommodation to allow sexual minorities to live and work with dignity and security. With an understanding of sexual minorities and the reasons why discrimination occurs, Title VII's prohibition of discrimination "because of sex" should be sufficient to grant sexual minorities workplace rights.

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Sansone, Dario. „Pink work: Same-sex marriage, employment and discrimination“. Journal of Public Economics 180 (Dezember 2019): 104086. http://dx.doi.org/10.1016/j.jpubeco.2019.104086.

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SKIDMORE, P. „COMMENTARY: Sex, Gender and Comparators in Employment Discrimination“. Industrial Law Journal 26, Nr. 1 (01.03.1997): 51–61. http://dx.doi.org/10.1093/ilj/26.1.51.

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Skaggs, Sheryl, und Jennifer Bridges. „Race and Sex Discrimination in the Employment Process“. Sociology Compass 7, Nr. 5 (17.04.2013): 404–15. http://dx.doi.org/10.1111/soc4.12037.

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Flynn, Leo. „Book Review: Justifications for Sex Discrimination in Employment“. International Journal of Discrimination and the Law 1, Nr. 3 (März 1996): 299–301. http://dx.doi.org/10.1177/135822919600100309.

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Herbert, Ari. „Portlandia, Ridesharing, and Sex Discrimination“. Michigan Law Review Online, Nr. 115 (2016): 18. http://dx.doi.org/10.36644/mlr.online.115.portlandia.

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This Essay discusses and assesses the legal hurdles that See Jane Go and SafeHer may face. Part I of this Essay explains how the plain text of Title VII and the pertinent Equal Employment Opportunity Commission (EEOC) guideline can fairly be read either to allow or condemn See Jane Go and SafeHer’s hiring practices. Part II then highlights precedent that supports See Jane Go’s and SafeHer’s discriminatory driver–passenger practices. Part III concludes by arguing that the legal system ought to make room for apps like See Jane Go and SafeHer in the current framework.

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Herbert, Ari. „Portlandia, Ridesharing, and Sex Discrimination“. Michigan Law Review Online, Nr. 115 (2016): 18. http://dx.doi.org/10.36644/mlr.online.115.portlandia.

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This Essay discusses and assesses the legal hurdles that See Jane Go and SafeHer may face. Part I of this Essay explains how the plain text of Title VII and the pertinent Equal Employment Opportunity Commission (EEOC) guideline can fairly be read either to allow or condemn See Jane Go and SafeHer’s hiring practices. Part II then highlights precedent that supports See Jane Go’s and SafeHer’s discriminatory driver–passenger practices. Part III concludes by arguing that the legal system ought to make room for apps like See Jane Go and SafeHer in the current framework.

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Schmidt, Marlene, und Olga Rymkevich. „Editorial“. International Journal of Comparative Labour Law and Industrial Relations 21, Issue 4 (01.12.2005): 535–36. http://dx.doi.org/10.54648/ijcl2005025.

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Anti-discrimination legislation and case law dealing with employment discrimination are among the most topical labour law issues in Europe. As a result, The International Journal for Comparative Labour Law and Industrial Relations has received so many manuscripts on questions related to employment discrimination that we have decided to dedicate a complete issue to this matter. One reason why employment discrimination is such a hot topic is the fact that in recent years extensive EC legislation proscribing employment discrimination has been passed: Directive 2000/43/EC prohibiting discrimination on grounds of race and ethnic origin, Directive 2000/78/EC banning discrimination on grounds of religion or belief, disability, age or sexual orientation, and finally Directive 2002/73/EC amending Directive 76/207/EEC barring sex discrimination in employment and occupation. And a correction in the paper by Kees J. Vos (Vol 21.3)

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Dissertationen zum Thema "Sex discrimination in employment"

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Hervey, Tamara K. „Justifications for sex discrimination in employment /“. London : Butterworths, 1993. http://catalogue.bnf.fr/ark:/12148/cb37498343x.

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Brodin, Emma Victoria. „Sex discrimination in employment within the Church of England“. Thesis, University of Huddersfield, 1997. http://eprints.hud.ac.uk/id/eprint/4753/.

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The principle of equality in the workplace, enshrined in the Sex Discrimination Act 1975, applies to a wide category of workers. However, there are certain exceptions to the legislation. Ministers of religion are not protected by the Act where employment is limited to one sex. Historically "employment" as a Church of England priest was limited to one sex. Then in 1993, following the momentous General Synod vote, legislation was passed which allowed women to be ordained as priests. A significant change had taken place regarding the theology of the Church. This shift in theology also brought the legal position of priests, in relation to sex discrimination, into question. An initial question was, should such priests be protected by secular employment legislation? if so, what are the legal difficulties of inclusion under the Sex Discrimination Act, and what are the practical difficulties of accommodation under the Act? These questions form the foundation stones of this thesis. A four stage process was used to answer these questions. First, a philosophical analysis of the theory behind sex discrimination law was undertaken, focusing on the concepts of equality and difference. Secondly, the position of the Church of England in relation to sex discrimination law was assessed with special reference to the employment status of ministers of religion. Thirdly, drawing on the theoretical work of stages one and two, an empirical investigation into the treatment of Church of England priests was conducted. The fourth stage built upon the empirical findings and the theoretical framework. British and European Community sex discrimination law was critically analysed, as was the relevant ecclesiastical law, and recommendations for law reform were made.

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Tam, Pui-kam. „Empirical analysis of the gender earnings gap in Macau“. Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B15967438.

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Carlsson, Magnus. „Essays on discrimination in hiring /“. Växjö : Växjö University Press, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-5864.

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Pierce, Kathleen Priscilla. „Asymmetrical perceptions of group-based employment disparities differences in subjective evaluations of advantage-based and disadvantage-based discrimination /“. Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1150217547.

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Edwards, Larry Guy. „Dimensions of gender discrimination in Oklahoma's system of higher education : case studies /“. Full-text version available from OU Domain via ProQuest Digital Dissertations, 1989.

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O'Neal, Barbara Jean. „Title VII : sex discrimination in higher education /“. Diss., This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-10022007-144508/.

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Gallo, Lisa Jennifer. „Sex discrimination as influenced by upper management and organizational climate: A rational bias theory of discrimination“. CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/790.

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Morel, Sylvie. „Penurie d'emploi et discrimination à l'endroit des femmes sur le marche du travail“. Thesis, McGill University, 1987. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61272.

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This thesis analyses the relation between the phenomenon of job scarcity and discrimination against women in the labour market. Job scarcity, that is the inadequate quantity of available jobs relative to the number of persons able to hold them, which is a chronic problem, has played an important role in the development of discrimination. The hypothesis of the thesis is that a positive relation exists between discrimination against women and job scarcity: as employment opportunities deteriorate discrimination intensifies.
The thesis verifies the discriminatory effects of job scarcity by examining the process of job allocation in the economy. An historical study covering the end of the last century to the crisis of the 1930's is the vehicle used to examine the employment rationing mechanisms that consolidated discriminatory practices.

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Gregory, Jeanne. „Discrimination, employment and the law : a study of judicial and administrative procedures with special reference to the 1975 Sex Discrimination Act“. Thesis, London School of Economics and Political Science (University of London), 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294282.

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Bücher zum Thema "Sex discrimination in employment"

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O'Connor, Kevin, und Melvina C. Ford. Sex discrimination in employment. 4. Aufl. [Baltimore, MD]: Maryland Commission for Women, 2002.

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Omilian, Susan M. Sex-based employment discrimination. [St. Paul, Minn.]: West Group, 1990.

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Services, Incomes Data. Sex discrimination: Employment law handbook. London: Incomes Data Services, 2008.

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Hervey, Tamara K. Justifications for sex discrimination in employment. London [England]: Butterowrths, 1993.

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Kate, Poulton, und Legal Action Group, Hrsg. Sex and race discrimination in employment. (London): Legal Action Group, 1987.

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Spicer, Robert. Sex discrimination at work. Birmingham [England]: CLT Professional Pub., 1995.

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Lin, Spicer, Hrsg. Sex discrimination at work. Birmingham: CLT Professional Publishing, 1995.

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Bolger, Marguerite. Sex discrimination law. Dublin: Round Hall Sweet & Maxwell, 2000.

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Hartman, Gerald S. Age & sex discrimination: Course manual. [Washington, D.C.] (1120 20th St., NW, Washington 20036): Federal Publications, 1986.

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Schellenberg, Gaylene. Sex discrimination in employment: By Gaylene Schellenberg. [Ottawa: Canadian Bar Association, 1993.

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Buchteile zum Thema "Sex discrimination in employment"

1

Date-Bah, Eugenia. „Sex Segregation and Discrimination In Accra—Tema: Causes and Consequences“. In Sex Inequalities in Urban Employment in the Third World, 235–76. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-18467-5_6.

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Tabuns, Aivars. „Latvian Migrants in Foreign Labour Markets: Job Placement and Discrimination“. In IMISCOE Research Series, 97–115. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-12092-4_5.

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Abstract The majority of migrants from Latvia move abroad intending to work, and so fall into the category of ‘work migrants’. A crucial role in their job placement is played by an increasingly complex network of intermediaries. This includes formal employment agencies, more informal, social network-based mediators and even illegal service providers. Despite the agencies providing job placements abroad being subject to regulations, fraud and the mistreatment of jobseekers has emerged as a cause for concern. Even when there is no ill will from the intermediaries, immigrant workers often suffer discrimination from their employers, sometimes leading to a re-evaluation of their return migration plans. This chapter explores the employment conditions of Latvian migrant workers. It analyses the operation of private employment agencies offering employment abroad and, in more general terms, sheds light from the Latvian migrant workers’ perspective on their treatment by employers. In doing so, this analysis demonstrates that almost a fifth of those respondents who used the services of private employment agencies had experienced unfair treatment. Moreover, at least one in three Latvian migrant workers encountered some form of discrimination at work, and around one in six were in a precarious and vulnerable position due to the nature of their employment contract. The chapter concludes with recommendations for further studies and policy development.

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Padrón, Thais Guerrero, Ljubinka Kovačević und Mª Isabel Ribes Moreno. „Labour Law and Gender“. In Gender-Competent Legal Education, 583–630. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-14360-1_17.

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AbstractThe chapter presents an overview of key labour law institutions, aiming at discussing the importance of the gender perspective in labour law. Therefore, the introductory section of the chapter will put this issue into the context of historical and conceptual framework genesis of regulating employment relationships. These issues are connected with the legal subordination and economic dependence of employees, which produce the need to create and implement norms that protect employees, as a weaker party to the employment relationship. This includes the limitation of employers’ (managerial, normative and disciplinary) prerogatives, in order to create the conditions for effective enjoyment of the right of jobseekers and employees for protection against gender-based discrimination. The labour law is, in this regard, traditionally conceived according to the model of a male worker, who is employed on the basis of a standard employment contract (open-ended full time employment contract). This then results in a failure to recognise or provide sufficient consideration of the specific needs that women have as participants in the labour market. The use of the feminist method, which included the understanding of gender as an analytical category in the field of labour law, opened up a new set of labour law issues. For example, in easing the ban on women working in physically demanding jobs, and the conceptualisation of the need to reconcile the professional and family duties of employees.. On the other hand, contemporary labour law, when creating conditions for achieving gender equality, is aimed primarily at women’s empowerment in the world of work. Persisting with this approach can lead to an oversimplified understanding of the principle of gender equality, ignoring the special needs of men in the world of work, as well as ignoring the importance of their role for consistent implementation of the principle of gender equality and women’s empowerment. The second section of the chapter will provide analysis of gender-based discrimination during the hiring process. Other sections will cover the risk of gender-based discrimination regarding rights, obligations and duties deriving from employment relationship, labour law measures to encourage improvements in the occupational safety and health, work-life balance for parents and caregivers, sexual harassment at work and promotion of gender equality in collective labour law.

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Lockton, Deborah J. „Discrimination“. In Employment Law, 85–121. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-15002-1_5.

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Lockton, Deborah J. „Discrimination“. In Employment Law, 111–64. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-08551-1_5.

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Ramos, Raul. „Employment Discrimination“. In Encyclopedia of Quality of Life and Well-Being Research, 1886–88. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_864.

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Ramos, Raul. „Employment Discrimination“. In Encyclopedia of Quality of Life and Well-Being Research, 1–4. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-319-69909-7_864-2.

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Stockdale, Margaret S., Katherine A. Sliter und Leslie Ashburn-Nardo. „Employment discrimination.“ In APA handbook of forensic psychology, Vol. 1: Individual and situational influences in criminal and civil contexts., 511–32. Washington: American Psychological Association, 2015. http://dx.doi.org/10.1037/14461-015.

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Goodman-Delahunty, Jane. „Employment discrimination.“ In Encyclopedia of Psychology, Vol. 3., 191–92. Washington: American Psychological Association, 2000. http://dx.doi.org/10.1037/10518-070.

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Ramos, Raul. „Employment Discrimination“. In Encyclopedia of Quality of Life and Well-Being Research, 2084–87. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-17299-1_864.

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Konferenzberichte zum Thema "Sex discrimination in employment"

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Liu, Hairong. „Gender Discrimination Inside Employment“. In 2021 6th International Conference on Modern Management and Education Technology（MMET 2021）. Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.211011.080.

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Kong, Jun. „College, Discipline, and Sex Factors Effecting Employment Opportunities for Graduates“. In 2013 International Conference on the Modern Development of Humanities and Social Science. Paris, France: Atlantis Press, 2013. http://dx.doi.org/10.2991/mdhss-13.2013.122.

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Bublienė, Raimonda. „Internationalization and Multiple Discrimination: the Case of Employment Regulation“. In Contemporary Issues in Business, Management and Education. Vilnius Gediminas Technical University, 2017. http://dx.doi.org/10.3846/cbme.2017.061.

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The article analyses European Union anti-discrimination law development in Member States and differences between protected grounds of discrimination. On this basis, the analysis covers recognition of the social complexity, internationalization and discrimination of foreigners for different grounds. The process of internationalization and migration, covering social, political, economical, cultural, legal processes, the non-discriminatory protection of a foreigner as a member of the society has become complicated, when attempting not to discriminate people arriving from the other countries and to have equal possibilities. The problems of discrimination are valid and significant for the civil society itself. The article also discusses the concept of multiple discrimination in European Union anti-discrimination law, legal regulation and protection against multiple discrimination in Europe and separate legal regulation of the Member States. This article argues that internationalization processes bring new approaches of interpretation of European Union employment equality law and contemporary challenges, introduces recent cases of equal treatment of employees during employment at private companies.

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Loginovskikh, Uliana, und Tatiana Duran. „Women’s Employment in Railway Transport: Gender Equality or Discrimination?“ In INTERNATIONAL SCIENTIFIC AND PRACTICAL CONFERENCE TLC2M TRANSPORT: LOGISTICS, CONSTRUCTION, MAINTENANCE, MANAGEMENT. SCITEPRESS - Science and Technology Publications, 2022. http://dx.doi.org/10.5220/0011579200003527.

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Peczuh, Marisa. „Sex Differences in Postsecondary Education and Employment Pathways After High School“. In 2024 AERA Annual Meeting. Washington DC: AERA, 2024. http://dx.doi.org/10.3102/2110210.

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Liu, Yu, und Zhaoqi Peng. „Decent Work and Gender Discrimination in Employment of College Students“. In 2017 3rd International Conference on Humanities and Social Science Research (ICHSSR 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/ichssr-17.2017.106.

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Zheng, Zhong-Xia, und Xing-Feng Liu. „Game analysis between government and enterprises in anti-employment discrimination policy“. In International conference on Management Innovation and Information Technology. Southampton, UK: WIT Press, 2014. http://dx.doi.org/10.2495/miit132542.

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Lin, Chyong-Ling, Jin-Tsann Yeh und Wei-Ting Teng. „Female Tour Guides’ Service Quality: Perspectives from Humor Style and Sex Discrimination“. In 3rd Eurasian Conference on Educational Innovation 2020 (ECEI 2020). WORLD SCIENTIFIC, 2020. http://dx.doi.org/10.1142/9789811228001_0098.

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Bu, Yuting. „Re-employment of Ex-offenders in China: Research on Employment Discrimination and the System of Elimination of Criminal Record“. In 2021 International Conference on Social Development and Media Communication (SDMC 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220105.025.

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Dzhumalieva, Ana. „OPPORTUNITIES FOR APPLICATION OF MEDIATION IN DISCRIMINATION PROCEEDINGS“. In THE MEDIATION IN THE DIFFERENT PUBLIC SPHERES 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/mdps2021.11.

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The report examines the potential applications of mediation in anti-discrimination proceedings. In order to achieve an objective assessment, on one hand is considered the Bulgarian Protection against Discrimination Act and the Commission for Protection against Discrimination, as an independent specialized body, and on the other hand, the experience of the Equal Employment Opportunity Commission in the USA and the UK.

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Berichte der Organisationen zum Thema "Sex discrimination in employment"

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Hellerstein, Judith, David Neumark und Kenneth Troske. Market Forces and Sex Discrimination. Cambridge, MA: National Bureau of Economic Research, Dezember 1997. http://dx.doi.org/10.3386/w6321.

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Dillingham, Alan, Marianne Ferber und Daniel Hamermesh. Sex Discrimination by Sex: Voting in a Professional Society. Cambridge, MA: National Bureau of Economic Research, Juli 1991. http://dx.doi.org/10.3386/w3789.

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Neumark, David. Sex Discrimination and Women's Labor Market Interruptions. Cambridge, MA: National Bureau of Economic Research, Januar 1993. http://dx.doi.org/10.3386/w4260.

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Borjas, George, und Stephen Bronars. Consumer Discrimination and Self-Employment. Cambridge, MA: National Bureau of Economic Research, Juni 1988. http://dx.doi.org/10.3386/w2627.

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Neumark, David, Roy Bank und Kyle Van Nort. Sex Discrimination in Restaurant Hiring: An Audit Study. Cambridge, MA: National Bureau of Economic Research, Februar 1995. http://dx.doi.org/10.3386/w5024.

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Neumark, David, und Wendy Stock. The Effects of Race and Sex Discrimination Laws. Cambridge, MA: National Bureau of Economic Research, April 2001. http://dx.doi.org/10.3386/w8215.

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Vuono, Carl E. Civilian Personnel: Equal Employment Opportunity Discrimination Complaints. Fort Belvoir, VA: Defense Technical Information Center, September 1989. http://dx.doi.org/10.21236/ada402307.

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Jolls, Christine, und J. J. Prescott. Disaggregating Employment Protection: The Case of Disability Discrimination. Cambridge, MA: National Bureau of Economic Research, September 2004. http://dx.doi.org/10.3386/w10740.

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Button, Patrick. Population Aging, Age Discrimination, and Age Discrimination Protections at the 50th Anniversary of the Age Discrimination in Employment Act. Cambridge, MA: National Bureau of Economic Research, Mai 2019. http://dx.doi.org/10.3386/w25850.

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Kline, Patrick, und Christopher Walters. Reasonable Doubt: Experimental Detection of Job-Level Employment Discrimination. Cambridge, MA: National Bureau of Economic Research, März 2020. http://dx.doi.org/10.3386/w26861.

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