Thematische Bibliographien / Sex discrimination in employment, Australia

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

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 20. Februar 2023

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Zeitschriftenartikel zum Thema "Sex discrimination in employment, Australia"

Prenzler, Tim. „Equal Employment Opportunity and Policewomen in Australia*“. Australian & New Zealand Journal of Criminology 28, Nr. 3 (Dezember 1995): 258–77. http://dx.doi.org/10.1177/000486589502800302.

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Limited statistics make for difficulties in producing a clear picture of the impact of equal employment opportunity policies in Australian police services. Available figures indicate that pre-entry physical ability tests are a significant source of attrition of aspiring policewomen. Women also appear to be disproportionately more likely to separate as a result of maternal obligations, and report higher incidents of sexual harassment and sex discrimination in promotion and deployment. Considering the historical marginalisation of women in policing, Australian police services have made large steps forward in reducing discrimination in a relatively short period of time. Improvements can nonetheless be made in making policing a more viable career option for women, and recruiting appears to be the main area where proactive measures are needed.

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Castles, Madeleine, Tom Hvala und Kieran Pender. „Rethinking Richardson: Sexual Harassment Damages in the #MeToo Era“. Federal Law Review 49, Nr. 2 (09.03.2021): 231–71. http://dx.doi.org/10.1177/0067205x21993146.

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The 2014 judgment in Richardson v Oracle Corporation Australia Pty Ltd (‘ Richardson’) had a seismic effect on workplace sexual harassment claims in Australia. Overnight, the ‘general range’ of damages awarded for non-economic loss in such cases increased from between $12 000 and $20 000 to $100 000 and above. The judgment has made Sex Discrimination Act 1984 (Cth) litigation considerably more attractive for plaintiffs and resulted in greater judicial recognition of the pain and suffering experienced by sexual harassment survivors. Richardson’s impact has also been felt beyond that immediate context, with the judgment cited in support of higher damages in discrimination cases and employment disputes. However, six years and over 40 judicial citations later, Richardson’s broader significance remains unclear—particularly following the emergence of the #MeToo movement. Drawing on a doctrinal analysis of subsequent case law and qualitative interviews with prominent Australian legal practitioners, this article evaluates Richardson’s legacy and considers how sexual harassment litigation may further evolve to reflect changing societal norms.

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Mangan, John, und John Johnston. „Minimum wages, training wages and youth employment“. International Journal of Social Economics 26, Nr. 1/2/3 (01.01.1999): 415–29. http://dx.doi.org/10.1108/03068299910229820.

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High rates of youth unemployment, worldwide, have led governments to advocate a range of policies designed to increase job offers to young workers. For example, the Australian Government is currently introducing a system of “training wages” which will see effective youth wages set well below adult award wages for a designated training period. This policy is designed to simultaneously increase the human capital of young workers as well as help to overcome the initial barriers to entry into the labour market. However, youth‐specific wages have been criticized on the basis of age discrimination and on equity grounds. Also, some US data question the employment‐boosting potential of reduced minimum youth wages. In this paper recent international findings on the relationship between youth wages and employment are presented and compared with empirical tests of the relationship using labour market data for Australia as a whole as well as the State of Queensland. The results are used to examine the likely impact of the introduction of the training wage on the youth labour market in Australia and to provide further generalizations on the wider issue of employment and youth‐specific wages.

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Chapman, Bruce J., und Charles Mulvey. „An Analysis of the Origins of Sex Differences in Australian Wages“. Journal of Industrial Relations 28, Nr. 4 (Dezember 1986): 504–20. http://dx.doi.org/10.1177/002218568602800402.

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Different levels of measured skills, geographic location and demographicfactors (such as marital status and country of birth) explain almost none of the hourly wage differences of Australian women and men in full-time employment. The major contribution to wage differences is apparently in the different returns paid by employers to men and women for observable characteristics. Usually this is considered as evidence for the existence of direct wage discrimination by employers but—at least for the data of this study—some questions remain as to the extent of this influence. Measurement issues related to both schooling and general labour market experience tend to exaggerate the role of direct employer discrimination, but even extreme assumptions as to the extent of mismeasurement of these variables do not eliminate such discrimination (although it is reduced from 13 to 3.5 per cent). Some part of the overall difference is likely to be a consequertce of (unmeasured) occupation factors and, of much greater contplexity, the possible influence of role-stereotyping and its interaction with family arrangements.

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Gale, Peter. „Rights, responsibilities, and resistance: Legal discourse and intervention legislation in the Northern Territory in Australia“. Semiotica 2016, Nr. 209 (01.03.2016): 167–85. http://dx.doi.org/10.1515/sem-2016-0010.

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AbstractIn the shadow of the United Nations Declaration on the Rights of Indigenous Peoples, adopted and endorsed by 143 nations on 17th September 2007, the then Howard Government suspended the Racial Discrimination Act in Australia to implement the Northern Territory Emergency Response Bill, commonly referred to as the Northern Territory intervention. This legislation included the compulsory acquisition of townships; the suspension of the permit system to access Aboriginal communities; the removal of customary law or cultural practices in any legal considerations in sentencing; the abolition of the Community Development Employment Projects; and the quarantining of a proportion of welfare benefits for all recipients in designated communities. While Australia was one of only four nations who did not endorse the Declaration in 2007, the UN Declaration was subsequently adopted and endorsed in April 2009 by the then Rudd Labor Government. The ratification of the UN Declaration may appear to reflect a change of policy, yet amidst significant Indigenous opposition and criticism of the United Nations, the Gillard Labor Government continued the central tenants of the NT Intervention for a further ten years in the form of the Stronger Futures legislation in 2012. This essay explores some of the tensions and contradictions inherent within legal and political discourse in the recognition of rights between the rights of the child on the one hand, and Indigenous rights and citizenship rights within the Northern Territory Intervention legislation and policy of Stronger Futures in the Northern Territory.

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Stewart, Suzanne, und Angela Mashford-Pringle. „Moving and Enhancing System Change“. International Journal of Indigenous Health 14, Nr. 1 (27.05.2019): 3–7. http://dx.doi.org/10.32799/ijih.v14i1.32726.

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All Indigenous peoples across the globe have experienced multiple historical colonial aggression and assaults. In Canada and the USA for example, education was used as a tool of oppression for Indigenous peoples through residential school. Child welfare, health and health care, and forced land relocation are also sites of intensive and invasive harms. Health services continue to be a site of systemic and personal oppression for Indigenous peoples across Canada and the world (Reading 2013). For many years, Indigenous peoples have faced discrimination and racism when accessing biomedical health care. Implementation of colonization in Canada, Australia, New Zealand, and elsewhere, have been well documented to adversely influence aspects of health in many Indigenous communities worldwide and linked to high rates of mental health, education, and employment challenges (see Loppie & Wein, 2009; Mowbray, 2007; Paradies, Harris, & Anderson, 2008); these traumas are rooted attempts in cultural extermination and deep-set pains in regard to identity and well-being (Stout & Downey, 2006; Thurston & Mashford-Pringle, 2015).

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Siefried, Krista J., Stephen Kerr, Robyn Richardson, Limin Mao, John Rule, John McAllister, John de Wit und Andrew Carr. „Socioeconomic and psychosocial factors are associated with poor treatment outcomes in Australian adults living with HIV: a case-control study“. Sexual Health 16, Nr. 6 (2019): 548. http://dx.doi.org/10.1071/sh18138.

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Background A substantial minority of patients living with HIV refuse or cease antiretroviral therapy (ART), have virological failure (VF) or develop an AIDS-defining condition (ADC) or serious non-AIDS event (SNAE). It is not understood which socioeconomic and psychosocial factors may be associated with these poor outcomes. Methods: Thirty-nine patients with poor HIV treatment outcomes, defined as those who refused or ceased ART, had VF or were hospitalised with an ADC or SNAE (cases), were compared with 120 controls on suppressive ART. A self-report survey recorded demographics, physical health, life stressors, social supports, HIV disclosure, stigma or discrimination, health care access, treatment adherence, side effects, health and treatment perceptions and financial and employment status. Socioeconomic and psychosocial covariates significant in bivariate analyses were assessed with conditional multivariable logistic regression, adjusted for year of HIV diagnosis. Results: Cases and controls did not differ significantly with regard to sex (96.2% (n = 153) male) or age (mean (± s.d.) 51 ± 11 years). Twenty cases (51%) had refused or ceased ART, 35 (90%) had an HIV viral load >50 copies mL–1, 12 (31%) were hospitalised with an ADC and five (13%) were hospitalised with a new SNAE. Three covariates were independently associated with poor outcomes: foregoing necessities for financial reasons (adjusted odds ratio (aOR) 3.1, 95% confidence interval (95% CI) 1.3–7.6, P = 0.014), cost barriers to accessing HIV care (aOR 3.1, 95% CI 1.0–9.6, P = 0.049) and lower quality of life (aOR 3.8, 95% CI 1.5–9.7, P = 0.004). Conclusions: Despite universal health care, socioeconomic and psychosocial factors are associated with poor HIV outcomes in adults in Australia. These factors should be addressed through targeted interventions to improve long-term successful treatment.

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Encel, S. „Age discrimination in employment in Australia“. Ageing International 25, Nr. 2 (September 1999): 69–84. http://dx.doi.org/10.1007/s12126-999-1017-1.

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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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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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Dissertationen zum Thema "Sex discrimination in employment, Australia"

Flanagan, Annette F. „Gender, Jobs and Geographic Origin of Australian Immigrants“. Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc935699/.

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This thesis examines access to managerial jobs in the Australian labor market by immigrant women and men from five continents and five individual countries. Comparisons were not made only among both continent and country groups, but also between the women and men within each group, as a measure of occupational gender inequality. An index of managerial representation in the Australian labor market (MORI) was computed and nine independent variables were applied to measure immigrant representation in managerial occupations. Rank order correlates were used to calculate relationships between variables. Results indicate that women (with the exception of Vietnamese) from all countries were disproportionately underrepresented in managerial jobs and that the more dissimilar immigrant men are to native born Australians, the less likely they are to hold managerial jobs.

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Bastalich, Wendy. „Gender and skill in Australia : a case study of barmaids /“. Title page, contents and synopsis only, 1991. http://web4.library.adelaide.edu.au/theses/09ARM/09armb324.pdf.

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Stella, Leonie C. „Trawling deeper seas: the gendered production of seafood in Western Australia“. Thesis, Stella, Leonie C. (1998) Trawling deeper seas: the gendered production of seafood in Western Australia. PhD thesis, Murdoch University, 1998. https://researchrepository.murdoch.edu.au/id/eprint/346/.

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This thesis explores the sexual division of labour in three worksites associated with the Western Australian Fishing industry: fishers' households, a seafood processing company and fishing vessels. There has been no previous substantial study of the labour of women in Australian fishing industries. My research has been primarily undertaken by interviewing women and men who work in the Western Australian fishing industry, and my findings are presented through a comparison with overseas literature relative to each site. As I found, in the households of fishermen, women do unpaid and undervalued labour which includes servicing men and children; managing household finances and operating fishing enterprises. In seafood processing companies women are allocated the lowest paid and least rewarding work which is regarded as women's work. On-the factory floor issues of class, race/ ethnicity and gender intersect so that the majority of women employed in hands-on processing work are migrant women from a non-English speaking background. The majority of women who work at sea are cook/ deckhands who are confronted by a rigid sexual division of labour, and work in a hyper-masculine workplace. The few other women who have found a niche which enables them to enjoy an outdoor lifestyle while they earn their own living, are those who work as autonomous independent small boat fishers. In each site there is evidence that women, individually and collectively, exercise some power in determining how and where they work, but they remain marginalised from the more lucrative sites of the industry, and have limited access to economic and social power.

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Stella, Leonie C. „Trawling Deeper Seas: the Gendered Production of Seafood in Western Australia“. Murdoch University, 1998. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20040913.155811.

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This thesis explores the sexual division of labour in three worksites associated with the Western Australian Fishing industry: fishers' households, a seafood processing company and fishing vessels. There has been no previous substantial study of the labour of women in Australian fishing industries. My research has been primarily undertaken by interviewing women and men who work in the Western Australian fishing industry, and my findings are presented through a comparison with overseas literature relative to each site. As I found, in the households of fishermen, women do unpaid and undervalued labour which includes servicing men and children; managing household finances and operating fishing enterprises. In seafood processing companies women are allocated the lowest paid and least rewarding work which is regarded as "women's work". On-the factory floor issues of class, race/ ethnicity and gender intersect so that the majority of women employed in hands-on processing work are migrant women froma non-English speaking background. The majority of women who work at sea are cook/ deckhands who are confronted by a rigid sexual division of labour, and work in a hyper-masculine workplace. The few other women who have found a niche which enables them to enjoy an outdoor lifestyle while they earn their own living, are those who work as autonomous independent small boat fishers. In each site there is evidence that women, individually and collectively, exercise some power in determining how and where they work, but they remain marginalised from the more lucrative sites of the industry, and have limited access to economic and social power.

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Stella, Leonie. „Trawling deeper seas : the gendered production of seafood in Western Australia /“. Access via Murdoch University Digital Theses Project, 1998. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20040913.155811.

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Byrne, Margaret Mary, und University of Western Sydney. „Workplace meetings and the silencing of women : an investigation of women and men's different communication styles and how these influence perceptions of leadership capability within Australian organisations“. THESIS_XXX_XXX_Byrne_M.xml, 2004. http://handle.uws.edu.au:8081/1959.7/667.

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The aim of this thesis is to investigate how the distribution and function of talk in workplace meetings contributes to differential outcomes for women and men in Australian organisations. This study explores how patterns of male advantage and female disadvantage are reproduced in workplace meetings through the different communication styles which tend to be employed by men and women, and through the way that these different performances are judged. Workplace meetings emerge as a critical site where leadership potential is identified yet, it is argued, men and women do not meet as equals when they meet at work. The thesis includes an evaluation of the current literature on women's and men's communication styles, and the findings of the present study are discussed in terms of the extent to which they correlate with or diverge from existing views. The implications for social change are explored and recommendations provided for the consideration of organisations seeking to broaden the pool of talent from which future leaders are drawn.
Doctor of Philosophy (PhD)

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Hutchinson, Jacquie. „The effect of equal employment opportunity policies on the promotion of women to the position of school principal in the Western Australian government school system (1985-1991)“. Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1992. https://ro.ecu.edu.au/theses/1136.

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The purpose of this study was to analyse and explain the effect of the introduction of equal employment opportunity policy on the Ministry of Education with reference to the promotion of women teachers to the position of principal during the period 1985 to 1991. This research represents a case study of the Western Australian government primary and secondary school system conducted through a review of relevant government and Ministry of Education policies, analysis of employment statistics and interviews with key policy actors. Four questions which directed the research sought a conceptual framework through which to analyse and explain events, policies and outcomes. The study claims that while there existed an expectation amongst women teachers that equal employment opportunity would increase the number of women principals by removing both the direct and indirect barriers that prevented their promotion, there is no evidence that this was ever the intention of either the Ministry of Education or the Western Australian State Labor government. The evidence from this study suggests that equal employment opportunity policies have continued the subordination of women in the State government school system by the subsuming of their interests by more powerful forces of an economic, administrative and political kind both internal and external to the State government school system. Whilst in the past the barriers to promotion for women were formal, direct and visible, the application of equal employment opportunity has created a cloak of invisibility to the forces that operate against the promotion of women within the State government school system. The implications of this study are firstly that unless there is some external intervention the numbers of women principals will continue to decline. Secondly until women teachers achieve political power, the likelihood of changing the current culture of the Western Australian government school system to ensure that women are promoted to the position of principal, is remote .

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Dougherty, Joy. „The construction of gender relations and sexuality in the printing labour process“. Thesis, Queensland University of Technology, 1995.

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This thesis examines the ways in which gender relations and sexuality are constructed in workplaces within the printing industry, in order to understand how the sexual division of labour - which keeps women workers concentrated in 'unskilled', low status jobs in the bindery, and largely excluded from the male dominated printing trades - is maintained and reproduced. This study focuses on four structures of gender relations in the workplace: sexual division of labour, discrimination, power and sexuality, and explores these structures on three levels: structure, practice and subjectivity. The study analyses the printing labour process in terms of the theoretical issues of gender, sexuality and power from a feminist historical materialist perspective. There is a focus on the dialectical relationship between structure and subjectivity which reproduces both gendered subjectivity and structures of inequality between women and men, through the mediation of social practices and discourses operating in the printing labour process. The research process incorporates a feminist philosophy of 'research with' rather than 'research on', which suggests research methods that explore social relations in their everyday context. In order to explore the ways in which femininity, masculinity and sexuality are constructed, and the ways in which these constructions reproduce the sexual division of labour, the daily social practices operating in five Brisbane printing firms were observed. Two of the five case studies are of large 'hi-tech' printing firms owned and managed by men; three are of small 'low tech' printing firms owned and managed by women. In each case, the methods used are participant observation, informal conversations with workers, informal group discussions, unstructured interviews with management and representatives from the union, employer organisation and industry training council, and documentary analysis. An historical outline of women's participation in the Australian printing industry provides a context for the case studies. The findings from the case studies indicate that little has changed in the patterns of gender relations observed in the printing industry historically, and over the fouryear period of this study. In the two large firms of this study, a conventional sexual division of labour was maintained, women were marginalised, underrepresented, concentrated in low-paid and low status jobs, casualised, and generally perceived by male workers and management as inferior workers. On the other hand, in the small firms, the sexual division of labour was disrupted to varying degrees, women were central to the organisation of work and numerically dominant, women were spread across all the trades, were not casualised, and were valued as workers. In theoretical terms, the findings support other researchers' explanations of how gender and sexuality are socially constructed in the workplace, highlighting the role of the technology/masculinity link in defining the feminine as nontechnological, and thus contributing to the exclusion of women from technical jobs. In addition, the findings point to the significance of the dialectical relationship between structure and subjectivity in reproducing the structures of inequality between women and men, and highlight how this relationship is mediated by practices and discourses operating in the printing labour process. The findings also add to the theorisation of the key role of women managers in achieving sex equality in organisations. In practice, based on the small number of printing firms in this study, it appears that small firms provide the most favourable environment for women, both as employees and managers, in terms of access to non-traditional occupations,multiskilling, recognition of prior learning and informal training, job satisfaction, autonomy and support.

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Harwood, Susan. „Gendering change : an immodest manifesto for intervening in masculinist organisations“. Western Australia. Police Service, 2006. http://theses.library.uwa.edu.au/adt-WU2007.0017.

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[Truncated abstract] Conservative, incremental and modest approaches to redressing gendered workplace cultures have had limited success in challenging the demographic profile of densely masculinist workplaces. In this thesis I draw on a study of women in police work to argue that combating highly institutionalised, entrenched masculinist practices calls for more than modesty. Indeed the study shows that ambitious, even contentious, recommendations for new procedures can play an important role when the goal is tangible change in cultures where there is an excess of men. In conclusion I posit the need for some bold risk-taking, alongside incremental tactics, if the aim is to change the habits and practices of masculinist organisations . . . This dissertation maps that interventionist process across a four-year period. In assessing the role played by the feminist methodology I analyse what people can learn to see and say about organisational practices, how they participate in or seek to undermine various forms of teamwork, as well as how individual team members display their new understandings and behaviours. I conclude that the techniques for supporting women in authoritarian, densely masculinist workplaces should include some bold and highly visible ‘critical acts’, based on commitment from the top coupled to strongly motivated and highly informed teamwork.

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Clarsen, Georgine. „The vote on wheels : Australian women and motoring, 1915-1945 /“. Connect to thesis, 1997. http://eprints.unimelb.edu.au/archive/00000649.

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Bücher zum Thema "Sex discrimination in employment, Australia"

Drago, Robert W. Gender and work hours transitions in Australia: Drop ceilings and trap-door floors. Bonn, Germany: IZA, 2004.

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Larmour, Constance. Affirmative action legislation in Australia. [Barton, A.C.T.]: Legislative Research Service, Dept. of the Parliamentary Library, 1986.

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Mumford, Karen. Occupational and industrial segregation of Australian women. [North Ryde, N.S.W.]: Macquarie University, School of Economic and Financial Studies, 1986.

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Bertrand, Ina. Crediting women: Employment of women in the television industry in Australia, 1956-1996. St. Kilda: Ina Bertrand and Women in Film and Television, 1996.

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Burton, Clare. Women's worth: Pay equity and job evaluation in Australia. Canberra: Australian Gov. Pub. Service, 1987.

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Ronalds, Chris. Affirmative action and sex discrimination: A handbook on legal rights for women. Sydney: Pluto Press, 1987.

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Review of the Gender Pay Gap in Western Australia. Report on the Review of the Gender Pay Gap in Western Australia. Perth, W.A: Review of the Gender Pay Gap in Western Australia, 2004.

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Australia. Parliament. House of Representatives. Standing Committee on Legal and Constitutional Affairs. Half way to equal: Report of the inquiry into equal opportunity and equal status for women in Australia. Canberra: Australian Government Pub. Service, 1992.

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The gendered newsroom: How journalists experience the changing world of media. Cresskill, NJ: Hampton Press, 2008.

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

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Buchteile zum Thema "Sex discrimination in employment, Australia"

MacDermott, Therese. „Employment Discrimination in Australia“. In Discrimination and Employment Law, 153–71. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003306962-9.

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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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Taylor, Stephen, und Astra Emir. „16. Sex discrimination“. In Employment Law, 279–88. Oxford University Press, 2019. http://dx.doi.org/10.1093/he/9780198806752.003.0016.

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This chapter deals with sex discrimination law under the Equality Act. It discusses the historical and legal background of sex discrimination law, protected characteristics and prohibited conduct on grounds of sex discrimination. Sex discrimination is symmetrical in that it can be claimed by both men and women. Direct sex discrimination cannot be justified unless there is an occupational requirement while indirect sex discrimination can be objectively justified. A person who has been treated less favourably for claiming sex discrimination or giving evidence in such a matter can claim victimisation. A person can claim harassment, and sexual harassment is also specifically outlawed in the Equality Act. The chapter also discusses dress codes.

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Taylor, Stephen, und Astra Emir. „16. Sex discrimination“. In Employment Law, 303–15. Oxford University Press, 2015. http://dx.doi.org/10.1093/he/9780198705390.003.0016.

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Vodanovich, Stephen J., und Deborah E. Rupp. „Sex-Specific Workplace Discrimination“. In Employment Discrimination, 153–94. Oxford University Press, 2022. http://dx.doi.org/10.1093/oso/9780190085421.003.0007.

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This chapter discusses various forms of sex discrimination. As mentioned in Chapter 5, the late addition of “sex” as a protected group into Title VII led to the slow development of protections for women in the workplace. The chapter begins with coverage of the Equal Pay Act, which was passed in 1963, a year before Title VII of the Civil Rights Act. Despite efforts to guarantee that the two Acts offered the same legal safeguards, this has not succeeded as planned. Next, the authors cover the Pregnancy Discrimination Act (PDA). The PDA was introduced when Title VII was amended in 1978 to cover numerous negative employment decisions (e.g., failure to hire, termination) based on pregnancy. Following discussion of the PDA is a summary of the Family and Medical Leave Act, which guaranteed three months of unpaid leave and was passed after several years of debate and compromise. A section on dress and appearance requirements is presented, followed by an analysis of LGBTQ+ issues in employment. A focus of this last section involves a discussion of the meaning of “sex” within Title VII.

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Vodanovich, Stephen J., und Deborah E. Rupp. „Title VII Legal Scenarios for Sex Discrimination and Sexual Harassment“. In Employment Discrimination, 121–52. Oxford University Press, 2022. http://dx.doi.org/10.1093/oso/9780190085421.003.0006.

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In this chapter, the authors discuss important cases involving sex discrimination in the workplace. They detail how the Supreme Court has ruled that personnel decisions made on a subjective basis (e.g., judgments by supervisors) are covered by Title VII. The criteria for class certification in class action suits is also covered, as are the implications these criteria have for lawsuits containing a large number of plaintiffs. Key mixed-motive cases are also described. Importantly, personnel decisions based on sex stereotyping were deemed illegal and the type of evidence required for both plaintiffs and the defense under this scenario was clarified. Part of this clarification was provided by Congress in the Civil Rights Act of 1991. This chapter also summarizes the law involving sexual harassment. Many critical cases are examined, including the first sexual harassment case heard by the Supreme Court, in which sexual harassment was declared a form of sex discrimination. The authors also discuss the important criteria used in deciding sexual harassment cases.

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Léime, Áine Ní, und Wendy Loretto. „Gender perspectives on extended working life policies“. In Gender, Ageing and Extended Working Life. Policy Press, 2017. http://dx.doi.org/10.1332/policypress/9781447325116.003.0003.

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This chapter documents international policy developments and provides a gender critique of retirement, employment and pension policies in Australia, Ireland, Germany, Portugal, Sweden, the UK, and the US. It assesses the degree to which the individual country's extended working life policies have adopted the agenda (increasing pension age and introducing flexible working) set out by the OECD and the EU. Policies include raising state pension age, changes in the duration of pension contribution requirements, the move from defined benefits to defined contribution pensions, policies on caring for vulnerable members of the population, policies enabling flexible working and anti-age discrimination measures. An expanded framework is used to assess the degree to which gender and other intersecting issues such as health, caring, class, type of occupation and/or membership of minority communities have (or have not) been taken into account in designing and implementing policies extending working life.

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„Discrimination Based on Sex“. In Employment Regulation in the Workplace, 146–75. Routledge, 2015. http://dx.doi.org/10.4324/9781315704821-13.

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Jefferson, Michael. „4. Discrimination“. In Employment Law Concentrate, 51–71. Oxford University Press, 2021. http://dx.doi.org/10.1093/he/9780198871323.003.0004.

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Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter focuses on ss 4–12 Equality Act 2010. The Act protects people from discrimination in relation to nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. It also protects people from discrimination by association with someone who has one of the protected characteristics and from discrimination by perception (eg discrimination because of sexual orientation includes discrimination against those one perceives to be gay, even if they are not).

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Taylor, Stephen, und Astra Emir. „17. Sex-related characteristics (gender reassignment, marital status, pregnancy, sexual orientation)“. In Employment Law, 289–301. Oxford University Press, 2019. http://dx.doi.org/10.1093/he/9780198806752.003.0017.

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This chapter discusses the law on discrimination due to the protected characteristics of gender reassignment, marital status and civil partnership, and pregnancy and maternity. The Sex Discrimination Act as originally drafted only prohibited discrimination on grounds of sex and marital status. However, civil partners are now treated in the same way as married people. Transgender people, who live as someone of the opposite gender, are protected from discrimination. They can also change their birth certificates so that their new gender is reflected there. Pregnant women have a right not to be discriminated against, and this is a free-standing right. People are entitled not to be discriminated against because of their sexual orientation. The prohibition against sex discrimination covers heterosexuals as well as homosexual people.

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Berichte der Organisationen zum Thema "Sex discrimination in employment, Australia"

Blackham, Alysia. Addressing Age Discrimination in Employment: a report on the findings of Australian Research Council Project DE170100228. University of Melbourne, November 2021. http://dx.doi.org/10.46580/124368.

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This project aimed to research the effectiveness of Australian age discrimination laws. While demographic ageing necessitates extending working lives, few question the effectiveness of Australian age discrimination laws in supporting this ambition. This project drew on mixed methods and comparative UK experiences to offer empirical and theoretical insights into Australian age discrimination law. It sought to create a normative model for legal reform in Australia, to inform public policy and debate and improve responses to demographic ageing, providing economic, health and social benefits.

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