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Thematische Bibliographien / Sex discrimination in employment, Australia / Dissertationen

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Dissertationen zum Thema „Sex discrimination in employment, Australia“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Calvey, Jo. „Women's experiences of the workers' compensation system in Queensland, Australia“. Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2002. https://ro.ecu.edu.au/theses/731.

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This was a phenomenological study undertaken to understand women's experience of the workers' compensation system. Eleven women were interviewed. They ranged in age from twenty-five to sixty-five years and represented diverse socio-economic and educational backgrounds. All women were from a non-indigenous background. The initial question to women was "Can you tell me what it is like to be involved in the workers' compensation system?" The narratives were analysed and interpreted using Hycner's (1985) phenomenological guidelines. Five core themes were found: negative versus positive/neutral experiences, the workplaces response and role in the process, women's experiences of payouts and tribunals, reasons why women may not claim workers' compensation, and the impact of the process on each women and their family(s). Acker's theory of 'gendered institutions' was used to understand why "many apparently gender-neutral processes are sites of gender production" (Acker, 1992b, p. 249). The experiences of the eleven women suggested that the workers' compensation system in Queensland is gendered; 'The women indicated that the workers compensation process was a disincentive to making a claim. WorkCover was viewed as siding with the employer, bureaucratic in nature and lacking values associated with empathy, sympathy and caring. Recommendations for improvements to the workers' compensation included: establish legal obligations and enforcement of occupational health and safety responsibilities to injured or ill workers; adoption of occupational health and safety values by employers; change the attitudes of employers (recognising women as breadwinners and workers are not disposable); a single case manager to advocate for injured or ill workers; recognition of mental and emotional consequences of an injury or illness provision of rehabilitation that recognises mental and emotional factors as well as the importance of family participation; greater involvement of employers and employees in the rehabilitation process; and finally, improved service delivery which involves consistency, ethics, clarity, (regarding the WorkCover process for injured workers and employers), accountability and involvement of all parties. The knowledge embedded in the interviews, expressed through core stories and themes, was essential to making women's voices visible and providing an insight into service delivery based on women's experiences and needs.

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12

Byrne, Margaret. „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 /“. View thesis, 2004. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20050616.113420/index.html.

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13

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

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14

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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15

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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16

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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17

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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18

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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19

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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20

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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21

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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22

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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23

Martel, Josée. „"It's a long hard road to the top" : the career paths and leadership experiences of women in Canadian sport administration“. Thesis, University of British Columbia, 2007. http://www.oregonpdf.org.

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Thesis (M.A.)--University of British Columbia, 2007.
Includes bibliographical references (leaves 169-173). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

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24

Homer, Lori E. „Status characteristics, perceived similarity, and institutional legitimacy in promotion recommendations /“. Thesis, Connect to this title online; UW restricted, 2004. http://hdl.handle.net/1773/8801.

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25

Choi, Ju Won. „Program design for women in development : implications for Korea /“. Access Digital Full Text version, 1986. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10647247.

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Thesis (Ed. D.)--Teachers College, Columbia University, 1986.
Typescript; issued also on microfilm. Sponsor: Victoria J. Marsick. Dissertation Committee: Jack D. Mezirow. Bibliography: leaves 134-140.

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26

Alrashed, Hebah Rashed. „Women's experiences of sexual harassment in hospitals in Riyadh : an exploratory study“. Thesis, University of Sussex, 2017. http://sro.sussex.ac.uk/id/eprint/69362/.

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27

Padgett, Brandice A. „Women in sports journalism : do the barriers still exist? /“. View online, 1998. http://repository.eiu.edu/theses/docs/32211130723123.pdf.

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28

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

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29

Moore, Daniel T. „Referrals to employee assistance programs : the effects of supervisor and employee sex and race“. Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/897480.

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This research examined the effects of supervisor and subordinate biological sex and race on supervisory referrals to an EAP. The study tested Bayer and Gerstein's (1988a) similarity hypothesis from their Bystander-Equity Model of EAP Helping Behaviors. Four specific hypotheses were generated: 1) Female supervisors will more likely refer female subordinates than male subordinates to EAPs; 2) Male supervisors will refer equal numbers of female and male subordinates to EAPs; 3) Supervisors will refer more troubled workers of their own race than troubled workers of another race; and 4) Caucasian male supervisors will be the most likely to refer persons who are different from themselves (in terms of sex and race) to EAPs.Supervisors employed by a large southwestern County government who made referrals to their "inhouse" EAP were participants in this study. The sample included 146 supervisors who made 188 EAP referrals.A log-linear analysis that controlled for the sex and racial composition of the supervisors' subordinates was used to test the hypotheses. The independent variables were race (Caucasian, African American, & Hispanic) and sex (male & female) of the supervisors and their subordinates. The dependent variable was whether the subordinate was referred to the EAP or not. None of the hypotheses received support. Too few ethnic supervisors referred to the EAP to adequately test the race hypotheses (Hypotheses 3 & 4). Male and female supervisors were equally likely to refer male and female subordinates to the EAP.While none of the hypotheses received support, there were some interesting significant trends involving the employees' race and supervisors' sex. Hispanic subordinates were most likely to be referred to their EAP, and African-American subordinates were least likely to be referred. While Caucasian male supervisors followed this pattern, Caucasian female supervisors demonstrated an even stronger bias in this regard. Implications of these findings were discussed.
Department of Counseling Psychology and Guidance Services

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30

Ong, Katherine S. „Aversive prejudice and discrimination against gay men“. Virtual Press, 2008. http://liblink.bsu.edu/uhtbin/catkey/1397646.

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To test the generalizability of the theory of aversive prejudice in predicting discrimination against gay men, a partial replication of Dovidio and Gaertner's (2000) experiment was conducted. Two hundred and five White undergraduate students from a Midwestern university evaluated an ostensible applicant for a counseling position. The current study was a 2 (Applicant Sexual Orientation: gay, straight) x 2 (Applicant Race: Black, White) x 2 (Applicant Qualification: high, moderate) x 2 (Participant Gender) between-groups experiment. Men provided straight applicants with significantly higher qualification ratings than gay applicants. Gay applicants were perceived as less competent on leadership than straight applicants. A gay Black applicant was least likely to be recommended for the position only when he was ambiguously (moderately) qualified, compared to straight White, straight Black, and gay White applicants. Limitations, implications, and directions for future research are discussed.
Department of Psychological Science

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31

Deitle, Lisa A. „Macroeconomic consequences of job discrimination agains women in Russia“. Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Jun/10Jun%5FDeitle.pdf.

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Thesis (M.A. in Security Studies (Europe and Eurasia))--Naval Postgraduate School, June 2010.
Thesis Advisor(s): Looney, Robert ; Second Reader: Moltz, James. "June 2010." Description based on title screen as viewed on July 14, 2010. Author(s) subject terms: Russian economic policy, job discrimination, Russian women, macroeconomics, demographic-economic paradox Includes bibliographical references (p. 75-80). Also available in print.

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32

Yueh, Linda Yi-Chuang. „Gender, discrimination and inequality in China : some economic aspects“. Thesis, University of Oxford, 2001. http://ora.ox.ac.uk/objects/uuid:3e1a0432-9a88-4893-9959-5dc376f78698.

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With the move to a more market-oriented economy in China, there is evidence of increased inequality in the incomes earned by men and women. To explore this outcome, we turn to an aspect of Chinese society that is pervasive in both economic and social contexts, namely, the Chinese variant of social capital, guanxi. It appears that in an imperfect labour market characterised by frictions, such as restricted mobility, costly job search, and limited employment alternatives, the cultivation of guanxi is important in reducing these transaction costs. The notion that investing in social capital can enhance an individual's opportunities leads to the development of a theory of discrimination that may explain the gender inequalities accompanying marketisation in China, and might be more generally relevant. The model of earnings discrimination is premised on imperfect product and labour markets. Under these conditions, we show that differential wages for similarly productive workers is a profit maximising outcome for firms. We apply this theory in an attempt to explain the trend of increasing gender inequality in earned income in urban China during the current reform period. First, pre-labour market gender inequality is investigated through developing a model of parental investment in children's human capital to discern whether there are productive differences between men and women prior to entering employment. In 1995, household expenditure on children's education is affected by perceived future earnings differentials and support of parents in retirement. Regarding labour markets, an original survey designed to test our model of social capital was administered in urban China in early 2000 and pertained to 1999. We find that there are differences between men and women in their investment in guanxi that correspond to gender inequalities in earned income and rates of re-employment. Both empirical chapters provide evidence in accordance with the predictions of the theory.

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33

Byron, Reginald Anthony. „Disposable Workers: Race, Gender, and Firing Discrimination“. Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1248449595.

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34

Ristow, Liezel. „Sexual harassment in employment“. Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/341.

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Africa as no exception. It is generally accepted that women constitute the vast majority of sexual harassment victims. Sexual harassment is therefore one of the major barriers to women’s equality as it is a significant obstacle to women’s entrance into many sectors of the labour market. The Constitution now provides that no person may unfairly discriminate against anyone on grounds of, inter alia, sex and gender. The Employment Equity Act now provides that harassment is a form of unfair discrimination. It has been said that harassment is discriminatory because it raises an arbitrary barrier to the full and equal enjoyment of a person’s rights in the workplace. Much can be learned from the law of the United States and that country’s struggle to fit harassment under its discrimination laws. The Code of Good Practice on the Handling of Sexual Harassment Cases attempts to eliminate sexual harassment in the workplace by providing procedures that will enable employers to deal with occurrences of sexual harassment and to implement preventative measures. The Code also encourages employers to develop and implement policies on sexual harassment that will serve as a guideline for the conduct of all employees. Although the Code has been subject to some criticism, particularly regarding the test for sexual harassment, it remains a valuable guide to both employers and employees alike. The appropriate test for sexual harassment as a form of unfair discrimination has given rise to debate. Both the subjective test and the objective test for sexual harassment present problems. Some authors recommend a compromise between these two tests in the form of the “reasonable victim” test. The Employment Equity Act makes the employer liable for the prohibited acts of the employee in certain circumstances. The Act, however, places certain responsibilities on the employer and the employee-victim before the employer will be held liable for sexual harassment committed by an employee. Sexual harassment committed by an employee constitutes misconduct and can be a dismissible offence. An employer may also be held to have constructively dismissed an employee, if the employer was aware of the sexual harassment and failed to control such behaviour, and the employee is forced to resign. The test for determining the appropriateness of the sanction of dismissal for sexual harassment is whether or not the employee’s misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. However, for such a dismissal to be fair it must be both substantively fair and procedurally fair.

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Lau, On-on Christina, und 劉安安. „A study of occupational gender segregation in Hong Kong Special Administrative Region Government“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46774002.

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Chwang, Lam-ying Constance. „Working women in Japan and Hong Kong“. [Hong Kong : University of Hong Kong], 1991. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13022180.

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Grenon, Gordon Lee. „Stigma at work : the consequence of disability and gender inequality“. Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/30618.

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This thesis presents research conducted on work, income, and educational characteristics of disabled people in Canada. This research is specifically concerned with the comparison of gender inequality between the disabled population and the non-disabled population. The research question is 'what is the consequence of disability on gender inequality?'. Using survey data from the 1986 Health and Activity Limitations Survey (HALS) a series of statistical comparisons where made between the non-disabled and disabled populations across a wide range of social and economic characteristics. The statistical research presented includes both cross tabulations and regression analyses. The research concludes that the extent of gender inequality - 'the gender gap' - is comparable between the non-disabled and disabled populations. The stigma of disability does not appear to either diminish nor exacerbate gender inequality in paid work.
Arts, Faculty of
Sociology, Department of
Graduate

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Bello, Barros Rosario. „Labor processes within a commodity system : a comparative study of workers in apple packing houses /“. Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-165840/.

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Aganovic, Adela Sdzuy-Baechler Margot. „Betriebliche Sozialarbeit : ein Instrument zur Förderung der Gleichstellung von Frau und Mann im Erwerbsleben /“. Bern : Ed. Soziothek, 2001. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=009793271&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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Tam, Pui-kam, und 譚珮琴. „Empirical analysis of the gender earnings gap in Macau“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31954479.

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Lovell, Rachel E. „Gender differences in the patterns and consequences of occupational-career interruptions a comparative analysis of the United States, Sweden, and Poland /“. Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1187024582.

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Mikulsky, Jacqueline Anastasia. „"In or 'out'"? an examination of the effects of school climate on same-sex attracted students in Australia /“. Connect to full text, 2006. http://hdl.handle.net/2123/1969.

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Thesis (Ph. D.)--University of Sydney, 2007.
Title from title screen (viewed 23rd October, 2007). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the Faculty of Education and Social Work, University of Sydney. Degree awarded 2007; thesis submitted 2006. Includes bibliographical references. Also issued in print.

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Mabovula, Nonceba. „A phenomenological investigation of a female leader's perceptions and experience of discrimination in the work place“. Thesis, Rhodes University, 2003. http://hdl.handle.net/10962/d1003582.

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Women are now making their mark in virtually every economic sector including traditionally male strongholds of engineering, heavy transport, construction and manufacturing. Probably the most spectacular progress by women has been in the public sector. Many women now have voting rights, follow careers which demand that they work outside of the home, enjoy professional status equal to their male compatriots, occupy top leadership positions in their societies and, furthermore, fulfil their traditional roles of wife and mother. The present study is an attempt to explore a female eader’s perceptions and experience of discrimination in her place of work. The problem has been that although there have been significant changes in women’s increased representation in recent years, it is believed that women who succeed in obtaining top management posts still have to deal with unfair barriers. These need to be more carefully explored and understood. In this study I focus on one female leader’s perceptions and experiences of leadership in an institution of higher learning. The advantages and disadvantages of such a small case study are discussed later. A phenomenological approach was used for obtaining information pertaining to the phenomenon “female leadership”, because phenomenology does offer ways of understanding not offered by other research methodologies. It enables the researcher to enter the lived world of the researched, and understand events and perceptions from a fresh point of view. A semi-structured interview was used to allow the respondent freedom to elaborate on responses in whatever manner she wished. The results obtained indicate that women are in a life-world in which, apart from the general experiences shared with their male counterparts, they are also exposed to many other forms of discrimination. Some of these are subtle, and result from years of socialisation into perceived gender role expectations. I hope that what I have discovered may help to contribute to the small but growing body of literature that seeks to understand women leaders’ experiences, and perhaps in time play a role in enhancing their relative position in education and society at large.

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McGonigal, Kathryn L. „Mabel A. Elliott : one of the boys /“. free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p3137728.

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Smith, J. K. „Women in construction management : an examination of self-efficacy and perceived barriers /“. free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9962553.

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Yuon, Fuk-lung Eric. „An investigation of gender inequality in the social work field in Hong Kong“. Click to view the E-thesis via HKUTO, 1993. http://sunzi.lib.hku.hk/hkuto/record/B42128407.

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Nishikawa, Makiko. „Occupational sex segregation : a comparative study between Britain and Japan“. Thesis, University of Oxford, 1997. http://ora.ox.ac.uk/objects/uuid:3901602d-063e-4e04-a851-190449e0d6bf.

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Occupational sex segregation is often regarded as the central component of gender inequality in the labour market in contemporary industrial societies. Through comparing the situation between Britain and Japan, which have contrasting features in their patterns of occupational sex segregation and in the position of women in the labour market, this thesis examines the mechanism of occupational sex segregation - how it is constructed and maintained - in the two societies with different social and economic backgrounds. Particular focus is on the impact of occupational sex segregation on individual workers' experiences, and systematic analysis is applied to investigate the impact by using a range of national-level large-scale data sets. The findings suggest that the implications of occupational sex segregation differ for Britain and Japan; for the former, occupational sex segregation contributes to gender inequality in the labour market, but this is not the case for the latter. It is suggested that occupational sex segregation could be one of the components of gender inequality in the labour market, but not necessarily the principal one. This thesis argues that the implications of occupational sex segregation in a society very much depend on the given social and economic institutions in the society that differ across countries, and thus occupational sex segregation should not be treated a priori as the central component of gender inequality.

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Brown, Nicolas Derek. „The Impact of Leader Race and Gender on Perceptions of Organizations in Response to Corporate Error“. PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4545.

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Prior research has demonstrated that CEO behavior influences how people perceive corporations and that CEOs associated with controversy can damage corporate reputations. Research also illustrates that attitudes based on prescribed racial and gender characteristics render Black and female CEOs as incongruent with leadership positions. The purpose of this study is to examine the impact of two different corporate errors as justification factors leading to prejudicial evaluations of leaders with stigmatized identities (e.g., race and gender), with a particular emphasis on the intersection of race and gender on leader- and organization-based evaluations. Participants were randomly assigned to one of 12 corporate conditions ([CEO race: white v. black] x [CEO gender: male v. female] x [Corporate error: no error v. diversity error v. non-diversity error]) and assessed to provide responses via an online experiment. Although results revealed a significant main effect of corporate error on leader and organization perceptions, there was no evidence of an interactive effect of CEO race and gender on leader and organization perceptions. Furthermore, the non-significant interaction of race and gender was not impacted by the context of the corporate error. I discuss theoretical and practical implications, study limitations, and avenues for future research.

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Carlson, Laura. „Searching for Equality : Sex Discrimination, Parental Leave and the Swedish Model With Comparisons to EU, UK and US Law“. Doctoral thesis, Uppsala : Iustus, 2007. http://www.iustus.se/html/contents/menu/03_katalog/bookshop/describtion/6468.jpg.

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Lawrence, Ebrahim. „Leadership qualities of women in project management in a selected local government department in the Western Cape, South Africa“. Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2801.

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Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018.
Much debate has been going on about the ability of women to lead in the large organisations around the country. The call for women to be given senior leadership positions appears to have run global as more and more women seek to get into powerful positions. Whilst the population of women is generally higher than that of men, women still remain in small numbers relative to men getting the positions. Research findings do not seem to have agreed on generalisations as to why women remain in few numbers even where they are in the majority. The hotel industry, the nursing field, etc. even in such establishments the number of women in leadership has remained low. Many theories have been advanced, including the allegation that men prefer male leaders to female leaders, women cannot stand pressure in the boardroom, and men stand on the progress of women in organisations. The researcher decided on getting information from subordinates in the organisation on their perception of good leadership as perceived by them. The questions were derived from existing theory on women leaders’ characteristics and standard behaviour for effective leadership. The respondents measured from the Likert scale their perception about certain characteristics deemed to be the strengths of women. This was done to avoid using gender as this would influence some responses to the questions. The findings indicate that not all ‘feminine’ positive attributes are necessarily accepted as leading competencies with some of the male characteristics considered ‘abhor able.’ Convenience sampling, which is a non-probabilistic sampling method, was used in this research study. The benefits of this method are that the individuals are readily available and are easy to recruit. It was easier to distribute the questionnaires to the sample by means of e-mails and clarify issues as they arose.

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