Journal articles: 'Equal Employment Opportunities'

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Perrons, D. "Measuring Equal Opportunities in European Employment." Environment and Planning A: Economy and Space 26, no. 8 (August 1994): 1195–220. http://dx.doi.org/10.1068/a261195.

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The European Community has developed various social policies to compensate for the uneven effects of economic integration, and to bring about greater equality between women and men. In addition, the member states have their own policy traditions and institutional frameworks which likewise affect general employment conditions. In order to bring about greater economic and social cohesion in the European Community there have been moves to harmonise social policy. Clearly, if greater equality between women and men is a desired goal then it is important that the harmonisation should take place around those policies that are more progressive in this respect. Two ways of measuring gender inequality in paid work are proposed and applied to EC data. The results of this preliminary study indicate that those countries with more formal regulatory frameworks are more conducive to greater gender equality than those where market-based policies prevail.

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Buswell, Carol, and Sarah Jenkins. "Equal Opportunities Policies, Employment and Patriarchy." Gender, Work & Organization 1, no. 2 (April 1994): 83–93. http://dx.doi.org/10.1111/j.1468-0432.1994.tb00008.x.

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Brković, Radoje, and Dejan Vučinić. "Equal opportunities and treatment in employment and occupation." Zbornik radova Pravnog fakulteta Nis 59, no. 87 (2020): 165–78. http://dx.doi.org/10.5937/zrpfn0-23397.

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Turner, Royce, and Jawad Syed. "A Neo-institutional Perspective on Equal Employment Opportunities." Academy of Management Proceedings 2018, no. 1 (August 2018): 15442. http://dx.doi.org/10.5465/ambpp.2018.15442abstract.

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Hartin, Penny, and Phillip C. Wright. "Equal Opportunities International Canadian Perspectives on Employment Equity." Equal Opportunities International 13, no. 6/7 (June 1994): 12–28. http://dx.doi.org/10.1108/eb010630.

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Bruegel, Irene, and Jane Humphries. "Symposium: Equal Opportunities and Employment Change in West European Economies." Feminist Economics 4, no. 1 (January 1998): 51–52. http://dx.doi.org/10.1080/135457098338554.

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DOYLE, BRIAN. "Employment Rights, Equal Opportunities and Disabled Persons: The Ingredients of Reform." Industrial Law Journal 22, no. 2 (1993): 89–103. http://dx.doi.org/10.1093/ilj/22.2.89.

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Roberts, A. "Employment: Equal opportunities for women in the United Kingdom museum profession." Museum Management and Curatorship 11, no. 4 (December 1992): 432–36. http://dx.doi.org/10.1016/0964-7775(92)90089-n.

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Leonard, Jonathan S. "The Impact of Affirmative Action Regulation and Equal Employment Law on Black Employment." Journal of Economic Perspectives 4, no. 4 (November 1, 1990): 47–63. http://dx.doi.org/10.1257/jep.4.4.47.

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Was affirmative action successful in increasing employment opportunities for blacks? In this paper, affirmative action will refer to the provisions of Lyndon Johnson's Executive Order 11246 in 1965, as amended by Richard Nixon's Executive Order 11375 [3 C.F.R. 169 (1974)]. Under Executive Order 11246, federal contractors agree “not to discriminate against any employee or applicant for employment because of race, color, religion, sex, nor national origin, and to take affirmative action to ensure that applicants are employed and employees are treated during employment without regard to their race, color, religion, sex or national origin” [3 C.F.R. 169 202(1) (1974)].

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Deb, Surajit. "Employment Opportunities Across Social Classes in Rural India." Social Change 49, no. 1 (March 2019): 132–35. http://dx.doi.org/10.1177/0049085718821784.

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In the second part of the Social Change Indicator series, we provide information from government survey data on the work opportunities for Scheduled Castes (SC), Scheduled Tribes (ST) and non-SC-ST class in the rural India. 1 Our data refers to 18 states which covers more than 95 per cent of the SC or ST population in the country. The generation of employment continues to remain one of the key political economic challenges in India despite the achievements of its high economic growth rates in the past two decades. The problem remains complicated due to the nature of the country’s labour market that is characterised by skill shortages, dominance of low-paid jobs in the informal and unorganised sectors and vulnerable employments. The government has recently set up a task force to address deficiencies in the existing data on employment and plans to outline a National Employment Policy (NEP) for the creation of quality jobs through economic, social and labour policy interventions. The NEP claims that it will also provide a much-needed focus on equal access to employment opportunities for marginalised sections like the SCs and STs by identifying skill shortages, training needs and available employment opportunities. Given social class differences in India, it is sometimes hypothesised that social exclusion and discrimination remain a common phenomenon in the labour market of different states in India.

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Buchinger, Birgit, Ulrike Gschwandtner, and Erika Pircher. "Equal opportunities and collective bargaining in Austria." Transfer: European Review of Labour and Research 6, no. 2 (May 2000): 272–89. http://dx.doi.org/10.1177/102425890000600210.

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This paper deals with policies for the advancement of women in the private sector in Austria. The objective of the following discussion is to investigate why policies to further women in the private sector continue to lag so far behind. By way of introduction, we will outline the framework conditions of equal opportunity policies. In doing so, we will go into key aspects of women 's employment. From there, we will proceed to show how Social Partnership policies fail to address the general political interests of women and thus also create the preconditions for these policies having only a marginal impact on the discrimination against women which is still present in so many different forms (lower pay, worse chances for promotion, lower job security). A review of the legal framework conditions for policies of equal opportunity and advancement of women indeed makes it clear that the political emphasis up to now has been more on equal opportunity and less on advancement of women, but there has been no shortage of opportunities for the Social Partners and employers to implement their own measures to further women if the will to do so had been there. In light of these background factors, we will finally present selected best-practice examples of agreements to further women in the public as well as in the private sector.

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Culley, Lorraine. "Equal opportunities policies and nursing employment within the British National Health Service." Journal of Advanced Nursing 33, no. 1 (January 2001): 130–37. http://dx.doi.org/10.1046/j.1365-2648.2001.01646.x.

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Edmonds, Sandra. "THE PURSUIT OF EQUAL EMPLOYMENT OPPORTUNITIES IN THE NEW EUROPEAN LEGAL ORDER." Equal Opportunities International 15, no. 3 (March 1996): 1–11. http://dx.doi.org/10.1108/eb010663.

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Ellis, Barbara. "Racial Equality in Health Service Employment: the Development of Equal Opportunities Policies." Journal of Management in Medicine 3, no. 3 (March 1988): 272–78. http://dx.doi.org/10.1108/eb060508.

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Green, Venus. "Ardent citizens: African American Elks and the fight for equal employment opportunities." Ethnic and Racial Studies 36, no. 2 (February 2013): 353–71. http://dx.doi.org/10.1080/01419870.2012.676199.

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Edwards, Linda N. "Equal Employment Opportunity in Japan: A View from the West." ILR Review 41, no. 2 (January 1988): 240–50. http://dx.doi.org/10.1177/001979398804100206.

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The Japanese Equal Employment Opportunity Law of 1985, effective in April 1986, prohibits gender discrimination with respect to recruitment, hiring, promotion, training, and job assignment. The author describes the law and assesses its probable impact on the economic opportunities of Japanese women. She argues that two aspects of Japan's socioeconomic environment—the lifetime employment system used by large Japanese private firms, and the labor supply pattern of Japanese women—make it unlikely that the law will have a large impact on the economic status of women in Japan.

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Jewson, Nick, and David Mason. "‘Race’, Employment and Equal Opportunities: Towards a Political Economy and an Agenda for the 1990s." Sociological Review 42, no. 4 (November 1994): 591–617. http://dx.doi.org/10.1111/j.1467-954x.1994.tb00102.x.

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This paper attempts to provide a broad overview of the recent history of equal opportunities, particularly of work-place policies and programmes directed towards ethnic minorities. It identifies three main stages in the recent history of equal opportunities at the work-place and seeks to connect these with an analysis of the economic arrangements and dominant political philosophies characteristic of each phase. The paper concludes by noting that there is currently a widespread view that equal opportunities policies represents a happy coincidence of principle and expediency for firms in the 1990s. It suggests that whilst a number of trends with the potential to realise this promise can be discerned, other outcomes are possible. Writing in mid-1992, it remains to be seen whether the new rhetoric of citizenship and business efficiency can secure both the continuing commitment of those with the power to make changes and the enduring support of the disadvantaged.

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Sinden, Elaine. "Exploring the Gap Between Male and Female Employment in the South African Workforce." Mediterranean Journal of Social Sciences 8, no. 6 (November 27, 2017): 37–51. http://dx.doi.org/10.1515/mjss-2017-0040.

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AbstractWomen in South Africa have for decades, experienced discrimination in the workplace because certain positions such as top and senior management posts were predominately given to men. If women were employed, they were mostly offered positions at the lower levels of the organisation, or specific jobs such as secretaries or administrative jobs. To address such discrimination, to ensure gender equality is promoted and women are offered equal employment opportunities, the South African government has since 1994 adopted different anti- discriminatory laws to expedite equal employment to improve the position of women in the workplace. To explore the extent to which the position of women in the workplace has changed - if at all - since the dawn of democracy, this paper provides an analysis of women’s employment standing in 2014 in the South African workforce. The goal of this study is to identify employment gender gaps both in terms of employment numbers, as well as employment in different sectors. To explore this objective, the study first provides an overview of some of the anti - discriminatory laws that were put in place by the South African government to promote equal opportunities for all South Africans, especially women. Second, the study develops a conceptual framework based on an analysis of the literature on gender equality and its link to equal employment for women. Finally, the study provides an overview of the South African labour force as at 2014, showing the gap between male and female employment. The findings confirm that despite South Africa’s progressive legislative and policy measures, women remain underrepresented in the workplace, meaning that progress in redressing unfair discrimination has been slow and/or uneven. The findings also reveal that men continue to dominate the workforce, especially in top and senior management positions.

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Latta, Mia. "Side-streaming gender? The potential and pitfalls of the European ideology on mainstreaming gender issues." Transfer: European Review of Labour and Research 6, no. 2 (May 2000): 290–304. http://dx.doi.org/10.1177/102425890000600211.

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The aim is to reflect on some external and internal pressures and rationales at European level that influence the emphases and decision-making when designing equal opportunities policies - both within social partners' and other organisations. The emphasis is to critically analyse some of the potential dangers behind different interpretations of the concept of mainstreaming. Some of these potential pitfalls are best illustrated through analysis of recent (and shortly forthcoming) developments in three chosen example areas in European policy-making: the European Employment Guidelines; the European Works Councils; and the European Commission's forward strategies for equal opportunities (further divided into European Structural Funds and The Fourth Equal Opportunities Programme). The article also highlights the continued need for the positive action approach to equal opportunities between women and men, and the chapter focusing on scrutinising who the decision-makers actually are at European level serves to support this argument.

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Ahmad, Akhlaq. "Do Equal Qualifications Yield Equal Rewards for Immigrants in the Labour Market?" Work, Employment and Society 34, no. 5 (June 3, 2020): 826–43. http://dx.doi.org/10.1177/0950017020919670.

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Using a correspondence field experiment, the study reported in this article has investigated if immigrant job applicants with equivalent qualifications are treated differently in the Finnish labour market. The study consists of 5000 job applications that were sent out to 1000 advertised positions by five applicants of Finnish, English, Iraqi, Russian and Somali backgrounds, who differed only in their names. The findings show that applicants of immigrant origin receive significantly fewer invitations for a job interview than the native candidate, even if they possess identical language proficiency, education and vocational diplomas. However, the extent of discrimination is not equally distributed among the immigrant groups. Rather, job applicants from non-European backgrounds seem to suffer a significantly greater labour-market penalty. The findings clearly suggest that, despite anti-discrimination legislation and measures aimed at promoting equal employment opportunities, discrimination continues to remain a serious barrier to immigrants’ labour-market integration in a Nordic welfare society.

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Lemière, Séverine, and Rachel Silvera. "Equal opportunities policies for women and men : a critical analysis of the 1998-1999 Employment Action Plans." Transfer: European Review of Labour and Research 5, no. 4 (November 1999): 502–21. http://dx.doi.org/10.1177/102425899900500406.

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Equal opportunities for men and women are one of the express objectives of the employment guidelines. Apart from measures to combat sexual discrimination in employment (unemployment, earnings, occupational segregation, etc.), it is now a declared objective to introduce an integrated approach through mainstreaming, making equality cut across all the employment pillars. This article seeks to highlight the innovative measures taken in this field and the advances as compared to 1998, but also to show where ground has been lost and where the various European plans are silent. The article falls into two main parts. We begin by looking at Guidelines 20 and 21, which are characterised by the importance they give to reconciling work and family life through specific new measures affecting the labour market. We then describe in detail the different approaches developed by the European countries to the concept of mainstreaming and draw up a typology of them, which will be something original since it does not entirely follow the traditional divides (between northern and southern countries, etc.).

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Furuoka, Fumitaka, Beatrice Lim, and Khairul Hanim Pazim. "Promotion of human rights by providing equal employment opportunities for the disadvantaged workers in ASEAN." AEI Insights: An International journal of Asia-Europe relations 6, no. 1 (January 30, 2020): 5–22. http://dx.doi.org/10.37353//aei-insights.vol6.issue1.1.

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The promotion and protection of human rights is a key political principle of ASEAN and the ASEAN member states have made efforts to safeguard human rights and freedom of all ASEAN citizens, including the disadvantaged workers. This paper examines the ASEAN countries’ commitment and labour policy to promote equal employment opportunities for women, the elderly and persons with disabilities. The findings of this study would provide better insights to the issues of human rights in the labour market among ASEAN countries. It can serve as a resource for researchers, practitioners and policymakers for policymaking in ensuring that disadvantaged workers are not excluded from being able to fully enjoy their right to work as their participation in the labour market could in turn be one of the solutions to reduce high unemployment rate suffered in some ASEAN countries.

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Mason, David, and Nick Jewson. "‘Race’, equal opportunities policies and employment practice: Reflections on the 1980s, prospects for the 1990s." New Community 19, no. 1 (October 1992): 99–112. http://dx.doi.org/10.1080/1369183x.1992.9976344.

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Formon, Dana L., Adam T. Schmidt, and Craig Henderson. "Examining Employment Outcomes of Offender and Nonoffender Vocational Program Graduates." International Journal of Offender Therapy and Comparative Criminology 62, no. 9 (October 11, 2017): 2781–800. http://dx.doi.org/10.1177/0306624x17735041.

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Researchers have found providing employment opportunities for ex-offenders through job training programs to be effective at reducing recidivism. Examining various community-based programs for ex-offenders can be beneficial as they may be able to provide more stable and consistent programming without relying on the justice system. This study examined employment outcomes of graduates with and without criminal histories ( n = 617) from a community-based vocational training program. Results showed that ex-offender graduates obtained employment at equal rates to nonoffender graduates and received equal pay to their nonoffender counterparts. This could indicate that for the vocationally educated ex-offender, employment outcomes may be able to equal those of other job-searching individuals with similar backgrounds but without a criminal history. Community-based programs for ex-offenders may be able to provide effective programming to improve vocational attainment within this group, thereby potentially easing the burden on criminal justice institutions as the sole provider of offender rehabilitation.

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Zawadzki, Piotr. "SOCIAL POLICY IN THE ACCESSION TREATY ON POLAND’S ACCESSION TO EUROPEAN UNION." Polityka Społeczna 552, no. 3 (March 31, 2020): 16–24. http://dx.doi.org/10.5604/01.3001.0014.0567.

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The paper deals with the complexities concerning social policy in the Accession Treaty and, in particular with the Appendix XII (Title 13) referring to the social policy and employment policy Author indicates rather general or strictly technical regulations concerning both issues. He indicates, however, that – regardless to formal statuses – equally important are political declarations concerning such issues as work safety, equal opportunities of employment, social dialogue, etc.

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Robinson, Robert K., David E. Terpstra, and Bryan G. Malcolm. "International Union v. Johnson Controls: Resolving the dilemma between fetal protection policies and equal employment opportunities." Employee Responsibilities and Rights Journal 5, no. 4 (December 1992): 309–21. http://dx.doi.org/10.1007/bf01388307.

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Badgett, M. V. Lee. "Rising Black Unemployment: Changes in Job Stability or in Employability?" Review of Black Political Economy 22, no. 3 (March 1994): 55–75. http://dx.doi.org/10.1007/bf02689973.

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This article analyzes the effects of changes in flows into and out of unemployment on the growing gap between black and white unemployment rates in the 1970s and 1980s. Current Population Survey data show that black workers’ unemployment inflows increased, suggesting that job instability increased. Declining employment opportunities were also implicated, as black workers left unemployment for a job less often in 1987 than in 1971. White women's situation improved considerably, with lower inflows and higher employment probabilities. Although the effects of declining federal equal employment opportunity (EEO) pressure cannot be detected, these findings are consistent with increasing racial discrimination.

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Braddock, Jomills Henry, and James M. McPartland. "How Minorities Continue to Be Excluded from Equal Employment Opportunities: Research on Labor Market and Institutional Barriers." Journal of Social Issues 43, no. 1 (April 1987): 5–39. http://dx.doi.org/10.1111/j.1540-4560.1987.tb02329.x.

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Alonso, Pamela, Silvia Moscoso, and Jesús F. Salgado. "Structured behavioral interview as a legal guarantee for ensuring equal employment opportunities for women: A meta-analysis." European Journal of Psychology Applied to Legal Context 9, no. 1 (January 2017): 15–23. http://dx.doi.org/10.1016/j.ejpal.2016.03.002.

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Tochel, C., and B. Williams. "A Survey of the Training Needs of the National Panel of Specialists." Scottish Medical Journal 52, no. 3 (August 2007): 14–19. http://dx.doi.org/10.1258/rsmsmj.52.3.14.

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Background A survey of National Panellists (NPs) in Scotland was undertaken to establish their current skill base and what training would be required to enable them to carry out appointment committee responsibilities effectively. Methods A questionnaire was sent to all NPs in November 2005 requesting their views on the importance of a range of issues covering the appointment process for Specialist Registrars (SpRs) and Consultants. Results Three quarters of NPs responded. Half (51%) had not undertaken training in the appointments process. Many (46%) of those who considered that employment legislation was important, rated their knowledge as ‘none’ or ‘poor’. Of those who considered that knowledge of equal opportunities legislation was important, 15% rated their knowledge as none or poor. Conclusion NHS Education for Scotland (NES) has been encouraged to bring forward training courses to prepare NPs with respect to employment and equal opportunities legislation relevant to the appointment of Consultants and SpRs. A resource package of information about professional/regulatory body guidance, and other pertinent information should also be made available for NPs.

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Paikah, Nur. "IMPLEMENTASI UNDANG-UNDANG NOMOR 8 TAHUN 2016 TENTANG PENYANDANG DISABILITAS DALAM PERLINDUNGAN DAN PEMENUHAN HAK PENYANDANGDISABILITAS DI KABUPATEN BONE." Ekspose: Jurnal Penelitian Hukum dan Pendidikan 16, no. 1 (April 13, 2019): 335. http://dx.doi.org/10.30863/ekspose.v16i1.91.

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The preamble of the 1945 Constitution philosophically and constitutionally, based on the basic philosophy of Pancasila and the 1945 Constitution, every citizen has equal opportunity in terms of employment, accessing public facilities, obtaining life and decent living, including for persons with disabilities. Law No. 8 of 2016 on Persons with Disabilities emphasizes that "Persons with disabilities are part of an Indonesian society with equal standing, rights, obligations, and roles". Article 5 of Law no. 8 of 2016 on Persons with Disabilities that: "Every person with disabilities has equal rights and opportunities in all aspects of life and livelihood".

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Mrsevic, Zorica. "Gender equality and equal opportunity mechanisms in Italy." Temida 10, no. 3 (2007): 51–60. http://dx.doi.org/10.2298/tem0703051m.

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As a country of Southern European mentality Italy may be taken as the nearest-to-the-Balkans model of the gender equality mechanisms and necessity of their existence. Italy also might be taken as a model of domain and methods of functioning of the gender equality mechanisms as well as their connections with the EU development funds. Besides the Italian Ministry for Rights and Equal opportunities and the National Committee, the attention was paid to the whole range of local mechanisms and legal regulations dealing with advancement of women?s employment and counteracting discrimination on the labor market. In the text are analyzed through the five chapters the Italian mechanisms/institutions for gender equality as located within the European institutional environment but also within the context of Italian recent history of struggle against gender based discrimination. It was stressed that the essence of the accumulated European institutional wisdom is in diversity of the gender equality bodies rather then in their uniformity. Although the Italian mechanisms for gender equality are part of the European institutional environment their aim is to meet the internal needs for advancement of gender equality. Besides, the mechanisms also meet the demands of the international standards comprised in the documents issued by the UN and the EU. In European countries these mechanisms are frequently established and function in the domains of the labor and employment regulations, but also are located within the human rights portfolios while somewhere are connected with the minority rights and equal opportunity implementation.

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Sultanova, E. "Cooperation of the UN specialized agencies with the countries of the world (experience of the ILO in Uzbekistan)." Diplomaticheskaja sluzhba (Diplomatic Service), no. 1 (January 1, 2021): 44–49. http://dx.doi.org/10.33920/vne-01-2101-05.

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Based on the study of international experience in the development of the fundamental principles of the International Labor Organization, the specifi cs of its activities, the signifi cance for national states, in particular, Uzbekistan, are revealed. The article focuses in detail on the adopted legal norms aimed at ensuring full employment and improving the standard of living, creating jobs that provide the necessary protection of life and health, the well-being of mothers and children, equal opportunities for men and women to obtain the desired housing, opportunities for education, intellectual development, and career growth.

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North-Samardzic, Andrea, and Sarah Gregson. "Commitment or Even Compliance? An Australian University's Approach to Equal Employment Opportunity." Articles 66, no. 2 (October 7, 2011): 279–301. http://dx.doi.org/10.7202/1006147ar.

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This paper presents empirical evidence to illustrate how one Australian university complies with the nation's federal Equal Employment Opportunity (EEO) regulatory framework. The aim of this paper is to provide insight into the extent to which organizational practices deviate from articulated policy and how this gap impacts on the perceived career trajectories of female academics. While the disadvantaged status of female academics has been recognized worldwide, a deeper examination of how employees experience the policies and practices designed to support their advancement is required, especially in light of the increasing corporate-like activities of Australian universities which have deprioritized EEO. A case study of an Australian university is used to explore these phenomena. Documentary evidence of its EEO policies was compared with interviewee narratives of employees, including both female academics and members of general staff involved in policy development. This allowed female employees to be heard, in particular where they sensed contradictions between espoused company policy and their real experiences. Hearing what they have to say is an important contribution, given that Australia's EEO regulatory framework allows organizations to waive reporting on their gender equity “chievements.”This case study highlights employee concerns about the efficacy of the University's policies and practices designed to support women's career trajectories and demonstrates that, particularly in light of the increasing corporatization of the University, some women questioned whether drawing support from such policies would harm their careers. The most signifi cant concern focused on the criteria for promotion, which interviewees perceived to be based on a masculine model of merit, in contrast to the ostensible gender-neutrality of the promotions policies. A related concern was how carer responsibilities impacted on opportunities for advancement, particularly the ability to engage in research work that was prized more highly than teaching activities by promotions committees. These examples illustrate that, while the University may be upholding the law at face-value, the actual experiences of women in the organization suggest that EEO compliance is merely skin-deep.

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Duncan, Colin. "Assessing Anti-ageism Routes to Older Worker Re-engagement." Work, Employment and Society 17, no. 1 (March 2003): 101–20. http://dx.doi.org/10.1177/0950017003017001265.

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Measures that challenge ageism in employment are among the most prominent policy approaches towards reversing the dramatic decline over the last two decades in the labour market participation of older workers in developed economies. In Britain, such measures have evolved through three related phases: the `business case' approach; equality routes, incorporating equal opportunities and diversity policies; and progress towards anti-age discrimination legislation. Discriminatory attitudes displayed by employers have been overemphasized in explaining early exit from the labour market. Paradoxically, targeting such prejudice and ignorance through the business case approach has narrowed the scope for challenging more covert forms of ageism in employment. Nor is age easily incorporated into equal opportunities and diversity agendas in effective ways. Moreover, legislation will need to depart significantly from the principles underlying voluntary approaches if it is to be successful. The ambiguity and fluidity of the ageism concept also allow scope for opportunistic responses on the part of labour market actors that can be detrimental to the interests of older workers, and preoccupation with ageism may therefore act to impede progress towards more targeted, co-ordinated and effective policy responses.

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BLIND, G. D., and S. LOTTANTI VON MANDACH. "Decades not Lost, but Won: Increased Employment, Higher Wages, and More Equal Opportunities in the Japanese Labour Market." Social Science Japan Journal 18, no. 1 (December 23, 2014): 63–88. http://dx.doi.org/10.1093/ssjj/jyu042.

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Schmidt, M. "The Right to Part-Time Work under German Law: Progress in or a Boomerang for Equal Employment Opportunities?" Industrial Law Journal 30, no. 4 (December 1, 2001): 335–52. http://dx.doi.org/10.1093/ilj/30.4.335.

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Crompton, Rosmary, and Nicky Le Feuvre. "Gender, family and employment in comparative perspective: the realities and representations of equal opportunities in Britain and France." Journal of European Social Policy 10, no. 4 (November 1, 2000): 334–48. http://dx.doi.org/10.1177/a014365.

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In this paper, we will explore how contrasting national discourses relating to women, and gender equality have been incorporated into and reflected in national policies. In the first section, we will outline the recent history of EU equal opportunities policy, in which positive action has been replaced by a policy of 'mainstreaming'. Second, we will describe the evolution of policies towards women and equal opportunities in Britain and France. It will be argued that whereas some degree of positive action for women has been accepted in Britain, this policy is somewhat alien to French thinking about equality - although pro-natalist French policies have resulted in favourable conditions for employed mothers in France. In the third section, we will present some attitudinal evidence, drawn from national surveys, which would appear to reflect the national policy differences we have identified in respect of the 'equality agenda'. In the fourth section, we will draw upon biographical interviews carried out with men and women in British and French banks in order to illustrate the impact of these cross-national differences within organizations and on individual lives. We demonstrate that positive action gender equality policies have made an important impact in British banks, while overt gender exclusionary practices still persist in the French banks studied. In the conclusion, we reflect on the European policy implications of our findings.

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Oborenko, Zaiga, Baiba Rivza, and Peteris Rivza. "An AHP – Based Assessment of Scenarios for Promoting Employment of People with Disabilities in Latvia." Rural Sustainability Research 43, no. 338 (August 1, 2020): 67–74. http://dx.doi.org/10.2478/plua-2020-0009.

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AbstractThe employment of people with disabilities has multidimensional aspects - economic, social, legal, human rights, discrimination, psychological, ethical and responsibility aspects - with different actors involved representing various kinds of interests. The European Union Disability Action Plan and Strategy specifies the objective of promoting the employment of people with disabilities in the open labour market. The employment of such individuals is not only an economic issue, but also an issue of social inclusion, poverty reduction, equal opportunity and socially responsible employment. Effective and fair use of human resources for national economic development requires a variety of support mechanisms, including regulatory frameworks, the active involvement of local municipalities, and measures taken by state institutions. Because of the different issues and the various actors with different interests involved, an integrated way has to be considered to analyse the employment factors and employment opportunities for people with disabilities. The purpose of this study is to explore and substantiate the possible scenarios associated with promotion employment opportunities for people with disabilities in Latvia. The research methodology employed for this study is based on the Analytic Hierarchy Process, and expert interviews are used to analyse the interests of all involved parties, in order to determine the best possible scenarios as to how to stimulate employment for people with disabilities. As a result, three scenarios to promote the employment of people with disabilities were developed. Although the results showed slight differences between the three scenarios, experts believe that the optimal scenario for promoting the employment of people with disabilities is the one in which the EU participates.

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Yudiatmaja, Wayu Eko. "Equal Employment Opportunity in Indonesia: Antecedent of Human Resources Management Practices and Service Performance of Government Employees in Tanjungpinang." Jurnal Borneo Administrator 16, no. 2 (August 24, 2020): 179–98. http://dx.doi.org/10.24258/jba.v16i2.658.

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Recently, government employees encountered issues of service performance because of the rising citizen’s demand to get a better service quality. The concern of the researchers to relate employee service performance with equal employment opportunities and the practices of human resource management still limited. Using social exchange theory, recemt study aims to examine the relationship between equal employment opportunity and employee service performance in the public sector. This research also investigates the mediating role of human resource management practices between the equal employment opportunity and employee service performance. This study was conducted among public servants in Tanjungpinang. A total of 258 public servants responded to the survey. The data were analyzed using structured equation modeling. The findings showed a positive relationship between equal employment opportunity and service performance. Besides, this study also claimed that human resource management practices mediate the connection between equal employment opportunity and service performance. The research implications and future research area need further elaboration. Keywords: Social Exchange Theory, Equal Employment Opportunity, Human Resource Management Practices, Service Performance. Abstrak Saat ini, aparatur pemerintah menghadapi permasalahan kinerja pelayanan karena meningkatnya permintaan warga terhadap pelayanan yang berkualitas. Namun, masih sedikit dari para peneliti yang memberikan perhatian terhadap kinerja pelayanan dan keterkaitannya dengan kesempatan kerja yang setara dan praktik manajemen sumber daya manusia. Studi ini menganalisis hubungan antara kesempatan kerja yang setara dan kinerja pelayanan para pegawai di sektor publik dengan menggunakan teori pertukaran sosial. Studi ini juga menguji peranan praktik manajemen sumber daya manusia dalam memediasi pengaruh kesempatan kerja yang setara terhadap kinerja pelayanan. Survei dilakukan terhadap Aparatur Sipil Negara di Pemerintah Kota Tanjungpinang. Sebanyak 258 pegawai memberikan respon terhadap penelitian ini. Data dianalisis dengan menggunakan model persamaan struktural. Hasil penelitian ini menunjukkan hubungan positif antara kesempatan kerja yang setara dan kinerja pelayanan. Selain itu, studi ini juga menemukan bahwa praktik manajemen sumber daya manusia memediasi hubungan antara kesempatan kerja yang setara dan kinerja pelayanan. Selanjutnya, bagaimana implikasi studi ini dan area riset di masa depan akan dielaborasi lebih lanjut. Kata Kunci: Teori Pertukaran Sosial, Kesempatan Kerja yang Setara, Praktik Manajemen Sumber Daya Manusia, Kinerja Pelayanan

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CHERCHYK, L. M. "IMPERATIVES OF INCLUSIVE DEVELOPMENT IN RECREATIONAL NATURE MANAGEMENT." Economic innovations 22, no. 4(77) (December 20, 2020): 171–82. http://dx.doi.org/10.31520/ei.2020.22.4(77).171-182.

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Topicality. The tourist and recreational sphere is one of the largest users of natural resources. Hence, there are urgent questions on how not only to increase the efficiency of their usage but also to ensure accessibility, preservation of qualitative and quantitative characteristics for future generations; also, the formation of recreational services for urgent recreational needs of all segments of the population. Aim and tasks. The purpose of the study is to form the conceptual basis for the development of inclusive recreational nature usage. The following tasks for achieving this goal: to define the conceptual provisions of inclusive development that are relevant to the recreational sphere and recreational nature management; to offer an interpretation of inclusive recreational nature usage; specifying its features, principles, goals, criteria. Research results. Based on the dominants of inclusive development, the basic provisions of inclusive recreational nature management have been developed: equal opportunities in access to recreational resources; equal opportunities for the right to rest, restoration of psycho-physical conditions; equal opportunities to ensure the harmonious development of personality; improving the quality of life of people through the availability of recreational services; ensuring socio-economic activity, well-being and employment opportunities in the field of tourism and recreation and related businesses and fair distribution of results; improving the efficiency of the use of publicly available natural resources and conditions. The essence of inclusive recreational nature is to provide equal opportunities for the usage of natural recreational resources and areas to meet socially significant and individual recreational needs that positively affect the well-being and quality of life. Conclusion. It is advisable to use an inclusive approach to equalize the opportunities for the use and consumption of valuable recreational resources and conditions for recreation, health, comprehensive human, and economic development. The formulated essence, features, principles, criteria, and goals of inclusive recreational nature usage have indicated the directions of transformation processes designed to ensure the necessary changes to guarantee equal opportunities for the population of the country.

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Tigari, Harish, and K. P. Ashwini. "Self-Employment and Economic Empowerment: A Case of Pot Makers." Shanlax International Journal of Management 6, no. 4 (April 1, 2019): 1–8. http://dx.doi.org/10.34293/management.v6i4.352.

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As we know the self-employment is the opportunity of creating platform for the development of each in their ways. It develops the confidence level and helps to explore them self without restriction and conditions. The self-employment is a key element for the development of economic empowerment. It creates values in the society and makes everyone equal. It provides opportunities for both men and women they are equally contributing for the development of economy, so the pot makers are the best examples for the self-employment development. Here this research mainly focused on pot makers and collected information from history to the modern era. In history pot playing an important role and it used for many traditional purposes but now plastics become compotators for this pot. So it is diminishing the value and percentage of self-employment ratio.

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Clark, Heather Griller, Sarup R. Mathur, Molly Ott, and Terrence S. Mctier. "Employer Perceptions of Hiring Juveniles With Criminal Records." Criminal Justice and Behavior 47, no. 9 (May 23, 2020): 1156–75. http://dx.doi.org/10.1177/0093854820919914.

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A key determinant of reentry success for justice-involved youth is productive engagement in school or work. Lack of employment for this population is often tied to inadequate vocational training, work experience, job opportunities, or the stigma attached to incarceration. Although very few studies have been conducted on employers’ perceptions of juveniles with criminal records, research suggests that views related to hiring may vary according to crime type. The purpose of this study was to explore how likely employers would be to grant an interview to a juvenile with a criminal background, and what experience, training, or skills employers seek when hiring juveniles with criminal backgrounds. The results indicate that, all else being equal, a juvenile record might penalize an applicant’s opportunities, and also, offense type matters. The implications of this study are discussed in relation to employment preparation and reentry services and supports for justice-involved youth.

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Dewi W, Imma Indra. "ANTI-DISCRIMINATION IN EMPLOYMENT REGULATION FOR PERSONS WITH DISABILITIES IN INDONESIA." Yustisia Jurnal Hukum 8, no. 1 (April 28, 2019): 133. http://dx.doi.org/10.20961/yustisia.v0ixx.28016.

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<p>Anti-discrimination is known as equal opportunity and treatment which is the right of every citizen in each aspects of life. The principles of anti-discrimination must be included in every product of legislation, including the employment regulation for persons with disabilities in Indonesia. Anti-discrimination in employment regulation for persons with disabilities have been included in the Indonesian constitution. In addition, it has also been adopted in various articles on legislation,regulating about employment for persons with disabilities, namely Law Number 3 of 2013, Law Number 19 of 2011 and LawNumber 8 of 2016. In substance, the law that guarantees the rights of persons with disabilities in a number of laws and regulations in Indonesia is sufficient. However, the regulation in Law Number 13 of 2003 on The Labor Law is not yet clear. Adjustments need to be made on Law Number 13 of 2003, Law Number 19 of 2011, and Law Number 8 of 2016. The need for the many provisions of labor laws that have not been implemented, thus it requires affirmative action to realize equal opportunities in all aspects of life and livelihood for persons with disabilities.</p>

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Baxter, Carol, and David Baxter. "Racial Inequalities in Health: A Challenge to the British National Health Service." International Journal of Health Services 18, no. 4 (October 1988): 563–71. http://dx.doi.org/10.2190/6yag-ke2b-qh5m-u3wf.

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The existence of racial inequalities in health in the United Kingdom is examined using both indirect and direct data. The evidence strongly supports the view that the health experience of black and other ethnic minority groups is worse than that of the indigenous white population. Ways of improving this situation are outlined; they indicate the need for a coordinated Health service response incorporating planning, training, and equal opportunities in both service provision and employment practices.

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Novak, Jeanne A., and Patricia M. Rogan. "Social Integration in Employment Settings: Application of Intergroup Contact Theory." Intellectual and Developmental Disabilities 48, no. 1 (February 1, 2010): 31–51. http://dx.doi.org/10.1352/1934-9556-48.1.31.

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Abstract This study used a survey of 106 employment specialists to test the ability of intergroup contact theory to explain social integration outcomes of employees with disabilities. Contact theory suggests that coworkers are more accepting of employees with disabilities if they have sufficient opportunities to interact with them, equal status and interdependent working relationships, and supervisors who support equality and acceptance. The contact model and an expanded model that includes workplace culture significantly predicted not only coworker attitudes toward employees with disabilities but also the employees' level of social participation and feelings of social support. In addition, outcome dependency moderated the relation between the vocational competence of employees with disabilities and coworker attitudes toward them. Study findings have practical implications for facilitating social relationships in the supported workplace.

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Péter, Ákos, Erzsébet Németh, and Bálint Tamás Vargha. "Sustainability of the Pension System, Risks and Opportunities." Pénzügyi Szemle = Public Finance Quarterly 65, Special edition 2020/2 (2020): 57–85. http://dx.doi.org/10.35551/pfq_2020_s_2_3.

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All other things being equal by 2060 out of 10 of the working age population 6 pensioners will be accounted for. This does constitute a risk for the sustainability of pensions. Our study has analysed the most recent data on demographics, economy, employment, and its underlying factors, as well as the expected development of the figures of the pension fund. Our findings point to that the shrinking of the population of women of childbearing age will result in a constant decrease of birth rates even by a modest increase in fertility rates. Therefore, family policy measures - being indispensable - are of their own insufficient to mitigate the economic and pension risks. Due to its conjunctural nature economic growth can only temporarily mitigate the risks. On the other hand, the extension of the labour market activity of elderly people can set back the increase in pension costs with well predictable efficiency. Means to this end can include promoting activity at old ages, raising retirement ages, preserving physical and mental well-being and employability, as well as spreading the culture of self-reliance.

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Laci, Amarildo, Armela Maxhelaku, and Ilir Rusi. "Equality at Work and Discrimination in Employment and Occupation." Journal of Educational and Social Research 7, no. 2 (May 24, 2017): 67–72. http://dx.doi.org/10.5901/jesr.2017.v7n2p67.

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Abstract The aim of this paper is to give some general views on international labour standards, regarding equality of opportunity and treatment. It is important to mention that respecting freedom from discrimination, as a fundamental human right, places a great importance in guaranteeing other rights for workers. Equality standards applied by ILO provide methods which aim to fight against discrimination in society and in the workplace of the employers. One part of this paper is focused in analyzing the term “discrimination”, focusing in different forms that can occur at work, the target group which it can affect and measures that can be taken in order to provide equality at work. This paper analyses the scope and the obligations under ILO instruments, such as three fundamental conventions. One of the most important conventions is the convention concerning discrimination regarding occupation and employment, “Discrimination Employment and Occupation” Convention nr. 111. This fundamental convention represents discrimination as every different treatment which has effect on equality of creating same possibilities for everyone in occupation or employment. According to this legal act, it is mandatory the implementation of a national legislation which promotes equality of treatment and opportunity, regarding occupation and employment in general, designed to eliminate all types of different treatment in these fields. This paper is focused especially on analyzing the “Workers with Family Responsibilities” Convention, 1981, which refers to standards on equal treatment and opportunities for both women and men workers. “Workers with Family Responsibilities” Convention, applies to workers with such responsibilities, which restrict their possibilities to involve in an economic activity. The purpose is to provide an effective implementation of standards related to equality of treatment and opportunity for both women and men workers, in order to guarantee free choice of employment to help workers which have family responsibilities and to take into consideration their needs. Furthermore in this paper will be identified the methods that governments should apply, which aim to provide the application of the standard of equal compensation for workers, according to “Equal Remuneration” Convention, 1951 (No. 100).

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Chernykh, Ekaterina A. "The Quality of Platform Employment: Unstable (Precarious) Forms, Regulatory Practices, Challenges for Russia." Level of Life of the Population of the Regions of Russia 16, no. 3 (2020): 82–97. http://dx.doi.org/10.19181/lsprr.2020.16.3.7.

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Under the influence of a number of economic, technological and demographic drivers, platform employment has radically increased in the world over the past decade. The regulation of platform employment is an important issue concerning the labor market as a whole and its individual actors. Currently, regulation is provided by the platforms themselves. Such forms of regulation can lead to unfair competition between platforms, the problem of confidentiality of personal data, information asymmetry. Despite the potential of digital labor platforms in terms of providing new employment opportunities, the elements of precarious employment with the development of platforms are expanding their penetration into the sphere of labor relations. Thus, improving the quality of working life will require government intervention and labor compliance. It is necessary to create legal norms that provide basic protection for workers, transparency and equal conditions for all participants in platform employment. This is recognized by both labor market experts, labor unions, and politicians. The article analyzes the international experience in regulating digital labor platforms. The necessity of regulation of platform employment is substantiated. A number of practical recommendations relevant to the Russian Federation have been made, problem fields have been identified that require further research.

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Buribayev, Yermek A., and Zhanna A. Khamzina. "Gender equality in employment: The experience of Kazakhstan." International Journal of Discrimination and the Law 19, no. 2 (May 30, 2019): 110–24. http://dx.doi.org/10.1177/1358229119846784.

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No country in the world has achieved full gender equality in labour relations. Kazakhstan has just begun a long way of creating legislative and organizational conditions for equality in the workplace. It is obvious that to create a more equal, gender-sensitive society, a state will require profound changes in perceptions, attitudes, stereotypes, and laws. Facilitating such changes is justified not only from a moral but also from an economic point of view. Today, the requirements for women in society in the performance of labour functions are the same as for men. However, in family and domestic relations, there is a persistence of the gender stereotype of male privileges. There is no change in sectoral gender segregation. Women still make up more than 70% of employees in the health, education, and social services sectors, while women’s representation in the financial and public sectors is slightly more than half. Traditionally, these types of sectors are less profitable compared to “male industries,” such as construction, oil and gas, mining, and transport. The level of attracting female labour in innovative, infrastructural, and high-tech projects and programs is very low. The issue of expanding the economic opportunities of rural women, who are denied access to public and state resources and services, remains relevant. In the article, we show the possibilities for ensuring equal employment of men and women in Kazakhstan. The proposals on the improvement of legislation on labour protection and labour conditions and improvement of working conditions are presented, and the possibilities of introducing and expanding flexible forms of employment are considered. Conclusions are drawn on the revision of the list of works prohibiting the use of female labour and ensuring that women have access to types of work that do not pose a danger to women’s health due to their automation, technologization, and informatization.

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Journal articles on the topic 'Equal Employment Opportunities'

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