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Dissertations / Theses on the topic 'Equal Employment Opportunity'
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1
Kaase, Kristopher Jerome. "Equal Employment Opportunity and Educational Achievement Gaps." NCSU, 2003. http://www.lib.ncsu.edu/theses/available/etd-12312002-131419/.
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Despite over 30 years of awareness, intervention, and research regarding race, class, and gender differences in educational achievement, large differences still persist. These differences have a significant impact on individuals? quality of life. Research on educational achievement gaps has been largely focused on schools or families; while policy efforts to address these gaps have been focused on schools, with limited success. This study examines the broader community context in which schools and families are embedded. Specifically, this study addressed the policy question: Is relative inequality in employment opportunity in local areas related to relative inequality in educational achievement in the same areas in North Carolina? Employment opportunity was conceptualized as quality of employment and as earnings. Relative inequality was measured by comparing a race (Black or White), class (high school education or less vs. education beyond high school), and gender group to White males with parental education beyond high school. Relative inequality in Biology and English I achievement were measured at the school level and at a modified Public Use Microdata Area (PUMA) level. Relative inequality in quality of employment and earnings were measured at the modified PUMA level, and measured separately for the local area and neighboring area. This study was unique in that it a) examined the variation in employment opportunity across communities and b) examined race, class, and gender inequality as simultaneously experienced rather than as separate inequalities. Relative inequality in local earnings had a positive relationship with relative inequality in high school Biology for most Black and White student groups. Relative inequality in local earnings had a positive relationship with relative inequality in English I for Black students. There was little support for the hypothesis that relative inequality in the local quality of employment had an effect on relative inequality in achievement. There was also little support for the effect of neighboring community employment factors on inequality in achievement. This study found reason to support policies that would reduce relative inequality in earnings in local areas as a means to reducing educational achievement gaps.
2
Kleps, Christopher. "Equal Law, Unequal Process:How Context and Judges Shape Equal Opportunity Decision-Making in the Courts." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1503073597694633.
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Zhou, Jing. "A different way to solve the missing value problem the case of equal employment opportunity data /." College Park, Md. : University of Maryland, 2006. http://hdl.handle.net/1903/3830.
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Thesis (M.A.)--University of Maryland, College Park, 2006.Thesis research directed by: Dept. of Mathematics. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
4
Taylor, Cheryl L. (Cheryl Leigh). "Sharing equal opportunity : minority business enterprises and their effects on minority employment in inner city neighborhoods." Thesis, Massachusetts Institute of Technology, 1995. http://hdl.handle.net/1721.1/70257.
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Pedriana, Nicholas, and Robin Stryker. "From Legal Doctrine to Social Transformation? Comparing U.S. Voting Rights, Equal Employment Opportunity, and Fair Housing Legislation." UNIV CHICAGO PRESS, 2017. http://hdl.handle.net/10150/625059.
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In 1964-68, the U.S. Congress enacted comprehensive legislation prohibiting discrimination in employment (1964 Civil Rights Act), voting (1965 Voting Rights Act), and housing (1968 Fair Housing Act). A half-century later, most scholars concur that voting rights was by far the most successful, fair housing was a general failure, and Title VII fell somewhere in between. Explanations of civil rights effectiveness in political sociology that emphasize state-internal resources and capacities, policy entrepreneurship, and/or the degree of white resentment cannot explain this specific outcome hierarchy. Pertinent to President Trump's policies, the authors propose an alternative hypothesis grounded in the sociology of law: the comparative effectiveness of civil rights policies is best explained by the extent to which each policy incorporated a group-centered effects (GCE) statutory and enforcement framework. Focusing on systemic group disadvantage rather than individual harm, discriminatory consequences rather than discriminatory intent, and substantive group results over individual justice, GCE offers an alternative theoretical framework for analyzing comparative civil rights outcomes.
6
Al-Ghailani, Rashid M. "Equal employment opportunity in public office in principle and practice : an empirical study of the Omani civil service." Thesis, University of Hull, 2005. http://hydra.hull.ac.uk/resources/hull:5650.
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The conceptual focus of this thesis is equal employment opportunity (EEO) when applied to a public personnel management system. In particular it fills a void in evaluating the concepts of Representative Bureaucracy and Management Diversity in both principle and practice, and in comprehending the extent to which their objectives can be translated into practical recruitment procedures. Moreover, the importance of organisational context is crucial. The study investigates how the merit principle can be sustained in a work environment where culture adversely affects organisational efficiency and EEO issues. The Omani public bureaucracy was taken as a case study. The study evaluates whether merit recruitment is embedded into the HRM system as demanded by the country's 1996 Basic Law. Oman faces serious challenges that necessitate efficient recruitment policy that can lead to an effective workforce. On the economic front, while population is rising, oil reserves are decreasing. Thus, the hiring of qualified civil servants is now essential for the country's future development. Politically, the governing elite gather public institutions under their command and operate on informal, personalistic and tribally-oriented work values. The result is a personnel and administrative system where public posts are filled based on nepotism, favouritism and ascriptive criteria, rather than on the basis of achievement and merit. The study argues that the time for reform has arrived to deal with challenges efficiently. After building a generic model of merit-based HRM, analysing the context of the public bureaucracy in Oman, examining the functions of personnel laws and institutions, and evaluating current recruitment activity in both policy and practice, a field study was undertaken to answer the study's questions and to test its hypotheses. The findings suggest that a Weberian type of rational-legal bureaucracy needs to be established. Despite the argument of the collapse of this approach in some western liberal democracies public personnel systems, the research shows that the basic concept of merit still survives in professional practice in other parts of the world where cultural values and social norms are preserved in the work-place. It particularly 'fits' the Omani context and provides an efficient EEO approach. The study confirms that blind imitation of western approaches may not be applicable or useful in developing states. Finally, the theoretical implications of the research are highlighted, with specific recommendations to ensure responsiveness to the merit-based recruitment model adopted by the study. The thesis should be of interest to both students and practitioners of public administration in the Arab Gulf region in particular, and developing countries in general.
7
DeGeorge, Bradley Victor. "Equal employment opportunity in a climate of managing diversity : an institutional study of personnel processes of the Pennsylvania State Police /." Diss., This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-08082007-114523/.
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Maxwell, Jewerl T. "Presidential Affirmative Action: The Role of Presidential Executive Orders in the Establishment, Institutionalization, & Expansion of Federal Equal Employment Opportunity Policies." Miami University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=miami1216044992.
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Maxwell, Jewerl Thomas. "Presidential affirmative action the role of presidential executive orders in the establishment, institutionalization, & expansion of federal equal employment opportunity policies /." Oxford, Ohio : Miami University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1216044992.
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Halvorson-Fried, Sarah Marie. "Exploring Factors Influencing Employer Attitudes and Practices toward Equity, Diversity, and Inclusion in the New River Valley." Thesis, Virginia Tech, 2016. http://hdl.handle.net/10919/71705.
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Although Congress enacted civil rights legislation in the 1960s to address racial inequities in income and employment, the executive branch and the courts have since retreated from efforts to pursue those policies aggressively. Meanwhile, anti-racism advocates, including the Montgomery County, Virginia based Dialogue on Race, have continued to promote strategies aimed at securing employment and income equity for all citizens. This study analyzed the social and economic costs of continued racial inequality in employment and income, and examined the ways in which local employers are addressing this challenge in the Blacksburg, Virginia region by exploring their self-reported rationales for action on the basis of economic efficiency or profit, moral obligation to fairness and justice, adherence to legal requirements, or leader influence. I addressed these concerns through population data analysis, key informant interviews, and a survey of major local employers. I found that New River Valley employers appear to be motivated by economic and moral reasons, as well as legal compliance. I conclude that activists should use this apparent openness to multiple rationales to work to help community leaders and local employers recognize racial equality as a moral imperative rather than as an instrumental claim incidental to its perceived utility.Master of Urban and Regional Planning
11
Jones, Sheila. "Not "part of the job" sexual harassment policy in the U.S., the Equal Employment Opportunity Commission, and women's economic citizenship, 1975-1991 /." Bowling Green, Ohio : Bowling Green State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1217964889.
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Jones, Sheila. "Not “Part of the Job”: Sexual Harassment Policy in the U.S., the Equal Employment Opportunity Commission, and Women’s Economic Citizenship, 1975–1991." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1217964889.
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Hutchinson, Jacquie. "The effect of equal employment opportunity policies on the promotion of women to the position of school principal in the Western Australian government school system (1985-1991)." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1992. https://ro.ecu.edu.au/theses/1136.
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The purpose of this study was to analyse and explain the effect of the introduction of equal employment opportunity policy on the Ministry of Education with reference to the promotion of women teachers to the position of principal during the period 1985 to 1991. This research represents a case study of the Western Australian government primary and secondary school system conducted through a review of relevant government and Ministry of Education policies, analysis of employment statistics and interviews with key policy actors. Four questions which directed the research sought a conceptual framework through which to analyse and explain events, policies and outcomes. The study claims that while there existed an expectation amongst women teachers that equal employment opportunity would increase the number of women principals by removing both the direct and indirect barriers that prevented their promotion, there is no evidence that this was ever the intention of either the Ministry of Education or the Western Australian State Labor government. The evidence from this study suggests that equal employment opportunity policies have continued the subordination of women in the State government school system by the subsuming of their interests by more powerful forces of an economic, administrative and political kind both internal and external to the State government school system. Whilst in the past the barriers to promotion for women were formal, direct and visible, the application of equal employment opportunity has created a cloak of invisibility to the forces that operate against the promotion of women within the State government school system. The implications of this study are firstly that unless there is some external intervention the numbers of women principals will continue to decline. Secondly until women teachers achieve political power, the likelihood of changing the current culture of the Western Australian government school system to ensure that women are promoted to the position of principal, is remote .
14
Wauchope, Liz, and n/a. "An affirmation action continuum." University of Canberra. Administrative Studies, 1987. http://erl.canberra.edu.au./public/adt-AUC20061109.171449.
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The development of affirmative action strategies designed to achieve equal employment opportunity has been studied along six dimensions of functioning
within four separate organisations. Three of these organisations were
participants in the Federal Government's Affirmative Action Pilot Program in
1984/5, and one was not.
It has been shown that change occurred in a continuous developmental
sequence, here called an "Affirmative Action Continuum", within each of
these six dimensions over the period of study, with each organisation
following a similar sequence of movement. Exceptions occurred where an
organisation made no movement at all, or where one or more of the
sequential processes was omitted or displaced, in a dimension. The
reasons for some of these exceptions, and some of their consequences for
later action, have been explored.
It has been shown that simultaneous activity occurred across several,
dimensions, so that no organisation acted upon only one dimension in
isolation from all others. There was some chronological sequencing between
dimensions.
The indicators of movement along the Affirmative Action Continuum within
each dimension were used to describe the change process in each
organisation. These indicators proved to be useful both in this regard,
and in placing each organisation an the Affirmative Action Continuum in
each dimension at two different points in time. In this way, the
indicators' usefulness was shown to generalise to four very different
institutions, thus suggesting applicability beyond the bounds of this
particular study.
It is intended that the results of this dissertation, and in particular the
model of the Affirmative Action Continuum and the indicators described in
Chapter Two, be used by Equal Employment Opportunity practitioners to
facilitate their decision making about sequencing of activities designed to
achieve equal employment oppportunity.
15
Rach, Margaret M. (Margaret Mannion). "The Impact of EEO Legislation Upon Selection Procedures for Transfer, Training and Development and Promotion." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc331995/.
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Legislation, court decisions, and the changing political and social climate provide evidence of the importance of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. These selection procedures are being challenged by more informed employees and, in many cases, result in costly litigation. Thus, organizations must be aware of the continuing developments in employment law especially as found in court decisions and related legislation. This study investigates judicial and EEOC decisions in discrimination cases to provide answers to these questions: Are organizations aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion? Are organizations aware of what constitutes a discriminatory practice in the selection of employees for transfer, training and development, and promotion? Does management recognize and follow nondiscriminatory procedures in selecting personnel for transfer, training and development, and promotion? The purposes of the study are 1. To analyze outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion; 2. To develop a model set of guidelines to aid organizations in developing nondiscriminatory procedures for use in selecting employees for transfer, training and development, and promotion. This study concludes that many employers are aware of the outcomes of EEO litigation involving challenged selection procedures for transfer, training and development, and promotion. Many employers are also aware of what constitutes a discriminatory practice in the selection of employees for some employment advantage. However, management does not always recognize and follow nondiscriminatory procedures when selecting employees for transfer, training and development, and promotion. The number of cases in which selection procedures were found discriminatory supports this conclusion.
16
French, Erica. "Strategic equity management in the Australian private sector." Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/15887/1/Erica_French_Thesis.pdf.
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Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current knowledge of equity management, exploring contemporary equity management strategies, identifying the approaches of its implementation and analysing these against the outcomes for the status of women's employment. The equity management practices of more that 1900 Australian Private Sector organisations are explored in order to identify the common themes of equity management. Factor Analysis and Confirmatory Factory Analysis are used to analyse the data. A model of strategic equity management practice was developed that identifies different structures, strategies and distribution principles designed to address the disparity between men and women. A major aim of this thesis was to explore the ability of a typological theory of equity management approaches to account for the differences in the status of women's employment. The thesis proposes a typology of equity management approaches that explain the implementation of equity management strategies based on structure and process. Four ideal-typical equity management approaches to achieving workplace parity are identified and explored. The traditional (non-compliance), anti-discrimination, affirmative action and gender diversity approaches proposed inform the a priori Cluster Analysis process that grouped Australian organisations based on their use of the approaches to equity management. Significant numbers of Australian organisations were identified utilising each of the identified approaches to equity management. It was further proposed that the different equity management approaches would be predictors of different outcomes for the employment status of women. MANCOVA was used to analyse the equity management approaches (as the independent variables) and the data on the status of women's employment (as the dependent variables). The findings indicate that the different approaches to equity management are predictors of different outcomes for the employment status of women. Results show that the traditional approach to equity management, which includes the use of none of the equity management strategies identified, is not a predictor of increases in any of the employment measures of women. The anti-discrimination approach, which includes the use of a limited number of equity management strategies identified, is a predictor of increases in some of the employment measures of women. The affirmative action approach to equity management, which includes the use of a number of proactive equity management strategies identified, is a predictor of increases in the employment status of women across a number of measures. The gender diversity approach to equity management, which includes the use of all the equity management strategies identified, is a limited predictor of increases in the employment status of women across some of the measures of employment. Managing the equity process within organisations is increasingly identified as an important tool in managing human resources in competitive, global environments that require productive workers and quality outputs. If equity management is to provide an effective means of addressing disparity between men and women in organisations, this thesis argues for the development of a strategic process to address the specific issues of disparity and the particular needs of the individual and the explicit goals of the organisation in equal opportunity.
17
French, Erica. "Strategic Equity Management in the Australian Private Sector." Queensland University of Technology, 2003. http://eprints.qut.edu.au/15887/.
Full textAbstract:
Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current knowledge of equity management, exploring contemporary equity management strategies, identifying the approaches of its implementation and analysing these against the outcomes for the status of women's employment. The equity management practices of more that 1900 Australian Private Sector organisations are explored in order to identify the common themes of equity management. Factor Analysis and Confirmatory Factory Analysis are used to analyse the data. A model of strategic equity management practice was developed that identifies different structures, strategies and distribution principles designed to address the disparity between men and women. A major aim of this thesis was to explore the ability of a typological theory of equity management approaches to account for the differences in the status of women's employment. The thesis proposes a typology of equity management approaches that explain the implementation of equity management strategies based on structure and process. Four ideal-typical equity management approaches to achieving workplace parity are identified and explored. The traditional (non-compliance), anti-discrimination, affirmative action and gender diversity approaches proposed inform the a priori Cluster Analysis process that grouped Australian organisations based on their use of the approaches to equity management. Significant numbers of Australian organisations were identified utilising each of the identified approaches to equity management. It was further proposed that the different equity management approaches would be predictors of different outcomes for the employment status of women. MANCOVA was used to analyse the equity management approaches (as the independent variables) and the data on the status of women's employment (as the dependent variables). The findings indicate that the different approaches to equity management are predictors of different outcomes for the employment status of women. Results show that the traditional approach to equity management, which includes the use of none of the equity management strategies identified, is not a predictor of increases in any of the employment measures of women. The anti-discrimination approach, which includes the use of a limited number of equity management strategies identified, is a predictor of increases in some of the employment measures of women. The affirmative action approach to equity management, which includes the use of a number of proactive equity management strategies identified, is a predictor of increases in the employment status of women across a number of measures. The gender diversity approach to equity management, which includes the use of all the equity management strategies identified, is a limited predictor of increases in the employment status of women across some of the measures of employment. Managing the equity process within organisations is increasingly identified as an important tool in managing human resources in competitive, global environments that require productive workers and quality outputs. If equity management is to provide an effective means of addressing disparity between men and women in organisations, this thesis argues for the development of a strategic process to address the specific issues of disparity and the particular needs of the individual and the explicit goals of the organisation in equal opportunity.
18
Dawson, Elizabeth, and n/a. "A gender analysis of the employment profile of the A.C.T. Department of Education between 1976 and 1991." University of Canberra. Education, 1994. http://erl.canberra.edu.au./public/adt-AUC20060704.130917.
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The purpose of this study is to discover if there has been quantitative
change in the gender balance of the employment profile of the ACT
Department of Education from 1976 to 1991 and to explore possible reasons
for such change.
It should be noted that the Department has had several changes of
name over the period covered by this study including the ACT Department
of Education, the ACT Department of Health, Education and the Arts, and it
is presently known as the ACT Department of Education and Training. For
the sake of clarity it will be referred to throughout as the ACT Department of
Education.
The employment configuration will be studied from 1976, the earliest
year of available data, to 1991 to measure relative changes in the position of
men and women. This paper will examine significant events in the ACT
Education system, in particular the introduction of Equal Employment Opportunity (EEO) legislation in 1984, to determine whether the
introduction of legislation and/or other initiatives brought about moves
toward Equal Employment Opportunity for women.
The study will develop and consider hypotheses and examine several
theoretical explanations for the changes or lack of them in the position of
men and women. Recommendations will be made concerning future
directions for research and action to achieve equal employment opportunity
for women, the largest group of the four groups targeted in the EEO
legislation.
The central argument of the study is that the adoption of quantitative
approaches to measure success/failure in EEO programs is of limited use.
These theoretical approaches, largely informed by liberal feminism, offer
inadequate understanding of the resistances to change. Other theoretical
perspectives are needed if the issue is seen as "what are the resistances and
what are the policies and strategies that can be developed to overcome
them?".
Feminist critical theory, however, enables more productive questions
to be raised about how social power is constructed and maintained, about
hegemonic culture, and about the language and cultural biases embedded in
administrative structures in education. Insights thus gained into issues,
events and resistances give individuals and groups agency, the power to act
for change.
19
Cano, Leobardo. "Public School Teaching and Administrative Employment Applications in Texas: A Study of Compliance with and Awareness of the Civil Rights Acts of 1964 as Amended in 1972, and Equal Employment Opportunity Commission Policies and Regulations." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc330769/.
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The purpose of this study was to determine whether application forms used in Texas public schools for teachers and administrators were in compliance with federal Equal Employment Opportunity Commission (EEOC) and Texas Human Rights Commission Act (THRCA) regulations regarding preemployment practices. Participating in the study were 740 public school districts in Texas. The study also attempted to determine if these application forms are in violation of EEOC regulations pertaining to pre-employment practices and whether classification based on the districts' size, wealth, student ethnicity and geographical location has a bearing on the degree of compliance with and awareness of EEOC and THRCA regulations. A model employment application form and set of guidelines were developed for school districts to use in securing pre-employment information. Inferential statistics were used through various applicable designs. Three different types of analysis were utilized. These were a Descriptive Analysis, a Goodman- Kruskal Gamma (y) Coefficient—chi-square analysis and a Multiple Regression analysis. The descriptive analysis included the calculation of percentages of the suspect questions appearing on teacher and administrator application forms utilizing the Criteria Used to Determine EEO Compliance and Awareness Among Texas School Districts. The Goodman-Kruskal Gamma (y) Coefficient and the chi-square analysis were employed in order to determine differences in compliance and awareness based on the districts' size, wealth, student ethnicity and geographical location. The GAMTAU. ASC Computer Program was used to test the Gamma values, with a standard z-score. The Multiple Regression analysis was employed to determine to what extent variation in the use of total suspect questions correlated with size, wealth, ethnicity and geographical location. The results of the data analyzed reveal that the size and ethnicity of the school district had a weak but significant correlation with EEO compliance and awareness based on employment application forms for teachers and administrators and that school districts in Texas were not in compliance with EEOC and THRCA regulations regarding application form pre-employment practices.
20
Frey, Urszula Anna. "Working Women of Japan and Belgium as Seen Through Legislation and Media during the 80's and 90's." 京都大学 (Kyoto University), 2017. http://hdl.handle.net/2433/225695.
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Nová, Miroslava. "Management diverzity ve vybraném podniku." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-162991.
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This thesis deals with the application of diversity management in the selected organisation, namely RWE Group in the Czech Republic. It focuses on the diversity of gender and age, particularly young women - students and university graduates. The aim of the thesis is to determine what factors play a role in the decision making about first job of young women as well as the expectations from their future employers. The results are evaluated and compared with the implemented diversity programme for gender and age in the RWE Group in the Czech Republic. The thesis further provides a verification if the findings of the thesis match the expectations of the identified target group. The thesis is divided into two parts. The theoretical part introduces basic terms such as diversity, diversity management including benefits and potential challenges that come along with the implementation. The practical part presents RWE Group in the CZ and the implemented diversity programme.
22
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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Van, Wieren Todd Alan. "Autism Spectrum Disorders and Workplace Discrimination: An Empirical Analysis of EEOC-Resolved ADA Title I Charges." VCU Scholars Compass, 2006. http://hdl.handle.net/10156/1889.
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Helander, Sandra. "Do Women Shine at Work? : Gender Roles in Japan’s Bestseller Films 1998-2018." Thesis, Stockholms universitet, Institutionen för Asien-, Mellanöstern- och Turkietstudier, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-175678.
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Denna avhandling undersöker könsrollerna på arbetsplatsen i de utvalda japanska bästsäljande filmerna som producerades under de senaste tre decennierna, vilket upplevde införandet av politiska åtgärder som avser att förbättra jämställdheten på arbetsplatsen. Studien hävdar att trots de samhälleliga och politiska förändringarna i Japan under de senaste trettio åren har bästsäljande filmer behållit traditionella könsrollsskildringar. Förklaringen kan vara att det är mycket lättare att ändra regler och lagstiftningar än uppfattningen om könsroller, som länge har existerat i samhället.This thesis examines the gender roles in the workplace featured in the selected Japanese bestseller films produced in the last three decades, which saw the introduction of policies aimed at improving gender equality in the workplace. The study argues that despite societal and political changes in Japan in the last thirty years bestseller films have perpetuated traditional portrayal of gender roles. The explanation could be that it is much easier to change rules and legislations, than the perception on gender roles, which have existed in the society for a long time.
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McNeil, Jane. "WORKPLACE DISCRIMINATION AND VISUAL IMPAIRMENT: AN ANALYSIS OF EEOC CHARGES AND RESOLUTIONS." VCU Scholars Compass, 2015. http://scholarscompass.vcu.edu/etd/4081.
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Workplace discrimination for individuals with visual impairments in the U.S. is an ongoing issue dating before the founding of the EEOC and the enactment of the ADA. Despite laws enacted to protect against unequal treatment in the workplace, the EEOC continues to receive submissions of formal discrimination charges from individuals with visual impairments.
The workplace is experiencing changes with increasing amounts of older adults, women, minorities, and the use of technology and the Internet. By examining characteristics of the discrimination charges and the resulting outcomes, the knowledge gained can describe the current situation and the historical progression of workplace discrimination for individuals with visual impairments. The purpose of this cross-sectional study is to understand through descriptive, non-parametric, and logistical regression analyses of secondary data, meaningful associations regarding workplace discrimination and Americans with visual impairments.
Study results showed that charging party characteristics of age, gender, and race were found to be predictive of types of discrimination charges and resolutions outcomes. Respondent characteristics of employer region of location, size, and industry were also found to be predictive of types of discrimination charges and resolution outcomes. Differences were revealed between discrimination charges before and after the enactment of the ADAAA, yet not between resolution outcomes before and after the enactment of the ADAAA. Additionally, discrimination charges and resolution outcomes were determined to be associated with one another. Implications for employees, employers, and professionals who work with individuals with visual impairments are addressed and recommendations for further research are provided.
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Hurley, Jessica E. "An Analysis of ADA Title I Allegations of Workplace Discrimination as Filed with the EEOC by Persons with Mental Illness." VCU Scholars Compass, 2010. http://scholarscompass.vcu.edu/etd/2642.
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ABSTRACT AN ANALYSIS OF ADA TITLE I ALLEGATIONS OF WORKPLACE DISCRIMINATION AS FILED WITH THE EEOC BY PERSONS WITH MENTAL ILLNESS Jessica Erin Hurley A dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Health Related Sciences—Rehabilitation Leadership Virginia Commonwealth University, 2011 Dissertation Chair: Brian T. McMahon, Ph.D., CRC This study explores employment discrimination as experienced by persons with mental illness who filed allegations under Title I (the employment provisions) of the Americans with Disabilities Act (ADA) of 1990. The entire universe of employment discrimination allegations filed under Title I of the ADA from July 26, 1992 (its first effective date) until the present is maintained by the Equal Employment Opportunity Commission (EEOC) in a database named the Intermission System (IMS). This database contains over 2 million allegations of workplace discrimination filed not only under Title I of the ADA, but also under all statutes in its jurisdiction. From the IMS, two extractions containing ADA Title I allegations only and ranging from July 26,1992 through December 31, 2008 [the last date before the Americans with Disabilities Act Amendments Act (ADAAA) of 2008 went into effect] were made: the first including all Title I allegations for all impairments, not just mental illness (402,291); and the second containing only those Title I allegations filed by persons with mental illness (56,846 total: depression (25,375); unknown mental illness (11,977); anxiety disorder (10,370); bipolar disorder (7,675); and schizophrenia 1,449). Using nonparametric tests of proportion, each group of allegations is compared to the balance of mental illness allegations that is left once the group of allegations is removed. In addition, each group individually, as well as the complete group of all mental illness allegations, is evaluated with an exploratory technique called the Exhaustive Chi Squared Interaction Detector. Lastly, findings are provided and implications for employees, employers, rehabilitation professionals, policy makers, and future researchers are discussed.
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Bishu, Sebawit G. "Gender and Authority in the Public Sector: The Case of Local Government Chief Administrative Officers in the United States." FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3476.
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In 2016, women represented 16.6% of all Chief Administrative Officers (CAOs) in local governments across the United States. Previous studies have investigated gender disparities in managerial representation, which is explained by the glass ceiling phenomenon; however, little is known about whether the women that occupy these male dominated positions have the similar levels of responsibilities as their male counterparts. Thus, the purpose of this dissertation is to understand if gender disparities in levels of work authority manifest as a new form of the glass ceiling. Work authority in this study is operationalized as CAOs’ sanctioning authority (control over personnel operations) and decision-making authority (control over formal operations). Using a mixed methods research design, this investigation is implemented in two phases. The first phase employs Ordinary Least Square (OLS) regression to explore the relationship between CAOs’ gender and CAOs’ level of work authority as well as the relationship between CAOs’ levels of work authority and annual pay. In the second phase, using a qualitative research method, I conduct an in-depth investigation of similarities and differences in the career paths of CAOs and the factors that shape their career-related decisions.
This research has five main findings. First, female CAOs do not have similar level of sanctioning authority as their male counterparts. Second, disparities in level of sanctioning authority yield economic inequality among CAOs. Third, male and female CAOs take different career paths. Last, female CAOs perform dual roles—professional and personal—whereas most male CAOs are less burdened with household responsibilities in their personal lives. Last, for female CAOs with family responsibilities, their career paths are significantly fashioned by the presence of institutional and social support networks.
Findings inform policy makers and public management practices. It informs that gender-based disparities in the workforce continually manifest in new forms, creating unequal employment opportunities for men and women in the workforce. Such disparities also continue perpetuating economic inequalities among men and women in the workforce. Also, it informs public management practices of the critical impact that institutional support has on leveling the playing field women to participate in male-dominated careers.
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Welch, Georgia P. "Right-of-Way: Equal Employment Opportunity on the Trans Alaska Oil Pipeline, 1968-1977." Diss., 2015. http://hdl.handle.net/10161/9855.
Full textAbstract:
This dissertation compares four programs to create equal employment opportunity on the trans Alaska oil pipeline construction project in order to demonstrate the ruptures and continuities between manpower programs to end poverty and affirmative action to eradicate race and sex discrimination. These four programs posited different subjects and strategies for equal employment opportunity, including a statewide affirmative action plan supporting minority men in the construction industry, federal hiring goals for Alaska Natives, a state "Local Hire" law establishing hiring preference for residents of Alaska, and corporate affirmative action plans for women and minorities. I use archival records and original oral histories with pipeline employees to examine the methods government officials and agencies, corporations, trade unions, social movements, and nongovernmental organizations used to fulfill their visions of equality in employment on the 800-mile long, $8 billion pipeline project. I bridge the gender history of welfare with the history of civil rights in order to show how liberal ideals of economic citizenship in the late 1960s that prioritized creating male workers and breadwinners served as the foundational impetus for equal employment opportunity. I challenge the standard historical narrative of equal employment opportunity in the US, which has attributed affirmative action for women to a logical, if hard won, expansion of positive liberal rights first demanded by the black civil rights struggle, then legislated by the state and implemented by state bureaucrats and corporate personnel. What this narrative does not account for is how the gendered dimensions of liberalism underlying affirmative action for male minorities were able to so abruptly accommodate women as workers and economic citizens by the mid-1970s. I find that, over the course of construction of the pipeline, women in nontraditional jobs on the "Last Frontier" emerged as symbols of the success of equal employment opportunity and the legitimacy of American exceptionalism.
Dissertation
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Lew, Meen-Yue, and 劉明佑. "Reviewing Equal Employment Opportunity in Taiwan’s Banking Industry from the Aspect of the United States Civil Law." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/47515820162682563231.
Full textAbstract:
碩士朝陽大學
企業管理系碩士班
88
The United States is one of the advanced countries, which has set up nearly complete regulations on equal employment opportunity. To guard against job discrimination and ensure equal employment opportunity has become a criterion of human rights in western countries, among which the U.S takes the lead. On the contrary, Taiwanese people do not seem to have enough knowledge, conception, and device to guard against job discrimination and equal employment opportunity, let alone a common agreement and regulations. This study is to discuss the job discrimination phenomenon and the practical solutions taken by means of analyzing the content and features of the device concerning equal employment opportunity in the U.S. After that, this study surveys on the contemporary job discrimination and equal employment opportunity existing in Taiwan’s banking industry from the viewpoint of its undertakers. This study is done adopting questionnaires to analyze and investigate the following five component aspects, including recruitment and selection, training and development, reward and compensation, employer-employee relationship and labor safety. Results tell us that sexual discrimination and age discrimination are two relatively distinct phenomena in Taiwan’s banking industry and Taiwan stills lacks agreement and management device toward sexual harassment.
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Seloane, Moshimane Peter. "Affirmative action, equal employment opportunity and racism in the South African National Defence Force : a regional perception." Diss., 2002. http://hdl.handle.net/2263/26694.
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Chang, Ya-Yun, and 張雅雲. "The effect of Organization Ecological Dissonance on Working attitude-the case of Sexual-base Equal Employment Opportunity." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/81229647915012733038.
Full textAbstract:
碩士國立雲林科技大學
企業管理系碩士班
100
A procedure was gender equality issues in recent years gradually be taken seriously, the government was also actively promoting workplace gender equality movement, and reward the implementation of gender equality in the better business employees were subjected to unfair treatment is still common. In this study, ecological theory, established by both the government and the organization for equality in the system of individual as an ecological explore when two ecological imbalance staff awareness of the system is inconsistent tension, conflict imbalances, whether gender equality truly implemented in the organization and the work attitude of employees, this study will examine the organization of ecological dissonance in the degree of employee attitudes. This study used the questionnaire survey to explore the impact of staff attitude, and using factor analysis, canonical correlation analysis, regression analysis and other data analysis methods to discuss the organization ecological dissonance of employee attitude. According to the results, when the organization of gender equality, ecological imbalance, employee job satisfaction will reduce the separation tendency of the degree will increase, but the degree of job involvement, no significant relationship.
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Williams, Charlie M. "The relationship between organizational structure and procedural fairness perceptions the positioning of the Equal Employment Opportunity compliance function in organizations /." 2009. http://hdl.rutgers.edu/1782.2/rucore10002600001.ETD.000051752.
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Netangaheni, Mphiriseni Irene. "A comparative analysis of employment discrimination in South Africa and Canada." Thesis, 2012. http://hdl.handle.net/10386/708.
Full textAbstract:
Thesis (LLM. (Labour Law)) -- University of Limpopo, 2012The purpose of the study is to address the effects of employment discrimination in the workplace focussing on designated groups, by comparing South Africa and Canada. Canada is one of the few countries that have addressed the employment barriers of target groups with one encompassing piece of legislation. In this study reference was made at the constitutional provisions towards unfair discrimination, labour law materials, employment and statutory provision so that the future researcher could see where employment discrimination in South African and Canada originate and what is the position. In order to address employment discrimination in the workplace case laws, courts judgments and other jurisprudence were used. The scope focused in this study is broad as a researcher did not look at other forms of employment discrimination. Employment discrimination in South Africa and Canada exists, this implies that the employment discrimination between two countries could be comparable. Policies and practices in order to identify employment barriers facing the disadvantaged groups were discussed. Therefore critical look focused on the employment systems, policies and practices at workplaces and also identify employment barriers facing designated groups in relation to recruitment, job classification, remuneration, employment benefits, conditions of services and promotion. South Africa and Canada emanated from a historical background of inequalities. Such inequalities lead to discrimination. South Africa and Canada’s discrimination affected blacks, Aboriginal people, women and people with disabilities. The grounds of discrimination were discussed in full for both countries.
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Tebele, Stephen Maloko. "Analysis of discrimination on the basis of sexual orientation in the workplace." Thesis, 2013. http://hdl.handle.net/10386/967.
Full textAbstract:
Thesis (LLM. (Labour Law)) -- University of Limpopo, 2013Like other forms of prohibited discriminations, discrimination on the basis of sexual orientation has become an area of concern in the workplace. The law prohibits discrimination in whatever form and declares it unlawful to discriminate people on the basis of sexual orientation. In this work, South African anti- discrimination provisions on the basis of sexual orientation will be emphasized, whereas foreign countries will only be referred to for the sake of comparative analysis. Discrimination of lesbian, gay, bisexual, transsexual and homosexual people (LGBTH) in the workplace is manifested by harassment and constructive dismissal through homophobia. Homophobia is a psychological concept which refers to the hatred of people after declaring their gay, lesbian or homosexual identities. This study reveals homophobic practices towards homosexuals as if they are not beneficiaries of contemporary democratic laws and dividends of democracy enshrined in Chapter 2 of the RSA Constitution of 1996 and Chapter 2 of the Employment Equity Act (EEA) 55 of 1998. To this, the research revealed an interesting corroboration in section 9(4) of the RSA Constitution of 1996, and section 6(1) of the EEA 55 of 1998, which provide that no person may unfairly discriminate another on the grounds of sexual orientation. The study has also revealed that among others, employment rights of people in South Africa and in foreign countries are being violated on the basis of sexual orientation. In most case laws, people who disclosed to their employers, that their gender identities are different to what was expected as straight genders and those who informed their employers about their intentions to undergo sex change surgeries are being hired and fired. The study also proved a point that when it comes to sexual orientation exclusion and discrimination, the same vulnerable groups of gays and lesbians are as well caught up in practices of sodomy and sexual harassments. Therefore, the remedies suggested by this research will also apply to everyone including gays and lesbians. To avoid controversy and issues, statutes and decided court cases have been stated as they are, in chapter 4 of this research, for the sake of comparative analysis in order to unravel the existing state of affairs through approaches from different jurisdictions.
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Moifo, Manjaku Jesaya. "Indirect discrimination in the workplace : a comparison between South Africa and the United States of America." Thesis, 2012. http://hdl.handle.net/10386/709.
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Thesis (LLM. (Labour Law)) -- University of Limpopo, 2012Indirect discrimination is a concept which originated from the United States of America. The concept came about after the failure of anti- discrimination legislation to improve the position of Black Americans, particularly in the employment field. The legislature realized that there are structural practices and policies, in the employment field which affect certain racial groups negatively. These practices of discrimination were not clearly defined hence the meaning and interpretation of the concept was left to the administrative body, the Equal Employment Opportunity Commission (EEOC) and the courts. The concept was imported into the South African jurisprudence after the inception of the government of National unity in 1994. The new government was committed to bring to an end all forms of discrimination which were in the past practiced against the Black community. Section 9(3) of the Constitution of South Africa Act 1996 (Act 108 of 1996) proscribed direct and indirect discrimination. These sections served as the basis for sections 6(1) of the Employment Equity Act 1998 (Act 55 of 1998) which proscribes “unfair direct and indirect discrimination” in any employment policy or practice. Its scope is wide and allows Plaintiffs to prove their claims in jurisdictions where it could have been very difficult for them to do so. While in the United States, statistical evidence is required to prove indirect discrimination, this is not the case in South Africa as seen in the landmark case of v Leonard Dingler Employee Representative Council v Leonard Dingler (PTY) LTD (1998) 19 ILJ 285 (LC). In this case when the Court gave its decision it simply relied on the facts of the case instead of complicated statistical evidence. Seemingly this will apply only in more obvious cases. In more complicated cases, Plaintiffs will still need to submit statistics to prove their claim.
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Esterhuizen, Wika. "Organisational justice and employee responses to employment equity." Diss., 2008. http://hdl.handle.net/10500/1726.
Full textAbstract:
The aim of this study was to determine employees' perceptions of the fairness of employment equity practices. It was conducted in an organisation in the Health Services industry, using a Diversity Questionnaire. The sample size was 520 and 245 responses were received, constituting a 47% response rate. Employees' responses were measured along 10 dimensions of employment equity. The unit of analysis was the group according to gender, race, age and job level. Independent t-tests and analysis of variance techniques were used to determine any statistically significant differences in perceptions between groups. Statistically significant differences were found between race groups and job levels. Gender and age did not significantly affect employees' responses. The research concluded that compliance with organisational justice requirements is as important as compliance with legislative requirements. Ultimately, every organisation should adapt its employment equity strategy according to its specific demographic and environmental context.Industrial and Organisational Psychology
M. Admin.
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Mulroy, Quinn Weber. "Public Regulation through Private Litigation: The Regulatory Power of Private Lawsuits and the American Bureaucracy." Thesis, 2012. https://doi.org/10.7916/D84T6J3S.
Full textAbstract:
Embedded within the notably constrained American state, how can regulatory agencies ensure that enforcement goals are met? Some analyses suggest that this is not so easily done; rather, constraints on agencies' formal administrative powers are said to threaten their capacity for effective regulation. But recent scholarship contends that such accounts underestimate the pivotal and oftentimes `hidden' regulatory role played by less formal mechanisms of enforcement, such as private litigation. Building on this revisionist strain, this dissertation project closely examines the ways in which constrained agencies look outside themselves - and their formally granted administrative authority - for enforcement power by developing incentive structures that motivate private actors to engage in litigation that advances regulatory goals. Through an historical analysis of the development of the regulatory capacity of three agencies - the Equal Employment Opportunity Commission, Environmental Protection Agency, and the Office of Equal Opportunity at HUD - this project uses qualitative and quantitative approaches to explore how and when regulatory agencies choose to focus their limited resources on mobilizing private enforcement of public policy. First, using a careful examination of agency and presidential archival materials, I specify the mechanisms by which agency actors promote private litigation and uncover the institutional and political conditions under which this legal enforcement strategy is employed over time. And then, from these archival observations, I construct original quantitative measures capturing the deployment of these legal enforcement strategies, and conduct statistical analyses to confirm the success of agency efforts to encourage private litigation over time. Ultimately, by reconsidering how to integrate informal mechanisms of enforcement, like agency-motivated private litigation, into theories of bureaucratic regulation, this research contributes to our practical understandings of day-to-day agency behavior and to our conceptions and assessments of state capacity, more broadly.
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Hung, Shu-Min, and 洪淑敏. "A study on Female Labor Rights from the Labor Law-based on the examples of Gender Equality In Employment Act And Law on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment-." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/74427222634265868400.
Full textAbstract:
碩士國立高雄第一科技大學
應用日語所
95
This is a time that the international pays widely attention to the subject of the female works. Any country, which does not pay attention to the female Labor Rights promotion, is unable to be called the democracy, the advanced country, and also has to receive the pressure and critique coming from the international society. Under this background, the Japan, as the member of ILO, and our country, not the member of ILO, have successively formulated “Gender Equality In Employment Act” and “Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment” to safeguard the female Labor Rights. This thesis want to inquire into that what does the safeguard of female Labor Rights which the two acts provided? Whether enough? As well as, what different or common place dose exist between the two acts? Moreover, are there some the variance between the safeguard situations, which the female laborer feel actually in the work place between that which the act has stipulated? Also, female laborer‘s understanding about the act and the application situation and so on, is the research point of this thesis.. This thesis consists of five chapters. Chapter one is introduction which describes the background, motivation, method, limit, noun explanation of investigation. The second chapter is the antecedence research. In it, the first section inspects the work right theory and discovers the best definition of the work right, and includes the connotation of the female Labor Rights ,and the second section reviews the theory related to the labor market discrimination against the feminine to understand the theory background and the structure of the female discrimination, and the third section proposes the characteristic and the essential factor about that the feminine hinder themselves from succeeding to discuss, and provides the opportunity for the female laborer to ponder and strengthen their weakness. The first section and the second of the third chapter review respectively the article of “Gender Equality In Employment Act” and “Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment “to clear the situation about the female Labor Rights safeguard and the third section compares for this two acts’ contents and questions. The fourth chapter analyses the questionnaire survey result about the Taiwan female worker, and its goal is to understand the female understanding degree of “Gender Equality In Employment Act” and investigates its real state about the Labor Rights, moreover also investigates the feminine competition in the work place. The fifth chapter is the conclusion, which discovered and proposes the advice for the government, the enterprise and feminine worker, finally explains for the next topic. The final goal of the present paper hoped to make some contribution for the female Labor Rights and Gender Equality In Employment Act and Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment with less production, and takes the advantage of this to arouse the female‘s attention to their Labor Rights.
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Charest, Eric André. "Programme d’accès à l’égalité : réactions managériales au cadre légal québécois pour combattre la discrimination." Thèse, 2012. http://hdl.handle.net/1866/8996.
Full textAbstract:
En 1985, la Charte des droits et libertés de la personne (L.R.Q., ch. C-12) du Québec était amendée afin d’inclure une nouvelle section consacrée aux programmes d’accès à l’égalité (PAE). Cet ajout résulte du constat d’une situation d’inégalité sur le marché du travail québécois pour les membres de certains groupes, en raison de motifs illicites de discrimination. Concrètement, on observe une certaine ségrégation professionnelle, de faibles revenus moyens et des conditions précaires d’emploi.
L’objectif des PAE est de redresser la situation de groupes victimes de discrimination; pour réaliser cet objectif, ils autorisent la mise en œuvre de mesures spécifiques à l’intention de ces derniers. Plusieurs types de PAE ont été mis en place par les gouvernements québécois successifs afin d’élargir leur champ d’application. Parmi ces différents types de PAE, cette étude se concentre sur ceux associés à l’obligation contractuelle qui obligent toutes les organisations qui emploient 100 employés ou plus et qui obtiennent un contrat ou une subvention du gouvernement du Québec d’une valeur de 100 000 $ et plus, à développer et à mettre en œuvre un PAE. Il s’agit de la principale forme de PAE touchant les organisations privées.
Quatre groupes cibles sont identifiés dans ces PAE : les femmes, les membres des minorités visibles, les Autochtones et les personnes handicapées. Parmi ceux-ci, compte tenu de la croissance importante de ce groupe et des situations souvent aiguës de discrimination qu’ils vivent sur le marché du travail québécois, l’attention sera portée sur le groupe des minorités visibles.
Très peu de recherches ont été réalisées sur ces PAE en raison d’une obligation de confidentialité de résultats complète. Les rares études effectuées jusqu’à présent ont constaté des progrès très inégaux entre les employeurs : alors qu’un petit nombre d’organisations semblaient progresser rapidement dans l’atteinte de leurs objectifs, la vaste majorité stagnait ou encore progressait très lentement. Ce constat menait à s’interroger sur les facteurs, autres que le cadre juridique, qui peuvent expliquer le niveau de conformité aux objectifs.
En se basant sur une analyse de contenu d’entrevues semi-dirigées menées auprès de gestionnaires responsables des PAE dans 31 organisations privées de la région de Montréal, plusieurs facteurs des environnements externes et internes des organisations, ont été identifiés pour expliquer les niveaux de conformité aux objectifs qualitatifs. Parmi les facteurs positivement reliés, on remarque l’engagement des membres de la haute direction en faveur des PAE, la mise en place d’un système d’imputabilité et la perception de certains bénéfices liés à la diversification des effectifs. Au contraire, la confusion entre l’égalité et l’équité, le fait de privilégier les mouvements internes de personnel et les biais des gestionnaires de première ligne semblent être négativement reliés à l’atteinte des objectifs qualitatifs.
Ces résultats démontrent l’importance que prennent les facteurs liés à l’environnement interne, surtout lorsque le cadre juridique est peu contraignant et que les gestionnaires croient que les probabilités de sanctions sont faibles.
En se basant sur ces résultats, une série de recommandations est proposée, afin d’améliorer les PAE, mais aussi afin d’améliorer la compréhension des gestionnaires des ressources humaines sur ce qu’est la discrimination en emploi et les moyens les plus appropriés pour la combattre.In 1985, the Charter of Human Rights and Freedoms (R.S.Q., ch. C-12) of Québec was amended to include a new section dedicated to Programme d’accès à l’égalité (PAE). This addition was the result of the recognition of a situation of durable inequality in the Quebec job market for members of certain groups, based on prohibited grounds of discrimination. This inequality manifests itself by a phenomenon of occupational segregation, low average incomes and precarious conditions of employment. The goal of the PAE is to correct the situation of discriminated groups. In order to achieve this objective, they allow for the implementation of specific measures for the latter. Several types of PAEs have been set up by successive Québec governments to broaden their scope. Among these different types of PAE, this study focuses on those related to the contractual obligation that require all organizations that employ 100 employees or more that obtain a contract or a grant from the Québec government with a value of $ 100 000 and more, to develop and implement an PAE. This is the main form of PAE affecting private sector organizations. Four target groups are identified in the PAE: women, visible minorities, aboriginal people and persons with disabilities. Of these groups, given its significant growth and the often acute situations of discrimination they face in the Québec labor market, the focus will be on the visible minorities. Very little research has been conducted on the PAE mainly because of a strict obligation of confidentiality of results. The few known studies to date have found very uneven progress among employers: while a few organizations seem to make rapid progress in achieving their goals, the vast majority of them are stagnating or progressing very slowly. This observation led to question the factors other than the legal framework that could explain the level of compliance with the objectives of PAE. Based on a content analysis of semi-structured interviews conducted with the managers responsible for implementing PAE in 31 private organizations in the Montreal region, several factors from the external and internal environments of these organizations have been identified to explain the level of compliance with the qualitative objectives. Among the factors positively associated, we note the commitment of senior management toward the PAE, the establishment of a system of accountability, and the perception of certain benefits associated with the diversification of the workforce. On the other hand, the confusion between equality and equity, a commitment to internal mobility of employees and strong biases of the front-line managers all seem to be negatively related to the achievement of the qualitative objectives. These results demonstrate the importance of taking into account the factors related to the internal environment of organizations in order to understand the process of compliance. This should especially be the case when the legal framework is not very restrictive and when the managers tend to believe that the probability of being sanctioned is low. Based on these results, a series of recommendations are proposed to improve the PAEs but also to improve the understanding of human resource managers on what constitutes discrimination in employment and the most appropriate way to address the issue.
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Pešatová, Veronika. "Role občanského sektoru při realizaci inovativních projektů a jejich přínos." Master's thesis, 2015. http://www.nusl.cz/ntk/nusl-353898.
Full textAbstract:
The thesis addresses subject of innovative projects of NGOs in the field of parental support to return to the labour market after maternity leave. The main purpose of the thesis is to deliver a report about the role of the NGO in the process of implementation of innovative projects by using case studies. The objective of the thesis is to identify outcomes and level of innovation of these projects on the basis of testimonies of active participants. The theoretical part of the thesis describes NGOs and their basic functions, definition of innovation, and definition of social innovation. Another part of the thesis discusses issues related to the return to the labour market after maternity leave, family politics in the Czech Republic, and its support in the form of the Structural Funds of the European Union. Main findings of the research is that NGOs in the Czech Republic have mainly linking function between individuals and corporations. Networking enables mutual exchange of information and experience. It is a highly important contribution of these projects. Key words Civil Society, Civil Sector, Non-profit Sector, Function of NGO's, Innovation, Social Innovation, Labour Market, Equal Employment Opportunity, Work Life balance.
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Hlongwane, Paulus. "The implementation of affirmative action policy within the Pretoria District of the South African Police Service." Diss., 2013. http://hdl.handle.net/10500/9849.
Full textAbstract:
The primary aim of this study was to investigate the implementation of the affirmative action
policy within the Pretoria district of the South African Police Service. There is a need to
examine and understand how the SAPS remove unfair discrimination in recruitment and
selection processes in the implementation of affirmative action measures. Prior to 1994 the
South African Police Force was male dominated and racism was fully institutionalised. Black
people (Africans, Indians and coloureds), women and disabled people were marginalised and
denied appropriate employment and advancement opportunities. The focus of the study was
to identify challenges or problems encountered by the SAPS during the implementation of
affirmative action policy; propose the strategies through which the SAPS can address
discrimination in personnel staffing processes; and to assess and describe the criteria utilised
by the SAPS in identifying the beneficiaries of affirmative action. The study includes the
survey of international and national literature on the implementation of affirmative action.
The study was conducted at 35 police stations within the district of Pretoria. The survey
questionnaires were distributed to the respondents whereby three hundred and seventy (370)
returned completed questionnaires, meeting the required sample figures. The respondents
were selected by using a quota sampling. Qualitative research methodology was utilised in
the interpretation and analysis of data. In addition, data was also collected through the
documentary study.
The major findings of this study illustrated that job requirements and responsibilities are
seldom adjusted to accommodate disabled people. The communication of affirmative action
policy is seen by respondents as being problematic. Respondents believe that affirmative
action discriminates against certain groups within the disadvantaged groups. The research has
divulged that the usage of interviews and involvement of supervisors in interview panels
would minimise unfair discrimination in the allocation of promotional positions. Diversity
management is not fully implemented to support affirmative action. People of all races are
not employed to positions on the basis of their qualifications, experience and competencies as
they deserve. The SAPS does not consider academic qualifications as criterion in the
allocation of promotions.Public Administration & Management
M. Admin. (Public Administration)