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Relevant bibliographies by topics / Sex discrimination in employment Victoria

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Academic literature on the topic 'Sex discrimination in employment Victoria'

Author: Grafiati

Published: 10 December 2022

Last updated: 29 January 2023

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Journal articles on the topic "Sex discrimination in employment Victoria"

1

Sur, Gina, and Brian H. Kleiner. "Sex Discrimination in Employment: Everyone's Problem." Equal Opportunities International 14, no. 6/7 (June 1995): 54–60. http://dx.doi.org/10.1108/eb010650.

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

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SKIDMORE, P. "COMMENTARY: Sex, Gender and Comparators in Employment Discrimination." Industrial Law Journal 26, no. 1 (March 1, 1997): 51–61. http://dx.doi.org/10.1093/ilj/26.1.51.

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Skaggs, Sheryl, and Jennifer Bridges. "Race and Sex Discrimination in the Employment Process." Sociology Compass 7, no. 5 (April 17, 2013): 404–15. http://dx.doi.org/10.1111/soc4.12037.

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Flynn, Leo. "Book Review: Justifications for Sex Discrimination in Employment." International Journal of Discrimination and the Law 1, no. 3 (March 1996): 299–301. http://dx.doi.org/10.1177/135822919600100309.

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Herbert, Ari. "Portlandia, Ridesharing, and Sex Discrimination." Michigan Law Review Online, no. 115 (2016): 18. http://dx.doi.org/10.36644/mlr.online.115.portlandia.

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

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Herbert, Ari. "Portlandia, Ridesharing, and Sex Discrimination." Michigan Law Review Online, no. 115 (2016): 18. http://dx.doi.org/10.36644/mlr.online.115.portlandia.

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

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McGinley, Ann. "Erasing Boundaries: Masculinities, Sexual Minorities, and Employment Discrimination." University of Michigan Journal of Law Reform, no. 43.3 (2010): 713. http://dx.doi.org/10.36646/mjlr.43.3.erasing.

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

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Roscigno, Vincent J., Lisette M. Garcia, and Donna Bobbitt-Zeher. "Social Closure and Processes of Race/Sex Employment Discrimination." ANNALS of the American Academy of Political and Social Science 609, no. 1 (January 2007): 16–48. http://dx.doi.org/10.1177/0002716206294898.

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Cranmer, Frank, and Scot Peterson. "Employment, Sex Discrimination and The Churches: The Percy Case." Ecclesiastical Law Journal 8, no. 39 (July 2006): 392–405. http://dx.doi.org/10.1017/s0956618x00006694.

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In this paper, the authors present different views of the legal implications of Percy v Church of Scotland Board of National Mission, in which the House of Lords reversed the Court of Session and held that a former minister could sue the Church under the Sex Discrimination Act 1975 and, contrary to previous views, probably had an enforceable contract for services. Cranmer describes the basis for the decision and suggests that it represents a realistic view of the employment status of clergy. Peterson is less optimistic about the decisions legal and practical effects and argues that it undermines the constitutional status of the Church of Scotland as well as overall prospects for religious freedom in Scotland.

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Dissertations / Theses on the topic "Sex discrimination in employment Victoria"

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

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

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

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

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

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

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

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

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

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

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

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

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Books on the topic "Sex discrimination in employment Victoria"

1

Crimes of outrage: Sex, violence and Victorian working women. DeKalb: Northern Illinois University Press, 1998.

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D'Cruze, Shani. Crimes of outrage: Sex, violence and Victorian working women. London: UCL press, 1998.

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3

Leonard, Alice M. Pyrrhic victories: Winning sex discrimination and equal pay cases in the industrial tribunals, 1980-84. London: H.M.S.O., 1987.

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4

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

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

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

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

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8

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

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9

Sex and race discrimination. London: Blackstone Press, 1997.

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10

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

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Book chapters on the topic "Sex discrimination in employment Victoria"

1

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

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

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

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

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

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

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

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

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

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

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

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

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

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Smith, Ian, Aaron Baker, and Owen Warnock. "4. Discrimination in employment." In Smith & Wood's Employment Law, 254–365. Oxford University Press, 2019. http://dx.doi.org/10.1093/he/9780198868538.003.0004.

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This chapter discusses anti-discrimination law in the UK in the employment sphere. After providing a brief history of the development of UK discrimination law, it introduces the Equality Act 2010, explaining the forms of discrimination it covers and how it works. Key concepts of equality law are then discussed, including direct and indirect discrimination, harassment, and victimization. The chapter examines each protected characteristic in turn, highlighting the issues specific to each, including equal pay, sex-discriminatory dress codes, the additional protections against discrimination afforded to disabled people, compulsory retirement ages, and the apparent clash between protections against sexual orientation discrimination and religious discrimination.

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Smith, Ian, Aaron Baker, and Owen Warnock. "4. Discrimination in employment." In Smith & Wood's Employment Law, 244–350. Oxford University Press, 2019. http://dx.doi.org/10.1093/he/9780198824893.003.0004.

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This chapter discusses anti-discrimination law in the UK in the employment sphere. After providing a brief history of the development of UK discrimination law, it introduces the Equality Act 2010, explaining the forms of discrimination it covers and how it works. Key concepts of equality law are then discussed, such as direct and indirect discrimination and unique mechanisms for proving a discrimination claim. After outlining the remedies available in discrimination actions, the chapter then explores issues specific to discrete grounds of discrimination. This analysis tackles sex-discriminatory dress codes, the problem of what counts as an ‘ethnicity’, and the apparent clash between protections against sexual orientation discrimination and religious discrimination. Finally, the specialized approaches to disability and age discrimination under the Equality Act are explained, rounding out a comprehensive and up-to-date coverage of UK employment discrimination law.

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