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Littérature scientifique sur le sujet « Sex discrimination in employment – Spain »

Auteur : Grafiati

Publié le 10 mars 2023

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Articles de revues sur le sujet "Sex discrimination in employment – Spain"

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Davison, Heather K., et Michael J. Burke. « Sex Discrimination in Simulated Employment Contexts : A Meta-analytic Investigation ». Journal of Vocational Behavior 56, n^o 2 (avril 2000) : 225–48. http://dx.doi.org/10.1006/jvbe.1999.1711.

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Seiden, Richard H., et Molly Gleiser. « Sex Differences in Suicide among Chemists ». OMEGA - Journal of Death and Dying 21, n^o 3 (novembre 1990) : 177–89. http://dx.doi.org/10.2190/buab-6twh-mrqm-bk74.

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Suicides among twenty-eight female chemists and among sixty-three male chemists were investigated for age, marital status, educational qualifications, type of employment, minority status, chemical specialties, and method of suicide. Although work played a significant part in suicides by both males and females, there were marked sex differences. Isolation, the leading work-related factor, occurred more frequently and with greater intensity among women. Similarly, while the majority of women suffered some form of sex discrimination, none of the men did. The leading nonwork-related causes were interpersonal problems and mental illness, the latter also more common among women. Low self-esteem coupled with high achievement orientation was a dangerous combination of personality characteristics found twice as frequently in suicides by female as by male chemists. In conclusion, suicide prevention guidelines are proposed.

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Cruz-Morato, Marco Antonio, Josefa García-Mestanza et Carmen Dueñas-Zambrana. « Special Employment Centres, Time Factor and Sustainable Human Resources Management in Spanish Hotel Industry : Can Corporate Social Marketing Improve the Labour Situation of People with Disabilities ? » Sustainability 13, n^o 19 (27 septembre 2021) : 10710. http://dx.doi.org/10.3390/su131910710.

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Background: Low-quality jobs, long working hours and difficult scheduling of hours have been usually reported in the hotel industry. The situation is more difficult for people with disabilities (PWD), even more in the COVID-19 crisis, especially in terms of labour inclusion (due to the labour discrimination usually suffered by this collective). Thus, Special Employment Centres (SEC) have been created in Spain to spread protected employment of PWD. Although they are improving the situation in the short term, the long-term impact developing sustainable employment is not clear. The objective of this paper is to analyze the Spanish situation, the possible differences between sheltered employment and the ordinary labour market, how SEC could be improving (or not) their labour situation in the hotel sector in the long term, and the potential of incorporating Corporate Social Marketing to overcome the problem. Methods: A content bibliographic analysis has been carried out according to the latest research about this topic, using a ProKnow-C methodology. Results: There seems to be two different groups of papers (supply and demand sides), being the supply side one (focused on HR practices about PWD inclusion and managers’ perceptions of workers with disabilities) more related to our research objective. Furthermore, few articles were found about SEC and Corporate Social Marketing in relation to this topic, highlighting the originality of this research approach. Conclusions: According to our bibliographic portfolio, the presence of labour discrimination in the regular market is more evident; and, in the long term, two opposite situations could be happening simultaneously: (a) SEC would be reinforcing the social stigma, hindering the labour situation of PWD; (b) SEC could be changing the social perspectives of clients and all society in a positive manner. Therefore, it would be necessary to go in-depth into the present subject, from an academic but also practical perspective, incorporating an innovative Corporate Social Marketing approach in order to shed new light on this issue and improving effective sustainable employment of PWD.

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Sur, Gina, et Brian H. Kleiner. « Sex Discrimination in Employment : Everyone's Problem ». Equal Opportunities International 14, n^o 6/7 (juin 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 (décembre 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, n^o 1 (1 mars 1997) : 51–61. http://dx.doi.org/10.1093/ilj/26.1.51.

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Skaggs, Sheryl, et Jennifer Bridges. « Race and Sex Discrimination in the Employment Process ». Sociology Compass 7, n^o 5 (17 avril 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, n^o 3 (mars 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, n^o 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, n^o 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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Thèses sur le sujet "Sex discrimination in employment – Spain"

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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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Livres sur le sujet "Sex discrimination in employment – Spain"

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Amuedo-Dorantes, Catalina. The impact of gender segregation on male-female wage differentials : Evidence from matched employer-employee data for Spain. Bonn, Germany : IZA, 2005.

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1935-, Stone Marilyn, et Benito-Vessels Carmen, dir. Women at work in Spain : From the Middle Ages to early modern times. New York : Peter Lang, 1998.

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

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O'Connor, Kevin, et Melvina C. Ford. Sex discrimination in employment. 4^e éd. [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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Kate, Poulton, et Legal Action Group, dir. Sex and race discrimination in employment. (London) : Legal Action Group, 1987.

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

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Lin, Spicer, dir. Sex discrimination at work. Birmingham : CLT Professional Publishing, 1995.

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

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Chapitres de livres sur le sujet "Sex discrimination in employment – Spain"

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Date-Bah, Eugenia. « Sex Segregation and Discrimination In Accra—Tema : Causes and Consequences ». Dans 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, et Astra Emir. « 16. Sex discrimination ». Dans 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, et Astra Emir. « 16. Sex discrimination ». Dans 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., et Deborah E. Rupp. « Sex-Specific Workplace Discrimination ». Dans 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., et Deborah E. Rupp. « Title VII Legal Scenarios for Sex Discrimination and Sexual Harassment ». Dans 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 ». Dans 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 ». Dans 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, et Astra Emir. « 17. Sex-related characteristics (gender reassignment, marital status, pregnancy, sexual orientation) ». Dans 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 et Owen Warnock. « 4. Discrimination in employment ». Dans 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 et Owen Warnock. « 4. Discrimination in employment ». Dans 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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Rapports d'organisations sur le sujet "Sex discrimination in employment – Spain"

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National report 2009-2019 - Rural NEET in Spain. OST Action CA 18213 : Rural NEET Youth Network : Modeling the risks underlying rural NEETs social exclusion, décembre 2020. http://dx.doi.org/10.15847/cisrnyn.nres.2020.12.

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This report outlines in detail the situation of rural Youths Neither in Employment, nor in Education or Training (NEET) aged between 15 and 34 years old, over the last decade (2009-2019) in Spain. To do this, the report utilised indicators of: youth population; youth employment and unemployment; education; and, NEETs distribution. The characterisation of all indicators adopted the degree of urbanisation as a central criterion, enabling propor-tional comparisons between rural areas, towns and suburbs, cities and the whole country. These analyses are further divided into age subgroups and, where possible, into sex groups for greater detail.The statistical procedures adopted across the different selected dimensions involve: des-criptive longitudinal analysis; using graphical displays (e.g., overlay line charts); and, the calculation of proportional absolute and relative changes between 2009 and 2013, 2013 and 2019, and finally 2009 and 2019. These time ranges were chosen to capture the in-dicators evolution before and after the economic crisis which hit European countries. All data was extracted from Eurostat public datasets.In the last ten years (2009 - 2019) a significant portion of the Spanish youth population has migrated from rural areas to cities and towns. This migration trend could be explained by the economic crisis which impacted upon Spain from 2008 onwards. Data shown in this report makes visible the vulnerability of rural NEET youth to these downturns from 2009 to 2013. In line with this, Early-school leaving (ESLET) and unemployment rates in rural areas were more pronounced in 2013 and the following years for rural youth in comparison with youth living in urban areas and towns. However, in the last two years (2017-2019) there has been a sharp decrease in these indicators placing youth living rural areas, on average, in line with the rest (i.e., an average NEET youth rate in Spain 15% versus 16% for rural areas).

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