Teses / dissertações sobre o tema "Employment discrimination law"
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Gixana-Khambule, Bulelwa Judith. "Unfair discrimination in employment". Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/359.
Texto completo da fonteOosthuizen, Tania. "Discrimination based on age in labour law". Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19484.
Texto completo da fonteLoyson, Madeleine. "Substantive equality and proof of employment discrimination". Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1059.
Texto completo da fonteVoges, Sarah M. (Arisa). "Discrimination in the workplace". Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52238.
Texto completo da fonteSome digitised pages may appear cut off due to the condition of the original hard copy
ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace.
AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.
Currie, Eilidh. ""What's the Alternative?": Attitudes of Discrimination Investigators Toward the Efficacy of Anti-Discrimination Law". Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108767.
Texto completo da fonteAmerican discrimination law is a paradox: it attempts to eradicate discrimination – an inherently systemic problem impacting the most marginalized groups – using bureaucratic procedures. As a result, public servants tasked with investigating violations of discrimination law must pursue the fulfillment of such a sweeping goal through incremental means, adhering to laws that define discrimination narrowly. There is an extensive literature arguing that this misalignment between the law’s driving goals and its methods of enforcement renders it ineffective; there is also considerable research on the public servant’s unique position in this sense. Applying these literatures together to twelve discrimination investigators at three state-level commissions, it seems investigators are aware of the law’s limitations, but are able to close the gap between the bureaucratic nature of their work and its driving goals by rationalizing these limitations, allowing them to remain idealistic about the efficacy of the law
Thesis (BA) — Boston College, 2020
Submitted to: Boston College. College of Arts and Sciences
Discipline: Departmental Honors
Discipline: Sociology
Roseberry, Lynn M. "The limits of employment discrimination law in the United States and European Community /". Copenhagen : DJØF Publ, 1999. http://www.gbv.de/dms/spk/sbb/recht/toc/320896250.pdf.
Texto completo da fonteGregory, 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.
Texto completo da fonteDlamini, David Vusi. "A comparative study of employment discrimination in South Africa and Canada". Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/330.
Texto completo da fonteValette, Delphine. "Protection against employment HIV-testing and HIV/AIDS related discrimination : the potential and limitations of UK anti-discrimination law". Thesis, University of Bristol, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391178.
Texto completo da fonteRistow, Liezel. "Sexual harassment in employment". Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/341.
Texto completo da fonteFehr, Stephanie Simone. "Religious discrimination in employment : a comparative analysis of the law in the UK, France and Germany, with reference to international and supranational law". Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/religious-discrimination-in-employment--a-comparative-analysis-of-the-law-in-the-uk-france-and-germany-with-reference-to-international-and-supranational-law(8e48aa3c-2233-4169-8dec-4d8436ebe43d).html.
Texto completo da fonteRach, 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/.
Texto completo da fonteSmith, Olivia. "Constructs of disability and discrimination in anti-discrimination law : a comparative critique of the Americans with Disabilities Act and Ireland's Employment Equality Act". Thesis, University of Edinburgh, 2007. http://hdl.handle.net/1842/25205.
Texto completo da fonteOdeyemi, Hannah Olubunmi. "A comparison between the approaches to unfair discrimination in employment in South Africa and Nigeria". Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1012054.
Texto completo da fonteLake, Rosalind. "Discrimination against people with mental health problems in the workplace : a comparative analysis". Thesis, Rhodes University, 2006. http://hdl.handle.net/10962/d1005712.
Texto completo da fonteCarlson, 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.
Texto completo da fonteKIM, PILKYU. "EMPLOYMENT OF ALIENS IN THE UNITED STATES: A QUESTION OF DISCRIMINATION AS EVALUATED UNDER STANDARDS OF INTERNATIONAL LAW". Diss., The University of Arizona, 1985. http://hdl.handle.net/10150/184198.
Texto completo da fonteO'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/.
Texto completo da fonteBuck, Trevor. "Age discrimination in employment : a comparative study of the law in the United States and the United Kingdom". Thesis, Lancaster University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.504243.
Texto completo da fonteLoots, Barbara Evelyn. "Geslag en Regstellende Aksie in die Werkplek". Thesis, Link to the online version, 2005. http://hdl.handle.net/10019/1092.
Texto completo da fonteKleps, 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.
Texto completo da fonteLuck, Kristen. "The Nail That Sticks Up Isn't Always Hammered Down: Women, Employment Discrimination, and Litigiousness in Japan". VCU Scholars Compass, 2019. https://scholarscompass.vcu.edu/etd/5842.
Texto completo da fonteBlackham, Alysia Paige. "Extending working life for older workers : an empirical legal analysis of age discrimination laws in the UK". Thesis, University of Cambridge, 2015. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.709060.
Texto completo da fonteBenihoud, Yasmina. "Regard critique sur le droit français du harcèlement sexuel au travail à la lumière du droit américain et du droit canadien". Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=42288.
Texto completo da fonteFirst, while American law and Canadian law understand clearly sexual harassment as a form of sex discrimination, the French approach is more ambiguous. It appears that the French legislator understands sexual harassment more as an infringement to freedom than a form of sex discrimination.
Second, the French legislator has defined sexual harassment in a more restrictive way than in North America. While American law and Canadian law prohibit hostile harassment and sexual harassment by colleagues, these forms of sexual harassment are not prohibited in French law. Finally, on the question of the employer's liability, the French approach is more "timid" than in American law and in Canadian law.
The French legislator has justified its more restrictive approach to the problem of sexual harassment in comparison with the North-American position by two arguments: the fear of the "American 'drift'" and the peculiarity of the relationships between women and men in France. However, it is argued that the choice of the French legislator is not convenient because it leaves a significant number of victims outside the scope of the law, and is not clear enough on the employer's obligations. Furthermore, it is maintained that both arguments of the legislator are more caricatural than real.
Meyer, Malcolm James. "Challenges facing the implementation of the employment equity act in public FET colleges in the Western Cape". Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/1949.
Texto completo da fonteThe apartheid system caused severe pain, injustice and financial loss to the majority of South African people. To redress the aftereffects of racial discrimination in the workplace, the Employment Equity Act (EEA) of 1998 was established. While there is some research on the challenges of implementing the EEA legislation in universities, there is a paucity of research on the difficulties faced by Further Education and Training (FET) Colleges. The purpose of this research project was to investigate the extent to which the EEA has been implemented in public FET Colleges located in the Western Cape Province, with the specific objective of identifying possible barriers to the implementation of the EEA in these Colleges. The research question was: What types of challenges1, or barriers (if any), exist in the implementation of the EEA in public FET Colleges in the Western Cape? This study is informed by critical social theory. The design of research in this study is both qualitative and quantitative. Data were collected from Deputy Chief Executive Officers (Corporate Services), Human Resources Managers and Campus Heads from each of the four Colleges. Semi-structured, open-ended interviews and documentary analysis were used. Data were analysed quantitatively and qualitatively. Four of the six FET Colleges in the Western Cape Province were selected on the basis of their geographical location and the diversity of their personnel. Results revealed that in public FET Colleges in the Western Cape, white males and coloured females dominate top management positions. Data further showed that the Indian group is the least represented at both top and bottom levels of these FET Colleges. Although white females are fewer than their coloured female counterparts in top positions, they are nonetheless more than double the number of their black female counterparts. These results have serious implications for implementation of EEA legislation in general, and in the Western Cape specifically.
Laher, Ismail. "A critical analysis of employment equity measures in South Africa". Thesis, Rhodes University, 2007. http://hdl.handle.net/10962/d1003195.
Texto completo da fonteLedwaba, Lesetsa Joel. "Dismissal due to pregnancy". Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/433.
Texto completo da fonteMelnick, Elaine Millar. "Women's employment, sex discrimination, and the law : legal and administrative remedies in Great Britain, with some reference to the United States". Thesis, University of Surrey, 1986. http://epubs.surrey.ac.uk/688/.
Texto completo da fonteRangoato, Sello Joshua. "Discrimination based on HIV/AIDS status in the workplace". Thesis, University of Limpopo, Turfloop Campus, 2013. http://hdl.handle.net/10386/1108.
Texto completo da fonteThis mini-dissertation outlines the protection of rights of people living with HIV/AIDS in the workplace. It will highlight the fact that people living with HIV/AIDS can perform the work as long as they medically fit. It will show the need to promote anti discriminatory laws in the workplace. People think that HIV/AIDS can be transmitted through casual contact but that will be shown in the study that HIV/AIDS can not be transmitted by casual contact. The mini-dissertation also outlines the need to educate employees about their rights more particularly those living with HIV/AIDS in the workplace. Therefore policies such as affirmative action must be implemented to affirm several advantages to people living with HIV/AIDS. Equality is what people must enjoy in the country in terms of section 9 of the Constitution including people living with HIV/AIDS.
de, Plevitz Loretta R. "The failure of Australian legislation on indirect discrimination to detect the systemic racism which prevents Aboriginal people from fully participating in the workforce". Thesis, Queensland University of Technology, 2000. https://eprints.qut.edu.au/29025/1/Loretta_de_Plevitz_Thesis.pdf.
Texto completo da fontede, Plevitz Loretta R. "The failure of Australian legislation on indirect discrimination to detect the systemic racism which prevents Aboriginal people from fully participating in the workforce". Queensland University of Technology, 2000. http://eprints.qut.edu.au/29025/.
Texto completo da fonteGriffith, David. "Blind justice? : an investigation into the social and economic effectiveness of discrimination law in the delivery of fair employment for visually impaired people". Thesis, London Metropolitan University, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.590112.
Texto completo da fonteTrinkle, Daniel. "Comparative Views on Age Discrimination Within Appellate Court Decisions: Utilizing Werner and Bolino’s Framework". Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/honors/609.
Texto completo da fonteHervey, Tamara K. "Justifications for sex discrimination in employment : a comparative study of the law of the European Community, in the United Kingdom, the United States of America and the Federal Republic of Germany". Thesis, University of Sheffield, 1992. http://etheses.whiterose.ac.uk/2957/.
Texto completo da fonteKasika, Richard. "The defence of inherent requirements of the job in unfair discrimination cases". Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/450.
Texto completo da fonteLowery, Christina. "Protection or Equality? : A Feminist Analysis of Protective Labor Legislation in UAW v. Johnson Controls, Inc". Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc279082/.
Texto completo da fonteNdema, Yondela. "A critical analysis of the law on sexual harassment in the workplace in South Africa in a comparative perspective". Doctoral thesis, University of Cape Town, 2007. http://hdl.handle.net/11427/26615.
Texto completo da fonteMgcodo, Yolanda Thandile. "Affirmative action in terms of the Empolyment Equity Act". Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/356.
Texto completo da fonteLawlor, Ryan Mark. "Vicarious and direct liability of an employer for sexual harassment at work". Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/825.
Texto completo da fonteMuzuva, Arthurnatious. "Vicarious libality for sexual harassment at work". Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1011386.
Texto completo da fonteNcume, Ali Zuko. "The programmatic enforcement of affirmative action". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/5521.
Texto completo da fonteHoward, Ryan Michael. "A clarification of the use of multiple regression analysis in meeting the burden of proof in compensation discrimination litigation". Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50238.
Texto completo da fonteENGLISH ABSTRACT: The new set of employment equity laws call for South African organisations to justify their compensations systems. During compensation discrimination litigation, evidence is required to support arguments put before the court in order to meet the burden of proof. The similarity between foreign and domestic legal systems, suggests that the operational implications of foreign legislation will also be relevant to South Africa. This raises the debate as to the nature of fairness in the compensation context, the debate of comparable worth and the use of multiple regression analysis. The organisation must present to the court evidence to show that the choice of compensable constructs, their measurement and application does not discrimination directly or indirectly based on group membership. Multiple regression analysis, a statistical method to model the compensation system, is fraught with difficulties and misunderstanding. It is nevertheless the most appropriate method to investigate compensation fairness. Comparable worth and multiple regression analysis require assessment in the South African context. The issues, which hindered the successful use of multiple regression analysis abroad, are reviewed in order to smooth its entry into South African litigation. A framework is presented based on literature and case law whereby all parties concerned can produce and evaluate such evidence
AFRIKAANSE OPSOMMING: Die nuwe Anti-Diskrimineringswetgewing verlang van Suid-Afrikaanse organisasies om salarisstelsels te regverdig. Gedurende salarisdiskriminasielitigasie word bewys verlang om die bewyslas oor te dra. Die gelyksoortigheid van buitelandse en binnelandse regstelsels gee te kenne dat die operatiewe implikasies van buitelandse wetgewing relevant tot Suid-Afrika sal wees. Dit bevraagteken die aard van billikheid in die kompensasie konteks, die debat van vergelykbare waarde en die gebruik van veelvoudige regressieontleding. Die betrokke party moet bewys aan die hof toon om te bevestig dat die keuse van vergoedingskonstruksie, sowel as die meting en toepassing daarvan, nie onregverdig diskrimineer, ten opsigte van demografiese groepe me. Veelvoudige regressieontleding 'n statistiese metode wat gebriuk kan word om die salarissisteem voor te stel. Alhoewel dit vele onduidelikhede bevat, is dit steeds die mees toepaslike metode om salarisbillikheid te ondersoek. Vergelykbare waarde en meervoudige regressieontleding is in die Suid-Afrikaanse konteks geëvalueer. Die aspekte wat die sukses van die gebruik van meervoudige regressieontleding in ander lande verhinder het, is ondersoek en geëvalueer om die toekomstige toepassing daarvan in Suid-Afrika te vergemaklik. 'n Raamwerk gebaseer op literatuur en gevalle studies word voorgestel, waar al die betrokke partye sodanige bewys kan produseer en evalueer.
Burton, Colin Peter. "The legal consequences of failure to give effect to affirmative action measures". Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1012904.
Texto completo da fontePapu, Mzimkulu Gladman. "The obligation on employers to effect affirmative action measures". Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19738.
Texto completo da fonteSereno, Sophie. "Le défenseur des droits et les discriminations dans l'emploi". Thesis, Aix-Marseille, 2015. http://www.theses.fr/2015AIXM1049.
Texto completo da fonteSince twenty years, the non-discrimination law continues to enhance specially under the influence of the International and European Law. The multiplication of the norms isn’t however sufficient to achieve the desired effect ; their complexity even makes this law difficult to access for the employees as well as for the employers. The creation of an independent authority (2004), in charge of fighting against discrimination and promoting equality, has strongly contributed to improving the protection overall. The absorption of the Halde by the Defender of rights (2011) could have created a doubt regarding maintaining the objective of fighting against discriminations at work. It is not. The action of this new constitutional authority is involved in the effectiveness of the broad legal spectrum in this area. Evidenced by its contribution to the mobilization and the enhancement of the substantive law and the reinforcement of public action against discrimination in employment, which are probably the largest and therefore significant. If the political question (and constitutional) remains to determine if the the Defender of rights could become a counterpower, it appears that, legally, he helps to enrich the substance of the right of non-discrimination while working on the reinforcement and the multiplication of actions to enabling it’s implementation, especially in employment
Calvey, Jo. "Women's experiences of the workers' compensation system in Queensland, Australia". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2002. https://ro.ecu.edu.au/theses/731.
Texto completo da fonteNconco, Mpumelelo. "Substantive equality and affirmative action in the workplace". Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/1617.
Texto completo da fonteAbstract
Aberceb, Carvalho Gatto Maria Luiza. "Endogenous institutionalism and the puzzle of gender quotas : insights from Latin America". Thesis, University of Oxford, 2016. https://ora.ox.ac.uk/objects/uuid:5859e964-af84-4f1e-a9e9-d2157b95db3b.
Texto completo da fonteVenter, Trace Joan. "White women's long 'work' to freedom : an analysis of the inconsistencies surrounding the inclusion of white women in affirmative action". Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50229.
Texto completo da fonteENGLISH ABSTRACT: Since 1994 the new ANC led South African Government has introduced a number of policies that have been aimed at promoting equality in all spheres of life including the employment sector. Forming an important part of these policies has been the upliftment of women who were severely discriminated against under the former Apartheid government. But in recent years uncertainty has risen over whether white women should be included in these upliftment policies. The research problem this thesis tries to address consists of two related problems. Firstly inconsistency seems to exist between the government's two different upliftment policies namely Affirmative Action and Transformation with regards to the inclusion of white women. The second problem is that inconsistency exists between people's opinions over whether white women should be included in policies aimed at promoting equality in the employment sector. This thesis used both qualitative and quantitative methods to address the research problem. With regards to the first problem this thesis studied Affirmative Action legislation the most important being the Employment Equity Act as well government's Transformation policies the most important being the Black Economic Empowerment Act in order to identify the inconsistencies that exist between the two. In order to address the second problem this thesis studies the qualitative arguments of academics for and against the inclusion of white women in Affirmative action. Two case studies are also included which identify the experiences of African and white women in the employment sector under Affirmative Action. Once this is done this thesis moves onto a quantitative method of measurment by study the results of the Markinor M-Bus survey conducted in 2004 in order to identify the opinions of the general South African population with regards to the inclusion of white women in Affirmative Action. The results of the M-Bus survey is also used to test the hypotheses introduced in this thesis. These hypotheses aim at identifying whether demographic variables affect South African's opinions on the inclusion of white women in Affirmative Action. Six demographic variables were studied namely race, gender, political party support, education, income and age. This thesis clearly finds that Affirmative Action and Black Economic Empowerment do not correspond with each other with regards to the inclusion of white women in Affirmative Action. While this thesis identifies that tension exists between academics supporting the inclusion of white women in Affirmative Action and those opposing it, it argues that it is difficult to discem which group is right especially when this thesis tries to maintain an objective position. After studying the results of the M-Bus survey this thesis finds that overall the general South African population is seen to oppose the inclusion of white women in Affirmative Action. After testing the hypotheses this thesis also finds that age and gender do not affect South African's opinions with regards to the inclusion of white women in Affirmative Action. They therefore do not play the role of independent variables. Education, income, political party support and race are found to play the role of independent variables. This thesis argues that these four demographic variables are all components forming a larger composite independent variable in the study. This thesis also argues that some of these demographic variables may play the role of more significant independent variables than others. Race is argued as being possibly the most significant independent variable within this composite independent variable affecting income, political party and education. It is also seen to affect gender and age. Education is also argued by this thesis as possibly being a more signi ficant independent variable than income and political party support. This thesis concludes by arguing that education could possibly replace race in the future as the most significant independent variable which affects the opinions of South Africans with regards to the inclusion of white women in Affirmative Action. This would have a positive affect it could narrow the racial cleavage existing between race groups in South Africa today. This thesis also concludes by arguing that the inconsistency that exists between Affirmative Action and the Government's Transformation policies as well as the polarization of opinions between South Africans with regards to the inclusion of white women in Affirmative Action has a negative affect on democratic consolidation.
AFRIKAANSE OPSOMMING: Sedert 1994 het die nuwe Suid-Afrikaanse regenng, onder leiding van die ANC, verskeie nuwe beleide in werking gestel wat daarop gemik is om gelykheid in alle sfere van die samelewing te bevorder, insluitende die indiensneming-sektor. 'n Belangrike deel van hierdie beleide is die opheffing van vroue, teen wie daar swaar gediskrimineer was tydens die Apartheid regering se bewind. Daar het egter in die onlangse verlede onsekerheid onstaan oor die insluiting van blanke vroue in hierdie opheffingsbeleide. Die navorsingsprobleem wat deur hierdie tesis aangespreek word bestaan uit twee verwante probleme. Eerstens blyk dit dat daar 'n teenstrydigheid bestaan tussen die regering se twee opheffingsbeleide, Regstellende Aksie en Transformasie, wat die insluiting van blanke vroue betref. Die tweede probleem is die meningsverskil wat bestaan in die openbare mening oor die insluiting van blanke vroue in beleide wat daarop gemik is om gelykheid te bevorder in die indiensneming-sektor. Hierdie tesis het kwalitatiewe sowel as kwantitatiewe metodes gebruik om die navorsingsprobleem aan te spreek. Met betrekking tot die eerste probleem, het hierdie tesis die Regstellende Aksie wetgewing, wat die Wet op Gelyke Indiensneming sowel as die regering se Transformasie beleide, waarvan die Wets op Swart Ekonomiese Bemagtiging die belangrikste is, bestudeer om die teenstrydighede wat tussen die twee is te identifiseer. Kwalitatiewe argumente, vir en teen die insluiting van blanke vroue in Regstellende Aksie, word bestudeer om die tweede probleem aan te spreek. Twee gevalle studies word ook ingesluit wat die ervarings van swart vroue en blanke vroue in die indiensneming-sektor onder Regstellende Aksie identifiseer. Wanneer dit afgehandel is, beweeg die tesis na 'n kwantitatiewe metode van meting deur die resultate van die Markinor M-Bus meningsopname, wat in 2004 plaasgevind het, om die algemene Suid-Afrikaanse publiek se opinies met betrekking tot die insluiting van blanke vroue in Regstellende Aksie te peil. Die resultate van die M-Bus meningsopname word ook gebruik om die hipoteses wat deur hierdie tesis aangebied word te toets. Hierdie hipoteses mik daarna om uit te vind of demografiese veranderlikes Suid-Afrikaners se menings oor die insluiting van blanke vroue in Regstellende Aksie beïnvloed. Ses demografiese veranderlikes word bestudeer, naamlik ras, geslag, ondersteuning van 'n politieke party, opvoeding, inkomste en ouderdom. Daar word duidelik bevind dat Regstellende Aksie en Swart Ekonomiese Bemagtiging nie met mekaar korrespondeer ten opsigte van die insluiting van blanke vrouens in Regstellende Aksie nie. Terwyl hierdie tesis die spanning tussen akademici wat die insluiting van blanke vroue steun en die wat daarteen gekant is erken, stel dit voor dat dit moeilik is om vas te stel watter groep reg is, veral wanneer daar gepoog word om 'n objektiewe beskouing te handhaaf. Namate die resultate van die M-Bus meningsopname bestudeer is, vind hierdie tesis dat die algemene Suid-Afrikaanse publiek gekant is teen die insluiting van blanke vroue in Regstellende Aksie. Nadat die hipoteses getoets is, vind hierdie tesis dat ouderdom en geslag nie Suid- Afrikaners se menings oor die insluiting van blanke vroue in Regstellende Aksie beïnvloed nie. Geslag en ouderdom speel daarom nie die rol van onafhanklike veranderlikes nie. Opvoeding, inkomste, ondersteuning van 'n politieke party en ras speel wel die rol van onafhanklike veranderlikes. Hierdie tesis voer aan dat hierdie vier demografiese veranderlikes almal komponente vorm van a groter, saamgestelde onafhanklike veranderlike. Verder word daar aangevoer dat sommige van hierdie demografiese veranderlikes 'n belangriker rol as ander mag speel. Ras word voorgestel as die mees belangrike onafhanklike veranderlike binne hierdie saamgestelde veranderlike, wat inkomste, ondersteuning van politieke party en opvoeding beïnvloed. Dit blyk ook dat geslag en ouderdom beïnvloed word. Daar word ook aangevoer dat opvoeding moontlik 'n belangriker onafhanklike veranderlike is as inkomste en ondersteuning van 'n politieke party. Die tesis word afgesluit met die argument dat opvoeding in die toekoms ras as die mees belangrike onafhanklike veranderlike kan vervang betreffende die invloed op menings van Suid-Afrikaners ten opsigte van die insluiting van blanke vroue in Regstellende Aksie. Dit sal 'n positiewe invloed hê in die sin dat dit die rasseverdeeldheid wat steeds in Suid-Afrika heers kan verminder. Verder kom hierdie tesis tot die gevolgtrekking dat die teenstrydighede wat tussen Regstellende Aksie en Swart Ekonomiese Bemagtinging bestaan sowel as die polarisasie onder Suid- Afrikaners se menings ten opsigte van die insluiting van blanke vroue in Regstellende Aksie, 'n negatiewe uitwerking op demokratiese konsolidasie het.
Tshiki, Pakamisa Washington. "The unfair labour practice relating to benefits". Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/386.
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