This dissertation focuses on indirect discrimination against women in employment. It briefly examines the causes of discrimination against women in the workplace. Further it explains the concept of indirect discrimination by tracing its origins in the United States of America and analyses the development of the law of indirect discrimination in the United States until the introduction of the Civil Rights Act of 1991. This analysis involves an examination of the elements involved in proving an indirect discrimination claim and the problems experienced in doing so. The British indirect discrimination laws and cases are then examined to the extent to which Britain deviates from the American approach. The comparative law discussion will indicate the problems that have become an inherent feature of indirect discrimination cases. The problematic nature of proving indirect discrimination necessitates a discussion of the common types of conditions and requirements that indirectly discriminate against women. It is against this background that the present South African legislation on indirect discrimination in employment is analysed and case developments reviewed. Finally, the proposals of the Green Paper on Employment Equity are examined. The recommendations for the introduction of a comprehensive discrimination statute; the introduction of an independent commission; and the formulation of a Code of Good Practice that will provide guidelines to employers, are supported. Further, recommendations are made for a flexible discrimination legislation that provides a broad legal framework which allows for development of the law; the necessity to address issues regarding administration and costs involved in implementing this legislation; the introduction of additional funtions of the independent commission relating to training and access to the law; and the adoption of a statutorily enforced affirmative action policy that addresses the inequalities faced by women in employment. / Thesis (LL.M.)-University of Natal, Durban, 1998.

No abstract available. / Thesis (LL.M.)-University of Natal, Durban, 1998.

No description available.

Previous research has shown that although women outnumber men in public relations, women hold inferior positions, are paid less, and possess less credibility in their organization.Gender and roles in public relations has become a common focus of research for the public relations scholar; however, very few studies have used Q-methodology to gauge attitudes on this subject.Using Q-methodology, 21 public relations practitioners from a variety of organizations in 3 states were asked to sort 48 statements concerning attitudes about gender and roles in the field. Two factors emerged from the results and were labeled: Initiators and Generalists.Results indicated gender was no longer a factor in what roles the practitioner played and roles in public relations were blurring. It suggests further research should focus on differences between generalists and specialists rather than managers and technicians. / Department of Journalism

Care for individuals with a severe mental illness has changed dramatically over the past 50 years. Deinstitutionalization gave patients the opportunity for independence and community reintegration, including employment. Employment specialists play an important role in assisting clients with obtaining employment but there has been limited research investigating employers’ perceptions of employment specialists in the hiring process. 76 undergraduate and graduate students participated in a study in which referral source (employment specialist vs. friend) and criminal history (misdemeanor vs. felony) of an applicant recovering from schizophrenia were manipulated. Participants assumed the role of an employer, reviewed an application for a job (which included a brief video of the applicant and his employment specialist/friend), and made a hiring recommendation. Results showed no significant differences in hiring recommendations when the applicant was referred by his employment specialist than when he was referred by his friend, and criminal history of the applicant also did not play a significant role in hiring recommendations. There appeared to be a ceiling effect in that most participants were affirmative in hiring the applicant, although their prior attitudes toward people with mental illness also correlated with their hiring recommendation. Limitations of the study are discussed and directions for future research include: increasing the sample size, sampling professionals in the community and finding ways that are perhaps more ecologically valid and less susceptible to ceiling effects instead of using hypothetical case vignettes. / Department of Psychological Science

Bakalauro baigiamojo darbo teorinėje dalyje nagrinėjama jaunimo integracijos į darbo rinką politikos įgyvendinimo koncepcija. Minimoje koncepcijoje identifikuojama jaunimo integracijos į darbo rinką politikos kaip viešosios politikos bei viešojo administravimo srities samprata. Apibrėžtas jaunimo integracijos į darbo rinką politikos įgyvendinimas, įvairios priežastys sąlygojančios nedarbą bei jaunimo užimtumo skatinimo būdai. Antroje darbo dalyje įvardijami jaunimo integracijos į darbo rinką politikos įgyvendinimo analizės rezultatai, kurie įvardina situaciją Lietuvoje bei Šiaulių mieste. Vadovaujantis teisės aktų bei jaunimo politikos formavimo ir įgyvendinimo institucinės struktūros analize, susipažįstama su politikos situacija Lietuvoje. Tuo tarpu, atlikto empirinio tyrimo metu nustatytos jaunimo nedarbo priežastys. Minimos priežastys įvardijamos kaip menka darbo patirtis, kvalifikacijos neįgijimas ar žemas išsilavinimo lygis. Visi minimi veiksniai labiausiai įtakoja jaunimo nedarbo priežastis. Taigi, vadovaujantis susisteminta informacija identifikuoti problemos mažinimo būdai, metodai, tobulinimo galimybės, atsižvelgiant į jaunimo reikalų tarybos vykdomą vaidmenį vietos lygmeniu. Tyrimo metu nustatyta, kad bendradarbiavimo principu, t.y. jaunimo ir įvairių organizacijų, institucijų, teikiamos tam tikros žinios, pagalba, suteiks didesnę naudą jaunimui, siekiančiam integruotis į darbo rinką. Efektyviai vykdomos užimtumo programos, teikiamos specialistų konsultacijos... [toliau žr. visą tekstą] / The theoretical part about integration of young people into the labor market policy concept is Bachelor's thesis. The conception identified the youth into the labor market policy as a public policy and public administration concepts. Integration of young people into the labor market policies are defined leading to various causes unemployment and youth employment promotion techniques. The second part identifies the integration of young people into the labor market policy analysis to name the situation in Lithuania and Siauliai city. Become acquainted with political situation in Lithuania in accordance with the law and youth policy-making and implementation of the institutional structure of the analysis. Meanwhile, an empirical study determined youth unemployment causes. The aforementioned reasons are identified as poor work experience, qualifications or failure to acquire low level of education. All the factors mentioned most influence causes of youth unemployment. Identify ways which to reduce the problem, methods, opportunities for improvement, according to the Youth Affairs Council of the role of the local level. The study found that the principle of cooperation, young people and various organizations, institutions, provided that certain knowledge; help provide greater benefits to young people seeking to integrate into the labor market. Effectively the employment program, providing specialist advice, training activities will promote more favorable employment opportunities... [to full text]

Understanding the employment relationship in the chemical industry in South Africa and organisational change within it is crucial to the understanding of the changing employment and psychological contract within this industry. This study focused on the employment- and psychological contracts, as well as employees ' work-outcomes (organisational commitment, job insecurity, job performance and intention to quit). Employees from the chemical industry were targeted and a cross-sectional survey design was used to obtain the research objectives. Descriptive statistics, factor analyses, Cronbach alpha coefficients, correlations, multiple regression analyses were used to analyse the data. In Article 1 the objectives were to investigate the reliability and validity of the measuring instruments, and to study the relationships between employment- and psychological contracts and other employment relation outcomes. The Psychological Contract Questionnaire (PCQ) and demographical questionnaire were administered. Three internally consistent factors, namely Employer Obligations, Employee Obligations and Status of the Psychological Contract were extracted. Statistically significant differences were found between employee obligations and state of psychological contract. Statistically significant relationships were also found between employee obligations and violation of psychological contract. In Article 2 the objective was to determine the relationship between employer obligations, employee obligations, and the state of psychological contract, violations of psychological contract and various demographical characteristics of employees in the chemical industry. The PSYCONES were administered. Practically significant relationships with a large effect were found between employer obligations, state of psychological contract and violation of psychological contract. Gender and age were statistically significantly related to experiences of the psychological contract. In Article 3 the aim was to assess the relationship between employer obligations, employee obligations, the state of the psychological contract, violations of the psychological contract, work-outcomes and the demographic of employees. The PSYCONES were used as measuring instruments. A practically significant relationship was found between the state of psychological contract, violation thereof (a large effect), job insecurity (a medium effect) and organisational commitment (a medium effect). Regression analyses showed that psychological contract violation predicted organisational commitment. A negative relationship was found between the violation of the psychological contract, as associated with the state of the psychological contract, and intention to quit. Theoretically, it was expected that job insecurity would have a negative impact on organisational commitment, but the results showed that a statistically and practically significant positive relationship exists between job insecurity and organisational commitment. Only the type of contract and qualifications of employees resulted in a statistically increase in the prediction of variance in job insecurity. Demographical characteristics (age, gender, tenure, supervision, qualifications, and type of contract) did not contribute to oganisational commitment. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2010.

Understanding the employment relationship in the chemical industry in South Africa and organisational change within it is crucial to the understanding of the changing employment and psychological contract within this industry. This study focused on the employment- and psychological contracts, as well as employees ' work-outcomes (organisational commitment, job insecurity, job performance and intention to quit). Employees from the chemical industry were targeted and a cross-sectional survey design was used to obtain the research objectives. Descriptive statistics, factor analyses, Cronbach alpha coefficients, correlations, multiple regression analyses were used to analyse the data. In Article 1 the objectives were to investigate the reliability and validity of the measuring instruments, and to study the relationships between employment- and psychological contracts and other employment relation outcomes. The Psychological Contract Questionnaire (PCQ) and demographical questionnaire were administered. Three internally consistent factors, namely Employer Obligations, Employee Obligations and Status of the Psychological Contract were extracted. Statistically significant differences were found between employee obligations and state of psychological contract. Statistically significant relationships were also found between employee obligations and violation of psychological contract. In Article 2 the objective was to determine the relationship between employer obligations, employee obligations, and the state of psychological contract, violations of psychological contract and various demographical characteristics of employees in the chemical industry. The PSYCONES were administered. Practically significant relationships with a large effect were found between employer obligations, state of psychological contract and violation of psychological contract. Gender and age were statistically significantly related to experiences of the psychological contract. In Article 3 the aim was to assess the relationship between employer obligations, employee obligations, the state of the psychological contract, violations of the psychological contract, work-outcomes and the demographic of employees. The PSYCONES were used as measuring instruments. A practically significant relationship was found between the state of psychological contract, violation thereof (a large effect), job insecurity (a medium effect) and organisational commitment (a medium effect). Regression analyses showed that psychological contract violation predicted organisational commitment. A negative relationship was found between the violation of the psychological contract, as associated with the state of the psychological contract, and intention to quit. Theoretically, it was expected that job insecurity would have a negative impact on organisational commitment, but the results showed that a statistically and practically significant positive relationship exists between job insecurity and organisational commitment. Only the type of contract and qualifications of employees resulted in a statistically increase in the prediction of variance in job insecurity. Demographical characteristics (age, gender, tenure, supervision, qualifications, and type of contract) did not contribute to oganisational commitment. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2010.

This thesis analyses the Mexican legal framework and the public policies implemented by the Mexican government regarding female labour from an international perspective. The position to be argued throughout the thesis is that the Mexican government has not fulfilled its international obligations derived from the treaties and international conventions that directly or indirectly provide for women's labour rights. The thesis proposes a number of legal reforms and public policies that once properly enforced and implemented by the Mexican government would provide for gender equality in the Mexican labour market.

This study questions the effects that discrimination has had on aviation and what changes, if any, can be expected in the near future. The central theme of the study is discrimination, specifically racial discrimination, sex discrimination and age discrimination. Of particular importance is the discriminatory role that various government agencies have played in labeling a person unfit to serve as a pilot simply because that person happens to be a woman, black or has reached a certain chronological age. / This study questions the position taken by such institutions as the International Civil Aviation Organization, the Federal Aviation Administration and the Joint Aviation Authorities. Where possible, an attempt has been made to show good leadership on the part of these institutions as well as indicate where good leadership was partially or completely missing. The role the courts have played or failed to play over the years in determining the issues of discrimination in aviation has also been included in the study. Case law is used as extensively as possible to trace the positions taken by plaintiffs and defendants in attempting to change what they perceived as discriminatory or unfair law. / The text also includes legislation that addresses issues of discrimination passed by various legislative bodies as well as the efforts of individual organizations, such as the Professional Pilots Federation, the International Federation of Air Line Pilots Associations and others, to end discriminatory practices in aviation.