The new Equality Bill in the UK attempts to bring domestic law regarding positive action into line with EU norms. The author addresses two key criticisms of the provisions, namely: a) that they allow positive discrimination; and b) that they will be ineffective in practice. It is argued that the first criticism is misconceived; preference of a minority candidate where they are equally as qualified as a male candidate simply recognises that equality is not about treating everybody the same, but having a relevant reason for treating them differently. The second criticism is more compelling. The author recommends that the UK make the transition to a systemic model and impose positive duties on employers in a similar vein to that which has developed in Canada. However, a delicate equilibrium must be achieved; special treatment of women and minorities regardless of merit is not conducive to a society that values diversity.

Thesis (MEd)--University of South Australia, 1999

Thesis (M.Ed. (Curriculum Leadership))--University of South Australia, 1995.

Thesis (Ed. S.), Eastern Illinois University, 1990.

Thesis (M.A.). / Title from title page of PDF (viewed 2008/01/30). Written for the Dept. of Political Science. Includes bibliographical references.

Thesis (EdD)--Open University.

Thesis (doctoal)--Universität Marburg, 1934. / Includes bibliographical references (p. 5-6).

Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1990. / Source: Masters Abstracts International, Volume: 45-06, page: 2959. Abstract precedes thesis as 4 preliminary leaves. Typescript. Includes bibliographical references (leaves 107-110).

Inaug. _ Diss.: Rechts- und staatswissenschaftliche Fakultät: Zürich: 1976. _ Bibliogr. p. XIII-XXVI-177.

Diss.--Uppsala--University, 1991.