Le traitement différencié qui s'exerce sur les personnes ou les groupes en raison de leur race, de leur religion, de leur appartenance sociale peut s'inscrire dans une forme de continuité. en effet, on observe une évolution récente des discriminations et inégalités au travail.se pose alors la question de l'efficacité de l'action de l'organisation intercoloniale du travail dans sa mission d'élaboration des convertis et de contrôle de leur application. / Differentiated treatment of individuals or groups on the basis of race, religion, or social affiliation may be a form of continuity. There is a recent evolution of discrimination and inequalities in the workplace. The question then arises of the effectiveness of the intercolonial organization of labor in its task of developing converts and monitoring their application.

The lack of sexual discrimination in hiring employees has been observed to be a function of organizational policies with respect to discrimination, the degree to which policies are communicated to members and adhered to by senior members, and the bureaucratization of hiring decisions. When the organization does not establish both a commitment to equal employment opportunities for women and men and the procedures to carry out that commitment, individual bias and beliefs about sex and work performance are used in selection. These beliefs pertain to the relation between the sex of the employee and job qualifications and the differential work performance of men and women workers. These beliefs, when systematically examined, however, are not supported empirically. An in-depth study of hiring practices was conducted in one organization, utilizing a number of research techniques. Demographic data for the labour force as a whole and descriptive statistical data for the organization studied were utilized to demonstrate the degree and persistence of the sex-segregation of occupations. Formal documents, records and policies of the organization pertaining to hiring were examined, and following a one month period of observation in the Personnel Office, loosely structured interviews were conducted with the Personnel officers. Then, to permit a more detailed examination of hiring practices, interviews were conducted with supervisors hiring employees for a sample of twenty-four positions. It was found that the organization does not have explicit policies against discrimination and that there are no written procedures governing the communication of job openings to applicants. Further, the procedures for selecting among applicants were demonstrated to be inadequate to insure unbiased selection. The lack of developed policies and procedures was attributed in part to the work load of the Personnel Office, the distribution of responsibility and authority for hiring in the organization, and the consequent decentralization of decision-making. In lieu of formal, standardized procedures for recruitment and selection, informal and sex-biased standards have developed. The differential communication of job openings to female and male applicants reflects the sex-typing of jobs in the organization. Job requirements and selection criteria are primarily defined by supervisors in individual departments and routinely include the specification of the sex of acceptable applicants. This specification is demonstrated to be based on contradictory and untested beliefs about the differential capabilities of women and men workers. Some limitations of the research project and suggestions for future research are discussed. The implications of these findings for a restructuring of the hiring process to restrict;: the use of sex are also discussed. / Arts, Faculty of / Sociology, Department of / Graduate

No description available.

M.A. / Committed interracial relationships within the South African context have been associated with controversy as these relationships were once considered immoral and illegal. Since the abolishment of the anti-miscegenation and racial segregation laws, committed interracial relationships have slowly increased but are still fraught with difficulties. The experience of discrimination remains a prominent concern for individuals in committed interracial relationships. Black male-white female interracial relationships are considered the most stigmatised form of relationship, and these relationships are at risk of experiencing the severest forms of discrimination. Various studies have examined the phenomenon of interracial relationships, considering these relationships from theoretical perspectives that sought to explain the union between individuals of different races. In addition to seeking causal explanations for the manifestation of committed interracial relationships, perspectives from family members and society as a whole have been investigated. Studies that explore the subjective experiences of individuals in committed interracial relationships are scarce, and research of such a nature is especially limited within the South African context. South African research that seeks to give a voice to white women in committed interracial relationships with black men, and in particular their experience of discrimination, is currently unavailable. Therefore, this study aimed to elicit untainted first-person descriptions of the lived experience and the associated meaning of discrimination experienced by white women in interracial relationships with black men within the South African context. A descriptive phenomenological research paradigm and method were deemed appropriate for the exploration and depiction of the phenomenon. Three white females in committed interracial relationships with black males were sourced and interviewed for the purpose of this study. These women have been in committed relationships with their partners for more than two years, and disclosed the actual experience of discrimination as a result of their relationship. Open-ended interviews were conducted in order to elicit rich and in-depth descriptions of the participants’ lived experiences of discrimination as a result of being in committed interracial relationships. The interviews were transcribed verbatim with the inclusion of non-verbal cues where relevant. The data analysis was conducted using a phenomenological approach, which involved various steps that were followed sequentially. Salient themes that emerged from the individual participant’s interview were integrated to form a structure that communicated the essence of discrimination as experienced by the particular participant. Consequently, the common themes that surfaced transversely from all three participants’ interviews were synthesised and discussed in light of the current literature. The integration and discussion of the salient themes and related literature had the purpose to identify similarities and idiosyncrasies of the lived experience of discrimination by white women in committed interracial relationships with black men within the South African context. The results of this study suggest that the experience of discrimination by white women in committed interracial relationships with black men includes several core aspects. The themes describing the phenomenon may be understood within the following broad terms: discrimination is experienced in various contexts and from various people; discrimination is experienced either directly or indirectly by an individual in an interracial relationship; discrimination manifests in either negative or positive encounters; discrimination evokes various emotional responses and is dealt with in various ways; discrimination, although a personal experience, impacts on the interracial relationship in either a negative or positive manner. Discrimination is thus both an intrapersonal and an interpersonal phenomenon. The research findings are valuable in that existing literature is verified and new insights, with regards to the experience of discrimination by women in committed interracial relationships within the South African context, are provided. Based on the conclusions of this study, several suggestions have been made to encourage further research relating to this area of study.

“Diversity” has become one of the most commonly used words by U.S. corporations. Indeed, many companies claim that they have spent millions, sometimes billions of dollars to create an egalitarian workplace for all workers. Given the amount of money spent and the increased amount of research that corporations have done on the issue of diversity, we should expect some progress in terms of equality or equal rights for minority and female workers. However, while there has been a substantial increase in the rise of corporate philosophy espousing diversity, there is also overwhelming data that suggests minorities and women are still unable to obtain opportunities or to achieve success at the same rates as their white male counterparts. How can we explain the apparent contradictions? Furthermore, why are many companies that have historically barred minorities and women from their workplace now publicizing their support for racial and gender integration? I suggest that corporations are using the word “diversity” as an ideological tool designed to promote themselves at the forefront of equality in the U.S. Using in-depth interviews conducted with 40 middle and senior-level managers and upper-level executive officers from Fortune 1000 companies, I find that while the word diversity is frequently uttered by managers (and strategically used in various media outlets), most managers are unable to clearly define diversity. Moreover, while managers claim their companies are interested in diversity, there is no convincing evidence that would suggest this is true. Thus, my findings suggest that many corporations use “diversity” as a shield to hide the fact that nothing has really changed in the structure of U.S corporations. That is, U.S. corporations have been, and continue to be, exclusive clubhouses for upper class white males.

Thesis (LL. M.)--University of Toronto, 2004. / Adviser: Denise Reaume.

"Thèse de l'Université de Lausanne"--T.p. verso. / Includes bibliographical references (p. [315]-326).

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2012 / The purpose of the study is to address the effects of employment discrimination in the workplace focussing on designated groups, by comparing South Africa and Canada. Canada is one of the few countries that have addressed the employment barriers of target groups with one encompassing piece of legislation. In this study reference was made at the constitutional provisions towards unfair discrimination, labour law materials, employment and statutory provision so that the future researcher could see where employment discrimination in South African and Canada originate and what is the position. In order to address employment discrimination in the workplace case laws, courts judgments and other jurisprudence were used. The scope focused in this study is broad as a researcher did not look at other forms of employment discrimination. Employment discrimination in South Africa and Canada exists, this implies that the employment discrimination between two countries could be comparable. Policies and practices in order to identify employment barriers facing the disadvantaged groups were discussed. Therefore critical look focused on the employment systems, policies and practices at workplaces and also identify employment barriers facing designated groups in relation to recruitment, job classification, remuneration, employment benefits, conditions of services and promotion. South Africa and Canada emanated from a historical background of inequalities. Such inequalities lead to discrimination. South Africa and Canada’s discrimination affected blacks, Aboriginal people, women and people with disabilities. The grounds of discrimination were discussed in full for both countries.

Thesis (Ph. D.)--University of Oklahoma, 1989. / Bibliography: leaves 127-152.

The situation on the Swedish labour market is different in opportunities whether you are a native Swede or someone who has a foreign background. People with foreign backgrounds tend to have lower wages, higher rate of unemployment and often have temporary employment contracts. There is a conception that the Swedish culture is the standard and other foreign cultures are abnormal and different. The purpose of this study has been to investigate why there is discrimination on the labour market against ethnic minorities and how the Swedish history has contributed to the structural ethnic discrimination that we are struggling with. I have been using the right dogmatic method and a social science perspective as complement in order to answer the purpose.   The legislation forbids ethnic discrimination, although the struggle is real and people get discriminated due to their ethnic heritage. Even though there are statistics and studies that confirm the ethnic discrimination on the labour market, the court cases are low and there has only been one conviction since 2002. There is a burden of proof that is controlled in the Swedish legislation, where the one who has been exposed of discrimination must proof that it is so. Then it is up to the defendant to prove the opposite. Because of this Arbetsdomstolen must take a stand whether which party is more reliable, based on both parties ability to persuade. Regarding the two cases known as the “racist cases”, Arbetsdomstolen put importance on the fact that the working atmosphere was harsh and the dialogues between the employees were tough. Even though it clearly was not considered as wanted by all, Arbetsdomstolen went with the majority and did not consider their behavior as discriminating. This could be an indicator on the fact that the structural discrimination against ethnic minorities and the idea of your own culture as the right one and the alienation against cultures that are “divergent” are deeply rooted even in authorities.   All people no matter where you come from should as the law regulates have the same opportunities and rights. I believe the problem is not with the law itself, but with the people and the structure in society. We have to change the way we alienate foreign cultures and undermine them, your ethnicity doesn’t decide your qualifications.