The purpose of these studies was to examine the predictors of African American and European American adolescents’ attitudes toward affirmative action (Study 1) and school desegregation (Study 2) policies. It was hypothesized that support for both policies would be higher among adolescents who (1) attended more racially diverse classes, (2) held less prejudiced racial attitudes, (3) were more aware of historical and continuing racial inequality and discrimination, (4) described themselves as politically liberal, and (5) had engaged in more racial identity exploration. Participants in both studies included African American and European American adolescents ages 14 to 17 attending a high school in the Midwestern U.S. On the first day of data collection in both studies, adolescents completed assessments of the hypothesized predictor variables in the context of their high school social studies classrooms. On the second day of data collection, adolescents learned about either an affirmative action (Study 1) or a school desegregation (Study 2) policy that had been proposed for their school. Immediately following the policy presentations, adolescents reported their opinions of the policy in open-ended and forced-choice formats. Across studies, results indicated that African American and European American adolescents often held significantly different views of race, racism, and race-related policies. In general, African American adolescents were more aware of racial discrimination, endorsed more positive views about African Americans, and were more supportive of affirmative action and school desegregation policies than European American adolescents. Predictors of individuals’ views of race-related policies also varied by participant race. Among African American adolescents, higher awareness of interracial disparities and discrimination predicted stronger support of affirmative action and school desegregation. Among European American adolescents, in contrast, higher awareness of interracial disparities and discrimination predicted weaker support of affirmative action and school desegregation. More work is needed to examine the origins of differences between African American and European American adolescents’ understanding of, and beliefs about, race in society. / text

This dissertation provides a theoretically grounded framework for investigating "legal rhetoric." By making a distinction between the discursive elements of a Legal system and the broader rhetorical notion of Law, rhetorical critics can better understand the interdependent relationship between citizens, their legal structures, and their cultures. The Legal system represents the forum in which legal disputes are addressed. In contrast, the Law signifies the principles of justice and fairness that give rise to legal disputes addressed by the Legal system. This dissertation emphasizes the important role that media play in disseminating information about specific legal disputes and providing citizens an opportunity to reflect on which principles of justice and fairness are to be valued. This study specifically examines the text, reasoning, and media coverage of Gratz v. Bollinger and Grutter v. Bollinger, two U.S. Supreme Court cases related to the University of Michigan's use of racial classifications in its admissions process. By comparing which arguments and rhetorical elements from the Supreme Court's 2003 decisions were reported in the press, this dissertation both demonstrates the rhetorical concepts of the "Law" and the "Legal System" and suggests how citizens and rhetorical scholars can more fully critique legal texts. / text

The purpose of this study is to explore the attitudes of middle managers towards cultural diversity and cultural diversity management. A qualitative method of research was chosen to carry out the study. Twenty middle managers from four different companies in the Greater Durban Area were interviewed. One of the main findings of the study was that managers displayed positive attitudes towards cultural diversity and cultural diversity management. However, it was also found that whilst the attitudes displayed towards people of different cultures and races remained positive, little was done in terms of managing the differences that these people brought to the organisation. It was also found that organisations were agreeable to complying with legislative frameworks such as affirmative action and equal employment opportunities to manage diversity. Furthermore, it was established that factors such as understanding, tolerance and acceptance were perceived to be vital "ingredients" to helping diverse people feel accepted and wanted in the company. This was due to their role in increasing productivity levels and decreasing turnover. However, it was uncovered in the literature review, that complying with legislation alone was not enough to manage cultural diversity. If organisations want to unleash the true benefits of diversity management, they wi ll need to recognise people with these differences and simultaneously accept and manage these differences. / Thesis (M.A.)-University of Natal, Durban, 2000.

À l’été 2010, le gouvernement canadien a annoncé le remplacement du formulaire long obligatoire par l’Enquête nationale auprès des ménages, un questionnaire facultatif. Ce changement a causé beaucoup de réactions, parce que cela affectera la qualité et la continuité des données recueillies, qui servent à appliquer différents programmes et lois, et qui sont utilisées par de nombreux groupes dans leurs fonctions de recherche et de représentation. Le présent mémoire a pour objectif de comprendre pourquoi le recensement devient parfois le centre d’un conflit politique, quels acteurs sont impliqués, et pour quelles raisons. À l’aide d’une analyse comparative de cas antérieurs dans différents pays, nous identifions trois éléments nécessaires pour que la méthodologie du recensement devienne un enjeu politique. Il s’agit de la présence: (1) d’un aspect identitaire; (2) d’une dimension idéologique qui concerne particulièrement le rôle de l’État et l’action positive; et (3) de programmes ou d’objectifs gouvernementaux qui dépendent directement des données du recensement. Pour évaluer si ces trois facteurs sont également présents au Canada en 2010, nous avons effectué des entrevues avec les groupes qui ont contesté la décision de l’annulation du formulaire long obligatoire. Ces groupes ont contesté la décision devant les tribunaux, et ont évoqué les risques de non-respect du gouvernement envers ses obligations légales, notamment envers la Charte des droits et libertés. L’analyse de ce conflit nous permet aussi d’évaluer les relations entre le gouvernement canadien et la société civile, et le manque de ressources et d’opportunités auquel font face les groupes d’intérêt et les représentants de minorités à la recherche d’équité. / In 2010, the Canadian government announced the cancelation of the long-form mandatory census of 2011. It was replaced by the non-mandatory National Household Survey. Many protests were heard, because the data will be less accurate and there will be no continuity with the previous censuses. This data has many purposes, like the application of laws or governmental programs. Different groups also use it in research and advocacy activities. This master’s thesis analyses different situations of controversy over the census methodology, in various countries, to understand how it becomes a political conflict, who are the actors that get involved and why they do so. We find that 3 conditions are necessary to turn a census into a political battlefield. It is : (1) an identity concern; (2) an ideological dimension, about the role of the State and of affirmative action; and (3) the presence of laws or programs that depend directly on the census data. To test this affirmation, we interviewed groups that contested the decision of the cancelation of the mandatory long-form census in Canada in 2010. They took the case in front of the Courts, and think that the government has now the opportunity to escape from some of its obligations, one of which is the Canadian Charter of Rights and Freedoms. This controversy’s analysis shows patterns in the relations between the Canadian government and the civil society. Interest groups and minorities now face very little opportunity of doing advocacy activities before the federal government.

Affirmative action is a central concept in South African politics and the workplace. The Employment Equity Act divides society into a designated group (blacks, women and people with disabilities) and a non-designated group (white men and white women). In this study, the influence of affirmative action on alienation of the non-designated group was investigated. Guidelines were also developed for employers in order to lead the non-designated group from a state of alienation to that of commitment. Two research questions were investigated: • Does affirmative action lead to the alienation of the non-designated group? • What will guidelines for companies, with the view to address the alienation problem, look like? Three central themes appear in this study. Firstly the concept alienation was investigated. The theory of Seeman was heavily relied on. He succeeded in summarising the experience of alienation in five variants, namely powerlessness, meaninglessness, normlessness, isolation and self-alienation. Secondly, guidelines were developed in order to lead the non-designated group from a state of alienation to that of commitment. To succeed in doing this, the industrial sociology alienation theory and the industrial psychology motivation theory were linked together. The quadruplet sisters of the motivation theory, namely motivation, work satisfaction, work involvement and organisational commitment were applied as the basis for the guidelines. Thirdly, affirmative action was discussed in depth. The experience of the non-designated group regarding affirmative action was investigated, affirmative action as an international phenomenon was scrutinized, different methods for implementing affirmative action were researched and a study on statutory framework of affirmative action was also undertaken. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.

The global move towards human rights, the publication of King 11 reports and the post democratic legislations coerced the South African mining industry to diversify its workforce. The Employment Equity Act was the major driving force behind this, aimed at eliminating discrimination in the workplace and implementing Affirmative Action measures so that the workforce would reflect the economically active population. The question remains as to whether it could achieve a representative workforce, since the Commission of Employment Enquiry reports (2009-2010) and the Quarterly Labour Force Survey (second quarter, 2010) indicated that progress is very slow throughout all the industries. The mining industry is still predominantly White-controlled and emphasis is being placed on stimulating Black empowerment in the industry. Since the early 1990s the industry has seen significant restructuring and changes, including the phasing out of the traditional mining houses and the incorporation of the designated groups (females and Blacks) in ownership and management. However, rising gold prices and pressures on the global economy have forced the industry to embark on measures which impacted badly on the employment equity, leading to measures such as downsizing both the operations and staff, limiting training, centralising and outsourcing through contractual work. Migrant labour still plays an integral part. In order to analyse the application of Employment Equity Act and workplace diversity in the mining industry, a literature review was conducted to conceptualise the major constructs, and a survey through a close-ended questionnaire was administered to establish the progress made in this regard. The questionnaire was divided into three sections: section A was a biographical/demographic analysis focussing on the personal attributes ranging from gender, age, race, education and job grade. Section B and C were in the form of five-point likert scale to analyse the extent of understanding and knowledge, as well as attitudes and behaviour of the respondents respectively. The results were compared to secondary data in the form of reports collected from the senior metallurgy human resource manager. The convenience sample was taken from a sample of employees staying in the mining complex known as the 'Quarters', which comprised 345 houses, of which a response rate was 54%. Findings from the primary data indicated some progress in changing the organisational culture, with the majority of the respondents giving positive perceptions towards gender, disability and language used, while they identified the following as barriers (negative perceptions): lack of commitment by management; unfair labour practices in recruitment, promotions, training and development; insufficient knowledge about EEA and diversity; racial discrimination; and negative turnover intentions. They believed that diversity could improve productivity. The secondary data revealed that there was slow progress in attaining the numerical targets, especially in the D-band upwards (senior and top management levels). The females and people with disability were under-represented in all categories. The majority of employees in the skilled (C-band), semi-skilled and unskilled (B1-B7) were terminating their services. It is suggested that training of personnel about EEA and diversity be considered to get their active support and to prepare them for the change from the status-quo, extensive development of management on labour relations and good practices, as well as formation of committees to steer and monitor the adherence to policies. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The global move towards human rights, the publication of King 11 reports and the post democratic legislations coerced the South African mining industry to diversify its workforce. The Employment Equity Act was the major driving force behind this, aimed at eliminating discrimination in the workplace and implementing Affirmative Action measures so that the workforce would reflect the economically active population. The question remains as to whether it could achieve a representative workforce, since the Commission of Employment Enquiry reports (2009-2010) and the Quarterly Labour Force Survey (second quarter, 2010) indicated that progress is very slow throughout all the industries. The mining industry is still predominantly White-controlled and emphasis is being placed on stimulating Black empowerment in the industry. Since the early 1990s the industry has seen significant restructuring and changes, including the phasing out of the traditional mining houses and the incorporation of the designated groups (females and Blacks) in ownership and management. However, rising gold prices and pressures on the global economy have forced the industry to embark on measures which impacted badly on the employment equity, leading to measures such as downsizing both the operations and staff, limiting training, centralising and outsourcing through contractual work. Migrant labour still plays an integral part. In order to analyse the application of Employment Equity Act and workplace diversity in the mining industry, a literature review was conducted to conceptualise the major constructs, and a survey through a close-ended questionnaire was administered to establish the progress made in this regard. The questionnaire was divided into three sections: section A was a biographical/demographic analysis focussing on the personal attributes ranging from gender, age, race, education and job grade. Section B and C were in the form of five-point likert scale to analyse the extent of understanding and knowledge, as well as attitudes and behaviour of the respondents respectively. The results were compared to secondary data in the form of reports collected from the senior metallurgy human resource manager. The convenience sample was taken from a sample of employees staying in the mining complex known as the 'Quarters', which comprised 345 houses, of which a response rate was 54%. Findings from the primary data indicated some progress in changing the organisational culture, with the majority of the respondents giving positive perceptions towards gender, disability and language used, while they identified the following as barriers (negative perceptions): lack of commitment by management; unfair labour practices in recruitment, promotions, training and development; insufficient knowledge about EEA and diversity; racial discrimination; and negative turnover intentions. They believed that diversity could improve productivity. The secondary data revealed that there was slow progress in attaining the numerical targets, especially in the D-band upwards (senior and top management levels). The females and people with disability were under-represented in all categories. The majority of employees in the skilled (C-band), semi-skilled and unskilled (B1-B7) were terminating their services. It is suggested that training of personnel about EEA and diversity be considered to get their active support and to prepare them for the change from the status-quo, extensive development of management on labour relations and good practices, as well as formation of committees to steer and monitor the adherence to policies. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The shift from an ethnocentric, monocultural society to a more inclusive and democratic society should be accompanied by a national policy providing equal access to resources in a proactive, affirmative manner. This can be achieved in one of the two ways, either through equal employment opportunity or Affirmative Action. Affirmative Action is a specific intervention directed toward ensuring that employment opportunities are created by actively correcting imbalances caused by past discrimination and achieving employment targets. Equal employment opportunity implies an absence of discrimination, whereas Affirmative Action denotes compensatory discrimination in favour of disadvantaged groups.<br /> <br /> Affirmative Action is a supplement to, rather than equivalent to equal employment opportunities in that equality cannot be a genuine option where the effects of previous discriminatory practices have not been redressed. In an equal opportunities system, not all persons have the same chance of achieving the desired goal, but all are provided with equal means to achieve it. The unequal outcome of such a system is caused by the unequal skills for talents of the past discrimination, especially in terms of education and experience. All the Directors of Tygerberg Administration who responded to the questionnaires supported this and all of them agreed that training is necessary for all employees, especially the previously discriminated groups. The primary objective of Affirmative Action can therefore said to be the adequate advancement of disadvantaged groups for the purpose of securing equal rights, freedom and opportunities.<br /> <br /> Equal employment opportunity is seen as a passive agreement on the part of the employer not to discriminate against any particular group. Employers adhering to the principle of equal employment opportunity evaluates candidates for employment according to performance criteria which relates directly to the requirements of a particular position. Affirmative Action seeks to go beyond equal employment opportunity in that it recognises that, when members of disadvantaged groups constitute only a small percentage of the labour pool, passively providing equality of opportunity will not suffice in overcoming the effects of previous discriminatory employment practices. Affirmative Action employers are therefore given the mandate to identify and remove the barriers to the employment of those under-represented in the workplace. Merely removing the present obstacles to equality does not necessarily ensure equality between groups since the effects of previous discrimination need to be actively redressed.<br /> It can be noted that equal employment and Affirmative Action programmes should not be equated with each other as they imply different approaches to overcoming the effects of previous discrimination. Affirmative Action is said to be a supplement to, rather than the equivalent of equal employment opportunity, in that it is required to eliminate the barriers to real equality in the workplace. In this regard, it is essential to point out that Affirmative Action programmes are a means to an end, namely equal employment opportunity, and should not continue after this end has been achieved. Due to the similarity between the two terms, Affirmative Action and equal employment opportunity are often equated with one another when, in essence, they have different meanings.<br /> <br /> From the information gathered for this research it was clear that not many Blacks were employed in management and supervisory positions of the City of Tygerberg. The research revealed that despite adopting the Agreement on Affirmative Action and equal employment practice of the National Labour Relations Forum for Local Government as its policy framework, the Tygerberg Administration had not succeeded in meeting most of its obligations in terms of the above mentioned policy framework. This is largely ascribed to problems experienced with the implementation of equal employment and Affirmative Action programmes within the local authority. The methods of communicating these programmes to especially its lower category of disadvantaged employees to participate in training opportunities to improve their working skills, were not capitalised on. There was an unequal distribution of skills due to the effects of past discrimination, especially in terms of education. Active steps therefore need to be taken to ensure that the intentions of the local authority with repect to equal employment and Affirmative Action are implemented efficiently and effectively.

This research report set out to provide an evaluation of the progress made by the Department of Justice and Constitutional Development with respect to affirmative action and employment equity, and particularly with respect to the promotion of greater gender equity in employment, especially at the management levels.

This is a multi-disciplinary applied ethics thesis in the field of applied environmental business ethics. As such, whilst it is primarily anchored in philosophical literature; theory and literature from the fields of environment, education, management, social science, and psychology, all play a significant part. As this is an applied ethics thesis, as opposed to a traditional philosophy thesis, it not only addresses the issue concerned, but also theoretically demonstrates how the proposed alternative approaches might be applied. Methodologically, the underpinning assumption for the thesis stems from the social constructionist belief that external influences can result in internal personal change. The overall thesis has been designed and structured taking a systems approach. As in nature itself, there is an overall aim or system, within which there are many interconnecting sub-systems or theories that can stand alone, but are also directly linked to each other so that my desired outcome can be achieved. In addition, the McCarthy/Kolb 4 Mat System of learning style preference has been embedded into the structure. Due to the multi-disciplinary and applied nature of the thesis, together with the aim and content of the study, a number of specific writing techniques have been employed. These techniques are intended to model some of the recommended strategies, and include inclusive language where possible, and a minimum amount of assumed knowledge, with narratives and stories sprinkled throughout each chapter, where relevant. Finally, a number of established theories have been used to support my proposal for a Heart-Centred Virtue Ethics. The foundation theory is virtue-based ethics, with a primary focus on the work of David Hume, and to a lesser extent Aristotle. This foundation theory is, in turn, supported by a number of dimensions of environmental philosophy including ecofeminism, ethics of care, and the transformational aspect of deep ecology. The relatively new management field of emotional intelligence also plays a major role. The context in which the thesis is set is sustainability from an organisational perspective, and the motivations for caring for nature, which are generally based on externally imposed, content-driven rules, from an anthropocentric perspective. However, I argue that the ideal motivation for caring for nature is based internally, on environmental virtue. Thus, people are taking care of the environment because in their heart they want to, not begrudgingly because externally imposed rules say that they have to. I suggest that movement through various levels of motivation to virtue might occur with an increase in ecological consciousness. In support of these claims, the main elements of environmental philosophy are discussed, and the relevant theories of virtue are presented, including environmental virtue. It is then argued that virtue per se is not enough – that for one to be environmentally virtuous, one needs to have some kind of relationship with nature. To that end, the tenets of ecofeminism, and ethics of care, both based on the notion of relationship, are introduced. However, the dilemma is then presented; “How do you persuade the predominantly male business community of the benefits of the so-called soft skills of virtue, ecofeminism, and ethics of care?” An answer comes in the form of the new management field of emotional intelligence that is gaining acceptance amongst leading-edge organisations worldwide. Having introduced the concept of emotional intelligence, I then demonstrate that the main characteristics and aims of emotional intelligence are virtually identical to those of ethics of care and virtue, and ecofeminism. Therefore, initially the aims of these philosophies can be achieved within the business community, under the guise of emotional intelligence. With all the relevant theories firmly in place, I then return to the notion of raising ecological consciousness, and argue that one way that ecological consciousness might be raised is with a process-oriented, action strategy, that I call Heart-Centred Virtue Ethics. I then theoretically explore the application of heart-centred virtue ethics which is primarily based on emotional intelligence implementation strategies, combined with some intellectual intelligence procedures, and a third ingredient, meta-intelligence.