La recherche part du constat de "l'érosion de la protection globale dont se trouvait dotée la communauté des travailleurs …" Causes de cette érosion, l'activité législative, mais aussi l'évolution de la jurisprudence ;en effet, "aucun texte n'est si clair que son application ne doive s'accompagner du choix de son sens et de sa portée et qu'il ne dispense le lecteur – et donc le juge, interprète privilégié – d'une reformulation de la règle.". <p><p>Comment le juge reformule-t-il la règle, quels sont les moyens dont il dispose ou use pour ce faire, quelle est son implication dans cette érosion ?La recherche, soutenue par une réflexion à la fois juridique, politique et philosophique, analyse des décisions judiciaires, leurs commentaires, et des articles de doctrine, qui ont en commun de paraître consacrer cette érosion. <p><p>La première partie de ce travail porte sur l'éradication des inégalités entre travailleurs masculins et féminins par le recours à des discriminations positives, par le biais de ce que Dworkin appellerait un "hard case" :un arrêt de la Cour de Justice des Communautés Européennes du 17 octobre 1995, statuant quant à la conformité de la législation d'un état membre à la directive européenne du 9 février 1976 relative à la mise en œuvre de l'égalité de traitement entre hommes et femmes en ce qui concerne l'accès à l'emploi, à la formation et à la promotion professionnelles, et les conditions de travail. La haute juridiction y fait bifurquer l'idée en deux concepts, l'égalité des chances et l'égalité des résultats, les définit puis les oppose ;ensuite, elle disqualifie la législation de l'état membre, au motif que celle-ci favorise l'égalité de résultats et non la seule égalité des chances. L'analyse décrit cette construction par la Cour d'un savoir juridique de l'égalité ;elle s'inquiète de la conformité de ce savoir au droit communautaire, du bien-fondé d'une bifurcation entre chances et résultats, et de ses effets sur les inégalités entre hommes et femmes. <p><p>Sa deuxième partie porte sur la construction du savoir du droit social, en général. Elle en exhibe certains ingrédients et évalue leurs agencements :la manière dont sont traités les faits, les diverses sortes d'intérêts à l'origine de la production de jurisprudence, la maîtrise du langage et l'art de convoquer le droit, et le pouvoir du praticien d'affecter et d'être affecté par le droit et son milieu. Elle pointe deux grandes bifurcations :celle entre dire le droit et juger quant au fond ;et celle entre "juridiquement correct" et "juste". Elle observe à quelles conditions la jurisprudence devient source effective de droit et se divise en courants majoritaire et minoritaire. Elle distingue deux moments dans la pratique juridique, et deux modes d'existence du jugement. La construction de la motivation, ajustée à tel litige particulier, constitue le moment créatif, qui aboutit au jugement vivant, à l'usage des protagonistes. Ce même jugement, s'il est diffusé dans les médias juridiques, connaît une autre forme d'existence, au sein du corpus jurisprudentiel commun ;si les juristes sont libres de s'y référer ou de l'ignorer, il nourrira un nouveau moment créatif, à titre d'exemple de savoir-faire ;le moment dogmatique, lui, est celui où le système judiciaire se saisit des énoncés de tel jugement vivant pour les imposer, en tant que savoir a priori, lieux de passage obligés, mots d'ordre, limitant ainsi le champ de possibles ouvert à l'activité créatrice. <p><p> / Doctorat en philosophie et lettres, Orientation philosophie / info:eu-repo/semantics/nonPublished

Affirmative action, more strongly than ever before in the history of its existence as a viable approach to bringing minorities and women into work force populations, has been called into question. Much rhetoric has been spent on whether or not minorities and women have made measurable gains because of such approaches and whether or not such approaches in themselves constitute unfairness. The major focus of this study was to examine certificated staff employment gains or losses for Blacks, Hispanics and women in eleven school districts over a five year period.

South Africa comes from an apartheid local government system that was structured to divide the citizens socially, economically, spatially and racially to ensure that only a small minority of South Africans benefited from the development and the resources of this country. Since 1994 government departments have undergone a number of transformation processes. The Employment Equity Act 55 of 1998 and affirmative action became instrumental in ensuring racial and gender representation within the local government structures. This study investigates the perceptions of racism, nepotism, fraud and other related problems which were perceived as a hindrance towards the effective implementation of affirmative action. The main findings of the study confirm that the implementation of affirmative action in municipalities is not effective due to lack of commitment from top management. It is anticipated that the implementation of Local Government Systems Amendment Act 7 of 2011, will enforce service delivery within municipalities. / Public Administration and Management / M. Tech. (Public Management)

South African universities have embarked upon a wide range of initiatives to foster and acclimatise to new social development needs of the society. A significant area of change involved implementation of employment equity. This study investigated the manner in which universities manage employment equity.The composition of staff in higher education institutions fails to reflect the demographic realities of South Africa.As a result, black people and women are still severely under-represented, especially in senior academic management positions. Universities are slowly, but steadily redirecting their student bodies and staff to reflect the demographics of South African society applying fragmented effort and piecemeal approach. The “as is” statistical reports obtained from the Department of Labour were used to substantiate the progress being made in the selected universities. Quantitative research methods were employed to collect data. University of Pretoria, University of Witwatersrand, and Free State University were selected as the population and the academic managers (Heads of Departments, Directors of Schools, and Deans of Faculties) as the sample of the study. The study finds that white males still dominate in the universities and white females are adequately represented, particularly in the professional and academic categories. The academic managers responded less positively on retention strategies for academic staff, especially for the designated groups and the functionality of employment equity awareness campaigns. The study also outlined the success of employment equity factors that the academic managers indicated, such as their loyalties to the institutions, prospects of career development, and collegial relations. The study recommended proficient leadership to drive the employment equity process, development of employment equity strategy with reasonable goals, diversity management, retention strategy, and vigorous employment equity awareness. / Educational Leadership and Management / D. Ed. (Education Management)

The Employment Equity Act, No 55 of 1998 forms part of the transformation legislation aimed at promoting equity and eliminating discriminatory and unfair treatment in the workplace. This Act was promulgated more than ten years ago, and its positive impact has to be measured in terms of its contribution to the conduciveness of the work environment. The aim of this study is to enhance measures for effective implementation of an Employment Equity Programme (EEP) in the Public Service, with specific reference to the Department of Justice and Constitutional Development. The ultimate aim is to identify Employment Equity (EE) measures that will benefit management and employees in enhancing individual performance and productivity. The study focuses on perceptions of employees on how they perceive EEP. As the study progressed it became equally important to determine the alignment and contribution of EEP on Departmental strategic objectives. The results and recommendations will be shared with the Department of Justice and Constitutional Development with a view to ensuring that its EEP is aligned to its strategic objectives, and adds value to service delivery. / Public Administration and Management / M.P.A.

Thesis (LL.M. (Labour Law)) -- University of Limpopo, 2022 / The aim of this research is to determine the laws that regulate affirmative action in the workplace and the impact Covid-19 has on affirmative action. This research focuses on the history of affirmative action in South Africa and the United States of America. Both countries have a similar history of discrimination and racial segregation. The United States of America is one of the most progressive countries on the issue of affirmative action. The comparison of South Africa with the United States of America will enhance the applicability and effectiveness of affirmative action. Past discrimination is a huge contributing factor to the imbalances and inequalities experienced in the workplace. A measure in a form of affirmative action was established to redress past injustices, however, there are many controversies around the topic and its effectiveness. The Covid-19 pandemic has made matters worse in that many people have been laid off, resulting in the retrenchments and the regress of affirmative action and its purpose. The findings of this research conclude that Covid-19 has negatively affected the process of affirmative action. As such, employers during this trying time prefer only individuals who are fully qualified and experienced as the employees have been reduced. As long as affirmative action applies to individuals or a group of individuals with certain skin colour or sex regardless of their past privileges this racial tension might never be relieved. In order to effectively implement affirmative action, South Africa has to focus on the institutions that cause the problem rather than dealing with the final results

Because it is representative of other Southern Baptist seminaries and distinguished by a vigorous graduate program, Southwestern Baptist Theological Seminary (SWBTS) was chosen as the institution from which the population was taken. The study, conducted in 1984, collected data about women graduates of SWBTS for the years 1975, 1978, and 1981, with the following purposes: (1) to develop a profile of women who choose seminary education as an avenue of career preparation; (2) to determine the degree of influence of significant others --individuals in the family, school, peer group, and the church -- on women pursuing graduate education in order to prepare for ministry vocations. Among the findings of the study are these observations: 1. Despite a consistently supportive role from church pastors about respondents' career choices before, during, and after seminary, few seminary graduates encountered clergywomen as role models, or received material support from their home churches, and many encountered gender bias and discrimination as they sought ministry-related careers throughout their educational careers and afterwards. 2. The most desired career choices expressed by respondents include missionary, age group minister, counselor, minister of education, and college or seminary teacher. 3. The least desired career choices of respondents include minister of music, graded choir director, church musician, minister of outreach, pastor, associate pastor, chaplain, and recreation specialist. 4. Mothers, fathers, campus ministers, close friends, fellow seminary students, and missionaries and mission activities were cited, variously, as positively influencing seminary graduates at different stages of their careers. The study's conclusions include the further observation that despite disturbing discrimination against them, the women querried remained faithful to the Southern Baptist denomination, desired to serve, and wished for self improvement in their study and growth.

Mémoire numérisé par la Direction des bibliothèques de l'Université de Montréal.

近年来，针对就业和就学中遭遇歧视的困境，中国乙肝携带者发起一场要求消除歧视、维护合法权益的抗争运动。为什么乙肝携带者就业歧视问题在中国如此显著？面对国家和市场这两大最具权势的系统，公民社会将何以对抗？本文旨在从社会学的视角对这场“将‘乙肝’去除"的运动进行解读。 / 本文采用个案研究方法，以北京益仁平中心为主要研究对象，围绕 “乙肝"在中国的建构和重构过程，将研究聚焦于三个方面：第一，乙肝污名化过程以及国家、市场中的话语权；第二，反乙肝歧视维权运动的条件和动员机制；第三，“将‘乙肝’去除"中的政治和权力话语三角。 / 本文从社会运动理论中的资源动员、政治机会结构和框架理论出发解读中国乙肝携带者的维权运动；将运动中的微观景象与宏观社会结构结合起来，考察影响乙肝携带者维权运动的主要因素以及运动的动员机制。研究伊始分别从国家和市场两个领域审视乙肝歧视问题在中国的建构过程，阐明乙肝污名化是政府权威以及市场中医药商和医学权威共谋下的合力作用，从而为乙肝携带者反歧视抗争运动的后续研究选择一个合适的立足点。笔者在案例中发现，组织在维权运动中将乙肝携带者群体动员起来，采取有效的策略，充分利用其在资源获得方面的优势、建立乙肝维权组织网络、善于把握时机营造政治机会空间、并能够吸纳律师和媒体的专业力量是维权行动能取得成功的重要因素。 / 组织在维权行动中的话语框架对运动的发展至关重要。乙肝携带者群体对组织运动框架的认同是动员成功的基础；掌握定义“乙肝"的主动权、运动领袖的可信性、框架话语表达的日常化、与媒体的良好关系等策略有助于框架在动员中与参与者、旁观者产生共鸣；抗争精英通过话语框架为抗争活动提供合法性。 / 反乙肝歧视维权运动可以看作是一个“将‘乙肝’去除"的“去污名化"运动。一方面，中央政府与地方政府有着各自自主性利益；另一方面，乙肝携带者群体内部就抗争形式也难以统一，这两种分裂情况交叉形成了一个围绕“将‘乙肝’去除"的，以规则、效益和权利为话语的权力三角，支撑反歧视行动的抗争空间。权力三角的多变性决定去除“乙肝"的行动是有策略的、冒险的，但却相对稳定。 / Hepatitis B Virus carriers (HBVers) have launched series social movements targeting at eliminating discriminations against HBVers in job market and promoting fair employment in recent decade of years. Why does nowhere match the HBV discrimination in such country like China? How is contentious politics possible when the powerless engage in struggles with power holders, like state and market in China? The thesis attempts to learn the intricacies of body politics with sociological approaches. / Yirenping, a NGO located in Beijing, is selected as research object in this case study. Concentrating on the political nature of the HBV confrontations, this thesis is comprised of three parts: first, the stigmatization of HBV in China; second, tactics and strategies that employed against the system of discrimination; third, the politics of “Removing HBV" and the power triangle among state, market and civil society. / The analysis of the HBV movement is informed by three sociological theories of social movements: resource mobilization, political opportunity structure and framing, meanwhile macro structure and micro interaction are combined. It is postulated that this disease discrimination in China occurs when confronting an entrenched stigmatization conjoined from both state and market dedicated to keeping the HBVers excluded and marginalized, which serves as a departure point for further analysis of the struggles for power against this discrimination. Resources mobilized, leaderships and organizations, networks among HBVers and outside supporters, strategies in mobilization positively facilitate the anti-discrimination movements. Utilizing the institutional advocacies as well as informal networks with officials, NPC & CPCCC delegates open more political opportunities within the preexisting political environment. / Framing is essential to the movement mobilization. Identifying closely with the visions and missions in movements, the self conceptualization of HBV-discrimination, charismatic leaders, the everyday narrative of the frame, as well as strategic media coverage help promoting resonance among movement participants and standers-by. Framing strategies provide legitimacy for HBV selves in collective movements. / Finally, the thesis came to the conclusion that anti-discrimination-against-HBVers social movements in China can be interpreted as a process of struggle to “Removing HBV" power. Central government and local ones have their autonomies and interests respectively, while weak but observed divisions in protesting strategies also exist within the HBVers, which shape a triangle of power struggles among the dominant and dominated groups. The power triangle is flexible, and the “Removing HBV" movements are strategic, risk-taking, while being routinized. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / 郭娜. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 137-156) / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts in Chinese and English. / Guo Nuo. / 中文摘要 --- p.i / 英文摘要 --- p.ii / 引言 --- p.1 / Chapter 第一章 --- 导论 乙肝：作为医学问题和作为社会问题 --- p.3 / Chapter 1.1 --- 作为医学问题的乙型肝炎及其全球地理分布 --- p.3 / Chapter 1.2 --- 乙型肝炎在中国 --- p.6 / Chapter 1.3 --- 作为社会问题的乙肝歧视 --- p.8 / Chapter 1.4 --- 研究方法 --- p.10 / Chapter 1.5 --- 小结 --- p.14 / Chapter 第二章 --- 研究问题与文献回顾 --- p.15 / Chapter 2.1 --- 社会运动理论的发展脉络 --- p.16 / Chapter 2.2 --- 认同与社会运动的动员 --- p.21 / Chapter 2.3 --- 中国底层社会与维权抗争研究回顾 --- p.24 / Chapter 2.4 --- 中国反乙肝歧视运动的分析框架 --- p.26 / Chapter 2.5 --- 小结 --- p.34 / Chapter 第三章 --- 政府与入职体检 --- p.35 / Chapter 3.1 --- 新中国成立之初的公共卫生政策 --- p.35 / Chapter 3.2 --- 中国人事制度改革和公务员职业声望 --- p.39 / Chapter 3.3 --- 体检标准与强制乙肝检测 --- p.43 / Chapter 3.4 --- 小结 --- p.47 / Chapter 第四章 --- 市场话语权与定义“乙肝" --- p.49 / Chapter 4.1 --- 市场中的虚假广告 --- p.50 / Chapter 4.2 --- 体检经济 --- p.54 / Chapter 4.3 --- 医药商与医学权威 --- p.56 / Chapter 4.4 --- 小结 --- p.58 / Chapter 第五章 --- 乙肝携带者的个人经验 --- p.61 / Chapter 5.1 --- 疾病的社会建构 --- p.62 / Chapter 5.2 --- 乙肝携带者的认知过程 --- p.66 / Chapter 5.3 --- 乙肝携带者的抗争选择 --- p.68 / Chapter 5.4 --- 小结 --- p.74 / Chapter 第六章 --- 从个体经验到集体行动：公民社会的回应 --- p.76 / Chapter 6.1 --- 从个人困境到集体行动 --- p.76 / Chapter 6.2 --- 反乙肝歧视运动中的资源动员 --- p.80 / Chapter 6.3 --- 反乙肝歧视组织网络 --- p.82 / Chapter 6.4 --- 反乙肝歧视运动中的机会空间 --- p.86 / Chapter 6.5 --- 小结 --- p.90 / Chapter 第七章 --- 框架策略：反乙肝歧视运动中的动员 --- p.91 / Chapter 7.1 --- 认同与社会运动 --- p.91 / Chapter 7.2 --- 反乙肝歧视运动的行动框架 --- p.95 / Chapter 7.3 --- 反乙肝歧视运动的动员策略 --- p.100 / Chapter 7.4 --- 小结 --- p.107 / Chapter 第八章 --- 身体的政治：将“乙肝"去除 --- p.108 / Chapter 8.1 --- 权力的维度 --- p.108 / Chapter 8.2 --- 反乙肝歧视行动的抗争轨迹 --- p.111 / Chapter 8.3 --- 国家、市场与公民社会：将“乙肝"去除 --- p.116 / Chapter 8.4 --- 小结 --- p.130 / Chapter 第九章 --- 总结与讨论 --- p.131 / 参考文献 --- p.137 / Chapter 附录A --- 访谈提纲 --- p.157 / Chapter 附录B --- 64名被访者基本信息概况 --- p.160 / 致谢 --- p.162

Indiana University-Purdue University Indianapolis (IUPUI) / Madeline Heilman’s (1983) Lack of Fit Model, which postulates why discrimination occurs in the selection of sex-typed jobs, has been applied to the interaction of applicant attractiveness. Yet recent research suggests that other appearance variables, namely sex-typed facial features, may be associated with perceptions of fit. Building upon Heilman’s 1983 model, the current study evaluated how sex-typed facial features relate to applicant selection for sex-typed fields. Undergraduate students were recruited for participation during the spring academic semester (n = 413) and data were analyzed using a 2x2x2 ANOVA. Results indicated that selection is significantly impacted by the three-way interaction of applicant sex, facial feature-type, and sex type of the applying field. Further, masculine-featured females and feminine-featured males were significantly less favored for selection within the feminine sex-typed field. Implications of these findings and the differential evaluation of male and female applicants in a feminine field are discussed.