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 thesis analyses the gender dimensions of work-life balance policies in the UK. It focuses on three related questions: firstly, to what extent are work-life balance policies framed by 'diversity'; secondly, how does this impact on the conceptualisation and implementation of work-life balance policies (in government and in organisations); and thirdly, what are the implications for gender equality? Through analysing published research, the UK Government's work-life balance agenda and data generated from three selected case study organisations, the prominent dimensions of diversity that shape the conceptualisation and implementation of work-life balance policies are presented. This thesis argues that the concept of diversity - as defined by the feminist literature - offers the potential to progress gender equality through overcoming the same-difference dichotomy, and by recognising multiple aspects of identity. However, this theoretical potential is not necessarily reflected in practice. With the emphasis on the individual worker and choice, diversity has been primarily defined as 'managing diversity', and has a significant affect on how work-life balance policies have been applied in both government policy and organisational practice. The UK Government states that work-life balance policies are meant to provide everyone with opportunities to balance work with other aspects of life. The current policy framework targets parents and in particular mothers, potentially limiting the choices that men and women have to 'work' and 'care'. Locating work-life balance policies within the context of 'managing diversity' supports and facilitates women's employment, but does not necessarily challenge fundamental gender disparities such as occupational segregation and gender pay gaps. Analysis of the UK Government's current agenda and organisational case studies show that despite progressive equality, diversity and worklife balance agendas, work-life balance policies are limited in challenging persistent structural gender inequalities.

The purpose of this study was to determine whether application forms used in Texas public schools for teachers and administrators were in compliance with federal Equal Employment Opportunity Commission (EEOC) and Texas Human Rights Commission Act (THRCA) regulations regarding preemployment practices. Participating in the study were 740 public school districts in Texas. The study also attempted to determine if these application forms are in violation of EEOC regulations pertaining to pre-employment practices and whether classification based on the districts' size, wealth, student ethnicity and geographical location has a bearing on the degree of compliance with and awareness of EEOC and THRCA regulations. A model employment application form and set of guidelines were developed for school districts to use in securing pre-employment information. Inferential statistics were used through various applicable designs. Three different types of analysis were utilized. These were a Descriptive Analysis, a Goodman- Kruskal Gamma (y) Coefficient—chi-square analysis and a Multiple Regression analysis. The descriptive analysis included the calculation of percentages of the suspect questions appearing on teacher and administrator application forms utilizing the Criteria Used to Determine EEO Compliance and Awareness Among Texas School Districts. The Goodman-Kruskal Gamma (y) Coefficient and the chi-square analysis were employed in order to determine differences in compliance and awareness based on the districts' size, wealth, student ethnicity and geographical location. The GAMTAU. ASC Computer Program was used to test the Gamma values, with a standard z-score. The Multiple Regression analysis was employed to determine to what extent variation in the use of total suspect questions correlated with size, wealth, ethnicity and geographical location. The results of the data analyzed reveal that the size and ethnicity of the school district had a weak but significant correlation with EEO compliance and awareness based on employment application forms for teachers and administrators and that school districts in Texas were not in compliance with EEOC and THRCA regulations regarding application form pre-employment practices.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017. / This literature-based case study investigated the influence of gender differences and cultural values on women’s promotion prospects in the public sector of three sub-Saharan countries, namely: the Democratic Republic of Congo, Nigeria and Sudan and provided a framework designed to facilitate the implementation of women’s promotion prospects in the public sector. Worldwide, women employed in the public sector are stereotyped and discriminated against by being by-passed for high-level positions by men who consider themselves more capable employees. As such, women are overlooked for promotion and encounter the ‘glass ceiling’, which hampers their efforts at accomplishing their career goals. Equality in promotion will improve women’s living conditions and benefit society. While studies have been conducted on several women’s issues, none has focused on how gender differences and cultural values affect women’s promotion in sub-Saharan Africa. This gap needs to be addressed. The design of the study was qualitative as it provides insights into the phenomenon studied. The data collection method was desk research, owing to financial constraints that did not allow for travelling to collect primary data. The study found that gender discrimination exists in both society and the public sector workplaces in the Democratic Republic of Congo, Nigeria and Sudan as a consequence of multi-ethnicity, religion (Sharia law) and war in the Sudan, particularly. The effects of cultural values on promotion and employment in these countries are palpable. The process of how women are promoted to leadership in the public sector is, however, unclear. The study also revealed that in a country like Rwanda, where equal gender opportunities exist socio-economically, fast economic growth and enhanced societal living conditions have been realised. Women’s promotion and well-being is strongly related to the elimination of poverty and the enhancement of living conditions such as reduced child starvation and death. Equality and empowerment of women is now globally accepted as a core human right that needs to be sustained. In this direction, a comprehensive framework for the implementation of gender policies on women’s promotion prospects was developed.

The political and economic pressures for transformation in South Africa have been documented in an array of policies, pieces of legislation, regulatory and statutory frameworks, and also in governance codes for both public and private companies. Specifically for the mining industry, the Mining Charter comprises of transformation targets and measurement criteria that are presented in a scorecard to be achieved by the mining industry by 2014. Additionally, the King reports on governance have specific requirements that listed companies must meet in terms of employment equity and demographic representation to achieve board diversity and independent boards. The aim of this study was to report on the board transformation status in the mining industry, as well as the progress that has been made towards meeting transformation targets. The 2011 annual reports were used to capture profiles and composition of board of directors in Johannesburg Stock Exchange (JSE) listed mining companies. Interviews were used to gain insight on the transformation status, initiatives undertaken and challenges of transformation in the mining industry. The research findings from the analysis of board members demographic and career profiles shows that little has been achieved to ensure equal representation and diversity on the boards of directors. Further analysis of the status of transformation by JSE listed mining companies to realise transformation, shows that transformation in the mining industry is still a major challenge. Whilst some initiatives have been undertaken and some progress has been made, this study reveals that the barriers to transformation in the South African mining industry are racial issues and tensions based on colour, the lack of skills caused by the education system, a war for talent, a lack of mentorship and no stakeholder engagement between the mining industry and government / Business Management / M. Com. (Business Management)

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2018-12-17T11:53:15Z No. of bitstreams: 1 Nathalia Carolini Mendes dos Santos.pdf: 970157 bytes, checksum: 8c0beb5e48612ade18d83f8e931b6c02 (MD5) / Made available in DSpace on 2018-12-17T11:53:15Z (GMT). No. of bitstreams: 1 Nathalia Carolini Mendes dos Santos.pdf: 970157 bytes, checksum: 8c0beb5e48612ade18d83f8e931b6c02 (MD5) Previous issue date: 2018-11-26 / Conselho Nacional de Pesquisa e Desenvolvimento Científico e Tecnológico - CNPq / Although there is still a long way for transsexuals to have their rights fully assured in Brazil, in recent years many achievements have been achieved. The national and international political agenda included the struggle linked by years of social movements in the pursuit of equality of conditions, respect, freedom, dignified life and full exercise of citizenship for the LGBTI + population. The Brazilian legal system is flawed and does not specifically regulate the protection and defense of transsexuals who, in order to eliminate invisibility and persecution, have found in the evolution of human rights and constitutional principles the chance of recognition before the community, leaving gradually to be part of a group that survives on the fringes of society, consistently considered as rests or "something" that should not exist, sometimes inhabiting the underworld of prostitution in search of at least sustenance. However, this path has not been easy and there are still many difficulties in the effectiveness of these rights, since prejudice, discrimination and intolerance create many obstacles. In view of this, the present study analyzed the legal protection of transsexuals and their effectiveness, through affirmative actions to combat discrimination as a way to ensure the existential minimum, guaranteeing inclusion in the labor market and in all social segments, stressing the the need for a regulatory law that criminalizes discriminatory practices, intolerance or violates fundamental rights, and finally, the strengthening of the work of the Public Labor Ministry in monitoring compliance with labor legislation, following up on complaints and stimulating their implementation / Apesar de ainda faltar muito para que os transexuais tenham seus direitos plenamente assegurados no Brasil, nos últimos anos, muitas conquistas foram alcançadas. A agenda política nacional e internacional incluiu a luta encadeada por anos dos movimentos sociais na busca de igualdade de condições, respeito, liberdade, vida digna e pleno exercício da cidadania para a população LGBTI+. O ordenamento jurídico brasileiro é falho e não regulamenta, de forma específica, a proteção e a defesa dos transexuais que, no intuito de eliminar a invisibilidade e a perseguição, encontraram na evolução dos direitos humanos e princípios constitucionais a chance de reconhecimento perante a coletividade, deixando, paulatinamente, de fazer parte de um grupo que sobrevive à margem da sociedade, considerado de forma constante como rés ou “algo” que não deveria existir, por vezes habitando o submundo da prostituição em busca, ao menos, de sustento. No entanto, esse caminho não foi fácil e ainda restam inúmeras dificuldades na efetividade desses direitos, pois o preconceito, a discriminação e a intolerância criam numerosos obstáculos. Em vista disso, o presente estudo analisou a proteção jurídica dos transexuais e sua efetividade, por meio de ações afirmativas de combate à discriminação como forma de assegurar o mínimo existencial, garantindo a inclusão no mercado de trabalho e em todos os segmentos sociais, frisando a necessidade de lei regulamentar que criminalize práticas discriminatórias, intolerância ou violem os direitos fundamentais e, por fim, o fortalecimento da atuação do Ministério Público do Trabalho na fiscalização do cumprimento da legislação trabalhista, acompanhando denúncias e estimulando a sua realização

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2017-10-06T12:49:33Z No. of bitstreams: 1 Juçara Pereira da Costa Neves.pdf: 1847952 bytes, checksum: d72563f886f832d014805a6283b78144 (MD5) / Made available in DSpace on 2017-10-06T12:49:33Z (GMT). No. of bitstreams: 1 Juçara Pereira da Costa Neves.pdf: 1847952 bytes, checksum: d72563f886f832d014805a6283b78144 (MD5) Previous issue date: 2017-09-21 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This research addresses issues related to prejudice and discrimination of people aged 40 or over in the work context and the challenges faced by these individuals at the time and a possible professional relocation at that stage of human life. For this, a bibliographical research was conducted on issues related to human aging, global longevity and longevity in Brazil, organizational diversity, people management, work, labor market, individual, social psychology and ethics. A quantitative-descriptive research was also performed with data obtained through an online questionnaire, answered by 56 professionals aged 40 years or over. First, the statistical analysis was based on the presentation and description of the frequency diagrams corresponding to the data collected for the various questions formulated. As a complementary study, the chi-square test of independence was applied in order to verify the existence or not of association between certain variables. The data revealed that professionals aged 40 and over perceived the existence of prejudice and age discrimination in the work context, as well as several challenges faced during the professional relocation process after 40 years of age. This research aims to contribute to discussions and new studies focused on this topic. In addition, this study aims to assist professionals in the area of social Psychology, human resources and/or people management, promoting information and reflection on the subject, in order to work for social inclusion in companies of people with that age group / Esta pesquisa aborda questões relacionadas ao preconceito e discriminação de pessoas com 40 ou mais anos de idade no contexto de trabalho e os desafios enfrentados por esses indivíduos no momento e uma possível recolocação profissional nessa fase da vida do ser humano. Para isso, realizou-se uma pesquisa bibliográfica sobre questões ligadas ao envelhecimento humano, à longevidade global e longevidade no Brasil, à diversidade organizacional, à gestão de pessoas, ao trabalho, mercado de trabalho, indivíduo, psicologia social e ética. Foi realizada também uma pesquisa quantitativa-descritiva com dados obtidos através de questionário on-line, respondido por 56 profissionais com 40 ou mais anos de idade. Primeiramente, a análise estatística baseou-se na apresentação e descrição dos diagramas de frequências correspondentes aos dados coletados para as várias questões formuladas. Como estudo complementar, aplicou-se o Teste Qui-Quadrado de independência com o objetivo de se verificar a existência ou não de associação entre determinadas variáveis. Os dados revelaram que os profissionais de 40 ou mais anos de idade percebem a existência de preconceito e discriminação etária no contexto de trabalho, assim como vários desafios enfrentados durante o processo de recolocação profissional após os 40 anos de idade. A pesquisa em questão pretende contribuir para discussões e novos estudos voltados para este tema. Além disso, este estudo pretende auxiliar os profissionais da área de psicologia social, recursos humanos e/ou gestão de pessoas, promovendo informação e reflexão sobre o tema, com o intuito de trabalharem a inclusão social nas empresas de pessoas com a referida faixa etária

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2017-10-27T12:27:51Z No. of bitstreams: 1 Andréa Peres Mendes.pdf: 800144 bytes, checksum: ef4421aa0ed669787f38704dc20b7433 (MD5) / Made available in DSpace on 2017-10-27T12:27:51Z (GMT). No. of bitstreams: 1 Andréa Peres Mendes.pdf: 800144 bytes, checksum: ef4421aa0ed669787f38704dc20b7433 (MD5) Previous issue date: 2017-09-19 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / The achievements of women's struggle for equal rights in the last decades are undeniable, however, there are still a number of discriminatory barriers, mainlly in the workplace that limit the achievement of the goals of contemporary western women as a worker and income-earner. This dissertation describes the most common obstacles, how they arise and if it is possible to overcome them. Motherhood appears in this study as a dubious and complex obstacle because for some women at the same time as it is a personal fulfillment it is also a personal collection that resonates in its development and makes it have to choose between a successful career (according to her point of view of what success is in the second decade of the 21st century) and being a good mother (according to concepts founded and disseminated in the last century). For this analysis I was used the concept Crystal Labyrinth, developed by the researchers Alice Eagly & Linda Carli (2007). Since this enlarges the idea of Glass Ceiling, concept created in the 1970s to describe the invisible barrier that prevented the growth of women's careers. The Crystal Labyrinth understands that developing a successful career as a woman is possible, but the path is slow, tortuous, and complex because of the numerous discriminatory barriers women have to deal with at every stage of the development of their work life And not just with regard to job promotions in the workplace / São inegáveis as conquistas resultantes da luta das mulheres por direitos iguais nas últimas décadas, no entanto, ainda existem uma série de barreiras discriminatórias, especialmente no mercado de trabalho, que limitam a realização dos objetivos da mulher contemporânea ocidental, enquanto trabalhadora e geradora de renda. Esta dissertação descreve os entraves mais comuns, como eles surgem e se é possível superá-los. A maternidade aparece nesse estudo como um obstáculo dúbio e complexo porque para algumas mulheres ao mesmo tempo em que ela é uma realização pessoal também é uma cobrança pessoal que ressoa em seu desenvolvimento e a faz ter que optar entre uma carreira bem-sucedida (de acordo com a visão do que é ter sucesso na segunda década do século XXI) e ser uma boa mãe (segundo conceitos fundamentados e disseminados no século passado). Para esta análise foi utilizado o conceito Labirinto de Cristal, desenvolvido pelas pesquisadoras Alice Eagly & Linda Carli (2007). Uma vez que este amplia a ideia de Teto de Vidro, conceito criado na década de 1970 para descrever a barreira invisível que impedia o crescimento das carreiras femininas. O Labirinto de Cristal entende que desenvolver uma carreira bem-sucedida sendo mulher é possível, mas o caminho é lento, tortuoso e complexo devido às inúmeras barreiras discriminatórias com as quais as mulheres têm que lidar em todas as etapas do desenvolvimento de sua vida no trabalho e não apenas no que se refere às promoções de cargo no ambiente laboral

The purposes of this study were: (1) to present data resulting from an analysis of the ninety-seven published grievance-arbitration awards involving issues of racial discrimination occurring between April 1, 1974, and December 31, 1980? and (2) to determine from the data how labor arbitrators have reacted to Alexander v. Gardner-Denver Co., 415 U.S. 36 (1974) . The Supreme Court held that labor arbitration was a "comparatively inappropriate" forum for the resolution of employment discrimination disputes. However, the Court said that an arbitral award could be "accorded great weight" by a lower court when certain relevant factors are present in an award. The cases were analyzed to determine the extent to which arbitrators responded to the factors set forth in the Gardner-Denver decision.