Thesis (MPA.) --University of Limpopo, 2002 / Refer to the document

This thesis explores institutionalized discrimination in the United States Military by examining the rationales given for policies that exclude, or limit the military service of racial minorities, women and homosexuals, and the rationales given for altering such policies. outgroups such as racial minorities, women and homosexuals are presumed to be a threat to the white male heterosexual majority within the military services. The presence of these outgroups in the military has been officially characterized as threatening to small-unit cohesion, and therefore threatening to military readiness. This thesis was first based upon the assumption that the rationales favoring discriminatory policies, and rationales favoring reform, would be expressed in the language of small-group theories of cohesion, that is, cohesion based upon the self-categorization of group members, or the interdependence of group members. However, in the data analysis process, two other rationales emerged: the ideological and the bureaucratic rationales. Data illustrating these four rationales were drawn from a content analysis of articles and other commentary published in the New York Times. Statements were crosstabulated by the stance (exclusionist or reformist) they supported and the rationale (self-categorical, interdependent, ideological or bureaucratic) they employed to justify the stance. This analysis was first done separately for each of the three groups, racial minorities, women and homosexuals, and then the data for each of the three outgroups were compared and contrasted. Findings indicate that despite the military's official characterization of outgroups as a threat to small-unit cohesion, relatively little of the debate was expressed in terms of small-group theories of cohesion-the self-categorization of, or interdependence of group members. The most frequently employed rationales were, in fact, ideological in character. Between the three groups, however, some differences in patterns of rationales and stances emerged. The findings are placed in their historical and political contexts to help explain the results of the analysis, and to illuminate the experience of racial minorities, women and homosexuals in the United States military.

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2014 / The discussion looks at the history of commercial sex and how it has evolved in South Africa. The discussion evaluates the challenges that commercial sex workers face in South Africa and argues that the dignity of sex workers as citizens of South Africa are infringed and it would seem that less is being done to protect these workers due to nature of their work. It is argued that sex workers are still entitled to the rights enshrined in the Constitution despite the illegality of sex work. This discussion argues further that sex work continues to exist in South Africa despite its illegality and it would be prudent to address the challenges that encourage sex work because the criminalization of this type of work does not seem to minimize sex work. The discussion further looks at the case of Kylie v CCMA which has been subject to much debate recently. The discussion also makes a comparative study with Germany and determines the lessons which South Africa can learn from this country regarding decriminalization of sex work.

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2014 / The discussion looks at the history of commercial sex and how it has evolved in South Africa. The discussion evaluates the challenges that commercial sex workers face in South Africa and argues that the dignity of sex workers as citizens of South Africa are infringed and it would seem that less is being done to protect these workers due to nature of their work. It is argued that sex workers are still entitled to the rights enshrined in the Constitution despite the illegality of sex work. This discussion argues further that sex work continues to exist in South Africa despite its illegality and it would be prudent to address the challenges that encourage sex work because the criminalization of this type of work does not seem to minimize sex work. The discussion further looks at the case of Kylie v CCMA which has been subject to much debate recently. The discussion also makes a comparative study with Germany and determines the lessons which South Africa can learn from this country regarding decriminalization of sex work.

Not available / text

Purpose: The purpose of the present study was to determine if accent related discrimination exists in the work place for persons who speak with an Indian, Pakistani, or Bangladeshi accent. An additional purpose was to explore the participants’ knowledge and willingness to enroll in accent modification therapy and their general feelings regarding this type of therapy. Method: A 57 item survey that was developed to address our research questions was distributed through Survey Monkey to various listservs, organizations and personal contacts. These methods yielded a total of 279 participants, with 110 participants included in the present study. Results: Majority of participants reported that they do not think their accent is difficult to understand and also felt that their accent was accepted. No significant trends were found between length of time living and working in the United States and accent discrimination. However, per participant report, discrimination appears to be more prevalent in the initial part of the employment process (applying for a position and during the beginning portion of their employment). Most participants had never heard of and/or previously enrolled in accent modification therapy. In addition, approximately half said that they would not voluntarily enroll in accent modification therapy, but the remaining participants either responded that they would consider enrolling or they would definitely enroll. Further, half the participants reported that they would not have negative feelings if it was recommended by their employer that they enroll in therapy. Conclusions: This preliminary data suggests that accent discrimination towards individuals who speak with an Indian, Pakistani, or Bangladeshi accent does exist in the workplace. Results also indicate a disconnect between existence of discrimination and awareness of discrimination, either due to the survey limitations or an emerging awareness on the part of the participants. Additionally, few participants reported knowledge of accent modification therapy. Negative feelings towards enrolling in accent modification therapy were within in minority. This data, in addition to reasons to enroll in therapy provided by participants, will aid speech-language pathologists in creating appropriate therapy programs for this unique population. / text

published_or_final_version / abstract / toc / Criminology / Master / Master of Social Sciences

Since its emergence as the ruling party in 1994, when South Africa became a democratic country, the African National Congress has legislated and implemented a number of policies that are aimed at redressing the historical imbalances of the past caused by the Apartheid system. The Constitution of South Africa provides for the equality of men and women as a basic human right. The South African Employment Equity Act (1998) was introduced as a way of assisting the process of achieving equality and fairness in the employment practices of government, business and other sectors in South Africa. Scholars such as Merilee Grindle have argued that for a policy to succeed many things need to be considered such as the internal and external environment in which the implementation is to occur. There has also got to be a buy-in from the relevant stakeholders as policy implementation can be influenced by the implementer’s own belief system. Factors such as one’s upbringing, religion, race, class and culture can all impact on workplace practices. Through face to face interviews with the people who are the intended beneficiaries of this policy, this study moves away from looking at the statistics that have previously been the sole analysis of the implementation of the Employment Equity Act (EEA) to look at historical, political and cultural influences on the application of the EEA. In particular this study attempts to interrogate whether cultural factors play a role or impact on the way the EEA is being implemented within a government department using the KwaZulu Natal Department of Economic Development as a case study. The obvious reason for focusing on culture is that one’s cultural background inevitably shapes how an individual views the world and engages with other people. Cultural beliefs and prejudices can also affect a person’s conduct in the workplace. KwaZulu Natal is a province that has a very long history of cultural traditions rooted in a largely patriarchal system, therefore interrogating this topic within this province is highly appropriate. The responses of the participants will reflect the views of mostly women in management positions. From these perspectives the study will reflect on the degree to which culture does play a role in the implementation of the EEA in this particular case study. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.

"But you've got to make sure you communicate in the right way [laughs] so that no one else knows what you're talking about. [Laughing]" (Interview I) The study examines the rhetoric of 'racial' exclusion used by South African private recruitment consultants to justify racist practice, criticise employment equity and deny racism. The dilemmatic nature of clients racially based requests is understood in a context that socially and legally forbids "unfair discrimination" and racist practice. The reader is provided with an overview of the legislation as it pertains to recruitment and the psychological study of 'race' in order to locate this study within its historical context. An historical context of segregation and resistance to changes in employment practices. We examine how South African psychology has investigated 'race' and racism - past and present. Psychology has traditionally explained 'white' resistance to transformation in terms of 'racial' prejudice. These attitudinal approaches fail to explicate the role of language in the reproduction and conservation of these historical patterns. By providing the reader with an historical overview "interpretative connections" (Wetherell and Potter, 1992) will be established that assist in the analysis of the text. Transcribed interviews with nine private recruitment consultants in two urban centres in South Africa serve as textual evidence. The analysis demonstrates the rhetorical strategies employed by consultants in their conversations, discussions, negotiations, criticism and justification of the conservation of historical employment patterns. Private recruitment consultants engage in a number of rhetorical manoeuvres that appeal to 'white' norms and construct' black' as a requirement and deficient. The construction of' white' and' black' serves as a platform for justifying the historically established 'racial' hierarchy and conserving 'racial' privilege. Consultants construct their practice as a 'reasonable' response to clients' blatant 'racially' based requests for candidates. This is done by splitting racism into 'reasonable' and 'unreasonable' racism. 'Unreasonable' racism is defined as explicit I blatant acts that are located externally and in the past. This splitting functions to distance recruitment consultants from the racist practices of their clients and to counter potential accusations of racism. Their arguments function ideologically to defend the historical status quo in employment and criticise social transformation in South Africa. The study concludes with recommendations for the private recruitment industry in South Africa and suggests future areas of study using a discursive approach. The analysis highlights the need for external auditing of the private recruitment agencies to ensure the enactment and successful implementation of the Employment Equity Act of 1998 and the Promotion of Equality and Prevention of Unfair Discrimination Act of 2000. Furthermore, more detailed analysis of the object of racism, namely the construction of 'whiteness', could be useful in understanding resistance to transformation in the private sector and the (re)production of racism. / Thesis (M.A.)-University of Natal, Pietermaritzburg, 2002.

No abstract available. / Thesis (M.A.)-University of Natal, Durban, 1991.