Thesis (M.A.)--University of Toledo, 2009. / Typescript. "Submitted as partial fulfillment of the requirements of The Master of Arts in History." "A thesis entitled"--at head of title. Bibliography: leaves 94-97.

The objective of this thesis was to investigate pre-service teachers and student misconceptions of the equal sign, and then offer suggestions to pre-service teachers, teachers, university programs, and schools to prevent common misconceptions from occurring in classrooms. Some students do not realize the equal sign can have two different functions, operational and relational. There are several different reasons for this misconception, beginning with the lack of defining what the equal sign is and what it means in the classroom. In the first study, eighteen participants were interviewed to explain their responses when evaluating student work to gain an in-depth knowledge of pre-service teachers' perceptions of the equal sign and their ability to evaluate a students' response to a specific math task. Results showed that pre-service teachers have a better understanding of the equal sign and may be ready to teach the equal sign as a relationship between numbers. Furthermore, pre-service teachers would benefit greatly from evaluating students' work and looking for common misperceptions that students may have. In the second study, six fifth grade classes were studied to determine if there was a positive relationship for teaching atypical type equivalence statements to students and performing better on equivalence questions. Three classes from Spring 2011, were administered a test; two of the test items were used to analyze their understanding of the equal sign. In Fall 2011, another three fifth grade classes participated in lessons, which required students to analyze atypical type equivalence statements, and then they were given the same two test items. Results from this study supported the use of atypical type equivalence statements because more students in the experimental group correctly responded to the two items and were also able to justify their responses with work that exemplified good understanding of the equal sign as being a relationship. Both of these studies support increasing student and pre-service teachers understanding of the equal sign and the misconceptions students have regarding the equal sign. University programs and schools should utilize these results to require preservice teachers and teachers to evaluate student work to identify common misconceptions and teach the equal sign as a relationship between both sides and not as an operation.

This thesis was carried out as part of a wider comparative study that was funded by the University of Plymouth and the Equal Opportunities Unit of the European Commission. Researchers from Great Britain, Greece, Ireland, Portugal and Sweden participated in this study. This thesis is based on the research that was carried out in London for which the author was solely responsible. The impetus for this research was to explore the implications for women of a largely unexplored aspect of European Community (EC) legislation. A lot of attention has focused on EC equal opportunities legislation but very little has been written about the impact of other more fundamental aspects of European Community legislation on women. This thesis therefore makes an important contribution to the EC gender equality debate by providing an understanding of the Free Movement of Persons Provisions - which serve as the basis for European citizenship - from a gender perspective. This research is based on three components; secondary data analysis, in particular the Labour Force Survey and a literature review of migration studies and issues concerning women and citizenship. The investigation also involves an analysis of primary, secondary and case law relating to the Free Movement of Persons provisions. The main empirical element of this research is an analysis of fifty in-depth life history interviews with European Union national women who had migrated to Great Britain and who were living in London in 1995. This thesis exposes the limitations of existing data sources and migration literature concerning the nature and process of migration for this group of women. It is argued that migration has been reported as a male phenomenon, which has perpetuated a myth, that migration is a male rather than female affair. A discussion of citizenship issues at a national level reveals the secondary citizenship status of women. These gendered assumptions about migration and the operation of citizenship rights are echoed in the way in which the Free Movement of Persons provisions have been developing and are at odds with the European Union's commitment to gender equality

Equal opportunity offices have been described as agencies of organisational change, and the term ‘cultural change’ has been used to describe aspects of equal opportunity work.Universities are sites of organisational cultures where equal opportunity officers have worked in Australia for the past decade. In this time there have been significant changes to higher education, in terms of the size of the university sector in Australia, and also in terms of funding, governance and management. These changes in universities provided the context for questions about the roles of equal opportunity officers in universities, and how they may have changed. This research investigated the practice of equal opportunity officers in universities by using a grounded theory approach to generate understandings about how this group of university staff may have impacted on university cultures. The study develops links between theories of culture and organisational change that was situated in the practices of equal opportunity officers.The research identified a central conceptual category that was described as ‘picking the pitch’, as the main theme in the work of equal opportunity officers in identifying issues and gaining support for a cultural change agenda. All of the preliminary themes that were identified, and the interactions, the observations and the analysis of culture were prerequisites for ‘picking the pitch’.The thesis uses the research for further reflection and integration of the goals of equal opportunity, and the means that were available to equal opportunity officers to achieve these goals. The interactions of power and influence, and some of the limitations on equal opportunity officers are discussed.In the thesis the usefulness of the concept of culture to equal opportunity officers is examined, along with the underpinning theories about the mind of humanity that contributed to their approach to their task.Finally, the thesis discusses the impact of the research for equal opportunity officers, and for the universities in which they worked.

Equal opportunity offices have been described as agencies of organisational change, and the term ‘cultural change’ has been used to describe aspects of equal opportunity work.Universities are sites of organisational cultures where equal opportunity officers have worked in Australia for the past decade. In this time there have been significant changes to higher education, in terms of the size of the university sector in Australia, and also in terms of funding, governance and management. These changes in universities provided the context for questions about the roles of equal opportunity officers in universities, and how they may have changed. This research investigated the practice of equal opportunity officers in universities by using a grounded theory approach to generate understandings about how this group of university staff may have impacted on university cultures. The study develops links between theories of culture and organisational change that was situated in the practices of equal opportunity officers.The research identified a central conceptual category that was described as ‘picking the pitch’, as the main theme in the work of equal opportunity officers in identifying issues and gaining support for a cultural change agenda. All of the preliminary themes that were identified, and the interactions, the observations and the analysis of culture were prerequisites for ‘picking the pitch’.The thesis uses the research for further reflection and integration of the goals of equal opportunity, and the means that were available to equal opportunity officers to achieve these goals. The interactions of power and influence, and some of the limitations on equal opportunity officers are discussed.In the thesis the usefulness of the concept of culture to equal opportunity officers is examined, along with the underpinning theories about the mind of humanity that contributed to their approach to their task.Finally, the thesis discusses the impact of the research for equal opportunity officers, and for the universities in which they worked.

Práce se zabývá aktuální problematikou v souvislosti se sociální politikou, jejími počátky, vývojem a současnými tendencemi. Dále charakterizuje základní dokumenty sociální politiky a klíčové principy Evropské strategie zaměstnanosti. Praktická část je zaměřena na jeden z programů spolufinancovaných z evropských fondů, konkrétně z Evropského sociálního fondu. Program Iniciativy Společenství EQUAL implementovaný v ČR se prostřednictvím vytvořených partnerství snaží nalézt a vyvinout inovativní nástroje boje proti diskriminaci na trhu práce. Cílem práce je zhodnocení tohoto programu, jeho implementace a následná realizace a v neposlední řadě také identifikování námětů a možných prostorů pro efektivnější spolupráci zainteresovaných subjektů za účelem dosažení cílů programu.

Theme of this diploma work are problems of equal opportunities at the labour market. The first part concentrates on unequality between men and women, causes of different social statuses, basic terms and legislative framework of equal opportunities of men and women in the European Union and the Czech Republic. Overview of present social status of women at the labour market is given by the analysis of basic statistic indicators differentiated by gender. Apart from the European Union, which set up equal opportunities as one of its fundamental goals, important initiators of gender precautions are individual companies. Therefore following parts of my work concentrate on companies' attitude to equal opportunities and first of all on main reasons for implementation of individual precautions and concrete steps, which should support the improvement of present situation. The last chapter deals with costs and benefits consequent upon implementation of equal opportunities and shows those precautions that certify in practice.

Thesis advisor: Hans de Wit / The current displacement crisis in the German context has focused scholarly attention on refugee student access to higher education. However, much less research has attended to supports at higher education institutions (HEIs) for enrolled migrant and refugee students. In fact, education research in the German setting rarely focuses on students from any migrant background, though these students comprise between 20-25% of all German tertiary enrollment. This study uses Constructivist Grounded Theory (Charmaz, 2014) and a postcolonial lens to analyze “equal opportunity” plans and programs at 32 German HEIs across all 16 federal states. Data sources include the “equal opportunity plan” unique to each HEI (Gleichstellungsplan) and interviews with “equal opportunity office” (Gleichstellungsbüro) faculty and staff. Key findings include a bureaucratization and numerification of diversity in the German case, as well as an almost exclusive focus on diversity as gender. This dissertation offers a potentially transferable theoretical model, which may be relevant in national settings with increasingly diverse student populations, histories of colonial possession or fantasy, or primarily public higher education systems (Bhabha, 1994; El-Tayeb, 2016; Kilomba, 2008; Said, 1979). / Thesis (PhD) — Boston College, 2020. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

Ghana has ratified international instruments that promote respect for and enjoyment of rights of all persons including women. This includes the right of men and women of full age to marry and found a family and its subsequent entitlement to equal rights as to marriage, during marriage and at its dissolution.1 Article 23 of the International Covenant on Civil and Political Rights (ICCPR)2 goes further as to place a responsibility on states to take appropriate steps to ensure equality of rights and responsibilities of spouses as to marriage, during marriage and at its dissolution. Article 16(c) and (h) of the Convention of the Elimination of All Forms of Discrimination Against Women (CEDAW)3 also reiterates this and sets out in clear terms that states must ensure the same rights for both spouses in respect of the ownership, acquisition, management, administration, enjoyment and disposition of property, whether free of charge or for a valuable consideration. At the regional level, Article 7(d) of the Protocol to the African Charter on Human and Peoples’ Rights on the Rights of Women in Africa (the Women’s Protocol)4 also provides that in case of separation or divorce, women and men shall have the right to an equitable sharing of the joint property deriving from the marriage. Relating the above provisions to women, it is evident that in addition to the right to marry, women have a right to own property during marriage, and a right to access and ownership of such property on separation or divorce and state parties are bound to ensure the protection of this right. / Thesis (LLM (Human Rights and Democratisation in Africa))--University of Pretoria, 2010. / Dissertation submitted to the Faculty of Law University of Pretoria, in partial fulfilment of the requirements for the degree Masters of Law (LLM in Human Rights and Democratisation in Africa). Prepared under the supervision of Mrs. Seojore Biltoo of the Faculty of Law & Management, University of Mautitius, Mautitius. 2010. / http://www.chr.up.ac.za/ / Centre for Human Rights / LLM

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