Dissertation (Ph.D.)--Auburn University, 2009. / Abstract. Vita. Includes bibliographic references (p.155-191).

Thesis (Ph. D.)--University of Texas at Austin, 2006. / Vita. Includes bibliographical references.

The purpose of this study was to explore how facial attractiveness of female job applicants influences the decision-making regarding a hypothetical employment evaluation in China. The study examined the effects of raters’ gender, job applicants’ facial attractiveness, and job applicants’ professional qualifications (education attainment and the years of work experience) on the interview selection, hiring, and salary decisions in a hypothetical situation. To examine the research hypotheses, a laboratory or “controlled” experiment was conducted in this quantitative study. There were two stages in this study. In Stage I, participants were recruited to rate 20 female facial photos, and based on the rating, the researcher selected two attractive photos and two unattractive photos to use in Stage II. In Stage II, college students of Human Resource Management (HRM) were recruited to evaluate six female job applications for an administrative assistant position in a hypothetical situation. Each application included one resume (high professional qualification or low professional qualification) and a photo indicator (an attractive photo, unattractive photo or no photo). Both Stage I and Stage II were within-subjects designs, also known as “repeated measures” designs. The study concluded that lookism or attractiveness bias existed in the hypothetical employment evaluations for the female applicants. Attaching an attractive photo on the resume was a benefit for the female applicants applying for the administration assistant position. Both male and female raters were more likely to interview, hire, and offer a higher salary to applicants with an attractive photo than the ones with an unattractive photo or without a photo in all of the hypothetical situations. However, male raters were more sensitive to the physical attractiveness of applicants than the female raters. Therefore, the issues of lookism or attractiveness bias in the workplace should be addressed. The author suggested that an application system should be designed and implemented which could prevent lookism at the early stages of the hiring process. Also, clarifying the definition of physical appearance discrimination and establishing legislation specific to physical appearance discrimination would be helpful to reduce the issues of lookism. Diversity training should be provided to employers and employees in the workplace to increase awareness of employment lookism. In future studies, the actual human resource (HR) professionals could be included to explore the effect of facial attractiveness on their employment decisions in the actual workplaces across different occupations and different cultures. In addition, future research could include several potential variables to control for a potentially significant aspect, such as rater’s attractiveness, rater’s age, years of rater in their professional field, or applicant’s gender.

In recent years, there has been increasing concern that gender bias has prevented women from advancing as rapidly and as frequently as men into management positions. Although the number of women managers has increased, they may experience difficulty moving into upper management positions. The purpose of our research was to study employee gender perception of key variables of women and the positions held in high technology companies. In this research, phenomenological research method was chosen, because the aim of it is to determine what the experience means for the people who have experienced it. Based on the collected data, answers and experiences, structural analysis was done in order to find out the major phenomena of gender perceptions. A number of variables uncover the perception of aspects of policy and gender and barriers that may affect female employees' opportunities for advancement. Using a sample of 30 full-time employees from Company A, the results indicated that position held was significantly different for male and female employees. The results also indicated that neither male nor female employees appeared to notice the apparent perceptions apparently as a glass ceiling within their company and the Implications discussed and recommendations provided. With reference to the Empirical research, this paper increases the knowledge about women’s career development and provides recommendations how to deal with it. It is also expected that this thesis will be helpful to all women who are in the labour market for their career development and advancement.

As more and more individuals express themselves with tattoos and body piercings and push the envelope on what is deemed appropriate in the workplace, employers have an increased need for creation and enforcement of reasonable dress codes and appearance policies. As with any employment policy or practice, an appearance policy must be implemented and enforced without regard to an individual's race, color, gender, national origin, religion, disability, age, or other protected status. A policy governing dress and appearance based on the business needs of an employer that is applied fairly and consistently and does not have a disproportionate effect on any protected class will generally be upheld if challenged in court. By examining some of the more common legal challenges to dress codes and how courts have resolved the disputes, health care managers can avoid many potential problems. This article, the second part of a 3-part examination of dress codes and appearance policies, focuses on the issue of gender under the Civil Rights Act of 1964. Pertinent court cases that provide guidance for employers are addressed.

No description available.

Men constitute 11 per cent of Scotland’s nursing workforce, yet they make up 27.6 per cent of senior management. Major research into gender and nursing career progression completed at Edinburgh Napier University last year explored the hypothesis that women’s career trajectories put them at a disadvantage. The research was conducted in two phases. The first involved a quantitative analysis of the work patterns of 65,781 nurses in Scotland between 2000 and 2008. Gender, employment grades, number and length of career breaks, length of service, age, working patterns, and number and age of dependent children were examined to identify the factors that influence women’s career outcomes.

Thesis (LL. M.)--York University, 2002. Graduate Programme in Law. / Typescript. Includes bibliographical references (leaves 336-361). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://wwwlib.umi.com/cr/yorku/fullcit?pMQ75408.

Submitted in partial fulfilment of the requirements for the Degree of Master in Business Administration, Durban University of Technology, 2007. / The end of the apartheid era in South Africa presented the new government with a myriad of challenges. This involved massive transformation, whilst ushering in a regulatory framework of enabling legislation to give effect to the country's fledgling Constitution. One of the transformational priorities was to address gender equality. Despite legislative imperatives having been instituted, gender equity targets are not being met, nor are affirmative action programmes being implemented to their fullest to facilitate and support gender equality. This research investigates the barriers that inhibit women from breaking the glass ceiling in the South African public service. The research paradigm was exploratory, using qualitative techniques and the results are largely descriptive. Secondary information was obtained from literature and information available. Multiple case studies were conducted using five subjects who were representative of the target population. The overarching purpose of this study was to investigate and understand the barriers that inhibit women from breaking the glass ceiling in the South African public service. The concept of the glass ceiling is defined as the invisible barrier that blocks women from advancing to senior management positions. The study proposes and considers various issues that may have an impact on upward mobility for women. A review of literature reveals that barriers exist as a worldwide occurrence and these prevent women from upward mobility. Justification for this research is twofold: there has been no such study to date; and gender equality is not being achieved and affirmative action programmes have not been fully implemented. The findings of the study provide a deeper understanding of the barriers that prevent women from career progression in the South African public service. Recommendations are made to address this issue / M

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2012 / Indirect discrimination is a concept which originated from the United States of America. The concept came about after the failure of anti- discrimination legislation to improve the position of Black Americans, particularly in the employment field. The legislature realized that there are structural practices and policies, in the employment field which affect certain racial groups negatively. These practices of discrimination were not clearly defined hence the meaning and interpretation of the concept was left to the administrative body, the Equal Employment Opportunity Commission (EEOC) and the courts. The concept was imported into the South African jurisprudence after the inception of the government of National unity in 1994. The new government was committed to bring to an end all forms of discrimination which were in the past practiced against the Black community. Section 9(3) of the Constitution of South Africa Act 1996 (Act 108 of 1996) proscribed direct and indirect discrimination. These sections served as the basis for sections 6(1) of the Employment Equity Act 1998 (Act 55 of 1998) which proscribes “unfair direct and indirect discrimination” in any employment policy or practice. Its scope is wide and allows Plaintiffs to prove their claims in jurisdictions where it could have been very difficult for them to do so. While in the United States, statistical evidence is required to prove indirect discrimination, this is not the case in South Africa as seen in the landmark case of v Leonard Dingler Employee Representative Council v Leonard Dingler (PTY) LTD (1998) 19 ILJ 285 (LC). In this case when the Court gave its decision it simply relied on the facts of the case instead of complicated statistical evidence. Seemingly this will apply only in more obvious cases. In more complicated cases, Plaintiffs will still need to submit statistics to prove their claim.