Discrimination lawsuits can bankrupt organizations and are a continuous problem for many organizations. The purpose of this multiple case study was to explore strategies restaurant managers used to deter discrimination lawsuits. The conceptual framework for this study was a theory of 4Cs, which represent critical thinking, collaboration, communication, and creativity. The targeted population consisted of 10 restaurant managers who have implemented successful strategies that reduced discrimination lawsuits, work in the Boston metropolitan area, and have 10 years of recent experience in the restaurant industry. Data were collected from face-to-face semistructured interviews, direct observation, and review of company document. Data analysis included methodological triangulation. Themes emerged from data analysis, including hiring practices, employee training, and discrimination prevention policies and procedures. Managers who practice these strategies and comply with the Equal Employment Opportunity law may reduce discrimination lawsuits, which may promote the self-worth, dignity, equality, and human rights for those who might otherwise suffer discrimination. The result of these managers' practices may contribute to social change, which may reduce bias, prejudice, and create a healthy society.

The role of women has become a central issue in educational debate because of the discrepancy between their representation at the administrative and policy level and their representation at the classroom level. This study identified the factors which aid the success of women in educational administration. By using structured interviews and response analysis the study identifies major facilitaters and barriers to success. The literature review surveys the position of women in educational administration. The study provides information that is crucial to aspiring female educators in individual career planning and is essential to systems in the promotion of Equal Employment Opportunities. Research was undertaken in the Australian Capital Territory and involved Government and Non Government systems.

<p>This dissertation compares four programs to create equal employment opportunity on the trans Alaska oil pipeline construction project in order to demonstrate the ruptures and continuities between manpower programs to end poverty and affirmative action to eradicate race and sex discrimination. These four programs posited different subjects and strategies for equal employment opportunity, including a statewide affirmative action plan supporting minority men in the construction industry, federal hiring goals for Alaska Natives, a state "Local Hire" law establishing hiring preference for residents of Alaska, and corporate affirmative action plans for women and minorities. I use archival records and original oral histories with pipeline employees to examine the methods government officials and agencies, corporations, trade unions, social movements, and nongovernmental organizations used to fulfill their visions of equality in employment on the 800-mile long, $8 billion pipeline project. I bridge the gender history of welfare with the history of civil rights in order to show how liberal ideals of economic citizenship in the late 1960s that prioritized creating male workers and breadwinners served as the foundational impetus for equal employment opportunity. I challenge the standard historical narrative of equal employment opportunity in the US, which has attributed affirmative action for women to a logical, if hard won, expansion of positive liberal rights first demanded by the black civil rights struggle, then legislated by the state and implemented by state bureaucrats and corporate personnel. What this narrative does not account for is how the gendered dimensions of liberalism underlying affirmative action for male minorities were able to so abruptly accommodate women as workers and economic citizens by the mid-1970s. I find that, over the course of construction of the pipeline, women in nontraditional jobs on the "Last Frontier" emerged as symbols of the success of equal employment opportunity and the legitimacy of American exceptionalism.</p> / Dissertation

The purpose of this quantitative, non-experimental, retrospective research study was to examine the charges of disability-related, private-sector workplace discrimination made by individuals with Autism Spectrum Disorders (ASDs) to the Equal Employment Opportunity Commission (EEOC), under Title I of the Americans with Disabilities Act (ADA). To date, there has been a lack of research regarding the nature, scope and dynamics of employment discrimination affecting individuals with ASDs.A portion of the EEOC's Integrated Mission Systems (IMS) database was analyzed, drawing upon the following five major categories: (1) charging-party demographics, (2) responding-party characteristics, (3), U.S. region, (4) ADA Title I discrimination charge categories, and (e) case resolutions. All charges that were received, investigated, and fully resolved by the EEOC from July 26, 1992 (the first date the ADA went in effect through September 30, 2003 (last day of fiscal year 2003), were available for analyses.First, an exploratory descriptive design was employed, in order to capture the characteristics (or profile) of the ADA Title I charges of discrimination made to the EEOC by individuals with ASDs.The second phase of the study, comparative in nature, contrasted the ASD profile against three groups of individuals with other types of disabilities: (1) other physical, sensory, and neurological disabilities, (2) emotional or psychological disabilities, and (3) mental retardation. Overall, the use of Fisher's exact tests and t-Tests for independent groups revealed that the profile of ASD charges has relatively more in common with the charge profile for mental retardation than the other two comparative groups.The third phase of this study, predictive in nature, explored whether or not the final EEOC case resolutions of ASD charges (considered simply as merit vs. non-merit resolutions) could be predicted as a function of some of the contextual variables available within the database. Logistic regression analysis revealed that ASD case resolutions can be partially predicated as a function of: (1) the employer's industry (i.e., Service industries vs. all other industries), and (2) the size of the employer.

The development of affirmative action strategies designed to achieve equal employment opportunity has been studied along six dimensions of functioning within four separate organisations. Three of these organisations were participants in the Federal Government's Affirmative Action Pilot Program in 1984/5, and one was not. It has been shown that change occurred in a continuous developmental sequence, here called an "Affirmative Action Continuum", within each of these six dimensions over the period of study, with each organisation following a similar sequence of movement. Exceptions occurred where an organisation made no movement at all, or where one or more of the sequential processes was omitted or displaced, in a dimension. The reasons for some of these exceptions, and some of their consequences for later action, have been explored. It has been shown that simultaneous activity occurred across several, dimensions, so that no organisation acted upon only one dimension in isolation from all others. There was some chronological sequencing between dimensions. The indicators of movement along the Affirmative Action Continuum within each dimension were used to describe the change process in each organisation. These indicators proved to be useful both in this regard, and in placing each organisation an the Affirmative Action Continuum in each dimension at two different points in time. In this way, the indicators' usefulness was shown to generalise to four very different institutions, thus suggesting applicability beyond the bounds of this particular study. It is intended that the results of this dissertation, and in particular the model of the Affirmative Action Continuum and the indicators described in Chapter Two, be used by Equal Employment Opportunity practitioners to facilitate their decision making about sequencing of activities designed to achieve equal employment oppportunity.

Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current knowledge of equity management, exploring contemporary equity management strategies, identifying the approaches of its implementation and analysing these against the outcomes for the status of women's employment. The equity management practices of more that 1900 Australian Private Sector organisations are explored in order to identify the common themes of equity management. Factor Analysis and Confirmatory Factory Analysis are used to analyse the data. A model of strategic equity management practice was developed that identifies different structures, strategies and distribution principles designed to address the disparity between men and women. A major aim of this thesis was to explore the ability of a typological theory of equity management approaches to account for the differences in the status of women's employment. The thesis proposes a typology of equity management approaches that explain the implementation of equity management strategies based on structure and process. Four ideal-typical equity management approaches to achieving workplace parity are identified and explored. The traditional (non-compliance), anti-discrimination, affirmative action and gender diversity approaches proposed inform the a priori Cluster Analysis process that grouped Australian organisations based on their use of the approaches to equity management. Significant numbers of Australian organisations were identified utilising each of the identified approaches to equity management. It was further proposed that the different equity management approaches would be predictors of different outcomes for the employment status of women. MANCOVA was used to analyse the equity management approaches (as the independent variables) and the data on the status of women's employment (as the dependent variables). The findings indicate that the different approaches to equity management are predictors of different outcomes for the employment status of women. Results show that the traditional approach to equity management, which includes the use of none of the equity management strategies identified, is not a predictor of increases in any of the employment measures of women. The anti-discrimination approach, which includes the use of a limited number of equity management strategies identified, is a predictor of increases in some of the employment measures of women. The affirmative action approach to equity management, which includes the use of a number of proactive equity management strategies identified, is a predictor of increases in the employment status of women across a number of measures. The gender diversity approach to equity management, which includes the use of all the equity management strategies identified, is a limited predictor of increases in the employment status of women across some of the measures of employment. Managing the equity process within organisations is increasingly identified as an important tool in managing human resources in competitive, global environments that require productive workers and quality outputs. If equity management is to provide an effective means of addressing disparity between men and women in organisations, this thesis argues for the development of a strategic process to address the specific issues of disparity and the particular needs of the individual and the explicit goals of the organisation in equal opportunity.

abstract: This dissertation examines the performance of various federal departments on the success of their integration of personnel based on race and gender. It determines if there are variations in the success rate and explores the reasons for the variations based on the literature review and data analysis. The data used are federal employee data compiled by the U.S. Office of Personnel Management, Merit System Protection Board, and the Equal Employment Opportunity Commission through use of personnel surveys from 1979 through 2002 and annual reports. The study uses a cross-sectional model to test whether women and minorities in General Schedule grades 13 -15 have benefited from the implementation of Affirmative Action policy in their prospective agency over time. The effect of department size and affirmative action on the success rate of women and minorities was observed. The data shows that women at the GS 13 -15 grades have made significant gains in their participation rates at all of the departments within the study from 1979 - 2002. The gains made by minorities at the GS 13 -15 grades were not at the same rate as women. In several departments, the participation rates were either flat or decreased. The regression model showed that there is a linear relationship between the success of women and the success of minorities at the GS 13 -15 grade levels within federal departments. / Dissertation/Thesis / Ph.D. Public Administration 2011

No abstract available / Dissertation (MBA)--University of Pretoria, 2011. / Business Management / unrestricted

Although Congress enacted civil rights legislation in the 1960s to address racial inequities in income and employment, the executive branch and the courts have since retreated from efforts to pursue those policies aggressively. Meanwhile, anti-racism advocates, including the Montgomery County, Virginia based Dialogue on Race, have continued to promote strategies aimed at securing employment and income equity for all citizens. This study analyzed the social and economic costs of continued racial inequality in employment and income, and examined the ways in which local employers are addressing this challenge in the Blacksburg, Virginia region by exploring their self-reported rationales for action on the basis of economic efficiency or profit, moral obligation to fairness and justice, adherence to legal requirements, or leader influence. I addressed these concerns through population data analysis, key informant interviews, and a survey of major local employers. I found that New River Valley employers appear to be motivated by economic and moral reasons, as well as legal compliance. I conclude that activists should use this apparent openness to multiple rationales to work to help community leaders and local employers recognize racial equality as a moral imperative rather than as an instrumental claim incidental to its perceived utility. / Master of Urban and Regional Planning

Effects of selection risk on sex discrimination in hiring were investigated. Ninety-six male and female educational administration graduate students rated ficticious resumes on suitability for hiring for the female-oriented position of secondary school teacher. Sex and selection risk level were varied, with sex of rater as an assigned factor. Analysis of variance yielded significant main effects for sex (p < .01) and selection risk level (p < .05). All ratings were lower in high selection-risk situations, with males preferred over females across both levels of risk. Results suggested that ratings were based on a stereotype of female inferiority in work efficiency, overriding job sex-orientation as a decision factor.