Abstract As an island state, Taiwan has developed a delicately close relationship with the resources in the ocean around her. The Pescadores, or commonly known as Penghu, is an archipelago located in the middle of the Taiwan Strait to the southwest of the Taiwan Proper. The waters here are crystal clear with every element there should be to form the best fishing grounds. For example, there are endless intertidal zones rich in crustaceans and sea snails and clams for baby fish of all kinds to feed on, and the coral forests in deeper waters offer perfect shelters for schools and schools of adult fish. However, in recent years, due to over-fishing, the oceanic environment has been rapidly and severely damaged, resources decayed. To retain diversity and vitality for oceanic resources and to make fishing here a permanently maintainable business, establishing oceanic nature preserves is a necessary, urgent thing to do. Nevertheless, restrictions and limitations that would come along with the establishment of nature preserves could very probably cause conflicts in between the fishermen, local public, experts in this field, as well as the local government. The Goal of this research is to derive effective and efficient principles of conflict management. By applying the conflict management mechanism the author offers to the rules of oceanic nature preserves, we should hope that the preserves in Penghu will set an example for the others to come in Taiwan. This research is basically a qualitative study. The¡§structured interview method¡¨ is employed to standardize questions for interviewees to answer or choose to answer. By providing interviewees with the framework of whole idea and asking them to answer similar questions, we can explore deeper into the core of the research. The interviewees include executives of Penghu County Chinwan Marine Protected Area, other officials concerned, experts that care much about Penghu¡¦s oceanic environment, nature protection group members, representatives of the two nearby villages, and the villagers. Besides that, this research also covers some depth study as to the uniqueness and variety of the coral communities in this region. This research has revealed that all people interviewed consider the establishment of the preserve site very important and essential to the preservation of both fishery resources and biological diversity. Out of the seventeen interviewees, thirteen (that is, nearly 80% of the people involved) do not think that the preserve site will do any harm to their interests, while the others do. The biggest conflicts are that the local people in the fishing business are worried about their careers being threatened, that local people have not felt well respected and participated in this public matter, and that there is quite some misunderstanding as to the policy regarding the preserve site. However, the villagers do wish to work this out through such ways of communication as holding hearings, villagers¡¦ meetings, or carrying our surveys. According to the press, this case, being a pre-conflict environmental policy issue in nature, has been experiencing quite some resistance. However, this research reveals that the negative powers are not so strong as reported; the desired balance can be reached when all factors involved have been properly taken into account. For example, by developing eco-tourism, local people can turn their fishing careers into scuba diving coaching, boat rental, or the like to retain their economical competitiveness. Besides, the government can help assemble a community development committee and a patrol squad for the villagers to spontaneously join in. This way, the government and local people can develop a partnership toward mutual profits instead of suffering from conflicts.

En 1985, la Charte des droits et libertés de la personne (L.R.Q., ch. C-12) du Québec était amendée afin d’inclure une nouvelle section consacrée aux programmes d’accès à l’égalité (PAE). Cet ajout résulte du constat d’une situation d’inégalité sur le marché du travail québécois pour les membres de certains groupes, en raison de motifs illicites de discrimination. Concrètement, on observe une certaine ségrégation professionnelle, de faibles revenus moyens et des conditions précaires d’emploi. L’objectif des PAE est de redresser la situation de groupes victimes de discrimination; pour réaliser cet objectif, ils autorisent la mise en œuvre de mesures spécifiques à l’intention de ces derniers. Plusieurs types de PAE ont été mis en place par les gouvernements québécois successifs afin d’élargir leur champ d’application. Parmi ces différents types de PAE, cette étude se concentre sur ceux associés à l’obligation contractuelle qui obligent toutes les organisations qui emploient 100 employés ou plus et qui obtiennent un contrat ou une subvention du gouvernement du Québec d’une valeur de 100 000 $ et plus, à développer et à mettre en œuvre un PAE. Il s’agit de la principale forme de PAE touchant les organisations privées. Quatre groupes cibles sont identifiés dans ces PAE : les femmes, les membres des minorités visibles, les Autochtones et les personnes handicapées. Parmi ceux-ci, compte tenu de la croissance importante de ce groupe et des situations souvent aiguës de discrimination qu’ils vivent sur le marché du travail québécois, l’attention sera portée sur le groupe des minorités visibles. Très peu de recherches ont été réalisées sur ces PAE en raison d’une obligation de confidentialité de résultats complète. Les rares études effectuées jusqu’à présent ont constaté des progrès très inégaux entre les employeurs : alors qu’un petit nombre d’organisations semblaient progresser rapidement dans l’atteinte de leurs objectifs, la vaste majorité stagnait ou encore progressait très lentement. Ce constat menait à s’interroger sur les facteurs, autres que le cadre juridique, qui peuvent expliquer le niveau de conformité aux objectifs. En se basant sur une analyse de contenu d’entrevues semi-dirigées menées auprès de gestionnaires responsables des PAE dans 31 organisations privées de la région de Montréal, plusieurs facteurs des environnements externes et internes des organisations, ont été identifiés pour expliquer les niveaux de conformité aux objectifs qualitatifs. Parmi les facteurs positivement reliés, on remarque l’engagement des membres de la haute direction en faveur des PAE, la mise en place d’un système d’imputabilité et la perception de certains bénéfices liés à la diversification des effectifs. Au contraire, la confusion entre l’égalité et l’équité, le fait de privilégier les mouvements internes de personnel et les biais des gestionnaires de première ligne semblent être négativement reliés à l’atteinte des objectifs qualitatifs. Ces résultats démontrent l’importance que prennent les facteurs liés à l’environnement interne, surtout lorsque le cadre juridique est peu contraignant et que les gestionnaires croient que les probabilités de sanctions sont faibles. En se basant sur ces résultats, une série de recommandations est proposée, afin d’améliorer les PAE, mais aussi afin d’améliorer la compréhension des gestionnaires des ressources humaines sur ce qu’est la discrimination en emploi et les moyens les plus appropriés pour la combattre. / In 1985, the Charter of Human Rights and Freedoms (R.S.Q., ch. C-12) of Québec was amended to include a new section dedicated to Programme d’accès à l’égalité (PAE). This addition was the result of the recognition of a situation of durable inequality in the Quebec job market for members of certain groups, based on prohibited grounds of discrimination. This inequality manifests itself by a phenomenon of occupational segregation, low average incomes and precarious conditions of employment. The goal of the PAE is to correct the situation of discriminated groups. In order to achieve this objective, they allow for the implementation of specific measures for the latter. Several types of PAEs have been set up by successive Québec governments to broaden their scope. Among these different types of PAE, this study focuses on those related to the contractual obligation that require all organizations that employ 100 employees or more that obtain a contract or a grant from the Québec government with a value of $ 100 000 and more, to develop and implement an PAE. This is the main form of PAE affecting private sector organizations. Four target groups are identified in the PAE: women, visible minorities, aboriginal people and persons with disabilities. Of these groups, given its significant growth and the often acute situations of discrimination they face in the Québec labor market, the focus will be on the visible minorities. Very little research has been conducted on the PAE mainly because of a strict obligation of confidentiality of results. The few known studies to date have found very uneven progress among employers: while a few organizations seem to make rapid progress in achieving their goals, the vast majority of them are stagnating or progressing very slowly. This observation led to question the factors other than the legal framework that could explain the level of compliance with the objectives of PAE. Based on a content analysis of semi-structured interviews conducted with the managers responsible for implementing PAE in 31 private organizations in the Montreal region, several factors from the external and internal environments of these organizations have been identified to explain the level of compliance with the qualitative objectives. Among the factors positively associated, we note the commitment of senior management toward the PAE, the establishment of a system of accountability, and the perception of certain benefits associated with the diversification of the workforce. On the other hand, the confusion between equality and equity, a commitment to internal mobility of employees and strong biases of the front-line managers all seem to be negatively related to the achievement of the qualitative objectives. These results demonstrate the importance of taking into account the factors related to the internal environment of organizations in order to understand the process of compliance. This should especially be the case when the legal framework is not very restrictive and when the managers tend to believe that the probability of being sanctioned is low. Based on these results, a series of recommendations are proposed to improve the PAEs but also to improve the understanding of human resource managers on what constitutes discrimination in employment and the most appropriate way to address the issue.

En 1985, la Charte des droits et libertés de la personne (L.R.Q., ch. C-12) du Québec était amendée afin d’inclure une nouvelle section consacrée aux programmes d’accès à l’égalité (PAE). Cet ajout résulte du constat d’une situation d’inégalité sur le marché du travail québécois pour les membres de certains groupes, en raison de motifs illicites de discrimination. Concrètement, on observe une certaine ségrégation professionnelle, de faibles revenus moyens et des conditions précaires d’emploi. L’objectif des PAE est de redresser la situation de groupes victimes de discrimination; pour réaliser cet objectif, ils autorisent la mise en œuvre de mesures spécifiques à l’intention de ces derniers. Plusieurs types de PAE ont été mis en place par les gouvernements québécois successifs afin d’élargir leur champ d’application. Parmi ces différents types de PAE, cette étude se concentre sur ceux associés à l’obligation contractuelle qui obligent toutes les organisations qui emploient 100 employés ou plus et qui obtiennent un contrat ou une subvention du gouvernement du Québec d’une valeur de 100 000 $ et plus, à développer et à mettre en œuvre un PAE. Il s’agit de la principale forme de PAE touchant les organisations privées. Quatre groupes cibles sont identifiés dans ces PAE : les femmes, les membres des minorités visibles, les Autochtones et les personnes handicapées. Parmi ceux-ci, compte tenu de la croissance importante de ce groupe et des situations souvent aiguës de discrimination qu’ils vivent sur le marché du travail québécois, l’attention sera portée sur le groupe des minorités visibles. Très peu de recherches ont été réalisées sur ces PAE en raison d’une obligation de confidentialité de résultats complète. Les rares études effectuées jusqu’à présent ont constaté des progrès très inégaux entre les employeurs : alors qu’un petit nombre d’organisations semblaient progresser rapidement dans l’atteinte de leurs objectifs, la vaste majorité stagnait ou encore progressait très lentement. Ce constat menait à s’interroger sur les facteurs, autres que le cadre juridique, qui peuvent expliquer le niveau de conformité aux objectifs. En se basant sur une analyse de contenu d’entrevues semi-dirigées menées auprès de gestionnaires responsables des PAE dans 31 organisations privées de la région de Montréal, plusieurs facteurs des environnements externes et internes des organisations, ont été identifiés pour expliquer les niveaux de conformité aux objectifs qualitatifs. Parmi les facteurs positivement reliés, on remarque l’engagement des membres de la haute direction en faveur des PAE, la mise en place d’un système d’imputabilité et la perception de certains bénéfices liés à la diversification des effectifs. Au contraire, la confusion entre l’égalité et l’équité, le fait de privilégier les mouvements internes de personnel et les biais des gestionnaires de première ligne semblent être négativement reliés à l’atteinte des objectifs qualitatifs. Ces résultats démontrent l’importance que prennent les facteurs liés à l’environnement interne, surtout lorsque le cadre juridique est peu contraignant et que les gestionnaires croient que les probabilités de sanctions sont faibles. En se basant sur ces résultats, une série de recommandations est proposée, afin d’améliorer les PAE, mais aussi afin d’améliorer la compréhension des gestionnaires des ressources humaines sur ce qu’est la discrimination en emploi et les moyens les plus appropriés pour la combattre. / In 1985, the Charter of Human Rights and Freedoms (R.S.Q., ch. C-12) of Québec was amended to include a new section dedicated to Programme d’accès à l’égalité (PAE). This addition was the result of the recognition of a situation of durable inequality in the Quebec job market for members of certain groups, based on prohibited grounds of discrimination. This inequality manifests itself by a phenomenon of occupational segregation, low average incomes and precarious conditions of employment. The goal of the PAE is to correct the situation of discriminated groups. In order to achieve this objective, they allow for the implementation of specific measures for the latter. Several types of PAEs have been set up by successive Québec governments to broaden their scope. Among these different types of PAE, this study focuses on those related to the contractual obligation that require all organizations that employ 100 employees or more that obtain a contract or a grant from the Québec government with a value of $ 100 000 and more, to develop and implement an PAE. This is the main form of PAE affecting private sector organizations. Four target groups are identified in the PAE: women, visible minorities, aboriginal people and persons with disabilities. Of these groups, given its significant growth and the often acute situations of discrimination they face in the Québec labor market, the focus will be on the visible minorities. Very little research has been conducted on the PAE mainly because of a strict obligation of confidentiality of results. The few known studies to date have found very uneven progress among employers: while a few organizations seem to make rapid progress in achieving their goals, the vast majority of them are stagnating or progressing very slowly. This observation led to question the factors other than the legal framework that could explain the level of compliance with the objectives of PAE. Based on a content analysis of semi-structured interviews conducted with the managers responsible for implementing PAE in 31 private organizations in the Montreal region, several factors from the external and internal environments of these organizations have been identified to explain the level of compliance with the qualitative objectives. Among the factors positively associated, we note the commitment of senior management toward the PAE, the establishment of a system of accountability, and the perception of certain benefits associated with the diversification of the workforce. On the other hand, the confusion between equality and equity, a commitment to internal mobility of employees and strong biases of the front-line managers all seem to be negatively related to the achievement of the qualitative objectives. These results demonstrate the importance of taking into account the factors related to the internal environment of organizations in order to understand the process of compliance. This should especially be the case when the legal framework is not very restrictive and when the managers tend to believe that the probability of being sanctioned is low. Based on these results, a series of recommendations are proposed to improve the PAEs but also to improve the understanding of human resource managers on what constitutes discrimination in employment and the most appropriate way to address the issue.