The behavior and subsequent affect of people low in prejudice were examined in four experiments. In Study 1, 52 people evaluated two targets differing primarily in sexual orientation and then completed mood and prejudice measures. Although people high in prejudice discriminated against a homosexual target, people low and moderate in prejudice favored this target. In Study 2, 57 people were given target intellectual ability information designed to either challenge or not challenge any propensity towards the outgroup favoritism observed in Study 1. Specifically, study participants evaluated either a more qualified homosexual and a less qualified heterosexual (not challenging outgroup favoritism) or a less qualified homosexual and a more qualified heterosexual (challenging outgroup favoritism). Although low prejudiced people favored the homosexual target when he was better qualified, they were unwilling to make this same distinction when the heterosexual target was more qualified. Study 3 was designed to understand if such overcompensation results from a need to restore social justice. Study participants (n = 77) were made to believe their peers were either discriminatory, overcompensatory, or neutral towards a minority member. As expected for low prejudiced people, only by making them believe their peers overcompensate a minority group member, thereby eliminating any extant need to restore social justice, was outgroup favoritism eliminated. Finally, Study 4 assessed the extent to which the low prejudiced person's tendency to overcompensate a minority member rests on a well-internalized system of beliefs. Following a (mortality salience) manipulation designed either to engage or not engage the internalized belief system, 35 low prejudiced people completed the same procedure employed in Study 1. Results revealed increased overcompensation of a homosexual for participants whose internalized beliefs were engaged. Further, in all four studies, participants failed to man

Three hundred and twenty men and women were exposed to five levels of conventional sexism and affirmative action-induced discrimination. No perceptual minimisation of discrimination was found: instead participants linearly maximised the impact of discrimination. New measures of emotional responses to discrimination revealed changes in both internal (depression) and external (anger) negative affect, with varying intensities of anger and depression directed at different targets. Similarly, new measures of behavioural reactions to discrimination revealed more antinormative and collectivistic behavioural intentions than previous research. Minute but consistent effects of frame condition were observed in each sample. Finally, clear differences emerged between the responses of men and women, and between responses in the conventional and affirmative action-induced discrimination conditions.

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The impact of Directive 2004/38 upon the free movement of nationals of the European Union with regard to relevant case-law of the European Court of Justice This diploma thesis deals with impact of Directive 2004/38/EC of the European Parliament and of the Council of 29 April 2004 on the right of citizens of the Union and their family members to move and reside freely within the territory of the Member States on the freedom of movement. The first chapter of thesis aims to cover main points of development of the right to free movement. From the right of workers as an economic factor to the general right of every citizen of Europe. As far as the introducing of the European Union Citizenship was very important point for the development of right to free movement, this chapter also concerns evaluation of this phenomenon. Further this chapter contains analysis of the most important cases rendered by the Court of Justice of the European Union which affected the right of free movement mainly since European Union Citizenship has been established. The second chapter is the core of this thesis. It comprises analysis of the text of Directive 2004/38. It is giving a complete elaboration on the subject of Directive, beneficients of rights, conditions and rights. As far as the Directive 2004/38 is repealing number of...

1 Abstract The objective of this thesis is to describe the fundamental issues related to the assessment of the material and personal scope of EU law with regard to the institution of EU citizenship. It follows that the purpose of the work is not to analyse the institute of EU citizenship as such. The attention is paid predominantly to the material scope. Contrary to the personal scope, it is precisely the area of the assessment of the material scope where we can recently observe the groundbreaking changes in the logic used by the CJEU. These changes are described by analysing four key judgments of the CJEU wherein a new approach to the assessment of the material scope was introduced. The main feature of the new approach is the abandonment of the traditional cross-border logic. In certain situations, it is now possible to deduce the material scope of EU law even without the existence of a cross-border element. This new approach is based solely on the status of EU citizenship. In this work, there is also analysis of the potential of this new approach, especially with regard to possible solutions to a problem of reverse discrimination. In addition to the introduction and conclusion the thesis contains five chapters. The first chapter is devoted to a brief explanation of the institute of EU citizenship. The...

<p><b>Background and problem:</b> It is important for a policy aiming at overcoming discrimination to be justifiable as just or as creating justice. When a policy is implemented lacking such qualities it is argued to be unjust, which creates a problem. During the last decades there has been massive immigration to the Western countries from countries marked by war and disaster. This has created problems of integration into the “new” society, and the use of preferential policies has become increasingly topical. Whether or not the use of preferential policies is a just method is the basis of this thesis.</p><p><b>Aim</b>: The aim of this thesis is to study the concept of preferential policies in an impartial perspective of fairness. By impartial it is meant to present facts speaking both for and against preferential policies as being just. The main question of this thesis is whether or not preferential treatment is a just method to create equality within the society.</p><p><b>Method</b>: A research method of textual analysis has been used combined with an analysis of structure of arguments.</p><p><b>Theoretical framework</b>: First, definitions of discrimination and preferential policies as such are focused upon in the third chapter. Second, the concept of social justice and its connection to preferential policies is treated. The question if preferential policies should be directed towards individuals or groups is a central question in the debate and it will demand its space in this thesis. Here the importance of merit will be discussed. The section about individuals and groups will be followed by a section discussing the importance of ethnic diversity which will be followed by a comparison of the development of preferential policies in the USA and Sweden. Last, there will be a section where an attempt to generalize between arguments is made.</p><p><b>Conclusions and Discussion</b>: In this part a conclusion and a discussion will be presented. Here conclusions will be drawn from the gathered material. Finally there will be a discussion on the subject and of how the research procedure has proceeded.</p>

Magister Commercii - MCom / In modern organisations, diversity management is seen as an important factor for success. If diversity is not managed correctly, it could impact how and if organisations meet their goals. The purpose of diversity management is to get to a point of utilisation of skills of individuals. Research (Erasmus, 2007) suggests that diversity management success is highly dependent on perceptions of employees. The main intent of the current research was to gain an insight into employee perceptions around workforce diversity. These perceptions were evaluated using the Workplace Diversity Survey with a sample of public sector employees to ascertain whether there are statistically significant differences in employee perceptions based on age, gender, population group and directorate. Informed consent was sought from the HR manager in the public service department where the research was undertaken. A cross sectional study was conducted and based on a convenience sample of 200 voluntary participants within the public sector. Data was captured and analysed using the Statistical Package for the Social Sciences (SPSS) version 21. The results indicate that there are statistically significant differences with respect to gender, age, population group and , respectively, and perceptions of diversity. These findings suggest, that, despite 20 years of democracy within South Africa, on-going training and development of employees is required, along with frequent surveys to determine how individuals react to a heterogeneous workforce.

Economical and educational problems are caused by the reversed effect of the Employment Equity Act and Affirmative Action. One such problem is called “brain drain” (Lundy, 2006), The general aim of the research was to determine whether affirmative action caused final year students of the Nelson Mandela Metropolitan University to consider overseas employment. A literature study was conducted before the empirical objectives were reached. The empirical study was of a quantitative descriptive and inferential nature. A cross-sectional survey design was used to achieve the empirical objectives. A self- administered survey package was handed out to final year students within the various disciplines at their various classes. One hypothesis was tested. The results indicated that support was found for the hypothesis. The findings are discussed in relation to the data gathered. The implications of the research and the limitations of the study are outlined in the Results chapter.

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