Thesis (M.Hous.M.)--University of Hong Kong, 2003. / Includes bibliographical references. Also available in print.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1984. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 92-99).

This work deals with sex discrimination in employment. It traces the origins of discrimination and considers the meaning of equality and the role which the law can play in attaining equality in the work place. International and regional norms, as well as the British and American legal systems, are analysed. The position in South Africa is then considered against that background, and reforms are proposed. These include the formulation of comprehensive anti-discrimination legislation which draws upon the American and British systems, but is adapted to suit local needs. The establishment of an independent administrative body to monitor the legislation, as well as a specialised judicial body through which the legislation is to be enforced, is also proposed. / School of Law / Thesis (LL.D.)--University of South Africa, 1992.

Occupational data for industrial labour forces reveal sexual division of labour in the form of occupational segregation by sex (OSS). There are two principal dimensions of this phenomenon. First, male and female workers are distributed differently among occupations, an aspect of OSS referred to as occupational differentiation by sex (ODS). Second, there is considerable variation in the internal sex compositions of occupations, such that women are overrepresented in a few jobs, and underrepresented in others. This dimension of OSS is referred to as occupational sex-typing (OST). Some patterns of OSS suggest that male and female workers are not merely segregated into different jobs, but also stratified into occupations readily ranked according to conventional criteria. Such sexual stratification of the labour force is referred to as sexual inequality of occupational status (SIS). Although economic, socialization, discrimination, interdisciplinary, and ecological explanations of change in OSS and SIS identify important determinants of these phenomena, none of these perspectives provides an adequate theory of change in OSS and SIS. As well, the various approaches have led to contradictory conclusions about trends in OSS and SIS. Some authors argue that there has been no change in the degree of these phenomena. Others contend that OSS and SIS have grown more pronounced, while yet others claim declines in these phenomena. Much of the confusion concerning trends in OSS and SIS results from methodological inadequacies, which render inconclusive many of the findings of previous research. The thesis of this study is that there should be inverse relationships between the level of industrialization and both OSS and SIS. Specifically, it is argued that (1) the development of machine technology tends to eliminate the necessity to select workers for some jobs on the basis of strength, i.e., usually by sex; (2) the commitment to productivity characteristic of industrial societies implies hiring and promoting workers on the basis of their probable contribution to production; (3) the industrial urban milieu is characterized by conditions conducive to the employment and advancement of women (e.g., low birth rate, career opportunities); and (4) the bureaucratization accompanying industrialization ideally implies the selection and promotion of workers on the basis of achieved qualifications, determined by formalized, calculable standards, rather than on such traditional, ascriptive, and often economically irrational, criteria as sex. Accordingly, it is predicted that ODS, OST, and SIS will be inversely related to technological development, productivity, urbanization, and bureaucratization, and that as the levels of the latter dimensions of industrialization increase over time the degree of ODS, OST, and SIS will decline. Indexes of each dimension of industrialization and of JDDS, OST, and SIS are calculated with official Canadian data for the census years 1891 through 1971. The results are graphed and correlated, and subjected to regression and trend analysis. Generally, the findings are consistent with the thesis of inverse relationships between both OSS and SIS and each dimension of industrialization. Declines in OSS, however, are slight, with considerable sexual division of labour remaining at the end of the period studied. The theoretical and methodological implications of these findings are discussed, and several directions for subsequent research indicated. / Arts, Faculty of / Sociology, Department of / Unknown

M.B.A. / Barriers that hinder career advancement of women are both complex and varied. They have become top priority for organizations and the government. The "glass ceiling" is a term that symbolizes a variety of barriers that prevent individuals from advancing up the corporate hierarchy. Although many women hold management positions, few have made the breakthrough to toplevel positions. To determine what conditions are required for women to break the glass ceiling and attain management positions, an exploratory study was conducted to investigate the perceptions of the glass ceiling phenomenon amongst both males and female managers and what the implications of these perceptions are for change strategies targeted at including women in high level managerial positions. The research was limited to 48 respondents, all of different managerial levels and the responses indicated that both men and females agree that there are obstacles impeding the progress of women to higher managerial levels. However, a comparison in terms of perceptions of the various race groups was not established. There seems to be a change in focus by organizations in terms of their change management processes and of including females in management levels. Organizations are focusing on developing females to attain the various management positions available. However, despite the changes, some males have a nonchalant attitude towards assisting women attain higher managerial positions. Women have to get out of their mould and break through the obstacles of the glass ceiling in order to become victors in the corporate world

張佳羽. / "2013年9月". / "2013 nian 9 yue". / Thesis (Ph.D.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 226-242). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract in Chinese and English. / Zhang Jiayu.

In this thesis, I analyse the gender earnings gap in South Africa using Labour Force Survey (LFS) data, for the period between 2001 and 2005. In addition to providing estimates of the gender earnings differential at the mean of the wage distribution (using a pooled regression), I also provide quantile regression estimates to account for the gap at different points of the distribution. To further explore reasons for the gender earnings gap, I separate the male and female earnings equations and employ a decomposition technique. This allows me to determine the proportion of the gap that is not explained by differences in observable characteristics between men and women. The 'unexplained' part of the earnings gap is suggestive of gender discrimination in the labour market. Using Ordinary Least Squares (OLS) the pooled regression (controlling for sample selection), indicates an increase in the gender pay gap between 2001 and 2005. In turn, the quantile regression estimates for the period also illustrate a widening gender earnings differential throughout the distribution, except at the mean. By contrast, the descriptive statistics and the separated male and female earnings estimations show a decrease in the earnings gap over the period. Given that the pooled regression assumes the same returns to observable characteristics for males and females, which I reject through the use of a Chow test, the results from the separated estimations hold more weight. The Oaxaca (1973) decomposition on the separated male and female earnings estimations illustrates that the 'unexplained' component of the gap accounts for a greater proportion of the gap than the 'explained' component in both years. Furthermore, the 'unexplained' proportion of the gap increased in the period, while the 'explained' proportion decreased. Thus, if the 'unexplained' part of the gap is considered to be a measure of discrimination, then the data indicates an increase in discrimination in earnings between the sexes over the period 2001 to 2005, even though there was a narrowing of the gender earnings differential. / Thesis (M.Com.)-University of KwaZulu-Natal, 2008.

Thesis (Ph. D.)--University of British Columbia, 2004. / Includes bibliographical references (leaves 225-243). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

Thesis (Ph. D.)--University of British Columbia, 2004. / Includes bibliographical references (leaves 225-243)

M.B.A. / The aim of this research is to determine whether a glass ceiling does exist in education, and if so, possible reasons why women teachers fail to break through the so-called "glass ceiling". Objectives The objectives identified include the following: To determine historical perspectives on women and work To explore the incidence of glass ceilings To ascertain the value the Department of Education places on women teachers To determine by means of questionnaires whether there is a 'glass ceiling' in education To determine issues relating to the inability of so few women teachers to break through the glass ceiling