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The purpose of this study was to closely examine relevant case law to determine if a legal argument exists that holds school administrators legally responsible for protecting students from peer to peer sexual harassment, particularly under federal laws. A second purpose of this study was to determine if a theoretical and/or regulatory base is available to support the argument. The research questions for this study were: (1) Does an argument emerge from analysis of appropriate case law and legislation that finds peer to peer sexual harassment to be sex discrimination that school administrators may be held legally responsible for preventing? (2) In addition to case law and legislation, what support can be found in the language and reasoning of scholarly writings, regulatory documents and case law dissents to forecast expanded judicial reasoning to hold school administrators responsible for protecting students from peer to peer sexual harassment? A traditional methodology of legal research was employed, using traditional legal finding tools and electronic data bases. An analysis of relevant court cases addressing sexual harassment was completed to establish and examine the judicial reasoning of the courts in those decisions. The legal analyses conducted in this study showed that the cases of peer to peer sexual harassment heard in federal courts since 1989 have resulted in a pattern of decisions ruling increasingly in favor of administrators’ legal responsibility for preventing peer to peer sexual harassment and their liability for failure to do so. While cases heard under Section 1983 of the Civil Rights Act of 1871 and the Due Process Clause were, with one exception, unsuccessful in assigning legal responsibility to school administrators, decisions in cases heard under Title IX of the Educational Amendments of 1972 have increasingly placed legal responsibility and liability on administrators. Two recent Title [X cases heard in federal appellate courts resulted in opposing decisions, a situation which sets the stage for a possible Supreme Court ruling on the issue. Regulations and procedures enforced through state judiciaries and federal regulatory agencies, such as the Office of Civil Rights of the United States Department of Education, support the argument that school administrators are legally responsible when they knew of sexual harassment between peers and failed to stop the behavior. Scholars have advocated application of Title VII principles to Title IX, equating administrators’ responsibility for protecting students from peer harassment to employer responsibility for preventing co-worker sexual harassment they knew or should have know about. And, finally, the dissents of two federal circuit court judges in cases decided in favor of defendant school districts have strongly favored holding administrators responsible for peer sexual harassment that they knew about and failed to stop. / Ed. D.

Recent reviews of research on employee selection have shown that both sex-role stereotypes and physical attractiveness stereotypes have pronounced effects on the personnel evaluations received by attractive or unattractive male or female applicants when applying for particular jobs. With the exception of one recent study by Beehr and Gilmore (1982), however, previous research has neglected to identify jobs for which physical attractiveness (PA) was relevant and jobs for which PA was irrelevant when investigating the effects of physical attractiveness stereotypes on employment decisions. The present research examined sex-role stereotypes and PA-stereotypes using appropriately sex-typed and PA relevancy-typed jobs. The second purpose of the research was to extend the findings that the causal attributions made concerning a person’s success and/or failure at a particular task are a function of the sex-congruency of the task. If physical attractiveness stereotypes are as prevalent as sex-role stereotypes, then the attributions made by raters concerning successful or unsuccessful performance in PA-congruent tasks should be as pervasive as the attributions made for sex-congruent tasks. The final purpose of the research addressed a deficiency in the employee selection literature. While the biasing effects that physical attractiveness has on selection decisions are well documented, only one study could be found that attempted to control or eliminate this bias. Hence, this study employed a halo reduction technique, namely, the explicit rating of the irrelevant halo producing factor, in an attempt to purge from a rater's system the bias produced in job-related ratings by a job applicant's physical attractiveness. In Experiment 1, each of 68 subjects rated the suitability of one applicant for masculine, feminine, and neuter sex-typed jobs. Each resume was identical with the exception of the systematic manipulation of the applicant's sex. As expected, sex-role stereotypes had a strong influence on personnel decisions, as well as recommendations of alternatives to employment and subjects' causal attributions of applicants' assumed successful and unsuccessful job performance. In Experiment 2, a 2 x 2 x 2 x 2 x 3 x 2 (Purge x Photo Attractiveness x Applicant Sex x Subject Sex x Job Sex-Type x PA-Relevancy) design was employed. Subjects were 304 undergraduate students. Each resume was identical with the exception of the systematic manipulation of the applicant's sex and attractiveness. As predicted, personnel decisions once again reflected the operation of sex-role stereotypes. Additionally, subjects' evaluations reflected the influence of a physical attractiveness stereotype that affected employment decisions, overall employment potential, and causal attributions of applicants' job successes and failures. Limited but promising results were found for the purging technique which was designed to reduce the bias in personnel decisions that results from an applicant's attractiveness. / Ph. D.

Thesis (MPhil)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Current literature reveals that men and women do not participate in the science, engineering and technology (SET) sector on equal grounds – not qualitatively (access) or qualitatively (ease of participation). It is important that women have access to and actively participate in science; they make up more than half of the world’s population and gender equality enhances a country’s economic growth and competitiveness. Furthermore, the focus should extend further than advocating for equal access to SET to actively promoting increased participation by women. Women bring a distinctive quality to SET precisely because of their gender. They are able to increase overall SET participation numbers and positively contribute to the quality and agenda of science. This study used the pipeline theory and lifecycle approach as theoretical bases to investigate the causes for unequal participation and reviewed initiatives aimed at increasing and facilitating the participation of women in SET. Identified causes include unequal access, male-dominated nature of science, tensions of reconciling professional and private life, differences in recognition and reward, and lack of female representation in leadership. The primary methodology used was a documentary analysis study design, consisting primarily of desktop literature searches and categorization. An initiative summary framework was used to summarise and code 123 identified initiatives into an initiatives summary database. Findings were both positive and negative. The study found that women in many cases are on equal footage with their male counterparts and can manage a healthy work-life balance if provided with the necessary support but many women still describe a male-dominated work environment that is exclusionary. Findings indicate that, although decreasing, there is still gender bias in recognition and reward and that female scientists underutilise financial rewards. Women in SET do not receive equal pay for equal work and there is a distinct lack of female representation in SET leadership bodies such as academies of sciences, scientific boards and publication boards of academic journals. The most common modes of intervention are policy interventions, gender mainstreaming, advocacy and interest groups, and provision of training and support. The majority of initiatives are aimed at bringing about change at a national/policy level and are driven primarily by government and academia with academia playing an important middleman role - assisting and guiding government in the design and roll-out of policies on the one hand and meeting the human resource needs of industry on the other. Although government and academia have done well in driving initiatives that increase the participation of women in SET at both school and tertiary level, more needs to be done by industry to drive the facilitation of participation. There are very few initiatives addressing the retention of women in SET; this is linked to the lack of attention to returners as a specific target group. The study concludes that the majority of countries are succeeding in closing the participation gap in terms of access or horizontal gender equality, but that vertical segregation (focusing on recognition, reward and advancement), although acknowledged, remains a mostly unaddressed challenge. / AFRIKAANSE OPSOMMING: Huidige literatuur dui daarop dat vroue en mans nie gelyke deelname geniet in die Wetenskap, Ingenieurswese en Tegnologie nie – nie kwantitatief (toegang) of kwalitatief (gemak van deelname) nie. Die belangrikheid van deelname word gesket teen die kennis dat vroue die helfte van die wêreld se bevolking verteenwoordig en dat lande wat geslagsgelykheid nastreef oor die algemeen hoër ekonomiese groei en mededingenheid toon. Die fokus in die debat gaan dus nie meer net oor die reg tot toegang nie maar ook oor aktiewe en gemaklike deelname wat vroue toelaat om juis hul unieke eienskappe na die wetenskap te bring. Die studie het die pyplynteorie en ‘n lewenssiklusbenadering as die teoretiese grondslag gebruik om die deelname van vroue in die terrein te bestudeer. Die navorsing het gepoog om die hoofoorsake vir die relatiewe ongelyke deelname van vroue in die Wetenskap, Ingenieurswese en Tegnologie te bepaal. Die hoofoorsake is geidentifiseer as ongelyke toegang, die manlik-gedomineerde aard van wetenskap, die spanning om professionele en persoonlike lewe te versoen, verskille in erkenning en beloning; en die gebrek aan vroulike verteenwoordiging in leierskap. Verder wou die studie bepaal watter inisiatiewe in gebruik is vir die uitbreiding en vergemakliking van vroue se deelname in die veld. Die hoof metodologie was ‘n dokumentêre analise studie ontwerp. ‘n Inisiatief opsommingsraamwerk is gebruik om die 123 geïdentifiseerde inisiatiewe op te som en te kodeer en is saamgevat in 'n inisiatiewe opsommingdatabasis. Bevindinge was beide positief en negatief. Die studie het bevind dat vroue in baie gevalle gelyke toegang geniet en 'n gesonde balans tussen hul persoonlike en professionele lewe kan bestuur indien die nodige ondersteuning gebied word. Baie vroue beskryf egter nog steeds 'n manlik-gedomineerde werksomgewing. Hoewel die neiging dalend is, is daar nog steeds geslagsvooroordele in erkenning en beloning en vroulike wetenskaplikes maak nie genoegsaam gebruik van finansiële belonings wat wel tot hul beskikking is nie. Vroue ontvang ook nie gelyke betaling vir gelyke werk nie. Daar is 'n duidelike gebrek aan vroulike verteenwoordiging in leierskap soos aangedui in die samestelling van akademies van die wetenskap en die bestuursrade van wetenskaplike rade en publikasie rade van wetenskaplike vaktydskrifte. Die mees algemene vorme van intervensies is beleidsintervensies, geslagshoofstroming, voorspraak en belangegroepe, en die verskaffing van opleiding en ondersteuning. Die meerherheid van inisiatiewe is daarop gemik om verandering teweeg te bring op nationale en beleidsvlak en word hoofsaaklik gedryf deur die staat en die akademie. Die akademie speel dan ook ‘n belangrike middelman rol deurdat hul aan die een kant die regering bystaan in die implementering van beleid en aan die anderkant ook die menslike hulpbron behoeftes van industrie moet voed. Daar is ‘n leemte by die meerderheid van inisiatiewe in die aanspreek van die behoeftes van vroue wat wil terugkeer na die veld na ‘n periode van afwesigheid en aan die retensie van vroulike wetenskaplikes. Die studie kom dus tot die gevolgtrekking dat die meerderheid van lande en inisiatiewe daarin slaag om meer gelyke deelname in terme van toegang of horisontale geslaggelykheid te bewerk, maar dat vertikale segregasie (met ‘n fokus op erkenning, belong en bevordering), nog heelwat aandag moet geniet.

published_or_final_version / Economics and Finance / Master / Master of Economics

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.

M.A. / Despite constitutional and legislative measures to promote gender equality, gender inequality pervades the South African political, social and economic sectors. It is imperative that government uses gender sensitive policy instruments to reverse these imbalances. Gender expenditure analyses on national budget votes reveal a perpetuation of gender inequality. This municipal study assesses Johannesburg’s water budget process using an analytical framework of three criteria: representation; participation and benefit accrued to women. It determines that administrative representation of women in Johannesburg Water is nominal, the drafting of the budget remains patriarchal and representation of gender concerns for water provision in the consultation phase is not evident. The participation of women in the consultation and approval phases cannot be quantified. Women benefit minimally as employees and as entrepreneurs. This study determines that there is a potentially significant gendered impact of Johannesburg’s water budget, which motivates for this policy instrument to be gender sensitive. / Mr. H. Robertson Prof. Y. Sadie

Lui Kin-wai. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2000. / Includes bibliographical references (leaves 158-171). / Abstracts in English and Chinese. / Chapter I. --- Abstract --- p.i / Chapter II. --- Acknowledgement --- p.iv / Chapter III. --- Contents --- p.v / Chapter / Chapter I. --- Introduction --- p.1 / Chapter II. --- Population Policy in PRC --- p.9 / A Historical Review 9; Overview of the Fertility Rate and Population / Growth under the Population Policy in the Chinese Mainland 19; Impacts / of the Population Policy on Gender Issue 22; Conclusion28 / Chapter III. --- Literature Review --- p.47 / International Experience 47; Studies of Gender Preference in the Chinese / Mainland 53; Conclusion62 / Chapter IV. --- Methodology and data --- p.67 / Theoretical framework: Gender Preference from the Economic Perspective / 67; Econometrics Models 75; Data95 / Chapter V. --- Estimated Results --- p.107 / Proxies for Gender Preference 107; Estimated Results of Model 1109; / Estimated Results of Model 2 116; Conclusion for the Estimated Results / Chapter VI. --- Conclusion --- p.132 / Appendix / Chapter 1. --- Definition of Indicators --- p.138 / Chapter 2. --- Multinomial Logit model --- p.141 / Chapter 3. --- Different Model Specifications --- p.144 / Different Model Specifications for Model 1 144; Different Model / Specifications for Model2 152 / Reference --- p.158