Purpose – The purpose of this paper is to explore the role of visible body piercings (VBP) in explaining the extent of self‐reported workplace sexual orientation discrimination. Design/methodology/approach – Using the 2002 wave of the UK Gay Mens’ Sex Survey, OLS and logit equations are estimated to analyse the extent of self‐reported denial of job opportunities. Findings – The possession of visible body piercings is shown to increase the level of discriminatory activity. There is evidence that tongue piercings are the major contributory type of body decoration. The overall effect is seemingly ameliorated for those gay men who engage in more extensive concealment effort with regard to their sexual orientation. Research limitations/implications – The sample is to some extent self‐selecting, which may affect the results. Further studies using alternative methodologies would be required to explore this issue. Practical implications – This paper sheds light on the importance, or otherwise, of presumed visual clues such as body piercing in triggering discriminatory behaviour towards gay men. Originality/value – This is the first study to examine the self‐reported experience of post‐entry discrimination by gay men using a major national survey comprising over 15,000 observations.

The purpose of this study is to explore the relationship between the attitudes toward women of female managers, the quality of leader-member exchange between female managers and their female subordinates, and female managers¡¦queen bee behavior which female subordinates perceived. Moreover, this study examined seven related moderator variables within the relationship between the attitudes toward women of female managers and their queen bee behavior female subordinates perceived. We collected 140 matched questionnaires from female managers and one of their random female subordinates as a complete set in various industries, and 129 of 140 sets are valid. Our results showed that the attitudes toward women of female managers had a significant positive relationship with queen bee behavior female subordinates perceived, which means the more traditional attitudes toward women female managers hold, the higher degree queen bee behavior their female subordinates perceived. Besides, we found a significant negative relationship between the quality of leader-member exchange between female managers and their female subordinates, and queen bee behavior female subordinates perceived, which indicates the lower the exchange quality between female managers and their female subordinates, the higher degree queen bee behavior female subordinates perceived. And we also found that marital status of female managers and the female portion in their departments moderated the relationship between the attitudes toward women of female managers and queen bee behavior female subordinates perceived. Further practical implications and suggestions are also discussed in this study.

Thesis (Ph. D.)--Auburn University. / Abstract. Includes bibliographical references (p. 198-213).

This research focuses on the role that International Human Rights Law, policy and legislation should play in the protection of the rights of internally displaced children against child marriage. This thesis examines international treaties and domestic laws that purport to prohibit the practice of child marriage with particular attention to laws relating to the protection of internally displaced children (IDPs). / Mini Dissertation (LLM (Human Rights and Democratisation in Africa))--University of Pretoria, 2007. / Dissertation submitted to the Faculty of Law of the University of Pretoria, in partial fulfilment of the requirements for the degree of Masters of Law (LLM in Human Rights and Democratisation in Africa). Prepared under the supervision of Dr Lana Baydas at the Department of Law, American University in Cairo, Egypt. 29 October 2007 / www.chr.up.ac.za / Centre for Human Rights / LLM

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2022 / Sexual harassment remains an issue in the workplace as result of ineffective legislative and other measures that fail to recognise sexual harassment as a form of discrimination that is gender orientated. Gender inequality is credited as one of the contributors of sexual harassment, as more women than men suffer sexual harassment in the workplace. Moreover, sexual harassment has adverse effects on the individual who is on the receiving end of it, which are psychological in nature. This alone may lead to the abuse of substances as a form of coping mechanism, to arriving late to work or quitting which also affects productivity. In an attempt to confront the issue of sexual harassment, laws were created over the years, both at national and international level. Although some countries show efficiency in the creation of these laws by responding with urgency, some countries have had a more difficult time formulating appropriate and effective laws, with some countries having very little laws aimed at combatting sexual harassment in the workplace. At the same time workplace sexual harassment policies have proven to be an effective weapon against the gendered inequality that is sexual harassment if implemented effectively.

No description available.

The general objective of the study is to assess the role of culture and traditions as stumbling blocks in the legal reform that would lead to the decriminalization of same-sex sexual intercourse. Focuses on the sodomy laws in Africa with specific reference to Uganda. Compares the Ugandan and South African legal regimes. Uganda is chosen because it represents one of the African countries where same-sex unions are specifically prohibited by the Constitution. / Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2007. / A Dissertation submitted to the Faculty of Law University of Pretoria, in partial fulfilment of the requirements for the degree Masters of Law (LLM in Human Rights and Democratisation in Africa). Prepared under the supervision of Prof Pierre de Vos of the Faculty of Law, University of the Western Cape, Cape Town South Africa. / http://www.chr.up.ac.za/ / Centre for Human Rights / LLM