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This thesis analyzes discrimination against women on labor market and stresses the influence of social values on the allocation of labor. This influence can be observed in job segregation itself and in special working conditions associated with typically female jobs. This influence is part of a mechanism of job rationing. / All social institutions (churches, family, political parties...) share a common history characterized by a strict vision of sex-role segregation. The roles of men and women in the labour market, an important social institution, will reflect this sex-role segregation. / Job segregation has long been viewed by many economists as an exogenous phenomenon... a matter of "tastes". But in this thesis, it is suggested that job segregation, as well as other aspects of the treatment of women on the labor market, is a rationale response by society to job scarcity. / Working conditions associated with typically female jobs, for example, are not technologically determined but are part of a mechanism of job rationing: in maintaining women's instability on labor market, low wages and short job ladders induce women to leave the labor market when they are no longer wanted. The evolution of women's participation rates shows the relationship between social values dealing with paid work for women and the needs of female labor force. / This vision of the labor market is corroborated by an analysis of working conditions in Montreal office jobs. Detailed data for eight Montreal firms were used in this research. The results indicate that to understand the treatment of women office workers, it is important to distinguish between two groups of firms: those where most office workers are males and those where most are females. In the male dominated firms female workers enjoy much better wages and other working conditions. And, as a result, female labor turnover is apparently not different from male labor turnover in these firms.

This dissertation is the first study of state feminism in a non-western nation state, focusing on the activities and roles of the Women's Bureau of the Ministry of Labor in post-World War II Japan. While state feminism theory possesses a strong capability to examine state-society relationships in terms of feminist policymaking, it tends to neglect a state's activity in improving women's status and rights in non-western nations where the feminist movements are apathetic or antagonistic to the state and where the state also creates a vertical relationship with feminist groups. To apply the state feminism theory to examine activities of a state institute for women in non-Western nations, I created new analytical factors, domestic and international master frames, which show how policymakers and activists collaborate on policymaking at a domestic level and how policymakers utilize international standards to create the domestic master frame. Using the two-level-analysis of domestic and international politics in terms of creation of master frames together with the existing institutional and mobilizing structural variables, this dissertation presents a detailed study of the activities and roles of the Japanese women's bureau as an initiator and facilitator of gender equality in the process of agenda setting for the equal opportunity laws by utilizing international influence to persuade the opposition and as an interest mediator in the process of decision-making for them. The empirical evidence presented also demonstrates that the change of roles arose from the lack of the following factors: 1) limited resources and institutional capability caused by the marginalization of the women's bureau within the government, 2) the lack of a domestic master frame on the issue of gender equality between the women's bureau and women activists, and 3) the lack of mobilizing structures that provide women's groups the access to political decision-making to reflect their opinions. The combination of these factors hindered policymaking on gender equality and created a gradual and incremental progress toward gender equality in Japan. The way to gender equality in Japan is different from the western nations. Yet, this is a way that other non-western nations have also advanced and will follow in. / Thesis (Ph. D.)--University of Hawaii at Manoa, 2002. / Includes bibliographical references (leaves 253-274). / Mode of access: World Wide Web. / Also available by subscription via World Wide Web / xiii, 274 leaves, bound 29 cm

<p>This study focused on Black Economic Empowerment and gender in the liquid fuels industry. It explored the possible means of empowerment and questions the seriousness of organizations to institute programmes that are gender sensitive. The liquid fuels industry in South Africa served as the pinnacle of the apartheid state. It possessed the strength to survive the onslaught of the economic sanctions imposed as a result of apartheid. It was because of these stringent economic sanctions that it was forced to survive on its own with limited assistance. The advent of democracy in 1994 gave this industry the impetus to grow in terms of Gender and Black Economic Empowerment.</p>

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Diss. Stockholm : Stockholms universitet, 2008.

xvi, 307 p. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number. / This research contributes to scholarly understanding of the labor market activity of women living in disadvantaged neighborhoods in large U.S. cities, the group most affected by 1996's welfare reform legislation. Welfare reform tightened eligibility for means-tested assistance programs, forcing many women to seek employment despite daunting personal obstacles. This research uncovers the extent to which this subset of women found steady employment in standard, living-wage jobs as well as the reasons why many have not. Unlike most work in this field, it incorporates measures of neighborhood disadvantage to further explore the spatial barriers to employment faced by this demographic group. I ask whether neighborhood context matters for employment outcomes, beyond individual characteristics and circumstances. Survey data, collected in 1998-1999 and 2001, come from the Project on Devolution and Urban Change, a longitudinal study of 3,916 women living in poor neighborhoods of four U.S. cities. I link these individual data to tract-level U.S. Census data, resulting in a longitudinal, multi-city, geographically-linked dataset, something that no previous published research uses, but an important tool for understanding how neighborhood context affects individual outcomes. The methodological approach involves a combination of regression techniques including pooled logistic regression, ordinary least squares regression, the use of change scores as predictors, the use of lagged endogenous variables, and the derivation of predicted probabilities using results from regression models. Results of this research indicate that neighborhood disadvantage is of only modest utility in explaining women's work trajectories. Although living in neighborhoods with more car ownership does improve employment outcomes, other neighborhood measures are less important. Some traditional markers of "disadvantage," such as the presence of female-headed (single parent) households, actually facilitate better employment outcomes, suggesting the need to reevaluate traditional notions of neighborhood advantage and disadvantage. Individual barriers to employment, particularly health, childcare and family responsibilities, and individual car ownership are consistently predictive of better employment outcomes. The results suggest the potential importance of spatially-targeted programs aimed at alleviating childcare, health and transportation barriers to employment. / Committee in charge: James Elliott, Chairperson, Sociology; Ellen Scott, Member, Sociology; Patricia A. Gwartney, Member, Sociology; Margaret Hallock, Outside Member, Labor Educ & Research Center

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Thesis (MTech (Public Relations Management))--Cape Peninsula University of Technology, 2011. / This study investigated the professional status of female public relations practitioners in Rwandan public and private institutions by using direct managers as a focal point to get their perspectives about their staff. The study used a structured questionnaire to get information from the managers in public relations or communication departments. While different authors such as Aldoory & Toth, (2002); Wilcox and Cameron (2006:35) and Hon (1995) indicate that the public relations industry is feminised to the extent of 70 percent, the results of this study present it otherwise. The findings reveal that the trend of feminisation in Rwandan public relations industry is not on the same speed as the one in the industry worldwide. This means that based on the findings from different studies worldwide, females are represented by a big number in the public relations industry than males do. Furthermore, there is a gender gap in terms of responsibilities whereby women are more clustered in technical tasks rather than managerial ones. Although Rwanda has opted to empower women in its reconstruction process, they are still affected by the legacies of indigenous culture in terms of stereotypes associated with them and salary gaps which shows that the promotion of a female professional continue to be a problem in some organisations. Considering the research results, the public relations industry in Rwanda is still a new field and hence its practitioners' professional status especially women is not well depicted. However, the results show that female practitioners are able to offer good services to their customers due to their innate caring character and professionalism. The results recommend that local high learning institutions should include public relations courses in their program to ensure long run availability of public relations professionals. In addition the Rwanda private sector is encouraged to open up public relations agencies which will contribute to the improvement of customer care in Rwanda. Finally, the researcher recommends that public relations activities should be well planned in organisations to avoid confusion with other related fields such as marketing, for instance. The researcher further recommends that advance studies should be conducted to engage in the evaluation of the implementation of gender promotion laws and its efforts in various organisations.

M.A. (Sociology) / The increasing deployment of clothing factories in the border industrial areas, has resulted in an increase in the demand for black female labour in this industry. This need, together with a sharp decline in the number of black male employees in the clothing industry, traditionally employed in all functional levels, forced employees to invest in black female labour on a large scale. It is practice to select first level supervisory staff from the higher operator levels, but a shortage of male workers in these positions created opportunities for black female operators to fulfil the need for supervisory staff. This however resulted in complications for both black women and employers, since factors emerged that could affect the black woman's achievement orientation. The objective of this research is to determine a job profile for the black woman in terms of her achievement orientation and also to investigate other variables that relate to her job profile and achievement orientation. Research conducted in this field on the European woman's achievement orientation, provided a framework for an explorative and qualitative research study on the achievement orientation of 15 non-supervisory and 15 supervisory black women. In order to gather sufficient information, interview guides were developed as an aid to conducting personal interviews with the sample group. A similar method was applied in investigating the attitude towards black female supervision, of 15 black male supervisors and 4 employers. From the case studies, three job profiles were distinguished namely a high achievement/high economical, a moderate achievement/moderate economical and a non-achievement/low economical orientated profile. For purposes of analysis the three profiles were reduced to two, namely an achievement/economical and a non-achievement/low economical orientated profile.