Rationale: It cannot be denied that there has been improvement in demographic representation in South Africa since the implementation of the Employment Equity Act 55 of 1998. Whilst there may still be room for improvement, especially on employer attitudes towards the implementation of employment equity, improved representation of the Previously Disadvantaged Groups has evidently appreciated, however, marginally. Research purpose: This study sought to explore stakeholder perceptions as to why Engcobo Local Municipality had not successfully implemented the Employment Equity Act. Research design, approach and method: This exploratory study was conducted at Engcobo Local Municipality on Councillors, Managers, Key Employees and representatives of Organised Labour. Main findings: a) Engcobo Local Municipality was found not to have complied with various aspects of the Employment Equity Act; b) Respondents mainly believed that failure to implement the Employment Equity Act by Engcobo Local Municipality was due to lack of capacity on the part of the municipality‟s stakeholders; c) Different countries followed different models in the implementation of their Employment Equity, depending on the peculiarity of their circumstances; and d) The most appropriate change management model on which the implementation of the South African Employment Equity is modelled is Hayes‟ Generic Change Management Model. Managerial implications: Future research may be that the municipality can benefit from the recommendations made by the respondents with regard to what they believe needs to be done to remedy the situation. Some of the suggestions include the intensification of communication, establishment consultative structures to facilitate communication and the capacitation of stakeholders to ensure that they understand their responsibilities regarding the implementation of the Employment Equity Act. Contribution: The contribution of the research is supporting the current knowledge base of stakeholders towards the implementation of the Employment Equity Act. Proactive implementation measures should be taken to ensure that people who should benefit from the implementation of the Act are not disadvantaged by the municipality‟s failure to implement the Act. The introduction of the alignment with human resource management practices that complement the implementation of Employment Equity, could overcome the barriers currently being experienced in the effective implementation of the Employment Equity Act.

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.

Submitted by Nadir Basilio (nadirsb@uninove.br) on 2016-05-13T21:17:16Z No. of bitstreams: 1 Evangelita Carvalho da Nobrega.pdf: 1116760 bytes, checksum: 36d1fc601186373acd0b818e16fbb609 (MD5) / Made available in DSpace on 2016-05-13T21:17:16Z (GMT). No. of bitstreams: 1 Evangelita Carvalho da Nobrega.pdf: 1116760 bytes, checksum: 36d1fc601186373acd0b818e16fbb609 (MD5) Previous issue date: 2016-04-12 / This research deals with affirmative actions in Brazilian popular university the case of the Federal University of Southern Bahia (UFSB), regarding the process of access and permanence. The research developed from exploratory research and documentary study. Therefore, the theoretical framework was based on the correlations between the Brazilian university, the popular University and affirmative actions for access and retention policies. In the analysis phase, official documents from UFSB were used, all selected and removed from the university's website, which are: the guiding plan, the founding charter and the statute, the selection process notices of entry, the permanence support scholarship notices, resolutions, student manual, and the management report selected between 2014 to 2015. In order to analyze the research object, it was applied in the documentary study and systematic observation. For the analysis of the phenomenon, it earned a qualiquantitative approach, using the content analysis technique. Thus, it was found that the UFSB presents an innovative proposal to current models of universities. Apparently, this institution seeks to make a commitment to social inclusion policies, which runs through the internalization of access, deployment of CUNIs as integration and inclusion space, the implementation of the reservation policy positions and political quotas, and the adoption of policy to support retention of students. The percentage of adopted vacancies reserve was higher than expected in the Federal Law No. 12.711 / 12, or over 55% of the vacancies, covering various identity categories: public school graduates, low-income, black self-declared, brown or indigenous (PPI) and others. This indicates social inclusion through access policy. About the permanence, it was found that adopted permanence policies refers only to some programs / projects of limited scope in partnership with federal agencies, therefore, still in the embryonic stage, with the predominance the student assistance through the Support Permanence Program (PNAES), with scholarships and financial aid for students in socioeconomic vulnerability. However, it should be taken into consideration that the UFSB is in construction process, adapting and testing their innovations. In this sense, it is a challenge to the implementation of the Permanent Support Program, it seems, since there are not enough resources available for higher level educational institution (IES, in Portuguese) ensure that policy. Thus, it is considered that social inclusion, at this university, is the result of affirmative actions policies, and It is a confrontation against social, economic, cultural and territorial inequalities. It is expected that the model under construction by UFSB can be effective as a popular university, democratic, inclusive and integration. / A presente pesquisa versa sobre as ações afirmativas na universidade popular brasileira o caso da Universidade Federal de Sul da Bahia (UFSB), no tocante ao processo de acesso e permanência. A investigação desenvolveu-se a partir de pesquisa exploratória e estudo documental. Para tanto, o referencial teórico baseou-se nas correlações entre a universidade brasileira, a universidade popular e as políticas de ações afirmativas de acesso e permanência. Na fase de análise, utilizaram-se documentos oficias da UFSB, todos selecionados e retirados a partir do site da universidade, quais sejam: o plano orientador, a carta de fundação e o estatuto, os editais de processo seletivo de ingresso, os editais de bolsa de apoio à permanência, as resoluções, o manual do estudante, e o relatório de gestão, selecionados no período de 2014 a 2015. Visando a analisar o objeto da pesquisa, empregaram-se o estudo documental e a observação assistemática. Para a análise do fenômeno, valeu-se de abordagem qualiquantitativa, com uso da técnica de análise de conteúdo. Assim, constatou-se que a UFSB apresenta uma proposta inovadora aos atuais modelos de universidades. Ao que tudo indica, esta instituição busca firmar um compromisso com as políticas de inclusão social, o qual perpassa a interiorização do acesso, a implantação dos CUNIS como espaço de integração e inclusão, a implantação da política de reserva de vagas-política de cotas, e a adoção da política de apoio à permanência dos estudantes. A percentagem de reserva de vagas adotada foi acima do previsto na Lei Federal nº 12.711/12, ou seja, mais 55% das vagas, contemplando várias categorias identitárias: egressos de escolas públicas, baixa renda, autodeclarados pretos, pardos ou indígenas (PPI) e outros. Isso indica inclusão social por meio da política de acesso. Quanto à permanência, verificou-se que as políticas de permanência adotadas referem-se apenas a alguns programas/projetos de restrita abrangência em convênio com órgãos federais, portanto, ainda em fase embrionária, tendo a maior predominância a assistência estudantil, por meio do Programa de Apoio à Permanência (PNAES), com bolsas e auxílios financeiros para estudantes em situação de vulnerabilidade socioeconômica. Todavia, há de se levar em consideração que a UFSB está em fase de construção, adaptando e testando suas inovações. Nesse sentido, é um desafio à implementação do programa de apoio à permanência, ao que tudo indica, já que não há recursos suficientes disponibilizados para as IES garantirem tal política. Assim, considera-se que a inclusão social, nesta universidade, é resultante de políticas de ações afirmativas, e constitui um enfrentamento às desigualdades, sociais, econômicas, culturais e territoriais. Espera-se que o modelo em construção pela UFSB possa se efetivar como universidade popular, democrática, inclusiva e de integração.

No description available.

No description available.

No description available.

Magister Educationis - MEd / This study investigates the factors that conditioned the establishment of, and responses to, a centrally coordinated, institution wide change initiative aimed at promoting equity in the academic workplace in an historically white South African university. It is examined by presenting two kinds of analyses, firstly, an institutional analysis that explores the environmental and managerial conditionalities that influenced the reception, interpretation and responses to the national policy framework. Secondly, a bottom-up analysis that explores the distinctive disciplinary contexts that conditioned the responses of the participants. The study reveals that top-down approaches to managing change have limited capacity to influence the nature and pace of change on the ground, despite the best intentions of institutional managers. The study illustrates that the distinctive disciplinary context conditioned the responses to, and outcomes of the change initiative. In this study, the authority of the academic project powerfully trumps the legitimacy and credibility of the institutional transformation initiative.

[pt] O trabalho desenvolvido pretende compreender o controle concentrado de constitucionalidade de eventual norma instituidora de discriminação positiva, através do mecanismo de quotas raciais para ingresso no ensino superior público. Ficou demonstrada a necessidade de que tal controle seja realizado por meio do princípio da proporcionalidade. Isso porque, de um lado, a implementação de tais medidas acarreta restrição a um direito fundamental, qual seja, a igualdade em sentido formal. De outro, envolve a consideração de fatos e prognoses legislativos pelo Poder Judiciário. Assim, somente logra legitimidade se levada a efeito em consonância com os critérios de racionalização impostos pelo princípio em questão. É tarefa do legislador buscar meios para efetivar a isonomia substancial, como forma de concretizar os mandamentos constitucionais, os quais não podem significar um reles corpo programático de normas, e sim um instrumento para a realização do objetivo primordial do Constitucionalismo contemporâneo: a dignidade da pessoa humana. Portanto, restou clara a patente necessidade de racionalização do vínculo entre legislador e direitos fundamentais, precipuamente de modo a delimitar suas margens de ação. Para que a vinculação apontada seja realmente efetiva, torna-se indispensável a atuação da jurisdição constitucional, dentro dos limites traçados, de modo a obter legitimidade como importante instrumento de defesa do Estado Democrático de Direito. O controle realizado seguiu a máxima da proporcionalidade. Desse modo, a aferição dos fatos e prognoses legislativos ficou circunscrita aos subprincípios concretizadores da adequação aptidão dos meios empregados para a consecução dos fins e da necessidade inexistência de outro meio menos gravoso, em atenção à idéia de menor ingerência possível. Já a análise da tensão entre igualdade material e formal foi feita consoante o subprincípio da proporcionalidade em sentido estrito, pelo qual se opera um juízo de ponderação dos valores jurídicos em conflito. / [en] This work aims to understand the concentrated judicial control of constitutionality of any given positive discrimination law, based on the mechanism of preferred admissions for racial minorities in the public Universities. It`s been demonstrated that such control must follow the proportionality principle. That s because, on one side, the implementation of these measures involves a restriction on a fundamental right, that is, equality on its formal conception. Otherwise, it also involves the consideration of legislative facts and prognoses by the judiciary. Thus, this instance of control is only legitimate if carried out in line with the rules of rationalization imposed by the principle in question. It`s duty of the legislator to seek for the means capable of implementing the substantial conception of equality, as a way to put into practice the constitutional commandments, which may not be just ideological standards, but instruments for achieving the main objective of contemporary constitutionalism: the dignity of the human person. Therefore, it is necessary to rationalize the linkage between legislator and fundamental rights, especially in order to limit the margins of action. Indeed, the action of the judiciary branch is essential, restrained by the appointed limits, with the purpose of obtaining legitimacy as an important instrument of defense of a Democratic State. The suggested constitutionality control followed the principle of proportionality. Thus, legislative facts and prognoses were limited by the sub-principles of adequacy suitability of the employed means to achieve the aimed purposes and necessity inexistence of other harmlessly means, in attention to the idea of the smallest degree of intrusion as possible. In addition, the analysis of the stress between formal and material conceptions of equality was carried out considering the sub- principle ofproportionality in the strict sense, which operates a balancing of legal values in conflict.

Job status and salary inequities between men and women have only recently been documented (Kravetz 1976). The federal government, over the past few decades, through various acts and executive orders, has created legislation to prohibit discrimination based on race, sex, color, religion or national origin in all employment practices. The question is to what extent this legislation has permeated social service agencies and affected their employment patterns, particularly with respect to administrative positions. In 1976, the Women's Issues Committee of the Oregon Chapter of the National Association of Social Workers (NASW), addressed this question by initiating a study of social work employment in Oregon. The first part of the study examined the salaries and positions of NASW members in this state. The second part of the study was designed to study more specifically the employment patterns of women MSWs in Oregon's social service agencies. Under the auspices of the Women's Issues Committee, the second part of the study was designed and conducted by eight graduate students at the School of Social Work at Portland State University. One objective of the study was to find out the proportion of men and women filling the management positions in local social service agencies. But the primary purpose of the study was to examine the management-executive employment patterns in agencies before and after affirmative action programs were instituted. An attempt was then made to determine the effects, if any, of such programs. It was hoped that the results would clarify how agencies implement their affirmative action programs, the effects of implementation, and the barriers to the employment of women in management positions.

The topic of this thesis is the role of non-profit organizations in supporting the education of socially disadvantaged Roma students. The thesis provides the analysis of the involvement of non-profit organizations in the process education support. The theoretical part of the thesis defines essential concepts in the area of education of socially disadvantaged students including support strategies with the emphasis on Roma students. The thesis provides an overview of the impact of social disadvantage on the education process, the affirmative processes utilized in school environment and the available support from the non-profit organizations. The research part of the thesis analyzes the data obtained through interviews with the employees of four selected non-profit organizations providing the support in the education of socially disadvantaged Roma students. The interviews are focused on identification of main forms of education support provided by non-profit organizations, their benefits in the education process of a socially disadvantaged student and the limits and opportunities presented in this process by the cooperation of non-profit organizations and schools. Through the analysis of information, experiences and opinions collected through the interviews, the research attempts to provide a complex...