No description available.

This qualitative socio-legal study critically examined the protection against housing discrimination found in chapter 2 § 12 of the Swedish Discrimination Act (SFS 2008:567), in light of United Nations, Council of Europe and European Union housing and non-discrimination (human rights) standards. As an applied socio-legal study it aimed to be critical towards the limits of law in context. By applying an intersectional approach as the theoretical framework for the study, it aimed to identify legal weaknesses from an intersectional point of view. The study made use of a descriptive doctrinal analysis method and a critical text analysis method. The material for analysis consisted of civil housing discrimination law: legislation, preparatory works and case law. The case law, anonymized for this study, consisted of three district court judgments and three appeal court judgments processed during the years 2007-2016. The first research question asked what, if any, forms of intersectional discrimination the housing discrimination law face and comprise. The descriptive doctrinal analysis revealed that all cases shared the discrimination ground ‘ethnicity’ and discrimination form ‘direct discrimination’. The critical text analysis resulted in three themes illustrating intersectional discriminating facing the law: “aggressive men” (the intersection of sex and ethnicity), “resourceless women” (the intersection of sex, socio-economic class and ethnicity) and “unsettled strangers” (the intersection of socio-economic class and ethnicity). The second research question asked what, if any, the limits of law are from an intersectional point of view. By discussing the three themes in relation to the legal landscape and previous research it was possible to identify several limits of law relating to intersectionality, such as the exhaustive list of discrimination grounds, absent discrimination grounds and an absence of intersectional awareness. The study concluded that Swedish housing discrimination law rely on formal equality, which renders intersectional discrimination invisible and the power of housing human rights disputable.

The essay studies Romania and the Roma in the country as a minority from an Europeanization perspective. The aim of the essay is to study EU´s impact on Romania in general through Europeanization and to illustrate this Europeanization by studying the situation of the Roma in particular. The paper focuses on Romania´s Europeanization process and the Roma as a minority. It looks at how these mechanisms have affected Romania´s efforts to prohibit discrimination and to promote Roma´s rights. Heather Grabbes´s Europeanization mechanism; models, money, gate –keeping, benchmarking and monitoring, advice and twinning is the framework for the essay. Besides this Claudio Radaelli´s definition is used because it is broad enough to cover different areas The conclusion is that Europeanization has affected Romania in its adaption to EU membership. Romania has been affected by a top-down Europeanization process. Regarding the Roma the conclusion is that the mechanisms have pushed Romania to focus more on the Roma. Romania has also by new anti discrimination laws tried to prohibit discrimination.

This thesis seeks to examine if there is a connection between female representation among U.S. legislators at state level and support of legislation protecting LGBT+ people from discrimination in terms of adoption and foster care. Using the theories of substantive and descriptive representation, three hypotheses regarding female representation and partisanship were tested. In the analysis, it became clear that there is a positive significant correlation between female legislators and voting in favour of anti-discrimination legislation in terms of LGBT+ rights. In addition to this, the study found that partisanship also has a significant effect of the voting outcome, in fact one that is even greater than the effect of gender.

No / EU law is not a subject enjoyed by most students but it really does not have to be difficult. Every EU law question is likely to ask you to apply your knowledge of the law to a particular context – either a practical one, as in problem questions, or a more theoretical one, as in essay questions. For both you need to remember that EU law does not exist in isolation but is inextricably linked with the national legal systems of the Member States. The interaction between European law and these systems is crucial to understanding how EU law works. EU law is often considered in a political context and this has become very apparent in the UK following the referendum in June 2016 and the vote for ‘Brexit’. At te time of writing Brexit negotiations are continuing and for now EU law applies as it always has in the UK. Recognising that your political stance is likely to influence your views on EU law is valuable and something which can make your answers stronger, particularly in relation to questions on historical, constitutional or institutional issues.

Notre dissertation investigue les actions individuelles et légales de contestation des discriminations raciales ou ethniques par ses victimes, objet rarement étudié en psychologie sociale. Alors que les actions collectives s’inscrivent dans un cadre des relations intergroupes, nos études montrent que les actions individuelles restent plutôt dans le cadre de relations perçues endogroupales par les acteurs qui contestent les discriminations. Les implications en termes d’identité sociale dans ce type d’action sont différentes et nous postulons qu’une catégorisation à un niveau supra-ordonné (ex. comme membre de la société hôte ou être humain) facilite l’entreprise des actions individuelles de contestation des discriminations par la voie légale. L’égalitarisme qui rend saillant ce niveau de catégorisation supra-ordonné, et en tant que croyance qui délégitime le statut désavantagé des individus stigmatisés, faciliterait la remise en question du statu quo en augmentant la perception de la discrimination ainsi que la tendance à s’engager dans des actions de lutte contre les discriminations par la voie légale. De plus, motivés par des démarches qui rentabilisent le rapport coûts-bénéfices, les individus portés par l’égalitarisme et qui perçoivent la discrimination s’engageraient plus facilement dans des actions de contestation lorsqu’ils pensent qu’ils peuvent le faire au bénéfice de la collectivité plutôt que dans leur propre intérêt uniquement. D’autre part, l’entreprise d’actions contre les discriminations par la voie légale nécessite une connaissance relative de ces lois qui fonctionnent comme des normes injonctives indiquant aux individus ce qui est admis ou non en société (ex. caractère interdit de la discrimination). Une source experte (ex. organisme de lutte contre le racisme) qui véhicule ce type de normes injonctives anti-racistes serait particulièrement influente dans l’entreprise d’actions légales pour lutter contre les discriminations. / Doctorat en Sciences Psychologiques et de l'éducation / info:eu-repo/semantics/nonPublished

雇主在招募過程中，為了提高企業的生產力或行政組織的效率，防免契約、侵權責任的發生，必須謹慎挑選人才，因此通常會以詢問或檢測（如人格測驗）盡量蒐集與求職者相關的資訊，來遴選合適員工。但是，雇主得要求應徵者揭露多少資訊？求職者在雇主的要求下，為了提高獲聘的機會，是否只能拋棄個人的隱私利益？這些疑惑均值得思考，從中也顯現出了雇主與求職者間利益衝突的問題。 關於求職者個人資訊的保障，我國目前的基本規範為「個人資料保護法（簡稱個資法）」及「就業服務法（簡稱就服法）第5條第2項第2款」。雇主如欲蒐集求職者的個資，除必須符合個資法的特定條款外，假若涉及隱私資訊，尚須通過就服法第5條第2項第2款「就業所需」的檢驗。 在這看似簡明的基本架構中，事實上存有許多令人困惑的地方，以個資法特定條款的蒐集事由為例，如：「執行法定職務必要範圍內」的意涵具體所指為何；「與當事人有類似契約之關係」是否包含雇主可請求當事人以外的第三人（如：前雇主）協助為履歷調查；以及「經當事人同意」在勞動關係不對等時其有效性的爭議等。而就服法第5條第2項第2款最讓人頭痛之處則為應如何詮釋「就業所需」。是以，我們須要更多的實務及學說見解來填充個資法與就服法勾勒出的雇主與求職者間利益權衡框架。 本文將先探討雇主通常是基於什麼考量而對求職者為哪些詢問及檢測；而應徵者面對這些詢問及檢測往往會有什麼憂慮。接著借鏡美國法制，剖析我國針對求職者個人資訊保障的判準，並關注在個資法修正與就服法第5條第2項第2款增訂後，過往的實務見解是否依舊恰當或有所革新。最後比較美國與我國法制的異同，提出檢討與建議，期望能在保障求職者個資的同時，也兼顧到雇主的利益。 / In the hiring process, employers need to select workers cautiously in order to improve the productivity and efficiency of their enterprises, and to avoid the potential liability caused by reckless employees. To screen out the best possible candidate for a particular job, employers usually wish to gather as much information about job applicants as possible by making oral or written inquiries, or conducting different kinds of employment tests (such as personality tests). However, what kind of information can employers legally require job applicants to disclose? Do job applicants have no choice but to relinquish their personal privacy if they want to be employed? To answer these questions, we need to carefully balance the competing interests between employers and job applicants. In Taiwan, “Personal Information Protection Act (PIPA)” and “Employment Service Act (ESA) §5II②” form the basic framework of protecting job applicants’ informational privacy. Employers need to obey specific provisions of the PIPA before they can collect job applicants’ information; and if private information is to be collected, employers should further confirm their collecting actions meet the “job-related” requirement specified by §5II② of the ESA. This legal framework seems simple and clear, but there are many questions remain to be answered. For example, what is the exact scope of the term “within the scope of job functions provided by laws and regulations” of the PIPA? Does the condition “quasi-contractual relationship between the Parties” specified in PIPA allow employers to contact third parties (such as job applicants’ former employers) and conduct a reference check? Further, since there is a serious power-imbalanced problem in the employment relationship, can we truly expect the job applicants to offer a free and valid consent when they are requested to provide their personal information? Last but not the least, what is the precise meaning of the term “job-related” of §5II② of the ESA? More studies and court judgments are needed to delineate the boundaries between what employers are entitled to know and what job applicants should be able to keep private. This thesis begins with analyzing why employers need/hope to gather information about job applicants and what screening tools they prefer to use. It then discusses job applicants’ concerns when they face employers’ inquiries or employment tests. By comparing relevant U.S. legislation and judicial decisions regarding the protection of job applicants’ informational privacy, this thesis examines the standards used in Taiwan’s case-law when balancing employers’ and job applicants’ interests. Special attentions are paid to the issue whether these standards are still appropriate or should be updated in light of the latest amendments to the PIPA and ESA. Finally, through concrete cases, this thesis tries to provide practical recommendations on how we can better protect job applicants’ privacy while respecting employers’ legitimate interests in knowing their future employees.

This thesis deals with issues related to decision-making practice of Czech courts in cases where the plaintiff sought protection against racial discrimination in civil proceedings. Specifically, the thesis endeavours - through the analysis of selected decisions of higher courts and the practice of lower courts - to answer the question of whether the judicial practice together with the applicable laws provide sufficiently effective judicial protection of the right to equal treatment. The first part defines the concept of race as discriminatory ground, as this term is used in legislation in a very broad way and contrary to some scientific concepts of race. The second part contains a brief summary of the legal regulation of non-discrimination in international, European and Czech law. This section focuses on the legal framework applied by Czech courts in the decisions discussed and provides a basis for the following analytical part. The third part, which is the key part of the thesis, deals with decision-making practice of the courts with focus on the problematic aspects of protection against racial discrimination in legislation regulating the protection of personal rights. The shortcomings of judicial practice ascertained are then compared with the new rules contained in the Anti-Discrimination Act....

No description available.

Due to demographic changes (longevity, falling birth rates) the workforce is aging and therefore, more and more workers will potentially experience ageism (i.e., discrimination based on age) at work; however, ageism is not limited to older workers and can concern workers of any age. This dissertation deals with attitudes and stereotypes fostering ageism and demonstrates the strong presence of work-related ageist attitudes and stereotypes in a series of three studies. In the first study, work-related age stereotypes were differentiated by dimensions (performance, adaptability, reliability, and warmth) and studied within an age-diverse sample of nurses. Older nurses were evaluated more positively on reliability, warmth, and competence, and younger nurses were evaluated more positively on performance and adaptability. In-group favoritism was observed for all age groups confirming social identity theory. Contact quality was the strongest potential predictor of age stereotypes, leading to the recommendation of fostering good contact between workers of different ages. Extending the explicit measurement in the first study, the second study applied both explicit and implicit measures (Implicit Association Test, IAT) to study age attitudes and age stereotypes at the workplace and their variability across three groups: students, workers, and older adults. The attribute stimulus material in the IAT was manipulated such that cross-category associations arose. Regardless of group and manipulation of the stimulus material, older workers were always evaluated more negatively according to the IAT results, thereby supporting the stereotype embodiment theory. The explicit measures of general age preferences showed no clear age preferences. However, despite slight in-group biases, more differentiated explicit measures of work-related age stereotypes revealed clear age stereotypes in all samples that were similar to the first study: younger workers were favored in terms of adaptability and performance; older workers were favored in terms of competence, reliability, and warmth. By solely looking at the explicit age attitudes, age stereotypes in the workplace would have been trivialized, thus, it is important to apply explicit and implicit measures for studies in the field of ageism. The third study examined the influence of explicit and implicit age cues in job applications on hypothetical hiring decisions. Discriminatory behavior was observed being triggered by both explicit and implicit age cues. Older applicants were less likely to be hired, as were applicants with an implicit old profile compared to an implicit age-neutral or young profile. An anti-discrimination prompt led to a reduction of the age bias, which is encouraging for human resources trainings. This dissertation shows that age stereotypes in the workplace are still highly prevalent. Explicit and implicit measures should be combined when conducting research on ageism to gain a comprehensive picture. By raising awareness to ageism, discriminatory behavior can be reduced.:Acknowledgements 5 Abstract 6 Zusammenfassung 8 List of Tables 10 List of Figures 11 1. Synopsis 12 1.1 Introduction 12 1.2 Definition of Workplace-Ageism 13 1.3 Age Stereotypes in the Workplace 14 1.4 Workplace Inequalities 17 1.5 Negative Effects of Ageism in the Workplace 18 1.6 Fighting Ageism 21 1.7 Legal Regulations 24 1.8 Theories on Age Stereotype Formation 26 1.8.1 Social Identity Theory 28 1.8.2 Stereotype Embodiment Theory 29 1.8.3 Mere Exposure Effect 29 1.9 Research Objectives 30 2. Dimensions of Work-Related Age Stereotypes and In-Group Favoritism 34 2.1 Abstract 35 2.2 Introduction 36 2.2.1 Ageism and Age Stereotypes at Work 36 2.2.2 Age Stereotypes About Older and Younger Workers 37 2.2.3 In-Group Favoritism, Effects of Social Contact, and Self-Perception of Aging 41 2.3 Method 43 2.3.1 Participants 43 2.3.2 Measures 43 2.4 Results 45 2.4.1 Analyses of Age Stereotypes and Dimensions (Hypotheses 1 and 2) 48 2.4.2 Correlates of Age Stereotypes (Hypothesis 3) 51 2.5 Discussion 56 3. Implicit and Explicit Measurement of Work-Related Age Attitudes and Age Stereotypes 62 3.1 Abstract 63 3.2 Introduction 64 3.3 Theoretical Background 66 3.3.1 Explicitly Measured Age Stereotypes in the Workplace 66 3.3.2 Implicitly Measured Age Stereotypes in the Workplace 69 3.3.3 The Implicit Association Test 70 3.3.4 Age IAT and Correlation With Explicit Attitudes 74 3.3.5 The Present Study 74 3.4 Study 1A – Students 76 3.4.1 Method 76 3.4.2 Results 79 3.4.3 Discussion 83 3.5 Study 1B – Older Adults 84 3.5.1 Method 84 3.5.2 Results 84 3.5.3 Discussion 85 3.6 Study 1C – Active Workers and Semantic Influences in the IAT 86 3.6.1 Method 86 3.6.2 Results 87 3.6.3 Discussion 88 3.7 Overall Calculation 89 3.7.1 IAT 90 3.7.2 Explicit Measures 91 3.7.3 Implicit-Explicit Correlations 94 3.7.4 Discussion 94 3.8 General Discussion 94 3.8.1 Practical Implications 99 3.8.2 Limitations and Future Directions 100 3.8.3 Conclusion 100 4. Implicit and Explicit Age Cues Influence the Evaluation of Job Applications 102 4.1 Abstract 103 4.2 Introduction 104 4.2.1 Explicit Age Cues 105 4.2.2 Implicit Age Cues 107 4.2.3 Interventions for Reducing Age Discrimination in Evaluation Job Applications 109 4.2.4 The Present Study 110 4.3 Study 1 – Implicit Age Cues and Different Hiring Goals 111 4.3.1 Method 111 4.3.2 Results 115 4.3.3 Discussion 117 4.4 Study 2 – Implicit and Explicit Age Information 119 4.4.1 Method 119 4.4.2 Results 120 4.4.3 Discussion 123 4.5 Study 3 – Anti-Discrimination Prompting 124 4.5.1 Method 124 4.5.2 Results 125 4.5.3 Discussion 131 4.6 General Discussion 132 4.6.1 Limitations 136 4.6.2 Implications 137 4.6.3 Conclusion 138 5. General Discussion 139 5.1 Summary of Empirical Findings and Discussion 139 5.2 Limitations 143 5.3 Contributions, Practical Implications, and Future Directions 145 5.4 Conclusion 149 References 151 Appendix 171 Curriculum Vitae 173 List of Publications 175 Declaration 176 / Vor dem Hintergrund des demografischen Wandels (Langlebigkeit, sinkende Geburtenraten) und der verbundenen Alterung der Arbeitskräfte, ist das Thema der Altersdiskriminierung am Arbeitsplatz von höchster Relevanz. Durch die Veränderung der Altersstrukturen sind potentiell immer mehr Arbeitskräfte von Altersdiskriminierung betroffen, wobei keine Beschränkung auf eine bestimmte Altersgruppe besteht. Die vorliegende Dissertation widmet sich den Einstellungen und Stereotypen die zu Altersdiskriminierung am Arbeitsplatz beitragen und demonstriert die Präsenz von negativen, arbeitsplatzbezogenen Alterseinstellungen und Altersstereotypen in drei Studien. In der ersten Studie erfolgte eine Differenzierung von arbeitsplatzbezogenen Altersstereotypen nach Dimensionen (Performanz, Anpassungsfähigkeit, Zuverlässigkeit, Wärme). Pflegekräfte schätzten ältere Arbeitskräfte als zuverlässiger, wärmer und kompetenter, und jüngere Arbeitskräfte als leistungs- und anpassungsfähiger ein. Entsprechend der sozialen Identitätstheorie favorisierten alle Altersgruppen ihre eigene Gruppe. Kontaktqualität war der stärkste potentielle Prädiktor für Altersstereotype. Indem ArbeitgeberInnen guten Austausch zwischen MitarbeiterInnen unterschiedlichen Alters fördern, kann negativen Altersstereotypen vorgebeugt werden. In Ergänzung zur expliziten Messung der ersten Studie, erfolgte in der zweiten Studie zusätzlich die implizite Erhebung von Alterseinstellungen mittels eines impliziten Assoziationstests in drei Stichproben (Studenten, Arbeitskräfte, ältere Erwachsene). Das Stimulusmaterial des impliziten Assoziationstests wurde so manipuliert, dass kategorienübergreifende Assoziationen auftraten. Unabhängig von der Stichprobe und der Manipulation des Stimulusmaterials wurden ältere Arbeitskräfte in Übereinstimmung mit der Stereotype Embodiment Theorie im impliziten Assoziationstest stets negativer evaluiert. Während die globale Messung der Alterspräferenz keine Bevorzugung einer Altersgruppe ergab, zeigte die differenzierte explizite Messung das gleiche Bild wie in der ersten Studie: Ältere Arbeitskräfte wurden in Bezug auf Kompetenz, Zuverlässigkeit und Wärme favorisiert, während jüngere Arbeitskräfte im Hinblick auf Performanz und Anpassungsfähigkeit besser bewertet wurden. Da die reine explizite Messung zu einem verzerrten Bild, im Sinne einer Trivialisierung, der arbeitsplatzbezogenen Alterseinstellungen und Altersstereotype geführt hätte, wird die kombinierte Anwendung von expliziten und impliziten Maßen für Studien im Bereich der Altersdiskriminierung empfohlen. Die dritte Studie untersuchte den Einfluss von expliziten und impliziten Altershinweisen in Bewerbungen auf die Einstellungswahrscheinlichkeit in einem hypothetischen Bewerbungsverfahren. Explizite und implizite Altershinweise führten zu diskriminierendem Verhalten. Die StudienteilnehmerInnen waren weniger bereit, ältere BewerberInnen und BewerberInnen mit einem implizit alten Profil im Vergleich zu einem altersneutralen oder jungen Profil hypothetisch einzustellen. Ein Anti-Diskriminierungshinweis führte zu einer deutlichen Reduktion der Altersdiskriminierung, was vor allem für den Personalbereich von Bedeutung ist. Die Dissertation demonstriert die hohe Prävalenz von Altersstereotypen am Arbeitsplatz. Zur umfassenden Erfassung von Alterseinstellungen und Altersstereotypen sollten explizite und implizite Messmethoden kombiniert werden. Bewusstseinsbildung kann altersdiskriminierendes Verhalten reduzieren.:Acknowledgements 5 Abstract 6 Zusammenfassung 8 List of Tables 10 List of Figures 11 1. Synopsis 12 1.1 Introduction 12 1.2 Definition of Workplace-Ageism 13 1.3 Age Stereotypes in the Workplace 14 1.4 Workplace Inequalities 17 1.5 Negative Effects of Ageism in the Workplace 18 1.6 Fighting Ageism 21 1.7 Legal Regulations 24 1.8 Theories on Age Stereotype Formation 26 1.8.1 Social Identity Theory 28 1.8.2 Stereotype Embodiment Theory 29 1.8.3 Mere Exposure Effect 29 1.9 Research Objectives 30 2. Dimensions of Work-Related Age Stereotypes and In-Group Favoritism 34 2.1 Abstract 35 2.2 Introduction 36 2.2.1 Ageism and Age Stereotypes at Work 36 2.2.2 Age Stereotypes About Older and Younger Workers 37 2.2.3 In-Group Favoritism, Effects of Social Contact, and Self-Perception of Aging 41 2.3 Method 43 2.3.1 Participants 43 2.3.2 Measures 43 2.4 Results 45 2.4.1 Analyses of Age Stereotypes and Dimensions (Hypotheses 1 and 2) 48 2.4.2 Correlates of Age Stereotypes (Hypothesis 3) 51 2.5 Discussion 56 3. Implicit and Explicit Measurement of Work-Related Age Attitudes and Age Stereotypes 62 3.1 Abstract 63 3.2 Introduction 64 3.3 Theoretical Background 66 3.3.1 Explicitly Measured Age Stereotypes in the Workplace 66 3.3.2 Implicitly Measured Age Stereotypes in the Workplace 69 3.3.3 The Implicit Association Test 70 3.3.4 Age IAT and Correlation With Explicit Attitudes 74 3.3.5 The Present Study 74 3.4 Study 1A – Students 76 3.4.1 Method 76 3.4.2 Results 79 3.4.3 Discussion 83 3.5 Study 1B – Older Adults 84 3.5.1 Method 84 3.5.2 Results 84 3.5.3 Discussion 85 3.6 Study 1C – Active Workers and Semantic Influences in the IAT 86 3.6.1 Method 86 3.6.2 Results 87 3.6.3 Discussion 88 3.7 Overall Calculation 89 3.7.1 IAT 90 3.7.2 Explicit Measures 91 3.7.3 Implicit-Explicit Correlations 94 3.7.4 Discussion 94 3.8 General Discussion 94 3.8.1 Practical Implications 99 3.8.2 Limitations and Future Directions 100 3.8.3 Conclusion 100 4. Implicit and Explicit Age Cues Influence the Evaluation of Job Applications 102 4.1 Abstract 103 4.2 Introduction 104 4.2.1 Explicit Age Cues 105 4.2.2 Implicit Age Cues 107 4.2.3 Interventions for Reducing Age Discrimination in Evaluation Job Applications 109 4.2.4 The Present Study 110 4.3 Study 1 – Implicit Age Cues and Different Hiring Goals 111 4.3.1 Method 111 4.3.2 Results 115 4.3.3 Discussion 117 4.4 Study 2 – Implicit and Explicit Age Information 119 4.4.1 Method 119 4.4.2 Results 120 4.4.3 Discussion 123 4.5 Study 3 – Anti-Discrimination Prompting 124 4.5.1 Method 124 4.5.2 Results 125 4.5.3 Discussion 131 4.6 General Discussion 132 4.6.1 Limitations 136 4.6.2 Implications 137 4.6.3 Conclusion 138 5. General Discussion 139 5.1 Summary of Empirical Findings and Discussion 139 5.2 Limitations 143 5.3 Contributions, Practical Implications, and Future Directions 145 5.4 Conclusion 149 References 151 Appendix 171 Curriculum Vitae 173 List of Publications 175 Declaration 176