The issue of the criminalization of prostitution raises all kinds of legal questions, especially in South African law. Governments have adopted different positions regarding prostitution. South Africa has tried, by means of law, to crack down on prostitution. This dissertation discusses the question of prostitution as provided by s 20 (1)(aA) of the Sexual Offences Act 23 of 1957. Whether criminalization is the indicated way to lessen or eliminate prostitution determines the focus of the discussion. It seemed necessary to understand the topic, to present the most important systems for addressing prostitution, the South African model and its evaluation. A legal comparison is presented. The discussion looks also at international instruments, which place the emphasis on forced prostitution. There is, in South African law, a pressing need to enact laws in accordance with the Bill of Rights, and with the international norms to which South Africa is party. / Criminal and Procedural Law / LL. D. (Criminal Law and Criminal Procedure)

The objective of this study was to identify the strategies (personal and organisational) that would enable South African women to break through the glass ceiling. A questionaire was designed based on the strategies found in a literature study on the topic and used to gather inputs from executive women in South Africa. A combination of snowball and self-selection sampling was used. The questionaire was sent to 138 potential respondents, mostly by means of electronic mail. Of the 47 completed questionairs returned, 44 could be used. These were processed and anaylsed using Microsoft Excel spreadsheets and the STATISTICA Version 6 software. In generaL, support was found for personal strategies pertaining to career management, networking (especially the relationship building activities), the reconciliation of home and work responsibilities with the emphasis on building a support system, education, business and organisational insught, skills development and increased input, but not for the assimilation of masculine attributes. Networking opportunities and education, training and development activities were regarded as the organisational strategies with the strongest impact on career progress. The literature was confirmed regarding top management support, an organisational culture conducive to women's advancement, mentorship programmes and a few career development initiatives. Although more than half of the respondents had been exposed to employment equity and affirmative action programmes, they were perceived to have only little to moderate impact on career progress. This was also the case with diversity management programmes. Flexible work arrangements, career adaptation schemes and childcare facilities and programmes were seen as having had little impact on the respondents' career advancement. Only a few of the organisational practices to support women balancing family and work responsibilities were utilised by the respondents' employers. Respondents perceived personal strategies as having greater value than organisational strategies in their progress to executive levels.

The primary concern of the study is to examine leadership challenges confronted by women leaders in Eastern Cape municipalities. International organisations has made a number commitments encouraging gender parity and eliminating imbalance against women in the past three decades, through international platforms. In the World Summit held in 2005, it was recommended that a Platform for Action (1995) and the resolutions of the Twenty Third special session of the General Assembly as a crucial baseline in attaining then internationally agreed development goals, as well as those contained in the Millennium Declaration. (www.ilo.org) In the above forums national decision makers worldwide were urged to apply strategies and programmes which would improve gender fairness, in leadership positions, giving women complete and comparable share in economic, social, cultural and political decision-making as men. South Africa as a role player in the international space also joined the world in endorsing various programmes and strategies which seek to address gender parities and strive to eliminate women oppression especially in public sector.

The constant clash of African culture and traditions with human rights continue to militate against the adequate protection of women’s rights. Thus, African women constantly face challenges resulting from restrictions under customary laws of succession and inheritance, witchcraft violence, degrading treatment to widows, domestic violence; women killed by their partners, rape of women and children under all kinds of circumstances. This thesis was prompted by the issues raised in the Bhe case of the Constitutional Court of South Africa. In this landmark judgment, Ngcobo J dealt with the development of customary law, and how it must be approached by the courts in a manner that would have due regard to the rights of women on one hand and, on the other, would also accord customary law of its proper place, purpose and values within the African context. Against this background, the thesis focused on South Africa, Nigeria and Lesotho as excellent models of the broader challenges for women as well as governments; despite certain legislative measures put in place by the latter, the battle continues unabated for the balance of traditions and culture with women’s rights issues. Although South Africa is more progressive in terms of Constitution and practice than Nigeria and Lesotho, a lot still needs to be done particularly in the area of harmonization of laws. Regrettably, in Nigeria and Lesotho respect for the Constitution is superficial and lacks substantive policies that would promote women’s rights. To this extent, the balance of democratic values and promotion of women’s rights issues within the continent lie in women being partners in development rather than unduly suffering under intense burden of culture, tradition and societal stereotypes.

This research study aims to investigate the impact of gender roles and social behaviour towards women in marginalised communities in Newlands Location. The researcher used a qualitative research method to conduct the study through interviews. The study has five chapters: Chapter 1 focuses on the introduction and the background of the study; Chapter 2 is the literature review, where it clarifies the meaning of gender inequality and discusses gender inequality in education, economic growth and violence against women; Chapter 3 is the description of the methods used in assessing the impact of gender inequality in Newlands Location and outlines the processes followed in the study'; Chapter 4 are the findings and the achievements of aim and objectives of the study; Lastly, Chapter 5 focuses on the Conclusion, Limitations and Recommendations of the study. Newlands location need a serious intermediation to address the gender inequality issues.

The aim of the present study explores barriers to women educators’ upward mobility in the Department of Education, using the Butterworth Education District as the area of study. Women as human beings, too, have a valid case regarding recognition of their legitimate aspirations because in striving for them, they are exercising their rights similar to their male counterpart. It must also be understood that the same legislative prescripts apply to both male and female educators and the necessary intellectual and physical capacity plus skills commitment and perseverance are understood to be important criteria for promotions. The question of perception of barriers to upward mobility of women in the education department and the wider public sector in South Africa is topical and continues to engender research and policy guidelines. However, conclusive findings and solutions are far from being realised. Empirical research and other scholarly writings posit that despite a suite of legislation and policy guidelines introduced in South Africa since 1994, women continue to encounter barriers in their effort to move up their career ladder. It is argued women are under-represented in management positions in comparison to men all over the world. Unequal representation of women in public sectors, nationally, provincially and locally has illustrated the need for gender equity and mainstreaming in senior management. In research done for the Department of Education in South Africa it was also found that although the teaching environment is made up of both men and women, men in management are acceptable, but women in management experience problems not only from male employees, but from female employees as well.

No description available.

Thesis (M. A.(English Studies)) --University of Limpopo, 2016 / The primary aim of this study is to examine the oppression and repression of African women through the collusion of indigenous African patriarchy and colonial, imperialist values. The selected novels are Nervous Conditions (1988) and God’s Bits of Wood (1960) by Tsitsi Dangarembga and Sembene Ousmane, respectively. The study focuses on the roles played by both African and European values in the class, gender and racial oppression of African women. Using the theoretical frameworks of Marxism and Feminism, the study evaluates issues of women’s oppression, repression and marginalisation. The selected literary texts are closely analysed with a view to exploring and establishing the nature and form of African women’s multiple oppressions through the connivance between African patriarchy and European colonial hegemonic norms. Lastly, the study aims to contribute to the existing body of knowledge on the topical issue of African women’s oppression. Keywords: Colonial values; African patriarchy; Hegemonic norms; Oppression; Oppression; Marginalisation; Collaboration; Women and the girl child

The role of taxation in gender inequality is something that is perhaps not considered earnestly enough. Both in South Africa and within the context of global initiatives such as the Convention for the Elimination of All Forms of Discrimination Against Women (CEDAW) and the Sustainable Development Goals (SDG) which are aimed at eradicating all forms of gender-based discrimination, the importance of understanding the gender consequences of tax policy, whether intended or not, should not be underestimated. This study seeks to identify whether or not there are any instances where South Africa’s personal income tax laws have an effect which is potentially inconsistent with both the Constitutional right to equality between genders and international gender equality agreements to which South Africa is bound, namely the CEDAW and the SDG. In doing so, determine whether South Africa’s personal income tax legislation should become a focal point in this regard and be one of the pillars that could further be used as a means to uphold and further the cause of substantive gender equity. / Mini Dissertation (MCom (Taxation))--University of Pretoria, 2020. / pt2021 / Taxation / MCom (Taxation) / Unrestricted

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.