No abstract available / Dissertation (LLM)--University of Pretoria, 2014. / Private Law / unrestricted

This thesis is an attempt to describe and explain occupational segregation by sex as evidenced by 1961 Canadian census data. Previous writers discussed the ethical question of whether men and women should be occupationally segregated or whether they should receive equal pay for equal work. This literature is reviewed. Irrespective of ethical issues, if men and women are equally productive but unequally paid, why should a profit maximizing firm hire any but the cheapest labour? This problem is known as Cassel's paradox. Previous attempts to resolve Cassel's paradox included the use of simple supply and demand models, barriers to competition, theories of monopsony, human capital theory and adjustments for quality differences. These approaches are criticized and alternative concepts of discrimination are reviewed. For the purpose of the thesis, statistical discrimination is defined as a situation in which employers draw inferences about productivity from unalterable attributes of individuals even though the attributes are not correlated with productivity. A model of occupational segregation by sex is developed that permits analysis of statistical discrimination. Employers are assumed to hire labour under uncertainty as to its qualifications. Hiring is assumed to involve a cost. Each occupation is characterized by the traits required to perform in the occupation. The probability that a person is qualified for an occupation is assumed to depend on the traits required for the occupation and the person's sex. From these assumptions the derived demand for the male-female employment ratio by occupation is determined as a function of employer investment, male and female wages, and the required traits. Statistical discrimination is said to be indicated if a trait is significantly related to the male-female employment ratio and yet there is no significant difference in its distribution by sex. A correlation coefficient of 0.78 is found in a relation between the logarithm of the male-female employment ratio and thirteen independent variables including a proxy for employer investment, the wage ratio, the male-female education ratio and ten traits. The education ratio, included in the regression analysis to adjust for quality differences, has the greatest impact of any variable. Its negative coefficient is opposite in sign to what was expected. It is possible that the negative education coefficient indicates discrimination. Data was not available for the actual distribution by sex for five of the ten traits. Three of the remaining traits, numerical aptitude, spatial aptitude and form aptitude, indicate the presence of statistical discrimination. The need for further research on how stereotypes affect occupational segregation is suggested by this study. / Arts, Faculty of / Vancouver School of Economics / Graduate

Cette recherche a pour objet d’étudier l’apparition de la notion de discrimination dans notre droit et ses effets sur l’organisation et la mise en action des pouvoirs publics sous l’angle des collectivités territoriales. Alors que nos structures administratives traditionnelles confinent à l’uniformité normative et à l’égalité de traitement, l’apparition de la notion juridique de discrimination a fait émerger dans le débat public un phénomène systémique, à la fois localisé et général, auquel les collectivités territoriales participent activement. L’édifice construit autour du principe d’égalité devant la loi se trouve alors ébranlé par un contrôle juridictionnel sans cesse plus poussé qui oblige les autorités publiques à tenir compte, par delà les catégories juridiques classiques, de la réalité du phénomène. Analyser ainsi le risque de discrimination des collectivités territoriales conduit à envisager un changement de paradigme de l’action publique locale. Celui-ci s’est opéré à la faveur d’un mouvement de territorialisation du droit en dehors des structures habituelles. L’élaboration de nouvelles stratégies communes, avec pour objectif de compenser les déséquilibres territoriaux, a été l’occasion de réorganiser les processus de décision et le rôle qui tient chaque collectivité publique. C’est à partir de cette réorganisation que s’est construite une nouvelle approche intégrée de la discrimination permettant d’en appréhender les causes et les effets afin d’en réduire le risque. / This research aims to examine how the notion of discrimination emerged in French Law and its effect on the organisation of the public authorities in the local communities. With the French legal tradition, based on the principle of equality, the administration ensured a uniform process of treatment at every level ; with discrimination, it has to face a continuation of systemic problems affecting the social environment, from individual to collective behaviour as well, in which local authorities actively participate. The legal construction, structured on the principle of equality, is placed more and more in a state of questioning by the high standards of judicial control. Thus, studying risk of discrimination in the local authorities perspective leads to consider a new paradigm of local public action. New strategies and techniques have been elaborated in common with the state administration, aimed at redressing territorial imbalances ; they have fostered changes in the decision-making process and the role of everyone. From this reorganization, a new mainstream approach has been engineered to take better account of the causes and effects of discrimination, in order to reduce its risk.

Gender discrimination and work motivation are two important constructs for employers to consider. Changing workforce trends towards a more diverse workforce make understanding discrimination in the workplace more important than ever. And, established direct relationships between motivation and performance make understanding motivation key to organizational success. The purpose of this study was to examine the relationships among perceived gender discrimination at work, work motivation, and performance. Although much theory and research exists regarding motivation and performance, this study uses a new measure of motivation based on the Pritchard and Ashwood (2007) theory of work motivation. It was hypothesized that perceived gender discrimination would be negatively related to motivation, and that motivation would be positively related to performance. It was further hypothesized that motivation would mediate the relationship between perceived discrimination and performance. Consistent with social identity and attribution theory, gender identification was examined as a moderator of the relationship between perceived discrimination and motivation. Additionally, race and locus of control were examined as moderators of this same relationship. Measures of study variables were surveys administered on-line to 170 female undergraduate students. Upon completion of this part of the study, participants were emailed a link for their supervisors to complete on-line measures of participants' overall motivation and performance at work. Results indicated that both overall motivation and action-to-result motivation connections were negatively related to perceived gender discrimination. However, other motivation connections were not related to this discrimination. Furthermore, overall motivation and the motivation connections had strong relationships with performance. Despite the practical significance of these relationships, they did not reach statistical significance because of the small sample size of supervisor performance ratings (n = 37). Neither race, work locus of control, or gender identification significantly moderated hypothesized relationships. Additionally, there was no significant relationship between discrimination and performance, and so work motivation could not mediate this relationship. Reasons for non-significant results are discussed, as are implications for theory and practice. Although moderator hypotheses were not supported, this research represents an important step in discrimination research because it examines the possible influence of perceived discrimination on those who are impacted by it. This study also reaffirms the relationship between motivation and performance using Pritchard and Ashwood's (2007) theory of motivation.

This work deals with sex discrimination in employment. It traces the origins of discrimination and considers the meaning of equality and the role which the law can play in attaining equality in the work place. International and regional norms, as well as the British and American legal systems, are analysed. The position in South Africa is then considered against that background, and reforms are proposed. These include the formulation of comprehensive anti-discrimination legislation which draws upon the American and British systems, but is adapted to suit local needs. The establishment of an independent administrative body to monitor the legislation, as well as a specialised judicial body through which the legislation is to be enforced, is also proposed. / School of Law / Thesis (LL.D.)--University of South Africa, 1992.

published_or_final_version / Economics and Finance / Master / Master of Economics

published_or_final_version / Psychology / Master / Master of Philosophy

Within the past few years, Marseille has been upheld in the media as a success story of French immigration policy due its apparent ability to welcome and integrate diverse social groups, notably North African immigrants and their descendants. While it is true that Marseille has largely escaped the social unrest found in other French cities with significant numbers of immigrant residents, the city’s large North African population still faces marginalization and discrimination. This thesis aims to challenge the recent positive journalistic narrative by highlighting the ongoing social issues that North African immigrants still face in the city.

No description available.

In this thesis I explore barriers to, and opportunities for, the participation in learning (and emancipation) of a profoundly subjugated segment of Indian Society referred to as Dalits. Accounting for approximately 16 per cent of the Indian population (according to the 2001 Census), Dalits have been excluded from education and wider society on the basis of their inferior position in the hierarchical division of society known as the Caste System. A raft of statistics indicate the extent of this exclusion and the disproportionate representation of Dalit children in those who have never been enrolled in school, drop out before completin primary education, or are illiterate. However this thesis is not about numbers and I examine the relevant themes from a different perspective. Drawing on evidence and insights garnered by employing a variety of research techniques (literature review, fieldwork in India, autobiographical episodes and self-reflective inquiry) I examine opportunities for Dalit participation in learning (not just formal schooling) that will stimulate this subjugated people to critically reflect upon the circumstances of their oppression and take action to challenge it. This thesis is, in part, an exploration of the contours of a liberating education. At the heart of this thesis lies an examination of the transformative potential of self-reflective inquiry. I argue that, if conducted sufficiently rigorously, the process of critical self-reflection can lead to a profound transformation in human consciousness and a radical shift in the relationship between Self and Other. I suggest that this insight is pivotal if we are to deepen our understanding of the barriers to, and opportunities for, Dalit emancipation and participation in learning.