Chicha (2009) constate un « trou noir » dans la littérature en ce qui a trait au processus qui engendre une plus forte déqualification à l’endroit des immigrantes universitaires. Ce « trou noir » est considéré comme problématique. D’une part, le gouvernement québécois tente de mettre en place des politiques d’immigration qui recrutent des immigrants ayant un capital humain élevé dans l’espoir qu’ils s’insèrent facilement sur marché de l’emploi. D’autre part, la présence plus marquée de déqualification de ce bassin de main d’œuvre démontre un écart entre la volonté politique et la situation réelle en emploi de ces immigrants. Il semble donc exister un problème de discrimination systémique lorsqu’il est question de déqualification des travailleuses immigrantes. Par souci d’équité et dans l’espoir d’avoir une meilleure compréhension du processus menant à la déqualification des immigrantes les objectifs de cette thèse sont de 1- mieux saisir le concept de discrimination en emploi et 2- mettre en place des mesures mieux adaptées pour s’attaquer à cette discrimination. Pour expliquer ce « trou noir », nous considérons que l’approche systémique est pertinente à cause de sa une vision holistique. Nous avons rencontré 52 immigrantes universitaires qui ont partagé leur parcours professionnel pré et post-migratoire. Les thématiques abordées touchaient à de nombreux sujets telles que leur formation, leur expérience professionnelle, leur stratégie d’unité familiale immigrante, leurs démarches concernant tant le processus de reconnaissance de leurs diplômes étrangers que leur insertion sur le marché de l’emploi, le climat de travail, etc. Les résultats de cette recherche indiquent que la discrimination en emploi est toujours présente sur le marché de l’emploi au Québec. De plus, l’origine ethnique, tel que la couleur de la peau, affecte les attitudes, comportements et propos des acteurs du milieu du travail à l’endroit des xiii immigrantes universitaires. L’application des typologies de Van Laer et Janssens (2011) et de Bonilla-Silva (2006) contribue à l’identification des attitudes, des comportements et des propos pouvant être considérés comme étant du racisme subtil. L’un des avancements de cette thèse est l’amélioration du cadre d’analyse systémique afin de mieux comprendre les difficultés à l’emploi des immigrantes universitaires. Les différentes théories empruntées de la psychologie sociale telles que les théories de similarité attraction, de catégorisation sociale et de qualité d’échanges entre subordonné et supérieur (Roberson et Block, 2001) permettent de peaufiner ce cadre d’analyse systémique, puisqu’il permet de mieux saisir les relations, parfois complexes, qui peuvent s’établir entre les différents acteurs et résulter en de la discrimination flagrante ou subtile. / Chicha (2009) observes a ‘’black hole’’ in publications regarding the process that allows for a a higher rate of employment deskilling of immigrant women with university education; a ‘’black hole’’ that is considered to be a real problem. On one hand, the Quebec government is trying to implement immigration policies to increase the recruiting of immigrants with higher human capital, in the hope that they will readily find employment. On the other hand, a higher rate of employment diskilling in this group of workers shows that there is a dichotomy between their actual situation on the job market, and the government’s political objectives. Therefore, there appears to be systemic discrimination on the subject of employment diskilling targeting immigrant workers. In order to address this social justice issue and in the hope of getting a better understanding of the process that leads to employment diskilling of immigrant women, we hope this thesis will better define the concept of discrimination in employment and set the table for implementing more efficient policies that will effectively fight this particular type of discrimination. We consider that the holistic views that caracterize the systemic approach make it the best way to explain this ‘’black hole’’. We have met with 52 university-educated immigrant women; they have shared with us their professional work experience prior to and following their emigration to Canada. We addressed numerous issues such as their education; their professional experience; their planing for the migration of their family; the active steps they took both for the recognition of their foreign university degrees and for getting a job; their workplace experience, etc. The results of our research reveal that discrimination remains an issue in the job market in xv Quebec. Furthermore, issues relating to ethnic origin and skin color still permeate attitudes, behaviors and language, targeting immigrant women with university education in the job market. Van Laer & Janssens (2011) typologies were useful for identifying attitudes, behaviors and comments which could be considered subtle racism. We hope that one of the contributions of the present thesis will be the improvement of the systemic analysis framework , which will lead to a better understanding of university-educated immigrant women. Diverse theories pertaining to social psychology such as similarity attraction theory; social categorisation theory, LMX, (Roberson & Block, 2001) make it possible to refine this systemic analysis framework, and allow for a better understanding of the sometimes complex relations that can develop between individuals and result in open or subtle racism.

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Indiana University-Purdue University Indianapolis (IUPUI) / Previous research has found that the clarity of information provided to raters about women managers’ performance affects ratings of their competence, likeability, and overall evaluation. The current study sought to contribute to this literature by examining whether individual differences of raters can explain the reason for differential performance evaluations of male and female managers, despite them both performing equally. For this purpose, the current research extended the findings of Heilman and colleagues by replicating their methodology while introducing a moderator variable, the rater’s Implicit Person Theory (IPT). The IPT differentiates people into either entity theorists (that is, those who believe that behavior is trait-based and therefore fixed and stable) and incremental theorists (those who believe that behavior is situationally mediated and hence, changeable). Specifically, it was proposed that the effects found in the previous study would be stronger when the rater possessed an entity theory as opposed to an incremental theory. In doing so, this research attempted to provide an understanding of why male and female managers might be given different ratings, all other things being equal. Analyses revealed results that were consistent with, as well as some that were quite inconsistent with, previous findings. Rater IPT was found to have a significant effect on ratings provided by male participants but not those of female participants. Other findings and implications are discussed and limitations and future research directions are stated.

在我國抑或是世界其他的國家，肥胖的問題日趨嚴重，根據世界衛生組織（World Health Organization， WHO）的研究，2008年全球約有15億以上的超重成年人，其中有2億的男性和將近3億的女性體重已經達到所謂的「肥胖」，另外2010年全世界約有4300萬5歲以下的兒童超重 。綜上所述，肥胖的問題正影響著每一個社會。 肥胖者在日常生活中的食衣住行可能會受到一定的歧視與不便，由於可以討論的範圍過廣，本文僅聚焦在「就業上的肥胖歧視」。為了探討此問題，本文第二章說明何謂就業歧視，闡述肥胖者在就業上可能會面臨的歧視有哪些、主流群體對於肥胖的態度與刻板印象，最後論證國家就業上肥胖歧視的正當性與必要性。 第三章介紹美國法就業上肥胖歧視之解決途徑。在美國關於肥胖者於就業上受到的歧視，可能有三種法律救濟途徑。第一、可以尋找聯邦或是州法律有沒有在保護基於「身心障礙」之就業歧視；第二、他可以思考目前所面臨的「肥胖歧視」，得否繫於其他法律保護的歧視類型，例如：種族或是性別；第三、他可以尋找他所居住的州或是城市是否有針對肥胖歧視的直接立法？本文就美國聯邦與各州禁止身心障礙歧視的相關立法做初步的分析，並且帶出相關之判決；另本文亦分析某些州或城市直接禁止「肥胖歧視」之反歧視法與相關案例分析。 第四章則回到我國，分析我國目前法制關於就業上肥胖歧視之議題該如何處理，主要區分私人企業與國家兩種途徑，私人企業上，我們將著重在《就業服務法》第5條之規範，提出本文對於此條文用以解決肥胖歧視之利與弊；國家方面則從我國公務人員考試涉及BMI值判斷的合憲性。 最後第五章結論的部分，綜合分析美國法制與我國法制之間的異與同，最後提出個人對於此議題之建議，以期達到消弭就業上肥胖歧視之長遠目標。 / Obesity discrimination is a serious problem affecting millions of workers. Fat people, and fat women in particular, experience job-related discrimination in hiring, wages, and the terms and conditions of their employment. Hence, this research focus on the problem of obesity discrimination in employment. Part II defines "what is obesity?",and describes mainstream attitudes towards fatness, considers the empirical and anecdotal evidence demonstrating that fat people experience employment discrimination because of their obesity. Then discusses medical information about weight and health as well as weight loss in order to debunk the myth that being fat is always unhealthy and that weight loss is a viable or desirable outcome, this part concludes that being fat is immutable and deserve legal protection. Part III introduces American legal remedies. In America have three legal avenues to explore. First, someone could pursue an action under federal and state laws that protect people from employment discrimination based on disability or perceived disability. Second, someone could consider whether the weight discrimination he (or she) experienced was tied to him(or her) sex, race, or some other protected class. Finally, someone could determine whether any state or local law where he (or she) lived specifically prohibited weight discrimination in employment , since a few jurisdictions have included weight as protected category in their antidiscrimination laws. This part will discuss federal and state disability antidiscrimination laws and cases, and reviews antidiscrimination law passed by three earlier jurisdictions that specifically include weight as a protected category. Part IV discusses how to solve obesity discrimination in employment? This part separate privately owned businesses and national measure. In privately owned businesses, this part will focus on Employment Service Act Article 5 and analyze how to use Employment Service Act solve obesity discrimination in employment. On the side, this part will discuss on some national examinations have qualification restricted are constitutionally.