MARTINS, Maria Artemis Ribeiro. Pacto Nacional pela Alfabetização na Idade Certa (PNAIC): a educação como legitimação e dominação social. 2016. 190f. – Dissertação (Mestrado) – Universidade Federal do Ceará, Programa de Pós-graduação em Educação Brasileira, Fortaleza (CE), 2016. / Submitted by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2016-04-25T10:53:27Z No. of bitstreams: 1 2016_dis_marmartins.pdf: 883665 bytes, checksum: 9dcb22dafbc40959536c9dfbca2c302f (MD5) / Approved for entry into archive by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2016-04-26T14:44:42Z (GMT) No. of bitstreams: 1 2016_dis_marmartins.pdf: 883665 bytes, checksum: 9dcb22dafbc40959536c9dfbca2c302f (MD5) / Made available in DSpace on 2016-04-26T14:44:42Z (GMT). No. of bitstreams: 1 2016_dis_marmartins.pdf: 883665 bytes, checksum: 9dcb22dafbc40959536c9dfbca2c302f (MD5) Previous issue date: 2016 / This dissertation presents a critical analysis of the National Pact for Literacy in the Right Age (Pacto Nacional pela Alfabetização na Idade Certa) - PNAIC, policy established in response to the requirements of the World Bank Group for Brazilian educational system, and has as main objective to find it as a legitimating mechanism of the social domination. This is a documental and bibliographic research supported by the marxist theoretical axis. We opted for the synthesis of multiple determinations that grants us the historical and dialectical materialism, as well as in Marx, both the expository path of this investigation as the mentioned above complex will be guided by our object. The logic of this approach is based on the concept of education as an investment in men, i.e. in the formation of human capital and intellectual capital, based on the ideology of equal opportunities, that promotes in people the belief that everyone, regardless of their social background, are able to enter equitably in the individual pursuit of the development of their skills and abilities and thus to ascend socially. This rise - albeit partial, limited and based on expanding access to consumer goods through indebtedness programs - endorses the naturalization of inequality, the class change fiction, the compliance with the objective conditions of existence and the detachment of the class struggle, therefore, for the legitimation and social domination. Considering the role and the paths taken by international agencies on the educational field in Brazil, regarding the education policies in the international scope that emerged during the post-war decades, continuing on at the turn of the twenty-first century and appeared in the Brazilian scene in early 2000`s, alongside the theory of equal opportunities by François Dubet - an ideology that legitimizes and naturalizes the inequalities, the Brazilian education is here conceived in the context of capitalist sociability and class struggle, influenced by the nuances of the international economy and politics. Despite the unveiled limits and the need of class organs intermediating, we conclude that education (with the educational systems and schools) has an essential role in the socialization of the knowledge historically constructed and represents a moment of great importance for the development of a proletariat consciousness with the merge between the theoretical and practical spheres of the human existence. Therefore, it can assist in working class struggle for emancipation. / A presente dissertação apresenta uma análise crítica do Pacto Nacional pela Alfabetização na Idade Certa (PNAIC), política estabelecida em resposta às prescrições do Grupo Banco Mundial para o sistema educacional brasileiro, e tem por objetivo central localizá-lo como mecanismo de legitimação e de dominação social. Trata-se de uma pesquisa documental e bibliográfica apoiada no eixo teórico marxista. Optamos pela síntese de múltiplas determinações que nos permite o materialismo histórico-dialético e, assim como em Marx, tanto o trajeto expositivo dessa investigação quanto o complexo supracitado serão guiados pelo nosso objeto. A lógica dessa abordagem se dá por meio da concepção da educação como investimento nos homens, ou seja, para a formação de capital humano e de capital intelectual que, amparada na ideologia da igualdade das oportunidades, fomenta nos indivíduos a crença de que todos, independentemente de sua origem social, são capazes de se inserir, equitativamente, na busca individual do desenvolvimento de suas competências e habilidades e, assim, ascenderem socialmente. Essa ascensão – ainda que parcial, limitada e baseada na ampliação do acesso aos bens de consumo por meio dos programas de endividamento – corrobora com a naturalização das desigualdades, com a ficção de mudança de classe, para a conformação com as condições objetivas de existência e para o distanciamento da luta de classes, portanto, para a legitimação e a dominação social. Observando o papel e os caminhos percorridos pelas agências internacionais sobre o campo educacional do Brasil; o percurso das políticas educacionais emergidas do âmbito internacional do pós-guerra, na virada entre os Séculos XX e XXI, bem como seu despontamento na trama brasileira no Século XXI e a teoria da igualdade de oportunidades, de François Dubet – como ideologia que contribui para a legitimação e para a naturalização das desigualdades, a educação brasileira é aqui pensada no contexto da sociabilidade capitalista e da luta de classes, sob as nuances da economia e da política internacional. Não obstante os limites desvelados e a necessidade de ser mediada por organismos de classe, concluímos que a educação (com seus sistemas educacionais e escolas) possui um papel imprescindível na socialização dos conhecimentos historicamente construídos e representa um momento de extrema importância para o desenvolvimento da consciência do proletariado com a fusão entre as esferas teóricas e práticas da existência humana, portanto, pode auxiliar na luta da classe trabalhadora por sua emancipação.

The aim of my thesis entitled Equal treatment and prohibited discrimination against employees is to provide a complete view of international, European and Czech legislation on this topic and inform about how to protect oneself against discrimination. The thesis is divided into four chapters. The first chapter is general. It deals with basic concepts relevant to this area, such as equality, equal treatment, discrimination and its types and others. The second chapter focuses on the most important international treaties regulating equal treatment and discrimination in labour-management relations. It has three parts and each part consists of conventions adopted by one international organization - The United Nations, International Labour Organization and Council of Europe. The third chapter concentrates on the legislation of European Union, both primary and secondary legislation and also deals with judgements of European Court of Justice. The fourth chapter is concentrated on Czech legislation which deals with the principles of equal treatment and prohibition of discrimination of employees, at first place on Anti - discrimination Act. This chapter also treats with various means of protection available to victims of discrimination.

This study examines the fight for equal rights by the female school teachers during the 1930s. The purpose of the study has been to analyze the strategy and arguments that the female teachers used and how they argued for the objective of equal rights. Their arguments were published in the female union newspaper, Lärarinneförbundet, and through the critical discourse analysis the questions, considering equal rights, have been selected and catego-rized. Prior research has been used to discuss and analyze the arguments. The female teacher’s counterpart were the male teachers, which had a higher position in the society through a higher pay and positions in the workforce. The arguments and strategies between the two unions will be analyzed through Hirdman’s theory about the gender contract and gender system. The main arguments in the conflict between the unions where about equal pay, married teachers right to work, upbringing and the capability of the genders. Both female and male teachers used different arguments which were established in their strategies. By analyzing the arguments with Hirdman’s gender system the strategies would appear. The male teacher’s strategy was to protect and maintain their superior status and position in the soci-ety. This was carried out by not allowing the female teachers the same rights and argue that they were less capable to work as teachers, because they were not as physical and mentally capable as the male teachers. The female teacher’s strategy was to achieve equal rights in society through minimizing the gender differences and reduce the male dominance. The female teachers emphasized the equality between the genders, instead of the differences, which the male teachers focused on. Though the strategies the female teachers tried to over-throw and break the gender contract and by that create a more equal society.

The aim of this diploma thesis is to cover all phases of the development of social policy in the European Union from the very beginnings of it as one entity, and, furthermore, to concretize the importance of EQUAL Community Initiative as a tool for completing the European Employment Strategy and for fighting against all forms of discrimination and unequal conditions in the labour market. This initiative is one out of four which are funded by the European Union Structural Funds, namely the European Social Fund (ESF), in the programme period of 2000-2009. The analytical part of this thesis is aimed at the overall analysis of one of the EQUAL Community Initiative projects called "Business Without Obstructions" which is realized within the South Bohemian region. The goal of this three-year project is the support of those people from target groups who decide to solve their difficult life situation -- unemployment - with starting a business activity. The characteristic feature of this project is the establishment of the so called BENEFIT contact places which provide professional consultancy on business issues. These contact places were established in the Regional Offices of South Bohemian Chamber of Commerce.

Statistical data collection is on high level at this time in European countries including Czech Republic. However, there is still a space for enriching statistics and looking for innovative ways of using obtained data. In context of the governments' efforts to promote equal opportunities for women and men, gender statistics is being addressed. It should serve as a base for detecting a position of women and men in all areas of the society and it should help to evaluate the impact of various actions ex ante as well as ex post. The aim of this diploma thesis is to continue to fulfill the intention to provide an interconnected picture of need for gender statistics in connection with diploma thesis written by Ing. Barbora Stanislavová in 2013. The emphasis is put on adding information on current course of gender studies connected with economy and on describing selected gender statistics indicators. The previous thesis covers general gender equality indicators and labour market area, this diploma thesis concentrates on indicators in family area. Gender statistics description is accompanied by actual data for Czech Republic and other European countries in order to provide illustrative example of use of gender statistics.

This thesis is a case study of the implementation of Ontario's 1987 pay equity legislation. Ontario's pay equity legislation was very progressive and was aimed at eliminating the portion of the wage gap between men and women caused by discrimination. The legislation mandated both public and private sector employers with more than 10 employees to create pay equity plans to eliminate the discriminatory portion of the wage gap. The legislation has met with some success. However, measuring the progress of eliminating wage discrimination is difficult because the Ontario government was unwilling to impose a coercive implementation regime. Consequently, the government has little information to measure either employer compliance or the results of employer pay equity plans. Employers have few incentives to comply with the legislation and the implementing agency has insufficient financial resources to monitor compliance. Clearly this implementation regime was a delicate political balancing of the interests of business and labour and women. / Arts, Faculty of / Political Science, Department of / Graduate

The consolidation of 22 years of democracy and 20 years of the Constitution of the Republic of South Africa entrenched the need to eradicate social and economic inequalities, particularly those that stem from our history of colonialism, apartheid and patriarchy, which brought pain and suffering to the great majority of our people, in particular Black people. Therefore, the passing of the Constitution of the Republic of South Africa (Constitution)1 20 years ago, marked a turning point in our history by giving expression firstly, to the Freedom Charter and secondly, by upholding the values of human dignity, equality, freedom and social justice in a united, non-racial and nonsexist society where every South African may flourish. However, despite the fact that the Bill of Rights in the Constitution provides that everyone is equal before the law and that equality includes the full and equal enjoyment of all rights and freedom, discriminatory practices, in particular, pay inequalities, are still rife in our country. It is against this backdrop that the historical background of the employment discrimination law in South Africa, which over a period of time, contributed significantly to the high levels of inequalities in pay experienced by the previously disadvantaged groups, such as Black people, women and people with disabilities becomes critical. This aspect points to the importance of understanding the context within which the principle of “Equal Pay for Work of Equal Value” has been and should be implemented in South Africa compared to Canada. Therefore, drawing from the review of the legislation and the implementation processes of the principle of equal pay for work of equal value, the following best practices/ lessons learned were identified: 108 of 1996. The Canadian Ontario Pay Equity Act states that the value of job classes be based on factors such as skill, effort, responsibility and working conditions. This Act also requires the employer to take proactive steps to institute a jobevaluation scheme, and the participation of the social partners and the affected workers is crucial. It is submitted that there are similarities in these requirements with those contained in the Employment Equity Regulations, 2014, which implies that the South African legislative framework draws on this best practice. The Ontario Employment Standards Act allows the comparison to be drawn with the establishment of the same employer in the same municipality, as well as with establishments to which a worker can be transferred. In this regard, it is observed that the new provisions on equal pay in section 6(4) of the Employment Equity Amendment Act, 2013, limits only the comparison with the employees of the “same employer” without elaborating further into the same municipality or with establishments to which a worker can be transferred. Under Ontario Pay Equity Act, even if there is no precise comparator in the establishment doing work of equal value, the employer must ensure that the worker’s pay is proportionate to others doing work of proportionate value. In the context of South African legislation, a comparison on the basis of proportionate value is not catered for. The meaning of “work of equal value” refers to the work that is the same (identical or interchangeable), substantially the same (sufficiently similar), or of equal value (accorded the same value) when compared to an appropriate comparator. In justifying equal pay, the Ontario statute provides that formal seniority systems and performance-related pay can justify unequal pay only if they do not discriminate on the grounds of gender. This is similar to the South African statute, in particular, regulation 7 of the Employment Equity Regulations, 2014, which include seniority and performance as some of the factors that may justify unequal pay only if they do not unfairly discriminate on one or combination of the listed grounds, and on any other arbitrary ground as prescribed by section 6(1) of the EEA as amended. As per the Ontario legislation, the employer cannot reduce the rate of remuneration in order to comply with the principle of equal pay for work of equal value. Similarly, in the South African legislation, in particular, regulation 7 of the Employment Equity Regulations, 2014, it prevents levelling down of pay in instances of demotions and in transfer of contracts (section 197 of the LRA). There is a requirement in terms of the Ontario Pay Equity Act, that employers must establish and maintain pay equity in their establishment in consultation with the bargaining agent (trade unions); and after the agreement, post a Pay Equity Plan in its workplace. In terms of South African legislation, the EEA does not have a requirement for a Pay Equity Plan, however, designated employers (those required to comply with Chapter III of the EEA) are required in terms of sections 19(1) and 20 of the EEA to conduct a review of their workplace policies, practices and procedures, inclusive of remuneration and benefits; and develop and implement affirmative-action measures to address any unfair discrimination practices by including these measures in their Employment Equity Plans. Furthermore, in terms of section 27 of the EEA, designated employers are then required to submit their annual Income Differential Statements to the Employment Conditions Commission (ECC) on the remuneration and benefits received in each occupational level of that employer’s workforce. In relation to dealing with pay-equity disputes, the Ontario Pay Equity Act, establishes a Pay Equity Commission, which consists of a Pay Equity Office, inclusive of Review Officers and the Hearings Tribunal that are mandated to specifically enforce the equal-pay-for-work-of-equal-value principle. Contrary, in South Africa, the legislation does not cater for the establishment of a Pay Equity Commission with exclusive mandate to deal with pay-equity cases. In this regard, the various courts and the CCMA which are mandated to deal with equal-pay disputes are also mandated to deal with other labour disputes emanating from other labour legislation, e.g. the LRA, BCEA, EEA, UIA, OHSA, COIDA, etc. The Review Officers in the Pay Equity Office in Ontario are mandated to monitor the implementation and maintenance of the Pay Equity Plans as per section 34 of the Pay Equity Act in Ontario. In South Africa, the EEA makes provision for DG Review process in terms of section 43, where the DG of Labour can subject any organization for a review to assess its compliance with the requirements of the EEA as whole, and not specifically to assess the implementation of the principle of equal pay for work of equal value. Notably, assessment of income differentials to promote equal pay may form part of the DG review process. In light of the above best practices / lessons learned, the following recommendations are made to inform the improvement plans of the implementation of the principle of equal pay for work of equal value in the South African labour market: Conducting of continuous advocacy campaigns to raise awareness and educate all stakeholders, i.e. employers, employees and trade unions on the principle of equal pay for work of equal value. Development of further policy guidelines in relation to equal pay consultations within the workplace between the employer and the employees, including where applicable registered trade unions. A policy directive on the “equal-pay consultation” will promote not only transparency around pay and benefit structures, but will encourage proactive measures from employers to develop pay/remuneration policies, including establishing remuneration committees; conducting job evaluations; implementing job-grading systems and performance-evaluation systems to promote the implementation of the principle of equal pay for work of equal value. 2 SS 115(4) and 158(1)(j) of 66 of 1995. Minimum wage-setting bodies should have the duty to apply the principle of equal pay for work of equal value in the setting of minimum wages. Collective bargaining structures such as bargaining councils should have a duty to apply and enforce the principle of equal pay for work of equal value in the wage-negotiation process and conclusion of collective agreements. Given the importance of collective bargaining in wage-setting in South Africa, there should be a duty on the social partners to include the principle of equal pay for work of equal value in all collective agreements. Industry-wide comparisons should be utilized, particularly in sectors in which collective bargaining operates at a sectoral level. Alternatively, the “Proxy” method as developed in Ontario, should be considered. Proportionate pay, as developed in Ontario, should be considered in cases where there is no comparator doing work of equal value, employed by the same employer. Possible legislative amendments to section 27 of the EEA to include a new provision, requiring employers to develop and implement a Pay Equity Plan outlining how they intend complying with the principle of equal pay for work of equal value. Then an annual progress report must be submitted to the Director General of Labour on how the Pay Equity Plan has been implemented instead of the current submission of an Income Differential Statement to the ECC. Finally, compliance with the principle of equal pay for work of equal value is required as a condition for accessing State Contracts under section 53 of the EEA when this section is promulgated in the near future. It can be deduced from the review process that the principle of equal pay for work of equal is a complex and specialized area. However, it was also clear that in both South Africa and Canada, the issue of equal pay is seen, not only as a workplace issue, but as an important Constitutional fundamental human-right imperative to the achievement of equality in a society as a whole.

Bridging the gender wage gap-South African history on women and the disadvantages suffered-South African legislation governing discrimination-international instruments governing equal pay between genders-international instruments on how to bridge the gender wage gap-consider international instruments in South Africa to bridge the gender wage gap / Mini Dissertation (LLM)--University of Pretoria, 2019. / Mercantile Law / LLM / Unrestricted

Master´s thesis is analyzing egual alternatives of women in term of business activities also macroeconomic indicators, which can zoom in situation on labour market. It represents acquisition for the future at the hand of specific arrangements.

This research was designed to provide insight into South African financial companies’ activities among the poor or the BOP (Base Of the Pyramid). South African businesses should build resources and capabilities with a strategic intent to create and exploit the traditionally under serviced markets while delivering goods and services that are of value. In doing so, managers, marketers and business leaders should view the South African adult population as households and not individual decision makers. The aim of this study was to determine the applicability of an equal partnership model for the BOP engagement in the South African economy. In the investigation of the equal partnership model, it was found that the participants (including the BOP as producers or consumers, business, local community members, nongovernmental organisations and local government) could derive mutual value. This mutual value can be described as the enhancement in growth for the business, raising the BOP out of poverty, involving the poor in the economy and boosting national economic growth (through job creation, tax revenue and investment). Findings of this research supported the aspects of resource commitment, experiential preparation, innovation and technology use in product or services together with mutual value creation for all partners (especially the poor). In addition, there was support for the different levels of risk taken by the partners, responsibilities expected from participants, the sustainability of the collaboration and the required depth of understanding of BOP circumstances. Bank managers responded positively to there being value at the level of the poor (such as profits, poverty alleviation and improved reputation). The collectivist nature of the poor in South Africa (in that the poor carry out financial decisions at the household level) was not established in this research and needs further investigation. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted