Relevant bibliographies by topics / Discrimination in employment – Ethiopia

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Discrimination in employment – Ethiopia'

Author: Grafiati
Published: 4 June 2021
Last updated: 2 February 2022

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Journal articles on the topic "Discrimination in employment – Ethiopia"

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Pati, Rabindra Nath, and Selemawit Tekie. "Biocultural Dynamics of Teenage Pregnancies in Ethiopia: Medico Anthropological Appraisal." International Journal of Social Sciences and Management 3, no. 1 (January 21, 2016): 68–77. http://dx.doi.org/10.3126/ijssm.v3i1.14368.

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Teenage pregnancy is a burning public health and demographic problem in Ethiopia.The adolescent girls of rural regions in Ethiopia account for alarming higher proportion of teenage pregnancies and contribute serious threats to health and development interventions by the Government.Teenage pregnancies and adolescent reproductive health hazards are burning global issues which have obstructed effective implementation of agenda of Millennium Development Goals (MDGs). The UNICEF estimates that 80 per cent of teenage pregnancies are reported in least developed countries of the world.The multiple socio-cultural factors such as lack of parental control and guidance, gender inequality, poverty, social exclusion, peer pressure, adoption of transactional and intergenerational sex by unemployed adolescent girls in poor homes as coping mechanism, gender based sexual assault prevailing in and around schools have stimulated increased teenage pregnancies in rural regions of Ethiopia.This paper based on review of research articles and research synthesis argues that teenage pregnancies is a national concern of Ethiopia preventing a significant section of adolescent girls availing access to preparedness for adulthood, exercising reproductive rights, opportunities for skill development, education, safe sex and reproductive health.This paper is an attempt to develop framework of research hypothesis and research questions to be adopted for further research on this thematic area.In rural regions of Ethiopia, increased number of women headed families coupled with rising poverty; unemployment and family disorganization breed sexual exploitation of adolescent girls exposing them to high risk sexual transmitted diseases and HIV/AIDS.The growing teenage pregnancies in the country have drastically affected achievement of agenda in Millennium Development Goals (MGDs) in term of reduction of maternal death by 75 percent by 2015.The health inequalities is a major contributing factor to deprive women of equal opportunity and availing access to reach her health potential irrespective of social status, ethnicity, gender, religion and economic status.The socio-economic conditions of family and community in rural regions of Ethiopia contribute to increasing teenage pregnancies and adolescent motherhood.These factors are inadequate opportunity in community level for positive youth development, illiteracy, poverty and limited employment opportunities.The study recommends for a comprehensive community driven approach promoting childhood interventions and adolescent development programme towards minimizing unintended teenage pregnancy and gender discrimination prevailing in rural and urban region of Ethiopia.Int. J. Soc. Sci. Manage. Vol-3, issue-1: 68-77
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SFIKAS, PETER M. "Employment discrimination." Journal of the American Dental Association 133, no. 10 (October 2002): 1435–36. http://dx.doi.org/10.14219/jada.archive.2002.0062.

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Thompson, Kerri A. "Countenancing Employment Discrimination." Texas A&M Law Review 8, no. 1 (May 2020): 63–88. http://dx.doi.org/10.37419/lr.v8.i1.2.

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Employing facial recognition technology implicates anti-discrimination law under Title VII of the Civil Rights Act when used as a factor in employment decisions. The very technological breakthroughs that made facial recognition technology commercially viable—data compression and artificial intelligence— also contribute to making facial recognition technology discriminatory in its effect on members of classes protected by Title VII. This Article first explains how facial recognition technology works and its application in employee background checks. Then, it analyzes whether the use of facial recognition technology in background checks violates Title VII under the disparate impact theory of liability due to the known issue of skewed data sets and disproportionate inaccuracy on some populations. The Article concludes by calling on the Equal Employment Opportunity Commission to issue specific guidance warning employers of impending liability under Title VII, including class action liability, due to the use of facial recognition technology, and to use its enforcement authority to file lawsuits against employers who continue to use the technology.
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TOWNSHEND-SMITH, RICHARD. "DISCRIMINATION IN EMPLOYMENT." Industrial Law Journal 15, no. 1 (1986): 120–23. http://dx.doi.org/10.1093/ilj/15.1.120.

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HOUGH, BARRY. "DISCRIMINATION IN EMPLOYMENT." Industrial Law Journal 15, no. 1 (1986): 123–26. http://dx.doi.org/10.1093/ilj/15.1.123.

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FITZPATRICK, BARRY. "DISCRIMINATION IN EMPLOYMENT." Industrial Law Journal 17, no. 1 (1988): 125–27. http://dx.doi.org/10.1093/ilj/17.1.125.

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Tomkins, Alan J. "Introduction: employment discrimination." Behavioral Sciences & the Law 17, no. 1 (January 1999): 1. http://dx.doi.org/10.1002/(sici)1099-0798(199901/03)17:1<1::aid-bsl331>3.0.co;2-e.

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Carby‐Hall, J. R. "Discrimination in Employment." Managerial Law 28, no. 3 (March 1986): i—26. http://dx.doi.org/10.1108/eb022424.

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Hughes, Melvin. "Duration Of Employment In Employment Discrimination Cases." Journal of Forensic Economics 10, no. 1 (January 1, 1997): 73–75. http://dx.doi.org/10.5085/jfe.10.1.73.

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Posner, Richard A. "Employment discrimination: age discrimination and sexual harassment." International Review of Law and Economics 19, no. 4 (December 1999): 421–46. http://dx.doi.org/10.1016/s0144-8188(99)00021-6.

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Dissertations / Theses on the topic "Discrimination in employment – Ethiopia"

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Coyle, Stephen James. "AIDS and employment discrimination." Thesis, George Washington University, 1987. http://hdl.handle.net/10945/22188.

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Gixana-Khambule, Bulelwa Judith. "Unfair discrimination in employment." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/359.

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In this treatise the South African law relating to unfair discrimination is discussed. The development is traced from the previous dispensation and the few pronouncements of the Industrial Court on discrimination in employment. Thereafter the actual provisions in the law presently applicable, including the Constitution is considered. With reference to leading cases the issue of positive discrimination by adopting affirmative action measures is evaluated and reference is made to other defences like inherent requirements for the job and a general fairness defence. The conclusion is reached that South African law is developing to give effect to the notion of substantive equality with a view to eradicate the systematic discrimination of the past.
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Routh, Robert 1943. "Aviation in discrimination [i.e. Discrimination in aviation]." Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=33365.

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This study questions the effects that discrimination has had on aviation and what changes, if any, can be expected in the near future. The central theme of the study is discrimination, specifically racial discrimination, sex discrimination and age discrimination. Of particular importance is the discriminatory role that various government agencies have played in labeling a person unfit to serve as a pilot simply because that person happens to be a woman, black or has reached a certain chronological age.
This study questions the position taken by such institutions as the International Civil Aviation Organization, the Federal Aviation Administration and the Joint Aviation Authorities. Where possible, an attempt has been made to show good leadership on the part of these institutions as well as indicate where good leadership was partially or completely missing. The role the courts have played or failed to play over the years in determining the issues of discrimination in aviation has also been included in the study. Case law is used as extensively as possible to trace the positions taken by plaintiffs and defendants in attempting to change what they perceived as discriminatory or unfair law.
The text also includes legislation that addresses issues of discrimination passed by various legislative bodies as well as the efforts of individual organizations, such as the Professional Pilots Federation, the International Federation of Air Line Pilots Associations and others, to end discriminatory practices in aviation.
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Hervey, Tamara K. "Justifications for sex discrimination in employment /." London : Butterworths, 1993. http://catalogue.bnf.fr/ark:/12148/cb37498343x.

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Jenkins, Andrew Kevin. "Perceptions of age discrimination in hotel employment." Thesis, University of Strathclyde, 2008. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21693.

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Age discrimination is regarded by many individuals and organizations to be a problem. Indeed, the UK government has stated that it is "bad for the individual, bad for business and bad for the economy". However, relatively little research has been undertaken into age discrimination. To address this lack of research, this thesis investigates age discrimination in the workplace with a focus on hotel employment in Ireland and the UK. The study reports on evidence from a survey regarding managers' perceptions of older workers and from thirty three interviews with older employees and HR managers in the UK and Ireland. Despite the paucity of research and literature concerning age discrimination in hotel employment, there is a wide range of research and literature regarding age discrimination in the workplace and organisational employment policies and practices. In terms of workplace equality, four major types of social justice are examined: relative deprivation, distributive justice, procedural justice and retributive justice. Furthermore, liberal, radical and managing diversity approaches to equality are investigated and theories to ageing analysed. Human resource management policies and practices, especially in relation to the hospitality industry, are examined as these may perpetuate and legitimise age discrimination. The main findings from this thesis suggest that major differences exist in the age diversity of a hotel's workforce with older workers being under-represented in certain properties. Moreover, a number of organizational employment policies and practices were found to potentially disadvantage older workers and HR managers in the UK and Ireland possessed a poor knowledge of workplace equality initiatives. The varied experiences of older employees themselves highlight the heterogeneous nature of this group. The majority of older workers stated that, with some reservations, they felt they were treated fairly by management but a lack of IT skills, in particular, limited development opportunities for older workers.
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Oswick, Clifford. "An analysis of age discrimination in employment." Thesis, King's College London (University of London), 1998. https://kclpure.kcl.ac.uk/portal/en/theses/an-analysis-of-age-discrimination-in-employment(fc1f3b13-9e90-4ec8-a2ab-d5bd75b08bfe).html.

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Loyson, Madeleine. "Substantive equality and proof of employment discrimination." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1059.

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This dissertation is a journey through the legislative changes and case law in order to analyse and evaluate the changing nature of South African jurisprudence in respect of the notions of equality, discrimination and affirmative action and the manner in which these issues are proved and dealt with in our courts. It focuses firstly on the emergence of the post-Wiehahn labour laws and the developing jurisprudence concerning discrimination in South Africa towards the end of a long period of isolation from the international world. It witnesses the growing cognizance which was taken of international guidelines and their slow and gradual incorporation into our jurisprudence before the institution of the new democratic government, in the days when the country was still firmly in the grip of a regime which prided itself on its discriminatory laws. It also deals in some depth with the new laws enacted after the first democratic government was installed, especially in so far as the Constitution was concerned. The first clutch of cases dealing with discrimination which were delivered by the Constitutional Court and their effects on decisions of the labour courts thereafter, are dealt with in great detail, indicating how important those judgments were and still are ten years later. A special chapter is devoted to the Harksen case, still a leading authority on how to deal with allegations of unfair discrimination. Having traversed several of the judgments of the labour courts after Harksen, several observations are made in the conclusion of the study which, it is hoped, summarize the major areas of concern in respect of the task of testing claims of unfair discrimination arising in our Courts.
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Voges, Sarah M. (Arisa). "Discrimination in the workplace." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52238.

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Thesis (MBA)--Stellenbosch University, 2001.
Some digitised pages may appear cut off due to the condition of the original hard copy
ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace.
AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.
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Brand, Hugo. "Unfair discrimination in recruitment practices." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021197.

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The focus of this paper is to emphasize the importance for every employer to avoid unfair discrimination during the recruitment process and to value diversity in the workplace. This is not only a legal requirement, but also gives an employer the best chance of getting the right person for the job. It is crucial to understand that job applicants are mostly people that employer’s do not actually employ, but might be able to make an unfair discrimination claim against the employer if the claimant believes he/she was not selected for a job because the employer discriminated against them unlawfully in the recruitment process. When writing the job description and a person specification, the employer should state clearly what tasks the person will have to execute and what skills will be needed for the job. Job descriptions should accurately describe the genuine essential duties and inherent requirements of the job. Personnel specifications should accurately describe the relevant, non-discriminatory and objectively justifiable requirements to be met by the post-holder. Specifications should not have any requirements that are not directly related to the job and it is important for employers to provide evidence that each recruitment and screening practice is job-related and consistent with business necessity. Employers are advised to devise and implement recruitment procedures and guidelines for all staff and applicants involved in the process of recruitment and to ensure that these incorporate the principles of the organisation’s equal opportunity principles. Employers should administer recruitment and other selection procedures without regard to race, colour, national origin, sex, religion, age and disability. Even though South Africa is now governed by a new democratic order, historical workplace inequalities still need to be addressed. Not only compelled to redress inequalities by the Constitution, the South African government was motivated by the International Labour Organisation (ILO) to enact laws that would prohibit discrimination and promote the economic advancement of the majority. Recruitment tests or selection procedures must be job-related and its results appropriate for the employer’s purpose. If a recruitment procedure screens out a protected group, the employer should determine whether there is an equally effective alternative selection procedure that has less adverse impact and, if so, adopt the alternative procedure. The justification of discrimination in recruitment practices and affirmative action is only meaningful if it is targeted towards particular aims. One of the more important defences against unfair discrimination in the workplace is the general fairness defence. The general fairness defence is considered to be an applicable defence based on fairness in situations where the two statutory exceptions do not apply. This means than when one looks at the concept of unfair discrimination it implies that discrimination may be justified in certain circumstances Legislation prohibits discrimination on various grounds especially throughout the process of recruitment and selection. There are limited exceptions to the general principle that it is unlawful to use gender, race, religion or sexual orientation as a criterion in the recruitment process. These exceptions are known as genuine occupational qualifications and the specifications for jobs should be carefully examined to ensure that there are no factors contained that are indirectly discriminatory. Focus must be placed on avoiding indirect discrimination in job factors. In the early stages of the recruitment process, an employee specification should be written that describes the type of person the employer seeks to be appointed in terms of qualifications, experience, skills and personal attributes. The imposition of inappropriate or unsuccessfully high standards or criteria may indirectly discriminate against people from a particular minority or racial group or religion. Employees must have the necessary skills to demand employment equity status especially where a designated employer does not have sufficient affirmative action employees and is obliged to rectify the situation. However, this does not mean that affirmative action applicants must be chosen above non-affirmative action employees. The principle of reversed discrimination stands firm if the motivation for appointing a particular person is based on a genuine desire to promote diversity, to apply affirmative action and to increase the numbers of people from a disadvantaged group in employment, or to create a more balanced workforce.
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Beystehner, Kim M. "A study of age discrimination in job hiring /." View online, 1985. http://repository.eiu.edu/theses/docs/32211130497773.pdf.

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Books on the topic "Discrimination in employment – Ethiopia"

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Cox, Paul N. Employment discrimination. 2nd ed. Salem, N.H: Butterworth Legal Publishers, 1992.

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Cox, Paul N. Employment discrimination. 3rd ed. Newark, NJ: LexisNexis, 1999.

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Sullivan, Charles A. Employment discrimination. 2nd ed. Boston: Little, Brown and Co., 1988.

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Employment discrimination law. St. Paul, Minn: West, 1988.

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Modjeska, Abigail Cooley. Employment discrimination law. 3rd ed. Deerfield, IL: Clark Boardman Callaghan, 1993.

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1939-, Grossman Paul, and Weirich C. Geoffrey, eds. Employment discrimination law. Arlington, VA: Bloomberg BNA, 2012.

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J, Coleman John. Employment discrimination law. 2nd ed. [Alabama]: J.J. Coleman, 2005.

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Modjeska, Lee. Employment discrimination law. 2nd ed. Rochester, N.Y: Lawyers Co-operative Pub. Co., 1988.

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Ruzicho, Andrew J. Employment discrimination litigation. Cincinnati: Anderson Pub. Co., 1989.

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1939-, Grossman Paul, and Cane Paul W, eds. Employment discrimination law. 3rd ed. Washington, D.C: American Bar Association, Section of Labor and Employment Law, 1996.

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Book chapters on the topic "Discrimination in employment – Ethiopia"

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Lockton, Deborah J. "Discrimination." In Employment Law, 111–64. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-08551-1_5.

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Lockton, Deborah J. "Discrimination." In Employment Law, 85–121. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-15002-1_5.

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Goodman-Delahunty, Jane. "Employment discrimination." In Encyclopedia of Psychology, Vol. 3., 191–92. Washington: American Psychological Association, 2000. http://dx.doi.org/10.1037/10518-070.

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Stockdale, Margaret S., Katherine A. Sliter, and Leslie Ashburn-Nardo. "Employment discrimination." In APA handbook of forensic psychology, Vol. 1: Individual and situational influences in criminal and civil contexts., 511–32. Washington: American Psychological Association, 2015. http://dx.doi.org/10.1037/14461-015.

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Ramos, Raul. "Employment Discrimination." In Encyclopedia of Quality of Life and Well-Being Research, 1886–88. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_864.

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Charles, Barrow, and Lyon Ann. "Discrimination." In Modern Employment Law, 186–230. Abingdon, Oxon; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315713861-11.

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Charles, Barrow, and Lyon Ann. "Disability discrimination." In Modern Employment Law, 231–61. Abingdon, Oxon; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315713861-12.

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Donohue, John J. "Discrimination in Employment." In The New Palgrave Dictionary of Economics and the Law, 615–24. London: Palgrave Macmillan UK, 2002. http://dx.doi.org/10.1007/978-1-349-74173-1_117.

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Allan, Brenda. "Disability Discrimination Legislation." In Dyslexia and Employment, 187–92. Chichester, UK: John Wiley & Sons, Ltd, 2015. http://dx.doi.org/10.1002/9780470749203.ch19.

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Gold, Liza H., and William J. Stejskal. "Employment Discrimination and Harassment." In Handbook of Forensic Assessment, 303–34. Hoboken, New Jersey: John Wiley & Sons, Inc., 2011. http://dx.doi.org/10.1002/9781118093399.ch14.

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Conference papers on the topic "Discrimination in employment – Ethiopia"

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Bublienė, Raimonda. "Internationalization and Multiple Discrimination: the Case of Employment Regulation." In Contemporary Issues in Business, Management and Education. Vilnius Gediminas Technical University, 2017. http://dx.doi.org/10.3846/cbme.2017.061.

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The article analyses European Union anti-discrimination law development in Member States and differences between protected grounds of discrimination. On this basis, the analysis covers recognition of the social complexity, internationalization and discrimination of foreigners for different grounds. The process of internationalization and migration, covering social, political, economical, cultural, legal processes, the non-discriminatory protection of a foreigner as a member of the society has become complicated, when attempting not to discriminate people arriving from the other countries and to have equal possibilities. The problems of discrimination are valid and significant for the civil society itself. The article also discusses the concept of multiple discrimination in European Union anti-discrimination law, legal regulation and protection against multiple discrimination in Europe and separate legal regulation of the Member States. This article argues that internationalization processes bring new approaches of interpretation of European Union employment equality law and contemporary challenges, introduces recent cases of equal treatment of employees during employment at private companies.
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Liu, Yu, and Zhaoqi Peng. "Decent Work and Gender Discrimination in Employment of College Students." In 2017 3rd International Conference on Humanities and Social Science Research (ICHSSR 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/ichssr-17.2017.106.

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Zheng, Zhong-Xia, and Xing-Feng Liu. "Game analysis between government and enterprises in anti-employment discrimination policy." In International conference on Management Innovation and Information Technology. Southampton, UK: WIT Press, 2014. http://dx.doi.org/10.2495/miit132542.

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Dzhumalieva, Ana. "OPPORTUNITIES FOR APPLICATION OF MEDIATION IN DISCRIMINATION PROCEEDINGS." In THE MEDIATION IN THE DIFFERENT PUBLIC SPHERES 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/mdps2021.11.

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The report examines the potential applications of mediation in anti-discrimination proceedings. In order to achieve an objective assessment, on one hand is considered the Bulgarian Protection against Discrimination Act and the Commission for Protection against Discrimination, as an independent specialized body, and on the other hand, the experience of the Equal Employment Opportunity Commission in the USA and the UK.
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Dzhumalieva, Ana. "OPPORTUNITIES FOR APPLICATION OF MEDIATION IN DISCRIMINATION PROCEEDINGS." In THE MEDIATION IN THE DIFFERENT PUBLIC SPHERES 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/mdps2021.1.

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The report examines the potential applications of mediation in anti-discrimination proceedings. In order to achieve an objective assessment, on one hand is considered the Bulgarian Protection against Discrimination Act and the Commission for Protection against Discrimination, as an independent specialized body, and on the other hand, the experience of the Equal Employment Opportunity Commission in the USA and the UK.
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Lee, MiYoung, and Hayoung Hwang. "BODY SIZE MATTERS -EXPLORATORY STUDY ON BODY SIZE–BASED DISCRIMINATION IN EMPLOYMENT FOR FASHION DESIGNERS-." In Bridging Asia and the World: Global Platform for Interface between Marketing and Management. Global Alliance of Marketing & Management Associations, 2016. http://dx.doi.org/10.15444/gmc2016.02.06.03.

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Zhao, Qiwu, and Zhaoqi Peng. "Economic analysis of the gender discrimination in employment under the background of universal two-child policy." In 2016 International Conference on Industrial Economics System and Industrial Security Engineering (IEIS). IEEE, 2016. http://dx.doi.org/10.1109/ieis.2016.7551882.

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Tang, Qiwen. "Reasons and Solutions for Female Employment Discrimination in the Background of the “Universal Two-Child Policy”." In 6th International Conference on Humanities and Social Science Research (ICHSSR 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200428.009.

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Martin, Jennifer, Elspeth McKay, and Janki Shankar. "Bias Misinformation and Disinformation: Mental Health Employment and Human Computer Interaction." In InSITE 2006: Informing Science + IT Education Conference. Informing Science Institute, 2006. http://dx.doi.org/10.28945/3016.

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This paper explores the design and application of information communication technologies and human computer interaction for people recovering from severe mental illness wishing to gain employment. It is argued bias, misinformation and disinformation limit opportunities for people recovering from mental illness who are seeking employment. Issues of bias are explored in relation to systems design as well as dominant socially constructed paradigms of ‘mental health’ and ‘mental illness’ and employment. Misinformation is discussed according to the contemporary dominant paradigm of ‘recovery’ as well as web resources, discrimination and employment. Disinformation is considered in terms of media myths and stereotypes and vocational rehabilitation. Multidisciplinary collaboration is required to meet the ICT needs of this diverse group.
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Lu, Lifeng, and Yifen Du. "The Status Quo and Cause Analysis of Hidden Discrimination Under the Employment Protection Policy for Women—Based on the Perspective of Social Gender Theory." In 7th International Conference on Humanities and Social Science Research (ICHSSR 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210519.126.

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Reports on the topic "Discrimination in employment – Ethiopia"

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Borjas, George, and Stephen Bronars. Consumer Discrimination and Self-Employment. Cambridge, MA: National Bureau of Economic Research, June 1988. http://dx.doi.org/10.3386/w2627.

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Vuono, Carl E. Civilian Personnel: Equal Employment Opportunity Discrimination Complaints. Fort Belvoir, VA: Defense Technical Information Center, September 1989. http://dx.doi.org/10.21236/ada402307.

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Jolls, Christine, and J. J. Prescott. Disaggregating Employment Protection: The Case of Disability Discrimination. Cambridge, MA: National Bureau of Economic Research, September 2004. http://dx.doi.org/10.3386/w10740.

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Kline, Patrick, and Christopher Walters. Reasonable Doubt: Experimental Detection of Job-Level Employment Discrimination. Cambridge, MA: National Bureau of Economic Research, March 2020. http://dx.doi.org/10.3386/w26861.

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Button, Patrick. Population Aging, Age Discrimination, and Age Discrimination Protections at the 50th Anniversary of the Age Discrimination in Employment Act. Cambridge, MA: National Bureau of Economic Research, May 2019. http://dx.doi.org/10.3386/w25850.

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Wozniak, Abigail. Discrimination and the Effects of Drug Testing on Black Employment. W.E. Upjohn Institute, June 2012. http://dx.doi.org/10.17848/wp13-195.

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Wozniak, Abigail. Discrimination and the Effects of Drug Testing on Black Employment. Cambridge, MA: National Bureau of Economic Research, May 2014. http://dx.doi.org/10.3386/w20095.

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Lahey, Joanna. State Age Protection Laws and the Age Discrimination in Employment Act. Cambridge, MA: National Bureau of Economic Research, February 2006. http://dx.doi.org/10.3386/w12048.

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Neumark, David. The Age Discrimination in Employment Act and the Challenge of Population Aging. Cambridge, MA: National Bureau of Economic Research, September 2008. http://dx.doi.org/10.3386/w14317.

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Johnson, Richard, and David Neumark. Age Discrimination, Job Separation, and Employment Status of Older Workers: Evidence from Self-Reports. Cambridge, MA: National Bureau of Economic Research, June 1996. http://dx.doi.org/10.3386/w5619.

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