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

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Published: 4 June 2021
Last updated: 2 February 2022

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Holden, Steinar, and Åsa Rosén. "DISCRIMINATION AND EMPLOYMENT PROTECTION." Journal of the European Economic Association 12, no. 6 (July 23, 2014): 1676–99. http://dx.doi.org/10.1111/jeea.12097.

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12

Baumle, Amanda K., and Mark Fossett. "Statistical Discrimination in Employment." American Behavioral Scientist 48, no. 9 (March 22, 2005): 1250–74. http://dx.doi.org/10.1177/0002764205274818.

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13

Bessey, Barbara L., and Srijati M. Ananda. "Age Discrimination in Employment." Research on Aging 13, no. 4 (December 1991): 413–57. http://dx.doi.org/10.1177/0164027591134002.

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14

Cavico, Frank J., Stephen C. Muffler, and Bahaudin G. Mujtaba. "Appearance discrimination in employment." Equality, Diversity and Inclusion: An International Journal 32, no. 1 (December 28, 2012): 83–119. http://dx.doi.org/10.1108/02610151311305632.

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15

Smith, K. R. H. "Disability Discrimination in Employment." Occupational Medicine 60, no. 2 (February 15, 2010): 156. http://dx.doi.org/10.1093/occmed/kqp178.

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16

Allen, Dominique. "Dealing with Employment Discrimination." Alternative Law Journal 35, no. 2 (June 2010): 109–10. http://dx.doi.org/10.1177/1037969x1003500211.

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17

Seeman, Mary V. "Employment Discrimination Against Schizophrenia." Psychiatric Quarterly 80, no. 1 (December 12, 2008): 9–16. http://dx.doi.org/10.1007/s11126-008-9089-8.

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18

Haberfeld, Yitchak. "Employment Discrimination: An Organizational Model." Academy of Management Journal 35, no. 1 (March 1992): 161–80. http://dx.doi.org/10.5465/256476.

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19

Sattinger, Michael. "Statistical Discrimination with Employment Criteria." International Economic Review 39, no. 1 (February 1998): 205. http://dx.doi.org/10.2307/2527238.

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20

Bellemore, Fred A. "Racial and Ethnic Employment Discrimination." Journal of Sports Economics 2, no. 4 (November 2001): 356–68. http://dx.doi.org/10.1177/152700250100200404.

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21

Darity, William A. "Employment Discrimination, Segregation, and Health." American Journal of Public Health 93, no. 2 (February 2003): 226–31. http://dx.doi.org/10.2105/ajph.93.2.226.

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22

Jones, Quincy, and Ali Soylu. "A Continuous Struggle: Employment Discrimination." Global Studies Journal 2, no. 2 (2009): 35–44. http://dx.doi.org/10.18848/1835-4432/cgp/v02i02/41001.

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23

Bezold, Maureen P. "Markets, Hierarchies, and Employment Discrimination." Proceedings of the International Association for Business and Society 4 (1993): 655–65. http://dx.doi.org/10.5840/iabsproc1993452.

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24

Boeri, Tito, Marta De Philippis, Eleonora Patacchini, and Michele Pellizzari. "Immigration, Housing Discrimination and Employment." Economic Journal 125, no. 586 (August 1, 2015): F82—F114. http://dx.doi.org/10.1111/ecoj.12232.

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25

Borjas, George J., and Stephen G. Bronars. "Consumer Discrimination and Self-Employment." Journal of Political Economy 97, no. 3 (June 1989): 581–605. http://dx.doi.org/10.1086/261617.

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26

Stuart, Heather. "Mental illness and employment discrimination." Current Opinion in Psychiatry 19, no. 5 (September 2006): 522–26. http://dx.doi.org/10.1097/01.yco.0000238482.27270.5d.

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27

Napier, B. W. "AIDS, Discrimination and Employment Law." Industrial Law Journal 18, no. 2 (1989): 84–96. http://dx.doi.org/10.1093/ilj/18.2.84.

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28

Dempster, Arthur P. "Employment Discrimination and Statistical Science." Statistical Science 3, no. 2 (May 1988): 149–61. http://dx.doi.org/10.1214/ss/1177012894.

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29

Phan, Ben, and Brian H. Kleiner. "The basics of employment discrimination." Equal Opportunities International 18, no. 8 (December 1999): 10–15. http://dx.doi.org/10.1108/02610159910785673.

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30

Mavromaras, Kostas G. "Indirect Re-employment Wage Discrimination." Bulletin of Economic Research 55, no. 1 (January 2003): 53–89. http://dx.doi.org/10.1111/1467-8586.00162.

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31

Ishimaru, Stuart. "Employment Discrimination and Asian Americans." AAPI Nexus Journal: Policy, Practice, and Community 3, no. 2 (2005): 1–15. http://dx.doi.org/10.36650/nexus3.2_1-15_ishimaru.

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Despite the long history of Asian Americans of fighting for fundamental rights, Asian Americans appear to be less active in complaining about employment discrimination. For example, in 2003, Asian Americans filed proportionally fewer employment discrimination charges with the EEOC than other minority employees. This article examines the factors that create an atmosphere in which Asian Americans do not file as many charges of employment discrimination with the EEOC as one would expect. Also, it explores possible ways to motivate Asian American communities and individuals to engage in and recognize the community’s investment in the equal employment opportunity process. Specifically, it proposes additional outreach and education to Asian Americans to be informed of their rights as well as areas for further research and additional
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32

Callet, David P., and Patricia A. Casey. "Insurance for employment discrimination losses." Employment Relations Today 10, no. 1 (September 17, 2010): 82–90. http://dx.doi.org/10.1002/ert.3910100110.

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33

Campanella, Carolyn J. "Fetal protection or employment discrimination?" Employment Relations Today 14, no. 2 (June 1987): 135–42. http://dx.doi.org/10.1002/ert.3910140206.

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34

Haberfeld, Y. "EMPLOYMENT DISCRIMINATION: AN ORGANIZATIONAL MODEL." Academy of Management Journal 35, no. 1 (March 1, 1992): 161–80. http://dx.doi.org/10.2307/256476.

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35

Bendick, Marc, Charles W. Jackson, and J. Horacio Romero. "Employment Discrimination Against Older Workers." Journal of Aging & Social Policy 8, no. 4 (February 4, 1997): 25–46. http://dx.doi.org/10.1300/j031v08n04_03.

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36

Sidlo, Richard B., and Brian H. Kleiner. "Discrimination in Employment by Race." Equal Opportunities International 11, no. 2 (February 1992): 1–5. http://dx.doi.org/10.1108/eb010567.

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37

Martinez, Oscar R., and Brian H. Kleiner. "Discrimination in Employment by Age." Equal Opportunities International 12, no. 5 (May 1993): 1–5. http://dx.doi.org/10.1108/eb010607.

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38

Chiu, Sammy W. S., and Raymond M. H. Ngan. "Opportunity and Discrimination in Employment." Asia Pacific Journal of Social Work and Development 6, no. 2 (September 1996): 70–86. http://dx.doi.org/10.1080/21650993.1996.9755735.

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39

Koen, Cliff. "Age discrimination in employment law." Employee Responsibilities and Rights Journal 4, no. 4 (December 1991): 329–30. http://dx.doi.org/10.1007/bf01385036.

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40

Black, Genie, Kevin Mason, and Gene Cole. "Consumer preferences and employment discrimination." International Advances in Economic Research 2, no. 2 (May 1996): 137–45. http://dx.doi.org/10.1007/bf02295053.

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41

Balakireva, Olga, and Iryna Lokteva. "Informal employment, employment discrimination and measures of human capital." Ukrainian society 2018, no. 4 (December 28, 2018): 35–52. http://dx.doi.org/10.15407/socium2018.04.035.

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42

Yang, Philip Q. "Race, Gender, and Perceived Employment Discrimination." Journal of Black Studies 52, no. 5 (June 15, 2021): 509–27. http://dx.doi.org/10.1177/00219347211006486.

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This study investigates the effects of race and gender on perceived employment discrimination using the 2016 General Social Survey that provides new data on perceived employment discrimination that aligns more closely with the legal definition of employment discrimination. It is found that 19% of the American adults self-reported the experience of employment discrimination in job application, pay increase, or promotion in the past 5 years. The results of logistic regression analysis show that either controlling or not controlling for other factors, Blacks were much more likely to perceive being discriminated in employment than Whites, but other races were not significantly different from Whites in perceived employment discrimination after holding other variables constant. While gender did not have a significant independent effect on perceived job discrimination, it did interact with race to influence perceived job discrimination. Regardless of race, women were somewhat less likely than men to perceive job discrimination, but Black women were significantly even less likely than White women to self-report job discrimination, and Black men were much more likely to self-report employment discrimination than White men. These findings have implications for combating employment discrimination and addressing social inequalities.
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43

Not Available, Not Available. "SUING THE GOVERNMENT FOR EMPLOYMENT DISCRIMINATION." Journal of Collective Negotiations in the Public Sector 20, no. 2 (June 1, 1991): 1. http://dx.doi.org/10.2190/t162-8r31-dh4e-pquw.

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44

Lockwood, Graeme, Claire Henderson, and Graham Thornicroft. "Challenging Mental Health Discrimination in Employment." Journal of Workplace Rights 17, no. 2 (January 1, 2013): 137–52. http://dx.doi.org/10.2190/wr.17.2.b.

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45

Whiteside, M. M., and A. Narayanan. "Reverse Regression, Collinearity, and Employment Discrimination." Journal of Business & Economic Statistics 7, no. 3 (July 1989): 403. http://dx.doi.org/10.2307/1391537.

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46

Kalabikhina, Irina. "PARENTAL RESPONSIBILITIES AND DISCRIMINATION IN EMPLOYMENT." Population and Economics 1, no. 1 (December 20, 2017): 89–116. http://dx.doi.org/10.3897/popecon.1.e36034.

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The article is devoted to documenting factors of discrimination of women and men in Moscow’s labour market, related to the presence of parental responsibilities and to the analysis of the opinions of Moscovites on the possibility of combining parental and professional responsibilities. The empirical basis for the research were semi-structured interviews (61 semi-structured interviews, 28 cases of discrimination are described, 22 of which are related to the presence of parental responsibilities) taken between 2013 and 2016 in Moscow, as well as interviews with experts. The types of discriminatory behaviour of employers towards pregnant women and women with small children have been identified ("requests" to resign at their own accord; the payment of "fiat" money only from declared salary; payment of "protection" money for dismissal; agreement on early departure from childcare leave; creation of conditions for women to be extruded after returning to work; enterprise restructuring and using this as an excuse to deny the provision of the corresponding position), as well as discriminatory practices in relation to fathers with small children when their desire to perform parental responsibilities manifests itself and discrimination of young women in employment (as workers with perspective parental responsibilities). Downward trends in the social protection of pregnant women over the past year and a half due to the economic crisis have been noted. Positive legislative changes to reduce discrimination and increase the opportunities for women with children in the labour market (adopted in 2013-2014) have been found to be insufficient to create an enabling environment for employees with parental responsibilities. A study on the attitudes of women and men towards gender roles in the labour market and in the family, the actual possibilities of combining parental and professional responsibilities, has also revealed that discrimination of parents in the labour market was based on widespread gender stereotypes (of employees and employers) that constitute a barrier to the harmonious reconciliation of the professional and family roles of women and men. Employers’ inclination to discriminate workers with parental responsibilities depends on age and the presence of children (employees with small children are in the worst position, in the best – those with children of a senior age as compared to childless, as the most reliable and responsible), which underlines the traditional nature of the structure of gender attitude.Among the young educated informants, there have been (so far rare) cases of modernized attitudes towards the family-work balance, based on a belief in the possibility of full and highly professional female employment combined with motherhood (as opposed to traditional Russian gender attitudes on "the need to have a job that does not interfere with family matters"). The most modernized area is the information technology sector, to a lesser extent - the finance industry. The most traditional one is the sector of education (services). At the same time, the IT industry has barriers and opportunities to combine professional and parental responsibilities.The majority of female informants demonstrated a combination of traditional gender attitudes and employment orientation. The origins of this combination are the memory of generations or the "habit of working"; insurance behaviour in the face of the economic crisis and demographic losses; modernization processes; the "dream of a housewife"; renaissance of patriarchal relations in the Russian society.
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47

Verkerke, J. Hoult. "Notice Liability in Employment Discrimination Law." Virginia Law Review 81, no. 2 (March 1995): 273. http://dx.doi.org/10.2307/1073618.

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48

Andiappan, P., Mark Crestohl, and Jang B. Singh. "Racial Discrimination in Employment in Canada." Articles 44, no. 4 (April 12, 2005): 827–49. http://dx.doi.org/10.7202/050536ar.

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49

Kabaikina, O. V. "Gender discrimination in employment in Moscow." Moscow State University Bulletin. Series 18. Sociology and Political Science 26, no. 3 (December 16, 2020): 200–213. http://dx.doi.org/10.24290/1029-3736-2020-26-3-200-213.

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The article presents gender inequality in the sphere of work in Moscow city. The purpose of this work is to determine the acuteness of discrimination men and women in matters of employment, and to understand how the gender aspect is relevant in the Moscow labor market. People from other regions come to the capital to get a job, and therefore the city of Moscow is the center of employment of Russian citizens from all over the country. It is important to monitor how equal are the opportunities for men and women in the capital to find the desired job, what difficulties candidates face in finding and choosing a job with. I provide a legislative framework designed to ensure the equality of all citizens before the law, and show how the principle of equality is implemented in practice. For this I present the results of the author’s survey of HR experts-managers who specialize in studying the labor market and the processes taking place on it, as well as research conducted by the Headhunter, Superjob job sites, the Hays recruitment agency. As a result, it has been determined that in the labor market both men and women experience discrimination, and this is connected with the opinion of the candidates, they define, where can more realize themselves, and what salary should be for them. At the same time, gender inequality loses its sharpness against the background of other problems, and experts predict a growing decrease in the difference between the positions of men and women in the labor market.
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50

Encel, S. "Age discrimination in employment in Australia." Ageing International 25, no. 2 (September 1999): 69–84. http://dx.doi.org/10.1007/s12126-999-1017-1.

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