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Relevant bibliographies by topics / Discrimination in employment, india

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Academic literature on the topic 'Discrimination in employment, india'

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Published: 4 June 2021

Last updated: 27 January 2023

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Journal articles on the topic "Discrimination in employment, india"

1

Ahamad, Shaik Fasi. "A Case Study on Implementation and Growth of the Self- Employment Among Men and Women in India." Technoarate Transactions on Entrepreneurship and International Business 1, no. 1 (March 25, 2022): 1–5. http://dx.doi.org/10.36647/tteib/01.01.art001.

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The article mentions an aspect of gender equality through offering employment to both men and women. Self-employment is the key to gender equality that helps to improve the financial condition of the nation. In the past, women in India have faced financial issues due to gender discrimination. Along with that, this research study has discussed the implementation and growth of self-employment among men and women in India. In the nation self-employment has helped to increase the financial profit of the organization. Along with that, the Indian government has taken different schemes that help to increase self-employment rate that help to improve social structure in India. Keyword :Self-employment, Nehru Rozgar Yojana (NRY), Swarnajayanti Gram Swarozgar Yojana (SGSY), National Rural Livelihood Mission (NRLM, Prime Minister Employment Generation Programme (PMEGP)

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K. Mishra, Utkarsh, and Abhishek Negi. "Transgender and the Right to Employment in India: Analysing the Trajectories of Discrimination." BESTUUR 9, no. 1 (August 12, 2021): 34. http://dx.doi.org/10.20961/bestuur.v9i1.51997.

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<p>This research aims to investigate the trajectories of discrimination these communities face in the employment sector. While doing so, the authors have emphasized that despite a clear mandate of ‘Right to Work’ in the Constitution of India, policymakers, governments, and the Indian judiciary too has been keen only on laying down framework only concerning ‘Rights at work.’ In this sense, the authors opine that India presently lacks a clear employment non-discrimination framework. Even almost all the labor laws of India stipulate rights and duties post-recruitment scenario. There is an apparent lack of pre-recruitment guidelines. In this light, the authors see the Supreme Court’s recent judgment in the NALSA case recognizing the Transgenders as ‘third gender’ and the efforts of the Indian Parliament to frame a law on the protection of the rights of the transgender people as a silver lining in the cloud. This paper highlights the underpinnings of this development by still emphasizing that something needs to be done more on the front.</p><p> </p><p><strong> </strong><strong>Keywords:</strong> Transgenders; Employment; India.</p>

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Deb, Surajit. "Employment Opportunities Across Social Classes in Rural India." Social Change 49, no. 1 (March 2019): 132–35. http://dx.doi.org/10.1177/0049085718821784.

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In the second part of the Social Change Indicator series, we provide information from government survey data on the work opportunities for Scheduled Castes (SC), Scheduled Tribes (ST) and non-SC-ST class in the rural India. 1 Our data refers to 18 states which covers more than 95 per cent of the SC or ST population in the country. The generation of employment continues to remain one of the key political economic challenges in India despite the achievements of its high economic growth rates in the past two decades. The problem remains complicated due to the nature of the country’s labour market that is characterised by skill shortages, dominance of low-paid jobs in the informal and unorganised sectors and vulnerable employments. The government has recently set up a task force to address deficiencies in the existing data on employment and plans to outline a National Employment Policy (NEP) for the creation of quality jobs through economic, social and labour policy interventions. The NEP claims that it will also provide a much-needed focus on equal access to employment opportunities for marginalised sections like the SCs and STs by identifying skill shortages, training needs and available employment opportunities. Given social class differences in India, it is sometimes hypothesised that social exclusion and discrimination remain a common phenomenon in the labour market of different states in India.

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Sumanta Bhattacharya and Bhavneet Kaur Sachdev. "Women and the employment sector in India – A Review." World Journal of Advanced Research and Reviews 12, no. 3 (December 30, 2021): 137–42. http://dx.doi.org/10.30574/wjarr.2021.12.3.0996.

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Women constitute half of the population in India women development and empowerment is the pillar to enhance the economy of India. If India includes 50 % of the women into the workforce the annual growth can reach from1.5 % GDP to 9 %. Just because half of the population is kept away from the workforce, our development is slow. Gender inequality is the main drawback of the Indian society, which has made India remained underdeveloped in many ways. Traditional values and orthodox mentality has never allowed India developed internally. Poverty and hunger is also the product of gender inequality in India, women discrimination at the workplace, there is less payment for more work no social security they are becoming victims of sexual exploitation where as there are some states which are very safe for women like Pune Chandigarh where the police is in charge of making the city safe for women and girl. It is very necessary for the starting to promote gender equality at the school level, people should taught on sex education, violence, sexual violence, there should be more coed schools where both girls and boy study together strict rules and regulation in the society with women police available for the safety of women.

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BAIRWA, ARUN KUMAR, JADHAV CHAKRADHAR, and PRITEE SHARMA. "EMPLOYMENT DISCRIMINATION IN INDIAN MANUFACTURING INDUSTRIES: A LOGIT ANALYSIS." Singapore Economic Review 65, supp01 (February 7, 2020): 233–59. http://dx.doi.org/10.1142/s021759081944003x.

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Persistent socioeconomic inequalities in a society reduce the chances of employment for its weaker sections. In India, those most affected by inequality and discrimination are women, people of lower castes, rural households and illiterate people. This necessitates an analysis of the levels of discrimination and favoritism working against female, lower caste, rural and illiterate individuals in different manufacturing industries. This study presents an in-depth picture of employment in each industry with regard to the four variables selected — gender, caste, location and education. Fourth (2013–2014) and fifth (2015–2016) annual Employment and Unemployment Surveys have been used for the analysis.

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Nainar, Vahida. "The Legal Struggle of Gujarat Muslims to Access Pre-Matric Scholarships." International Journal on Minority and Group Rights 27, no. 3 (August 3, 2020): 662–73. http://dx.doi.org/10.1163/15718115-02704002.

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Social and economic backwardness of Muslims in India in various fields, such as employment, education, housing and access to infrastructure, is well-documented, particularly in the Sachar Committee Report. Despite the constitutional promise of equality and non-discrimination, discrimination in various forms is the lived reality of Indian Muslims. Growing anti-Muslim prejudice in society and in the institutions of the State is responsible for Muslims’ inability to realise their rights to equality and non-discrimination. Often there is a legal struggle to enforce constitutionally guaranteed rights and access benefits in welfare schemes. This article discusses the legal struggle to access the pre-matric scholarship under the Prime Minister’s 15 Point Programme when the State of Gujarat refused to implement the scheme.

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Soren, Chunuram. "RESERVATION IN INDIA: RHETORIC AND REALITY." International Journal of Advanced Research 9, no. 07 (July 31, 2021): 507–15. http://dx.doi.org/10.21474/ijar01/13149.

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Reservation is always contentious and sentimental issue and raises many concerns of the people. The policy of reservation and safeguards provided to Scheduled Castes and Scheduled Tribes and Other Backward Classes has adversely affected the unity and solidarity of the nation. Reservation in India is all about reserving access to seats in the government jobs, educational institutions and even legislatures to certain sections of the population. The reservation can also be seen as positive discrimination. Reservation in India is a government policy, backed by the Indian Constitution. Part XVI deals with reservation of SC and ST in Central and state legislature. The need for reservation can be looked from legal and socio-cultural perspective. The act of reservation is reserving seats in educational institutions, certain places of employment for certain castes and classes of society which are considered backward, those being the Scheduled Castes, Scheduled Tribes and Other Backward Castes. Reservation is an effective measure to end the oppressive discrimination. Reservation facilitates empowerment and social harmony for all in the segments.

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Agnes, Flavia. "Women's Rights and Legislative Reforms: An Overview." International Journal of Legal Information 36, no. 2 (2008): 265–70. http://dx.doi.org/10.1017/s0731126500003048.

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The Indian Constitution with its mandate of equality (Art. 14), non-discrimination on the basis of sex (Art. 15) positive discrimination in favor of women (or affirmative action) (Art. 15(3)) equality and non-discrimination in employment and service conditions (Art. 16), right to life and liberty (Art.21) is an important instrument for the protection of women in India. Although certain protective legislation was enacted in the first thirty years after the Constitution came into being, it is only during the last three decades that women's concerns were highlighted in the official discourse and in the public domain. One major contributory factor towards this change has been the Report of the Status of Committee for Women brought out in 1974 as the background country paper for the forthcoming United Nations Conference in 1975 – the International Year of the Women.

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Das, J. K. "Examining the Concept of Equal Opportunity and the Application of ‘Protective Discrimination’ to ‘Vulnerable Groups’." Contemporary Voice of Dalit 9, no. 2 (August 30, 2017): 136–47. http://dx.doi.org/10.1177/2455328x17721573.

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The Constitution of India guarantees the right to equality, non-discrimination and equal opportunity in admission and public employment through Articles 14–18, while these provisions also recognize certain vulnerable groups of people empowering the state to make special laws for their upliftment under protective discrimination. In this connection, the debatable issue in the contemporary era is: When are these provisions applied to all classes of people and when are they applied to vulnerable classes of people? Whether the doctrine of protective discrimination has any limitation and, if so, to what extent?

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Tewari, Shweta, Rajshree Chouhan, and Sanjeev. "GENDER GAP INDEX FOR EMPLOYMENT OPPORTUNITY." International Journal of Engineering Technologies and Management Research 4, no. 9 (February 1, 2020): 39–48. http://dx.doi.org/10.29121/ijetmr.v4.i9.2017.98.

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Women account for nearly half of the human resources of a nation and play an important role in the socio-economic development of a country. In India, in spite of focus on women empowerment, condition of women at the work place is not very encouraging. Women often face greater barriers than men in terms of securing a decent jobs, wages and conducive working conditions. Provisions relating to women’s work were introduced in 1891, with amendment of the Factories Act, 1881. After independence, number of provisions has been made in the constitutions to protect the welfare of women workers. Number of protective legislations have also been made and implemented by the government for the interest of women workers. The basic objective behind implementation of these legislation are to provide equal and a decent level of remuneration, proper child care center , maternity relief and decent working conditions to women workers. Despite these constitutional and legislative arrangements to reduce gender gap, women in India are facing discrimination at work place and suffer from harassment. The present paper critically reviewed the effectiveness of government policies and legislations framed and enacted for the welfare of women workers. It also examines the gender dimensions of the trends in various aspects of labour market viz. labour force participation rate, workforce participation rate, unemployment rate and wage rate. An attempt has been made to capture the discrimination at work by computing Gender Gap Index using major indicators of labour market. For computing the index, data for the last four decades has been used. The analysis shows that there are gaps in effective enforcement of relevant laws and implementation of women responsive policies. The gender gap index for employment opportunities and the analysis of major employment indicators showed that gender gap is increasing in many aspects. Major indicators of employment such as Labour Force participation rate, Worker population ratio, Unemployment rate and wages now have larger gender gaps than before.

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Dissertations / Theses on the topic "Discrimination in employment, india"

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Patet, Nisha. "Women in the construction labor force : women's participation in the construction sector in India /." This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-02162010-020112/.

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Rastogi, Sonya. "Indian Muslim women's education and employment in the context of modernization, religious discrimination and disadvantage, and the rise of Hindu fundamentalism and Muslim identity politics." College Park, Md. : University of Maryland, 2007. http://hdl.handle.net/1903/6861.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2007.
Thesis research directed by: Sociology. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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

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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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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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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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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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Books on the topic "Discrimination in employment, india"

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Prabhakar, B. C. Gender sensitivity at workplace: A study conducted in Karnataka State (India). Bangalore: Karnataka Employers' Association, 2006.

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Exploitation of women labour in India: Employment pattern and wage discrimination. New Delhi: Deep & Deep Publications, 1993.

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Producing workers: The politics of gender, class, and culture in the Calcutta jute mills. Philadelphia, Pa: University of Pennsylvania Press, 1997.

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Ranjan, Kumud. Women and modern occupation in India. Allahabad, India: Chugh Publications, 1993.

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Narang, Sandhya. Coping with role-conflicts: Employed married women. New Delhi: M.D. Publications, 1996.

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Rajeswari, Sunder Rajan, ed. Signposts: Gender issues in post-independence India. New Brunswick, N.J: Rutgers University Press, 2001.

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Thorat, Sukhadeo. Reservation policy in India: Dimensions and issues. New Delhi: Indian Institute of Dalit Studies, 2006.

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Jute and empire: The Calcutta jute wallahs and the landscapes of empire. Manchester: Manchester University Press, 1998.

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Handbook of law, women, and employment: Policies, issues, legislation, and case law. New Delhi: Oxford University Press, 2009.

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Integrated Labour History Research Programme (V.V. Giri National Labour Institute) and V.V. Giri National Labour Institute, eds. Gender and class: Women in Indian industry, 1920-1990. Noida: V.V. Giri National Labour Institute, 2001.

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Book chapters on the topic "Discrimination in employment, india"

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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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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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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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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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Ramos, Raul. "Employment Discrimination." In Encyclopedia of Quality of Life and Well-Being Research, 1–4. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-319-69909-7_864-2.

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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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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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Conference papers on the topic "Discrimination in employment, india"

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Liu, Hairong. "Gender Discrimination Inside Employment." In 2021 6th International Conference on Modern Management and Education Technology（MMET 2021）. Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.211011.080.

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Mondal, T. K., and S. Das. "Discrimination of various Milk adulterated sample using Linear Discrimination Analysis(LDA)." In 2014 Annual IEEE India Conference (INDICON). IEEE, 2014. http://dx.doi.org/10.1109/indicon.2014.7030388.

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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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Roy, Shourya, Chithralekha Balamurugan, and Sujit Gujar. "Sustainable employment in India by crowdsourcing enterprise tasks." In the 3rd ACM Symposium. New York, New York, USA: ACM Press, 2013. http://dx.doi.org/10.1145/2442882.2442904.

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Chawla, Mamta, Aparajita DasGupta Amist, Arnab Chakraborty, and Harsimran Kaur. "Role of Technology in Employment Generation in India." In 2022 10th International Conference on Reliability, Infocom Technologies and Optimization (Trends and Future Directions) (ICRITO). IEEE, 2022. http://dx.doi.org/10.1109/icrito56286.2022.9965002.

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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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White, Jerome, Mayuri Duggirala, Krishna Kummamuru, and Saurabh Srivastava. "Designing a voice-based employment exchange for rural India." In the Fifth International Conference. New York, New York, USA: ACM Press, 2012. http://dx.doi.org/10.1145/2160673.2160717.

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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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Bu, Yuting. "Re-employment of Ex-offenders in China: Research on Employment Discrimination and the System of Elimination of Criminal Record." In 2021 International Conference on Social Development and Media Communication (SDMC 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220105.025.

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Nair, Lekshmi M., and Leena Mary. "Pair-wise language discrimination using phonotactic information." In 2015 International Conference on Control Communication & Computing India (ICCC). IEEE, 2015. http://dx.doi.org/10.1109/iccc.2015.7432957.

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Reports on the topic "Discrimination in employment, india"

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Howard, Joanna. Vulnerability and Poverty During Covid-19: Religious Minorities in India. Institute of Development Studies (IDS), November 2021. http://dx.doi.org/10.19088/creid.2021.014.

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The Covid-19 pandemic has had direct and indirect effects on religiously marginalised groups, exacerbating existing inequities and undermining the ambitions of Sustainable Development Goals (SDGs) to reach (and include) those ‘furthest behind’. Religious inequalities intersect with other inequalities to compound vulnerabilities, particularly the convergence of low socioeconomic status, gender inequality, and location-specific discrimination and insecurity, to shape how people are experiencing the pandemic. This policy briefing, written by Dr Joanna Howard (IDS) and a co-author (who must remain anonymous for reasons of personal security), draws on research with religious minorities living in urban slums in Tamil Nadu and Karnataka states in India. Findings show that religiously motivated discrimination reduced their access to employment and statutory services during the pandemic. Harassment and violence experienced by Muslims worsened; and loss of livelihoods, distress, and despair were also acutely experienced by dalit Hindus. Government response and protection towards lower caste and religious minorities has been insufficient.

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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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Dougherty, Sean, Verónica C. Frisancho Robles, and Kala Krishna. Employment Protection Legislation and Plant-Level Productivity in India. Cambridge, MA: National Bureau of Economic Research, December 2011. http://dx.doi.org/10.3386/w17693.

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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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