Dissertations / Theses: '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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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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Carlsson, Magnus. "Essays on discrimination in hiring /." Växjö : Växjö University Press, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-5864.

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Weiss, Elizabeth Marie. "Age Discrimination in personnel decisions : a reexamination and extension." Thesis, Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/31017.

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Bamberry, Larissa. "Globalisation, gender and teachers' employment." Connect to full text, 2005. http://hdl.handle.net/2123/1956.

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Thesis (Ph. D.)--University of Sydney, 2006.
Title from title screen (viewed 10th October, 2007). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the School of Policy and Practice, Faculty of Education and Social Work, University of Sydney. Degree awarded 2006; thesis submitted 2005. Includes bibliographical references. Also issued in print.

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Irving, L. D. "Challenging ageism in employment : an analysis of the implementation of age discrimination legislation in England and Wales." Thesis, Coventry University, 2012. http://curve.coventry.ac.uk/open/items/ffc88163-6994-4400-bead-121298f52bd1/1.

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The Employment Equality (Age) Regulations were introduced in England and Wales in 2006, seeking to prohibit age discrimination in employment and vocational training. This thesis assesses whether the legislation adopted is an effective mechanism by which to address age discrimination in the workplace and achieve the dual but contradictory objectives of the European Union Framework Directive on Equal Treatment of achieving equal treatment between age cohorts whilst encouraging the active participation of older citizens in the workplace. The thesis sheds light on this hitherto unregulated suspect ground of discrimination by means of a quantitative and qualitative analysis of all employment tribunal judgments which relate to an age discrimination claim over a three and a half year period. This study shows that very few claimants were successful if their claim of age discrimination was considered by a tribunal and there was considerable inconsistency of implementation and interpretation of the legislation by individual tribunals. Employers have quickly developed defences against claims of age discrimination in order to maintain their freedom to contract and the imbalance between the two parties was particularly noticeable with claimant credibility often under scrutiny – a process claimants appeared unprepared for. Regional discrepancies were found in terms of success rates and compensation awards. A gender award gap was found in both overall compensation and injury to feelings awards, with women given smaller awards than men, whilst younger workers were given smaller awards than older workers. Legal representation made a substantial difference to success rates and compensation awards, but the majority of awards were low and many would not have covered legal costs. The low compensation awards do not provide an effective deterrent, as required by the Article 17 of the Directive. The legislation is particularly ineffective for those who claimed they had suffered multiple discrimination. Although an important first step in regulating ageist behaviour, the Regulations and the subsequent Equality Act 2010 will be unlikely to achieve the aims of the Directive as they provide little incentive for claimants to undertake the stressful process of making a claim under the legislation, which relies upon individual fault-finding.

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Brodin, Emma Victoria. "Sex discrimination in employment within the Church of England." Thesis, University of Huddersfield, 1997. http://eprints.hud.ac.uk/id/eprint/4753/.

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The principle of equality in the workplace, enshrined in the Sex Discrimination Act 1975, applies to a wide category of workers. However, there are certain exceptions to the legislation. Ministers of religion are not protected by the Act where employment is limited to one sex. Historically "employment" as a Church of England priest was limited to one sex. Then in 1993, following the momentous General Synod vote, legislation was passed which allowed women to be ordained as priests. A significant change had taken place regarding the theology of the Church. This shift in theology also brought the legal position of priests, in relation to sex discrimination, into question. An initial question was, should such priests be protected by secular employment legislation? if so, what are the legal difficulties of inclusion under the Sex Discrimination Act, and what are the practical difficulties of accommodation under the Act? These questions form the foundation stones of this thesis. A four stage process was used to answer these questions. First, a philosophical analysis of the theory behind sex discrimination law was undertaken, focusing on the concepts of equality and difference. Secondly, the position of the Church of England in relation to sex discrimination law was assessed with special reference to the employment status of ministers of religion. Thirdly, drawing on the theoretical work of stages one and two, an empirical investigation into the treatment of Church of England priests was conducted. The fourth stage built upon the empirical findings and the theoretical framework. British and European Community sex discrimination law was critically analysed, as was the relevant ecclesiastical law, and recommendations for law reform were made.

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Prashar, Neha. "Essays on affirmative action policies in employment in India." Thesis, University of Birmingham, 2018. http://etheses.bham.ac.uk//id/eprint/8256/.

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This thesis analyses the effect of affirmative action policies on targeted groups in India. A robust analysis of the impact of public sector employment quotas for lower caste groups and women is estimated. Chapter 1 focuses on the effect association with these quotas has on lower caste groups and results show not all targeted groups benefit from the policy. Chapter 2 analyses the effect of women’s reservation policy in public employment and results show that there is some movement by women into the labour force. The biggest effect is the movement from private to public sector, putting into question the effectiveness of the policy in increasing female labour force participation rates. The final chapter then extends Chapter 2 to look at the effect of having a female friendly state, by using reservation policy as proxy for this, and women’s working status on incidences of domestic violence. Results show that women’s working status reduces incidences of domestic violence and more female friendly states have a lower likelihood associated with violence. Further to this, it is found that domestic violence increases when women earn more than men. Overall, results are mixed and possible policy recommendations are also outlined in each chapter.

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Gulyani, Sumila. "Rethinking resettlement--employment, negotiation, and land in Singrauli, India." Thesis, Massachusetts Institute of Technology, 1992. http://hdl.handle.net/1721.1/66748.

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Arrowsmith, James. "Older worker employment : managerial attitudes and organisational practice." Thesis, Manchester Metropolitan University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309884.

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Woodhams, Carol Anne Cruttenden. "Disability, equality and employment - on whose terms?" Thesis, Manchester Metropolitan University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.284865.

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Telles, Edward E., and Edward Murguia. "Phenotypic Discrimination and Income Differences Among Mexican Americans." University of Arizona, Mexican American Studies and Research Center, 1988. http://hdl.handle.net/10150/218633.

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Using a national probability sample of approximately 1,000 Mexican American heads of household, we analyze a subsample of 253 Mexican American male wage earners and present evidence of the importance of phenotype, measured by skin color and physical features, on earnings, controlling for other factors known to affect earnings. Even after controlling these variables, individuals with a dark and Native American phenotype continue to receive significantly lower earnings than individuals of a lighter and more European phenotype. A decomposition of differences in earnings reveals that most of the differential in earnings between the darkest one-third of the sample and the lighter two-thirds is due not to differences in endowments but rather to labor market discrimination. When taken as a whole, Mexican Americans in all phenotypic groups remain far from having incomes comparable to those of non-Hispanic whites.

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Tam, Pui-kam. "Empirical analysis of the gender earnings gap in Macau." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B15967438.

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Pierce, Kathleen Priscilla. "Asymmetrical perceptions of group-based employment disparities differences in subjective evaluations of advantage-based and disadvantage-based discrimination /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1150217547.

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Mariotti, Martine Georgia. "White control of black employment an analysis of the effects of apartheid era labor legislation on black employment in South Africa /." Diss., Restricted to subscribing institutions, 2008. http://proquest.umi.com/pqdweb?did=1619405951&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.

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Roseberry, Lynn M. "The limits of employment discrimination law in the United States and European Community /." Copenhagen : DJØF Publ, 1999. http://www.gbv.de/dms/spk/sbb/recht/toc/320896250.pdf.

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Acharya, Jyotirmayee. "Gendered Spaces: Craftswomen’s Stories of Self-Employment in Orissa, India." Doctoral thesis, Norwegian University of Science and Technology, Faculty of Social Sciences and Technology Management, 2004. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-214.

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The dissertation examines women’s capability in the intertwining of gender, craftwork and space in self-employment in the cottage industries sector (handicraft and handloom weaving) and the implications for workspace and well-being. This research is based on field research in four craft production localities in Orissa, India: Pipili, Puri, Bhubaneswar and Bargarh and explores craftswomen’s experiences and perceptions. Caught between old and new ways of labour demand and values in the commercial trade and tourist oriented crafts production, the gendered practices of women’s work in the unpaid work sphere inside becomes an important link between the private domain and public sphere of workplaces and business transactions. While increasing number of craftswomen continue to work in gendered homes, workshops and cooperative societies, balancing work, mobility, wages, and domestic responsibilities with little help from the men—kinships, officials, stakeholders—they do, however, maintain an ongoing struggle to challenge embedded gendered spatial relations, gendered practices and economic strategies within the family and in the workplaces.

This research explores how consideration of a more coordinated and sustained embodiment contributes to an understanding of craftswomen’s socio-spatial relations and processes of labour marginalization in unorganised self-employment; how bargaining for workspace occurs, what shape it takes, and under what circumstances collective actions may be successful, how marginalized experiences reinforce and challenge dominant notions of women’s roles in self-employment (gender needs, economy, kinship relations, sexual division of labour, religious and commercial practices), and how do familial positions deprive women of full participation in development. Further, the research explores what individual stories inform us on how an ethically just, flexible and Indocentric value-based society may be achieved, how ideologies of religious spaces and social factors underpinning gender and labour identity in traditional craft productions (re)shape economic practices; how craftswomen challenge embedded patriarchal relations within market institutions, less regulatory institutional structures and networks of social relations at various spatial scale to negotiate protected workplaces.

The theoretical and methodological shift in the Gender and Development debates within postmodernist developmental, feminist economic, and cultural geography discourses during the postcolonial years reflects a more general cultural turn across the subaltern workers’ studies—experiences on cultural and structural ideologies of economic liberalization practices—rejecting both positivists and its empiricists’ legacy and the substantive, focus on the marginalization of female labour. The clearly-grinded narrative analysis presented here is intended specifically to challenge practice approaches within development and economic geographies to show the significance of the culture of socio-spatial relations in determining and promoting marginalization of female labour and identity in self-employment and in presenting an alternative to capitalism.

The narratives situate and legitimate women’s (homeworkers and self-employees) ‘embodied knowledge’ to reveal how local economic practice in Orissa establishes and maintains gendered ideologies that structure material opportunities and agencies differentially for men and women. To get an overview of the mutual embeddedness of local and global relations of capitalism in the gendered ideologies and discursive practices, the case studies and articles draw on individual narratives (14) and group discussions (205 craftswomen and 29 craftsmen) and their subjective perceptions and values towards spatial dimension of sexual division of labour, caste, access, control and well-being, paid and unpaid practices of workspaces, and institutional relations are analysed. The story of individuals is about their struggle to become successful businesswomen and highlights the interrelationship between their actions, their perceptions of work and the socio-economic spaces that they have to relate to. Craftswomen’s voices on decent work possess a determination. They have begun to speak a language of subaltern capacitation. Their subjective perceptions, values and beliefs about the domestic division of labour, cultural-specific notions of appropriate producers, ‘impurity/purity of the body’, and ‘dutiful wives’, as well as the broader social and ideological underpinnings, underlie women’s self-employment in Orissa.

Craftswomen’s conviction that joint actions in cooperatives and trading should be facilitated succinctly capture the struggle of marginal women workers to overcome the sexual politics that play in the ideological creation on whose back crafts producers gain legitimacy. Their agency not only deconstructs their social world, but also for them to live their lives is to critique and unravel the day-to-day taken-for-granted sexual roles and labour processes in which they have been embedded. Narratives of craftswomen experiences reveal that self-employed women can act as role models for other women and contribute to capacitating women to undercut the private sector competitors (those who rely on clandestine labour). Apart from the local characteristics of place the success of crafts and weaving development lies in prioritizing women’s agency by organizing their own. I demonstrate capacitating women must, build on a feminist framework that is rooted in ‘Indocentric’ values and workplace ideology.

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Oosthuizen, Tania. "Discrimination based on age in labour law." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19484.

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This piece aims to prove that a compulsory retirement age can no longer be justified in South Africa as a constitutional state. In times where people are gradually reaching older ages due to advances in a variety of fields, it seemed that the concept of a compulsory retirement age requires an in depth consideration. This is especially measured against the backdrop of equality and discrimination legislation within The Republic of South Africa. The development of social security law provides the larger framework in which to understand the concept and intentions around retirement. Discrimination and equality legislation demonstrates that age as a listed ground for discrimination does not necessarily simplify the jurisprudence pertaining to it, especially where alternatives have been developed for continued employment. The main point of reference in the South African justice system concerning discrimination disputes is the Harksen v Lane test, whereas the principle encapsulated in Waco v Schweitzer, relates particularly to discrimination based on age. These judgements and subsequent application will be illustrated and considered during the course of this research. The influence of fund rules and fixed-term contracts on the situation will aim to show the reality of the situation. In an effort to show that the problem of an ageing workforce and retirement is not localised to South Africa, an international overview of other constitutional countries is included for context. The comparison goes further to include non-constitutional countries to illustrate the global issue. This comparison was also included in an effort to find alternative strategies that may be utilised in South Africa for retirement and age discrimination legislations and social policies.

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Leasher, Megan K. "DISCRIMINATION ACROSS THE SECTORS: A COMPARISON OF DISCRIMINATION TRENDS IN PRIVATE AND PUBLIC ORGANIZATIONS." Wright State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=wright1176748116.

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Ng, Hoi-kit Michael, and 吳海傑. "Criminal record: labeling and job search discrimination." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B30446715.

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Omerovic, Rijad, and Arda Kucukyavuz. "Discrimination in the German Labor Market : The migration crisis 2015 and its effect on discrimination." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105077.

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This paper analyzes how the explained and unexplained part of the Oaxaca-Blinder decomposition has changed due to a shift in attitudes towards immigrants in Germany. We use the migration crisis in 2015 as an exogenous source of variation in attitudes towards immigrants. As many studies analyze labor market discrimination, there are very few studies examining discrimination in the German labor market by conducting a natural experiment. In contrast to previous empirics, this paper sets out to explain and decompose the differences between immigrants and natives using a rather unique method. This paper is based on data from the European Social Survey (ESS) conducted in 2014 and 2016 and is analyzed using measures of public attitudes, the linear probability model, and the Oaxaca-Blinder decomposition. The results indicate that there are rather great differences in employment probabilities, human capital and family constellations between immigrants and natives. Measuring public attitudes, it is evident that there has been a general decline in positive attitudes towards immigrants post the migration crisis in 2015. Analyzing the Oaxaca-Blinder decomposition, it is evident that the unexplained (discriminatory) part of the decomposition has decreased which is referred to as a decrease in discrimination in the labor market. Even though that a general decline in positive attitudes towards immigrants is present, an increase in the unexplained part of the decomposition is not observed. As no correlation between public attitudes and the unexplained part of the decomposition is apparent, it is most likely that employers base their employment decision on the extent of information provided. This indicating that discrimination in the labor market most likely is due to statistical discrimination and not due to the preferences of the employer.

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Gregory, Jeanne. "Discrimination, employment and the law : a study of judicial and administrative procedures with special reference to the 1975 Sex Discrimination Act." Thesis, London School of Economics and Political Science (University of London), 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294282.

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Currie, Eilidh. ""What's the Alternative?": Attitudes of Discrimination Investigators Toward the Efficacy of Anti-Discrimination Law." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108767.

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Thesis advisor: Sarah Babb
American discrimination law is a paradox: it attempts to eradicate discrimination – an inherently systemic problem impacting the most marginalized groups – using bureaucratic procedures. As a result, public servants tasked with investigating violations of discrimination law must pursue the fulfillment of such a sweeping goal through incremental means, adhering to laws that define discrimination narrowly. There is an extensive literature arguing that this misalignment between the law’s driving goals and its methods of enforcement renders it ineffective; there is also considerable research on the public servant’s unique position in this sense. Applying these literatures together to twelve discrimination investigators at three state-level commissions, it seems investigators are aware of the law’s limitations, but are able to close the gap between the bureaucratic nature of their work and its driving goals by rationalizing these limitations, allowing them to remain idealistic about the efficacy of the law
Thesis (BA) — Boston College, 2020
Submitted to: Boston College. College of Arts and Sciences
Discipline: Departmental Honors
Discipline: Sociology

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Campbell, Sarah Ann Sparks. "Female infanticide in China and India: a comparative study." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B29520253.

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Saxena, Vibhor. "Essays on inequality and discrimination : caste, religion and gender in India." Thesis, Heriot-Watt University, 2014. http://hdl.handle.net/10399/2835.

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This thesis estimates the inequality on the basis of caste and religion, and analyses the socio-economic structural factors in determining sex ratios in India. In the first part of the thesis, the inequality spaces are determined by average household income and access to clean energy sources at the household level. The regression estimates suggest that the scheduled caste, scheduled tribes and Muslims are significantly worse off in comparison to the upper caste Hindu households (others) in the sample. However, the summary of the results in the first part is that the Muslim households appear to be either significantly better off or indifferent to the scheduled caste and scheduled tribe households. Post regression, Oxaca-Blinder methodology is also employed to measure the proportion of discrimination among the predicted outcomes in the first part of thesis. The results in the second part of the thesis, which distinguishes the discussion of child sex ratios (0-6 age group) from juvenile sex ratios (0-14 age group), show that the cultural factors play a major role in determining the child sex ratios, rather than women’s agency and economic development. However, the regression results of the juvenile sex ratios indicate the positive impact of economic development and women’s agency variables. The separate regression analysis of the tribal population in the second part suggests similarities between the regression results of the tribal population and the total population. However, the important deduction is that the scheduled tribes of India are emulating the culture of gender inequality with the increasing proximity of ‘Hindu population’. Failure of the previous policies and new suggestions are considered.

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Dlamini, David Vusi. "A comparative study of employment discrimination in South Africa and Canada." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/330.

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South Africa and Canada have emerged from a history fraught of inequalities, which were characterised by segregationist practices. Such inequalities have served as an epitome of discrimination taking place in the society and the workplace in both countries. Both South Africa and Canada had their discrimination affecting black peoples (Africans, Indians and Coloureds) and Aboriginal peoples (Indians, Inuits or Métis) respectively, women and people with disabilities. In both countries discrimination has polarised society. It is against this backdrop that both countries have attempted to eliminate unfair discrimination through the promulgation of relevant legislation that seeks to, inter alia, provide the regulatory framework in respect of employment discrimination. With the foregoing in mind, the purpose of this work is the provision of a selection of comparable aspects of employment discrimination in Canada and South Africa. This selection comprises discrimination on the basis of race, gender, sex, pregnancy, age and HIV/AIDS. The study uses, as its departure point, both countries’ constitutional framework to elicit the extent to which protection against unfair discrimination is extended to the workforce. Apart from looking at the constitutional provisions towards the elimination of unfair discrimination, reference is made to specific employment statutory provisions in order to provide a comprehensive and explicit picture of how workplace discrimination in both countries is regulated. The study focuses on substantive law from both countries about the above -mentioned aspects of discrimination. This is informed by the very nature and scope of the study because any concentration on procedural and evidentiary aspects of discrimination could lead to failure to achieve the objectives of the study. It also looks at specific Canadian and South African case law, judgments of the courts and jurisprudence in the field of employment discrimination in order that the reader is presented with a clearer picture of recent developments in addressing workplace inequalities.

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Drew, Erica N. "Attorney Decision Making in an Employment Discrimination Dispute Involving Personnel Selection." FIU Digital Commons, 2011. http://digitalcommons.fiu.edu/etd/428.

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A national sample of attorneys (N = 134) was surveyed to investigate how characteristics of a rejected applicant’s claim would affect subsequent claimant outcomes and appraisals. Equal Employment Opportunity Commission (EEOC) merit determinations positively influenced attorney representation decisions and confidence in favorable claimant outcomes. Attorneys found rejected applicant claims more credible when the claimant perceived the selection procedure to be unrelated to the target position and when the applicant was a racial minority. Attorney course of legal action was dependent on the interaction of both EEOC decision and applicant perceptions of job relatedness, such that more claimant supportive actions were observed when the EEOC found merit and the applicant perceived the selection procedures to be job unrelated. The impact of organizational efforts in validation, scoring procedures, and adverse impact reduction were explored in regard to settlement and litigation outcomes. Exploratory analyses identified best practices in regard to these issues.

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Mong, Sherry Newcomb. ""Down and out": the employment discrimination experiences of African American men." The Ohio State University, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=osu1407405457.

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39

Fredericks, Fadwah. "The effect of affirmative action on the reduction of employment discrimination." Thesis, University of the Western Cape, 2016. http://hdl.handle.net/11394/5265.

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Magister Commercii - MCom
South African labour relations are associated with a history of extensive discrimination and segregation, subject to various types of discrimination during the apartheid era, including employment discrimination. This study explores the effect of Affirmative Action on the reduction (if any) of employment discrimination since the advent of democracy. It investigates whether the extent of employment discrimination by race and gender has decreased, 20 years since the economic transition. The first part of the study gives an overview of the South African labour legislations, both discriminative legislations and statutes aimed at redressing the imbalances of the past. The empirical part of the paper employs a sample that represents the labour force (excluding informal sector workers, agricultural workers, domestic workers and self-employed) aged between 15 and 65 years. The methodology in this study firstly estimates probit models describing the labour force participation, employment and occupational attainment, followed by the Oaxaca-Blinder decomposition, using data from OHS 1997-1999, LFS 2000-2007, QLFS 2008-2014 and NIDS 2008-2012. The OHS/LFS/QLFS decomposition results show that the unexplained component of the White-Black employment probability gap does not reveal any strong downward trend overtime. Also, results on the occupational attainment gap indicate that there was an increasing occupational attainment probability gap between Whites and Blacks which was partially driven by an increase in the unexplained component. This implies that Affirmative Action was not successful in reducing racial discrimination in the South African labour market. Additionally, the unexplained component is most dominant in the male-female employment gap decomposition. This suggests employment discrimination against females is very serious. However, the male-female highly-skilled employment likelihood shows no clear trend over time. These results suggest that when it comes to employment discrimination against females, this may have taken place more seriously when it comes to the unskilled or semi-skilled occupations.

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Niu, Yuanlu. "How facial attractiveness of Chinese female applicants affects the decisions regarding a hypothetical employment evaluation." OpenSIUC, 2018. https://opensiuc.lib.siu.edu/dissertations/1562.

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The purpose of this study was to explore how facial attractiveness of female job applicants influences the decision-making regarding a hypothetical employment evaluation in China. The study examined the effects of raters’ gender, job applicants’ facial attractiveness, and job applicants’ professional qualifications (education attainment and the years of work experience) on the interview selection, hiring, and salary decisions in a hypothetical situation. To examine the research hypotheses, a laboratory or “controlled” experiment was conducted in this quantitative study. There were two stages in this study. In Stage I, participants were recruited to rate 20 female facial photos, and based on the rating, the researcher selected two attractive photos and two unattractive photos to use in Stage II. In Stage II, college students of Human Resource Management (HRM) were recruited to evaluate six female job applications for an administrative assistant position in a hypothetical situation. Each application included one resume (high professional qualification or low professional qualification) and a photo indicator (an attractive photo, unattractive photo or no photo). Both Stage I and Stage II were within-subjects designs, also known as “repeated measures” designs. The study concluded that lookism or attractiveness bias existed in the hypothetical employment evaluations for the female applicants. Attaching an attractive photo on the resume was a benefit for the female applicants applying for the administration assistant position. Both male and female raters were more likely to interview, hire, and offer a higher salary to applicants with an attractive photo than the ones with an unattractive photo or without a photo in all of the hypothetical situations. However, male raters were more sensitive to the physical attractiveness of applicants than the female raters. Therefore, the issues of lookism or attractiveness bias in the workplace should be addressed. The author suggested that an application system should be designed and implemented which could prevent lookism at the early stages of the hiring process. Also, clarifying the definition of physical appearance discrimination and establishing legislation specific to physical appearance discrimination would be helpful to reduce the issues of lookism. Diversity training should be provided to employers and employees in the workplace to increase awareness of employment lookism. In future studies, the actual human resource (HR) professionals could be included to explore the effect of facial attractiveness on their employment decisions in the actual workplaces across different occupations and different cultures. In addition, future research could include several potential variables to control for a potentially significant aspect, such as rater’s attractiveness, rater’s age, years of rater in their professional field, or applicant’s gender.

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Morel, Sylvie. "Penurie d'emploi et discrimination à l'endroit des femmes sur le marche du travail." Thesis, McGill University, 1987. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61272.

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This thesis analyses the relation between the phenomenon of job scarcity and discrimination against women in the labour market. Job scarcity, that is the inadequate quantity of available jobs relative to the number of persons able to hold them, which is a chronic problem, has played an important role in the development of discrimination. The hypothesis of the thesis is that a positive relation exists between discrimination against women and job scarcity: as employment opportunities deteriorate discrimination intensifies.
The thesis verifies the discriminatory effects of job scarcity by examining the process of job allocation in the economy. An historical study covering the end of the last century to the crisis of the 1930's is the vehicle used to examine the employment rationing mechanisms that consolidated discriminatory practices.

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Garcia, Lisette Marie. "The hidden injuries of racial employment discrimination a qualitative analysis of depression and psychological distress /." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1245362032.

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Leck, Joanne. "Employment equity programs in Canada's federal jurisdiction." Thesis, McGill University, 1991. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=70313.

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Since the introduction of the Employment Equity Act in 1986, organizations in Canada's federal jurisdiction have been required to adopt Employment Equity Programs (EEPs) designed to increase the presence of four traditionally under-represented groups: women, aboriginal peoples, disabled persons, and visible minorities. This dissertation reports the results of a study that identifies the type of EEPs organizations subject to the Act have adopted, examines the impact that EEPs have had on hiring and promotion, and identifies what makes an EEP effective. Results suggest that organizations that adopt EEPs that are more formalized, more comprehensive, and better supported are more likely to hire and promote a representative number of designated group members (especially non-minority women and members of visible minorities). Implications for practitioners and policy makers are discussed.

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Meschi, Maria Meloria. "Female labour supply and wage discrimination in the Italian labour market." Thesis, University of Warwick, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.388640.

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Homer, Lori E. "Status characteristics, perceived similarity, and institutional legitimacy in promotion recommendations /." Thesis, Connect to this title online; UW restricted, 2004. http://hdl.handle.net/1773/8801.

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Whitney, Stuart B. "The dialectics of exploitation and discrimination in the labour market : toward a Marxist theory of racial conflict." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/25533.

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Since the conjoint development of capitalism and the nation-state in eighteenth century Europe, the practical and theoretical problems of socio-economic reproduction and socio-political order have confronted social scientists of all ilks as different sides of the same coin. In its infancy, sociology drew its formative inspiration from classical political economy, and long after the new discipline had carved out its own niche from the theoretical vacuum created by the rise of neoclassical economics, the dialogue between social and economic theory persisted, especially within the Marxist tradition. Nowhere is this symbiotic relationship more apparent than in the field of labour market studies. The labour market constitutes a microcosm of capitalist society where the related problems of economic reproduction and social order are manifest in their myriad, contradictory forms. One such form is the dyad of racial inequality and conflict. This thesis focuses on how racial conflict is conceived in the contemporary Marxist, neoclassical economic and Weberian literature, and examines the contribution of radical labour market theory to a Marxist theory of racial conflict. The purpose is to meet the challenge extended by a recent, neo-Weberian critique and reformulation of class theory as a unified, theoretico - methodological framework for articulating the relationship between racial groups and social classes, racial conflict and class struggle in the labour market, community, state and international system. It concludes that radical labour market theory represents an important departure from previous Marxist approaches to race and class. Theoretically, radical labour market theory breaks with Marxist tradition by distinguishing group forms of domination like discrimination, from class forms like exploitation, and by relating group and class, market and production relations to racial conflict and class struggle. Methodologically significant is the attempt to apply a non-reductionist class analysis that situates the race - class nexus in the historical context of collective struggles in a dynamic, open-ended class formation process. The implications of these theoretical and methodological directives for Marxist theories of race, class and the State are critically evaluated, and a non-reductionist model of racial conflict is proffered as a preliminary step toward a Marxist theory of inter-group conflict.
Arts, Faculty of
Sociology, Department of
Graduate

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Dick-Mosher, Jennifer. "Bodies in Contempt: A Mixed Methods Study of Federal ADA Employment Cases." Thesis, Virginia Tech, 2013. http://hdl.handle.net/10919/78060.

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This paper draws on theories of gendered organizations to examine discrimination against people with disabilities in the workplace. A sample of 200 cases which document disability discrimination lawsuits was drawn from the Westlaw legal database. Each case was coded for gender, job, disability and discrimination type and analyzed using multinomial logistic models. Of those 200 cases, 34 were selected for in depth qualitative analysis. This study finds that disability type and gender do have an influence on the type of discrimination someone is likely to experience. In addition, the qualitative analysis finds that the social processes of discrimination differ based on job type and gender pointing to intersections of disability and class as well as gender and disability.
Master of Science

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48

Coleman, De'Nean MeChele. "The effect of discrimination on hiring practices." CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/524.

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Cameron, Sean Michael. "Employment Credit Checks: Through the Lens of Organizational Justice and Workplace Discrimination." OpenSIUC, 2014. https://opensiuc.lib.siu.edu/dissertations/942.

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The use of consumer credit background checks in employee selection has been increasing and, in recent years, has been the topic of heated debate. Supporters and opponents contest the benefits and consequences of the use of credit background checks for personnel selection, with arguments on both sides predominantly based on anecdotal evidence; empirical research is missing from the debate. The lack of research to support these arguments is concerning due to the historical, evidence-based, relationship between employee selection and organizational justice. Job applicants pursue employment to fulfill economic and socio-economic needs and expect fair processes and outcomes. Imbalances in the input-to-output ratio have been suggested to result in behavioral outcomes intent to restore balance. Two experimental studies examined justice-related consequences of the use of ECCs in personnel selection. Study 1 examined potential applicants' perceptions of organizational justice as well as their engagement in both pro-social (organizational citizenship behaviors-OCB) and anti-social (counterproductive workplace behavior-CWB) behavior as a result of failing a job selection hurdle on the basis of a poor ECC outcome (in comparison to a standard personnel selection criteria- job qualifications and work experience). A sample of adults (N = 171) was recruited from Amazon MTurk to ostensibly pilot test an online employee selection battery. They were randomly assigned to either pass both the ECC and Job Qualifications/Experience tests or to fail one or the other (thus being dropped from further consideration). Applicants denied employment based on their consumer credit experienced significantly lower distributive and procedural justice. They were also more likely than those denied employment on the basis of qualifications and experience and those passing both assessments to engage in a CWB. There were no effects on OCB. The effect of failing on the basis of ECC on CWB engagement was mediated by justice perceptions. Study 2 examined how applicants with weak credit, in comparison to applicants with weak qualifications/experience are perceived by raters. Study 2 also examined the potential for disparate treatment against minority applicants on the basis of ECCs - an issue of distributive justice. A similar sample of (N = 155) working adults recruited from Amazon MTurk were asked to make personnel selection judgments of applicants who varied by type of Applicant Credential (weak consumer credit history but strong job qualifications and experience; or weak job qualifications and experience but strong consumer credit history) and race (White/Black). Type of Applicant Credential significantly affected employability ratings such that those with weak qualifications and experience but strong credit were rated as less employable than those with strong qualifications/experience but weak credit. Also, applicants with weak credit (but strong qualifications/experience) were perceived as more likely to exhibit behavioral indicators of fraud than applicants with weak qualifications/experience (but strong credit). Race of the applicant did not moderate these effects. These studies provide evidence of both individual, and organizational, level outcomes associated with the use of ECCs as well as potential retaliatory behavior (CWB) directed at the organization from applicants denied employment based on credit. However, the findings also suggest that ECCs are not prone to race discrimination effects. The findings fill a necessary gap in the research literature by providing empirical evidence directly related to the use of consumer credit in selection.

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Chopra, D. "National Rural Employment Guarantee Act, India : towards an understanding of policy spaces." Thesis, University of Cambridge, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.597642.

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My research analyses the spaces in which state and society interact in the Indian policy context. The main concern is to elucidate the nature of the boundary between state and society actors in policy processes, through a detailed look at a recently formulated social policy, the National Rural Employment Guarantee Act, 2005 (NREGA), hailed as an historic social policy in terms of its provisions, and the largest social welfare program of its kind. This work suggests that it is important to understand this policy in the context of the twin pressures of neo-liberal growth and welfare demands (expressed through the channels of democracy and civil society) that confront the contemporary Indian state. The central question is: What is the nature of the political spaces in which state and society interact in the policy context, and how are these spaces shaped by the exercise of power? The methodology has been primarily qualitative, with in-depth interviews with policy actors and documentary evidence analysed through qualitative techniques. Most of these actors were policy elites, and included government bureaucrats, senior politicians, social movement activists, academics and trade union leaders. This has been supplemented by the use of Q-methodology, which helped to identify key discourses and triangulate the qualitative evidence. My analysis points towards three themes as critical in understanding the spaces in which state and society interact: porosity, participation and power. I use empirical evidence to propose the concept of porosity as characterising policy spaces. This implies that policy domains and processes are permeated by actors and discourses. The blurred boundaries of these actors and discourses help to break down the boundaries that often characterise ‘state’ and ‘society’ relations. The second theme of participation is illustrated through identifying a changing and yet extensive stream of actors and discourses that influence policy spaces over time. Finally, my work demonstrates how power is exercised across and within policy spaces through its discursive elements, and thereby responds to recent calls for decentring our understanding of the geographies of power within contemporary Indian politics. This research suggests that focusing on ‘iterative and porous policy spaces’ may be a way to capture the complicated ambiguity and dynamism of policy contexts, without losing the analytical detail that a process- centric or discursive approach to policy provides.

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

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