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Dissertations / Theses on the topic 'Diversity management. Discrimination'

Author: Grafiati

Published: 9 March 2023

Last updated: 31 July 2025

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1

Sakalová, Silvia. "Diverzity management - postoje vysokoškolských študentov." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-205771.

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This thesis deals with diversity and diversity management. The aim of this work is to analyze how are young people affected by supporting diversity and implementation of diversity management by the company and see what awareness students have of diversity and diversity management, what attitude have young people towards diversity in the workplace and opinions of young people on discrimination in the workplace. Quantitative research was chosen as analysis method. The students of economics were selected as target group. Research has shown that students have a very good knowledge of diversity. Aw

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2

French, Erica. "Strategic equity management in the Australian private sector." Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/15887/1/Erica_French_Thesis.pdf.

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Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current kno

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3

French, Erica. "Strategic Equity Management in the Australian Private Sector." Queensland University of Technology, 2003. http://eprints.qut.edu.au/15887/.

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Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current kno

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4

Heitzmann, Daniela, and Uta Klein. "Diversity." Universitätsbibliothek Leipzig, 2017. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-220226.

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Unter Diversity (dt.: Vielfalt) wird die Heterogenität und Diversifizierung sozialer Lebenslagen und sozialer Zugehörigkeiten verstanden, die in Folge von unter anderem Migrationsbewegungen, veränderten Geschlechterbeziehungen und der Pluralisierung von Familienformen in westlichen Gesellschaften zunehmen bzw. stärker thematisiert werden als zuvor. Dabei ist eine Lesart vorherrschend, die Diversity als gesellschaftliche und besonders als ökonomische Ressource, als Potenzial, betrachtet.

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Imoni, Henry Odiri. "Exploring Ethnic Diversity on Managerial Choices in Nigeria." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6048.

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In Nigeria, most citizens between the ages of 20-60 believe that ethnicity is the leading cause of discrimination. The central problem addressed in this study was how ethnic diversity influenced managerial choices in Nigeria. The purpose of this qualitative case study was to explore the role of ethnicity in managerial choices in a Nigerian federal traffic management agency to gain an understanding of how ethnicity influenced managers' recruitment, placement, and promotion of employees. Complexity theory and a consideration of African management practices constituted the conceptual framework. P

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6

Heitzmann, Daniela, and Uta Klein. "Diversity." Christian-Albrechts-Universität zu Kiel, 2015. https://ul.qucosa.de/id/qucosa%3A15385.

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Unter Diversity (dt.: Vielfalt) wird die Heterogenität und Diversifizierung sozialer Lebenslagen und sozialer Zugehörigkeiten verstanden, die in Folge von unter anderem Migrationsbewegungen, veränderten Geschlechterbeziehungen und der Pluralisierung von Familienformen in westlichen Gesellschaften zunehmen bzw. stärker thematisiert werden als zuvor. Dabei ist eine Lesart vorherrschend, die Diversity als gesellschaftliche und besonders als ökonomische Ressource, als Potenzial, betrachtet.

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7

Hekšová, Tereza. "Diverzita ve společnosti ČSOB." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-206261.

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This thesis deals with diversity and its level in the company CSOB. The main objective is to describe the current situation, make an analysis, identify strengths and weaknesses and come up with suggestions for the company and government, which would have positive effect on diversity. The methods used in this work include an analysis of internal documents, comparison of theory and practise and personal interview with responsible manager. The thesis is divided into two main parts, theoretical and practical. The theoretical part is based on study of literature, legislation and actual studies and

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8

Junuzi, Benita, and Envera Aljic. "Hur arbetar äldreomsorgen i Kommun NN förebyggande mot etnisk diskriminering och hur upplever anställda det förebyggande arbetet? : En kvalitativ studie." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35477.

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Denna empiriska studie ämnade till att undersöka hur äldreomsorgen inom kommun NN (påhittat namn) arbetar förebyggande mot etnisk diskriminering samt upplevelser kring detta arbete. Studien hade en kvalitativ ansats med en psykologisk utgångspunkt där semistrukturerade intervjuer genomfördes på både arbetstagare och enhetschefer för att sammanställa en helhetsbild av arbetet. Författarna genomförde ett målinriktat urval av organisation och därefter ett bekvämlighetsurval av respondenter. Detta resulterade i åtta deltagare (n=8) varav fyra av dessa var enhetschefer och fyra var undersköterskor,

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9

Gildenhuys, Annelie. "Leadership style as a component of diversity management experience / Annelie Gildenhuys." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2006.

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10

Opperman, Theo. "An analysis of the sexual orientation discrimination framework in the public sector : the case of Stellenbosch Municipality." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/2822.

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Thesis (MA (Public and Development Management))--University of Stellenbosch, 2009.<br>Sexual orientation (discrimination) as a part of diversity management in organisations is a controversial issue and people in management positions are not always comfortable to address issues relating to gay employees. This is evident from the lack of adequate policies and processes that exist within public organs. Ignorance and prejudice, heterosexism and homophobia, religious and moral beliefs and stigmatisation contribute to why employees discriminate against their co-workers based on sexual orientation.

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11

Sahin, Poyraz. "Discrimination perçue au travail et (ré)aménagements identitaires de jeunes recrues d'orientation sexuelle minoritaire." Thesis, Paris 10, 2018. http://www.theses.fr/2018PA100112.

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L’étude conduite porte sur l’exploration de la période d’intégration des nouvelles recrues se reconnaissant une orientation sexuelle homosexuelle ou bisexuelle. A partir d’une recherche qualitative, nous posons l'hypothèse générale selon laquelle les processus d’intégration, de socialisation organisationnelle et de construction des intentions professionnelles d’avenir seraient influencés par la présence de normes hétérosexistes et d’une discrimination perçue au travail, d’une part, et par l’identité sexuelle construite antérieurement dans les différentes sphères de vie d’autre part. Nos donnée

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12

Pagáčová, Ilona. "Zavedení koncepce age managementu ve vybrané organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193194.

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Age management is closely related to professional abilities and their maintaining trough advanced age. Thesis examines topic from point of view of corporations and its goal is to analyze and amend existing recommendations for implementation of the concept in Czech Republic. In order to achieve this goal, companies that engage in Age management implementation were addressed. Interviews were conducted in HR departments of three major corporations. This revealed that the concept is not widely used in Czech Republic at this time. There are no complex strategies and age management is being applied

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13

Govender, Vanisha. "Linking the advancement of women to senior management positions and gender barriers." Unisa, 2005. http://hdl.handle.net/10500/147.

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Look at the challenge of gender equity and global trends and its impact on Eskom<br>Women form 52 percent of the adult population in South Africa, the majority of the population, but their status in the workplace is marginalized. The Commission of Employment Equity 2003 report revealed that women represent only 37% of the total workforce and 21% of all senior management positions and only 14% of top management positions. The study firstly investigates if gender barriers are creating obstacles for the advancement of women to senior management positions. The evidence of the research indica

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14

Ben-Galim, Dalia. "Equality and diversity : the gender dimensions of work-life balance policies." Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:d078b9c7-ceab-454c-a1b6-09ebe88fb725.

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This thesis analyses the gender dimensions of work-life balance policies in the UK. It focuses on three related questions: firstly, to what extent are work-life balance policies framed by 'diversity'; secondly, how does this impact on the conceptualisation and implementation of work-life balance policies (in government and in organisations); and thirdly, what are the implications for gender equality? Through analysing published research, the UK Government's work-life balance agenda and data generated from three selected case study organisations, the prominent dimensions of diversity that shape

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15

Bertereau, Camille. "Caractérisation des stéréotypes de genre et développement d’une échelle de mesure de l’idéologie de genre en contexte organisationnel." Thesis, Université Clermont Auvergne‎ (2017-2020), 2019. http://www.theses.fr/2019CLFAD022.

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Les stéréotypes de genre et l’idéologie de genre ont donné lieu à la création de nombreux outils de mesure en psychologie sociale. Néanmoins, si certains travaux en GRH ont mis en évidence le rôle important des stéréotypes de genre dans le maintien de ces inégalités entre les sexes (Heilman, Block, et Martell, 1995 ; Rudman et Phelan, 2008 ; Cornet et Cadalen, 2009), exceptés quelques rares études (Martell et DeSmet, 2001 ; Scharnitsky, 2012), la mesure des représentations sexuées n’a que très rarement été utilisée comme levier d’action organisationnel. De plus, peu de recherches récentes se s

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16

CASSANO, GIULIA. "IL MULTICULTURALISMO NEL RAPPORTO DI LAVORO." Doctoral thesis, Università degli Studi di Milano, 2022. http://hdl.handle.net/2434/925248.

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The research conducted in this doctoral thesis aims to investigate the protection offered by labour law to multicultural workers. The problem is analysed from the angle of the prohibitions of discrimination. It first reconstructs the regulatory framework, at an international, European and Italian level, with particular reference to the analysis of the risk factors directly connected with the phenomenon of multiculturalism (ethnic origin, language, race, religion). It then goes on to study the structure of the prohibitions of discrimination, dwelling on the possible configurability of a right t

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17

Pavão, Helder Carlos Veludo Mena. "Diversidade e igualdade de oportunidades : estudo comparativo das realidades empresariais portuguesa e belga face à imigração." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/11281.

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Mestrado em Gestão de Recursos Humanos<br>A Gestão de Recursos Humanos tem uma importância preponderante na composição de uma equipa de trabalho diversificada. Tendo como finalidade atingir os objetivos estratégicos da organização, recorre ao recrutamento e selecção - externo ou interno ? para promover a diversidade, que pode ser ao nível da idade, questões de género, orientação sexual, raça entre outros. Considera-se que a gestão da diversidade é resultado de uma evolução da igualdade de oportunidades, abarcando uma pluralidade de dimensões, antes postas de parte, sendo uma ferramenta indispe

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18

Ogliari, Carlos Eduardo do Nascimento. "A orientação das pessoas em relação à diversidade da força de trabalho: um estudo de caso na volvo do Brasil." reponame:Repositório Institucional do FGV, 2009. http://hdl.handle.net/10438/4244.

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Submitted by paulo junior (paulo.jr@fgv.br) on 2010-03-10T17:18:36Z No. of bitstreams: 1 Carlos Ogliari.pdf: 2686878 bytes, checksum: 344e88e8e77dbc9a4e284335cf5e1920 (MD5)<br>Approved for entry into archive by paulo junior(paulo.jr@fgv.br) on 2010-03-10T17:19:00Z (GMT) No. of bitstreams: 1 Carlos Ogliari.pdf: 2686878 bytes, checksum: 344e88e8e77dbc9a4e284335cf5e1920 (MD5)<br>Made available in DSpace on 2010-03-11T18:41:56Z (GMT). No. of bitstreams: 1 Carlos Ogliari.pdf: 2686878 bytes, checksum: 344e88e8e77dbc9a4e284335cf5e1920 (MD5) Previous issue date: 2009-05-10<br>Este trabalho disc

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19

Baskaran, Laksana, and Emelie Jin. "From Conversation to Action : Perceptions and Practices of Allyship in aSwedish Workplace Context." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-296342.

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Motivated by laws and regulations, moral grounds or the potential business advantages a more diverse workforce might bring, Diversity Management has become an ubiquitous part of organizational practices. Still, minorities are regularly exposed to social and structural discrimination at their workplaces. Allyship mayplay a vital role in changing this. The purpose of this thesis is to explore how allyship is perceived and practiced in a Swedish organization whose members have undergone training in allyship. In short, workplace allyship is the support and advocacy for the inclusion, belonging and

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20

Tandé, Alexandre. "Lutter contre les discriminations éthno-raciales et/ou promouvoir la diversité ? : le développement d'une action publique ambigüe en région de Bruxelles-Capitale (1997-2012)." Thesis, Lille 2, 2013. http://www.theses.fr/2013LIL20014.

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A Bruxelles comme dans d’autres contextes régionaux et nationaux, de nombreux professionnels et spécialistes présentent les notions de discrimination et de diversité dans le domaine de l’emploi comme « les deux faces d’une même pièce » : au dépassement de la première répondrait l’avènement de la seconde. Considérant ce discours comme problématique, nous retraçons dans notre thèse l’émergence et le développement de l’action publique bruxelloise de lutte contre les discriminationsethno-raciales et de promotion de la diversité en matière d’emploi, depuis la fin des années 1990. Dans une perspecti

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21

Pérugien, Sabrina. "La construction d'une culture organisationnelle en faveur de la diversité dans l'enseignement supérieur : monographie d'une recherche-intervention menée au sein d'une business school française." Thesis, Strasbourg, 2015. http://www.theses.fr/2015STRAB004.

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De « facture classique », cette thèse se veut particulièrement originale tant dans le choix de l’objet investigué que dans les résultats obtenus. En s’attachant à mieux comprendre la dynamique qui a prévalu au cours de l’intégration stratégique d’un projet culturel et managérial en faveur de la diversité dans une organisation du Supérieur, ce travail s’inscrit à la lisière de la stratégie et de la GRH. Il prend son origine dans le cadre général des études traitant de la non-discrimination et du management de la diversité en France, en s’intéressant toutefois à une organisation particulière pui

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22

Zadražilová, Lucie. "Multikulturalita firem v EU." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-76393.

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The topic of the thesis is Multiculturalism of the companies in the European Union as one of the approach of managing cultural diversity. The aim of the thesis is to provide an overview on different approaches to this topic based on different materials already published as well as on good practices used in the companies. The main question of the thesis is: DO the companies on the EU market go toward the model of multicultural organization? The thesis contains of four parts. The first one explains most important terms which are multiculturalism, diversity and diversity management. It also summa

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Jäckle, Monika. "Geschlechterdispositiv." Universitätsbibliothek Leipzig, 2017. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-220305.

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Der Begriff Geschlechterdispositiv verweist auf den Dispositiv-Begriff bei Michel Foucault und umfasst das machtvolle Zusammenspiel von hegemonialen Geschlechternormen in Gestalt von gesellschaftlich-kulturellen Leitbildern (Diskursen), von institutionellen Regelungen wie Geschlechtsrollenverteilungen (Institutionen), von vergeschlechtlichten Praktiken im Sinne des doing gender (Praxis) und von geschlechtlichen Identitätsangeboten (Subjektivität). Die Konstruktion von Geschlecht ist mit Machtbeziehungen und Wahrheitspolitiken verbunden. Das Geschlechterdispositiv stellt damit auch eine Analyse

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24

Reith, Stefanie Landim. "Programas de diversidade de recursos humanos: uma análise sobre sua adoção no Brasil." Universidade Federal de São Carlos, 2014. https://repositorio.ufscar.br/handle/ufscar/3774.

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Made available in DSpace on 2016-06-02T19:52:08Z (GMT). No. of bitstreams: 1 6297.pdf: 1546013 bytes, checksum: 7fda6a0bebfe08814f56559ade53124a (MD5) Previous issue date: 2014-08-04<br>Financiadora de Estudos e Projetos<br>The purpose of this master´s degree thesis is to analyze the adoption of diversity programs for inclusion of women and blacks in companies in Brazil. We chose to conduct the survey on companies listed on the ranking "Melhores Empresas para Você Trabalhar" (Best Companies to Work For), in which they participate for human resources management practices evaluated as advanced

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Jäckle, Monika. "Geschlechterdispositiv." Universität Augsburg, 2014. https://ul.qucosa.de/id/qucosa%3A14372.

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Der Begriff Geschlechterdispositiv verweist auf den Dispositiv-Begriff bei Michel Foucault und umfasst das machtvolle Zusammenspiel von hegemonialen Geschlechternormen in Gestalt von gesellschaftlich-kulturellen Leitbildern (Diskursen), von institutionellen Regelungen wie Geschlechtsrollenverteilungen (Institutionen), von vergeschlechtlichten Praktiken im Sinne des doing gender (Praxis) und von geschlechtlichen Identitätsangeboten (Subjektivität). Die Konstruktion von Geschlecht ist mit Machtbeziehungen und Wahrheitspolitiken verbunden. Das Geschlechterdispositiv stellt damit auch eine Analyse

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26

Sinclair, Donna Lynn. "Caring for the Land, Serving People: Creating a Multicultural Forest Service in the Civil Rights Era." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2463.

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This qualitative study of representative bureaucracy examines the extension and limitations of liberal democratic rights by connecting environmental and social history with policy, individual decision making, gender, race, and class in American history. It documents major cultural shifts in a homogeneous patriarchal organization, constraints, advancement, and the historical agency of women and minorities. "Creating a Multicultural Forest Service" identifies a relationship between natural and human resources and tells a story of expanding and contracting civil liberties that shifted over time f

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27

Tande, Alexandre. "Lutter contre les discriminations ethno-raciales et/ou promouvoir la diversité dans le domaine de l'emploi ?le développement d'une action publique ambiguë en Région de Bruxelles-Capitale, 1997-2012." Doctoral thesis, Universite Libre de Bruxelles, 2013. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/209546.

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A Bruxelles comme dans d’autres contextes régionaux et nationaux, de nombreux professionnels et spécialistes présentent les notions de discrimination et de diversité dans le domaine de l’emploi comme « les deux faces d’une même pièce » :au dépassement de la première répondrait l’avènement de la seconde. Considérant ce discours comme problématique, nous retraçons dans notre thèse l’émergence et le développement de l’action publique bruxelloise de lutte contre les discriminations ethno-raciales et de promotion de la diversité en matière d’emploi, depuis la fin des années 1990. Dans une perspecti

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28

Veldsman, Dehlia Melissa. "Perceptions of diversity management in a public sector organization /government institution within the Western Cape." 2013. http://hdl.handle.net/11394/3828.

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Magister Commercii - MCom<br>In modern organisations, diversity management is seen as an important factor for success. If diversity is not managed correctly, it could impact how and if organisations meet their goals. The purpose of diversity management is to get to a point of utilisation of skills of individuals. Research (Erasmus, 2007) suggests that diversity management success is highly dependent on perceptions of employees. The main intent of the current research was to gain an insight into employee perceptions around workforce diversity. These perceptions were evaluated using the Workplac

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Tjale, Tsedile Ethel. "The relationship between diversity management and organisational climate." Diss., 2015. http://hdl.handle.net/10500/19976.

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This study is within the field of Industrial and Organisational Psychology. It focuses on the relationship between diversity management and organisational climate dimensions. The literature review indicates that most of the research conducted on these two concepts, diversity management and organisational climate investigated the concept diversity, not diversity management (Cox, 1993; Hicks-Clarke & Hies, 2003). This study specifically explores diversity management in a retail organisation. The empirical component of the study includes confirmatory factor analysis, reliability analysis a

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Steklíková, Eliška. "Koncepce age managementu v organizacích v České republice." Master's thesis, 2012. http://www.nusl.cz/ntk/nusl-305652.

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This diploma thesis summarises current approaches to age management, or human resources management taking in account the age and skills of employees in the Czech Republic. The theoretical part of this paper deals with the background of this concept, describes the present demographical development, its consequences in the labour field, and the problem of aging population which is visible in the need to adapt applied management strategies in organisations to this trend. There are mentioned several programmes, thoughts, and legislative measures on which the newest concepts and strategic plans in

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Vejdělková, Veronika. "Podoby aplikace age managementu v českém prostředí." Master's thesis, 2017. http://www.nusl.cz/ntk/nusl-358172.

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The thesis deals with the issue of Age Management and the application forms of organizations in the Czech working environment. This thesis was initially dedicated to defining the concept of Age Management and also to present its historical development. It also includes its consistency with the demographic situation. Wider attention is paid to the application of Age Management in practice and the use of specific tools and measures that are used by organizations. This paper also highlights the main benefits and importance of Age Management. There are few selected researches concerning this subje

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Mitošinková, Tereza. "Vliv strategického řízení diverzity na postavení žen ve firemním prostředí." Master's thesis, 2014. http://www.nusl.cz/ntk/nusl-334731.

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The main theme of the thesis is the position of women on the labour market and the related fact that positions with major decision making competences are represented by absolute minimum of women. Intentional support of and managing diversity in corporate environment could be, therefore, one of the effective instruments forming more balanced representation of men and women across the corporate structure and hence on labour market but eventually in society as a whole. In the thesis are discussed benefits and difficulties of strategic diversity management in the corporate environment. The researc

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Ciocca, Eller Christina. "Organizational Effects on Bachelor's Degree Completion for the New Majority." Thesis, 2019. https://doi.org/10.7916/d8-74ny-f431.

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Higher education in the United States has experienced a revolution over the past half-century, with more students of color and low-income students attending college than ever before. This compositional change has emerged in parallel with an exponential expansion of the higher education sector, both in its size and variety. As a result, racially-diverse and less-resourced students attending public and for-profit commuter colleges, rather than white, high-resource students attending private residential colleges, comprise today’s “new majority” of college enrollees. Yet despite new majority stude

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De, Witt Delano Errol. "The views of management on affirmative action in Telkom SA Ltd." 1996. http://hdl.handle.net/10500/17990.

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The success or failure of implementing affirmative action lies with the management of enterprises. This research - based on a literature study, questionnaires completed by 200 respondents and the researcher's model for the implementation of affirmative action - focuses on management's views on aspects of importance for affirmative action to succeed in the enterprise. From the views of management it is clear that • the more closely affirmative action impinges on the career expectations of the current incumbents, the more resistance and non ownership can be expected • the affirmative ac

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Kola, Malose Isaac. "Managing employment equity in South Africa." Thesis, 2012. http://hdl.handle.net/10500/8839.

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South African universities have embarked upon a wide range of initiatives to foster and acclimatise to new social development needs of the society. A significant area of change involved implementation of employment equity. This study investigated the manner in which universities manage employment equity.The composition of staff in higher education institutions fails to reflect the demographic realities of South Africa.As a result, black people and women are still severely under-represented, especially in senior academic management positions. Universities are slowly, but steadily redire

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Neves, Rita Oliveira. "Imigração, a realidade dos trabalhadores imigrantes e a diversidade cultural nas organizações - Revisão de literatura." Master's thesis, 2020. http://hdl.handle.net/10316/94563.

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Dissertação de Mestrado Integrado em Psicologia apresentada à Faculdade de Psicologia e de Ciências da Educação<br>A presente revisão de literatura pretende focar-se em dois temas que estão interligados e se mostram relevantes na atualidade: a imigração e a diversidade cultural. Na realidade, a imigração sempre foi um tema controverso na história das sociedades humanas e, mais recentemente, na história dos estados-nação, sendo mesmo possível afirmar que a imigração é um dos temas que define a nossa atualidade. Por outro lado, o estudo da diversidade cultural, e da sua gestão na sociedade e nas

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Mekwa, Makupu Sylvia. "The implementation of employment equity in the public service with specific reference to the Department of Justice and Constitutional Development." Diss., 2012. http://hdl.handle.net/10500/8109.

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The Employment Equity Act, No 55 of 1998 forms part of the transformation legislation aimed at promoting equity and eliminating discriminatory and unfair treatment in the workplace. This Act was promulgated more than ten years ago, and its positive impact has to be measured in terms of its contribution to the conduciveness of the work environment. The aim of this study is to enhance measures for effective implementation of an Employment Equity Programme (EEP) in the Public Service, with specific reference to the Department of Justice and Constitutional Development. The ultimate aim is to ident

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Hlongwane, Paulus. "The implementation of affirmative action policy within the Pretoria District of the South African Police Service." Diss., 2013. http://hdl.handle.net/10500/9849.

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The primary aim of this study was to investigate the implementation of the affirmative action policy within the Pretoria district of the South African Police Service. There is a need to examine and understand how the SAPS remove unfair discrimination in recruitment and selection processes in the implementation of affirmative action measures. Prior to 1994 the South African Police Force was male dominated and racism was fully institutionalised. Black people (Africans, Indians and coloureds), women and disabled people were marginalised and denied appropriate employment and advancement oppo

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