Log in

Relevant bibliographies by topics / Equal opportunities

Contents

Journal articles
Dissertations / Theses
Books
Book chapters
Conference papers
Reports

Academic literature on the topic 'Equal opportunities'

Author: Grafiati

Published: 4 June 2021

Last updated: 10 March 2023

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Equal opportunities.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Equal opportunities"

1

Gralhen, Elizabeth. "Equal opportunities." Nursing Standard 6, no. 3 (October 9, 1991): 42. http://dx.doi.org/10.7748/ns.6.3.42.s49.

Full text

APA, Harvard, Vancouver, ISO, and other styles

2

Buzzing, Pauline. "Equal Opportunities." Management in Education 4, no. 3 (January 1990): 18–20. http://dx.doi.org/10.1177/089202069000400308.

Full text

APA, Harvard, Vancouver, ISO, and other styles

3

Wilson, Henrietta. "Equal opportunities?" Physics World 6, no. 6 (June 1993): 19. http://dx.doi.org/10.1088/2058-7058/6/6/12.

Full text

APA, Harvard, Vancouver, ISO, and other styles

4

Schmollinger, Jan. "Equal opportunities." Nature 417, no. 6891 (June 2002): 5. http://dx.doi.org/10.1038/nj6891-05a.

Full text

APA, Harvard, Vancouver, ISO, and other styles

5

Lough, Kate. "Equal Opportunities." Physiotherapy 80, no. 7 (July 1994): 498. http://dx.doi.org/10.1016/s0031-9406(10)60831-0.

Full text

APA, Harvard, Vancouver, ISO, and other styles

6

Allen, Charles. "Equal Opportunities." Physiotherapy 80, no. 9 (September 1994): 649. http://dx.doi.org/10.1016/s0031-9406(10)60904-2.

Full text

APA, Harvard, Vancouver, ISO, and other styles

7

Chang, Young-Soo. "Equal Educational Opportunities." Korea Law Review 89 (June 30, 2018): 1–41. http://dx.doi.org/10.36532/kulri.2018.89.1.

Full text

APA, Harvard, Vancouver, ISO, and other styles

8

Nicholl, David. "EQUAL OPPORTUNITIES — ASPECTS." Physiotherapy 81, no. 3 (March 1995): 115–16. http://dx.doi.org/10.1016/s0031-9406(05)67064-2.

Full text

APA, Harvard, Vancouver, ISO, and other styles

9

Treacher, Amal. "Equal Opportunities Matter." Group Analysis 37, no. 1 (March 2004): 109–20. http://dx.doi.org/10.1177/0533316404038997.

Full text

Abstract:

Through exploring the dynamics in two different seminar groups with undergraduates the paper analyses the dynamics that arise in teaching situations. The emphasis is on the communications and fantasies that occur across axis of ethnicity and class. Drawing upon a theoretical framework the paper argues that emotional and moral recognition is based on placing self and other on a difference/similarity spectrum.

APA, Harvard, Vancouver, ISO, and other styles

10

Lawrence, Elizabeth. "Teaching Equal Opportunities." Journal of Further and Higher Education 17, no. 2 (June 1993): 62–71. http://dx.doi.org/10.1080/0309877930170207.

Full text

APA, Harvard, Vancouver, ISO, and other styles

More sources

Dissertations / Theses on the topic "Equal opportunities"

1

Lai, Sum-yee Sumi, and 黎心怡. "Equal opportunities for the mentally-ill." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B44569853.

Full text

APA, Harvard, Vancouver, ISO, and other styles

2

Lai, Sum-yee Sumi. "Equal opportunities for the mentally-ill /." Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22284394.

Full text

APA, Harvard, Vancouver, ISO, and other styles

3

Hadfield, Mark. "Conceptualising equal opportunities in the primary school." Thesis, Nottingham Trent University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294167.

Full text

APA, Harvard, Vancouver, ISO, and other styles

4

King, Allen Douglas. "Equal opportunities : the right to be unequal?" Licentiate thesis, Luleå tekniska universitet, Arbetsvetenskap, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-25646.

Full text

Abstract:

This Licentiate thesis exhibits the progress of the research in which I have been involved for the past four years. The thesis considers the influence of structural change on equal opportunities in the labour market in respect of gender. The objective is to better understand gender segregation in the labour market in the north of Sweden. A position is taken in the thesis that explores social construction in a late-modern society. Engaging neo-liberalism and gender equity, the four papers presented here draw on primary empirical data, both quantitative and qualitative, to investigate current understandings of gender segregation in the labour market in the north of Sweden. The evidence suggest that the way to participate in neo-a liberal society emerging in late-modern society is considered by some, especially by women, to be unwanted. Thereby offering a broader understanding of the influences engendering the concentration of men and, especially, women in occupations within the labour market.
Godkänd; 2009; 20091127 (allkin); LICENTIATSEMINARIUM Ämnesområde: Arbetsvetenskap/Human Work Science Examinator: Professor Elisabeth Berg, Luleå tekniska universitet Tid: Fredag den 29 januari 2010 kl 13.00 Plats: F 531, Luleå tekniska universitet

APA, Harvard, Vancouver, ISO, and other styles

5

Sampson, H. "The 1988 Education Reform Act and the reproduction of gender inequalities in the English education system : a case study approach." Thesis, University of Salford, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.366026.

Full text

APA, Harvard, Vancouver, ISO, and other styles

6

Shapiro, Gillian. "A gender analysis of the career progression of IT managers." Thesis, University of Brighton, 1997. https://research.brighton.ac.uk/en/studentTheses/aef31807-d8f1-4fea-b3dc-46b4e42151c8.

Full text

Abstract:

This thesis presents a gender analysis of the IT managerial career progression process. The research includes case studies conducted within the IT division of four companies and survey results of IT managers carried out in the U K. The case studies include the collection of documentary evidence, observation and a total of fifty interviews conducted with IT managers and Personnel representatives. The case companies comprise the financial services, utility, retail and IT manufacturing sectors. This study builds on and extends existing knowledge within three areas of literature - women in management, gender and IT and career progression. Despite arguments within and between these fields of literature this study demonstrates how, due to gaps and weaknesses within each of the areas, it is necessary for them to be brought together under a single theoretical framework. Additionally, on an organisational level, by seeking out and analysing both formal and informal factors that influence the career progression of IT managers, aspects of this process that may inhibit women's IT managerial career progression are identified. This study concludes that there are aspects of both the IT management role and the associated career progression process that may be identified as gendered. Such aspects influence the career choices made by IT managers, leading to some identifiable differences in the approaches men and women adopt in progressing their careers. In addition, it is suggested that the gendered aspects have greater negative influence on the career progression opportunities and potential of women than men IT managers.

APA, Harvard, Vancouver, ISO, and other styles

7

Lam, Alice. "Equal employment opportunities for Japanese women : changing company practice." Thesis, London School of Economics and Political Science (University of London), 1990. http://etheses.lse.ac.uk/126/.

Full text

Abstract:

The central aim of this thesis is to examine the extent to which the growing pressures for equal opportunity between the sexes has forced Japanese companies to adapt and modify their employment and personnel management practices in recent years. It analyses the major social and economic factors prompting Japanese companies to adopt more open employment policies towards women since the mid-1970s and the change programmes introduced by management. The thesis especially looks at how companies have reacted to the 1985 Equal Employment Opportunity Law and in the light of this considers how far the present legislation will bring about fundamental changes in the Japanese employment system towards more egalitarian treatment of women workers. A detailed case study was conducted at Seibu Department Stores Ltd., both before and after the introduction of the EEO Law, as a critical test of the possibility of introducing equal opportunities for women in a large Japanese company. Seibu was chosen because it is a big employer of women and is a company operating in an industry which has strong economic and- commercial incentives to offer women better career opportunities. All the more important, Seibu is regarded as a 'leading edge' company in personnel management reforms. The study reveals that despite many economic and social reasons that were in favour of change towards greater sexual equality in Seibu, and especially after the introduction of the EEO Law, change towards more egalitarian treatment of women has been very limited. This study illustrates the depth of the resistance to change in the core employment practices in large Japanese companies. The present EEO Law has little potential for undermining the structural mechanisms which perpetúate sexual job segregation in the employment system. The final part of the thesis speculates on the future prospects of introducing equal opportunities for women in Japanese companies. In the light of the present socio-legal constraints, the author puts forward a number of practical policy suggestions for engendering more pervasive long-term changes towards equal employment for Japanese women.

APA, Harvard, Vancouver, ISO, and other styles

8

Beltrán, Varillas Cecilia Esperanza. "Equal opportunities policies for women and men: The analysis of the design of regional plans for equal opportunities in Peru between 2006-2010." Revista de Ciencia Política y Gobierno, 2014. http://revistas.pucp.edu.pe/index.php/cienciapolitica/article/view/12539/13099.

Full text

Abstract:

One of the principal objectives of equal opportunity plans for women and men is the reduction of gender gaps in accordance with the constitutional mandate of the right to equality and non-discrimination by sex. However, based on an analysis of seventeen regional plans between 2006 and 2010 we came to realize that the majority of such plans do not include elements that ensure their implementation in their design, and are therefore not actually capable of facilitating the reduction of gender gaps at the regional level.
Uno de los principales objetivos de los planes de igualdad de oportunidades entre mujeres y hombres es la reducción de las brechas de género, ello de conformidad con el mandato constitucional del derecho a la igualdad y el principio de no discriminación por sexo. No obstante, del análisis realizado a diecisiete planes regionales de igualdad de oportunidades entre mujeres y hombres en el Perú, en el período 2006-2010, se puede identificar que, en su mayoría, no cuentan con elementos en su diseño que garanticen su implementación, y que en consecuencia no han contribuido a la reducción de las brechas de género en el ámbito regional.

APA, Harvard, Vancouver, ISO, and other styles

9

Chow, Lok-ning Eric. "Policy-making in an executive-led government : an analysis of the equal opportunities bill and the human rights and equal opportunities commission bill /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1750790X.

Full text

APA, Harvard, Vancouver, ISO, and other styles

10

Withey, D. R. "Opportunities for gender equality in design and technology." Thesis, Manchester Metropolitan University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341053.

Full text

APA, Harvard, Vancouver, ISO, and other styles

More sources

Books on the topic "Equal opportunities"

1

Mathews, Sue. Equal opportunities. London: FT Pitman, 1997.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

2

Halsall, Penny. Equal opportunities. Richmond, Surrey: Mills & Boon, 1989.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

3

Reed, Lynn Raphael. Equal opportunities. Bristol: Lame Duck, 1994.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

4

Great Britain. Employment Department Group. and Training Enterprise Councils, eds. Equal opportunities. [Sheffield]: [Employment Dept], 1994.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

5

Reed, Lynn Raphael. Equal opportunities. Bristol: Lucky Duck, 1997.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

6

Equal Opportunities. Philadelphia, PA: National Highlights Inc., 2016.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

7

Shanie, Jack. Equal opportunities. Wolverhampton: Governor Teacher Presentations, 1992.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

8

Penny, Halsall. Equal Opportunities. Richmond: Mills & Boon, 1989.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

9

Roy, Silcox, ed. Equal opportunities. Tipton: MOST Management Training, 1994.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

10

(England), TPAS, ed. Equal opportunities. Salford: TPAS, 1989.

Find full text

APA, Harvard, Vancouver, ISO, and other styles

More sources

Book chapters on the topic "Equal opportunities"

1

Eckersley, Anna. "Equal Opportunities." In Women, 22–28. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-12402-2_4.

Full text

APA, Harvard, Vancouver, ISO, and other styles

2

Burchill, Frank, and Alice Casey. "Equal Opportunities." In Human Resource Management, 105–18. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24806-3_6.

Full text

APA, Harvard, Vancouver, ISO, and other styles

3

Coulshed, Veronica. "Equal Opportunities?" In Management in Social Work, 148–66. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-20851-7_8.

Full text

APA, Harvard, Vancouver, ISO, and other styles

4

Cox, Susan. "Equal opportunities." In The Social Dimension, 41–63. London: Macmillan Education UK, 1993. http://dx.doi.org/10.1007/978-1-349-23062-4_3.

Full text

APA, Harvard, Vancouver, ISO, and other styles

5

Cheatle, Kelvin, and Richard Pettinger. "Equal Opportunities." In Mastering, 126–45. London: Macmillan Education UK, 2001. http://dx.doi.org/10.1007/978-1-349-91298-8_8.

Full text

APA, Harvard, Vancouver, ISO, and other styles

6

Webb, Janette. "Equal Opportunities." In The Experience of Managing, 95–110. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1007/978-1-349-27328-7_11.

Full text

APA, Harvard, Vancouver, ISO, and other styles

7

Moorhouse, Pete. "Equal opportunities." In Learning Through Woodwork, 66–73. Abingdon, Oxon ; New York : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315114811-4.

Full text

APA, Harvard, Vancouver, ISO, and other styles

8

Badger, Helen. "Equal Opportunities." In Employment Policy in the European Union, 66–92. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-10650-6_4.

Full text

APA, Harvard, Vancouver, ISO, and other styles

9

Hu, Bo. "Equal Opportunities Policy." In SpringerBriefs in Education, 59–77. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-1147-5_5.

Full text

APA, Harvard, Vancouver, ISO, and other styles

10

Iphofen, Ron, and Fiona Poland. "Equal and Unequal Opportunities." In Sociology in Practice for Health Care Professionals, 109–29. London: Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-13879-1_7.

Full text

APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Equal opportunities"

1

Kizilcec, René F., Glenn M. Davis, and Geoffrey L. Cohen. "Towards Equal Opportunities in MOOCs." In L@S 2017: Fourth (2017) ACM Conference on Learning @ Scale. New York, NY, USA: ACM, 2017. http://dx.doi.org/10.1145/3051457.3051460.

Full text

APA, Harvard, Vancouver, ISO, and other styles

2

Miesenberger, Klaus. "Homo Informaticus: Equal Opportunities for People With Disabilities." In ISIS Summit Vienna 2015—The Information Society at the Crossroads. Basel, Switzerland: MDPI, 2015. http://dx.doi.org/10.3390/isis-summit-vienna-2015-t3.0002.

Full text

APA, Harvard, Vancouver, ISO, and other styles

3

Hansgen, Thomas, and Martin Rogge. "Barrier-freedom Starts with Equal Opportunities in Information and Communication." In 17th International Conference on Artificial Reality and Telexistence (ICAT 2007). IEEE, 2007. http://dx.doi.org/10.1109/icat.2007.23.

Full text

APA, Harvard, Vancouver, ISO, and other styles

4

Myasnikov, Vladimir A. "Equal Educational Opportunities For All Concept: Education Development Strategies Worldwide." In EEIA 2019 - International Conference "Education Environment for the Information Age". Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.09.02.66.

Full text

APA, Harvard, Vancouver, ISO, and other styles

5

Tvrdoň, Miroslav. "EQUAL OPPORTUNITIES – COMPARISON OF ETHICAL EDUCATION AND RELIGIOUS EDUCATION CURRICULA." In 14th International Technology, Education and Development Conference. IATED, 2020. http://dx.doi.org/10.21125/inted.2020.1495.

Full text

APA, Harvard, Vancouver, ISO, and other styles

6

Marzec, Danuta. "PROVIDING EQUAL OPPORTUNITIES FOR PEOPLE WITH DISABILITIES AS A CONTEMPORARY CHALLENGE." In 4th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS Proceedings. STEF92 Technology, 2017. http://dx.doi.org/10.5593/sgemsocial2017/34/s13.060.

Full text

APA, Harvard, Vancouver, ISO, and other styles

7

Sommerfeld, Anja, Susanne Kränkl, and Barbara Sandow. "Area of actions: Equal opportunities for women in physics in Germany." In INTERNATIONAL CONFERENCE OF COMPUTATIONAL METHODS IN SCIENCES AND ENGINEERING 2015 (ICCMSE 2015). AIP Publishing LLC, 2015. http://dx.doi.org/10.1063/1.4937667.

Full text

APA, Harvard, Vancouver, ISO, and other styles

8

Shacham, Miri, and Magi Ben-Yehuda. "Coaching program for academic success: Promoting equal opportunities for engineering students." In 2018 IEEE Global Engineering Education Conference (EDUCON). IEEE, 2018. http://dx.doi.org/10.1109/educon.2018.8363363.

Full text

APA, Harvard, Vancouver, ISO, and other styles

9

Matić Klanjšček, Milena, and Dora Najrajter. "Neenaka obravnava pri delu in zaposlovanju v luči družbene odgovornosti podjetij v času epidemije." In Society’s Challenges for Organizational Opportunities: Conference Proceedings. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.3.2022.43.

Full text

Abstract:

According to the law, the employer is obliged to ensure equal treatment of all, regardless of any personal circumstances. Discrimination is prohibited, but not all unequal treatment is discrimination. In practice, the implementation of the principle of equality requires measures stemming from the EU Equal Treatment Directive, which strengthens the position of disadvantaged groups and increases employment and career prospects. Today, corporate social responsibility is of great importance in achieving business and economic success. In addition to striving for profit, companies also include respect and equal treatment of all stakeholders. Social responsibility affects employee’s satisfaction, which is reflected in greater productivity and competitiveness. The paper substantiates companies' commitments to respect human rights, in particular the right to work and employment, it also analyses various aspects of unequal treatment between employees and jobseekers as fair treatment of the labour market is particularly important in pandemic times. The rights deriving from work are all the greater.

APA, Harvard, Vancouver, ISO, and other styles

10

Muñoz-Medina, Belén, Marcos García Alberti, Sergio Blanco, Alejandro Enfedaque, and Rubén Muñoz Pavón. "A SERVICE-LEARNING EXPERIENCE TO FOSTER STEM VOCATIONS AND PROMOTE EQUAL OPPORTUNITIES." In 15th annual International Conference of Education, Research and Innovation. IATED, 2022. http://dx.doi.org/10.21125/iceri.2022.0922.

Full text

APA, Harvard, Vancouver, ISO, and other styles

Reports on the topic "Equal opportunities"

1

Randall, Linda, Louise Ormstrup Vestergård, and Mari Wøien Meijer. Rural perspectives on digital innovation: Experiences from small enterprises in the Nordic countries and Latvia. Nordregio, May 2020. http://dx.doi.org/10.6027/pb2020:3.2001-3876.

Full text

Abstract:

Digitalisation holds considerable potential for rural areas. It offers thepromise of overcoming geographical distance, ensuring equal access toopportunity regardless of where people live. At the same time, rural andsparsely populated areas are thought to lag behind their urban counterpartswhen it comes to the provision of digital infrastructure and the developmentof digital knowledge and skills. These urban-rural disparities areoften referred to as the digital divide and can prevent rural communitiesfrom unlocking the opportunities associated with digitalisation.

APA, Harvard, Vancouver, ISO, and other styles

2

Macdonald, Keir. The Impact of Business Environment Reforms on Poverty, Gender and Inclusion. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/k4d.2021.006.

Full text

Abstract:

This rapid review synthesises the literature from academic, policy, and knowledge institution sources on how business environment reforms in middle-income countries impacts on poverty, gender and inclusion. Although, there is limited evidence on the direct impact of business environment reforms on poverty, gender, and inclusion, this review illustrates that there is evidence of indirect effects of such reforms. Business environment reform (BER) targets inadequate business regulations and institutions, in order to remove constraints to business investment and expansion, enabling growth and job creation, as well as new opportunities for international business to contribute to and benefit from this growth. However, there is a lack of detailed knowledge of the impact of BER on gender and inclusion (G&I) outcomes, in terms of the potential to remove institutional barriers which exclude formerly marginalised groups from business opportunities, in ways that promote equal access to resources, opportunities, benefits, and services. The literature shows how the business environment affects women in business, and how women’s experiences of a given business environment can be different from those of men. This is the result of disparities in how they are treated under the law, but also based on structural and sociocultural factors which influence how men and women behave in a given business environment and the barriers they face.

APA, Harvard, Vancouver, ISO, and other styles

3

Morkun, Volodymyr S., Сергій Олексійович Семеріков, and Svitlana M. Hryshchenko. Use of the system Moodle in the formation of ecological competence of future engineers with the use of geoinformation technologies. Видавництво “CSITA”, 2016. http://dx.doi.org/10.31812/0564/718.

Full text

Abstract:

At present the information and communication technologies in education can be a catalyst in solving important social problems connected with increasing the educational resources and services availability and quality, real and equal opportunities in getting education for citizens despite their residence, social status and income. One of the most important education tasks is to develop students’ active cognitive attitude to knowledge. Cognitive activity in universities is a necessary stage in preparing for further professional life. The solution of task of formation of ecological competence of mining profile engineer requires the reasonable selection of the means of information and communication technologies conducing formation of ecological competence. Pressing task is constructive and research approach to preparation of future engineers to performance of professional duties in order to make them capable to develop engineering projects independently and exercise control competently. The relevance of the material covered in the article, due to the need to ensure the effectiveness of the educational process in the preparation of the future Mining Engineers. We analyze the source with problems of formation of ecological competence. The article focuses mainly general-purpose computer system support learning Moodle, which allows you to organize individual and collective work of students to master the specialized course teaching material used in teaching special course "Environmental Geoinformatics" in the implementation of educational research.

APA, Harvard, Vancouver, ISO, and other styles

4

Kamminga, Jorrit, Cristina Durán, and Miguel Ángel Giner Bou. Zahra: A policewoman in Afghanistan. Oxfam, December 2020. http://dx.doi.org/10.21201/2020.6959.

Full text

Abstract:

As part of Oxfam’s Strategic Partnership project ‘Towards a Worldwide Influencing Network’, the graphic story Zahra: A policewoman in Afghanistan was developed by Jorrit Kamminga, Cristina Durán and Miguel Ángel Giner Bou. The project is funded by the Ministry of Foreign Affairs of the Netherlands. The graphic story is part of a long-standing Oxfam campaign that supports the inclusion and meaningful participation of women in the Afghan police. The story portrays the struggles of a young woman from a rural village who wants to become a police officer. While a fictional character, Zahra’s story represents the aspirations and dreams of many young Afghan women who are increasingly standing up for their rights and equal opportunities, but who are still facing structural societal and institutional barriers. For young women like Zahra, there are still few role models and male champions to support their cause. Yet, as Oxfam’s project has shown, their number is growing, which contributes to small shifts in behaviour and perceptions, gradually normalizing women’s presence in the police force. If a critical mass of women within the police force can be reached and their participation increasingly becomes meaningful, this can reduce the societal and institutional resistance over time. Oxfam hopes the fictional character of Zahra can contribute to that in terms of awareness raising and the promotion of women’s participation in the police force. The story is also available on the #IMatter website.

APA, Harvard, Vancouver, ISO, and other styles

5

Lazonick, William, Philip Moss, and Joshua Weitz. Equality Denied: Tech and African Americans. Institute for New Economic Thinking, February 2022. http://dx.doi.org/10.36687/inetwp177.

Full text

Abstract:

Thus far in reporting the findings of our project “Fifty Years After: Black Employment in the United States Under the Equal Employment Opportunity Commission,” our analysis of what has happened to African American employment over the past half century has documented the importance of manufacturing employment to the upward socioeconomic mobility of Blacks in the 1960s and 1970s and the devastating impact of rationalization—the permanent elimination of blue-collar employment—on their socioeconomic mobility in the 1980s and beyond. The upward mobility of Blacks in the earlier decades was based on the Old Economy business model (OEBM) with its characteristic “career-with-one-company” (CWOC) employment relations. At its launching in 1965, the policy approach of the Equal Employment Opportunity Commission assumed the existence of CWOC, providing corporate employees, Blacks included, with a potential path for upward socioeconomic mobility over the course of their working lives by gaining access to productive opportunities and higher pay through stable employment within companies. It was through these internal employment structures that Blacks could potentially overcome barriers to the long legacy of job and pay discrimination. In the 1960s and 1970s, the generally growing availability of unionized semiskilled jobs gave working people, including Blacks, the large measure of employment stability as well as rising wages and benefits characteristic of the lower levels of the middle class. The next stage in this process of upward socioeconomic mobility should have been—and in a nation as prosperous as the United States could have been—the entry of the offspring of the new Black blue-collar middle class into white-collar occupations requiring higher educations. Despite progress in the attainment of college degrees, however, Blacks have had very limited access to the best employment opportunities as professional, technical, and administrative personnel at U.S. technology companies. Since the 1980s, the barriers to African American upward socioeconomic mobility have occurred within the context of the marketization (the end of CWOC) and globalization (accessibility to transnational labor supplies) of high-tech employment relations in the United States. These new employment relations, which stress interfirm labor mobility instead of intrafirm employment structures in the building of careers, are characteristic of the rise of the New Economy business model (NEBM), as scrutinized in William Lazonick’s 2009 book, Sustainable Prosperity in the New Economy? Business Organization and High-Tech Employment in the United States (Upjohn Institute). In this paper, we analyze the exclusion of Blacks from STEM (science, technology, engineering, math) occupations, using EEO-1 employment data made public, voluntarily and exceptionally, for various years between 2014 and 2020 by major tech companies, including Alphabet (Google), Amazon, Apple, Cisco, Facebook (now Meta), Hewlett Packard Enterprise, HP Inc., Intel, Microsoft, PayPal, Salesforce, and Uber. These data document the vast over-representation of Asian Americans and vast under-representation of African Americans at these tech companies in recent years. The data also shine a light on the racial, ethnic, and gender composition of large masses of lower-paid labor in the United States at leading U.S. tech companies, including tens of thousands of sales workers at Apple and hundreds of thousands of laborers & helpers at Amazon. In the cases of Hewlett-Packard, IBM, and Intel, we have access to EEO-1 data from earlier decades that permit in-depth accounts of the employment transitions that characterized the demise of OEBM and the rise of NEBM. Given our findings from the EEO-1 data analysis, our paper then seeks to explain the enormous presence of Asian Americans and the glaring absence of African Americans in well-paid employment under NEBM. A cogent answer to this question requires an understanding of the institutional conditions that have determined the availability of qualified Asians and Blacks to fill these employment opportunities as well as the access of qualified people by race, ethnicity, and gender to the employment opportunities that are available. Our analysis of the racial/ethnic determinants of STEM employment focuses on a) stark differences among racial and ethnic groups in educational attainment and performance relevant to accessing STEM occupations, b) the decline in the implementation of affirmative-action legislation from the early 1980s, c) changes in U.S. immigration policy that favored the entry of well-educated Asians, especially with the passage of the Immigration Act of 1990, and d) consequent social barriers that qualified Blacks have faced relative to Asians and whites in accessing tech employment as a result of a combination of statistical discrimination against African Americans and their exclusion from effective social networks.

APA, Harvard, Vancouver, ISO, and other styles

6

Dorr, Andrea, Eva Heckl, and Joachim Kaufmann. Evaluierung des Förderschwerpunkts Talente. KMU Forschung Austria, December 2020. http://dx.doi.org/10.22163/fteval.2020.495.

Full text

Abstract:

With the funding programme Talents, the Federal Ministry for Climate Action, Environment, Energy, Mobility, Innovation and Technology (BMK) supports people in applied research throughout their entire career. The overarching goal is to increase the utilisation of human potential in the application-oriented, scientific and technical RTI sector. The programme objectives are 1) to inspire young people for research and development, 2) to connect researchers with the economic sector, 3)to guarantee equal opportunities for all. Within the framework of three fields of intervention, there are various programme lines: 1) Intervention field Young Talents with the programme lines Internships for Students and Talents Regional, 2) Intervention field Female Talents with the programme lines FEMtech Internships for Female Students, FEMtech Career and FEMtech Career Check for SMEs (2015 and 2016), as well as FEMtech Research Projects; and 3) Intervention field Professional Talents with the programme lines The Austrian Job Exchange for Research, Development and Innovation as well as Career Grants for Interviews, Relocation and Dual Careers in Applied Research. After an interim evaluation in 2014, a final evaluation took place at the end of the programme period (end of 2020). The programme was analysed with regard to its conception, implementation, achievement of objectives and impact. Furthermore, conclusions and recommendations for the further development of the Talents programme have been drawn. The methodological basis of the evaluation is a document analysis, secondary data analysis (FFG monitoring data), interviews with experts, online surveys of funding recipients (FEMtech Career / FEMtech Career Check for SMEs and Career Grants), case studies (FEMtech Career projects) and workshops.

APA, Harvard, Vancouver, ISO, and other styles

7

Lazonick, William, Philip Moss, and Joshua Weitz. The Unmaking of the Black Blue-Collar Middle Class. Institute for New Economic Thinking Working Paper Series, May 2021. http://dx.doi.org/10.36687/inetwp159.

Full text

Abstract:

In the decade after the Civil Rights Act of 1964, African Americans made historic gains in accessing employment opportunities in racially integrated workplaces in U.S. business firms and government agencies. In the previous working papers in this series, we have shown that in the 1960s and 1970s, Blacks without college degrees were gaining access to the American middle class by moving into well-paid unionized jobs in capital-intensive mass production industries. At that time, major U.S. companies paid these blue-collar workers middle-class wages, offered stable employment, and provided employees with health and retirement benefits. Of particular importance to Blacks was the opening up to them of unionized semiskilled operative and skilled craft jobs, for which in a number of industries, and particularly those in the automobile and electronic manufacturing sectors, there was strong demand. In addition, by the end of the 1970s, buoyed by affirmative action and the growth of public-service employment, Blacks were experiencing upward mobility through employment in government agencies at local, state, and federal levels as well as in civil-society organizations, largely funded by government, to operate social and community development programs aimed at urban areas where Blacks lived. By the end of the 1970s, there was an emergent blue-collar Black middle class in the United States. Most of these workers had no more than high-school educations but had sufficient earnings and benefits to provide their families with economic security, including realistic expectations that their children would have the opportunity to move up the economic ladder to join the ranks of the college-educated white-collar middle class. That is what had happened for whites in the post-World War II decades, and given the momentum provided by the dominant position of the United States in global manufacturing and the nation’s equal employment opportunity legislation, there was every reason to believe that Blacks would experience intergenerational upward mobility along a similar education-and-employment career path. That did not happen. Overall, the 1980s and 1990s were decades of economic growth in the United States. For the emerging blue-collar Black middle class, however, the experience was of job loss, economic insecurity, and downward mobility. As the twentieth century ended and the twenty-first century began, moreover, it became apparent that this downward spiral was not confined to Blacks. Whites with only high-school educations also saw their blue-collar employment opportunities disappear, accompanied by lower wages, fewer benefits, and less security for those who continued to find employment in these jobs. The distress experienced by white Americans with the decline of the blue-collar middle class follows the downward trajectory that has adversely affected the socioeconomic positions of the much more vulnerable blue-collar Black middle class from the early 1980s. In this paper, we document when, how, and why the unmaking of the blue-collar Black middle class occurred and intergenerational upward mobility of Blacks to the college-educated middle class was stifled. We focus on blue-collar layoffs and manufacturing-plant closings in an important sector for Black employment, the automobile industry from the early 1980s. We then document the adverse impact on Blacks that has occurred in government-sector employment in a financialized economy in which the dominant ideology is that concentration of income among the richest households promotes productive investment, with government spending only impeding that objective. Reduction of taxes primarily on the wealthy and the corporate sector, the ascendancy of political and economic beliefs that celebrate the efficiency and dynamism of “free market” business enterprise, and the denigration of the idea that government can solve social problems all combined to shrink government budgets, diminish regulatory enforcement, and scuttle initiatives that previously provided greater opportunity for African Americans in the government and civil-society sectors.

APA, Harvard, Vancouver, ISO, and other styles

8

Schooling and the experience of adolescents in Kenya. Population Council, 1997. http://dx.doi.org/10.31899/pgy1997.1004.

Full text

Abstract:

The Government of Kenya is committed to providing equal education opportunities to all of its citizens. As a result, there has been rapid development in education since independence to ensure that as many children as possible enroll in schools and complete their studies. This study was carried out primarily to get a holistic picture of the school environment for adolescents and other relevant factors that might interfere with the whole learning/teaching process. Special attention was paid to the education of girls and the factors that might lead to their dropping out of school. The study was conducted jointly by the Ministry of Education and the Population Council in three districts in Kenya. Many aspects of school education were covered including physical facilities, financing of education, curriculum, teacher-pupil relationships, and teachers’ attitudes. This report provides a balanced view of school education provided in the three districts that are representative of the situation elsewhere in the Republic of Kenya.

APA, Harvard, Vancouver, ISO, and other styles

9

Equality Works: The Global Health 50/50 Report 2019. Global Health 50/50, March 2019. http://dx.doi.org/10.56649/lvpj2240.

Full text

Abstract:

The Global Health 50/50 2019 report focuses on gender equality in the workplace, reviewing policies, programmes, and indicators of power and privilege across 198 organisations. The 2019 Report provides an in-depth look at gender equality within the workplace across four dimensions: commitment, evidence-informed policy content, equitable outcomes in power and pay, and gender-responsive programming. By focusing its 2019 Report on gender in the workplace, Global Health 50/50 (GH5050) seeks to equip organisations and individuals with the data and tools to review and strengthen their own policies by providing a snapshot of organisational performance and contributing to a community of best practice. Global Health 50/50 believes that more feminist, diverse and inclusive leadership is imperative for achieving policies and programmes that realise the health, rights and equality of career opportunities for everyone. By sharing these findings, we hope to contribute to a more gender-equal global health sector that works for everyone.

APA, Harvard, Vancouver, ISO, and other styles

10

Diversity, Equity and Inclusion Report 2021. Inter-American Development Bank, July 2022. http://dx.doi.org/10.18235/0004394.

Full text

Abstract:

In the IDB Group, diversity is in the cornerstone of everything we do in Latin America and the Caribbean. We strongly believe that an active investment in Diversity, Equity, and Inclusion (DEI) entails many institutional benefits including more innovative solutions for our clients, and a stronger position in capital markets, and an overall perception as a preferred place to work. Recognizing our diversity and our commitment to making our organization more inclusive and equitable is what makes our institution the premier development finance institution for Latin America and the Caribbean, and the reason why we have included DEI in our Institutional Strategy and the Vision 2025. In 2021, we achieved significant milestones including becoming the first multilateral development bank in the Americas, and the second worldwide, to achieve the EDGE Move certification, the second level in a three level globally recognized gender certification, and the integration of equity as a core principle of our strategy thus ensuring a focus on the individual needs of our employees and provide fair opportunities and an equal outcome for all. Our institution still has much work to do in DEI, and we intend to be the standard-bearer in the Region and a source of inspiration and guidance for our clients. What is being highlighted in this DEI 2021 Report are the crucial steps taken to lay a path to better results within the IDB Group. For example, we continue to complete a gender pay gap analysis annually. In 2021, the analysis results for the IDB estimated an unexplained wage differential for base salaries of 0.8% in favor of men. While for IDB Invest, the analysis results estimated the unexplained wage differential for base salaries of 2.8% in favor of men. Putting this into context, our differential is less than /- 5% which is considered statistically insignificant by the Economic Dividends for Gender Equality (EDGE) standards. This report describes our efforts to advance this DEI agenda during 2021. We highlight our best practices to develop an organizational culture that encourages diverse experiences, measure our progress in numbers, and share the initiatives, actions, and targets we have set up for the upcoming years.

APA, Harvard, Vancouver, ISO, and other styles

We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!