Dissertations / Theses: 'Equal opportunities'

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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.

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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.

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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.

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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.

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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

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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.

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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.

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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.

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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/.

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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.

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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.

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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.

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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.

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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.

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Hanan, Natalie. "Some are more equal than others a look at the application of the Equal Opportunities Law /." [Gainesville, Fla.] : University of Florida, 2006. http://purl.fcla.edu/fcla/etd/UFE0014264.

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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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O'Malley, Siobhan. "The business case for equal opportunities : equality, equity and egalitarianism." Thesis, Cranfield University, 2001. http://hdl.handle.net/1826/3617.

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The research project reported in this thesis concerned the business case for equal opportunity in the workplace. The project comprised three distinct but related studies: 1. Study I was a qualitative investigation into which variables employees perceived to be associated with equal opportunity in the workplace. The over-arching fmding was that participants had a low awareness of equal opportunity and perceived general fairness (organisational egalitarianism) to be more important than equal opportunity per se. Job attitude outcome variables ofjob satisfaction, organisational commitment, intention to leave and perceived performance were proposed. 2. Study 2 qualitatively explored the issues associated with the business case for equal opportunity as perceived by equality practitioners. Results detailed perceptions of equal opportunity climate, employer motivations and the problems associated with translating equal opportunity policy into practice. 3. Study 3 sought to quantitatively measure the impact of equal opportunity and organisational egalitarianism on the job attitude outcome variables identified by studies I and 2. A questionnaire, the Social Atmosphere at Work Survey, was constructed and piloted to measure the perceived equal opportunity climate, the outcome variables and an individual difference construct, equity sensitivity. Results indicated that equal opportunity significantly contributed to job satisfaction, organisational commitment, intention to leave and perceived workgroup, effectiveness. Organisational egalitarianism however proved a stronger predictor of these outcome variables than perceived equal opportunity level, as suggested by the qualitative results. Equity sensitivity did not significantly moderate any of these relationships.

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Kmeťová, Michaela. "Application of equal opportunities in firms in the Czech Republic." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-77830.

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This Master's thesis is focused on application of equal opportunities for women and men in firms in the Czech Republic. The purpose is to define the concept of corporate social responsibility as well as equal opportunities. The thesis also introduces the Czech legislation that deals with discrimination and the advantages for companies of complying with equal opportunities for men and women. It is concluded with a research of application of equal opportunities in firms in the Czech Republic and it summarizes the results and introduces recommendations.

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Green, Maureen. "Competing explanations : a tale of equal opportunities in two local authorities." Thesis, University of Sussex, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.264535.

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Cavanagh, Matthew. "Equality and opportunity." Thesis, University of Oxford, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324550.

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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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Ozbilgin, Mustafa Fatih. "A cross-cultural comparative analysis of sex equality in the financial services sector in Turkey and Britain." Thesis, University of Bristol, 1999. http://hdl.handle.net/1983/9dfb273b-42ad-4fc2-a1c9-bb046df12885.

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This thesis addresses issues of sex equality in the financial services sector in Britain and Turkey. incorporating a critique of the well-established theories of sex segregation in tht? labour force, the labour market and the organisation. The concepts of 'belonging' and 'otherness' are utilised to explain the problems of representation in the lahour force. Sex segregation in the lahour market is analysed using the occupational closure framework which elaborates gendered strategies of inclusion. exclusion. demarcation and dual closure. At the organisational level. the implications of different ideologies of sex equality will be studied. with a specific focus on transformational change ideology. The field study for this project was carried out with male and female stafT working in the financial sector in both countries. Two main types of data were collected: primwy data gathered through interviews and questionnaires. supplemented by field notes: and secondary data provided by the readily available published material such as international. national and organisational surveys, and company publications. The Turkish suryey generated 312 completed questionnaires and 21 taped interviews with staff employed in the sector. The British survey. which presented greater difficulties in secunng access. eventually yielded 50 completed questionnaires and 25 taped interviews. The analysis of the findings revealed certain cross-cultural differences in the gendered norms of "belonging' and 'otherness'. in the gendered strategies of occupational closure and in organisational approaches to redressing issues of sex equality. However. despite these differences. common patterns of disadvantage based on gender were apparent for staff working in the financial services sector in both societies.

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Nassali-Lukwago, Rose. "Working towards gender parity in education in developing countries : issues and challenges." Thesis, University of Bristol, 1998. http://hdl.handle.net/1983/eb8b4a0c-6ad9-46e4-8ae9-476f48ec05d4.

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This study was based on the present writer's perception that inequality in education is a result of people's negative traditional cultural attitudes to girls and women and that, to provide equal opportunities for both girls and boys, there is a need for changes in the primary and secondary school curricula that will alter peoples' attitudes. The thesis of this dissertation is that equal opportunities policies are often based on developed countries' models, recommended for implementation in developing countries' education systems by funding and research bodies. These policies do not take into account the perceptions of the key players in the implementation process and how their perceptions might influence the success or failure of intended measures to provide equal opportunities in education for boys and girls. It is hypothesised that in Uganda, the government has chosen affirmative action policies to reduce gender inequality in education but, from the perceptions of the key players, they have had unexpected consequences which reinforce past patterns of advantage and disadvantage for the targeted group. The advantages and disadvantages are grounded in the contradictory and paradoxical outcomes of internationally and nationally recommended educational policies. This is because policies deal with only one aspect of educational inequality, which is perceived in terms of girls' non-participation in education (access, enrolment and retention). They ignore the attitudinal problem, which is an outcome of the socio-economic, socio-cultural, and school related factors which not only further disadvantage girls but boys as well, thus creating more inequalities. The study focuses upon a cross-section of those who inform and implement policies in the Ministry of Education, those who implement policies at the district and school level and those whom policies target in the classroom. The data, which is selectively quoted in the study, was derived from standardised open-ended elite and group interviews. Key players' perceptions, which impact on the provision of equal opportunities in education, are discussed in relation to international and national policies in education. Particular attention is paid in the study to understanding key players' perceptions of the meaning of equal opportunities in education. This was considered as central to the successful implementation of equal opportunities measures in a way that will not disadvantage any group. It soon became clear from the perceptions on equal opportunities held by key policy makers and implementers in the Ministry of Education and at the district levels, that the problem was not changing attitudes, but increasing access, enrolment and retention for girls within the system of education. At the school level, the problem involved increasing: enrolment; retention; academic competition between boys and girls; participation of girls in school leadership; interaction; and strategies to reduce discrimination practices between boys and girls by their teachers. These perceptions were reflected in individual schools. Implications for theory and practice of equal opportunities in education are drawn from findings from the study.

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Allen, Maria Lucy. "Employee voice, equal opportunities and workplace outcomes : an analysis of UK workplaces." Thesis, Manchester Metropolitan University, 2015. http://e-space.mmu.ac.uk/617411/.

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Equal opportunity (‘EO’) policy, practice and legislation has existed for a long time in the UK. Diversity Management (‘DM’), seeing diverse workforces as a competitive strength, covering everyone in the workforce, being more gender neutral and inclusive of those traditionally excluded from organisations, has also come to the fore. However, discrimination within companies continues. Amongst the groups most affected are women, those from a BME background, and disabled people. This thesis draws on an analytical framework that enables a holistic approach to studying the links between voice and EO and DM policies. This thesis incorporates four main types of voice workplace – minimal voice, dual voice, direct voice and indirect voice. It also disaggregates two of these four main types of voice workplace. Within the minimal voice category, this thesis distinguishes between the ‘bleak house’ approach and the ‘limited approach’ and within the dual voice category, this research differentiates between the ‘co-existence approach’ and the ‘partnership approach’. This enables this thesis to take a fine grained analytical approach of the links between voice and EO and DM policies, as well as the links between EO and DM and workplace outcomes, measured by absenteeism and voluntary labour turnover (quits), on the other, within the various types of voice workplace. Voice is relevant to the debate because it hasn’t been explored before and they could be an important means to covey employees preferences to employers, and can therefore potentially help to explain variation in the uptake of EO and DM in different workplaces. To ensure that the results of this research reveal the attitude of workplaces to EO and DM policies this thesis will analyse EO and DM policies at a disaggregated level, covering not only a more diverse set EO and DM policies, but also examining a range of workplaces, not only large organisations, as previous studies have often done. The study focuses on three groups that are commonly discriminated against: women, BME groups and those with a disability. Such discrimination can take direct and indirect forms, therefore, policies monitoring recruitment and selection, and promotions for direct and indirect discrimination, and relative pay rates will be examined, for each of the three groups. This study draws on data from the 2011 Workplace Employment Relations Survey (WERS 2011), the largest, most comprehensive study of workplace practices in the UK. The survey covers EO and DM policies in detail, enabling a nuanced analysis of both the voice factors and the workplace outcomes that they may be associated with. The thesis relies on the management survey in order to capture as many workplaces as possible. The analysis of the data relies on logistic regressions, as the outcome variables in both sets of regressions are dichotomous. The first key finding from this research is that voice is associated with the greater adoption of EO and DM policies in workplace: the more voice a workplace has the more likely it is to have a range of EO and DM policies. For instance, workplaces with direct voice, indirect voice, and dual voice are more likely to have a range of policies compared to those workplaces with minimal voice. In addition, dual voice workplaces are frequently more likely to adopt EO and DM policies compared to all other types of workplace. The second key finding of this research is that EO and DM policies are, on the whole, not associated with higher or lower levels of absenteeism and quits, indicating that, in most instances, EO and DM neither help nor harm establishments to any great degree. This suggests that existing theories could be amended. The third important finding is that any statistically significant associations between EO and DM policies, on the one hand, and absenteeism and quits, on the other, depend upon the type of workplace within which the policies operate. For instance, the relationship between policies and outcomes is sometimes positive and statistically significant (albeit often only at the 10-per-cent level) amongst minimal voice workplaces. It is occasionally negative and statistically significant (at the one-per-cent level) amongst dual voice workplaces. This justifies the approach taken here; it also highlights key areas for future research. The fourth key finding of this research is that there is a connection between high levels of labour turnover, amongst minimal voice workplaces, and the use of EO and DM policies. Again, this highlights areas that future research could examine.

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Chen, Fen-Ling. "Equal opportunities in the labour market : the state and gender in Taiwan." Thesis, University of Bath, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263232.

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Englund, Linn. "Improving User Experiences to Help Students Know Their Equal Rights and Opportunities." Thesis, Uppsala universitet, Människa-datorinteraktion, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-447495.

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Mele, Gianluca. "Equal Opportunities to Prosper: A Statistical Analysis of Macro- and Microeconomic Factors." Doctoral thesis, Universita degli studi di Salerno, 2018. http://hdl.handle.net/10556/3009.

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2016 - 2017
Societies strive to achieve socio-economic systems that provide equal and broadbased opportunities to their people. The concept of “equal opportunities” is a very complex one, and encompasses many definitions and several different areas of life. ‘Equal opportunities’ does not only mean to be able to access basic services and ideally with the same quality standards; it may also mean to find a decent job and lead fulfilling professional lives, or also to thrive personally, without facing discriminations or – essentially – moving from the expectation that – if all people are indeed equal – conditions should be such that (while people cannot systematically have the same starting points in life) the resources available and the sociopoliticaleconomic principles that govern life may help level off the playing field, and provide a fair chance for success to all, without distinctions. Analyzing equality of opportunities has typically translated into the utilization of complex statistics, ranging from concentration indexes (e.g. the Gini coefficient) to sophisticated modeling of growth patterns, poverty outcomes, human behavior and social justice principles. The three papers presented in this monograph intend to discuss this question from selected and very distinct perspectives: 1) how (and if) financial access benefits peoples’ wellbeing; to do this we applied an econometric framework to a case-study based on Mauritania; 2) how natural resource endowment is correlated with economic growth and inequality indicators; in this case we adopted a global perspective and utilized a dataset covering over 40 countries; and 3) if tax incentives can be an effective tool in achieving economic growth in an way that does not distort competition among enterprises; also in this case we utilized a case-study approach, focusing on the experience of the Dominican Republic, to try and determine policy lessons... [edited by Author]
XXX ciclo

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Sweeting, Jane Elizabeth. "The gender implications of the European Community Free Movement of Persons provisions." Thesis, University of Plymouth, 1998. http://hdl.handle.net/10026.1/703.

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This thesis was carried out as part of a wider comparative study that was funded by the University of Plymouth and the Equal Opportunities Unit of the European Commission. Researchers from Great Britain, Greece, Ireland, Portugal and Sweden participated in this study. This thesis is based on the research that was carried out in London for which the author was solely responsible. The impetus for this research was to explore the implications for women of a largely unexplored aspect of European Community (EC) legislation. A lot of attention has focused on EC equal opportunities legislation but very little has been written about the impact of other more fundamental aspects of European Community legislation on women. This thesis therefore makes an important contribution to the EC gender equality debate by providing an understanding of the Free Movement of Persons Provisions - which serve as the basis for European citizenship - from a gender perspective. This research is based on three components; secondary data analysis, in particular the Labour Force Survey and a literature review of migration studies and issues concerning women and citizenship. The investigation also involves an analysis of primary, secondary and case law relating to the Free Movement of Persons provisions. The main empirical element of this research is an analysis of fifty in-depth life history interviews with European Union national women who had migrated to Great Britain and who were living in London in 1995. This thesis exposes the limitations of existing data sources and migration literature concerning the nature and process of migration for this group of women. It is argued that migration has been reported as a male phenomenon, which has perpetuated a myth, that migration is a male rather than female affair. A discussion of citizenship issues at a national level reveals the secondary citizenship status of women. These gendered assumptions about migration and the operation of citizenship rights are echoed in the way in which the Free Movement of Persons provisions have been developing and are at odds with the European Union's commitment to gender equality

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Duckworth, Stephen Charles. "Disability and equality in employment : the imperative for a new approach." Thesis, University of Southampton, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.295608.

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Heath, Suzanne Jane. "#Preparation for life'? : the Technical and Vocational Education Initiative and equal opportunities (gender)." Thesis, Lancaster University, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.240509.

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Aranda, Kay. "Community nurses' talk of equal opportunities and anti-discriminatory practice : a postmodern analysis." Thesis, University of Southampton, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.392596.

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Malhi, Harshinder Kaur. "Young people's and employers' perceptions of equal opportunities in the world of work." Thesis, Brunel University, 2008. http://bura.brunel.ac.uk/handle/2438/3279.

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This study investigates how young people and employers perceive equal opportunities in the world of work. Events such as the Stephen Lawrence Inquiry (Macpherson, 1999), the Race Relations (Amendment) Act 2000 and other legislation to promote equal opportunities, for example, Employment Equality Regulations, 2003 (Phillips, 2007, p.36) have placed this issue high on the political and education agenda. This study also investigates how young people perceive the message of equal opportunities in employers’ recruitment material as employers often declare in recruitment advertising that they are an equal opportunity employer (Dickens, 2000, p.138). A qualitative approach is taken using semi-structured interviews with thirty students in the sixth form in five secondary schools and five employers (The Army, The Fire Service, Metropolitan Police Service, British Airways and Mars UK) in West London. Policy documents on equal opportunities were also collected from the selected schools and employers. All the sources of data, that is the interviews with students and employers and the documentary data were analysed using a thematic approach. This study provides an in-depth insight and a snapshot at a local level of the national picture on equal opportunities in the world of work in relation to gender and ethnicity. The findings are that the young people, employers and the documentation of employers and schools show common understandings but also differences in their perception and portrayal of equal opportunities in the world of work. This study has also found that young people do not perceive the message of equal opportunities in the recruitment material. The implications of these findings are considered for both Careers Education and Guidance in schools and employers. This study concludes that the consensus is inspiring as it shows that young people and employers have a common vision of equal opportunities in the world of work and this consensus is followed through in policy documents. However, the differences, whilst they add variation to the perception and portrayal, need to be addressed if equal opportunities in the world of work are to progress further. To address these issues a model of Embedded Mutual Partnership is recommended between schools and employers.

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Hylton, Kevin. "Local government, 'race' and sports policy implementation : demystifying equal opportunities in local government." Thesis, Leeds Beckett University, 2003. http://eprints.leedsbeckett.ac.uk/419/.

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This thesis takes as its starting point the position that equal opportunities as a concept and practice have been conceptualised and operationalised inconsistently in local government (Nanton 1989, Young 1990, 1992, Bagilhole 1997). As a result the PhD investigated the appreciative contexts and ideologies that underpinned the assumptive worlds of those who influence policy and practice in sport in three local authorities in Northshire. Operationalising a critical ‘race’ standpoint (CRT) the study critically examined the views of senior officers and councillors in local authority sport utilising Young’s (1977, 1979) assumptive worlds framework. This research was based upon a two-phase investigation. The first phase involved a multi-site case study, which took place in North City, West Town and South City between 1996 and 1998. In a similar fashion to Stone’s (1988) single case study investigation into local authority equal opportunities strategies for women employees, they were intended to clarify and crystallise the everyday pressures and assumptions underpinning equal opportunities and ‘race’ within local authority sport. The agenda for the multi-site case study was to interrogate the values and assumptions that underpinned equal opportunities and race-equality for fifteen senior officers and nine councillors. In tandem with the local government case studies the second phase was an ethnography that involved an observation and analysis of the black sports pressure group VBES. The group was followed from its inception in 1996 until it became a significant agent within the sports policy network in Northshire in 2000. VBES contributed the black perspective from outside the local authorities. Consequently, Voluntary Black and Ethnic Sport’s links and associations over the years were a clear barometer of how effective equalities work was developing in specific authorities across the region. Three dominant themes emerged out of the study of the local authorities and evidence of them found expression in the activities of VBES. These themes were the conceptual confusion surrounding equal opportunities and race-equality, the policy tensions caused by individual appreciations and interpretations of policy, and the colour blindness that ignores wider issues of ‘race’. The themes aggregated to represent the core processes that affect each authority’s ability to effectively tackle race-equality in sport. Conceptual confusions, policy tensions and colour-blindness, that enwrapped the assumptive worlds of each authority, effectively led to policy implementation gaps between their promise and practice. The marginalisation of ‘race’ from mainstream provision has resulted in the ambiguity that Young (1990, 1992) warned against and in the lack of leadership that was the focus of Ouseley’s (1990) analysis. Ultimately there are issues that need to be managed in local government about how race-equality in sport is to be translated from policy to practice.

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Bártíková, Markéta. "Analýza konkrétního projektu Iniciativy Společenství EQUAL realizovaného v rámci Jihočeského kraje." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-9301.

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The aim of this diploma thesis is to cover all phases of the development of social policy in the European Union from the very beginnings of it as one entity, and, furthermore, to concretize the importance of EQUAL Community Initiative as a tool for completing the European Employment Strategy and for fighting against all forms of discrimination and unequal conditions in the labour market. This initiative is one out of four which are funded by the European Union Structural Funds, namely the European Social Fund (ESF), in the programme period of 2000-2009. The analytical part of this thesis is aimed at the overall analysis of one of the EQUAL Community Initiative projects called "Business Without Obstructions" which is realized within the South Bohemian region. The goal of this three-year project is the support of those people from target groups who decide to solve their difficult life situation -- unemployment - with starting a business activity. The characteristic feature of this project is the establishment of the so called BENEFIT contact places which provide professional consultancy on business issues. These contact places were established in the Regional Offices of South Bohemian Chamber of Commerce.

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Výskotová, Petra. "Rovné příležitosti mužů a žen." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-9192.

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Theme of this diploma work are problems of equal opportunities at the labour market. The first part concentrates on unequality between men and women, causes of different social statuses, basic terms and legislative framework of equal opportunities of men and women in the European Union and the Czech Republic. Overview of present social status of women at the labour market is given by the analysis of basic statistic indicators differentiated by gender. Apart from the European Union, which set up equal opportunities as one of its fundamental goals, important initiators of gender precautions are individual companies. Therefore following parts of my work concentrate on companies' attitude to equal opportunities and first of all on main reasons for implementation of individual precautions and concrete steps, which should support the improvement of present situation. The last chapter deals with costs and benefits consequent upon implementation of equal opportunities and shows those precautions that certify in practice.

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Shindley, Lynda R. "Equal opportunities for professional development a needs assessment for a non-profit professional organization /." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006shindleyl.pdf.

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You, Winnie. "Does Patriarchy Still Exist? An Examination of Equal Employment Opportunities in the United States." Scholarship @ Claremont, 2015. http://scholarship.claremont.edu/scripps_theses/643.

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Since the 1970s, major changes in reproductive freedom, education, and the passage of equal employment laws have impacted women’s experience in the workplace. My thesis is a US-based study that examines the progress of women’s equal employment opportunities from the 1970s to today. Chapter 1 provides the context of discrimination in the 1970s. Chapter 2 provides detailed literature reviews on reproductive freedom and education separately. Section 2.1 shows the relationship between reproductive freedom and increased labor force participation. Section 2.2 finds that higher levels of education encourage women to seek employment in traditionally male-dominant positions. Section 2.3 adds alternative explanations to women’s increased labor force participation rate, such as the aftermath of WWII and changing social attitudes. Chapter 3 gives an overview of women in management in the United States. Section 3.1 examines the history of equal employment laws and how they are subsequently enforced. Chapter 3.2 explains why women in the United States today are still victims of the glass ceiling. Chapter 3.3 compares the status of women in higher management as well as policy trends (maternity leave, childcare subsidization) between the United States and other countries. Chapter 3 draws models from other countries and shows how female management in developed Asian countries successfully included women in top management over time. Chapter 4 is the conclusion of my thesis. Section 4.1 concludes that the United States has a long way to go to achieve truly equal employment opportunities. Section 4.2 provides suggestions and directions for future research.

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McVittie, Christopher D. "The 'age' of diversity and equal opportunities in employment : new discrimination against older workers?" Thesis, University of Edinburgh, 2001. http://hdl.handle.net/1842/23116.

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There exists a considerable body of evidence to suggest that older workers are increasingly being excluded from the workplace in the UK and elsewhere. Commonly, such exclusions are viewed as being due, at least in part, to the use of discriminatory practices by employers towards older workers and jobseekers. Many previous writers have sought to explain age discrimination in employment as the result of the cognitive biases of individual employers (e.g. Warr & Pennington, 1993) or as the outcome of inequitable social structures which favour younger workers over older workers (e.g. Phillipson, 1982). Recent measures promoted by the UK Government to address age discrimination in the workplace (DfEE, 1999) have accordingly rested on the promotion to employers of the principles of diversity and equal opportunities in employment. Drawing on work which has examined the explanatory power of age itself (Bodily, 1991; 1994) and on recent work within discursive psychology, I argue in this Thesis that age diversity and equal opportunities in employment can be usefully understood as discursive resources available to and used by participants within everyday social interaction. Adopting such a perspective allows discrimination against older workers to be viewed as ongoing social practice. Here, I analyse data obtained from written equal opportunities policies of employers, from focus groups and from interviews conducted with employers and older jobseekers. Employers, while making claims which appear to be inclusive of workers in general and older workers in particular, describe their workforce and recruitment practices within reference to the numbers of older workers employed. When challenged, they account for the apparent marginalisation of older workers within their organisations in terms of factors outwith their control and in ways which make such practices less visible and less open to public scrutiny.

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Chow, Lok-ning Eric, and 周樂寧. "Policy-making in an executive-led government: an analysis of the equal opportunities bill and the human rights andequal opportunities commission bill." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31964916.

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Stockhausen, Maximilian [Verfasser]. "Striving for Equal Opportunities: Essays on the Distribution and Transmission of Economic Resources / Maximilian Stockhausen." Berlin : Freie Universität Berlin, 2017. http://d-nb.info/1137206691/34.

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37

Dawson, Ruth Phillippa. "Models of evaluation of equal opportunities training in local government with special reference to women." Thesis, London South Bank University, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.358238.

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Although equal opportunities training with regard to women was well known to exist in London local authorities, the evaluation methods used, their range and good practices were virtually unknown and so training had given birth to expectations whose results were unexplored. A study was carried out to examine the range and type of such training and evaluation. A postal questionnaire was sent to central trainers in all London Boroughs. The training available varied but every borough in the study ran courses on recruitment and selection and most ran assertion courses. A series of research questions were generated on the evaluation practices of trainers in central training departments and the organisation's knowledge and use of this evaluation. A further study with trainers, using in-depth interviews followed, in selected boroughs, to discover more about the models of evaluation in use; in particular it was hoped to find models that worked well. The study was done in the context of increasing central government restraints on spending and the introduction of competitive tendering and service agreements. This had the potential effect of changing the impetus for evaluation from a personal, professional requirement, to the need to evaluate in order to market services more effectively. Some research expectations were not met: the evaluation models used were minimal in both number and scope; they were mostly limited to the process of training and not to the outcome. Thorough evaluation means regular, systematic formative evaluation with less frequent summative evaluation. The findings suggest reasons why thorough evaluation was not made. 1) There was no requirement to evaluate and to report these findings to senior managers. 2) Trainers showed traditional bureaucratic behaviour and were peripheral to local authority programmes. 3) There were the historically entrenched views of professionals knowing best and being delegated responsibility without reckoning. 4) There was a fear that evaluation might undermine professional credibility and thus jeopardize jobs. Some trainers felt uneasy evaluating senior managers. 5) A lack of interest and knowledge of evaluation techniques was evident, as was a lack of experience in evaluating equal opportunities measures 6) There was a failure to perceive the possibilities of evaluation in reinforcing the position of trainers. 7) It was not realised that equal opportunities requires high level organisational learning. 8) Problems were perceived due to the difficulties of evaluating incomplete learning circles. 9) There was a reduction in the political urgency. 10) Local authorities may not have taken equal opportunities seriously and undermined the initiatives because of entrenched class loyalties, emitting covert signals not to evaluate training outcomes or compare them with other measures for effectiveness. A typology of trainers was developed from the study and consisted of Ritualists, Pilot Strategists, Incrementalists, Innovators and Policy Achievers. Formative evaluation was seen as a particularly suitable approach to implement the high level learning required in equal opportunities training. There were signs that attitudes to evaluation were beginning to change and for it to be seen as a useful weapon for survival for central training units. Equal opportunities for women was becoming more of a mainstream concern: policy and implementation deserve regular evaluation so that the most effective and efficient means of achieving equal opportunities for everyone are employed.

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Henwood, Felicity Jane. "Gender and occupation : discourses on gender, work and equal opportunities in a college of technology." Thesis, University of Sussex, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.358243.

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The thesis Is Intended to make a contribution towards the development of a new theoretical framework for understanding gender and occupational choice as It relates to both traditional and non-traditional choices. The research arose out of a need to develop more effective Interventionist strategies around gender. work and equal opportunities In the context of the recent. largely unsuccessful. attempts to encourage more women Into the fields of science. technology and engineering. Existing theoretical frameworks for understanding both occupational choice. and women in engineering and non-traditional fields. rely heavi lyon the individual-society dualism: emphasising either individual choice or structural determination. Neither are able to offer adequate explanations either for the paucity of women In non-traditional fields or for women who do make nontraditional choices. Based In a college of technology. the research focuses on two courses which. In terms of numbers at least. could be said to be 'gendered'- the Diploma for Personal Assistants and the HND In Software Engineering. Using ethnographic research techniques Including participant observation and In-depth Interviewing of key actors In the col lege. a range of perspectives and practices concerning gender. work and equal opportunities. are Identified. The analysis of the data suggests that occupational choice Is neither a static event nor a clear-cut process but one Involving change over time and in relation to experience. as wei I as considerable contradiction and conflict for the Individuals concerned. By drawing on theories of discourse and subjectivity In the poststructural 1st tradition. this thesis begins to develop a new theoretical framework that moves beyond the dualism found In existing theories of gender and occupation. In particular. It brings back Into view 'women's agency' In a way that does not rely on the notion of 'free choice' and which highlights the cultural nature of both femininity and masculinity. This is achieved by Identifying the ways In which both women's and men's subjectlvltles are constituted In discourse and are the outcome of their negotiations with conflicting discourses on Questions of gender. work and equal opportunities.

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Hedge, Annie. "Talk about discrimination : an analysis of the language we use to talk about equal opportunities." Thesis, Birkbeck (University of London), 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.339218.

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Guillory, Tierra. "Determining the Influence of Business Ethics on Hiring Practices, Compensation Packages, and Equal Employment Opportunities." Thesis, California Southern University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10284348.

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In Nevada, 300 Big-box store employees had distinct opinions regarding hiring practices, compensation, and equal employment opportunities. This study focused on the examination of the role of business ethics, an integral part of the business environment, as it pertains to hiring practices, compensation, and equal employment opportunities. The study examined how people within an organization use and practice business ethics in hiring and promotion decisions through the use of a mixed methods study. The study was conducted using a survey defined through a 7 point Likert scale to understand the respondent’s perceptions and experiences on ethical practices of the organization in hiring, compensation, and equal employment opportunities. Statistical analysis was used to analyze the data. The results demonstrate that there are distinct relationships between business ethics and business operations, suggesting that organizations should develop ethical practices and monitor ethical behavior to assure ethical practices, compensation, and equal employment opportunities. Furthermore, the results suggest that employee satisfaction is increased with improved business ethic practices. Therefore, it can be deduced that increased employee satisfaction can increase productivity, which can increase profit due to lower expenses incurred by the organization. This study may contribute to social change by demonstrating that business ethics is crucial and beneficial to the success of all organizations in a variety of ways, including employee morale.

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Filipp, Elin. "Regeringskansliets mångfaldsplan i praktiken : En intervjustudie om enhetschefers tankar kring mångfald." Thesis, Umeå universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-117064.

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This study is a bachelor thesis for the Human Recourse program at Umeå University. It is an interview study with section leaders at the Swedish Government Offices about their view on diversity and an inclusive approach. The objective is to identify their interpretation and perception of diversity and an inclusive approach, further, how it influences their work and their sections. The objective is reached by interviewing six section leaders and discussing how they perceive their work with diversity at The Government Offices, their section, additionally, how they pensive the meaning of the words diversity and inclusion. The results have been divided in to three parts; Relationship and definition, Work and Future. The most important part is the data that came from the six interviews. Interesting points in the discussion is also the Swedish laws about government employment and discrimination, the Government Offices ‘Plan for equal rights and opportunities’ and The Department of Integration model for working with diversity. The tendencies are that they have problems in regards to defining diversity and inclusive approach but yet there are similarities in the descriptions both with each other and the official definition. What the section leaders experience as problems are mostly the timeframe, recruitment and how much working with these questions is valued. The report ends with a discussion and analysis where the results and arguments are debated.

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Iganski, Paul. "Implementing equal employment-opportunities policies in the British National Health Service : racism and patriarchy at work." Thesis, London School of Economics and Political Science (University of London), 1993. http://etheses.lse.ac.uk/1295/.

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An analysis is presented of the implementation of equal employment-opportunities policies in the British National Health Service (NHS). It focuses on policy development at national level for the NHS as a whole, and also at local level in a case-study of two District Health Authorities. The material was collected from interviews with over sixty respondents. At national level they included key actors in the policy process. Data from a mail survey of all Health Authorities and Boards in the NHS - undertaken for the thesis - is used to additionally evaluate policy progress at national level. The analysis focuses on the organisation and stimulae behind policy implementation at national level. At local level, interviews were held with personnel specialists responsible for the formulation of policy, and line-managers responsible for policy implementation. The analysis focuses particularly on equal opportunities monitoring, formalisation of the selection process for employment, and positive action measures. The analysis uses concepts of racism and patriarchy to theoretically structure a variety of disparate processes which deny equality of opportunity at work. It also suggests targets and strategies for policy implementation.

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Lam, Pui Yee, and 林佩儀. "A study of the policy on rehabilitation in Hong Kong from the perspective of 'equal opportunities'." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31211574.

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Connell-Hall, Vivienne. "From equal opportunities to diversity : a study of Afro-Caribbean career progression in the public sector." Thesis, University of Warwick, 2008. http://wrap.warwick.ac.uk/2346/.

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This thesis examines the extent to which equal opportunity legislation has enabled employment policies that aid the development, progression and promotion among public sector employees, specifically those of Afro Caribbean origin, employed during the period between 1988 and 2004. As context, the first part of the thesis presents an historical background of the black presence in the UK and the hostility they experienced through racial discrimination. It considers how governments, politicians and social scientists viewed the social exclusion and disadvantage of ethnic minorities generally and their treatment in the labour market in particular. It also discusses relevant legislation, policies and practices that were developed to address racial discrimination. Drawing on methodologies used in research of similar nature and reviewing literature and research studies, a methodology was chosen that was appropriate for the study and a combination of quantitative and qualitative methods is used. The quantitative data presented in Chapters 7-8 is derived from responses to a questionnaire survey, supplemented by more detailed qualitative responses derived from face to face interviews with employees from participating organisations. Other methods are used only to a very limited extent to supplement the data derived from the questionnaires and interviews. Chapter 9 contains data collected from a separate exercise of a shortened questionnaire on diversity only, consisting of staff from one government department and focus groups from two business streams. The second part of the thesis presents the chosen methodology and analyses evidence collected between 1999 and 2004. Survey data, in depth one-to-one interviews and group interviews show that although progress has been made in combating racial discrimination, the policy of positive action is not a routine tool of organisational policy. An examination of employment practices and processes in the relevant organisations indicates that there exists a combination of organisational, group (subculture) and individual constraints on ethrýc minorities to rise to their full potential. The theoretical view argues that there has been a retreat from progressive equal opportunity policies in employment and this owes much to the policies of the government of the day and organisational procedures. These assumptions have been borne out empirically.

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Lisk, D. R. "Equal opportunities for women in construction trades : issues of education, training and employment in Northern Ireland." Thesis, Queen's University Belfast, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.679039.

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This study seeks to identify the factors that influence young women to take up a career in the construction trades in Northern Ireland and to gain a better understanding of the perceptions that lead them to decide on a career in construction. The study focuses on the views, perceptions, understandings and experiences of young people and utilises a mixed methods approach, consisting of a large scale quantitative study of 14-16 year olds along with follow up qualitative interviews with young women and other key stakeholders in the construction industry. Within the context of this study, Roberts' notion of opportunity structures is used, and extended with Bourdieu's concepts of 'habitus' and 'field', as a way of exploring how young women have come to internalise taken-for-granted ways of thinking about occupations that reflect their wider experiences and relationships at home, school and in the world of work. The study found that the young women's attitudes and perspectives were influenced by the family and their peers. The study also identifies entrenched attitudes, where girls are discouraged, prevented and inhibited from accessing opportunities to explore particular career choices by careers officers and teachers. The study highlights how women on construction sites might be undermined but also highlights that young women are confident in their own abilities. This study is one of the first to consider a range of construction craft career choices for women to contemplate. The implications of this study include the need for schools and colleges to provide equality of opportunity for girls to participate in careers talks and vocational sampling programmes. It is suggested that sector bodies must also seek to promote and support women in construction apprenticeship programmes and that construction sector employers must implement improved monitoring and support mechanisms for female workers.

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Lam, Pui Yee. "A study of the policy on rehabilitation in Hong Kong from the perspective of 'equal opportunities' /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13671662.

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Pucová, Markéta. "Rovnost příležitostí pro muže a ženy." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-76506.

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Slavníková, Lucie. "Ekonomická a sociální statistika genderovým pohledem." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-205514.

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Statistical data collection is on high level at this time in European countries including Czech Republic. However, there is still a space for enriching statistics and looking for innovative ways of using obtained data. In context of the governments' efforts to promote equal opportunities for women and men, gender statistics is being addressed. It should serve as a base for detecting a position of women and men in all areas of the society and it should help to evaluate the impact of various actions ex ante as well as ex post. The aim of this diploma thesis is to continue to fulfill the intention to provide an interconnected picture of need for gender statistics in connection with diploma thesis written by Ing. Barbora Stanislavová in 2013. The emphasis is put on adding information on current course of gender studies connected with economy and on describing selected gender statistics indicators. The previous thesis covers general gender equality indicators and labour market area, this diploma thesis concentrates on indicators in family area. Gender statistics description is accompanied by actual data for Czech Republic and other European countries in order to provide illustrative example of use of gender statistics.

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Hinton, Susan E., and Susan Mayson@BusEco monash edu au. "Organisational contestation over the discursive construction of equal employment opportunities for women in three Victorian public authorities." Swinburne University of Technology, 1999. http://adt.lib.swin.edu.au./public/adt-VSWT20051102.140031.

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The central arguments in this thesis rest on two premises. Firstly language and context are intimately bound up in the social construction of workplace gender inequalities. Secondly, organisational understandings and management of women�s access to employment opportunities and rewards in modern bureaucratic organisations are constituted through discourses or systems of organisational knowledges, practices and rules of organising. This study uses the concept of discourse to account for the productive and powerful role of knowledge and language practices in constituting the organisational contexts and meanings through which people make sense of and experience complex organisations.

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Tilley, Susan Mary. "Equal opportunities and its impact on the work experience of women in the north east of England." Thesis, University of Sunderland, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.409505.

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Dissertations / Theses on the topic 'Equal opportunities'

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