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Voorhoeve, Alexander Edmund. "Equal opportunity, equality, and responsibility." Thesis, University College London (University of London), 2006. http://discovery.ucl.ac.uk/1446749/.
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This thesis argues that a particular version of equal opportunity for welfare is the best way of meeting the joint demands of three liberal egalitarian ideals: distributional equality, responsibility, and respect for individuals' differing reasonable judgements of their own good. It also examines which social choice rules best represent these demands. Finally, it defends the view that achieving equal opportunity for welfare should not only be a goal of formal public institutions, but that just citizens should also sometimes be guided by it in their everyday life. The version of equal opportunity for welfare it defends differs from some well-known contemporary versions in the following ways. First, it rejects a definition of welfare as the degree of satisfaction of a person's preferences, because, it argues, this conception of welfare cannot adequately deal with preference change. Instead, it suggests that we should adopt a conception of welfare based on a list of goods and conditions that are recognised as valuable from the perspective of a variety of different conceptions of the good. Second, it argues that individuals' prima facie claim to an equally valuable share of the world's resources-a claim which is based on their equal moral worth-is limited to situations in which giving one person a more valuable share means that someone else ends up with a less valuable share. It also argues that in situations where we can improve at least one person's situation without worsening anyone else's, we generally do not fail to respect each person's equal moral worth by doing so, even if this leads to inequalities. Third, it defends a distinct view of responsibility, which justifies social arrangements that give people certain options with reference to the value that individuals can achieve (but don't necessarily achieve) through their choices from these options.
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Lüdtke, Sabine. "A model of equal opportunity." Diss., Ludwig-Maximilians-Universität München, 2013. http://nbn-resolving.de/urn:nbn:de:bvb:19-171738.
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Fairness assumptions have a lot of positive consequences. For example, is the perceived justice relevant to job satisfaction and attitudes towards distributions of social goods. But what is a fair distribution of social goods?
In the distributive justice research three principles can be distinguished according to which justice judgments are made: Need, equality and equity. The first article of this dissertation examines how justice for these three principles is perceived. With the model of equal opportunity it is assumed that the assumption of equality between the stakeholders is crucial to the justice judgment. Depending on whether equal opportunity is accepted or not, different principles are perceived. The results in the context of education confirm that the perception of the three principles of justice can be explained by the assumption of equal opportunities.
Whether equal opportunity is accepted or not depends on the attitude to equal opportunities. In attitude research it is becoming increasingly obvious that implicit (automatic) and explicit (reflected) attitudes influence behaviour. The investigation of implicit and explicit attitudes to equal opportunities and the investigation of the model of equal opportunity in a different context are discussed in the second article of the present dissertation. It is discussed whether cognitive dissonance can dissolve the conclusion that people who implicitly assume equal opportunities prefer need-based distributions. The results in an economic context confirm that it is useful in justice research to differentiate between implicit and explicit attitudes.
The third article brings into focus also an economic context it is postulated that the self-concept, namely the whole set of attitudes, opinions, and cognitions that a person has of himself, has an influence on the perception of the three principles of justice and on the model of equal opportunity. The third article of this dissertation examines whether the interdependent self-concept influences the choice of principles of justice. The results confirm this assumption.
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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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Kaase, Kristopher Jerome. "Equal Employment Opportunity and Educational Achievement Gaps." NCSU, 2003. http://www.lib.ncsu.edu/theses/available/etd-12312002-131419/.
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Despite over 30 years of awareness, intervention, and research regarding race, class, and gender differences in educational achievement, large differences still persist. These differences have a significant impact on individuals? quality of life. Research on educational achievement gaps has been largely focused on schools or families; while policy efforts to address these gaps have been focused on schools, with limited success. This study examines the broader community context in which schools and families are embedded. Specifically, this study addressed the policy question: Is relative inequality in employment opportunity in local areas related to relative inequality in educational achievement in the same areas in North Carolina? Employment opportunity was conceptualized as quality of employment and as earnings. Relative inequality was measured by comparing a race (Black or White), class (high school education or less vs. education beyond high school), and gender group to White males with parental education beyond high school. Relative inequality in Biology and English I achievement were measured at the school level and at a modified Public Use Microdata Area (PUMA) level. Relative inequality in quality of employment and earnings were measured at the modified PUMA level, and measured separately for the local area and neighboring area. This study was unique in that it a) examined the variation in employment opportunity across communities and b) examined race, class, and gender inequality as simultaneously experienced rather than as separate inequalities. Relative inequality in local earnings had a positive relationship with relative inequality in high school Biology for most Black and White student groups. Relative inequality in local earnings had a positive relationship with relative inequality in English I for Black students. There was little support for the hypothesis that relative inequality in the local quality of employment had an effect on relative inequality in achievement. There was also little support for the effect of neighboring community employment factors on inequality in achievement. This study found reason to support policies that would reduce relative inequality in earnings in local areas as a means to reducing educational achievement gaps.
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Short, Myriah J. "Equality of Opportunity: Equal Access to Higher Education." Ohio : Ohio University, 2009. http://www.ohiolink.edu/etd/view.cgi?ohiou1229624814.
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Smith, William J. 1947. "Equal educational opportunity for students with disabilities in Canada." Thesis, McGill University, 1993. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=41182.
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The purpose of this inquiry was to conduct a comparative analysis of the legislative action taken by the government of each Canadian province and territory, as of December 31, 1992, with respect to the provision of equal educational opportunity for students with disabilities. The methodology consisted of a form of qualitative content analysis of the relevant legislative action, validated by provincial representatives, complemented by a study of relevant case-law. The analytical framework comprised 60 items grouped around five types of rights: non-discrimination, access, identification/placement, service delivery and parental participation. Overall, four jurisdictions, the Yukon, followed by Ontario, Quebec and Saskatchewan, were found to provide for a significant level of rights. Newfoundland, Prince Edward Island, Nova Scotia and the Northwest Territories were found to provide for the lowest level of overall rights. Equality rights and access received the highest ratings across all jurisdictions, while parental participation, service delivery and identification/placement were rated lowest. Extensive references and key extracts from all legislation analyzed are included.
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Kleps, Christopher. "Equal Law, Unequal Process:How Context and Judges Shape Equal Opportunity Decision-Making in the Courts." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1503073597694633.
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Goldstene, Claire Claudia. ""America was promises" the ideology of equal opportunity, 1877-1905 /." College Park, Md. : University of Maryland, 2009. http://hdl.handle.net/1903/9874.
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Thesis (Ph.D.) -- University of Maryland, College Park, 2009.Thesis research directed by: Dept. of History. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Lüdtke, Sabine [Verfasser], and Dieter [Akademischer Betreuer] Frey. "A model of equal opportunity / Sabine Lüdtke. Betreuer: Dieter Frey." München : Universitätsbibliothek der Ludwig-Maximilians-Universität, 2014. http://d-nb.info/1056876360/34.
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Clancy, Sandra J. "Imagining affirmative action and equal opportunity, American failures, Canadian challenges." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ27623.pdf.
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Adam, Janet Elizabeth. "Equal educational opportunity in Scotland's comprehensive secondary schools : a Capabilities Approach." Thesis, University of Glasgow, 2015. http://theses.gla.ac.uk/6770/.
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Despite the laudable inclusive policies in Scotland such as Getting it Right for Every Child and Curriculum for Excellence, it is clear that some young people still do not experience equal access to educational opportunity. With education at its heart, the Capabilities Approach is a theory of social justice that starts with a commitment to the equal dignity of all human beings and focuses on choice or freedom. Offering an alternative means of measuring wellbeing or advantage rather than the traditional measurements such Gross National Product, the Capabilities Approach, particularly Martha Nussbaum’s list of capabilities, is a useful framework to assess how pupils and teachers in Scotland’s schools are faring. Using complementary sociological and philosophical perspectives and a literary thread of fictional characters from texts taught in Scottish schools, this dissertation shows how Scottish educational policies are deeply concerned with social justice and equity. However, there are barriers standing in the way of equal access to educational opportunity for some young people. As well as individual and micro structures addressed by the Capabilities Approach, macro structures in our society also play a role in perpetuating social injustice. A critical sociological perspective enriches the account by considering the economic and political institutions of society: unequal class structures and possession of the various forms of capital; austerity; precarity; the attainment agenda and the deficit ideology. Bourdieu’s notion of the various forms of capital is threaded through the dissertation, highlighting how possession of capital is advantageous to upper and middle class families whereas lack of capital can be disadvantageous to young people from working class and disadvantaged backgrounds. Bourdieu’s theory of habitus illuminates the inherited reproduction of social conditions and how some young people adapt their choices in accordance with what they think is appropriate for them. Oppressive societal structures and lack of agency can influence and disempower young people but there is scant recognition of this in educational policies. Teachers can and do make a difference in young people’s lives and current educational reforms such as Curriculum for Excellence are aimed at achieving better educational outcomes for all children in Scotland. However, teachers too face obstacles in achieving equality of educational opportunity, such as challenges to teacher autonomy, hegemony, crisis discourse and the attainment agenda. I argue that the Capabilities Approach can shed new light on what teachers, school management teams, local authorities and the government need to do in order to work successfully towards educational equality in twenty-first century Scotland.
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Illingworth, Susan Anne. "Equal opportunity : issues of self-ownership and participation in recent philosophical literature." Thesis, University of Bristol, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.241520.
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Bennici, Frank Joseph. "An assessment of the equal opportunity performance of the National Apprenticeship Program /." Connect to resource, 1994. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1226937756.
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Kaliss, Gregory John Kasson John F. "Everyone's all-Americans race, men's college athletics, and the ideal of equal opportunity /." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2008. http://dc.lib.unc.edu/u?/etd,1684.
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Thesis (Ph. D.)--University of North Carolina at Chapel Hill, 2008.Title from electronic title page (viewed Sep. 16, 2008). "... in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the Department of History." Discipline: History; Department/School: History.
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Boccaccio, Flaminia <1997>. "Equal Employment Opportunity Law e la Donna in Carriera Giapponese al giorno d’oggi." Master's Degree Thesis, Università Ca' Foscari Venezia, 2022. http://hdl.handle.net/10579/21056.
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L’elaborato si pone l’obiettivo di esplorare uno dei tanti settori in cui le donne giapponesi ancora oggi non godono di piena eguaglianza: il mondo del lavoro. In particolare, l’analisi si concentrerà sulla Equal Employment Opportunity Law entrata in vigore nel 1986 e i suoi relativi effetti. La domanda di tesi, oltre ad interrogarsi sulle concrete conseguenze che questa legge ha portato nel mondo del lavoro femminile, vuole analizzare quante siano in Giappone – ma soprattutto se ci siano – al giorno d’oggi donne con cariche manageriali e in quali settori.
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El-Itr, Zuhair Musa. "Equal business opportunity programs in the construction industry : a framework for development and implementation." Diss., Georgia Institute of Technology, 1992. http://hdl.handle.net/1853/21498.
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Tinkler, Justine Eatenson. "A social psychological analysis of resistance to sexual harassment law ": implications for equal opportunity /." May be available electronically:, 2007. http://proquest.umi.com/login?COPT=REJTPTU1MTUmSU5UPTAmVkVSPTI=&clientId=12498.
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Perenzin, Laura <1996>. "Il Giappone e la Equal Employment Opportunity Law : un percorso verso l'uguaglianza di genere." Master's Degree Thesis, Università Ca' Foscari Venezia, 2021. http://hdl.handle.net/10579/18933.
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Il tema della gender equality continua ogni giorno a generare accesi dibattiti in tutto il mondo. Quello del genere femminile è stato per secoli un ruolo accostato alla mera importanza riproduttiva, all’imprescindibile responsabilità di essere madre e moglie prima di tutto, incastonando le donne in una cornice di ruoli preimpostati per tutta la durata della loro vita, dall’età infantile fino ad arrivare a quella adulta. Secondo un rapporto del Global Gender Gap del 2015, il Giappone non è riuscito a risalire oltre la 101ª posizione su 145 stati presi in esame per quanto riguarda l’uguaglianza di genere. La società giapponese, ancora oggi fortemente genderizzata, risentì molto della rapida industrializzazione a cui il Giappone è andato incontro dopo la guerra combinata con l’improvviso bisogno del paese di globalizzarsi: questi due fattori hanno costretto la società a una improvvisa e rapida evoluzione. Questa modernizzazione non è dunque avvenuta in modo naturale come per la gran parte degli altri stati, ma in un modo brusco che ha portato a una rigidissima divisione dei ruoli di genere all’interno del sistema della ie (il sistema della famiglia introdotto nel periodo Meiji, 1868-1912), che si sono poi inevitabilmente riflessi anche all’esterno del nucleo familiare. La scelta di questo elaborato nasce dalla volontà di approfondire la Equal Employment Opportunity Law, legge del governo giapponese volta garantire le pari opportunità sul posto di lavoro e a stabilire eventuali provvedimenti in caso di sua infrazione. Entrata in vigore nel 1986, alla prima stesura questa legge non prevedeva tuttavia delle rigide sanzioni a seguito di una trasgressione, ma costituiva semplicemente una sorta di insieme di linee guida per le aziende, che erano facilmente in grado di evadere le sue previsioni tramite degli espedienti che spesso rimanevano impuniti. Mentre la nuova legislazione in tema di uguaglianza di genere post-Seconda guerra mondiale fu frutto dell’imposizione americana, la EEOL fu in ogni sua parte elaborata dai politici giapponesi dell’epoca. Ma ciò che portò all’elaborazione di questa legge è stato veramente una sentita partecipazione sociale e governativa per il miglioramento della condizione delle donne? O questa legislazione è stata elaborata a seguito di pressioni internazionali per la condizione ancora arretrata del Giappone in tema di uguaglianza di genere? L’obiettivo di questo elaborato è quindi tentare di comprendere quali siano state le ragioni di fondo che hanno spinto il governo al processo di studio e alla pubblicazione di questa legge. Si cercherà di arrivare a una conclusione soddisfacente tramite un approfondito studio della storia della legislazione giapponese dal dopoguerra in poi, insieme a un’analisi dei movimenti sociali e femministi del periodo per comprendere non solo il meccanismo politico e legislativo che fa da sfondo all’emissione di questa legge, ma anche la società e le donne giapponesi dell’epoca, principali protagoniste di questa legislazione.
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Unangst, Lisa. "Migrants, Refugees, and “Diversity” at German Universities: A Grounded Theory Analysis." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108789.
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Thesis advisor: Hans de WitThe current displacement crisis in the German context has focused scholarly attention on refugee student access to higher education. However, much less research has attended to supports at higher education institutions (HEIs) for enrolled migrant and refugee students. In fact, education research in the German setting rarely focuses on students from any migrant background, though these students comprise between 20-25% of all German tertiary enrollment. This study uses Constructivist Grounded Theory (Charmaz, 2014) and a postcolonial lens to analyze “equal opportunity” plans and programs at 32 German HEIs across all 16 federal states. Data sources include the “equal opportunity plan” unique to each HEI (Gleichstellungsplan) and interviews with “equal opportunity office” (Gleichstellungsbüro) faculty and staff. Key findings include a bureaucratization and numerification of diversity in the German case, as well as an almost exclusive focus on diversity as gender. This dissertation offers a potentially transferable theoretical model, which may be relevant in national settings with increasingly diverse student populations, histories of colonial possession or fantasy, or primarily public higher education systems (Bhabha, 1994; El-Tayeb, 2016; Kilomba, 2008; Said, 1979)
Thesis (PhD) — Boston College, 2020
Submitted to: Boston College. Lynch School of Education
Discipline: Educational Leadership and Higher Education
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Cheng, Xing. "Measuring the educational attainment of proprietary students : an assessment of equal opportunity from national data /." Diss., This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-09162005-115022/.
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Findlay, Rolanda Alexis. "Exploring the Impact of God Schema on Equal Opportunity Climate and Related Indicators of Organizational Effectiveness." Diss., Virginia Tech, 2009. http://hdl.handle.net/10919/29259.
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The present study explored the relationship between God schema and work place perceptions, specifically perceptions of equal opportunity (EO) climate and indicators of organizational effectiveness (OE). The first aim of this research was to investigate the impact of God schema (i.e., God schema patterns) on EO climate (i.e., collective EO climate patterns). The second aim of this research was to explore the impact of God schema, race, gender, and EO climate on indicators of organizational effectiveness, such as job satisfaction, organizational commitment, perceived work-group cohesion, and perceived work-group effectiveness. The final aim of this study was to examine the impact of group heterogeneity in terms of God schema, race, and gender, on group perceptual agreement.
Data was collected and analyzed from 1,622 United States Navy personnel who completed the DEOMI Equal Opportunity Climate Survey (DEOCS) and attached God schema research module. Using a pattern approach (i.e., cluster analysis and configural frequency analysis), the results provided clear support for a relationship between God schema and perceptions of EO climate and OE. The findings suggested the influence of God schema was expressed differently depending on an individual's race/gender identity. Lastly, the results provided support for the predictive power of God schema (i.e., God schema heterogeneity within a unit) on unit-level agreement.
Taken as a whole, these findings highlighted a dynamic relationship between God schema and perceptions of EO climate and related indicators of OE. The research findings affirmed individuals’ conceptions of God are powerful cognitive schema. In addition, the research findings illustrated individuals’ conceptions of God and variations among these conceptions are measurable, and can be investigated in an objective and scientific manner. Above all, the findings supported a meaningful relationship between God schema and work-place perceptions.Ph. D.
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Zhou, Jing. "A different way to solve the missing value problem the case of equal employment opportunity data /." College Park, Md. : University of Maryland, 2006. http://hdl.handle.net/1903/3830.
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Thesis (M.A.)--University of Maryland, College Park, 2006.Thesis research directed by: Dept. of Mathematics. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Ho, Man-yee, and 何文儀. "Is the civil service an equal opportunity employer?: female civil servants in Japan and Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B29392524.
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Taylor, Cheryl L. (Cheryl Leigh). "Sharing equal opportunity : minority business enterprises and their effects on minority employment in inner city neighborhoods." Thesis, Massachusetts Institute of Technology, 1995. http://hdl.handle.net/1721.1/70257.
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Dickinson, Sandra J. "Campus hate speech regulation can survive strict judicial scrutiny because campus hate speech impairs equal educational opportunity." Connect to resource, 1996. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1241181028.
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Muxanga, Paulo. "The "Fair and Equal Opportunity" clause in bilateral air transport agreements of the People's Republic of Mozambique /." Thesis, McGill University, 1986. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=65526.
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Pedriana, Nicholas, and Robin Stryker. "From Legal Doctrine to Social Transformation? Comparing U.S. Voting Rights, Equal Employment Opportunity, and Fair Housing Legislation." UNIV CHICAGO PRESS, 2017. http://hdl.handle.net/10150/625059.
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In 1964-68, the U.S. Congress enacted comprehensive legislation prohibiting discrimination in employment (1964 Civil Rights Act), voting (1965 Voting Rights Act), and housing (1968 Fair Housing Act). A half-century later, most scholars concur that voting rights was by far the most successful, fair housing was a general failure, and Title VII fell somewhere in between. Explanations of civil rights effectiveness in political sociology that emphasize state-internal resources and capacities, policy entrepreneurship, and/or the degree of white resentment cannot explain this specific outcome hierarchy. Pertinent to President Trump's policies, the authors propose an alternative hypothesis grounded in the sociology of law: the comparative effectiveness of civil rights policies is best explained by the extent to which each policy incorporated a group-centered effects (GCE) statutory and enforcement framework. Focusing on systemic group disadvantage rather than individual harm, discriminatory consequences rather than discriminatory intent, and substantive group results over individual justice, GCE offers an alternative theoretical framework for analyzing comparative civil rights outcomes.
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Töyrylä, Sanna. "Social Sustainability in the Finnish Sport Field - is the field of sport gender equal?" Thesis, Malmö universitet, Institutionen Idrottsvetenskap (IDV), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-44029.
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The importance of actions towards sustainable operations and corporate social responsibility has increased over the years, and the awareness of the phenomenon has increased. Good environmental-, economic- and social actions are all essential in order to achieve sustainable development. Social sustainability as a part of sustainable development seems to be overlooked or underrepresented area in the field of sport and exercise research, especially in Finland. In this research gender equality is seen as an aspect within social sustainability, and the deeper focus is in it. In Finland, gender equality has gone far, but issues have also raised and for instance women are minority when it comes to decision-making regarding sport and physical activity. This research aims to examine and problematize how and if social sustainability, with a focus on gender equality is perceived and experienced in Finnish sport organisations and their practices. Furthermore, this study examines the role and possible potential of Finnish Olympic Committee’s guidelines regarding equality and equal opportunity in sport. The research follows a qualitative case study approach. Five people working in different Finnish sport organizations participated in the research. Semi structured written interviews were conducted to obtain data, and thematic analysis was used to interpret the data from the interviews. The concepts of social sustainability, gender equality and gender theory by Meyerson and Kolb was applied as a theoretical framework. In the Finnish sport field, social sustainability and its aspects are acknowledged and perceived important regarding responsible actions in and towards communities and society. Organizational practices are perceived equal, but issues are recognized in sport practices and sports themselves. The direction seems to be towards neutralizing gender and seeing and treating everyone as individuals over genders. Guidance is perceived important and useful, but more different level cooperation is hoped, especially when considering larger issues like gendered sports. The imbalanced numbers in representation of genders does not seem to impact on how the practices within the sport organizations are perceived. The main gender issues are caused by gender norms in sport, and in order to shape those, it requires larger push from more powerful operators.
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Al-Ghailani, Rashid M. "Equal employment opportunity in public office in principle and practice : an empirical study of the Omani civil service." Thesis, University of Hull, 2005. http://hydra.hull.ac.uk/resources/hull:5650.
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The conceptual focus of this thesis is equal employment opportunity (EEO) when applied to a public personnel management system. In particular it fills a void in evaluating the concepts of Representative Bureaucracy and Management Diversity in both principle and practice, and in comprehending the extent to which their objectives can be translated into practical recruitment procedures. Moreover, the importance of organisational context is crucial. The study investigates how the merit principle can be sustained in a work environment where culture adversely affects organisational efficiency and EEO issues. The Omani public bureaucracy was taken as a case study. The study evaluates whether merit recruitment is embedded into the HRM system as demanded by the country's 1996 Basic Law. Oman faces serious challenges that necessitate efficient recruitment policy that can lead to an effective workforce. On the economic front, while population is rising, oil reserves are decreasing. Thus, the hiring of qualified civil servants is now essential for the country's future development. Politically, the governing elite gather public institutions under their command and operate on informal, personalistic and tribally-oriented work values. The result is a personnel and administrative system where public posts are filled based on nepotism, favouritism and ascriptive criteria, rather than on the basis of achievement and merit. The study argues that the time for reform has arrived to deal with challenges efficiently. After building a generic model of merit-based HRM, analysing the context of the public bureaucracy in Oman, examining the functions of personnel laws and institutions, and evaluating current recruitment activity in both policy and practice, a field study was undertaken to answer the study's questions and to test its hypotheses. The findings suggest that a Weberian type of rational-legal bureaucracy needs to be established. Despite the argument of the collapse of this approach in some western liberal democracies public personnel systems, the research shows that the basic concept of merit still survives in professional practice in other parts of the world where cultural values and social norms are preserved in the work-place. It particularly 'fits' the Omani context and provides an efficient EEO approach. The study confirms that blind imitation of western approaches may not be applicable or useful in developing states. Finally, the theoretical implications of the research are highlighted, with specific recommendations to ensure responsiveness to the merit-based recruitment model adopted by the study. The thesis should be of interest to both students and practitioners of public administration in the Arab Gulf region in particular, and developing countries in general.
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Demosthenous, Catherine M. "Race Matters in Talk in Inter-Racial Interaction." Thesis, Griffith University, 2009. http://hdl.handle.net/10072/365423.
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Contemporary research indicates that Indigenous people are under-represented in the Australian higher education sector and that on-campus university relations and communications between Indigenous and Non-Indigenous persons may be a problem. However, actual talk in interaction between Indigenous and Non-Indigenous Australians in university settings has not been examined. Drawing on Ethnomethodology (EM) and its analytic methods, Conversation Analysis (CA) and Membership Categorisation Analysis (MCA), this study examines interaction between Indigenous and Non-Indigenous persons, who are participating in a focus group activity discussing experiences of university in a university setting in Australia.
Data are audio-recordings of non-contrived focus group interaction between Indigenous and Non-Indigenous persons. These are transcribed using the Jeffersonian transcription system.
This study’s examination of linguistic, conversational and categorial resources shows that race matters to experiences of university. Application of the inclusive/exclusive distinction to an examination of ‘we’ in retrospective accounts distinguishes the categories of person that participants include in their experiences of university. Primarily it shows that these Indigenous participants report sharing university experiences with racial co-members, that is, with other Indigenous persons. On rare occasions when Indigenous participants did include Non-Indigenous persons as co-members in shared experiences, they did so to emphasise their isolation within racial cross-member tutorial-classes.
In contrast, these Non-Indigenous participants report sharing university experiences with persons from a range of categories. Non-Indigenous participants were found shifting the talk from race matters to non-race matters. This allowed Non-Indigenous participants a turn-at-talk, and was found to diffuse potentially adverse consequences resulting from using race as a category in recounting experiences. Further, the study shows Non-Indigenous participants distance and disalign themselves from the problem of Non-Indigenous people, and therefore from assuming responsibility for racist actions reportedly perpetrated by members of their own racial groups.
As these Indigenous and Non-Indigenous participants discuss sensitive race matters, they manage to align and agree with each other. They accomplish this by organising their talk with a preference for agreement; all the while, assembling a social world in which race matters in significant and sundry ways.Thesis (Professional Doctorate)
Doctor of Education (EdD)
School of Education and Professional Studies
Arts, Education and Law
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Gill, Rupert. "My personality, whose responsibility? : equal opportunity for integrity : what the metaphysics of the person can teach luck-egalitarians about responsibility." Thesis, University of Cambridge, 2012. https://www.repository.cam.ac.uk/handle/1810/246768.
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Contemporary egalitarianism has been defined by its attempt to render the distribution of resources 'responsibility-sensitive'. The core intuition is that if someone is responsible for the fact that he is worse off than others then the inequality ought not to raise the concerns of justice. Perhaps the central challenge facing this approach is to establish the 'cut' between what people can rightly be held responsible for, and what not. The basic principle adopted has been that ascriptions of responsibility ought to track the distinction between chance and choice. People ought not to be held responsible if they are worse off than others on account of bad luck, but should bear responsibility for their situation if it results from their choices. What is surprising, though, is how little work has been done to establish where luck ends, and responsibility begins - whether the preferences that someone has instilled in him through upbringing, for example, are his responsibility, or simply a matter of luck. Philosophers have posited that the cut should be based on metaphysics - on whether a preference has been 'genuinely', freely, chosen; or that because as a matter of course in our everyday ethical lives we hold people responsible for their personality as a whole, we should do so at the level of distributional justice, too. But they have not examined in any depth whether these controversial bases are coherent or fully justify the distribution sought. This thesis remedies that shortfall. It examines in detail the distinction between responsibility and luck, and the reason it might be desirable as the basis for the distribution of resources. My conclusion is that whilst responsibility for the costs of one's life requires a more stable basis than is offered by everyday ethical practice, it cannot plausibly be provided by 'genuine', free, choice. Instead, ascriptions of responsibility ought to be guided by an agent's identification with a preference, understood in terms of the broadly metaphysical matter of the role and place of the preference in the structure of the person. Where an agent identifies with a preference, I argue, there ought to be a presumption that he is not responsible for its cost. This presumption is justified by two key claims: people standardly do not choose the preferences with which they identify, rendering it a matter of luck whether the preferences they identify with happen to be expensive or cheap; and identification with a preference gives that preference a significance to its bearer that makes it appealing to provide him with an equal opportunity to fulfil it. To protect people from having to unduly subsidise the life plans of others, though, the cost of those preferences that are not identified with ought, standardly, to be the responsibility of their bearer. I call this novel position, which arms people with an equal opportunity to fulfil the preferences that are most integral to their person, equal opportunity for integrity.
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DeGeorge, Bradley Victor. "Equal employment opportunity in a climate of managing diversity : an institutional study of personnel processes of the Pennsylvania State Police /." Diss., This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-08082007-114523/.
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Halvorson-Fried, Sarah Marie. "Exploring Factors Influencing Employer Attitudes and Practices toward Equity, Diversity, and Inclusion in the New River Valley." Thesis, Virginia Tech, 2016. http://hdl.handle.net/10919/71705.
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Although Congress enacted civil rights legislation in the 1960s to address racial inequities in income and employment, the executive branch and the courts have since retreated from efforts to pursue those policies aggressively. Meanwhile, anti-racism advocates, including the Montgomery County, Virginia based Dialogue on Race, have continued to promote strategies aimed at securing employment and income equity for all citizens. This study analyzed the social and economic costs of continued racial inequality in employment and income, and examined the ways in which local employers are addressing this challenge in the Blacksburg, Virginia region by exploring their self-reported rationales for action on the basis of economic efficiency or profit, moral obligation to fairness and justice, adherence to legal requirements, or leader influence. I addressed these concerns through population data analysis, key informant interviews, and a survey of major local employers. I found that New River Valley employers appear to be motivated by economic and moral reasons, as well as legal compliance. I conclude that activists should use this apparent openness to multiple rationales to work to help community leaders and local employers recognize racial equality as a moral imperative rather than as an instrumental claim incidental to its perceived utility.Master of Urban and Regional Planning
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Struthers, Karen. "Paving the Way for Girls into Male-Dominated Trades: Reducing Gender Segregation in the Trades." Thesis, Griffith University, 2016. http://hdl.handle.net/10072/365458.
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Action to reduce gender segregation in the male-dominated trades has been elevated in the past five years in Australia and other developed nations. However, there is little evidence to indicate that this has translated to a significant increase in female participation in the male-dominated trades. For example, the female composition of trades in the manufacturing, automotive, electro-technology and construction industries in Australia has remained stagnant at under 2%. This has consequences for the country’s economic growth and for the economic security of women. This study pursues two areas of inquiry: (1) it assesses the extent of the gender segregation of the trades over the past two decades in Australia; and (2) it explores the reasons why this gender segregation has been entrenched and what action can be taken to rectify the situation.
In this research I adopt a critical social science methodology in which the process of social inquiry seeks to understand and challenge inequality in social and economic relations (Neuman, 2006, p. 95). I apply systems theory (Friedman & Allen, 2011; Ford & Lerner, 1992; Healy, 2014) as an organising framework to analyse the structural and individual level factors that contribute to gender segregation of the trades. Within this framework, I have also specifically examined three career development theories. These are: the meta-theory, Systems Theory Framework of Career Development (McMahon, 2014; McMahon, Patton & Watson, 2004; Patton & McMahon 2006); Social Cognitive Career Theory (Lent & Brown, 1996; Rogers & Creed, 2011) and Gottfredson’s theory of circumscription and compromise (Gottfredson, 1981, 2002). These three are selected as examples of career theories that provide significant insights into the external influences as well as the cognitive processes, such as self-efficacy and confidence, that impact on career decisions.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Human Services and Social Work
Griffith Health
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Batorowicz, Krzysztof. "An investigation of the maintenance of minority cultures and equal opportunity with special reference to Australian young people of Slavonic origin." Title page, abstract and contents only, 1993. http://web4.library.adelaide.edu.au/theses/09PH/09phb334.pdf.
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Tsang, Chiu-chun Leo, and 曾昭俊. "Urban planning for equal opportunity for the blind in Hong Kong: a case study of transportation facilitiesplanning in public mass transits." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31259558.
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Maxwell, Jewerl T. "Presidential Affirmative Action: The Role of Presidential Executive Orders in the Establishment, Institutionalization, & Expansion of Federal Equal Employment Opportunity Policies." Miami University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=miami1216044992.
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Maxwell, Jewerl Thomas. "Presidential affirmative action the role of presidential executive orders in the establishment, institutionalization, & expansion of federal equal employment opportunity policies /." Oxford, Ohio : Miami University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1216044992.
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Wauchope, Liz, and n/a. "An affirmation action continuum." University of Canberra. Administrative Studies, 1987. http://erl.canberra.edu.au./public/adt-AUC20061109.171449.
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The development of affirmative action strategies designed to achieve equal employment opportunity has been studied along six dimensions of functioning
within four separate organisations. Three of these organisations were
participants in the Federal Government's Affirmative Action Pilot Program in
1984/5, and one was not.
It has been shown that change occurred in a continuous developmental
sequence, here called an "Affirmative Action Continuum", within each of
these six dimensions over the period of study, with each organisation
following a similar sequence of movement. Exceptions occurred where an
organisation made no movement at all, or where one or more of the
sequential processes was omitted or displaced, in a dimension. The
reasons for some of these exceptions, and some of their consequences for
later action, have been explored.
It has been shown that simultaneous activity occurred across several,
dimensions, so that no organisation acted upon only one dimension in
isolation from all others. There was some chronological sequencing between
dimensions.
The indicators of movement along the Affirmative Action Continuum within
each dimension were used to describe the change process in each
organisation. These indicators proved to be useful both in this regard,
and in placing each organisation an the Affirmative Action Continuum in
each dimension at two different points in time. In this way, the
indicators' usefulness was shown to generalise to four very different
institutions, thus suggesting applicability beyond the bounds of this
particular study.
It is intended that the results of this dissertation, and in particular the
model of the Affirmative Action Continuum and the indicators described in
Chapter Two, be used by Equal Employment Opportunity practitioners to
facilitate their decision making about sequencing of activities designed to
achieve equal employment oppportunity.
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Jones, Sheila. "Not "part of the job" sexual harassment policy in the U.S., the Equal Employment Opportunity Commission, and women's economic citizenship, 1975-1991 /." Bowling Green, Ohio : Bowling Green State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1217964889.
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Aldous, David Charles Rhys. "Equal possibilities not restricted opportunity : a critical reflection on the experiences of 'vocational' transition within the context of post-16 sports education." Thesis, University of Exeter, 2010. http://hdl.handle.net/10036/3097.
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This PhD study explores the transitional experiences of working class students between institutions of Further Education and Higher Education within the field of post-16 sports education. It draws its empirical illustration from the interview and ethnographic data collected over an 18 month period between October 2007 and July 2009 from a group of six students who had enrolled on a vocational FDSc Foundation Degree qualification. The study is comprised of two interrelated parts: Part I of the study illustrates the conceptual and methodological considerations which have driven the exploration of the student experience. The theoretical approach for investigating these experiences is informed by the structurationist perspective of Rob Stones (Stones, 2005). Stones conceptualises the relations between agent and structure four interlinked areas: External Structures, Internal Structures, Active Agency and Outcomes. Conceptualising transitional experience in this manner offers possibilities for a more contextually sensitive, refined, developed and ultimately adequate ontology of structuration. In further developing the framework, the study draws upon the sociological understanding of Basil Bernstein and Pierre Bourdieu. The incorporation of these two distinguishable but related perspectives allows the framework to inform an understanding of the interconnections between the sanctioned practices of a context, the role of agents within a context and the power capacities that are derived from these relations (Mouzelis, 1991; Morrison, 2005). In doing so, it provides a number of lenses in understanding the practices and relations between Further and Higher Education and the consequences of this for agents who enter this transition. Part II critically reflects on the participants experiences. Drawing upon data collected at three institutions: Hope Further Education College (HFEC), Fawlty University-College (FUC) and Ivory Tower University (ITU), the study discusses and explores in depth how the relations between the participants and the external structures of the institutions begin to form three identifiable and conceptually distinguishable transitional experiences which are seen to be either Empowering, Fragmented or Failed. In reflecting upon such relations and experiences, the study suggests that discourses of opportunity surrounding vocational qualifications forwarded to these students prior to, and during their course, is rather more complex than previously illustrated and for some functions as more of a myth than empowering discourse. Rather than providing equal possibility, the relations and transitional experiences that are currently produced only afford restricted opportunities to students choosing this vocational pathway within post-16 sports education. In conclusion, the study begins to discuss the implications of the relations and experiences highlighted for present and prospective relations and practices, asking whether change is possible, creating equal possibilities, not restricted opportunity.
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Jones, Sheila. "Not “Part of the Job”: Sexual Harassment Policy in the U.S., the Equal Employment Opportunity Commission, and Women’s Economic Citizenship, 1975–1991." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1217964889.
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Tsang, Chiu-chun Leo. "Urban planning for equal opportunity for the blind in Hong Kong : a case study of transportation facilities planning in public mass transits /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19130880.
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Collins, Scott F. "Equity and Adequacy: A Funding Crisis in the Tennessee Education System." [Johnson City, Tenn. : East Tennessee State University], 2004. http://etd-submit.etsu.edu/etd/theses/available/etd-1105104-100836/unrestricted/CollinsS111204f.pdf.
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Thesis (Ed.D.)--East Tennessee State University, 2004.Title from electronic submission form. ETSU ETD database URN: etd-1105104-100836 Includes bibliographical references. Also available via Internet at the UMI web site.
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French, Erica. "Strategic equity management in the Australian private sector." Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/15887/1/Erica_French_Thesis.pdf.
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Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current knowledge of equity management, exploring contemporary equity management strategies, identifying the approaches of its implementation and analysing these against the outcomes for the status of women's employment. The equity management practices of more that 1900 Australian Private Sector organisations are explored in order to identify the common themes of equity management. Factor Analysis and Confirmatory Factory Analysis are used to analyse the data. A model of strategic equity management practice was developed that identifies different structures, strategies and distribution principles designed to address the disparity between men and women. A major aim of this thesis was to explore the ability of a typological theory of equity management approaches to account for the differences in the status of women's employment. The thesis proposes a typology of equity management approaches that explain the implementation of equity management strategies based on structure and process. Four ideal-typical equity management approaches to achieving workplace parity are identified and explored. The traditional (non-compliance), anti-discrimination, affirmative action and gender diversity approaches proposed inform the a priori Cluster Analysis process that grouped Australian organisations based on their use of the approaches to equity management. Significant numbers of Australian organisations were identified utilising each of the identified approaches to equity management. It was further proposed that the different equity management approaches would be predictors of different outcomes for the employment status of women. MANCOVA was used to analyse the equity management approaches (as the independent variables) and the data on the status of women's employment (as the dependent variables). The findings indicate that the different approaches to equity management are predictors of different outcomes for the employment status of women. Results show that the traditional approach to equity management, which includes the use of none of the equity management strategies identified, is not a predictor of increases in any of the employment measures of women. The anti-discrimination approach, which includes the use of a limited number of equity management strategies identified, is a predictor of increases in some of the employment measures of women. The affirmative action approach to equity management, which includes the use of a number of proactive equity management strategies identified, is a predictor of increases in the employment status of women across a number of measures. The gender diversity approach to equity management, which includes the use of all the equity management strategies identified, is a limited predictor of increases in the employment status of women across some of the measures of employment. Managing the equity process within organisations is increasingly identified as an important tool in managing human resources in competitive, global environments that require productive workers and quality outputs. If equity management is to provide an effective means of addressing disparity between men and women in organisations, this thesis argues for the development of a strategic process to address the specific issues of disparity and the particular needs of the individual and the explicit goals of the organisation in equal opportunity.
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French, Erica. "Strategic Equity Management in the Australian Private Sector." Queensland University of Technology, 2003. http://eprints.qut.edu.au/15887/.
Full textAbstract:
Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organisation remains a dilemma for management both in policy and practice. Research continues to show that the employment status and representation of women is significantly less in relation to those of men. Conflicting arguments on the causes of disparity and competing ideals on the value and means for addressing the disparity have resulted in a number of different opinions on the implementation and practice of equity management. This dissertation contributes to the current knowledge of equity management, exploring contemporary equity management strategies, identifying the approaches of its implementation and analysing these against the outcomes for the status of women's employment. The equity management practices of more that 1900 Australian Private Sector organisations are explored in order to identify the common themes of equity management. Factor Analysis and Confirmatory Factory Analysis are used to analyse the data. A model of strategic equity management practice was developed that identifies different structures, strategies and distribution principles designed to address the disparity between men and women. A major aim of this thesis was to explore the ability of a typological theory of equity management approaches to account for the differences in the status of women's employment. The thesis proposes a typology of equity management approaches that explain the implementation of equity management strategies based on structure and process. Four ideal-typical equity management approaches to achieving workplace parity are identified and explored. The traditional (non-compliance), anti-discrimination, affirmative action and gender diversity approaches proposed inform the a priori Cluster Analysis process that grouped Australian organisations based on their use of the approaches to equity management. Significant numbers of Australian organisations were identified utilising each of the identified approaches to equity management. It was further proposed that the different equity management approaches would be predictors of different outcomes for the employment status of women. MANCOVA was used to analyse the equity management approaches (as the independent variables) and the data on the status of women's employment (as the dependent variables). The findings indicate that the different approaches to equity management are predictors of different outcomes for the employment status of women. Results show that the traditional approach to equity management, which includes the use of none of the equity management strategies identified, is not a predictor of increases in any of the employment measures of women. The anti-discrimination approach, which includes the use of a limited number of equity management strategies identified, is a predictor of increases in some of the employment measures of women. The affirmative action approach to equity management, which includes the use of a number of proactive equity management strategies identified, is a predictor of increases in the employment status of women across a number of measures. The gender diversity approach to equity management, which includes the use of all the equity management strategies identified, is a limited predictor of increases in the employment status of women across some of the measures of employment. Managing the equity process within organisations is increasingly identified as an important tool in managing human resources in competitive, global environments that require productive workers and quality outputs. If equity management is to provide an effective means of addressing disparity between men and women in organisations, this thesis argues for the development of a strategic process to address the specific issues of disparity and the particular needs of the individual and the explicit goals of the organisation in equal opportunity.
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Yumba, Wyclliiffe. "The Experiences of the Swedish Female Academics and their Struggles to Succeed." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-81901.
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The purpose of this study is to investigate the experiences of academic women in order to gain an in depth understanding of factors that encourage and discourage their career advancement. A qualitative design and a Feminist standpoint framework guided the study. 11 faculty members from different faculties were interviewed in this study: eight female academics and three male academics from three Swedish universities: Linköping, Örebro and Stockholm. The study looked at the factors that encourage women academics career advancement such as: personal, family and academic factors. While, factors that discourage their career advancement have been also discussed and such factors are: the lack of support, network and mentorship; the reconciliation of the private life and the professional life; the lack of time: excess academic and administrative workloads. The results of this study also revealed that the lack of academic support, mentorship and the combination of family and work duties appeared to be the greatest barriers for the career advancement of the female academics. study concludes that despite the Swedish government countless series of measures and reforms to improve gender equality and equal opportunity in higher education, the number of female academics in the top ranking especially professorship is still very low and the career progression is also slow compared to their male counterpart.
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Martincová, Tereza. "Práce manažera a uplatňování rovných příležitostí ve stavebnictví." Master's thesis, Vysoké učení technické v Brně. Fakulta stavební, 2014. http://www.nusl.cz/ntk/nusl-227048.
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The thesis deals with work of manager and the application of equal opportunities in the construction company. The aim of the thesis is to explore the situation in construction companies and comparison of theory with practise. The theoretical part introduces the basic terms and theories related to the topic. Based on a questionnaire survey, the practical part assesses the current situation in construction companies. In the end of the thesis is an evaluation theoretical and practical part, in order recommend prospective changes and conclusion of the thesis.
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Laney, Robert L. Jr. "A study of the equal opportunity policies and matriculation patterns and graduation rates of African American students at the Georgia Institute of Technology, 1980-1988." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1990. http://digitalcommons.auctr.edu/dissertations/3288.
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This study examined the equal opportunity policies utilized by a higher education institution and the effects these policies have on the matriculation patterns and graduation rates of African-American students. The selected policies were: (a) recruitment, (b) admissions, (c) financial aid, and (d) retention. The data were qualitative and included collection of official institutional documents and oral testimonies relating to the subject being investigated. Two research questions were designed to guide the investigation into the link between recruitment, admission, retention, and financial aid policies and enrollment and graduation of African-American students.
The findings revealed there was a minor link between recruitment, admissions, financial aid, and retention policies and the number of African-Americans matriculating and graduating from the Georgia Institute of Technology from 1980-1988. It is hoped the findings and implications of this study will contribute to the literature in the field of higher education administration and related fields of knowledge.
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Salazar, Pahuara Carol Mariel. "El rol de la mujer en la realización cinematográfica de las películas peruanas en los últimos 10 años." Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2020. http://hdl.handle.net/10757/653162.
Full textAbstract:
El presente trabajo de investigación consiste en analizar la situación actual de las mujeres audiovisuales peruanas. La problemática surgió porque la industria cinematográfica ha sido por muchos años un territorio de varones. Entonces, con el incremento de las mujeres en la industria, en estos años, demostrando su capacidad y el valor que tiene una obra hecha por una mujer. Se quiere conocer los crecientes cambios en la forma de hacer cine, en todas las áreas audiovisuales, desde que las mujeres tienen una mayor visibilidad en el mundo audiovisual peruano. Es por ello, que el objetivo de esta investigación es analizar el rol de la mujer en la realización cinematográfica de las películas peruanas en los últimos 10 años. Asimismo, esta investigación se realizo desde la perspectiva del proceso creativo y con la finalidad de dar conocer las condiciones actuales de las mujeres audiovisuales peruanas. La metodología que se utilizo es el constructivismo como tipo de investigación, pues se constituye como construcción de la realidad. Lo cual, se utilizo para el análisis narrativo a las obras cinematográficas de las directoras peruanas. Donde, se analizaron tres criterios: estilo, originalidad y expresividad. Asimismo, para cumplir con los objetivos de la investigación, se realizaron entrevistas a profesionales del mundo audiovisual peruano. Finalmente, se concluye que las mujeres han revolucionado el cine peruano, pues influyen de forma positiva a la audiencia y a la industria cinematográfica peruana. Debido, a la particularidad que le agregan a sus obras.The present research work consists of analyzing the current situation of Peruvian audiovisual women. The problem arose because the film industry has been a man's territory for many years. So, with the increase of women in the industry, in these years, demonstrating their capacity and the value that a work made by a woman has. You want to know the growing changes in the way of making cinema, in all audiovisual areas, since women have greater visibility in the Peruvian audiovisual world. That is why the objective of this research is to analyze the role of women in the cinematographic realization of Peruvian films in the last 10 years. Likewise, this research was carried out from the perspective of the creative process and with the aim of making known the current conditions of Peruvian audiovisual women. The methodology that was used is constructivism as a type of research, since it is constituted as a construction of reality. Which was used for the narrative analysis of the cinematographic works of the Peruvian directors. Where, three criteria were analyzed: style, originality and expressiveness. Also, to meet the research objectives, interviews were conducted with professionals from the Peruvian audiovisual world. Finally, it is concluded that women have revolutionized Peruvian cinema, as they positively influence the audience and the Peruvian film industry. Due to the particularity that they add to their works.
Trabajo de investigación