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Artículos de revistas sobre el tema "Sex discrimination in employment"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 29 de julio de 2024

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1

Sur, Gina, and Brian H. Kleiner. "Sex Discrimination in Employment: Everyone's Problem." Equal Opportunities International 14, no. 6/7 (June 1995): 54–60. http://dx.doi.org/10.1108/eb010650.

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2

Furxhi, Gentisa, Sonela Stillo, and Enslemvera Zake (Furxhi. "Job Discrimination and Ethics in the Workplace." European Journal of Multidisciplinary Studies 1, no. 2 (April 30, 2016): 138. http://dx.doi.org/10.26417/ejms.v1i2.p138-145.

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Every society wants to have an ethical community. Although, that every citizen wants to be treated as equal, studies show that discrimination and gender inequality in employment relationships are present in every society, at any time. Discrimination is: treating a person or particular group of people differently, especially in a worse way from the way in which you treat other people, because of their skin color, sex, sexuality, etc . Job discrimination is when institutional decisions, policies, or procedures are at least partially based on illegitimate forms of discrimination that benefit or h

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3

McGinley, Ann. "Erasing Boundaries: Masculinities, Sexual Minorities, and Employment Discrimination." University of Michigan Journal of Law Reform, no. 43.3 (2010): 713. http://dx.doi.org/10.36646/mjlr.43.3.erasing.

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This Article analyzes the application of employment discrimination law to sexual minorities-lesbians, gays, bisexuals, transgender and intersex individuals. It evaluates Title VII and state anti-discrimination laws' treatment of these individuals, and is the first article to use masculinities research, theoretical and empirical, to explain employment discrimination against sexual minorities. While the Article concludes that new legislation would further the interests of sexual minorities, it posits that it is neither necessary nor sufficient to solving the employment discrimination problems of

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4

Sansone, Dario. "Pink work: Same-sex marriage, employment and discrimination." Journal of Public Economics 180 (December 2019): 104086. http://dx.doi.org/10.1016/j.jpubeco.2019.104086.

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5

SKIDMORE, P. "COMMENTARY: Sex, Gender and Comparators in Employment Discrimination." Industrial Law Journal 26, no. 1 (March 1, 1997): 51–61. http://dx.doi.org/10.1093/ilj/26.1.51.

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6

Skaggs, Sheryl, and Jennifer Bridges. "Race and Sex Discrimination in the Employment Process." Sociology Compass 7, no. 5 (April 17, 2013): 404–15. http://dx.doi.org/10.1111/soc4.12037.

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7

Flynn, Leo. "Book Review: Justifications for Sex Discrimination in Employment." International Journal of Discrimination and the Law 1, no. 3 (March 1996): 299–301. http://dx.doi.org/10.1177/135822919600100309.

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8

Herbert, Ari. "Portlandia, Ridesharing, and Sex Discrimination." Michigan Law Review Online, no. 115 (2016): 18. http://dx.doi.org/10.36644/mlr.online.115.portlandia.

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This Essay discusses and assesses the legal hurdles that See Jane Go and SafeHer may face. Part I of this Essay explains how the plain text of Title VII and the pertinent Equal Employment Opportunity Commission (EEOC) guideline can fairly be read either to allow or condemn See Jane Go and SafeHer’s hiring practices. Part II then highlights precedent that supports See Jane Go’s and SafeHer’s discriminatory driver–passenger practices. Part III concludes by arguing that the legal system ought to make room for apps like See Jane Go and SafeHer in the current framework.

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9

Herbert, Ari. "Portlandia, Ridesharing, and Sex Discrimination." Michigan Law Review Online, no. 115 (2016): 18. http://dx.doi.org/10.36644/mlr.online.115.portlandia.

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This Essay discusses and assesses the legal hurdles that See Jane Go and SafeHer may face. Part I of this Essay explains how the plain text of Title VII and the pertinent Equal Employment Opportunity Commission (EEOC) guideline can fairly be read either to allow or condemn See Jane Go and SafeHer’s hiring practices. Part II then highlights precedent that supports See Jane Go’s and SafeHer’s discriminatory driver–passenger practices. Part III concludes by arguing that the legal system ought to make room for apps like See Jane Go and SafeHer in the current framework.

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10

Schmidt, Marlene, and Olga Rymkevich. "Editorial." International Journal of Comparative Labour Law and Industrial Relations 21, Issue 4 (December 1, 2005): 535–36. http://dx.doi.org/10.54648/ijcl2005025.

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Anti-discrimination legislation and case law dealing with employment discrimination are among the most topical labour law issues in Europe. As a result, The International Journal for Comparative Labour Law and Industrial Relations has received so many manuscripts on questions related to employment discrimination that we have decided to dedicate a complete issue to this matter. One reason why employment discrimination is such a hot topic is the fact that in recent years extensive EC legislation proscribing employment discrimination has been passed: Directive 2000/43/EC prohibiting discriminatio

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11

Roscigno, Vincent J., Lisette M. Garcia, and Donna Bobbitt-Zeher. "Social Closure and Processes of Race/Sex Employment Discrimination." ANNALS of the American Academy of Political and Social Science 609, no. 1 (January 2007): 16–48. http://dx.doi.org/10.1177/0002716206294898.

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12

Cranmer, Frank, and Scot Peterson. "Employment, Sex Discrimination and The Churches: The Percy Case." Ecclesiastical Law Journal 8, no. 39 (July 2006): 392–405. http://dx.doi.org/10.1017/s0956618x00006694.

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In this paper, the authors present different views of the legal implications of Percy v Church of Scotland Board of National Mission, in which the House of Lords reversed the Court of Session and held that a former minister could sue the Church under the Sex Discrimination Act 1975 and, contrary to previous views, probably had an enforceable contract for services. Cranmer describes the basis for the decision and suggests that it represents a realistic view of the employment status of clergy. Peterson is less optimistic about the decisions legal and practical effects and argues that it undermin

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13

Carty, Hazel. "The Sex Discrimination Act 1986: Equality or Employment Deregulation?" Journal of Social Welfare Law 9, no. 3 (May 1987): 175–79. http://dx.doi.org/10.1080/09649068708412171.

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14

Honorée, André L., and Rusty Juban. "Is there transgender bias in the courtroom?" Employee Relations: The International Journal 42, no. 6 (July 4, 2020): 1531–45. http://dx.doi.org/10.1108/er-11-2019-0444.

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PurposeThis study examines whether various judicial demographic and political characteristics have an influence on case outcomes in transgender employment discrimination cases. Specifically, it assesses whether the race, sex or political party of federal judges result in significantly different employment case outcomes for transgender employees in the US district courts.Design/methodology/approachUtilizing a legal database of all federal employment discrimination cases over the past five decades, the study ultimately identified 97 cases with transgender plaintiffs. Chi-square and frequency ana

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15

Terpstra, David E., and André L. Honorée. "Differences in the nature of employment discrimination litigation between private sector organizations and public sector organizations." International Journal of Discrimination and the Law 16, no. 4 (July 24, 2016): 200–213. http://dx.doi.org/10.1177/1358229116645677.

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This study reports on the results of a content analysis of federal court cases examining employment discrimination litigation in private, federal, and state/local sector organizations. One objective was to determine whether there are differences in the types of employment discrimination claims (e.g. race, sex, age, and disability) across the different sectors. A second objective was to determine whether there are differences in the outcomes (whether the case outcome or ruling was for the plaintiff or the defendant) of the different types of employment discrimination cases across the different

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16

Roehling, Mark V., Patricia V. Roehling, and Maria Fernanda Wagstaff. "Sex Differences in Perceived Weight-Based Employment Discrimination When Weight Discrimination is Illegal." Employee Responsibilities and Rights Journal 25, no. 3 (April 17, 2013): 159–76. http://dx.doi.org/10.1007/s10672-013-9217-y.

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17

Meenan, Helen. "Age Discrimination: Law-Making Possibilities Explored." International Journal of Discrimination and the Law 4, no. 3 (September 2000): 247–92. http://dx.doi.org/10.1177/135822910000400303.

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Is there a sound model for the United Kingdom (UK) to adopt should it decide to legislate against age discrimination in employment? In this article the writer attempts to answer this question first, by outlining existing UK sex and race discrimination laws and then progressing to an examination of long-standing American legislation and caselaw in this area. Finally, it explores the Irish Employment Equality Act, 1998, a composite and comprehensive act which prohibits discrimination in employment based on ‘age’ and eight other grounds. The strengths and weaknesses of each of these laws are exam

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18

Sargeant, Malcolm. "For Diversity, Against Discrimination: the Contradictory Approach to Age Discrimination in Employment." International Journal of Comparative Labour Law and Industrial Relations 21, Issue 4 (December 1, 2005): 629–44. http://dx.doi.org/10.54648/ijcl2005029.

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Abstract: This article argues that there is a contradiction contained within the Framework Directive on Equal Treatment in Employment and Occupation and the UK Government?s proposals for implementing it. There is a distinction between the business justification for encouraging diversity in the workforce and the human rights justification for ending age discrimination. The first approach weakens the latter by legitimising continued discrimination on the basis of age. This is especially important because there is a close relationship between age discrimination and discrimination on the grounds o

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19

Ross, June. "Sex Discrimination: Employment Law and Practices by Arjun P. Aggarwal." Alberta Law Review 33, no. 3 (June 1, 1995): 706. http://dx.doi.org/10.29173/alr1136.

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20

Davison, Heather K., and Michael J. Burke. "Sex Discrimination in Simulated Employment Contexts: A Meta-analytic Investigation." Journal of Vocational Behavior 56, no. 2 (April 2000): 225–48. http://dx.doi.org/10.1006/jvbe.1999.1711.

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21

Widiss, Deborah A. "Menstruation Discrimination and the Problem of Shadow Precedents." Columbia Journal of Gender and Law 41, no. 1 (November 8, 2021): 235–43. http://dx.doi.org/10.52214/cjgl.v41i1.8841.

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   The burgeoning menstrual justice movement highlights that women, girls, transgender men and boys, and non-binary persons may face discrimination or harassment due to their menstruation in workplaces, schools, prisons, and many other aspects of life. In recent years, a few courts have suggested such discrimination may violate Title VII, the federal law that prohibits sex discrimination in employment. Their analysis focuses on the Pregnancy Discrimination Act (PDA), an amendment to Title VII passed in response to a Supreme Court case holding that pregnancy discrimination was

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22

Akhtar, Zia. "Discrimination in employment, religious symbols and the “actual knowledge” of the employer." International Journal of Discrimination and the Law 19, no. 2 (April 15, 2019): 125–49. http://dx.doi.org/10.1177/1358229119837470.

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The Title VII of the US Civil Rights Act of 1964, 42 U.S.C. section 2000e, et seq., as amended (“Title VII”), prohibits employers with at least 15 employees (including private sector, state, and local government employers), as well as employment agencies, unions, and federal government agencies, from discriminating in employment based on race, color, religion, sex, or national origin. It also prohibits retaliation against persons who complain of discrimination or participate in an Equal Employment Opportunity investigation. The US Equal Employment Opportunity Commission (EEOC) is responsible f

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23

Palk, Laura, and Shelly Grunsted. "Born Free: Toward an Expansive Definition of Sex." Michigan Journal of Gender & Law, no. 25.1 (2018): 1. http://dx.doi.org/10.36641/mjgl.25.1.born.

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The State of New York recently issued its first physician-certified “intersex” birth certificate, correcting a 55-year-old’s original birth certificate. This is a positive step towards eliminating the traditional binary approach to a person’s birth sex, but it creates potential uncertainties in the employment discrimination context. Over the past several years, the definition of what constitutes “discrimination on the basis of sex” has both expanded (with the legalization of same-sex marriage) and narrowed (restricting the use of gender specific bathrooms). Until recently it appeared that a br

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24

Gafford Muhammad, Crystal. "An Oasis within a Desert Palace : Proving Sex Discrimination in the New Millennium." NWSA Journal 19, no. 3 (September 2007): 67–86. http://dx.doi.org/10.1353/ff.2007.a224756.

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In the case of Desert Palace v. Costa (2003), the Supreme Court's liberalization of evidentiary standards in proving discrimination helps women building cases of discrimination along the legal frame of disparate treatment theory. Desert Palace v. Costa clarifies and effectively expands the type of evidence that can be used to prove sex discrimination in cases where legitimate and illegitimate reasons are used to curtail employment opportunities. Now direct and circumstantial evidence can be used to build a case of sex discrimination in these mixed-motives cases. Given the nuances of faculty ev

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25

Sargeant, Malcolm. "Justifying Age Discrimination." Business Law Review 33, Issue 8/9 (August 1, 2012): 204–5. http://dx.doi.org/10.54648/bula2012049.

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Age discrimination is the only protected characteristic contained in the Equality Act 2010 where it is possible to justify both direct and indirect discrimination. In relation to all the other protected characteristics, such as in race and sex discrimination, there is no possibility of justifying direct discrimination. The test, deriving from Art. 6 of the Framework Directive on Equal Treatment in Employment and Occupation (Directive 2000/78/EC), provides that the employer will need to show that they have a legitimate aim and that the potentially discriminatory action taken is a proportionate

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26

England, Paula, Gunther Schmid, Renate Weitzel, and Mary Huff Stevenson. "Sex Discrimination and Equal Opportunity: The Labor Market and Employment Policy." Contemporary Sociology 16, no. 2 (March 1987): 154. http://dx.doi.org/10.2307/2070665.

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27

Nikolaou, Dimitrios. "Same‐sex marriage laws, LGBT hate crimes, and employment discrimination charges." Southern Economic Journal 88, no. 3 (November 13, 2021): 869–905. http://dx.doi.org/10.1002/soej.12548.

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28

Clarke, Linda. "Harassment, Sexual Harassment, and the Employment Equality (Sex Discrimination) Regulations 2005." Industrial Law Journal 35, no. 2 (June 1, 2006): 161–78. http://dx.doi.org/10.1093/indlaw/dwl012.

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29

Frager, Ruth A., and Carmela Patrias. "Human Rights Activists and the Question of Sex Discrimination in Postwar Ontario." Canadian Historical Review 102, s3 (September 1, 2021): s802—s824. http://dx.doi.org/10.3138/chr-102-s3-012.

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This article examines the varied understandings of human rights in Ontario in the immediate aftermath of the Second World War. The article compares the social origins and implementation of Ontario’s Fair Employment Practices Act – which combatted racist and religious discrimination – with Ontario’s Female Employees Fair Remuneration Act – which mandated equal pay for women who did the same work as men. Although a few feminists called for the Fair Employment Practices Act to prohibit sex discrimination as well, their pleas fell mainly on deaf ears in this period. Men and women who fought agains

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30

Vickers, Lucy. "IS ALL HARASSMENT EQUAL? THE CASE OF RELIGIOUS HARASSMENT." Cambridge Law Journal 65, no. 3 (November 23, 2006): 579–605. http://dx.doi.org/10.1017/s0008197306007239.

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IN 2000 the Employment Directive was enacted by the European Community, creating a framework for combating discrimination in employment on grounds not previously covered by Community law, namely religion or belief, disability, age and sexual orientation. To a large extent the definitions of discrimination are uniform in relation to the different grounds of discrimination. In accordance with the Directive, new Regulations have been introduced in the UK prohibiting discrimination on grounds of religion or belief (the Religion and Belief Regulations) and sexual orientation, and amendments have be

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31

Jain, Harish C. "Race and Sex Discrimination in Employment in Canada. Theories, Evidence and Policies." Relations industrielles 37, no. 2 (April 12, 2005): 344–66. http://dx.doi.org/10.7202/029258ar.

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After having examined three theoritical approaches, the author presents public policy relating to race and sex discrimination in employment and analyzes 74 cases decided by the boards of enquiry and courts.

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32

Prenzler, Tim. "Equal Employment Opportunity and Policewomen in Australia*." Australian & New Zealand Journal of Criminology 28, no. 3 (December 1995): 258–77. http://dx.doi.org/10.1177/000486589502800302.

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Limited statistics make for difficulties in producing a clear picture of the impact of equal employment opportunity policies in Australian police services. Available figures indicate that pre-entry physical ability tests are a significant source of attrition of aspiring policewomen. Women also appear to be disproportionately more likely to separate as a result of maternal obligations, and report higher incidents of sexual harassment and sex discrimination in promotion and deployment. Considering the historical marginalisation of women in policing, Australian police services have made large ste

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33

Alteri, Ashley M. "Side-Effects of Representation: Measuring the Impact of Representative Hiring on Employment Discrimination Complaints." Administration & Society 52, no. 10 (May 8, 2020): 1562–92. http://dx.doi.org/10.1177/0095399720915293.

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Since 1978, the government has been implementing programs to combat the underrepresentation of minorities in federal employment. However, representative bureaucracy literature has done little to examine the impact these initiatives are having on the workplace. This article examines the relationship between changes in representation and discrimination complaints. Increases in the ratio of minority and female employees predict an increase in the rates of race and sex-discrimination complaints, respectively. Increases in the ratio of Black/African American and Asian employees predict an increase

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34

Sunstein, Cass R. "Why Markets Don't Stop Discrimination." Social Philosophy and Policy 8, no. 2 (1991): 22–37. http://dx.doi.org/10.1017/s0265052500001114.

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Markets, it is sometimes said, are hard on discrimination. An employer who finds himself refusing to hire qualified blacks and women will, in the long run, lose out to those who are willing to draw from a broader labor pool. Employer discrimination amounts to a self-destructive “taste” – self-destructive because employers who indulge that taste add to the costs of doing business. Added costs can only hurt. To put it simply, bigots are weak competitors. The market will drive them out.On this account, the persistence of employment discrimination on the basis of race and sex presents something of

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35

Kristl Davison, H., and Mark N. Bing. "Obesity: Disability or Public Health Crisis?" Industrial and Organizational Psychology 6, no. 1 (March 2013): 96–99. http://dx.doi.org/10.1111/iops.12016.

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In their article, Ruggs, Law, Cox, Roehling, Wiener, Hebl, and Barron (2013) address a number of underresearched groups that are subject to discrimination. We applaud the authors for calling attention to the neglected groups in the study of discrimination. However, it is likely that researchers have neglected some of these groups for practical reasons as the discrimination against these groups is either less intense or less widespread. For example, religious discrimination has accounted for between 2% and 4% of Equal Employment Opportunity Commission (EEOC) charges, whereas race and sex discri

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36

Kovačević-Perić, Slobodanka. "Adjustment of gender identity and consequences on employment rights." Zbornik radova Pravnog fakulteta, Novi Sad 54, no. 4 (2020): 1363–81. http://dx.doi.org/10.5937/zrpfns54-28049.

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The gender identity of every person represents an integral part of their personality and belong to one of the basic aspects of self-definition, dignity and freedom. A certain number of people do not identify themselves with the sex allotted to them at birth, a problem arising regarding their inner comprehension of gender (self-defining), which does not correlate to the sex. Those people are called trans people. In this paper, the author examines the position of trans people i.e. individuals of different gender identity through the prism of the realization and protection in the field of labour

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37

Schiek, Dagmar. "Age discrimination before the ECJ conceptual and theoretical issues." Common Market Law Review 48, Issue 3 (June 1, 2011): 777–99. http://dx.doi.org/10.54648/cola2011032.

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Although only addressed by EU law from 2000, age discrimination has been the theme of quite a few cases before the Court of Justice, with a high proportion decided by the Grand Chamber recently. This is due to the conceptual and theoretical challenges that a prohibition to use age as differentiating factor poses. After all, age has been an important stratifier used to synchronize life courses through welfare State regimes in Europe. Partly due to these traditions, there are stereotypes associated with old age, and young age, that in turn lead to disadvantage in employment. For the same reason,

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38

Ruszkowski, Kelsey R. "Defining sex-based discrimination among strife between the Justice Department and the EEOC." International Journal of Discrimination and the Law 19, no. 3-4 (September 2019): 200–215. http://dx.doi.org/10.1177/1358229120904621.

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In the last few decades, US Supreme Court rulings have made strides for the advancement of the LGBT community. However, this community has yet to enjoy equality in the workplace due to its exclusion from Title VII protection. This article details the recent conflict between the Equal Employment Opportunity Commission (EEOC) and the Department of Justice in interpreting Title VII and how this conflict may make it difficult for the Supreme Court to reach a broad ruling concerning sex discrimination under Title VII. The EEOC relies on Supreme Court precedent concerning sex stereotyping to extend

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39

Hewitt, Anne, Rosemary Owens, Andrew Stewart, and Joanna Howe. "Are work experience participants protected against sex discrimination or sexual harassment?" Alternative Law Journal 46, no. 2 (March 22, 2021): 115–19. http://dx.doi.org/10.1177/1037969x211002853.

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More and more young Australians are undertaking periods of work experience as a part of their study or independently to facilitate their transition into employment. They are often subject to a significant power disparity compared to others in the workplace, and need the placement to finish a course, and/or to get practical experience, connections and industry references. This makes them vulnerable, including to sexual harassment and sex discrimination. However, whether prohibitions of such conduct apply to them is a complex question, which this article explores.

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40

Leigh, Ian. "Hatred, Sexual Orientation, Free Speech and Religious Liberty." Ecclesiastical Law Journal 10, no. 3 (August 12, 2008): 337–44. http://dx.doi.org/10.1017/s0956618x08001440.

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In recent years, the clash between supporters of religious liberty and sexual orientation equality legislation has led to repeated battles both in Parliament and the courts. First came the clashes over the scope of exemptions in employment discrimination legislation for religious groups. The UK Regulations dealing with employment discrimination on grounds of sexual orientation give a limited exception for ‘employment for purposes of an organised religion’, which allows an employer to apply a requirement related to sexual orientation to comply with the doctrines of the religion, or to avoid con

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41

Sandberg, Russell. "To Equality and Beyond: Religious Discrimination and the Equality Act 2006." Ecclesiastical Law Journal 8, no. 39 (July 2006): 470–74. http://dx.doi.org/10.1017/s0956618x00006761.

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Recent years have witnessed a piecemeal development of discrimination law that affects religious organisations: the collection includes statutes such as the Sex Discrimination Act 1975 and the Race Relations Act 1976, statutory instruments such as the Employment Equality Regulations 2003 and 2005, and international human rights instruments such as Article 14 of the European Convention on Human Rights (ECHR). The newest addition to the collection is the Equality Act 2006 (c 3), which received Royal Assent on 16 February 2006.

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42

Aksoy, Billur, Christopher S. Carpenter, and Dario Sansone. "Knowledge about Federal Employment Nondiscrimination Protections on the Basis of Sexual Orientation." AEA Papers and Proceedings 113 (May 1, 2023): 541–45. http://dx.doi.org/10.1257/pandp.20231054.

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Using a US nationally representative online sample, we measure the level of knowledge on employment nondiscrimination laws. Although Americans are well informed about sex, race, and disability being protected characteristics, only about 71 percent think that sexual orientation is a protected characteristic. Sexual minorities are as uninformed as heterosexual individuals that sexual orientation is legally protected from employment discrimination. Furthermore, sexual minorities living in states that did not previously have statewide employment nondiscrimination protections prior to the 2020 Supr

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43

Kline, Patrick, and Christopher Walters. "Reasonable Doubt: Experimental Detection of Job‐Level Employment Discrimination." Econometrica 89, no. 2 (2021): 765–92. http://dx.doi.org/10.3982/ecta17489.

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This paper develops methods for detecting discrimination by individual employers using correspondence experiments that send fictitious resumes to real job openings. We establish identification of higher moments of the distribution of job‐level callback rates as a function of the number of resumes sent to each job and propose shape‐constrained estimators of these moments. Applying our methods to three experimental data sets, we find striking job‐level heterogeneity in the extent to which callback probabilities differ by race or sex. Estimates of higher moments reveal that while most jobs barely

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44

Chapman, Bruce J., and Charles Mulvey. "An Analysis of the Origins of Sex Differences in Australian Wages." Journal of Industrial Relations 28, no. 4 (December 1986): 504–20. http://dx.doi.org/10.1177/002218568602800402.

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Different levels of measured skills, geographic location and demographicfactors (such as marital status and country of birth) explain almost none of the hourly wage differences of Australian women and men in full-time employment. The major contribution to wage differences is apparently in the different returns paid by employers to men and women for observable characteristics. Usually this is considered as evidence for the existence of direct wage discrimination by employers but—at least for the data of this study—some questions remain as to the extent of this influence. Measurement issues rela

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45

Kuchko, A. V. "Peculiarities of Legal Regulation of Non-Discrimination on Gender Basis while Being Employed." Law and Safety 81, no. 2 (July 2, 2021): 160–68. http://dx.doi.org/10.32631/pb.2021.2.22.

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The Constitution of Ukraine enshrines and guarantees the right to labor as an opportunity to earn a living by work that a person freely chooses or agrees to. However, the current conditions indicate that the consolidation and guarantee of everyone’s right to labor is not an unconditional evidence of its inviolability, the absence of unjustified restrictions and obstacles to its realization. One of such obstacles to the realization of this right is gender discrimination, which violates the balance of male and female labor at the labor market and creates an imbalance in the harmonious developmen

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46

Hervey, T. K. "Justification for Indirect Sex Discrimination in Employment: European Community and United Kingdom Law Compared." International and Comparative Law Quarterly 40, no. 4 (October 1991): 807–26. http://dx.doi.org/10.1093/iclqaj/40.4.807.

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Khamzina, Zhanna, Yermek Buribayev, Yerkin Yermukanov, and Aizhan Alshurazova. "Is it possible to achieve gender equality in Kazakhstan: Focus on employment and social protection." International Journal of Discrimination and the Law 20, no. 1 (March 2020): 5–20. http://dx.doi.org/10.1177/1358229120927904.

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International ratings confirm that Kazakhstan is a leader in Central Asia in addressing the causes of gender inequality; however, there are still significant gender differences in key areas. In particular, gender discrimination in the labor market is complex: when hiring or dismissing, while restricting access to certain professions and positions, in matters of promotion and career growth, when remuneration is paid for performing the same work, not related to differences in labor efficiency. Discrimination is especially sensitive in relation to pregnant women and women with young children. Dis

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48

Koshan, Jennifer. "Intersections and Roads Untravelled: Sex and Family Status in Fraser v Canada." Constitutional Forum / Forum constitutionnel 30, no. 2 (May 12, 2021): 29–42. http://dx.doi.org/10.21991/cf29420.

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It has been a long road to the judicial recognition of women’s inequality under the Cana‑ dian Charter of Rights and Freedoms.1 The Supreme Court of Canada ruling in Fraser v Can‑ ada is significant for being the first decision where a majority of the Court found adverse effects discrimination based on sex under section 15,2 and it was only two years prior that a claim of sex discrimination in favour of women was finally successful at the Court,3 almost 30 years after their first section 15 decision in Andrews v Law Society of British Columbia. 4 1 Part I of the Constitution Act, 1982, b

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49

Seiden, Richard H., and Molly Gleiser. "Sex Differences in Suicide among Chemists." OMEGA - Journal of Death and Dying 21, no. 3 (November 1990): 177–89. http://dx.doi.org/10.2190/buab-6twh-mrqm-bk74.

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Suicides among twenty-eight female chemists and among sixty-three male chemists were investigated for age, marital status, educational qualifications, type of employment, minority status, chemical specialties, and method of suicide. Although work played a significant part in suicides by both males and females, there were marked sex differences. Isolation, the leading work-related factor, occurred more frequently and with greater intensity among women. Similarly, while the majority of women suffered some form of sex discrimination, none of the men did. The leading nonwork-related causes were in

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50

Barnard, Catherine, Claire Kilpatrick, and Simon Deakin. "Equality, Non-Discrimination and the Labour Market in the UK." International Journal of Comparative Labour Law and Industrial Relations 18, Issue 2 (June 1, 2002): 129–47. http://dx.doi.org/10.54648/5086491.

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English law lacks a general principle of equality of the kind found in constitutional texts in some other European countries. Legislation embodies a principle of non-discrimination in employment on grounds of sex, race and disability. This body of law stresses formal rather than substantive equality, and defines discrimination in terms of the asymmetrical treatment of individuals rather than by reference to the structural sources of group disadvantage. These conceptual weaknesses are part of the explanation for the relatively limited impact of the legislation on the UK labour market, which con

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