...Quotas: From Discrimination to Democratic Legitimacy EARLY DRAFT – NOT FOR CITATION It is an established rule of U.S. constitutional law that the state cannot impose or pursue race or gender quotas.[1] In the private sector, an employer’s pursuit of numerically fixed race or gender balance is suspect under Title VII.[2] Under both bodies of antidiscrimination law, quotas are regarded as discrimination. If a civil rights initiative can be portrayed as encouraging employers to adopt quotas, its political demise is nearly certain in the United States.[3] Narrow forms of affirmative action have survived, legally and politically, only to the extent that they can be distinguished from quotas. Quotas are so widely regarded as legally, politically, and morally repugnant that they are taboo: The “q-word”[4] is rarely the subject of any serious debate, even by those who favor stronger civil rights protections for women and minorities. The related belief in the illegitimacy of ever pursuing numerically informed demographic balance – especially along lines of race or gender -- is gaining strength in the Supreme Court’s major antidiscrimination cases in the last several years.[5] It is widely accepted – even by civil rights advocates – that pursuing racial or gender balance as a goal, “for its own sake,” would be illegitimate.[6] This principle threatens the constitutionality of race-based affirmative action, which may meet its demise in Fisher v. Texas next Term. Meanwhile...
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... Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained in this publication. Pictures copyrights: fotolia Europe Direct is a service to help you find answers to your questions about the European Union. Freephone number (*): 00 800 6 7 8 9 10 11 (*) Certain mobile telephone operators do not allow access to 00 800 numbers or these calls may be billed. More information on the European Union is available on the Internet (http://europa.eu). Cataloguing data can be found at the end of this publication. Luxembourg: Publications Office of the European Union, 2012 ISBN-13: 978-92-79-23283-1 doi: 10.2838/65541 © European Union, 2012 Reproduction is authorised provided the source is acknowledged. Printed in Luxembourg Women in economic decision-making in the EU: Progress report A Europe 2020 initiative Table of content Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 1 The economic importance of gender diversity in corporate boards . . . . . . . . . . . . . . . . . . . . . . . .7 2 The gender imbalance on corporate boards: facts and figures . . . . . . . . . . . . . . . . . . . . . . . . . . . .9 3 Initiatives to promote gender balance...
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...Case Study on Board Quotas Prepared By- Md. Rokib Chowdhury (Id: 3-15-30-036) Md. Ifteakhar Alam (Id: 3-15-29-087) Biplab Vattacharjee (Id: 3-15-30-063) Md. Mosfiqur Rahman (Id: 3-15-30-062) Submitted to- Prof.Dr. Md. Abbas Ali Khan University of Dhaka Contents page no Summary …………………………. 3 Ques no1 …………………………. 4 Ques No2 …………………………. 7 Fig 1 ………………………….. 7 Fig 2 …………………………… 9 Ques no3 …………………………….. 9 Fig 3 ………………………………… 13 Ques no 4 ………………………………… 14 Summary Board Quotas for women is important for the participation of women in the workforce. In United States quotas for women is only 15%. Among 100 large companies in Britain quotas for woman is only 12%. In EU the Quotas contains only 9.7%, In India and China 5%. In this underrepresentation of quotas for women many countries make compulsory quotas for women on Boards. Question no: 1 Given that women participate in the labor force in roughly the same proportion as men, why do you think women occupy so few seats on boards of directors? Women are well established in professions like...
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...WOMEN’S QUOTA IN NORWAY - A GOOD PIONEER FOR GERMANY? | Table of Contents 1. Introduction 3 2. Definition Women’s/ Gender Quota 3 3. Gender quota in Norway 4 3.1 The road to the quota 4 3.2 Impacts and Changes 5 4. Gender pay gap in Germany 7 4.1 Causes for the Gender pay gap 7 4.2 gender quota in germany 8 5.Conclusion 9 List of Literature 9 Books/magazines 9 Internet Sources 10 Illustrations 10 1. Introduction The situation for women in every kind of different sectors has changed over the last centuries and decades. Nevertheless the result of an UNO- analysis in the mid 1990’s states that women have not the same chances as men in any society in the world even though that there has been made a huge progress. As Paragraph 1 of Article 3 of the German Basic Law declares, “All persons shall be equal before the law.“ In addition Paragraph 2 of the same article states, “Men and women shall have equal rights. The state shall promote the actual implementation of equal rights for women and men and take steps to eliminate disadvantages that now exist.“ In contrast to this Article of the Basic Law for the Federal Republic of Germany the Organisation for Economic Co-operation and Development (OECD) describes that after a study made in 2012 Germany has one of the biggest wage gap between men and women among all countries in Europe. The study says as well that there are fewer women in management positions. This arouses the question “What are the...
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...2.4.3 Board diversity Board diversity refers to the promotion of heterogeneity in the boardroom. It has been recognized as a dynamic mechanism in the corporate governance area, and many scholars concern its function to alleviate the agency problem. Several European countries, including Norway, Finland, Netherlands, and France, have enacted laws and regulations to impose mandatory quotas of women on board presentation. Still, recent studies still dispute whether diversifying boards provides better or worse oversight. Wang and Clift (2009) investigate whether board diversity indeed has an impact on firm performance, using data from Australian companies. This study details the percentage of female, minority or female and minority directors on...
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...Chapter 6 – Recruiting Human Resource TO QUOTA OR NOT TO QUOTA INTRODUCTION Quotas are simply defined as fixed number or amount of people or things in particular. However, Scott (2014)[9] defines quota in HRM as affirmative action guidelines which require covered employers to meet certain goals and timetables for hiring and/or promoting women and minorities. In human resource management quotas are associated with changing demographic composition and diversity of workforce across one or more distributive categories such as gender, ethnicity, age, sexual orientation, disability and education backgrounds. As per our case-study, (Stone 2013, pp. 243-244) [1] highlights that despite women had been in workforce for decades, there is gender bias in recruiting board executives. Organisations have utilised multiple strategies to overcome this phenomenon of which quota has been an integral part. Implementation of quota has affected organisations bilaterally entangling ethical dilemmas which led to generalised perception of the aforesaid topic. Galbraith (2012) [7] states that a balanced boardroom has both positive and negative effects. However, extensive research has shown general acceptance of quotas in the international framework. Erika Watson (2012) [10] published in a research article stating Norway as the first country in world to enforce quota law of 40% women on their board. Similar approaches were further accepted by other European countries including Belgium, France, Italy...
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...FACULTY OF ACCOUNTACY, FINANCE AND BUSINESS BACHELOR OF ORPORATE ADMINISTRATION (HONOURS) BBBD 3014 CORPORATE GOVERNANCE COURSEWORK ONE ACADEMIC YEAR 2015/2016 KUA YUN XIN 13WBR09901 3RCA10 (SEMESTER 3) WORD COUNT: 4200 WORDS TITLE: GENDER DIVERSITY OF BOARD COMPOSITION IN MALAYSIAN BANKING INDUSTRY PLAGIARISM STATEMENT & MARK SHEET Bachelor of Business (Honours) in Corporate Administration YEAR 3 ACADEMIC YEAR 2015/2016 BBBD3014 CORPORATE GOVERNANCE Coursework I PLAGIARISM STATEMENT I, Name: Kua Yun Xin Registration Number : 13WBR09901 Signature: confirm that the submitted work is my own and is in my own words. 3RCA Tutorial Group10 Semester 3 Date: 15 July 2015 MARKING SCHEME | % | | | | Maximum | | Evaluation of frameworks, values and governance practices of listed company or companies in the Malaysian context | 30 | 30 | | Application of knowledge and analytical skills relating to legal compliance, best practices and guidelines for achieving business and governance goals | 10 | 10 | | Synthesis, implementation and development of strategies in achieving world-class governance | 20 | 20 | | Total | 60% | 60 | | Tutor’s Comments: ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………...
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...Ethics and Opinions of Preferential Hiring Business Ethics March 24, 2014 2014 Winter Term Introduction & Definitions Since the 1960s and 70s, the U.S. (as well as other European countries) have tried to employ policies and programs to increase employment and educational opportunities for minorities and women. The policies differ in approach and opinion. The lesser of the policies is passive nondiscrimination. It is when a company or educational institution takes into account only the applicant’s ability, and doesn’t take race or sex into consideration. This policy is also called equal opportunity, and is not controversial. It only requires employers to not unjustly discriminate. (Lane, 2010) Moving past the passive approach is affirmative action. This is defined as an activity that is aimed at securing a more equal workplace. It goes beyond passive nondiscrimination, but doesn’t alter the standards or qualifications for applicants. (Claire Andre, 2005) One way a company can engage in affirmative action is to increase the applicant pool for open positions with the intent to diversify. Though this policy is more active than the passive nondiscrimination, the theory is that the most qualified candidate will get the position, so moral and ethical controversy is limited. A method beyond affirmative action, and the one I want to discuss in this paper, is preferential treatment, or hiring. This type of policy changes the job standards in an effort to hire...
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...Doldor, & Vinnicombe, 2009). The Female FTSE Report in 2008 has named 1,800+ women at committee level across a variety of industries and these names were compiled as a very real response to the ‘lack of pipeline’ argument. However, these are just a list of names envisioned to be on the radar of search consultancies. Initiatives in database management in the UK therefore saw a major executive search consultancy announced a compilation of a database of senior female executives in the FTSE 250 companies aimed to increase the percentage of female board members on the organizations (Sealy, Doldor, & Vinnicombe, 2009). In addition, the Appointment Commission and UKRC for women in SET have been actively managing their database of potential female candidates. These organizations will match opportunities and those women on their databases. In 2004, a FTSE 100 cross-company set up a mentoring scheme aimed to provide mentoring at senior level for senior women in the FTSE 100 companies who were deemed to be potential board members (Sealy, Doldor, & Vinnicombe, 2009). In Canada, a certified mixed-sex training programme is run by the Corporate Directors aimed to prepare individual men and women for board positions. Furthermore, in effort to get more women to the top of their industry, the...
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...AFFIRMATIVE ACTION What is affirmative action? As your advisors, paid handsomely to represent the issue of Affirmative Action in the United States to you, we have gathered and analyzed the core considerations surrounding the issue. We see that there are immense difficulties in reconciling opposing moral views, and that empirical data does not reveal an obvious truth. But there can be much gained in way of a better understanding of the issue in spite of these obstacles if we can take a holistic approach to the problem. Affirmative action is a two-pronged effort that includes “the right of all persons to be accorded full and equal consideration on the basis of merit” (K.U Medical School) and, concurrently, a policy of actively “hiring and promoting qualified individuals in protected groups such as minorities, disabled veterans, Vietnam-era veterans and women” (U. of South Dakota). It was created to focus on education and jobs, and the policies were put in place to take active measures, under the framework of non-discrimination, to ensure that disadvantaged groups that had prevalently suffered discrimination have the same opportunities as whites. The U.S. Department of Labor describes affirmative action as the “ban[ing of] discrimination and requir[ing of] contractors and subcontractors to take… action to ensure that all individuals have an equal opportunity for employment, without regard to race, color, religion, sex, national origin, disability or status as...
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...However, over time the profits from that were supplanted by sugar, which soon became the major export (Phillips 117). Over a short period of time, Brazil became the leading producer of sugar in the Atlantic world. The production of all these exports meant cheap labor was needed. During this time, the Portuguese were sending between 4,000 and 5,000 slaves per year to Brazil from Angola and West Africa; by the 18th century, one million slaves had been imported (117). The continually shifting landscape meant that Brazil’s exports continued to shift. By the time the 19th century came around, Brazil’s major export was coffee as sugar production had shifted to the Caribbean Islands. The continued influx of European slaves and citizens resulted in an uneven population. European labor was generally more skilled and slowly began to overtake slave labor. Around this same time, the abolition of slavery happened in 1888, resulting in a decline in the slave population. By 1888, it was estimated that only a half-million people were slaves, compared to the one-and-a-half million slaves in 1872 (117). This is in part due to the fact that the coffee production process became more and more elaborate,...
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...values this diversity. It encourages healthy conflict as a source of avoiding groupthink. Leadership The culture of an organization is reflective of the leadership. Exploring organizations that have experienced dramatic culture shifts, such as NASA from the height and success of the Apollo era to the demise of the Challenger and Columbia days, it is evident that the culture was in large part affected by the top leaders. A study of successful multicultural organizations as opposed to monolithic and plural organizations can be understood by applying theories of leadership which have evolved over time. Trait leadership theory suggests that leadership is dependent on physical and social attributes of the individual and greatly based on European cultures.Theories that deal with power and...
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...Pakistan's Textile and Clothing Sector: Its Future in the European Union Karin Astrid Siegmann Working Paper Series # 110 November 2009 All rights reserved. No part of this paper may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording or information storage and retrieval system, without prior written permission of the publisher. A publication of the Sustainable Development Policy Institute (SDPI). The opinions expressed in the papers are solely those of the authors, and publishing them does not in any way constitute an endorsement of the opinion by the SDPI. Sustainable Development Policy Institute is an independent, non-profit research institute on sustainable development. © 2009 by the Sustainable Development Policy Institute First Edition November 2009 Mailing Address: PO Box 2342, Islamabad, Pakistan. Telephone ++ (92-51) 278134, 278136, 277146, 270674-76 Fax ++(92-51) 278135, URL: www.sdpi.org Table of Contents Abstract .................................................................................................................1 1. EU-Pakistan Trade in Textiles and Clothing: A Love – Hate Relationship? ...........1 2. Character matters: structural features of T&C trade..............................................1 3. Anatomy of textiles and clothing trade between Pakistan and the EU ...................4 4. Future scenarios for a contested relationship...
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...Industrial Relations at Garments Sector and its Global Impact Prepared By: Md. Mamunur Rashid ID# 2005-3-10-073 Mohammad Abdus Salam 2004-3-10-082 Dewan Mohammad Masum ID# 2003-2-14-053 Course : HRM 414 Section: 1 Department Of Business Administration Prepared For: Dr.Nargis Akhter Course instructor-Industrial Relations Department of Business Administration East West University Date of submission: 12 August 2008 [pic] Letter of Authorization 12 August 2008 Students of Industrial Relations HRM-414 Department of Business Administration East West University, Dhaka Dear Students As a part of your Industrial Relations course, you are hereby assigned a report on Industrial relations at garments sector and its global impact. Assigned report must follow the standard system and methodology and should contain accurate data. You are allowed to form a group of 3 members in order to accomplish your task. The university will appreciate any additional benefit that can be obtained from your report. You are required to submit the report on 10 August, 2008 and do a presentation on 12 August, 2008. I wish you best of luck. Sincerely Dr.Nargis Akhter Letter of Transmittal August 12, 2008 Dr. Nargis Akhter Associate professor Department of Business Administration East...
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... Growing and Declining Companies 4 6. Consumers Data 5 6.1 Who are the target consumers? 5 6.2 What are they Buying? 5 6.3 Where are they Buying it? 8 6.4 When are they consuming the product? 8 6.5 How are they consuming the product? 8 6.6 Why are they consuming the product? 9 7. Consumer attitudes to smoothies 9 1. Market Value Smoothies are an increasingly popular way of consuming fruits. In 2006 the smoothie market in the Republic of Ireland (ROI) was worth an estimated €4 (£3) million and between 2002 and 2006, the market grew by 214% (AC Nielson in Amarach Consulting 2007). The smoothie market was estimated to be worth £282 (€354) million in the UK in 2008 (Mintel, 2008). 2. Market Size and Forecast Having seen exponential growth of 159% in volume sales between 2005 and 2007, the smoothies market then saw a dramatic reversal in fortunes with a 36% decline between 2007 and 2009 as consumer spend became increasingly squeezed. Mintel forecasts that this decline will slow in 2010 and the market will experience slow but steady growth thereafter, however not to the extent seen in the mid-2000s where Innocent almost single-handedly grew the category from scratch. Market trends and forecast for smoothie value (current prices) and volume sales, 2005-2015 Source: Mintel 3. Key Players Key brands in the UK and Ireland include the country's first smoothies brand PJ, which launched in 1994, Innocent, and The Juice Company. 4. Market Share It...
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