...THE EFFECTS OF EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION IN WOMEN SPORTS March, 2007 TABLE OF CONTENTS Title Page i Table of Contents …..……………………………………………………………………2 Section I. Introduction 3 Section II. Review of Literature 4 Equal Employment Opportunity Laws 4 Affirmative Action 6 Effects of EEO and AA on Women Sports 7 Effects on EEO and AA on women playing sports 7 Effects of EEO and AA on women coaching sports 9 Effects of EEO and AA on women in administration………………...11 Section III. Summary and Conclusions 14 References ............... 17 INTRODUCTION Women in sports have indeed come a long way. Years ago it was socially unacceptable for women to do anything other than cook and clean. Men dominated the work place and the sports industry. But eventually women got fed up with being treated less significant than their male counterparts and began protesting. Not until the mid-1950s and early 1960s did nondiscriminatory employment become a strong social concern (Bohlander & Snell, 2004). While women were just beginning to make a name for themselves, the government began regulating Equal Employment Opportunity (EEO) by passing a series of laws, in an attempt to correct social problems of interest to particular groups of workers, including women. EEO laws have made a major impact on women in all industries, but especially on women in sports. While EEO laws focused on non-discrimination, affirmative action went beyond...
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...work to men and women worker has been gaining increasing acceptance all over the world. In many countries, law have been passed prohibiting discrimination between men and women in matters relating to payment of wages for similar work. o The State Policy article 39 of the Constitution envisages that the State shall direct its policy, among other things, towards securing that there is equal pay for equal work for both men and women. o The International Women’s Year, President of India promulgated the Equal Remuneration Ordinance, 1975 on 26th September, 1975 to provide for the payment of equal remuneration to men and women workers 3. Cont.. o Article 39(a) states that the citizens, men and women, equally, have the right to an adequate means of livelihood. o Article 39(d) “that there is equal pay for equal work for both men and women”. o Article 16(2) makes a specific mention that “no citizen shall on ground only of ….sex …be ineligible for or discrimination against in respect of any employment or office under state.” 4. o (a) “Appropriate Government” means – o (i) in relation to any employment carried on by or under the authority of the Central Government or a railway administration, or in relation to a banking company, a mine, oilfield or major port or any corporation established by or under a Central Act, the Central Government, and o (ii) In relation to any other employment, the State Government; ...
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...WAR II EMPLOYMENT 1 World War II Employment Opportunities Rachael J. Broddy ENG 122: English Composition II Prof. John Thorburn February 15, 2016 WORLD WAR II EMPLOYMENT 2 World War II Employment Opportunities While women and individuals of different ethnic backgrounds had no place in the job market before the war, World War II became a stepping stone for employment prospects; women were not seen as just childbearing homemakers anymore, many doors opened, and minorities were allowed to enlist in the United States Armed Forces. World War II facilitated to create new employment ventures for the future and also to promulgate what we now know is the civil rights movement. Before World War II, women were just the supporters of their men who were serving our country overseas or often homemakers that did not work outside of the home they lived in. Men went to work outside of the home, on occasion a women did, but it was not very frequent. African Americans and Hispanics typically were housemaids. They were expected to stay home and take care of the household. White women did have better jobs, but not many options were out there that they were allowed to perform. Typically they had worked in a clerical, retail or nursing job. It became apparent when the war began that utilizing women were essential due to many men leaving to fight for our country. The job market opened, and women found employment as electricians, welders, and riveters in defense plants. The employment opportunities...
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...corporations. The global restructuring process of production has a tremendous impact on labor relations within countries and directly affects women’s work. For one, the restructuring of production to reflect a global division of labor reflect and reinforce economic disparities between the global North and the global South through the changing nature of employment and labor force requirements. Likewise, global restructuring inevitably result in patterns of flexibilization and feminization of labor (Gills, 2002, p. 107). In particular, the tendency towards the feminization of labor in the new global economy has resulted in “the devaluing of jobs, the shift from full time to part time, the shift from jobs with upward mobility to dead end jobs, the increasing informality/casualization of the labor force” (Nagar, et. al., 2002, p. 263). The changes brought about by globalization in the patterns of employment and labor force participation among women results in the creation of a unique and complex situation of convergence in women’s working lives in the global North and South while presenting divergent patterns in terms of work and employment opportunities and degrees of marginalization and exploitation at the same time. Hence, the globalization of...
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...Employment Sector Employment Working Paper No. 74 2011 Global economic crisis, gender and employment: The impact and policy response Naoko Otobe Employment Sector Copyright © International Labour Organization First published 2011 Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Permissions), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: pubdroit@ilo.org. The International Labour Office welcomes such applications. Libraries, institutions and other users registered with reproduction rights organizations may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country. Otobe, Naoko Global economic crisis, gender and employment : the impact and policy response / Naoko Otobe ; International Labour Office, Employment Sector. - Geneva: ILO, 2011 1 v. (Employment working paper) ISBN: 9789221241690; 9789221241706 (web pdf) ISSN 1999-2939 (print); ISSN 1999-2947 (web pdf) International Labour Office; Employment Sector women workers / men workers / employment / unemployment / gender equality / employment policy / social policy / economic recession / developed...
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...Equal Equal Employment Employment Opportunity Act of 1972 Opportunity Act of 1972 The Equal Employment Opportunity Act 1972 Introduction I. History a. Presidents i. Franklin D. Roosevelt ii. Harry S. Truman iii. John F. Kennedy b. The act prohibits II. Why the law was created c. Fair treatment III. Who the law benefits d. e. IV. Who the law affects f. g. V. Improvement h. Women i. People with disabilities j. lack of accountability k. negative attitudes VI. Case Studies l. McDonnell Douglas Corp vs. Percy Green m. Four factors n. Morton v Mancari History of the Law There were several different titles passed by different Presidents leading up to the Employment act of 1972. They are as followed in order: * In June 1941, the day before World War II, President Franklin D. Roosevelt signed Executive Order 8802 prohibiting government contractors from engaging in employment discrimination based on race, color, or national origin. * In July 1948, President Harry S. Truman orders the desegregation of the Armed Forces by Executive Order 9981. * In March 1961, President John F. Kennedy signs Executive Order 10925 prohibiting federal government contractors from discriminating because of race and establishing the President's Committee on Equal Employment Opportunity. * In June 1963, Congress...
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...Definitions. 3. Act to have overriding erect. CHAPTER II PAYMENT OF REMUNERATION AT EQUAL RATES TO MEN AND WOMEN WORKERS AND OTHER MATTERS 4. Duty of employer to pay equal remuneration to men and women workers for same work or work of similar nature. 5. No discrimination to be made while recruiting men and women workers. 6. Advisory Committee. 7. Power of appropriate Government to appoint authorities for hearing and deciding claims and complaints. CHAPTER III MISCELLANEOUS 8. Duty of employers to maintain registers. 9. Inspectors. 10. Penalties. 11. Offences by companies. 12. Cognizance and trial of offences. 13. Power to make rules. 14. Power of Central Government to give directions. 15. Act not to apply in certain special cases. 16. Power to make declaration. 17. Power to remove difficulties. 18. Repeal and saving. An act to provide for the payment of equal remuneration to men and women workers and for the prevention of discrimination, on the ground of sex, against women in the matter of employment and for matters connected therewith or incidental thereto Be it enacted by Parliament in the Twenty-seventh Year of the Republic of India as follow: - 2 Prefatory Note – Statement of Objects and Reasons. – Article 39 of Constitution envisages that the State shall direct its policy, among other things, towards securing that there is equal pay for equal work for both men and women. To give effect to this constitutional provision, the President promulgated on the 26th. September, 1975...
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...To achieve equal opportunity in employment requires a mix of affirmative action legislation, anti-discrimination legislation and managing diversity approaches. Discuss. Equality is the complicated theory to explain because of the wide variety of meaning attached to concept. Depends on the article of Jewson and Mason’s (1986), they express the equality in liberal and radical approach. In the liberal view, equal opportunity, this exists when all individuals are freely able to compete for social rewards. As Webb (1977) said, the liberal approach which is according to a belief in the rights of the individual to universally possible standards of justice and citizenship. The emphasis is on the individual, for example job selection should be focus on the merit of individual which performs fairly. On the other hand, the radical approach is to achieve not only the equal opportunity, but also the equal outcome. Compare to liberal approach, the focus of the radical approach is not on individuals, but on groups. “The ideal of the radical approach is a situation where every workforce is representative of all the social groups available to it” (Kaler, 2001: 53). For instance, although individual who is the group representative, the principle of selection will not choose the merit alone. To conclude, equality can be theorized in liberal and radical approach. Regard to the complicated conception of equality, to get the equal opportunity in employment which also is a complex and huge progress...
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... May 2003 (first draft: not to be quoted or cited without permission of author) Background Paper for the UNESCO Education for All Monitoring Report 2003: Gender and Education for All Introduction The 1980s and 1990s are frequently referred to as the era of globalization. While there is no consensus on what the term “globalization” means, for the purposes of this paper we use the term to refer to the greater openness of economies to international trade and finance, or external liberalization. The question that this paper will be tackling is how globalization has impacted on the growth of real economies in diverse regional contexts (Section One), their capacity to create employment (Section Two), and specifically how the new policy agenda has impacted on women’s labour force participation in diverse regional contexts and their enjoyment of social rights (Sections Three and Four). In addition to the available global data sets, the paper will be drawing on in-depth case studies from around the world in order to support the arguments that are being put forward. 1. International Economic Integration and Economic Growth The purpose of this section is to look at the growth implications of globalization. However, to begin the discussion we need to clarify how the term globalization is understood in this paper. As Gerald Helleiner (2000) usefully points out, the term globalization as frequently used, confuses two...
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...MANAGEMENT [pic] [pic] • Volume 16: Issue 2 • Editorial • Keynote • Articles • Research Note • Reviews Highlight, copy & paste to cite: Pio, E. (2008). Threads of Constraint: Ethnic Minority Migrant Women and Employment, Research and Practice in Human Resource Management, 16(2), 25-40. Threads of Constraint: Ethnic Minority Migrant Women and Employment Edwina Pio Abstract Nations, organisations and ethnic minority migrants are compelled to deal with issues emerging from the perceptions and politicisation of ethnicity. Issues of ethnicity are often fore grounded in the zone of work where the complexities of migration, ethnicity, gender and employment intersect. This paper highlights the perceptions of university business students in a New Zealand university with reference to ethnic minority women and employment. Through a study of various databases and the construction of parables on ethnic minority women in New Zealand, the experiences of recruitment and selection, diversity management and career progression emerge as themes in the perceived employment experiences of ethnic minority migrant women. The paper argues for the need to highlight narratives of ethnic minority women through creative pedagogy in order to sensitise business students and future managers to the consequences of migration and a need for the intelligent utilisation of human resources in a world that is increasingly multicultural. Introduction ...
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...Literature pertaining to entrepreneurial women is very limited. There are numerous books that depict the lives of wage-earning women in Canada; however works on self-employed women are uncommon. The Business of Women- Marriage, Family, and Entrepreneurship in British Columbia, 1901-1951, was written by Melanie Buddle in 2010, under UBC Press. In The Business of Women, Buddle attempts to highlight the key features of entrepreneurial women in the 1900’s in Western Canada, exploring how and why women entered the business world. In this book, Buddle examines case studies and primary documents in order to expose the world of female entrepreneurs. Buddle focuses on issues of gender and class relations that influenced the ability of women to become self-employed. Although the information presented in this book represent the period of 1901 to 1951, I will attempt to draw connections, through the use of a summary and analysis, between the materials presented in this book to 21st century businesswomen. In the first part of The Business of Women, Buddle addresses reasons why women were more likely to be self-employed in British Columbia. Buddle highlights frontier characteristics that depict why a larger proportion of women in British Columbia were married and were self-employed. In British Columbia, women married in higher proportion, compared to the rest of Canada. Many males arrived in British Columbia in the 1850’s during the gold rush and many men settled in Western Canada in order...
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...more and more employers began training and recruiting women, and by the end of the war in 1918, the number of women employed in Britain had soared, as shown in Source 2. Here the rise in women's employment throughout the different sectors of the British Economy is clear, and this is incredibly useful in seeing just how big a part, women played in the war effort. In my opinion it is a very reliable source and one that is very useful to historians. It is official government research data, comparing employment levels from before the war and after the war, and was likely created very soon after the end of the war. Its primary purpose would be as a record of women's employment levels to inform bureaucracy, and also the government of the changing trends in the employment of women. As it is purely quantitative data, was created after the war, and given its creator and purpose, I think it is very unlikely that the figures will have been skewed for propaganda purposes, as there would no longer be any requirements for that in its contemporary context. I would also take this to mean that there is very little chance if bias. In my opinion Source 2 is an invaluable source in assessing how the lives of women were affected in WW1, as it not only shows that it opened up the opportunity of employment to millions more women, but also that women were no longer confined to just the 'women's' domestic service. As more and more men went to war, women had more freedom of job choice, and were able to work...
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...Assignment/Dissertation Submission Form Student Information Please complete all parts of this form and submit with your assignment. All parts of the assignment must be stapled together before submission PLEASE USE BLOCK CAPITALS Student Registration Number | 2 | 0 | 1 | 3 | 2 | 0 | 3 | 6 | 3 | Class Code and Title - PRINT the code and title as it appears in the student handbook V | 1 | 2 | 1 | 6 | | History of the USA since 1877 | Tutor’s name | Mark Ellis | Submission date | 17/11/13 | | | Extension/Re-submission Yes No | Extension/Re-submission date: | Where appropriate please √ your year, Now √ the attempt. 1st | 2nd | √ | | Yr 1 | Yr 2 | Yr 3 | Yr4 | | Postgraduate | | √ | | | | | | | ...
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...Women Empowerment in Bangladesh: Effect of WTO Non-Agricultural Market Access (NAMA) Introduction The negotiations on Non-Agricultural Market Access (NAMA) in the World Trade Organization (WTO) are expected to lead Bangladesh to substantial increase in ReadyMade Garments (RMG) export in world market. The NAMA negotiations are aimed to reduce or eliminate tariffs, including tariff peaks, high tariffs, tariff escalation and nontariff barriers for non-agricultural goods, in particular on products of export interest to developing countries. Non-agricultural products include industrial goods, manufactured goods, textiles, fuels and mining products, footwear, jewellery, forestry products, fish and fisheries, and chemicals. Collectively, they represent almost 90% of world merchandise exports. WTO has decided to take Special and Differential treatment for developing and least developed Members like Bangladesh, including through less than full reciprocity in the reduction measures to assist LDCs to participate effectively in the negotiations. NAMA negotiations are likely to have important positive implications for the LDCs like Bangladesh in the form of increased export. As the structure of Bangladesh export is heavily titled towards labor-intensive sectors as apparels and textiles, increase in export will likely to have consequent positive implications on new job creations in RMG sector. In Bangladesh nearly 3 million workers are with RMG sector of which 80% is female workers. The...
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...outcomes in three areas: gender gaps in labor force participation rates, quality of employment, and wages [Esquivel, 2013]. Unpaid care work and female labor force participation Firstly, the amount of time devoted to unpaid care work is negatively correlated with female labor force participation. In countries where women spend an average of five hours on unpaid care activities, 50% of women in the working age-population are active, i.e. employed or looking for a job [Esquivel, 2013]. However, in countries where women spend three hours on unpaid care...
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