...By 1970, the government enacted protective legislation for women and they were now eligible for jobs that not too long ago were only for males. Between 1984 and 2009, the number of women working in America increased from 44 million to 72 million. (U.S. Census, 2014) Each year the goes by women lose several millions of dollars due to the gender wage gap that exists in America. This gap has been static for almost the last decade, as women have consistently earned only 77% of wht their male counterparts earn. (U.S. Census, 2014). Our gender should not define our position in society. Today the existence of the gender wage gap in the American workplace is a highly debated topic. There are many people who believe the gender wage gap has been solved or that it has not existed since the Equal Pay act of 1963 was enacted, which...
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...Gender Inequality in the Workforce Abstract Over the last nine decades women have battled to become identically tantamount with men in all aspects of life and work. Women have made enormous advances in edification and vocation but parity in pay and promotions in the workplace still elude them. It is well documented, prominent and discussed that women earn less. Why is this transpiring and is inequality as skewed as most cerebrate? If there is a “glass ceiling”, why is it there? And what can women do to navigate around it to become prosperous top level executives with matching emolument? What can managers do to ascertain that women have as many opportunities as men and equal pay? Introduction Parity sought by women was something that commenced in the 1800s. With the passing of the 15th amendment in 1865, African-American men were given suffrage following the civil war. It would take another 55 years afore women would be sanctioned that same right. The women’s movement known as feminism commenced in 1848, when the first women’s rights convention was organized. During this time in American history, women had very few rights and constrained edification, due to not having very many colleges they were sanctioned attend. They were withal considered to be the property of their husband or father. This denoted that anything they owned did not genuinely belong to them. Women fought hard to gain the first step in the ...
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...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, in Europe, quotas have made a definitive comeback, as a way of pursuing gender equality. Legislative and constitutional transformations...
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...erian novelJournal of Education and Practice ISSN 2222-1735 (Paper) ISSN 2222-288X (Online) Vol 2, No 4, 2011 www.iiste.org A Study on Gender Consciousness in Nigerian Autobiographical Narratives and Power of the Interview Ogunyemi, Christopher Babatunde Department of English, College of Humanities, Joseph Ayo Babalola University PMB 5006 Ilesa 233001 Osun State, Nigeria. bbcoguns2@yahoo.se Akindutire, Isaac Olusola Department of Physical and Health Education, Faculty of Education University of Ado Ekiti Ado Ekiti. Ekiti State, Nigeria ioakindutire@yahoo.com Adelakun, Ojo Johnson Department of Economics, Joseph Ayo Babalola University, PMB 5006 Ilesa 233001, Osun State, Nigeria joadelakun@yahoo.co.uk Abstract The study explores some self-created metaphors in male autobiographical writings in Nigeria. It visualizes the negation of female gender in art. The paper investigates the dichotomy of language, the use of irony and situational metaphors to displace conventional ones; it blends theories with critical evaluation of discourse. The research uses empirical methods in solving hypothetical questions with the use of extensive and relatively unstructured interviews. It examines the interviews of twenty five people independently, these people include: University lecturers, students, administrative and technical staff. The work analyzes concurrently their interview testimonies to search for congruence. Data analysis begins with a detailed microanalysis in which emergent concepts...
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...Cross Cultural Implications for doing Business in Emerging Markets International business is the act of investment and trade activities by firms across national borders. Small, Medium, and Multinational companies who have the resources tend to be attracted at doing business abroad. There are nine reasons why firms choose to internationalize which are (1) to gain market share, (2) earn higher profits and margins, (3) acquire new ideas about products, service, and business method, (4) to follow and better serve key customers that have relocated abroad, (5) to be closer to their supply chain, (6) have access to lower-cost or better value factors of production, (7) to develop economies of scale in production, sourcing, research and development, and marketing, (8) to challenge international competitors more effectively, (9) invest in a potentially rewarding relationship with a foreign partner. There are different ways companies can engage in international business. Companies can be involved in international trade, exporting, importing, international investment, international portfolio investment, and foreign direct investment. Depending on the type of risk the company decides to take, for example if the company wants the lowest risk possible for doing business abroad then exporting would be one of the safest ways to get their products or service abroad. Foreign Direct Investment is considered high risk due to the structure of each country’s culture, government, laws, rules...
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...African American Women Under Slavery This paper discusses the experiences of African American Women under slavery during the Slave Trade, their exploitation, the secrecy, the variety of tasks and positions of slave women, slave and ex-slave narratives, and significant contributions to history. Also, this paper presents the hardships African American women faced and the challenges they overcame to become equal with men in today’s society. Slavery was a destructive experience for African Americans especially women. Black women suffered doubly during the slave era. Slave Trade For most women who endured it, the experience of the Slave Trade was one of being outnumbered by men. Roughly one African woman was carried across the Atlantic for every two men. The captains of slave ships were usually instructed to buy as high a proportion of men as they could, because men could be sold for more in the Americas. Women thus arrived in the American colonies as a minority. For some reason, women did not stay a minority. Slave records found that most plantations, even during the period of the slave trade, there were relatively equal numbers of men and women. Slaveholders showed little interest in women as mothers. Their willingness to pay more for men than women, despite the fact than children born to enslaved women would also be the slaveowners’ property and would thus increase their wealth. Women who did have children, therefore, always struggled with the impossible conflict...
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...concerns, and identify actionable items for discussion with Xerox’s senior team. The process ensures that the executive leadership team and the CEO are working together to resABSTRACT. Currently, an increasing number of organizations are attempting to enhance inclusiveness of under represented individuals through proactive efforts to manage their diversity. In this article, we define diversity management against the backdrop of its predecessor, affirmative action. Next, selected examples of organizations that have experienced specific positive bottom line results from diversity management strategies are discussed. The present paper also provides a conceptual model to examine antecedents and consequences of effective diversity management. Additional research areas identified from the model and literature review result in a number of research propositions intended to enhance the exploration and understanding of diversity management. To manage diversity effectively, a corporation must value diversity; it...
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...http://www.sciencedirect.com/science/article/pii/S0883035513000049 International Journal of Educational Research Volume 60, 2013, Pages 38–45 Does prohibiting child labor increase secondary school enrolment? Insights from a new global dataset * Jody Heymann * Amy Raub1, , * Adele Cassola2, * UCLA Fielding School of Public Health, 650 Charles E Young Dr S, Los Angeles, CA, U.S., 90095 * http://dx.doi.org/10.1016/j.ijer.2013.01.003, How to Cite or Link Using DOI * Permissions & Reprints Abstract Objective This article examines the association between minimum age of employment and secondary school enrolment. Methods We reviewed child labor laws for 185 states in 2008 and 2012. We assessed how many countries had a minimum age of employment of 15 or over and tested the association between these laws and secondary enrolment rates, after controlling for per-capita GDP, level of urbanization, and compulsory lower secondary education. Results A minimum age of employment of 15 or higher was significantly associated with increased secondary enrolment for girls, boys, and overall. Conclusions Combining a legislated minimum age of employment of 15 or higher with compulsory education may strengthen children's opportunity to achieve a secondary education. Highlights ► We reviewed child labor laws for 185 countries in 2008 and 2012. ► 45 countries allow children to work before the ILO-recommended age of 15. ► Countries banning work until 15...
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...Leading Research DeAnne Aguirre Leila Hoteit Christine Rupp Karim Sabbagh Empowering the Third Billion Women and the World of Work in 2012 Contact Information Abu Dhabi Leila Hoteit Principal +971-2-699-2400 leila.hoteit@booz.com Beirut Ghassan Barrage Senior Executive Advisor +966-1-249-7781 ghassan.barrage@booz.com Cairo George Atalla Partner +20-2-2480-1444 george.atalla@booz.com Dubai Karim Sabbagh Senior Partner +971-4-390-0260 karim.sabbagh@booz.com Milan Luigi Pugliese Partner +39-02-72-50-93-03 luigi.pugliese@booz.com Mumbai Jai Sinha Partner +91-22-6128-1102 jai.sinha@booz.com Munich Klaus-Peter Gushurst Senior Partner +49-89-54525-537 klaus-peter.gushurst@booz.com New York Reid Carpenter Principal +1-212-551-6389 reid.carpenter@booz.com Riyadh Mounira Jamjoom Senior Research Specialist +966 1 249 7781 mounira.jamjoom@booz.com San Francisco DeAnne Aguirre Senior Partner +1-415-627-3330 deanne.aguirre@booz.com São Paulo Ivan de Souza Senior Partner +55-11-5501-6368 ivan.de.souza@booz.com Shanghai Sarah Butler Partner +86-21-2327-9800 sarah.butler@booz.com Stuttgart Christine Rupp Partner +49-711-34226-916 christine.rupp@booz.com Tokyo Akiko Karaki Senior Associate +81-3-6757-8709 akiko.karaki@booz.com Booz & Company Booz & Company 1 Booz & Company wishes to thank the experts who contributed their valuable time and insights to the Third Billion Index: • Rajnee Aggarwal, President, Federation of Indian Women Entrepreneurs (FIWE) • H.E. Fatima Al...
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...WORK & FAMILY PROGRAM POLICY PROPOSAL WIN-WIN FLEXIBILITY By Karen Kornbluh* Introduction Today fully 70 percent of families with children are headed by two working parents or by an unmarried working parent. The “traditional family” of the breadwinner and homemaker has been replaced by the “juggler family,” in which no one is home fulltime. Two-parent families are working 10 more hours a week than in 1979.1 To be decent parents, caregivers, and members of their communities, workers now need greater flexibility than they once did. Yet good part-time or flex-time jobs remain rare. Whereas companies have embraced flexibility in virtually every other aspect of their businesses (inventory control, production schedules, financing), full-time workers’ schedules remain largely inflexible. Employers often demand workers be available around the clock. Moreover, many employees have no right to a minimum number of sick or vacation days; almost two thirds of all workers – and an even larger percentage of low-income parents – lack the ability to take a day off to care for a family member.2 The Family and Medical Leave Act of 1993 finally guaranteed that workers at large companies could take a leave of absence for the birth or adoption of a baby, or for the illness of a family member. Yet that guaranteed leave is unpaid. Many businesses are finding ways to give their most valued employees flexibility but, all too often, workers who need flexibility find themselves shunted into part-time...
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...American International Journal of Contemporary Research Vol. 4 No. 1; January 2014 Kenya’s Social Development Proposals and Challenges: Review of Kenya Vision 2030 First Medium-Term Plan, 2008-2012 Ezekiel Mbitha Mwenzwa Department of Social Sciences Karatina University P. O. Box 1951, Karatina, Kenya. Joseph Akuma Misati Department of Sociology Maasai Mara University P. O. Box 861 20500, Narok, Kenya. Abstract Kenya faces several development challenges including poverty, disease, unemployment, negative civic engagement among others. The development bottlenecks worsened following the introduction of the IMF/World Bank-propelled Structural Adjustment Programmes (SAPs) of the late 1970s and early 1980s. While the SAPs had envisaged benefits, they largely became part of the problem rather than the solution to development in Kenya. Accompanying these were negative civic engagements, particularly, ethnic conflict and political maladministration especially after the re-introduction of multiparty politics in the early 1990s. These drawbacks notwithstanding, development planning went on culminating in the Economic Recovery Strategy for Wealth and Employment Creation (ERSWEC) 2003-2007 in 2002 and its successor, the Kenya Vision 2030 in 2007. While the former was implemented, the latter is on course with the First Five Year Medium-Term Plan running from 2008 to 2012 recently concluded. The blueprint is driven by three pillars, namely; The economic, social and...
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...Sasha Klaeb WMST 101 7 May 2013 Assignment 4: Women and Work Question 1, The Glass Escalator: In “The Glass Escalator,” Christine Williams studies the way men are treated and their experiences when working in female dominated occupations, and finds that there exists a glass escalator for men working in these jobs. First, although Williams acknowledges that the proportion of men and women in the labor force is approaching parity, there still exists significant job segregation relating to gender. Both men and women are relegated to single sex occupations, meaning that they work in jobs that society deems more appropriate for men and women. What Williams does in this paper is different from other studies because rather than focusing on women in male dominated occupations and the barriers they face, she studies the underrepresentation of males in predominantly “female” occupations. She examines four typically female dominated occupations: nursing, librarianship, elementary school teaching and social work, and studies the implications of men working in female occupations. From these studies, she finds that unlike females in male dominated jobs, men do not face any discrimination and are in fact promoted and move up the ladder at a much faster pace than women. As one employee put it, there is a preference for men in these female occupations. Williams found that the more female dominated the job or specialty was, the greater the preference for men. The glass escalator...
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...us look like we had some sense! Look how analytical they sounded!” But why on earth do I have to feel like that in this marvelous, post racial society? After reading, I noticed that despite the year tacked on to the assigned readings, the content barely changed. From Dubois (1903) to Wingfield and Feagin (2012), we are still acknowledging the same woes that a society assigns particular groups of people. We are still attempting to come up with dire solutions in hopes that everyone will begin to “get along” with one another. But most of all, because of this…People of color are still waiting to exhale. In this essay, there will be two parts: Firstly, a general analysis of the assigned literature for this week. In this compartment of my paper, I will analyze extracted points from the readings thematically as it directly relates to certain points in the “Critical Race: An Introduction” excerpt. Here, I will also be giving a respectful critique of Dubois’ postulations in the “Souls of Black Folk.” Secondly I will critique Allport’s (1954) contact hypothesis that was discussed in Hewstone and Swart (2011). Introduction of Critical Race Theory (CRT) Before I analyze the literature, I think it would be wise to give a brief definition and explanation of Critical Race Theory in general. Delgado and Stefancic (2006) offered a pretty understandable definition and illustration of CRT, highlighting key people, elements, and objectives...
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...Report of Online Discussion WOMEN IN LEADERSHIP ROLES Coordinated by the Division for the Advancement of Women Department of Economic and Social Affairs United Nations Hosted by WomenWatch With support from the Office of the United Nations High Commissioner for Refugees (UNHCR) 19 November to 15 December 2007 Disclaimer: The views expressed in this report reflect the opinions of participants to the online discussion and not the official views of the United Nations Contents 1. Introduction................................................................................................................................ 3 2. Theme One: Status of women in leadership positions globally ....................................................... 5 2.1. Country experiences ................................................................................................................5 2.2. Ability of women in leadership positions to influence change .....................................................6 2.3. Instruments and methodologies to measure impact ..................................................................8 3. Theme Two: Factors that influence women’s access to decision-making positions —views from public administration, the judiciary and the private sector................................................................. 9 3.1. Representation of women in the public sector.........................................................................10 3.2. Representation...
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...THESIS ON IMPACT OF EDUCATION ON DOMESTIC VIOLENCE Sparkles Soft offers under stated Services 1. Plagiarism free writing services 2. PHD Research Papers 3. MBA Dissertations Writer 4. MBA Thesis writer 5. MBA Assignment writer 6. ACCA,BSC Applied Accountancy Project 7. Australian MBA Assignment writing Services 8. UK MBA Assignment writing Services 9. LLB Thesis writing Services 10. LLM Thesis writing Services 11. LLB Assignment writing services 12. LLM Assignment writing Services 13. Australian and UK LLB Thesis writing Services 14. Australian and UK LLM Thesis writing Services 15. Australian and UK LLB Assignment writing services 16. Australian and UK LLM Assignment writing Services https://www.facebook.com/pages/International-Students-in-UK/170124656395756 SPARKLES SOFT Skype sparkles.soft Email sparklessoft@gmail.com Viber/WhatsAPP 00923004604250 Uk LandLine +441252594901 SUBMITTED TO: SUBMITTED BY: Table of Contents CHAPTER 1 3 INTRODUCTION 3 1.1 Pakistan as a country: 3 1.2 Domestic Violence: 3 1.3 Western Vs local Domestic Violence: 5 1.4 Research Question: 6 1.5 Research Objectives 6 1.6 Research Significance 7 CHAPTER TWO 8 EDUCATION SYSTEM IN PAKISTAN 8 2.1. Education: 8 2.2. Education System: 8 2.3. Education system of Pakistan: 10 2.3.1. Problems of Education system of Pakistan: 11 2.3.2. Policies and Reforms in Education system...
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