The Experts below are selected from a list of 243 Experts worldwide ranked by ideXlab platform

Kenneth Y Chay - One of the best experts on this subject based on the ideXlab platform.

  • the impact of federal civil rights policy on black economic progress evidence from the Equal Employment Opportunity act of 1972
    Industrial and Labor Relations Review, 1998
    Co-Authors: Kenneth Y Chay
    Abstract:

    The Equal Employment Opportunity Act (EEOA) of 1972 extended civil rights coverage to employers with l5-24 employees, while leaving unaffected the civil rights protection for employees of larger finns. In conjunction with already existing state fair Employment practice (FEP) laws, the EEOA provides a "natural experiment" in which the treatment and control groups are defined by differences across industries in the fraction of workers employed in the newly-covered establishments and across states in the scope of the PEP laws. Using data from the Current Population Surveys, the treatment and control group methodology is used to evaluate the impact of civil rights policy. This analysis shows that there were large shifts in the Employment and pay practices of the industries most affected by the amendment. The timing of the relative gains and their concentration by industry and region provide evidence that the EEOA had a positive impact on the labor market status of African-Americans.

Paul Burstein - One of the best experts on this subject based on the ideXlab platform.

  • Equal Employment Opportunity labor market discrimination and public policy
    Industrial and Labor Relations Review, 1995
    Co-Authors: Anne E Winkler, Paul Burstein
    Abstract:

    Although Equal Employment Opportunity laws are often at the center of political debate, it has been difficult for students, teachers, and concerned citizens to learn about the controversy over EEO. Contributions to our understanding are scattered, this collection of writings is a broad interdisciplinary introduction to the struggle for EEO and its consequences. No other collection brings together articles on theories of dis-criminations; competing theories about the likely impact of EEO laws; analyses of the laws' impact on women, blacks, and other minorities; and debates about affirmative action.

  • legal mobilization as a social movement tactic the struggle for Equal Employment Opportunity
    American Journal of Sociology, 1991
    Co-Authors: Paul Burstein
    Abstract:

    This article attempts to establish theoretical and methodological links between work on social movements and work on the mobilization of law by analyzing legal mobilization as a social movement tactic-the pursuit of movement goals through "proper channels." Focusing on the movement for Equal Employment Opportunity (EEO), the article considers how often minorities and women mobilize federal EEO laws in their fight for Equal treatment in the marketplace, how often they with their cases, and how victory is related to thier ability to organize and to get help from the federal government. Analysis of one aspect of the mobilization of EEO laws-in the federal appellate courts-leads to some conclusions very much in keeping with recent work on social movements. They are that the relationship between grievances and mobilization is problematic, that blacks remain central to the struggle for Equality in the United States, that resources matter for challengers of the status quo, and that the federal government can be ...

Glenda Jean Strachan - One of the best experts on this subject based on the ideXlab platform.

  • Equal Employment Opportunity and its links to the participation of women in the construction industry the case of australia
    Proceedings of the 6th Equality Diversity and Inclusion International Conference:, 2013
    Co-Authors: Erica French, Glenda Jean Strachan
    Abstract:

    Australia is currently experiencing a resources boom and jobs in the male dominated fields of construction and engineering are at a premium. Employment in the construction industry, historically and today, is overwhelmingly male and, with an ageing population this predominately older male workforce will be retiring in greater numbers in the coming decade. Despite more that 25 years of anti- discrimination legislation and Equal Opportunity legislation these industries still employ few women in operational roles. This paper investigates the issue of the low representation of women in the construction industry. Our investigation involves the analysis of 95 organisation progress reports on the Equal Opportunity strategic programs in the construction industry. Findings indicate that this industry is not engaging with Equal Employment Opportunity programs and further that equity outcomes for women in the industry are not evident.

  • the diversity management approach to Equal Employment Opportunity in australian organisations
    Economic and Labour Relations Review, 2009
    Co-Authors: John Burgess, Erica French, Glenda Jean Strachan
    Abstract:

    This article assesses the 'Managing Diversity' (MD) approach in Australia, examining its drivers, discussing its relationship to legislation designed to promote equity, and examining it as a set of management practices. It has been plausibly argued, on efficiency grounds, that responsibility for achieving Equality objectives must be shifted to organisations as this links contextual conditions to organisational processes. However, even where there is some prescription and guidance such as that provided by Australian Equal Employment Opportunity (EEO) legislation targeted specifically to women employees, both practice and outcomes are variable. This is even more the case with MD where there are no guiding principles or legislative support. The article examines the best practice EEO and MD programs of Australian organisations to demonstrate the approaches and programs that are being developed at the workplace and to highlight the limitations of the 'business case' approach underlying such programs.

  • evaluating Equal Employment Opportunity and its impact on the increased participation of men and women in the transport industry
    Transportation Research Part A-policy and Practice, 2009
    Co-Authors: Erica French, Glenda Jean Strachan
    Abstract:

    This paper seeks to identify the approaches undertaken in implementing Equal Employment Opportunity in the transport industry in Australia and the links between these approaches and indicators of increased participation of women. This male dominated industry employs limited numbers of women with fewer numbers of women in management. The study analyses data from a unique set of Equal Opportunity progress reports from all organisations in the transport industry that are required to provide public reports under Australian legislation. The findings indicate a correlation between some approaches to Equal Opportunity and increased numbers of women in some areas. The study is Equally remarkable for what it does not find. Despite widespread Equal Opportunity implementation across a broad number of Employment measures there are limited measures that predict increases in the numbers of women in management or in non-traditional roles. This study differs from others in that it identifies issues specific to one industry and links organisational approach to Equal Opportunity with the Employment status of both women and men.

  • Equal Employment Opportunity legislation and policies the australian experience
    Equality Diversity and Inclusion, 2007
    Co-Authors: Glenda Jean Strachan, John Burgess, Lindy Henderson
    Abstract:

    Purpose – Organisations have to respond to a range of legislative and policy initiatives intended to promote Equal Employment Opportunity for women. The purpose of this paper is to analyse the mix of legislation and policies in Australia: anti‐discrimination and Equal Opportunity legislation, Equal pay, work and family and managing diversity policies.Design/methodology/approach – Legislation, industrial relations changes and policies relating to pay equity, non‐discrimination on the grounds of sex, affirmative action and Equal Opportunity, including work and family policies and managing diversity approaches are reviewed in the context of changing labour conditions and social trends.Findings – Organisations are presented with a range of policies from which to choose and the result is variety in the extent and type of equity programs which produce variable outcomes for women in the workplace.Practical implications – While this paper deals in particular with Australia, the pattern of multiplicity of approach...

  • work and family balance through Equal Employment Opportunity programmes and agreement making in australia
    Employee Relations, 2007
    Co-Authors: John Burgess, Lindy Henderson, Glenda Jean Strachan
    Abstract:

    Purpose – The purpose of this article is to assess the ability of formal Equal Employment Opportunity (EEO) programmes and workplace agreement making to facilitate work and family balance for women workers in Australia.Design/methodology/approach – This article uses documentary analysis and semi‐structured interviews in six Australian organisations that are required to develop formal EEO programmes.Findings – Formal EEO programmes and agreement making are limited in their ability to promote work and family‐friendly arrangements at the workplace. Informal arrangements and managerial discretion are important in realising work and care balance.Research limitations/implications – The paper is Australian based, and the case studies were confined to six organisations, which restricts the findings.Practical implications – Leave and work arrangements need to be required within agreements and EEO programmes. Most programmes gravitate towards minimum requirements, hence, it is important to ensure that these minimum...

Alison M Konrad - One of the best experts on this subject based on the ideXlab platform.

Frank Linnehan - One of the best experts on this subject based on the ideXlab platform.

  • formalized hrm structures coordinating Equal Employment Opportunity or concealing organizational practices
    Academy of Management Journal, 1995
    Co-Authors: Alison M Konrad, Frank Linnehan
    Abstract:

    Do formalized human resources management (HRM) structures promote goals of Equal Employment Opportunity and affirmative action or symbolize good faith in the absence of real change? We examined the antecedents and outcomes of formalized HRM structures in over a hundred organizations, assessing the presence of “identity-conscious” and “identity-blind” HRM structures. Findings indicated that identity-conscious structures were associated with some positive indicators of the Employment status of women and people of color. II was concluded that such practices, although perhaps adopted for symbolic purposes, improved the Employment status of protected groups.