Equality Studies

The diffusion of diversity management: The case of France

by Alain Klarsfeld

Post review, post acceptance, pre-publication version at copy-edition stage. Please quote as follows :
Klarsfeld, A., (2009). The diffusion of Diversity Management : the case of France, Scandinavian Journal of Management, Volume 25, Issue 4, December, Pages 363–373

Diversity, a ‘voluntary’ concern as seen through the Anglo-Saxon lens, and discrimination, a ‘legal’ mandated concern... more Diversity, a ‘voluntary’ concern as seen through the Anglo-Saxon lens, and discrimination, a ‘legal’ mandated concern as seen through the same lens, have simultaneously been gaining popularity in France since 2003. In this respect, this country is undergoing a regulation process with various constituencies promoting new sets of rules to make French society more inclusive. Through three different explanatory lenses, I examine how published discourse regarding adoption of diversity practices is converted into action. These lenses, the Anglo-American business case, which insists on the economic rationality of such adoption, and neo-institutional theory, which views diversity management as a result of isomorphic change processes, is joined by French social regulation theory, which posits diversity management as part of a process of designing new rules. My data shows that mandated practices have higher adoption rates than voluntary practices, but there are important variations in terms of rates of adoption, within both voluntary and mandatory processes. Besides the perceived threats from not complying, French managers take into account levels of flexibility as well as implementation cost. In this sense, French organizational constituents mediate the various initiatives suggested to them by their environment and exert a form of autonomous regulation. Laws focus attention and trigger action, rather than constraining it.

The Right to Work in the European Convention on Human Rights

by Rory O'Connell

[2012] European Human Rights Law Review 176-190

The European Convention on Human Rights does not explicitly protect the right to work; nevertheless the ECHR case law... more The European Convention on Human Rights does not explicitly protect the right to work; nevertheless the ECHR case law protects aspects of this right. The paper summarises the content of the right to work and then demonstrates how the case law protects aspects of it. Article 8 can be used to protect the right to seek employment, while Articles 6 and 8 can be used to combat unfair dismissal. Other ECHR Articles prohibit discrimination. The paper concludes with some suggestions as to how to develop this trend in the case law. First, Article 8 should be recognised as protecting the negative aspects of the right to work. Second, the relationship between Article 8 and Article 14 needs clarification. Third, there is scope to develop positive obligations in relation to the right to work

A distinction within egalitarianism

by Alan Carter

There are two different ways in which an egalitarian might evaluate momentary distributions. This suggests two... more There are two different ways in which an egalitarian might evaluate momentary distributions. This suggests two different egalitarian theories, with each theory focusing upon a different value. However, there may well be reason for refusing to make a choice between these theories, and recognizing both values, instead. But this would suggest that egalitarianism may be more pluralist than has generally been presupposed.

Managing and Monitoring Equality and Diversity in UK Sport: An Evaluation of the Sporting Equals Racial Equality Standard and Its Impact on Organizational Change

by Kevin Hylton

Journal of Sport and social Issues (2006)

Karl Spracklen
Kevin Hylton
Jonathan Long

Despite greater attention to racial equality in sport in recent years, the progress of national sports organizations... more Despite greater attention to racial equality in sport in recent years, the progress of national sports organizations toward creating equality of outcomes has been limited in the United Kingdom. The collaboration of the national sports agencies, equity organi- zations and national sports organizations (including national governing bodies of sport) has focused on Equality Standards. The authors revisit an earlier impact study of the Racial Equality Standard in sport and supplement it with another round of interview material to assess changing strategies to manage diversity in British sport. In particu- lar, it tracks the impact on organizational commitment to diversity through the period of the establishment of the Racial Equality Standard and its replacement by an Equality Standard that deals with other diversity issues alongside race and ethnicity. As a result, the authors question whether the new, generic Equality Standard is capable of address- ing racial diversity and promoting equality of outcomes.

On Self-Realization Through Work

by Michele Loi

Quasi-final draft, please do not quote. Submitted 2.04.2012 to Philosopher's Imprint

"The Biblical Origins of Equality," Azure Online 37 (2009)

by Joshua Berman

The article is a precis of my Created Equal: How the Bible Broke with Ancient Political Thought (Oxford, 2008)

An Emic Approach to Intersectional Study of Diversity atWork: A Bourdieuan Framing

by Ahu Tatli

Tatli, A. and Özbilgin, M. (forthcoming) An Emic Approach to Intersectional Study of Diversity atWork: A Bourdieuan Framing. International Journal of Management Reviews. DOI: 10.1111/j.1468-2370.2011.00326.x

This paper presents an emic approach, which is sensitive to the emergence of new categories of difference, in... more This paper presents an emic approach, which is sensitive to the emergence of new categories of difference, in intersectional study of workforce diversity. The paper first provides a comprehensive review of the literature on diversity at work in the business and management field, identifying that this literature is predominantly etic in nature, as it focuses on pre-established, rather than emergent, categories of difference. Next, an emic approach to researching diversity at work is offered. In offering an emic approach, the key distinction the paper makes is the direction of the investigation. Unlike the dominant etic approach, which adopts pre-established (ex ante) diversity categories, the emic perspective proposed identifies emergent and situated categories of diversity ex post, as embedded in a specific time and place. In order to operationalize the emic approach, the use of the Bourdieuan theory of capitals is suggested, and a five-step research guide is presented.

A Qualitative Study On Changes Of Educational Values Among Teacher

by Halil Eksi

Gülflah BAŞOL, Salih BARDAKCI
Educational Sciences: Theory & Practice
8 (2) • May 2008 • 467-479

The purpose of this qualitative study was to evaluate both the positive and negative
changes in the aims and... more The purpose of this qualitative study was to evaluate both the positive and negative
changes in the aims and practices of current schools and, in addition, identify teacher
values that have influenced the Turkish educational system from the early years of
the Turkish Republic till now. With this in mind, a set of semi structured open-ended
questions were directed to 50 retired teachers in Ankara, Samsun, and Çorum.
Questions aimed to identify the comparative views and thoughts on education, living
conditions, and teaching objectives between 1940 and 2006. The information for
eight study problems were listed, grouped and summarized in ten-year sessions. For
descriptive purposes, Microsoft Excel version 7.00 was used in order to provide frequencies,
percentages, and graphical representations of the data for the first two questions.
The answers to the remaining six questions were categorized and conceptualized
line by line for each respondent. According to the results, there have been noteworthy
changes on the teachers’ perceptions regarding the values, such as the goals
of education, human rights, participation, productivity, creativity, and critical thinking
over time. In addition, old photographs, memories, diaries and letters that belong
to the participating retired teachers were used as the study materials. As the result,
the emerging themes were summarized in order to demonstrate the changes in
the teacher values over the years, from the early days of the Republic to today.

THE COMMITMENT OF SENIOR CIVIL SERVANTS TO DEMOCRATIC FREEDOMS AND EQUALITY

by Miro Hacek

Transylvanian Review of Administrative Sciences, No. 35 E/2012, pp. 93-106.

In modern democracies, senior civil servants have outgrown their classic role of mere implementers of orders given by... more In modern democracies, senior civil servants have outgrown their classic role of mere implementers of orders given by politicians. Both senior civil servants and politicians serve the same democratic state, and both are heirs to the democratic evolution. Our hypothesis is based mainly on the historically developed division of labor between bureaucracy and politics. Senior civil servants have never been tasked with creating the conditions for more democracy in the state, but instead with creating the conditions for a more effective and successful state. Given that political bodies in which politicians operate have been established as the institutionalized personification of democracy, the task of politicians is above all the promotion of democracy, its values and norms. We have tested that hypothesis on the case of Slovenian senior civil servants and politicians and found out, that both elites are favorable to political freedoms and political equality.

Torn between Arithmetic and Substantive Equality? Perspectives on Equality in German Labour Law

by Dagmar Schiek

published in 18 (2) International Journal of Comparative Labour Law and Industrial Relations (2002) 148-168

German equality law is based on the employer's general contractual obligation to treat employees equally and on a... more German equality law is based on the employer's general contractual obligation to treat employees equally and on a number of more specific prohibitions on discrimination. In practice, an ‘arithmetic’ or Aristotelian conception of equality tends to hold sway, to the exclusion of consideration of the structural causes of discrimination. Recent case law interpreting the non-discrimination principle in the context of part-time and fixed-term contract workers suggests the law may be evolving slowly towards a position which sees the role of the law in terms of outlawing unjustified forms of social exclusion.

Proposition 8 struck down US Court of Appeals 10-16696

by Romero Anton Montalban Anderssen

Expressive Harms and the Strands of Charter Equality: Drawing Out Parallel Coherent Approaches to Discrimination

by Ron Levy

Equality on Different Terms: The Case of Dutch Hindu Schools

by Michael Merry

Equality, Self Respect and Voluntary Separation

by Michael Merry

The Thought within Reality and Morality

by Tobias-René Wilczek

Written while studying Philosophy in grade 11

Metaphysics, Epistemology, and Ethics – the major issues that surround people’s minds for thousands of years – consist... more Metaphysics, Epistemology, and Ethics – the major issues that surround people’s minds for thousands of years – consist of various questions concerning the way people live, what they believe in, how they act, why they do what they do, etc. Many philosophers who have discussed these issues tend to focus mostly on questions such as, What is reality? What is the self? How does the mind work? What is morality? This essay will focus on my own philosophy and my views on Metaphysics, Epistemology, and Ethics.

Changing Roles - Measuring the Global Gender Gap - An International Comparison

by TARKI Social Research Institute

Title of the Hungarian original: Szerepváltozások. Jelentés a nők és férfiak helyzetéről 2005
© TÁRKI, 2005
© Ifjúsági, Családügyi, Szociális és Esélyegyenlőségi Minisztérium, 2005

This book was published in English language with the support of the UNIFEM (United Nations Development Fund for Women, Central and Eastern Europe Regional Office, Bratislava).

English translation:
Anna Babarczy (papers 6-12)
Tibor Radványi (Introduction, papers 1-5, Bibliography)
Ildikó Nagy (Register of Researchers)

Language Editor: Clive Liddiard-Maár
All rights reserved, including the right of reproduction in whole or in part in any form.
© TÁRKI Social Research Institute, 2006
© Ildikó Nagy, 2006
© Marietta Pongrácz, 2006
© István György Tóth, 2006
ISBN 963 7869 39 5
Cover Design: Péter Maczó
Typography: András Nyíri

This paper compares the gender gap in five core dimensions: economic participation, economic opportunity, political... more This paper compares the gender gap in five core dimensions: economic participation, economic opportunity, political empowerment, educational attainment, health and welfare.

Lindsay, C., Munro, A. and Wise, S. (2007) ‘Making equalities work? Scottish trade unions’ approaches to equal opportunities’, Equal Opportunities International Vol. 26, No. 5, pp. 465-481.

by Colin Lindsay

This paper seeks to analyse trade unions’ approaches to equal opportunities in Scotland, focusing on issues of:... more This paper seeks to analyse trade unions’ approaches to equal opportunities in Scotland, focusing on issues of: recruitment of membership from different groups; promoting diversity in postholding; and the role of ‘‘key equalities issues’’ in collective bargaining. The paper draws on in-depth interviews with equalities officers of 26 unions in Scotland. The analysis takes as its starting point the three models of equality policies identified by Rees: the ‘‘sameness’’, ‘‘difference’’ and ‘‘transformation’’ models. The paper argues that, although some equalities officers demonstrated a thorough understanding of the issues, union approaches to equalities in practice reflect the ‘‘sameness’’, and to some extent ‘‘difference’’, models: attacking direct discrimination and insisting that members should be treated the same, establishing some limited mechanisms to reflect on the different needs of groups, but being less able to tackle the underlying structural causes of inequality. It is suggested that unions need to develop a more sophisticated analysis of equal opportunities which fully reflects the differences between the experiences of groups of workers and which challenges the fundamental, structural inequalities within (and therefore seeks to transform) organisations and labour markets.

Who is the other to me? Levinas, Asymmetrical Ethics, and Social-Political Equality

by Eric S. Nelson

“Who is the other to me? Levinas, Asymmetrical Ethics, and Social-Political Equality,” Mono Kurgusuz Labirent, 8-9, 2010, 454-466.

In response to critics of asymmetrical ethics, in particular Habermas and Honneth, I consider whether social-political... more In response to critics of asymmetrical ethics, in particular Habermas and Honneth, I consider whether social-political equality necessarily requires presupposing the moral symmetry of subjects of classical liberalism. Drawing on the works of Emmanuel Levinas, I argue that social-political equality is compatible with and, more radically, can only be adequately developed in relation to the moral asymmetries between self and other. Levinas reframed questions of equality, justice, and solidarity in relation to the interruptive encounters between inherently asymmetrical subjects, which he articulated through the ethical rupture of the same through the other in the face, height, sacrifice, and substitution. It is precisely such an asymmetrical ethics and humanism proceeding from the other person that is most appropriate for confronting contemporary moral and social issues involving unequal situations, opportunities, and resources between pluralities of non-identical concrete individuals by calling and awakening me to my inescapable responsibility to the other—regardless of and prior to any relation of mutual exchange, expectation, negotiation, or recognition.

La stratégie de la discrimination positive: Sarkozy et le débat français sur l'égalité

by Patrick Simon

Article published in Modern & Contemporary France, 17-4, 2009, p.435-450

Performance‐based pay is fair, particularly when I perform better: differential fairness perceptions of allocators and recipients

by Nico W. Van Yperen