מעודכן ל: 27.6.2024
אפליה מינית בתעסוקה
Sex discrimination in employment
Sex discrimination against women
Gender inequality
חוק שיווי זכויות האשה, תשי"א-1951, ס"ח 82.
המדריך לייעוץ והתערבות מגדרית בארגונים by
המדריך לייעוץ והתערבות מגדרית בארגונים מבוסס על ההבנה שקידום שוויון מגדרי בארגון הוא תהליך של ייצוג, הכרה ומתן משקל וכוח לנקודת המבט של נשים על פרקטיקות ארגוניות. קיומן של פרקטיקות ארגוניות בעלות השלכות מגדריות מדירות מתאפשר בשל הדרת נקודת המבט של נשים מתהליכי התכנון וקבלת ההחלטות אשר מעצבים את הפרקטיקות הארגוניות ואת המציאות היומיומית בארגונים. מכאן, שהמסע הארוך של שינוי מגדרי בארגונים הוא גם מסעה של נקודת המבט של הנשים העובדות בארגון – משולי הקשב הארגוני אל ליבם של מוקדי הכוח וזירות ההכרעה של הארגון. סוכנות השינוי וסוכני השינוי, נשים וגברים, הן "סוכנות הנסיעות" של נקודת מבט זו בארגון, ופעולותיהן נועדו לצבור תוקף וכוח לנקודת המבט, לגייס בעלי ברית לתמיכה ולהכרה בה, ולהפוך אותה לשיקול כבד משקל סביב שולחנות קבלת ההחלטות.
כיצד אפשר לנהל את המסע הזה ולהתנהל בו? מטרת המדריך לענות על שאלה זו על בסיס מחקר וניסיון מעשי רב-שנים. מחברות המדריך מציעות ארגז כלים עשיר הכולל ידע, אסטרטגיות פעולה מעשיות והתערבויות ארגוניות לקידום שוויון והוגנות מגדרית בארגונים: מתהליך הגיוס של כוח אדם ועד סידורי העבודה, מתהליכי הסללה ועד למניעת הטרדה מינית, מאופני תגמול ועד למנהיגות בארגון. במדריך נבחנים מגוון תחומי החיים הארגוניים מתוך מטרה לזהות את המשמעויות המגדריות המדירות של הפרקטיקות הארגוניות בכל תחום, להבין את השלכותיהן על נשים, ולהציע כפתרון פרקטיקות ארגוניות מכלילות שיוטמעו ויוגשמו בארגון. ההתערבויות מוצגות במדריך בחלוקה לשלושה שערים: ייצוג של נקודת המבט של נשים, גיוס לפעולה מתוך נקודת מבט זו, ופעולות לשינוי בפרקטיקות ארגוניות קונקרטיות.
Karen Moulding & Nat’l Laws. Guild Lesbian, Gay, Bisexual, & Transgender Comm., Sexual Orientation & the Law §§ 6:1-6:94, Westlaw SEXORIENT (database updated Nov. 2023).
Feminist Judgments Rewritten Employment Discrimination Opinions by
How would feminist perspectives and analytical methods change the interpretation of employment discrimination law? Would the conscious use of feminist perspectives make a difference? This volume shows the difference feminist analysis can make to the interpretation of employment discrimination statutes. This book brings together a group of scholars and lawyers to rewrite fifteen employment discrimination decisions in which a feminist analysis would have changed the outcome or the courts' reasoning. It demonstrates that use of feminist perspectives and methodologies, if adopted by the courts, would have made a significant difference in employment discrimination law, leading to a fairer and more egalitarian workplace, and a more prosperous society.
Gender and Racial Inequality at Work: The Sources and Consequences of Job Segregation by
"For anyone looking for empirical, scholarly evidence of both some of the sources and many of the consequences of so-called job segregation, Tomaskovic-Devey provides it."
Gender Discrimination and Inequality by
Gender equality is achieved when people are able to access and enjoy the same rewards, resources and opportunities regardless of whether they are a woman or a man. Many countries, including Australia, have made real progress towards gender equality in recent decades in areas such as education. However, Australian women continue to earn less than men, are less likely to advance in their careers, and are more likely to spend their later years living in poverty. This book examines key gender inequality issues, including sex discrimination, human rights and the law; women in leadership roles; and gender equality at work. What is Australia doing to close the gender gap? Chapter 1: Gender equality, human rights and the law Chapter 2: Women in leadership Chapter 3: Gender equality at work Worksheets and activities; Fast facts; Glossary; Web links;
Sexual Orientation and Gender Identity Employment Discrimination by
This Chapter will address the current protections that are available to lesbian, gay, bisexual and transgender (“LGBT”) individuals who allege they have been victims of employment discrimination. The Chapter’s primary focus will be on federal statutory law, particularly Title VII of the Civil Rights Act of 1964. Although the focus here is on federal law, Appendix I to this Chapter lists the states that protect individuals from public and/or private discrimination under state laws.
This topic is explored in four parts: (1) a brief overview of congressional efforts to enact a statute to protect individuals from employment discrimination on the basis of sexual orientation and gender identity; (2) discusses Title VII and sexual orientation; (3) discusses ways in which recent courts have handled sexual orientation discrimination under Title VII; and (4) similarly examines early judicial treatment of claims brought by individuals alleging discrimination on the basis of their gender identity and/or expression and explores how the law has developed in this area as well.
Telling Stories Out of Court by
"Few of the countless real-life stories of workplace discrimination suffered by men and women every day are ever told publicly. This book boldly and eloquently rights that wrong, going where no plaintiff testimony could ever dare because these stories are often too raw, honest, ambiguous, and nuanced to be told in court or reported in a newspaper."--from the Foreword Telling Stories Out of Court reaches readers on both an intellectual and an emotional level, helping them to think about, feel, and share the experiences of women who have faced sexism and discrimination at work. It focuses on how the federal courts interpreted Title VII of the Civil Rights Act of 1964. Offering insights that law texts alone cannot, the short stories collected here--all but two written for this volume--help readers concentrate on the emotional content of the experience with less emphasis on the particulars of the law. Grouped into thematic parts titled "In Their Proper Place," "Unfair Treatment," "Sexual Harassment," and "Hidden Obstacles," the narratives are combined with interpretive commentary and legal analysis that anchor the book by revealing the impact this revolutionary law had on women in the workplace. At the same time, the stories succeed on their own terms as compelling works of fiction, from "LaKeesha's Job Interview," in which a woman's ambition to move from welfare to work faces an ironic obstacle, to "Plato, Again," in which a woman undergoing treatment for cancer finds her career crumble under her, to "Vacation Days," which takes the reader inside the daily routine of a nanny who works at the whim of her employer.
Unequal Profession : Race and Gender in Legal Academia by
This book is the first formal, empirical investigation into the law faculty experience using a distinctly intersectional lens, examining both the personal and professional lives of law faculty members.
Comparing the professional and personal experiences of women of color professors with white women, white men, and men of color faculty from assistant professor through dean emeritus, Unequal Profession explores how the race and gender of individual legal academics affects not only their individual and collective experience, but also legal education as a whole. Drawing on quantitative and qualitative empirical data, Meera E. Deo reveals how race and gender intersect to create profound implications for women of color law faculty members, presenting unique challenges as well as opportunities to improve educational and professional outcomes in legal education. Deo shares the powerful stories of law faculty who find themselves confronting intersectional discrimination and implicit bias in the form of silencing, mansplaining, and the presumption of incompetence, to name a few. Through hiring, teaching, colleague interaction, and tenure and promotion, Deo brings the experiences of diverse faculty to life and proposes a number of mechanisms to increase diversity within legal academia and to improve the experience of all faculty members.
מעודכן ל: 27.6.2024
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