Systemic discrimination in employment and the promotion of ethnic equality:
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Leiden [u.a.]
Nijhoff
2007
|
| Schriftenreihe: | International studies in human rights
91 |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | Zugl.: Oslo, Univ., Diss., 2006 |
| Beschreibung: | XII, 327 S. |
| ISBN: | 9004154620 9789004154629 |
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| 650 | 7 | |a Etnische identiteit |2 gtt | |
| 650 | 7 | |a Gelijke behandeling |2 gtt | |
| 650 | 4 | |a Politik | |
| 650 | 4 | |a Recht | |
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| 650 | 4 | |a Race discrimination |x Government policy | |
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Datensatz im Suchindex
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| adam_text | SYSTEMIC DISCRIMINATION IN EMPLOYMENT AND THE PROMOTION OF ETHNIC
EQUALITY BY RONALD CRAIG MARTINUS NIJHOFF PUBLISHERS LEIDEN /BOSTON
CONTENTS CHAPTER ONE INTRODUCTION 1 1.1. BACKGROUNDANDAIMOFTHE STUDY 1
1.2. SOURCESOFLAWANDMETHOD 7 1.3. BARRIERS FOR ETHNIC MINORITIES IN
EMPLOYMENT: STORIES, SURVEYS, STUDIES AND STATISTICS 13 A. INTRODUCTION
13 B. STATISTICAL DATA 17 C. DISCRIMINATION TESTING 18 D. LABORATORY
EXPERIMENTS 19 E. RESEARCH INTO ACTIONS OF GATEKEEPERS 20 F. SURVEYS
21 G. FORMAL COMPLAINTS 21 H. CONCLUSION 21 PARTI CHAPTER 2 THE CONCEPT
OF DISCRIMINATION 25 2.1. OVERVIEW 25 2.2. DIRECT DISCRIMINATION 33 A.
COMPARABLE CIRCUMSTANCES 33 B. CAUSAL LINK TO STATUTORILY-PROTECTED
CHARACTERISTICS 34 VI CONTENTS C. JUSTIFICATION DEFENSES AND EXCEPTIONS
34 D. CRITIQUE OFTHE CONCEPT OFDIRECT DISCRIMINATION 38 FINDING A
COMPARATOR 39 ASSIMILATION: FORCING THE COMPLAINANT TO BE LIKE THE
COMPARATOR 39 NO MINIMUM CONTENT OF FAIRNESS 40 2.3. INDIRECT
DISCRIMINATION 41 A. INTRODUCTION 41 B. USA 43 C.
CANADA-FROMBIFURCATEDANALYSISTOUNIFIEDAPPROACH 47 D. EUROPEAN UNION 53
E. SELECTED STATUTORY DEFINITIONS OF INDIRECT DISCRIMINATION: GREAT
BRITAIN, NORTHERN IRELAND AND AUSTRALIA 57 F. NORWAY 61 G. EUROPEAN
CONVENTION ON HUMAN RIGHTS 64 H. SELECTED UNITED NATIONS HUMAN RIGHTS
INSTRUMENTS 67 INTERNATIONAL COVENANT ON CIVIL AND POLITICAL RIGHTS
(CCPR) 67 INTERNATIONAL CONVENTION ON THE ELIMINATION OF ALL FORMS OF
RACIAL DISCRIMINATION (ICERD) 67 INTERNATIONAL CONVENTION ON THE
ELIMINATION OF ALL FORMS OF DISCRIMINATION AGAINST WOEMEN (CEDAW) 71 2.4.
DISCRIMINATORY INTENT AND DISCRIMINATORY EFFECT 72 2.5. ETHNIC
DISCRIMINATION 77 A. INTRODUCTION 77 B. RACE AND ETHNIC ORIGIN 78 C.
NATIONAL ORIGIN 82 D. COLOR 84 E. DESCENT 85 2.6. CONCLUSION 85 CHAPTER
3 SYSTEMIC DISCRIMINATION IN EMPLOYMENT 91 3.1. SYSTEMIC DISCRIMINATION
IN GENERAL 91 3.2. THE NATURE OF SYSTEMIC DISCRIMINATION IN AN
EMPLOYMENT CONTEXT 93 A. INTRODUCTION 93 B. ACTION TRAVAIL DES FEMMES V.
CANADIAN NATIONAL RAILWAY 96 C. NATIONAL CAPITAL ALLIANCE ON RACE
RELATIONS (NCARR) V. HEALTH CANADA 99 D. SUMMARY OF MECHANISMS OF
SYSTEMIC DISCRIMINATION IN THE ACTION TRAVAIL DES FEMMES AND NATIONAL
CAPITAL A LLIANCE CASES 102 E. HARASSMENT AND HOSTILE WORK ENVIRONMENT
(POISONOUS WORK ENVIRONMENT) 103 F.
USEOFRECRUITMENTMETHODSTHATPERPETUATEUNDERREPRESENTATION 106 G.
SELECTION CRITERIA: EMPLOYMENT TESTS THAT ARE NOT JOB-RELATED 107
CONTENTS VII H. UNGUIDED SUBJECTIVE CRITERIA, UNSTRUCTURED INTERVIEWS
AND DIFFERENTIAL QUESTIONING 108 I. UNCLEAR SELECTION CRITERIA 111 J.
STEREOTYPING IN PERFORMANCE APPRAISALS AND ALLOCATION OF WORK
ASSIGNMENTS 112 3.3. DEFINITION AND CHARACTERISTICS OF SYSTEMIC
DISCRIMINATION IN EMPLOYMENT-ANDTHOUGHTS ON APROPERRESPONSE 115 3.4.
CONCLUSION 124 CHAPTER 4 THE LIMITS OF COMPLAINT-BASED APPROACHES IN
ADDRESSING SYSTEMIC DISCRIMINATION IN EMPLOYMENT 125 4.1. INTRODUCTION
125 4.2. THE FAILURE TO CAPTURE DISCRIMINATION THAT DOES NOT RESULT IN A
FORMAL COMPLAINT 128 4.3. THE INDIVIDUALIZATION OF DISCRIMINATION IN
COMPLAINT-BASED APPROACHES 133 4.4. THE DIFFICULTIES IN PROVING
DISCRIMINATION IN COMPLAINT-BASED APPROACHES 138 4.5. COMPLAINT-BASED
APPROACHES CANNOT BRING ABOUT ORGANIZATIONAL TRANSFORMATION 151 A.
INTRODUCTION 151 B. TRADITIONAL REMEDIES IN COMPLAINT-BASED APPROACHES
ARE NOT TRANSFORMATIVE 152 C. THE REMEDY OF COURT-ORDERED EMPLOYMENT
EQUITY PROGRAMS IS AN INADEQUATE RESPONSE TO SYSTEMIC DISCRIMINATION IN
EMPLOYMENT 155 D. COMPLAINT-BASED APPROACHES BREED HOSTILITY WHICH IS
COUNTER- PRODUCTIVE TO ORGANIZATIONAL TRANSFORMATION 157 4.6. CONCLUSION
158 CHAPTER 5 ETHNIC EQUALITY IN EMPLOYMENT 161 5.1. INTRODUCTION:
FORMAL AND SUBSTANTIVE EQUALITY 161 5.2. EQUALITY BEFORE THE LAW AND THE
EQUAL PROTECTION OF THE LAW 164 5.3. ETHNIC EQUALITY IN EMPLOYMENT 167
VIII CONTENTS PART II CHAPTER 6 PROACTIVE OBLIGATIONS TO PROMOTE
EQUALITY IN EMPLOYMENT: AN INTRODUCTION 173 6.1. INTRODUCTION 173 6.2.
TERMINOLOGICAL CLARIFICATION 175 CHAPTER 7 STATUTORY-BASED PROACTIVE
OBLIGATIONS TO PROMOTE EQUALITY IN EMPLOYMENT: FIVE APPROACHES 181 7.1.
CANADA 181 A. INTRODUCTION 181 B. OBLIGATIONS IMPOSED ON EMPLOYERS UNDER
THE ACT 182 C. ENFORCEMENT AND SANCTIONS 185 7.2. GREATBRITAIN 187 A.
INTRODUCTION 187 B. OBLIGATIONS IMPOSED ON PUBLIC-SECTOR EMPLOYERS UNDER
THE ACT AND ORDER 188 C. ENFORCEMENT AND SANCTIONS 191 7.3. NORTHERN
IRELAND 192 A. INTRODUCTION 192 B. NORTHERN IRELAND ACT 1998 192 C.
OBLIGATIONS IMPOSED ON PUBLIC-SECTOR EMPLOYERS UNDER THE ACT AND
SCHEDULE9 194 D. ENFORCEMENT AND SANCTIONS UNDER THE ACT AND SCHEDULE 9
196 E. THE FAIR EMPLOYMENT AND TREATMENT (NORTHERN IRELAND) ORDER 1998
(FETO) 197 F. PROACTIVE OBLIGATIONS IMPOSED ON PUBLIC AND PRIVATE
EMPLOYERS UNDER FETO 197 G. ENFORCEMENT AND SANCTIONS REGARDING THE
EMPLOYER S PROACTIVE OBLIGATIONS UNDER FETO 200 7.4. SWEDEN 201 A.
PROACTIVE OBLIGATIONS IMPOSED ON PUBLIC AND PRIVATE EMPLOYERS UNDER THE
ACT ON MEASURES AGAINST ETHNIC DISCRIMINATION IN WORKING LIFE 201 B.
ENFORCEMENT AND SANCTIONS 203 7.5. NORWAY 205 A. INTRODUCTION 205 B.
OBLIGATIONS IMPOSED ON PUBLIC- AND PRIVATE-SECTOR EMPLOYERS UNDER THE
GENDER EQUALITY ACT 206 C. ENFORCEMENT AND SANCTIONS 208 CONTENTS IX
CHAPTER 8 CONTRACT-BASED PROACTIVE OBLIGATIONS TO PROMOTE EQUALITY IN
EMPLOYMENT: FOUR APPROACHES 209 8.1. IMPACT OF EUROPEAN UNION TREATY LAW
AND PROCUREMENT RULES ON THE USE OF CONTRACT COMPLIANCE: BACKGROUND
FRAMEWORK FOR GREAT BRITAIN AND SWEDEN 209 8.2. GREAT BRITAIN 214 A.
HISTORICAL BACKGROUND 214 B. INITIATIVES BY THE COMMISSION FOR RACIAL
EQUALITY 217 C. INITIATIVES BY LOCAL AUTHORITIES 218 D. FUTURE
INITIATIVES FROM LOCAL AUTHORITIES 222 8.3. SWEDEN 223 8.4. UNITED
STATES 226 A. INTRODUCTION 226 B. CONTRACTUAL OBLIGATIONS UNDERTAKEN BY
THE CONTRACTOR PURSUANT TO THE EQUAL OPPORTUNITY CLAUSE 227 C.
ENFORCEMENT AND SANCTIONS 231 8.5. CANADA 233 A. INTRODUCTION 233 B.
CONTRACTUAL OBLIGATIONS UNDERTAKEN BY CONTRACTORS BY THE
CERTIFICATEOFCOMMITMENTTOIMPLEMENT EMPLOYMENT EQUITY 233 C. ENFORCEMENT
AND SANCTIONS 235 CHAPTER 9 A RATIONAL GOVERNMENT POLICY RESPONSE TO
SYSTEMIC ETHNIC DISCRIMINATION IN EMPLOYMENT 237 9.1. INTRODUCTION AND
SCOPE 237 A. INTRODUCTION 237 B. SCOPE OF THIS CHAPTER 241 9.2. GENERAL
OVERVIEW OF THE PROACTIVE OBLIGATION REGIMES 245 9.3. DO THE OBLIGATIONS
IMPOSED ON EMPLOYERS ADDRESS THE PROBLEM IN ALL OF ITS DIMENSIONS? 248
A. INTRODUCTION 248 B. DIAGNOSTIC ACTIONS: THE IDENTIFICATION OF
BARRIERE TO ETHNIC EQUALITY IN EMPLOYMENT 249 C. REMEDIAL ACTIONS 254 D.
FACILITATIVE ACTIONS 257 MANAGEMENT COMMITMENT AND ACCOUNTABILITY,
COMMUNICATION AND CONSULTATION 257 PREPARATION AND IMPLEMENTATION OF AN
EQUALITY PLAN 26! NUMERICAL GOALS AND TIMETABLES 264 EMPLOYER MONITORING
AND REVIEW OF PROGRESS; REVISION 268 E. A WORD ON THE REMAINDEROF THIS
CHAPTER 269 X CONTENTS 9.4. THE SPECIFICITY OF OBLIGATIONS AND THE
ABILITY TO ASSESS COMPLIANCE 269 9.5. GUIDANCE AND TECHNICAL ASSISTANCE
TO EMPLOYERS 273 9.6. THE MONITORING OF COMPLIANCE AND APPLICATION OF
REGULATORY PRESSURE 277 9.7. SANCTIONS FORNON-COMPLIANCE 285 9.8. A
BRIEF WORD ON CONTRACT-BASED REGIMES VS. STATUTORY-BASED REGIMES 289
9.9. CONCLUSION 291 CHAPTER 10 CONCLUSION 299 BIBLIOGRAPHY 311 INDEX 323
|
| adam_txt |
SYSTEMIC DISCRIMINATION IN EMPLOYMENT AND THE PROMOTION OF ETHNIC
EQUALITY BY RONALD CRAIG MARTINUS NIJHOFF PUBLISHERS LEIDEN /BOSTON
CONTENTS CHAPTER ONE INTRODUCTION 1 1.1. BACKGROUNDANDAIMOFTHE STUDY 1
1.2. SOURCESOFLAWANDMETHOD 7 1.3. BARRIERS FOR ETHNIC MINORITIES IN
EMPLOYMENT: STORIES, SURVEYS, STUDIES AND STATISTICS 13 A. INTRODUCTION
13 B. STATISTICAL DATA 17 C. DISCRIMINATION TESTING 18 D. LABORATORY
EXPERIMENTS 19 E. RESEARCH INTO ACTIONS OF "GATEKEEPERS" 20 F. SURVEYS
21 G. FORMAL COMPLAINTS 21 H. CONCLUSION 21 PARTI CHAPTER 2 THE CONCEPT
OF DISCRIMINATION 25 2.1. OVERVIEW 25 2.2. DIRECT DISCRIMINATION 33 A.
COMPARABLE CIRCUMSTANCES 33 B. CAUSAL LINK TO STATUTORILY-PROTECTED
CHARACTERISTICS 34 VI CONTENTS C. JUSTIFICATION DEFENSES AND EXCEPTIONS
34 D. CRITIQUE OFTHE CONCEPT OFDIRECT DISCRIMINATION 38 FINDING A
COMPARATOR 39 ASSIMILATION: FORCING THE COMPLAINANT TO BE LIKE THE
COMPARATOR 39 NO MINIMUM CONTENT OF FAIRNESS 40 2.3. INDIRECT
DISCRIMINATION 41 A. INTRODUCTION 41 B. USA 43 C.
CANADA-FROMBIFURCATEDANALYSISTOUNIFIEDAPPROACH 47 D. EUROPEAN UNION 53
E. SELECTED STATUTORY DEFINITIONS OF INDIRECT DISCRIMINATION: GREAT
BRITAIN, NORTHERN IRELAND AND AUSTRALIA 57 F. NORWAY 61 G. EUROPEAN
CONVENTION ON HUMAN RIGHTS 64 H. SELECTED UNITED NATIONS HUMAN RIGHTS
INSTRUMENTS 67 INTERNATIONAL COVENANT ON CIVIL AND POLITICAL RIGHTS
(CCPR) 67 INTERNATIONAL CONVENTION ON THE ELIMINATION OF ALL FORMS OF
RACIAL DISCRIMINATION (ICERD) 67 INTERNATIONAL CONVENTION ON THE
ELIMINATION OF ALL FORMS OF DISCRIMINATION AGAINST WOEMEN (CEDAW) 71 2.4.
DISCRIMINATORY INTENT AND DISCRIMINATORY EFFECT 72 2.5. ETHNIC
DISCRIMINATION 77 A. INTRODUCTION 77 B. RACE AND ETHNIC ORIGIN 78 C.
NATIONAL ORIGIN 82 D. COLOR 84 E. DESCENT 85 2.6. CONCLUSION 85 CHAPTER
3 SYSTEMIC DISCRIMINATION IN EMPLOYMENT 91 3.1. SYSTEMIC DISCRIMINATION
IN GENERAL 91 3.2. THE NATURE OF SYSTEMIC DISCRIMINATION IN AN
EMPLOYMENT CONTEXT 93 A. INTRODUCTION 93 B. ACTION TRAVAIL DES FEMMES V.
CANADIAN NATIONAL RAILWAY 96 C. NATIONAL CAPITAL ALLIANCE ON RACE
RELATIONS (NCARR) V. HEALTH CANADA 99 D. SUMMARY OF MECHANISMS OF
SYSTEMIC DISCRIMINATION IN THE ACTION TRAVAIL DES FEMMES AND NATIONAL
CAPITAL A LLIANCE CASES 102 E. HARASSMENT AND HOSTILE WORK ENVIRONMENT
(POISONOUS WORK ENVIRONMENT) 103 F.
USEOFRECRUITMENTMETHODSTHATPERPETUATEUNDERREPRESENTATION 106 G.
SELECTION CRITERIA: EMPLOYMENT TESTS THAT ARE NOT JOB-RELATED 107
CONTENTS VII H. UNGUIDED SUBJECTIVE CRITERIA, UNSTRUCTURED INTERVIEWS
AND DIFFERENTIAL QUESTIONING 108 I. UNCLEAR SELECTION CRITERIA 111 J.
STEREOTYPING IN PERFORMANCE APPRAISALS AND ALLOCATION OF WORK
ASSIGNMENTS 112 3.3. DEFINITION AND CHARACTERISTICS OF SYSTEMIC
DISCRIMINATION IN EMPLOYMENT-ANDTHOUGHTS ON APROPERRESPONSE 115 3.4.
CONCLUSION 124 CHAPTER 4 THE LIMITS OF COMPLAINT-BASED APPROACHES IN
ADDRESSING SYSTEMIC DISCRIMINATION IN EMPLOYMENT 125 4.1. INTRODUCTION
125 4.2. THE FAILURE TO CAPTURE DISCRIMINATION THAT DOES NOT RESULT IN A
FORMAL COMPLAINT 128 4.3. THE INDIVIDUALIZATION OF DISCRIMINATION IN
COMPLAINT-BASED APPROACHES 133 4.4. THE DIFFICULTIES IN PROVING
DISCRIMINATION IN COMPLAINT-BASED APPROACHES 138 4.5. COMPLAINT-BASED
APPROACHES CANNOT BRING ABOUT ORGANIZATIONAL TRANSFORMATION 151 A.
INTRODUCTION 151 B. TRADITIONAL REMEDIES IN COMPLAINT-BASED APPROACHES
ARE NOT TRANSFORMATIVE 152 C. THE REMEDY OF COURT-ORDERED EMPLOYMENT
EQUITY PROGRAMS IS AN INADEQUATE RESPONSE TO SYSTEMIC DISCRIMINATION IN
EMPLOYMENT 155 D. COMPLAINT-BASED APPROACHES BREED HOSTILITY WHICH IS
COUNTER- PRODUCTIVE TO ORGANIZATIONAL TRANSFORMATION 157 4.6. CONCLUSION
158 CHAPTER 5 ETHNIC EQUALITY IN EMPLOYMENT 161 5.1. INTRODUCTION:
FORMAL AND SUBSTANTIVE EQUALITY 161 5.2. EQUALITY BEFORE THE LAW AND THE
EQUAL PROTECTION OF THE LAW 164 5.3. ETHNIC EQUALITY IN EMPLOYMENT 167
VIII CONTENTS PART II CHAPTER 6 PROACTIVE OBLIGATIONS TO PROMOTE
EQUALITY IN EMPLOYMENT: AN INTRODUCTION 173 6.1. INTRODUCTION 173 6.2.
TERMINOLOGICAL CLARIFICATION 175 CHAPTER 7 STATUTORY-BASED PROACTIVE
OBLIGATIONS TO PROMOTE EQUALITY IN EMPLOYMENT: FIVE APPROACHES 181 7.1.
CANADA 181 A. INTRODUCTION 181 B. OBLIGATIONS IMPOSED ON EMPLOYERS UNDER
THE ACT 182 C. ENFORCEMENT AND SANCTIONS 185 7.2. GREATBRITAIN 187 A.
INTRODUCTION 187 B. OBLIGATIONS IMPOSED ON PUBLIC-SECTOR EMPLOYERS UNDER
THE ACT AND ORDER 188 C. ENFORCEMENT AND SANCTIONS 191 7.3. NORTHERN
IRELAND 192 A. INTRODUCTION 192 B. NORTHERN IRELAND ACT 1998 192 C.
OBLIGATIONS IMPOSED ON PUBLIC-SECTOR EMPLOYERS UNDER THE ACT AND
SCHEDULE9 194 D. ENFORCEMENT AND SANCTIONS UNDER THE ACT AND SCHEDULE 9
196 E. THE FAIR EMPLOYMENT AND TREATMENT (NORTHERN IRELAND) ORDER 1998
(FETO) 197 F. PROACTIVE OBLIGATIONS IMPOSED ON PUBLIC AND PRIVATE
EMPLOYERS UNDER FETO 197 G. ENFORCEMENT AND SANCTIONS REGARDING THE
EMPLOYER'S PROACTIVE OBLIGATIONS UNDER FETO 200 7.4. SWEDEN 201 A.
PROACTIVE OBLIGATIONS IMPOSED ON PUBLIC AND PRIVATE EMPLOYERS UNDER THE
ACT ON MEASURES AGAINST ETHNIC DISCRIMINATION IN WORKING LIFE 201 B.
ENFORCEMENT AND SANCTIONS 203 7.5. NORWAY 205 A. INTRODUCTION 205 B.
OBLIGATIONS IMPOSED ON PUBLIC- AND PRIVATE-SECTOR EMPLOYERS UNDER THE
GENDER EQUALITY ACT 206 C. ENFORCEMENT AND SANCTIONS 208 CONTENTS IX
CHAPTER 8 CONTRACT-BASED PROACTIVE OBLIGATIONS TO PROMOTE EQUALITY IN
EMPLOYMENT: FOUR APPROACHES 209 8.1. IMPACT OF EUROPEAN UNION TREATY LAW
AND PROCUREMENT RULES ON THE USE OF CONTRACT COMPLIANCE: BACKGROUND
FRAMEWORK FOR GREAT BRITAIN AND SWEDEN 209 8.2. GREAT BRITAIN 214 A.
HISTORICAL BACKGROUND 214 B. INITIATIVES BY THE COMMISSION FOR RACIAL
EQUALITY 217 C. INITIATIVES BY LOCAL AUTHORITIES 218 D. FUTURE
INITIATIVES FROM LOCAL AUTHORITIES 222 8.3. SWEDEN 223 8.4. UNITED
STATES 226 A. INTRODUCTION 226 B. CONTRACTUAL OBLIGATIONS UNDERTAKEN BY
THE CONTRACTOR PURSUANT TO THE EQUAL OPPORTUNITY CLAUSE 227 C.
ENFORCEMENT AND SANCTIONS 231 8.5. CANADA 233 A. INTRODUCTION 233 B.
CONTRACTUAL OBLIGATIONS UNDERTAKEN BY CONTRACTORS BY THE
CERTIFICATEOFCOMMITMENTTOIMPLEMENT EMPLOYMENT EQUITY 233 C. ENFORCEMENT
AND SANCTIONS 235 CHAPTER 9 A RATIONAL GOVERNMENT POLICY RESPONSE TO
SYSTEMIC ETHNIC DISCRIMINATION IN EMPLOYMENT 237 9.1. INTRODUCTION AND
SCOPE 237 A. INTRODUCTION 237 B. SCOPE OF THIS CHAPTER 241 9.2. GENERAL
OVERVIEW OF THE PROACTIVE OBLIGATION REGIMES 245 9.3. DO THE OBLIGATIONS
IMPOSED ON EMPLOYERS ADDRESS THE PROBLEM IN ALL OF ITS DIMENSIONS? 248
A. INTRODUCTION 248 B. DIAGNOSTIC ACTIONS: THE IDENTIFICATION OF
BARRIERE TO ETHNIC EQUALITY IN EMPLOYMENT 249 C. REMEDIAL ACTIONS 254 D.
FACILITATIVE ACTIONS 257 MANAGEMENT COMMITMENT AND ACCOUNTABILITY,
COMMUNICATION AND CONSULTATION 257 PREPARATION AND IMPLEMENTATION OF AN
EQUALITY PLAN 26! NUMERICAL GOALS AND TIMETABLES 264 EMPLOYER MONITORING
AND REVIEW OF PROGRESS; REVISION 268 E. A WORD ON THE REMAINDEROF THIS
CHAPTER 269 X CONTENTS 9.4. THE SPECIFICITY OF OBLIGATIONS AND THE
ABILITY TO ASSESS COMPLIANCE 269 9.5. GUIDANCE AND TECHNICAL ASSISTANCE
TO EMPLOYERS 273 9.6. THE MONITORING OF COMPLIANCE AND APPLICATION OF
REGULATORY PRESSURE 277 9.7. SANCTIONS FORNON-COMPLIANCE 285 9.8. A
BRIEF WORD ON CONTRACT-BASED REGIMES VS. STATUTORY-BASED REGIMES 289
9.9. CONCLUSION 291 CHAPTER 10 CONCLUSION 299 BIBLIOGRAPHY 311 INDEX 323 |
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| genre | (DE-588)4113937-9 Hochschulschrift gnd-content |
| genre_facet | Hochschulschrift |
| id | DE-604.BV022246903 |
| illustrated | Not Illustrated |
| index_date | 2024-07-02T16:38:01Z |
| indexdate | 2024-07-09T20:53:16Z |
| institution | BVB |
| isbn | 9004154620 9789004154629 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-015457751 |
| oclc_num | 81946588 |
| open_access_boolean | |
| owner | DE-12 |
| owner_facet | DE-12 |
| physical | XII, 327 S. |
| publishDate | 2007 |
| publishDateSearch | 2007 |
| publishDateSort | 2007 |
| publisher | Nijhoff |
| record_format | marc |
| series | International studies in human rights |
| series2 | International studies in human rights |
| spelling | Craig, Ronald Verfasser aut Systemic discrimination in employment and the promotion of ethnic equality by Ronald Craig Leiden [u.a.] Nijhoff 2007 XII, 327 S. txt rdacontent n rdamedia nc rdacarrier International studies in human rights 91 Zugl.: Oslo, Univ., Diss., 2006 Discriminatie (sociologie) gtt Etnische identiteit gtt Gelijke behandeling gtt Politik Recht Discrimination in employment Law and legislation Race discrimination Government policy Race discrimination Law and legislation Arbeitsmarkt (DE-588)4002733-8 gnd rswk-swf Rassendiskriminierung (DE-588)4048442-7 gnd rswk-swf Diskriminierungsverbot (DE-588)4123073-5 gnd rswk-swf (DE-588)4113937-9 Hochschulschrift gnd-content Rassendiskriminierung (DE-588)4048442-7 s Arbeitsmarkt (DE-588)4002733-8 s Diskriminierungsverbot (DE-588)4123073-5 s DE-604 International studies in human rights 91 (DE-604)BV000016449 91 GBV Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=015457751&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Craig, Ronald Systemic discrimination in employment and the promotion of ethnic equality International studies in human rights Discriminatie (sociologie) gtt Etnische identiteit gtt Gelijke behandeling gtt Politik Recht Discrimination in employment Law and legislation Race discrimination Government policy Race discrimination Law and legislation Arbeitsmarkt (DE-588)4002733-8 gnd Rassendiskriminierung (DE-588)4048442-7 gnd Diskriminierungsverbot (DE-588)4123073-5 gnd |
| subject_GND | (DE-588)4002733-8 (DE-588)4048442-7 (DE-588)4123073-5 (DE-588)4113937-9 |
| title | Systemic discrimination in employment and the promotion of ethnic equality |
| title_auth | Systemic discrimination in employment and the promotion of ethnic equality |
| title_exact_search | Systemic discrimination in employment and the promotion of ethnic equality |
| title_exact_search_txtP | Systemic discrimination in employment and the promotion of ethnic equality |
| title_full | Systemic discrimination in employment and the promotion of ethnic equality by Ronald Craig |
| title_fullStr | Systemic discrimination in employment and the promotion of ethnic equality by Ronald Craig |
| title_full_unstemmed | Systemic discrimination in employment and the promotion of ethnic equality by Ronald Craig |
| title_short | Systemic discrimination in employment and the promotion of ethnic equality |
| title_sort | systemic discrimination in employment and the promotion of ethnic equality |
| topic | Discriminatie (sociologie) gtt Etnische identiteit gtt Gelijke behandeling gtt Politik Recht Discrimination in employment Law and legislation Race discrimination Government policy Race discrimination Law and legislation Arbeitsmarkt (DE-588)4002733-8 gnd Rassendiskriminierung (DE-588)4048442-7 gnd Diskriminierungsverbot (DE-588)4123073-5 gnd |
| topic_facet | Discriminatie (sociologie) Etnische identiteit Gelijke behandeling Politik Recht Discrimination in employment Law and legislation Race discrimination Government policy Race discrimination Law and legislation Arbeitsmarkt Rassendiskriminierung Diskriminierungsverbot Hochschulschrift |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=015457751&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| volume_link | (DE-604)BV000016449 |
| work_keys_str_mv | AT craigronald systemicdiscriminationinemploymentandthepromotionofethnicequality |