Implementing equal employment opportunity legislation in Queensland : a case study analysis

1997 ◽  
Author(s):  
Elizabeth Patricia Little
Keyword(s):  
Equal Employment Opportunity ◽  
Employment Opportunity ◽  
Study Analysis ◽  
Case Study Analysis ◽  
Equal Employment

scholarly journals Commitment or Even Compliance? An Australian University's Approach to Equal Employment Opportunity

2011 ◽  
Vol 66 (2) ◽  
pp. 279-301 ◽  
Author(s):  
Andrea North-Samardzic ◽  
Sarah Gregson
Keyword(s):  
Gender Equity ◽  
Research Work ◽  
Equal Employment Opportunity ◽  
Regulatory Framework ◽  
Employment Opportunity ◽  
Career Trajectories ◽  
Equal Employment ◽  
The University ◽  
Policies And Practices

This paper presents empirical evidence to illustrate how one Australian university complies with the nation's federal Equal Employment Opportunity (EEO) regulatory framework. The aim of this paper is to provide insight into the extent to which organizational practices deviate from articulated policy and how this gap impacts on the perceived career trajectories of female academics. While the disadvantaged status of female academics has been recognized worldwide, a deeper examination of how employees experience the policies and practices designed to support their advancement is required, especially in light of the increasing corporate-like activities of Australian universities which have deprioritized EEO. A case study of an Australian university is used to explore these phenomena. Documentary evidence of its EEO policies was compared with interviewee narratives of employees, including both female academics and members of general staff involved in policy development. This allowed female employees to be heard, in particular where they sensed contradictions between espoused company policy and their real experiences. Hearing what they have to say is an important contribution, given that Australia's EEO regulatory framework allows organizations to waive reporting on their gender equity “chievements.”This case study highlights employee concerns about the efficacy of the University's policies and practices designed to support women's career trajectories and demonstrates that, particularly in light of the increasing corporatization of the University, some women questioned whether drawing support from such policies would harm their careers. The most signifi cant concern focused on the criteria for promotion, which interviewees perceived to be based on a masculine model of merit, in contrast to the ostensible gender-neutrality of the promotions policies. A related concern was how carer responsibilities impacted on opportunities for advancement, particularly the ability to engage in research work that was prized more highly than teaching activities by promotions committees. These examples illustrate that, while the University may be upholding the law at face-value, the actual experiences of women in the organization suggest that EEO compliance is merely skin-deep.

scholarly journals Staffing And EEO Laws: A Human Resource Management Case Study

2011 ◽  
Vol 5 (6) ◽  
pp. 111
Author(s):  
Arthur K. Fischer
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Equal Employment Opportunity ◽  
Employment Opportunity ◽  
Equal Employment ◽  
Management Case Study ◽  
A Company

An HRM case dealing with problems and issues encountered as a company seeks to follow Equal Employment Opportunity laws during the staffing process.

The process of change in accelerated experiential dynamic psychotherapy (AEDP): A case study analysis.

2018 ◽  
Vol 28 (2) ◽  
pp. 213-232
Author(s):  
Rayna D. Markin ◽  
Kevin S. McCarthy ◽  
Amy Fuhrmann ◽  
Danny Yeung ◽  
Kari A. Gleiser
Keyword(s):  
Study Analysis ◽  
Dynamic Psychotherapy ◽  
Process Of Change ◽  
Case Study Analysis

Employment Discrimination and Asian Americans

2005 ◽  
Vol 3 (2) ◽  
pp. 1-15
Author(s):  
Stuart Ishimaru
Keyword(s):  
Asian Americans ◽  
Asian American ◽  
Employment Discrimination ◽  
Equal Employment Opportunity ◽  
Fundamental Rights ◽  
Employment Opportunity ◽  
Equal Employment ◽  
History Of ◽  
Outreach And Education

Despite the long history of Asian Americans of fighting for fundamental rights, Asian Americans appear to be less active in complaining about employment discrimination. For example, in 2003, Asian Americans filed proportionally fewer employment discrimination charges with the EEOC than other minority employees. This article examines the factors that create an atmosphere in which Asian Americans do not file as many charges of employment discrimination with the EEOC as one would expect. Also, it explores possible ways to motivate Asian American communities and individuals to engage in and recognize the community’s investment in the equal employment opportunity process. Specifically, it proposes additional outreach and education to Asian Americans to be informed of their rights as well as areas for further research and additional

Sign in / Sign up

Export Citation Format

Share Document