Affirmative Action Strategies Research Articles

Women’s participation in Nigeria’s 2023 elections: a micro-level analysis

This study investigates a micro-level dimension of women’s participation in Nigeria’s electoral politics. It focuses on a particular local government area: Ikere, in Ekiti state in southwestern Nigeria, during the 2023 general election. The paper uses a qualitative approach to analyse the contributions of women towards the successes of their political parties at the polls, although they have not had full opportunity to contest as candidates. Key informant and in-depth interviews were conducted with respondents who were purposively selected from the leadership of political parties, academia, market and religious institutions, as well as interested onlookers. Additionally, campaign and mobilisation processes were observed during the period of this election. The study concluded that the wait for cultural and socio¬economic development to turn in favour of women’s numerical increase might not offer any realistic hope. However, the adoption of discretionary affirmative action strategies by party leaders could have a reverse effect and also reinforce prejudice.

Differences in Chinese Women's Understanding of Feminism: The Influence of Socioeconomic Status, Family and Education (Take Henan Province as an Example)

Although gender equality is a fundamental policy in China. However, gender inequality is still prevalent in daily life and work where women always suffer from gender discrimination. With the rapid development of the Internet in recent years, the issue of gender inequality has received more attention and has been more widely discussed. In order to safeguard the equal rights of Chinese women, feminists have consciously made their voices heard through the Internet and other channels. However, due to the fact that Chinese women's individual life circumstances are clearly differentiated and differently influenced by their own socio-economic status, family environment and education, it is necessary to understand the extent of Chinese women's recognition of feminism. This study will target women in H province and collect data through online questionnaires and interviews, including socioeconomic status, family background, education level, and understanding of feminism. This article uses a Likert scale for the research, Chi-square test, t-test and multiple regression analysis to analyze the quantitative data to determine the influence of SES, family and education on feminist awareness awakening among women in H region. As the third largest province in China in terms of resident population and the largest province in terms of household registration, the development potential of women in H region is evident to all. This study will systematically investigate H region women in H region understanding of feminism and explore the factors that influence Chinese women to have different levels of recognition of feminism, which can help unite women in their struggle to protect women's common rights. The study will improve our understanding of women's affirmative action and suggest more effective guidelines for women's affirmative action strategies.

Impacts of reservation

Reservation policy in India's local governments, known as Gram Panchayats, is one of three major affirmative action strategies for ensuring that lower caste groups are equitably represented in political institutions.Local political reserves for SC and ST populations have been linked to more SC and ST-friendly policies, more welfare spending and infrastructure investment, and reduced household poverty levels, according to researchers.This research looks at one possible indirect advantage of reservations: higher educational attainment. The theory of role model effects is applied to the context of political reservations - more SC and ST Presidents in Gram Panchayats could operate as a positive role model of stereotype-defying success for SC and ST youngsters, motivating increased investment in educational attainment. Using a sample of 13,408 SC children and 6,066 ST children aged 5 to 18 in Karnataka, the research uses a dose-response regression model to examine the link between reservation rates and average completed years of schooling at the sub-district level. More SC and ST Presidents in Gram Panchayats are linked to higher educational achievement among SC and ST children, according to the findings of the study. To strengthen these findings and increase the literature on indirect advantages of reserves, more study is needed.

Further Affirmative Action Strategies for Racial and Ethnic Equality in The Jury System: The Case Study of The Eugene 'Bear' Lincoln Trial and The Native American Jury

This article examines possible applications of two affirmative action strategies in jury selection -- affirmative jury structures and affirmative peremptory inclusion -- in order to create racially mixed juries. I contend that, with the use of affirmative jury structures such as de medietate linguae jury, the Hennepin jury, and social science models, the court can effectively design three specific forms of racially mixed tribunals by requiring varying mandatory racial quotas to ensure the allocation of jury seats to racial minorities. Affirmative peremptory inclusion is a procedural jury selection strategy in voir dire to neutralize the biasing effect of race-based peremptory challenges so that a racially mixed jury is achieved through affirmatively choosing, rather than peremptorily excluding, potential jurors who share the same racial and ethnic background as the defendants. In order to illustrate the importance of affirmative jury selection structures and peremptory inclusion, this paper specifically focuses on People of the State of California v. Eugene Bear Lincoln (no. cl2632), the recent criminal trial and racially explosive case that received extensive national attention and international media coverage. The present author participated in the Lincoln trial as a defense jury consultant in assessing the extent of racial discrimination in jury selection at Mendocino County Superior Court, California. The critical analysis of the Lincoln case demonstrates that racially diverse tribunals may be the only effective and equitable solution to increase public's perceptions of trial fairness and verdict legitimacy in racially sensitive trials.

Why Diversity May Not Mend Adversity — An Australian Commentary on Multicultural Affirmative Action Strategies in Law Enforcement

As Australia becomes progressively more diverse, there are repeated calls for the Australian police service to mirror the multicultural complexion of society. These concerns have often culminated in affirmative action policies in other Western nations, some of which endeavour to artificially increase the numbers of minorities in law enforcement organisations. Though well intentioned, the ideas that underpin such policies often overlook the various reasons for minimal minority interest in a policing career. They also incorrectly assume that an increase in police diversity will automatically purge discrimination from the service and enhance community relations. This comment contends that a structurally accountable and regulated police service, combined with recruiting practices aimed at employing service-oriented, non-discriminatory officers regardless of ethnicity, engenders an inclusive, accepting and transparent police culture capable of dealing effectively with ethnically diverse populations.

Can quotas challenge gender inequality regimes? -The effects of quotas on corporate boards in Norway

Abstract The use of affirmative action strategies, such as quotas, to increase the share of women on corporate boards is on the agenda globally. Yet, the effects of using affirmative action strateg...

Discontinuing the Canadian Military's ‘Special Selection’ Process for Staff College and Moving Toward a Viable and Ethical Integration of Women into the Senior Officer Corps

Although affirmative action strategies have advanced the rights of women and visible minorities in the United States and Canada, there are some professions and certain occupations in Western societies that should not be required to implement specific types of affirmative action within their organizations. Applying a utilitarian philosophical framework to an example of a Canadian affirmative action strategy, this article argues that the military is one of those few professions whose leadership must be comprised of professionals who have earned their position based on experience, credibility, skill set, and knowledge, not due to directed affirmative action. The ethics of such affirmative action policies within a merit-based system do not stand on firm ground. Although the overall goals of Canadian affirmative action within the federal public service are noble, there are other ways to promote its goals within the military, without causing a clear conflict among the core military values of leadership, teamwork, honesty and integrity.

South Africa's Segmented Labour Markets: Skill Formation and Occupational Mobility Under Apartheid, 1979-1993

This article examines the changing basis of South African labour market and skill formation in the late Apartheid `reform' era of 1979-1993. It does so by arguing for the adoption of a `macro-institutional' model which focuses on the impact of both `macro' and `micro' processes on labour market formation. This is best achieved by combining the contributions of the American `segmented labour market' school, the British `Cambridge labour market' school and the more recent labour market insights emanating from the debate on post-Fordism. The article concludes by examining the extent to which Apartheid's labour market policies may constrain social and economic reconstruction in the post-Apartheid era. Affirmative Action strategies and post-Fordist macro-economic policies are specifically examined. The analysis suggests that these post-Apartheid policies carry the great risk of increasing rather than diluting racially discriminatory labour market segmentation.

Women's Attitudes Toward Affirmative Action: Putting Actions in Context1

Although women typically favor affirmative action, they do exhibit a range of reactions to affirmative action programs. To understand the diversity of reactions, the present study proposed an examination of various forms of affirmative action in the context of the discrimination problem such actions were designed to address. In Study 1, 60 female university students were presented with one of six scenarios describing a situation of discrimination against women, followed by a series of potential affirmative action response options which participants rated in terms of their level of endorsement. Analyses of variance showed that, despite the range of discrimination scenarios, some of which presented extreme cases of discrimination against women, respondents consistently endorsed nondiscrimination measures, and opposed affirmative action strategies involving preferential treatment. Study 2, which preselected 43 women who valued social equality, replicated this finding and found that these results were not due to women not perceiving the presence of collective discrimination. Study 3 examined the attitudes of women in a law and security police training stream (n = 19), whose vulnerability to employment discrimination, both as a group and personally, would be salient. The women in this study endorsed all forms of affirmative action, including explicit preferential treatment in the hiring of women police officers. The implications of these results for the consideration and implementation of affirmative action programs are discussed.

“Normalization,” “leading ladies,” and “free men”: Affirmative actions in Sweden and Australia

Most affirmative action programs assume, quite rightly, that labour market strategies are needed to give women equal economic privileges to those accorded men. But where, one may ask, are the affirmative action strategies according men an equal place in the labour of child, family, and household care? Sweden's “Free Men” campaign is one such attempt, an indication that in Sweden the arbitrary boundary between paid and family work is being placed under considerable stress. I compare it with two traditional approaches to affirmative action, one Australian and one Swedish. The analysis suggests that if the current gendering and division of work and care is to be effectively challenged, feminists may need to provide more accounts of the devices that serve advantages to men.

Affirmative action strategies and professional schools: case illustrations of examplary programs

Increases of women and minority students at professional schools have been reported but disadvantaged populations still suffer underrepresentation. The literature indicates that effective affirmative action may be realized through early identification programs and pre-professional contact during recruitment; role modeling, and mentoring used from early identification through professional licensure; resocialization techniques for both faculty and students used after matriculation; and academic, social, and psychological support services used during the program that aid retention. A survey of law, medical, dental, and veterinary schools revealed various affirmative action strategies used for the recruitment, admission, and retention of women and minorities. Seven case illustrations of affirmative action programs are detailed. These cases demonstrate that an eclectic grouping of strategies is less effective than a concise, directed program of strategies complementary to the professional school, its faculty, their geographic location, their targeted clientele, and their specific goals for cultural diversity.

The Drive for Racially Inclusive Schools

Disproportionate numbers of black students do poorly on standardized tests; strategies to improve American education thus frequently target inner-city schools. These strategies often have an unrecognized affirmative action component. A search for more minority students or teachers is clearly an affirmative action effort, but the elimination of all tracking or competency grouping is another matter. It is normally viewed as nothing more than a pedagogical strategy, but in fact, like other affirmative action efforts, it amounts to a conscious effort to alter the low-track status of minority pupils. Similarly, the demand for curricular reforms, racial sensitivity training, and more culturally appropriate tests, while not obviously affirmative action strategies, are in fact precisely that. They attempt to broaden the definition of excellence and to create a more racially inclusive educational system. Such well-meaning strategies are not likely to close the racial gap in school performance. That task may call for quite a different approach.

Can a disabled person be the best person for the job? Disability and the merit principle in the Public Service

This paper explores the assumptions underlying the merit principle in relation to disabled people in the New Zealand Public Service. It suggests a view of merit which is more compatible with affirmative action strategies and it discusses some of the implications for EEO disability.

Why Women Approve of Affirmative Action: The Study of a Predictive Model

The self‐interest model has often been used to predict the reactions of advantaged groups to affirmative action. It is argued that self‐interest also plays a role in the genesis of attitudes of disadvantaged groups, such as women. More precisely, it is hypothesised that considerations of personal interest have an impact on considerations of collective interest which in turn have an impact on the sense of collective relative deprivation (CRD).In the past, it was shown that women who felt collectively deprived approved of strategies designed to eliminate systemic barriers. No link was found, however, between CRD and preferential treatment. Women, in majority, were opposed to this strategy. On the basis of a model introduced by Taylor and McKirnan (1984), it is argued that women who have experienced discrimination on the basis of sex in spite of the introduction of affirmative action strategies may support preferential treatment. The hypotheses were integrated in a model and tested using LISREL causal modelling.In total, 197 female francophone workers participated in the study. They were all employed in a large firm where in the last five years attempts were made to reduce sex asymmetries. These efforts however were not successful; the percentage of women in non‐traditional jobs increased by only 2%.The proposed model was tested successfully. The results are discussed in light of previous paradigms and practical implications.

The response of men to affirmative action strategies for women: The study of a predictive model.

The response of men to affirmative action strategies for women: The study of a predictive model.

POSSIBILITIES AND LIMITS OF THE COMPARABLE WORTH MOVEMENT

The emergence and growth of the comparable worth or pay-equity movement in the United States in the last six years signals a major shift in strategies for women's economic advancement—away from affirmative action strategies aimed at job integration, toward upgrading conditions for gender-segregated work itself. Although much has been written on comparable worth from technical and structural perspectives, my research explores a different set of questions. From qualitative research on two California localities, I ask what the issue represents to those involved and how they perceive their interests. As a political movement, comparable worth overcomes the narrow base of affirmative action. While building on the rising expectations affirmative action encouraged, comparable worth helps improve job conditions without attacking the gendered division of labor. However, comparable worth does not unite all women, it pits women against men of the same class, and may exacerbate the plight of women in the lowest level of the economy. Nevertheless, as an interim strategy, it is a worthy feminist goal, particularly as it addresses the concerns of working-class women.

Comparable Worth and Its Impact on Black Women

Comparable worth is a subset of affirmative action strategies that deal with all of the terms and conditions of employment including hiring, recruitment, promotion, transfer, and wages. This article describes the comparable worth strategy and its potential impact on black women, black men, and the black community. By viewing the representation of black women in municipal clerical jobs, the author concludes that black women will gain from comparable worth. Because black men are overrepresented in “typically female” jobs, it is further concluded that black males will gain from implementation of comparable worth. Finally, because comparable worth will examine the basis for pay scales, the author concludes that both gender and racial bias may be revealed when job evaluations are examined. This article also views limitations to the comparable worth strategy and distributional concerns of comparable worth.

Minorities, Women, and Institutional Change

During the past decade within sociology, the opportunity structures and the sizes of the professional pools have been different for women from those for minorities. Women have progressed within our professional ranks. The progress of minorities has been more limited. Our experience suggests that affirmative action strategies need review and revision.

Trends in the selection of coaches for female athletes: a demographic inquiry.

Abstract Data were collected from 335 collegiate female athletic directors utilizing a questionnaire designed to assess trends in selecting coaches for female athletes between 1974 and 1979. These demographic results revealed: (a) a 37% increase in the number of coaches for female athletes, (b) a greater increase at the assistant (229%) rather than head (8%) coach level, (c) a substantial increase in male coaches (724) in comparison to their female counterparts (44), (d) a significant decline (294) in female head coaches, and (e) a large increase in the number of male head coaches (437). As the bases for this present investigation, current practices and affirmative action strategies were discussed (i.e., gender employment trends, de facto discrimination, federal civil rights legislation). Possible explanations of these findings were offered.