Forms Of Affirmative Action Research Articles

Exploring the opportunities and challenges of female health leaders in three regional states of Ethiopia: a phenomenological study

BackgroundGender equity involves fairness in all aspects of life for women and men and is usually determined by social, political, economic, and cultural contexts. The proportion of female leaders in healthcare within the health sector is low. The aim of this study was to explore and describe the experiences, opportunities, and challenges faced by women in their path towards becoming leaders within the health sector.MethodsThis study was conducted using the phenomenological method of qualitative inquiry. The approach was chosen for its merits to narratively explore and describe the lived stories and shared experiences of women leaders in the healthcare system. A purposive sampling technique was used to identify six women leaders. Semi-structured interviews were conducted through telephone by the investigators. The qualitative data analysis was conducted parallel with data collection, using steps of thematic analysis.ResultsThis study identified individual, societal, and organizational level opportunities and challenges that had an influence on the career paths of female health leaders in Ethiopia. The leadership positions were an opportunity in the career development of women who had long-term goals, were known for their empathy, and exercised wise use of resources. In addition, women who had the support of close family members and their peers are more likely to compete and rise to leadership positions. Furthermore, women who received organizational support in the form of affirmative action, training, development, and recognition also tended to rise to leadership positions. However, women who assumed leadership positions but whose day-to-day decision-making was influenced by their supervisors, those who had experienced sexual harassment, and those under the influence of societal norms were less likely to attain leadership positions.ConclusionThe opinions and experiences of female health leaders revealed that individual behaiour whileassumming a leadership positon, empathy, and wise resource management positivey influence their career development. In addition, female health workers who had support form close family members and peers strived for growth to leadership positions. Furthermore, the presence of organizational support, in the form of affirmative actions, and succession planning were another opportunity for females in their career paths. Conversely, some social norms were found to deter female health workers from advanicing to leadership positions. Therefore, enhancing the leadership capacity of women and improving social and organizational support is recommended. In addition, addressing the low level of self-image among women and patriarchal societal norms at the community level is recommended.

Empowering Women in Papua New Guinea as Part of the Green Economy

The empowerment of women has been shown to have a positive effect on economic growth. Previous studies have established the importance of women in supporting the family economy. Indigenous Papuan women become empowerment agents who have a tangible impact on improving the family economy and society as a whole. In Papua New Guinea, the concept of the green economy has been incorporated into the process of women’s empowerment. Mama Papua, the term for a native Papuan woman from Jayapura City, is a shining example of women’s empowerment achieved through the use of natural products. Mama Papua sell natural products to the city after simple processing. Women as subjects of development, according to this concept, will provide economic benefits while also playing an active role in environmental sustainability. Women and nature play an important role. The concept of a green economy ensures that economic empowerment for women can coexist with environmental protection and preservation. This research examined the interactions that occur during the process of empowering women in Papua who use natural resources. The concept of the green economy maintains traditional ways of processing nature. The research methods used were observation and interviews which were conducted with the provincial Bappeda, representing the Papua City Government, and Mama Papua, representing the Papuan government’s empowerment policy. The researchers conducted field research in the Mama Papua market to observe empowerment practices in action. This was followed by a review of the literature on the interactions between empowerment and the green economy from a variety of sources, including policy documents and journals. Triangulation of sources and data was carried out to ensure the data’s validity and reliability. The process of empowering women was examined through four factors: access, participation, control and benefits. The findings revealed that government access is still restricted to indigenous Papuan women, also known as Mama Papua. Given that levels of poverty in women are higher than in men, this is a form of affirmative action. Women’s aspirations have been accommodated in terms of participation, as evidenced by the presence of the first Mama Papua market in Jayapura, a traditional shopping center that offers a variety of natural products. Women’s representation is a factor that influences the long-term viability of women’s empowerment in Papua New Guinea. The control factor demonstrates that women have more control over government policy than men in the Mama Papua market. With the designation of the Mama Papua market as a tourist destination by the Papua City Government, it can be concluded that the empowerment of women through the use of the green economy was successfully implemented, namely the empowerment of women based on promoting small producers and integrating Papuan businesses and local service providers into the value chain. The success of the green economy concept in empowering women must be maintained. The Government’s expansion of women’s empowerment to the interior of Papua will have a greater impact on the program’s long-term viability. The green economy is a unique idea that should be implemented, especially for Papuan native women whose assets are still underutilized. The Government’s commitment to improving the welfare of Papuan women by making policies that are sustainable and friendly to Papuan women was another finding in this study.
 Keywords: poverty, women’s empowerment, green economy

Women and Land Rights in Western Shoa: In Case of Dano Woreda, 1941-1991

The aim of this article is to examine Ethiopian women land ownership rights, particularly, Western Shoa Oromo of Dano Districts in different regimes of Ethiopia, and women’s place in the society in reference to their indigenous Gada system. It is known that Ethiopian women were alienated from land holding and ownership rights under the feudal system, Derg regime, and EPDRF times of Ethiopia. Likewise, the paper also reduces the customary rights of Dano Oromo women in their plural and egalitarian Gada Democratic system, of Siqee culture and Qallu institutions of the Oromo people of Ethiopia; the role and places that Gada system kept and assured for women are so appreciable and could be taken as role model and best example for other communities of Ethiopia in particular and Africa at large. It is known that, for long periods, Ethiopia was led by feudal system of Monarchial and Kingship governance that promotes patriarchy rule and rights both at home and outside of it even on position places through depriving women’s all rounded rights supported with decree and proclamation, like Ethiopia’s pillar of economy is agriculture, which is associated with land, and every sources of income of the people is driven from it; so, this resource should be distributed fairly without any sexual, religion, and color biases. However, at different times and regimes, “land in Ethiopia” was seen as a sole property of men, which means that more than 85% rural settler Ethiopian agrarian women household and maids were dependent on either their husbands, families, or good wills of local chiefs. This was the most exploitative and harsh system that stood against to human and democratic rights. But post of 1991, encouraging works has been started to treat women and men equally on every issue at any place and time; even as a form of affirmative action, Ethiopian women are now encouraging to get all advantage-related activities before their men counterparts. The paper employed descriptive research method with qualitative data of purposive sampling techniques from the study area through consulting primary and secondary sources. Of course, since the topic is new or not previously studied and absence of previously studied documents on the issue, I was challenged by searching of written documents and key informants. The findings exhibit that, for long years, “women do not have a right to land,” but, in some extent, post of 1995, the government confirmed to assure all women to get access as to their men counter parts. But even if it is encouraging, still, more works should be done to empower them.

Nationality versus Gender? The Administrative Politics of Gender Parity in the United Nations and the Implementation of SCR1325

AbstractThis article will shed light on an under-researched aspect of the implementation of gender policies in the UN Secretariat—the administrative and budgetary committees that establish the staff regulations for civilian personnel. The article will explore how the politics of UN recruitment invokes two primary identities—nationality and gender—and how these conflict with each other. Using demographic analysis of UN civilian staff in peace operations and a micro-case study of an ongoing attempt by the Secretary-General to change the staff rules and regulations to introduce a form of affirmative action to reach gender parity, this article finds that efforts to achieve the representative provisions of UN Security Council Resolution 1325, including through gender parity of civilians in peace operations, are hampered by the primacy of national identity in international organizations as well as by the highly politicized and nation state-driven process of administrative and budgetary decision-making. By focusing on the inner dynamics of decision-making in the United Nations, the article contributes to the literature on international organizations and gender by demonstrating how normative goals can be undermined by competition among member states over internal administrative processes arising from complex principal–agent relationships.

An Economic Analysis of the Reservation Policy in India

Persistent socio-religious stratification in India has resulted in widespread inequity in all spheres of life, particularly for those born in the lower ranks of the social caste order. The effects of these inequities are visible amongst the lower caste in the form of poverty, low standards of living, unemployment, and lack of education. To counter this, India’s government introduced a reservation policy as a form of affirmative action that reserves a percentage of legislative seats for the Scheduled Castes, Scheduled Tribes, and Other Backward Castes in the spheres of education, employment, and politics. This paper looks into the usefulness of this policy in making better opportunities available for the Scheduled Castes and Scheduled Tribes and examines its effectiveness using economic analysis. In doing so, the paper explores certain problems, such as ambiguous data, child labor, and rent-seeking behavior, and recommends setting up better screening methods to rectify these issues in an effort to ensure equitable distribution of welfare benefits amongst the recipients of the reservation policy.

KEBIJAKAN AFIRMATIF DALAM PENGENTASAN DAERAH TERTINGGAL DI PROVINSI NUSA TENGGARA TIMUR

In accelerating the development of a number of disadvantaged areas, as a form of affirmative action, strategic steps are needed. This study aims to see how the form of affirmative policy in the alleviation of disadvantaged areas in NTT. This type of research used in this study is the study of literature as a collection technique, data by studying books, literature, notes, and reports that have to do with the problem of inequality and underdeveloped development in NTT. The results of the literature study indicate that the province of East Nusa Tenggara is ranked second after Papua, as a disadvantaged area. This is based on the level of the human development index (HDI) in NTT which is still below the national HDI standard and the low literacy rate in NTT. Affirmative Action as an effort to reduce regional disparity by the Central Government and the NTT Government is one of the national priorities and has a very important role. However, in its implementation, there is still a difference between the Central Government program and the character and needs of the region in NTT and a fairly long range of controls that results in the implementation of affirmative actions that are less effective in dealing with backwardness in NTT. Keywords: Affirmative, Lagging Regions, Gaps.

Policy Type and Justification Influences on Support for Affirmative Action Policies

Abstract. This study examines the influence of policy type (recruitment vs. tiebreaker) and policy justification (no justification vs. justified as increasing organizational diversity) on support for a hiring policy. Consistent with predictions, recruitment policies received greater support than tiebreakers and participants preferred justified policies to those presented without justification. However, the impact of justifications differed across policies. Justifications increased support for tiebreaker policies but did not increase support for recruitment approaches. The paper discusses these results in terms of fairness heuristic theory and implications for enhancing support for other forms of affirmative action.

Striving for social justice: understanding gender issues at the workplace in India

<b>Background</B><br /> Patriarchy dominates not only the mind-set and behavioural patterns of both males and females in India in general but also has a far-reaching impact on work culture as well as quality of work life. Indians not only suffer the archaic gender patterns but also are burdened with a unique system of caste that discriminates people based on their birth in a particular section of society. The government has made an effort to eradicate the adverse impacts of the caste system by making a unique reservation policy (a form of affirmative action) in work and education that tries to promote social justice.<br /> <br /> <b>Participants and procedure</B><br /> The present research study was conducted to assess the perception of public-sector employees of the diversity climate of their organizations (in terms of the diversity created by the affirmative action) and the psychological impact of this perception. Three hundred participants (all employed in public-sector organizations) were categorized into four groups, namely General Category Men, Reserved Category Men, General Category Women and Reserved Category Women. Participants in the reserved category were those who had directly benefitted from the affirmative action. All the participants were given questionnaires to assess perceived diversity climate, work-family conflict and alienation from work. Thirty percent of the participants were interviewed with semi-structured open-ended questions. Quantitative data were analysed using both descriptive and inferential (ANOVA) statistics.<br /> <br /> <b>Results</B><br /> The study’s findings revealed that women in the two categories hold contrasting perceptions of their organisations’ diversity climates. While among the four categories General Category Women hold the worst perception, Reserved Category Women hold the best. The former suffer from severe psychological consequences. Qualitative analysis via thematic analysis of individual interviews revealed themes that explain the findings of the study.<br /> <br /> <b>Conclusions</B><br /> The findings demonstrate the importance of developing a work culture of inclusion rather than assimilation in the organisations adhering to a caste-based quota system, where differences between the categories and gender are recognised, valued and engaged. Different voices are understood as being legitimate and as opening up new vistas; they are heard and integrated in decision-making and problem-solving processes. They have an active role in shaping culture and fostering creativity and innovation and eventually in adding value to the company’s performance, allowing people with multiple backgrounds, mindsets and ways of thinking to work effectively together and to perform to their highest potential in order to achieve organisational objectives based on sound principles. In such an environment different voices are respected and heard, diverse viewpoints, perspectives and approaches are valued, and everyone is encouraged to make a unique and meaningful contribution.

The Impact of the “Quota System” in the Federal University of Bahia (2004-2012)

Over the last decade various public federal and state universities in Brazil created different forms of affirmative action, called a “quota system”, which were directed towards groups and populations underrepresented in the public universities: black, brown and indigenous students. This article examines, as a case study, the Federal University of Bahia, in the period from 2004-2012, analyzing the variables of race, color/ethnicity, school background and income of those students who enrolled in the university during the initial period of the quota system. The purpose is to evaluate the impact of the new system in a traditional institution through the use of quantitative data.

The Chinese Dilemma

Malaysia is a prosperous, modern Islamic nation in which three main ethnic groups-Malay, Chinese and Indian-coexist peacefully, while maintaining their unique cultural identities. Yet this stable society is founded upon a form of affirmative action that has led to condemnation of Malaysia as an inherently racist society, and to criticisms of the architect of that policy, Dr. Mahathir Mohamad, who outlined his ideas in his book, The Malay Dilemma, in 1970. The winners from Mahathir’s New Economic Policy have been the indigenous Malays who receive preferential treatment in education and business; the losers are the Chinese who feel they are the victims of inherently undemocratic restrictions. The author, a Chinese Malaysian businessman, argues controversially that whatever the cost, the benefits of the policy are indisputable. He not only queries many of Mahathir’s ideas, he also challenges the simplistic views of the leader’s Chinese and Western critics. Besides making a major contribution to Malaysian political and social thought, this book raises broader questions about Chinese cultural identity and the role and expectations of the overseas Chinese-a people who have left their mark in almost every corner of the world.

The influence of race on attitudes about college athletics

The questions of whether college student-athletes should be paid and/or allowed to unionize have generated a wide-ranging national debate. Public opinion on these issues is starkly divided along racial lines, with African-Americans dramatically more supportive than non-African-Americans. We posit that the race gap stems from fundamentally distinct mindsets. African-Americans view pay for play and unionization as mechanisms to enhance educational experiences and hence as a form of affirmative action. Non-African-Americans, in contrast, focus on the extent to which they enjoy the consumption value of college athletics. We present results from a nationally representative survey experiment that supports our expectations. We also find that non-African-Americans can be swayed to employ a more race-based lens on these issues, although this re-framing does not diminish the attitudinal race gap. We conclude with a discussion about race, sports and public opinion.

The History of Affirmative Action in the USA: A Teaching and Learning Guide

AbstractThis Teaching and Learning Guide is designed to accompany my Sociology Compass article on affirmative action. The sample syllabus is organized historically beginning with FDR's New Deal and the first use of the term affirmative action and ending with the most recent Supreme Court's deliberations on this policy. In doing so, it attends not only to the varied meanings and forms of affirmative action across time but also the different interest groups arguing for and against this remedial policy. Along the way, it explores the changing history of race relations in the USA, considers the value of personal narratives as sources in exploring meaning and personhood, examines the ways the news media has framed the debate in contemporary America, and finally, speculates about the future of this controversial policy.

Reservation in India: Its Type, Arguments in Favour and Against Reservation System, Possible Solutions and Model of Implementation

Reservation in India is a form of affirmative action designed to improve the well being of perceived backward and underrepresented communities in India. Enrolment in educational institutions and job placements are reserved based on a variety of criteria like caste, gender, religion etc. Quota system is definitely not going to uplift the really backward people. In this article, various arguments in favour and against reservation are described in the tabulated form. Also, possible solutions to most of shortcomings of the existing reservation policies are discussed, without compromising the interests of either those who are enjoying protection under reservation or those who are not covered through reservation. Moreover, two alternative proposals with model of implementation are advocated for handling reservation-related issue in the country. It can expedite the pace of empowerment of weaker sections by gently prodding them to improve their performance level. It can also gradually diminish the intensity of reservation-related conflicts among various stake holders. Only thereafter dream of creating real equality among all citizens of the country can be materialised.

White Attitudes toward Equal Opportunity and Affirmative Action

White attitudes toward equal opportunity and affirmative action are explored through semi-structured interviews with 246 middle and working class respondents from three areas of the USA. Both working and middle class interviewees espouse a consistent and coherent view: that opportunity is widespread for anyone willing to take advantage of it, that facing adverse conditions or obstacles is not a sufficient excuse for lack of success, and that government help in the form of affirmative action gives women and/or minorities unfair advantage over men and/or whites. In the responses, however, we also find that whites apply standards to others about being the ‘best person for the job’ that they do not apply to themselves in their own career histories. Using the interviews with these respondents, we explore the implications of this inconsistency in how whites apply normative standards about what constitutes merit and fairness. This research helps elucidate the meaning of previous research on white racial attitudes.

’n Teologies-etiese beoordeling van regstellende aksie

A theological ethical judgment of affirmative action In the period directly before and after 1994 much consideration was given to the position of the South African labour market. It was clear that some form of affirmative action had to be instituted. In this article different ways in which affirmative action has been applied since 1994 are studied, as well as the effects thereof. Affirmative action has made it possible for many workers to occupy positions that they otherwise would not have received. Other workers have been negatively affected by affirmative action. How should this be judged? In this article a number of Biblical principles regarding labour are posed. The current application of affirmative action is judged against these principles.

Interview: a retrospective account of Faye Crosby's life and research

PurposeOver the past 40 years Faye Crosby's research, teaching, and mentorship has touched and influenced students, researchers, and academic institutions. Faye's early work focused on gender inequity and relative deprivation, providing her with insight into a surprising phenomenon – the denial of personal discrimination. Armed with the knowledge that individuals are often unaware of personal discrimination, Faye's later work focused on advocating for institutional protections in the form of affirmative action. The focus of this interview is to simultaneously pay homage to Faye's innovative research while highlighting the ways that Faye's motivations, inspirations, and personal experiences have influenced her body of work.Design/methodology/approachThis article is based on an interview with Faye Crosby by the authors in October of 2006.FindingsFaye Crosby's work in the field of social psychology has influenced a great deal of social justice inquiry, including research related to gender equity, discrimination, relative deprivation, mentoring, and affirmative action. She describes herself as a social psychologist and a feminist empiricist. She asserts that her greatest contribution to the field is her ability to organize and categorize research findings in novel ways, elucidating new themes. Faye has published over 150 articles, books, and chapters both individually and in collaboration.Originality/valueThis retrospective account updates previous interviews of the prominent scholar, Faye Crosby, whose life work has been dedicated to social justice and equal access to opportunities.

Constitutionalising Affirmative Action in the Fiji Islands

The Fiji Islands are a society deeply divided in ethnic terms, especially between indigenous Fijians and Indo-Fijians, and also characterised by disadvantage and poverty in most communities. Various forms of affirmative action have been pursued, mostly in favour of indigenous Fijians who are not a disadvantaged minority, as in many states with significant affirmative action programmes, or the victims of discrimination. However, there is a perception on the part of the indigenous community that they are disadvantaged especially in relation to the Indo-Fijian community. The 1997 Constitution sought to mandate a more even-handed approach to affirmative action, but implementation was affected by a coup in 2000. After a brief theoretical discussion of the consequences of affirmative action in an ethnically mixed society, particularly regarding identity, this paper analyses the provisions of the Constitution, and discusses the problems of taking this type of approach to affirmative action. The discussion is placed in the context of the record of affirmative action programmes in Fiji itself, as well as of the background of Fijian society including the tensions between tradition and market, and of the whole issue of whether affirmative action is an appropriate way to producing greater social justice and harmony in society.

Freedom, Hate, Fronts

Freedom, Hate, Fronts

Quotas for Women! The Sex Discrimination (Election Candidates) Act 2002

The Sex Discrimination (Election Candidates) Act 2002 is unusual in two respects. First, it is a rare example of the permissible (though not mandatory) use of affirmative action in the United Kingdom, in this case to reduce gender inequality in the selection of election candidates. Secondly, the Act contains a sunset clause and will expire in 2015 unless extended. This article examines the background to the legislation, the forms of affirmative action it permits, and the use so far made of it by political parties. It also considers the justifications for affirmative action to increase women's political representation, asking what sets this apart from other contexts in which women are under‐represented, and whether the temporary nature of the legislation is appropriate.

Affirmative action in winner-take-all markets

Whom to hire, promote, admit into elite universities, elect, or issue government contracts to are all determined in a tournament-like (winner-take-all) structure. This paper constructs a simple model of pair-wise tournament competition to investigate affirmative action in these markets. We consider two forms of affirmative action: group-sighted, where employers are allowed to use group identity in pursuit of their diversity goals; and group-blind, where they are not. It is shown that the equilibrium group-sighted affirmative action scheme involves a constant handicap given to agents in the disadvantaged group. Equilibrium group-blind affirmative action creates a unique semi-separating equilibrium in which a large pool of contestants exerts zero effort, and this pool is increasing in the aggresiveness of the affirmative action mandate.