Employment Discrimination

Lo que algunos blancos no entienden es que ellos existen por encima de las jerarquías. Esta es la razón principal por la que a algunas personas blancas les ofende el acto de rostro blanco. Pero yo creo que hay tres razones, o tres cosas para entender por qué les ofende el uso de rostro blanco.

On June 2, 1965, under a mandate established by Title VII of the Civil Rights Act of 1964, the U.S. Congress created the Equal Employment Opportunity Commission (EEOC) to enforce federal anti-discrimination laws related to employment. The expectation was that African Americans would be prime beneficiaries of the EEOC. There was no assumption that the EEOC, on its own, could reverse deep-rooted employment discrimination against blacks. But in the late 1960s there was optimism that, in combination with equal educational opportunity and the strong demand for unionized workers in the well-paid manufacturing jobs that marked the post-World War II decades, the EEOC could help to ensure that an ever-increasing number of blacks would ascend to the American middle class.

Purpose This systematic review analyzed the effectiveness of rehabilitation interventions on the employment and functioning of people with intellectual disabilities (ID), as well as barriers and facilitators of employment. Methods This was a systematic review of quantitative, qualitative, and mixed methods studies. The outcomes were employment, transition to the open labor market and functioning. The review included qualitative studies of employment barriers and facilitators. The population comprised people with ID aged 16-68 years. Peer-reviewed articles published in English between January 1990 and February 2019 were obtained from the databases Cinahl, the Cochrane Library, Embase, Eric, Medic, Medline, OTseeker, Pedro, PsycInfo, PubMed, Socindex, and the Web of Science. We also searched Google Scholar and Base. The modified selection instrument (PIOS: participants, intervention, outcome, and study design) used in the selection of the articles depended on the selection criteria. Results Ten quantitative (one randomized controlled, one concurrently controlled, and eight cohort studies), six qualitative studies, one multimethod study, and 21 case studies met the inclusion criteria. The quantitative studies showed that secondary education increases employment among people with ID when it includes work experience and personal support services. Supported employment also increased employment in the open labor market, which sheltered work did not. The barriers to employment were the use of sheltered work, discrimination in vocational experience, the use of class teaching, and deficient work experience while still at school. The facilitators of employment were one's own activity, the support of one's family, job coaching, a well-designed work environment, appreciation of one's work, support form one's employer and work organization, knowledge and experience of employment during secondary education, and for entrepreneurs, the use of a support person. Conclusions The employment of people with ID can be improved through secondary education including proper teaching methods and personal support services, the use of supported work, workplace accommodations and support from one's family and employer. These results can be utilized in the development of rehabilitation, education, and the employment of people with ID, to allow them the opportunity to work in the open labor market and participate in society.

Purpose This systematic review analyzed the effectiveness of rehabilitation interventions on the employment and functioning of people with intellectual disabilities (ID), as well as barriers and facilitators of employment. Methods This was a systematic review of quantitative, qualitative, and mixed methods studies. The outcomes were employment, transition to the open labor market and functioning. The review included qualitative studies of employment barriers and facilitators. The population comprised people with ID aged 16-68 years. Peer-reviewed articles published in English between January 1990 and February 2019 were obtained from the databases Cinahl, the Cochrane Library, Embase, Eric, Medic, Medline, OTseeker, Pedro, PsycInfo, PubMed, Socindex, and the Web of Science. We also searched Google Scholar and Base. The modified selection instrument (PIOS: participants, intervention, outcome, and study design) used in the selection of the articles depended on the selection criteria. Results Ten quantitative (one randomized controlled, one concurrently controlled, and eight cohort studies), six qualitative studies, one multimethod study, and 21 case studies met the inclusion criteria. The quantitative studies showed that secondary education increases employment among people with ID when it includes work experience and personal support services. Supported employment also increased employment in the open labor market, which sheltered work did not. The barriers to employment were the use of sheltered work, discrimination in vocational experience, the use of class teaching, and deficient work experience while still at school. The facilitators of employment were one's own activity, the support of one's family, job coaching, a well-designed work environment, appreciation of one's work, support form one's employer and work organization, knowledge and experience of employment during secondary education, and for entrepreneurs, the use of a support person. Conclusions The employment of people with ID can be improved through secondary education including proper teaching methods and personal support services, the use of supported work, workplace accommodations and support from one's family and employer. These results can be utilized in the development of rehabilitation, education, and the employment of people with ID, to allow them the opportunity to work in the open labor market and participate in society.

Las Vegas casinos exclusively hire women to serve cocktails on the casino floor, dressing them in tight-fitting, sexy, uncomfortable costumes and high heels. The exclusive hiring of women as cocktail servers violates Title VII's prohibition against sex discrimination unless the employer can demonstrate that being a woman is a bona fide occupational qualification 1 ("BFOQ") for the job of cocktail server. The courts interpret the BFOQ defense very narrowly. 3 In Int'l Union v. Johnson Controls, Inc., the Supreme Court held that an employer will prevail using the BFOQ defense only if sex or the sex-differentiated job qualification relates to the "essence" or the "central mission" of the employer's business and is objectively and verifiably necessary to the employee's performance of job tasks and responsibilities. 4 While courts, scholars, and the Equal Employment Opportunity Commission (EEOC) consistently interpret Title VII to forbid employers from

Scholars have long criticized the federal courts for their inappropriate grants of summary judgment in Title VII cases. 1 Empirical research supports the scholars' concerns about summary judgment and also tends to demonstrate an "anti-plaintiff effect" in employment discrimination cases in all stages in federal court. Empirical studies demonstrate that employment discrimination plaintiffs are at a significant disadvantage in both the federal district courts and in the federal courts of appeals. 2 Plaintiffs' win rates in employment discrimination cases at both pretrial adjudication and trial stages are significantly below those of plaintiffs in non-employment discrimination cases. 3 Curiously, plaintiffs' win rates in employment discrimination trials with a judicial fact finder, rather than a jury, are significantly lower than those of plaintiffs who have juries hear their cases. 4 Perhaps even more surprisingespecially acknowledging the low win rates of plaintiffs in employment discrimination cases in the trial-level courts-the courts of appeals reverse plaintiffs' employment

Title VII of the Civil Rights Act of 1964 forbids employment discrimination based on an individual's sex, race, color, national origin, and/or religion. 1 The statute permits plaintiffs to bring discrimination cases under two different theories: disparate treatment, which requires a showing of the employer's discriminatory intent, and disparate impact, which holds the employer liable absent intent to discriminate if it uses neutral employment policies or practices that have a disparate impact on a protected group. Ricci v. DeStefano significantly affects the interpretation of both of these theories of discrimination. 2 The case arose out of written and oral examinations that the City of New Haven gave in 2003 to its firefighters who applied for promotions to lieutenant and captain positions. 3 Despite the City's hiring of an independent consultant, I/O Solutions (IOS), to create a fair, job related evaluative instrument, the results of the exam were disconcerting. 4 In a City where more than one third of * William S. Boyd Professor of Law, UNLV Boyd School of Law, J.D. University of Pennsylvania Law School. I would like to thank David McClure for his research and Jeff Stempel for his encouragement on this project. 1 It states: (a) It shall be an unlawful employment practice for an employer-(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin.

Las Vegas casinos exclusively hire women to serve cocktails on the casino floor, dressing them in tight-fitting, sexy, uncomfortable costumes and high heels. The exclusive hiring of women as cocktail servers violates Title VII's prohibition against sex discrimination unless the employer can demonstrate that being a woman is a bona fide occupational qualification 1 ("BFOQ") for the job of cocktail server. The courts interpret the BFOQ defense very narrowly. 3 In Int'l Union v. Johnson Controls, Inc., the Supreme Court held that an employer will prevail using the BFOQ defense only if sex or the sex-differentiated job qualification relates to the "essence" or the "central mission" of the employer's business and is objectively and verifiably necessary to the employee's performance of job tasks and responsibilities. 4 While courts, scholars, and the Equal Employment Opportunity Commission (EEOC) consistently interpret Title VII to forbid employers from

This Article analyzes the application of employment discrimination law to sexual minorities-lesbians, gays, bisexuals, transgender and intersex individuals. It evaluates Title VII and state anti-discrimination laws' treatment of these individuals, and is the first article to use masculinities research, theoretical and empirical, to explain employment discrimination against sexual minorities. While the Article concludes that new legislation would further the interests of sexual minorities, it posits that it is neither necessary nor sufficient to solving the employment discrimination problems of sexual minorities. A major problem lies in the courts' binary view of sex and gender, a view that identifies men and women as polar opposites, and that sees gender as naturally flowing from biological sex. Without courts' understanding that our current binary concept of gender may be socially constructed and artificially rigid rather than a natural result of biology, even new legislation may fail to protect the workers it seeks to protect. The Article demonstrates that research on masculinities can help courts better understand sexual minorities and the motivations of those who discriminate against them in the workplace. It concludes that even in the absence of new legislation, a proper interpretation of Title VII's sex discrimination provision would protect sexual minorities from discrimination and would provide reasonable accommodation to allow sexual minorities to live and work with dignity and security. With an understanding of sexual minorities and the reasons why discrimination occurs, Title VIi's prohibition of discrimination "because of sex" should be sufficient to grant sexual minorities workplace rights.

In Oncale v. Sundowner Offshore Services, the Supreme Court held that Title VII forbids harassment by members of the same sex, but it also emphasized that Title VII is implicated only if the harassment occurs "because of sex." Oncale's "because of sex" requirement has spawned considerable confusion in same-sex and different sex harassment cases. This Article focuses on four fact patterns that confuse courts, scholars, and employment lawyers. In the first scenario, men harass women in traditionally male jobs, but the harassment is not directed specifically at the women. In the second, men harass other men who apparently do not conform to socially-accepted gender norms of masculinity. In the third, men harass other men, apparently hazing newcomers or engaging in "horseplay" with established workers. In the fourth, men harass women using means that are not sexual or gendered.

Scholars have long criticized the federal courts for their inappropriate grants of summary judgment in Title VII cases. 1 Empirical research supports the scholars' concerns about summary judgment and also tends to demonstrate an "anti-plaintiff effect" in employment discrimination cases in all stages in federal court. Empirical studies demonstrate that employment discrimination plaintiffs are at a significant disadvantage in both the federal district courts and in the federal courts of appeals. 2 Plaintiffs' win rates in employment discrimination cases at both pretrial adjudication and trial stages are significantly below those of plaintiffs in non-employment discrimination cases. 3 Curiously, plaintiffs' win rates in employment discrimination trials with a judicial fact finder, rather than a jury, are significantly lower than those of plaintiffs who have juries hear their cases. 4 Perhaps even more surprisingespecially acknowledging the low win rates of plaintiffs in employment discrimination cases in the trial-level courts-the courts of appeals reverse plaintiffs' employment

Title VII of the Civil Rights Act of 1964 forbids employment discrimination based on an individual's sex, race, color, national origin, and/or religion. 1 The statute permits plaintiffs to bring discrimination cases under two different theories: disparate treatment, which requires a showing of the employer's discriminatory intent, and disparate impact, which holds the employer liable absent intent to discriminate if it uses neutral employment policies or practices that have a disparate impact on a protected group. Ricci v. DeStefano significantly affects the interpretation of both of these theories of discrimination. 2 The case arose out of written and oral examinations that the City of New Haven gave in 2003 to its firefighters who applied for promotions to lieutenant and captain positions. 3 Despite the City's hiring of an independent consultant, I/O Solutions (IOS), to create a fair, job related evaluative instrument, the results of the exam were disconcerting. 4 In a City where more than one third of * William S. Boyd Professor of Law, UNLV Boyd School of Law, J.D. University of Pennsylvania Law School. I would like to thank David McClure for his research and Jeff Stempel for his encouragement on this project. 1 It states: (a) It shall be an unlawful employment practice for an employer-(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin.

This Article demonstrates that there is a gender divide on law school faculties. Women work in inferior sex-segregated jobs and teach a disproportionate percentage of female-identified courses; more than eighty percent of law school deans are men. Men teach the more prestigious male-identified courses. Women suffer from differential expectations from colleagues and students and often bear the brunt of their colleagues' bullying behaviors at work. Using masculinities studies and other social science research to identify gendered structures, practices, and behaviors that harm women law professors, this Article provides a theoretical framework to explain why women in the legal academy do not enjoy status equal to that of their male colleagues. Many of these practices appear to be gender-neutral, but tacitly perpetuate stereotypes and segregation that is harmful to women. This Article makes visible the gendered nature of these structures and practices and challenges the notion of natural difference or "choice" as a cause of the disparity between men and women law professors. It concludes that only by making these gendered practices visible will women attain equal status on law school faculties.

Scholars have long criticized the federal courts for their inappropriate grants of summary judgment in Title VII cases. 1 Empirical research supports the scholars' concerns about summary judgment and also tends to demonstrate an "anti-plaintiff effect" in employment discrimination cases in all stages in federal court. Empirical studies demonstrate that employment discrimination plaintiffs are at a significant disadvantage in both the federal district courts and in the federal courts of appeals. 2 Plaintiffs' win rates in employment discrimination cases at both pretrial adjudication and trial stages are significantly below those of plaintiffs in non-employment discrimination cases. 3 Curiously, plaintiffs' win rates in employment discrimination trials with a judicial fact finder, rather than a jury, are significantly lower than those of plaintiffs who have juries hear their cases. 4 Perhaps even more surprisingespecially acknowledging the low win rates of plaintiffs in employment discrimination cases in the trial-level courts-the courts of appeals reverse plaintiffs' employment

This Article demonstrates that there is a gender divide on law school faculties. Women work in infrrior sex-segregated jobs and teach a disproportionate percentage of female-identified courses; more than eighty percent of law school deans are men. Men teach the more prestigious male-identified courses. Women suffer from differential expectations from colleagues and students and often bear the brunt of their colleagues' bullying behaviors at work. Using masculinities studies and other social science research to identify gendered structures, practices, and behaviors that harm women law professors, this Article provides a theoretical framework to explain why women in the legal academy do not enjoy status equal to that of their male colleagues. Many of these practices appear to be gender-neutral, but tacitly perpetuate stereotypes and segregation that is harmful to women. This Article makes visible the gendered nature of these structures and practices and challenges the notion of natural difference or "choice" as a cause of the disparity between men and women law professors. It concludes that only by making these gendered practices visible will women attain equal status on law school faculties.

Las Vegas casinos exclusively hire women to serve cocktails on the casino floor, dressing them in tight-fitting, sexy, uncomfortable costumes and high heels. The exclusive hiring of women as cocktail servers violates Title VII's prohibition against sex discrimination unless the employer can demonstrate that being a woman is a bona fide occupational qualification 1 ("BFOQ") for the job of cocktail server. The courts interpret the BFOQ defense very narrowly. 3 In Int'l Union v. Johnson Controls, Inc., the Supreme Court held that an employer will prevail using the BFOQ defense only if sex or the sex-differentiated job qualification relates to the "essence" or the "central mission" of the employer's business and is objectively and verifiably necessary to the employee's performance of job tasks and responsibilities. 4 While courts, scholars, and the Equal Employment Opportunity Commission (EEOC) consistently interpret Title VII to forbid employers from

would like to thank David McClure for his research and Jeff Stempel for his encouragement on this project. 1 It states: (a) It shall be an unlawful employment practice for an employer -(1) To fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin. 42 U.S.C. Sec. 2000e-2 (a) (2000).

In Oncale v. Sundowner Offshore Services, the Supreme Court held that Title VII forbids harassment by members of the same sex, but it also emphasized that Title VII is implicated only if the harassment occurs "because of sex." Oncale's "because of sex" requirement has spawned considerable confusion in same-sex and different sex harassment cases. This Article focuses on four fact patterns that confuse courts, scholars, and employment lawyers. In the first scenario, men harass women in traditionally male jobs, but the harassment is not directed specifically at the women. In the second, men harass other men who apparently do not conform to socially-accepted gender norms of masculinity. In the third, men harass other men, apparently hazing newcomers or engaging in "horseplay" with established workers. In the fourth, men harass women using means that are not sexual or gendered.

This article analyzes the application of employment discrimination law to sexual minorities -- lesbians, gays, bisexuals, transgender and intersex individuals. It evaluates Title VII and state anti-discrimination laws' treatment of these individuals, and is the first article to use masculinities research, theoretical and empirical, to explain employment discrimination against sexual minorities. While the article concludes that new legislation would further the interests of sexual minorities, it posits that it is neither necessary nor sufficient to solving the employment discrimination problems of sexual minorities. A major problem lies in the courts' binary view of sex and gender, a view that identifies men and women as polar opposites, and that sees gender as naturally flowing from biological sex. Without courts' understanding that our current binary concept of gender may be socially constructed and artificially rigid rather than a natural result of biology, even new le...

Scholars have long criticized the federal courts for their inappropriate grants of summary judgment in Title VII cases. Empirical research supports the scholars’ concerns about summary judgment and also tends to demonstrate an “anti-plaintiff effect” in employment discrimination cases in all stages in federal court. Whether the “anti-plaintiff effect” is based on conscious, discriminatory attitudes on the part of judges is unlikely and unknowable. What we do know is that the gap in success between employment discrimination plaintiffs and defendants raises serious questions about procedural and substantive fairness, and the proper role of judges and juries. Moreover, it may threaten the perceived legitimacy of the federal courts.The new literature on cognitive illiberalism, which has yet to be applied in the employment discrimination context, considers the effect of judges’ grants of summary judgment and their statements that no reasonable jury could find different facts. With the em...

Title VII of the Civil Rights Act of 1964 permits plaintiffs to bring discrimination cases under two different theories: disparate treatment, which requires a showing of the employer’s discriminatory intent, and disparate impact, which holds the employer liable absent intent to discriminate if it uses neutral employment policies or practices that have a disparate impact on a protected group. Ricci v. DeStefano significantly affects the interpretation of both of these theories of discrimination.Ricci adopts a restrictive interpretation of the disparate impact theory that is inconsistent with Congressional intent and purpose, and signals that intentional discrimination is more important than disparate impact. Simultaneously, it appears to broaden the disparate treatment theory, but this new interpretation of disparate treatment is selective: it expands the definition of discriminatory intent to include any overt consideration of a protected characteristic. By its literal interpretatio...

Las Vegas casinos exclusively hire women to serve cocktails on the casino floor, dressing them in tight-fitting, sexy, uncomfortable costumes and high heels. The exclusive hiring of women as cocktail servers violates Title VII's prohibition against sex discrimination unless the employer can demonstrate that being a woman is a bona fide occupational qualification ("BFOQ") for the job of cocktail server. Sitting en banc, the Ninth Circuit Court of Appeals recently decided Jespersen v. Harrah's Operating Co., which concluded that sex-differentiated appearance and grooming codes are legal in jobs held by both men and women unless they impose unequal burdens on men and women. The Ninth Circuit, however, also concluded that a plaintiff may attack a dress and grooming code under Price Waterhouse v. Hopkins if the code intentionally stereotypes women because of their sex and the stereotyping objectively interferes with the woman's ability to perform the job.Undoubtedly...

New Yorker 2 that dozens of women had accused movie producer Harvey Weinstein of sexual violence. Since then, hundreds of women and men have come forward to accuse famous men in entertainment, politics, and other industries.3 #MeToo emerged as an online movement of millions of women and men who declared that they had suffered sex-based harassment.4 The victims who declare “#MeToo” demonstrate bravery at a critical moment, and their stories must be heard and believed. The #MeToo movement will vindicate victims’ rights, however, only if law and society prevent and remedy sex-based harassment. To produce lasting change, society must

This article demonstrates that there is a gender divide on law school faculties. Women work in inferior sex-segregated jobs and teach a disproportionate percentage of female-identified courses. More than 80% of law school deans are men. Men teach the more prestigious male-identified courses. Women suffer from differential expectations from colleagues and students and often bear the brunt of their colleagues' bullying behaviors at work. Using masculinities studies and other social science research to identify gendered structures, practices, and behaviors that harm women law professors, this article provides a theoretical framework to explain why women in the legal academy do not enjoy status equal to that of their male colleagues. Many of these practices appear to be gender-neutral, but tacitly perpetuate stereotypes and segregation that is harmful to women. This article makes visible the gendered nature of these structures and practices and challenges the notion of natural diffe...

This Article analyzes the application of employment discrimination law to sexual minorities-lesbians, gays, bisexuals, transgender and intersex individuals. It evaluates Title VII and state anti-discrimination laws' treatment of these individuals, and is the first article to use masculinities research, theoretical and empirical, to explain employment discrimination against sexual minorities. While the Article concludes that new legislation would further the interests of sexual minorities, it posits that it is neither necessary nor sufficient to solving the employment discrimination problems of sexual minorities. A major problem lies in the courts' binary view of sex and gender, a view that identifies men and women as polar opposites, and that sees gender as naturally flowing from biological sex. Without courts' understanding that our current binary concept of gender may be socially constructed and artificially rigid rather than a natural result of biology, even new legislation may fail to protect the workers it seeks to protect. The Article demonstrates that research on masculinities can help courts better understand sexual minorities and the motivations of those who discriminate against them in the workplace. It concludes that even in the absence of new legislation, a proper interpretation of Title VII's sex discrimination provision would protect sexual minorities from discrimination and would provide reasonable accommodation to allow sexual minorities to live and work with dignity and security. With an understanding of sexual minorities and the reasons why discrimination occurs, Title VIi's prohibition of discrimination "because of sex" should be sufficient to grant sexual minorities workplace rights.

Employment discrimination remains a consistent and widespread concern among transgender and gender non-conforming (GNC) people. A secondary data analysis was conducted using the Transgender Law Center California Economic Health Survey (n = 646). The aim of this study was to examine workplace discrimination among transgender and gender non-conforming adults. Sexual citizenship theory informed both the grouping of variables and analysis of findings. Bivariate, multivariate, and multivariable statistical tests were conducted to examine problems related to hiring and to various forms of workplace harassment. Analyses revealed that about 67% of respondents reported some kind of workplace mistreatment. Trans men (FtM) were 132.6% more likely to report discrimination in the workplace (chiefly misgendering and privacy breach), while trans women (MtF) were more likely to experience a wider variety of types of discrimination. Respondents out to their co-workers were 292.4% more likely to expe...

Motivation des enseignants en éducation physique et à la santé en début de carrière Formation et profession 31(2) 2023 • 1 ésumé La motivation des enseignants en début de carrière contribue à leur insertion professionnelle. Pour mieux comprendre cette motivation, 18 enseignants en EPS ont été interrogés lors de leur première rentrée scolaire, puis deux ans plus tard. Leurs propos, analysés à l'aide de la théorie de l'autodétermination, révèlent que leur motivation est plutôt extrinsèque. De plus, pour certains enseignants, l'instabilité d' emploi et l'accueil peu chaleureux du milieu scolaire pourraient expliquer l'absence de motivation intrinsèque, alors que pour d'autres, la satisfaction au regard de leur enseignement et la possibilité de créer des liens avec les élèves pourraient enrichir ce type de motivation.

This article analyses the relationship between cultural difference, social connections and opportunity structures using interview evidence from low-paid workers and managers in local government, the health service, facilities management and housing. Exploring the operation of homosocial reproduction it reveals the double-edged nature of informality and the role of favouritism in particular in perpetuating ethnic advantage and privilege. While demonstrating that uses of homosocial reproduction need to be sensitive to intersections of identities or categories of difference, the article adds further evidence of the persistent gap between equal opportunities policies and practice for ethnic minorities in the United Kingdom labour market. The article concludes that stronger forms of positive action, and even positive discrimination, are needed to address the low pay traps and restricted opportunities of ethnic minority workers.

L’étude de S. Lee, M. Pitesa, M. Pillutla et S. Thau, chercheurs à University College, l’université du Maryland, la London Business School et l’INSEAD, vient faire exception à la règle. Parue dans la revue Organizational Behavior and Human Decision Processes, elle se demande si être beau n’a véritablement que des avantages dans la vie professionnelle.

NOTES de la Dapep N° 60-janvier 2026 Évaluations en début de CM2 2025 : des résultats meilleurs qu'au national mais des écarts qui se creusent à l'intérieur de l'académie À la rentrée scolaire 2025, pour la deuxième année consécutive, près de 77 100 élèves scolarisés en CM2 dans près de 1 900 écoles publiques ou privées sous contrat de l'académie de Versailles ont été évalués en français et en mathématiques. Les résultats de l'académie sont supérieurs à ceux du niveau national dans toutes les compétences évaluées dans les deux disciplines.

À la rentrée scolaire 2024, pour la première fois, près de 155 060 élèves rentrant en CE2 et CM2 dans 1 922 écoles publiques et privées sous contrat de l’académie de Versailles ont été évalués en français et en mathématiques.
Les résultats de l’académie de Versailles sont supérieurs à ceux du niveau national dans presque toutes les compétences évaluées en CE2 (hormis la compréhension d’un texte et de phrases à l’oral en français et l’ordonnancement de nombres en mathématiques) et dans l’ensemble des compétences évaluées en CM2. En français, l’académie présente une avance plus marquée sur le national en lecture à voix haute d’un texte et en écriture de mots en CE2 et en CM2 ainsi qu’en maîtrise de l’accord du verbe conjugué en CM2. En mathématiques, l’académie devance le national notamment en mémorisation et en calcul en CE2 et en CM2. 
Les écarts de taux de maîtrise en CE2 et CM2 entre éducation prioritaire et public hors EP sont importants pour l’ensemble des compétences évaluées, notamment en Rep+ dans les deux disciplines en CE2 et en français en CM2.
Par ailleurs, les filles présentent de meilleures performances en français en CE2 et CM2, notamment dans l’utilisation des marques d'accord pour les noms et adjectifs. En mathématiques, la tendance s’inverse en faveur des garçons dans sept des neuf compétences évaluées en CE2 et pour toutes les compétences en CM2.

r Since 2012, Massachusetts law has provided legal protections against discrimination on the basis of gender identity in employment, housing, credit, public education, and hate crimes. The law does not protect against discrimination based on gender identity in public accommodations settings such as transportation, retail stores, restaurants, health care facilities, and bathrooms. r A 2013 survey of Massachusetts transgender and other gender minor- ity adults found that in the past 12 months, 65% had experienced public accommodations discrimination since the law was passed. This discrimination was associated with a greater risk of adverse emotional and physical symptoms in the past 30 days. r Nondiscrimination laws inclusive of gender identity should protect against discrimination in public accommodations settings to support transgender people's health and their ability to access health care. Context: Gender minority people who are transgender or gender nonconforming experience widespread discrimination and health inequities. Since 2012,

Policy Points: Since 2012, Massachusetts law has provided legal protections against discrimination on the basis of gender identity in employment, housing, credit, public education, and hate crimes. The law does not protect against discrimination based on gender identity in public accommodations settings such as transportation, retail stores, restaurants, health care facilities, and bathrooms. A 2013 survey of Massachusetts transgender and other gender minority adults found that in the past 12 months, 65% had experienced public accommodations discrimination since the law was passed. This discrimination was associated with a greater risk of adverse emotional and physical symptoms in the past 30 days. Nondiscrimination laws inclusive of gender identity should protect against discrimination in public accommodations settings to support transgender people's health and their ability to access health care. Gender minority people who are transgender or gender nonconforming experience wid...

Men and women need to have the same chances in the construction industry so that new ideas may come forth, output can go up, and infrastructure can be built for a long time. There is a considerable disparity between men and women in the construction sectors. Women make up less than 15% of the workforce and earn 20-25% less than men. This discrepancy in income makes it challenging to work towards DEI (diversity, equality, and inclusion). The study analyses existing literature and case studies to identify key causes such as unconscious bias and hostile work environments. It highlights various initiatives aimed at promoting gender equality, including salary transparency, fair procurement practices, and inclusive leadership development programs, designed to both address the pay gap and enhance workplace safety. Furthermore, the report emphasizes the role of national laws mandating gender equality and international frameworks like the UN Sustainable Development Goal 5 in fostering fairness within the construction sector. It suggests that collaboration between genders can improve project outcomes by up to 30% and reduce employee turnover costs, resulting in organizational innovation. Despite these insights, the report acknowledges existing knowledge gaps and proposes a framework for future research, advocating for longitudinal studies on wage disparities, assessments across diverse workplace environments, and intersectional analyses to deepen understanding of discrimination within the industry.

Birinci Bölüm: Çalışma Ekonomisinin Arka Planı ve İşgücü Piyasası Genel Teorisi
İkinci Bölüm: Çalışma Ekonomisinin İktisat Okulları İle İlişkisi
Üçüncü Bölüm: Çalışma Ekonomisinin Temel Kavramları
Dördüncü Bölüm: İşgücü (Emek) Arzı
Beşinci Bölüm: İşgücü (Emek) Talebi
Altıncı Bölüm: İşgücü Piyasası Dengesi
Yedinci Bölüm: Ücret
Sekizinci Bölüm: İşgücü Verimliliği
Dokuzuncu Bölüm: Beşeri Sermaye
Onuncu Bölüm: Mesleki Eğitim ve İşgücü Piyasası Etkileşimi
On Birinci Bölüm: İşsizlik
On İkinci Bölüm: Enflasyonun İşgücü Piyasasına Etkileri
On Üçüncü Bölüm: İşgücü Piyasasında Ayrımcılık
On Dördüncü Bölüm: İşgücü Hareketliliği

Promouvoir la diversité en entreprise est une chose facile à faire, mais difficile à réaliser. Les dirigeants disent souvent que la diversification de la main-d’œuvre (en termes de sexe, âge, origines ethniques…) est une affaire de temps car ils s’accrochent à la théorie de l’onde (ou du développement viral) : une goutte d’eau dans une mare se propage progressivement, lentement mais sûrement. Cette théorie suppose l’existence d’une solidarité entre les membres des groupes minoritaires ou défavorisés. Elle prévoit que si une entreprise recrute plus de femmes et de minorités visibles, ces représentants de la diversité vont eux-mêmes recruter et promouvoir par la suite plus de femmes et de gens de couleur dans leurs équipes, si bien que la diversité va s’accroître d’elle-même une fois que l’élan est lancé.

Cette théorie de l’onde est pourtant peu vérifiée dans les faits.