Evaluation of the Implementation of the Equality Act 2010: Report 3 – Disputes and Challenges (original) (raw)

An Investigation into Gender Bias in the Employment Institutions

New Zealand Journal of Industrial Relations, 1970

This paper describes part of the results of a research project undertaken at the Employment Institutions. The purpose of this research was to consider whether, and if so, in what way, the Employment Court and the Employment Tribunal contribute to the general position of greater disadvantage experienced by women workers since the introduction of the Employment Contracts Act. This paper examines reported decisions of the Court and Tribunal over the 1991-1994 period, focusing on personal grievances, and concludes that while the employment institutions' decisions themselves do not disclose a pattern of gender bias, there is evidence of gender bias in the awards 1nade to parties, particularly in awards compensating for humiliation, loss of dignity and injury to the feelings of the employee.

STATUS OF GENDER EQUALITY IN WORKPLACE-A LEGAL STUDY

AMITESH PUBLISHER & COMPANY, 2024

The research paper titled “Status of Gender Equality in Workplace-a Legal Study” focuses on gender inequality faced by women in workplaces, particularly MNCs.Focusing on the impact of laws implemented pertaining to gender inequality in India and the process for filing complaints, the paper provides a comprehensive overview of the situation regarding gender empowerment in India. Using statistical tools, a study of women in workplaces and their attitude towards this area has been done. A survey with a sample size of approximately 20 was conducted and findings revealed a majority of them being aware of the laws and policies in action but do not take extreme measures to seek justice against any kind of mistreatment, apart from other findings that are revealed.

Employment discrimination law in the United Kingdom: Achieving substantive equality at work?

2017

Workplace discrimination laws are seen as a key tool to achieve substantive equality at work. In the United Kingdom (‘UK’), workplace discrimination laws have been integrated into general equality legislation, meaning there is a single equality statute for addressing discrimination inside and outside the workplace. However, even in this unified structure, there are still differences in how discrimination laws are enforced which depend on whether the discrimination occurs in work or not. Thus, employment discrimination law is still seen as separate to general discrimination law, at least in its enforcement. While this has traditionally been a major advantage for claimants in enforcing substantive rights at work, as enforcement processes have typically been less costly and more efficient than processes in the general courts, reforms to the UK tribunal system have significantly undermined the position of all claimants in relation to workplace rights, including in the area of equality.

What works in the workplace? Using evidence to tackle gender discrimination in employment

Describes the research methods used in the study Chapter 3 Considers the policy background Chapter 4 Examines current approaches to tackling gender discrimination in employment Chapter 5 Summarises the position of women in the North East, South East and East of England labour markets Chapter 6 Reviews the current evidence base available to policy makers and summarises available academic and practitioner research findings in relation to a series of gender and employment policy themes. Chapter 7 Explores the national policy maker perspective on the use of evidence to tackle gender discrimination in employment Chapter 8 Outlines the findings of the three regional case studies conducted in the North East, South East and East of England View publication stats View publication stats