The purpose of this article is to assess the likelyeffects of the Single European Market on women′spositions in the labour market. It is expected thatfor employment in the…
Abstract
The purpose of this article is to assess the likely effects of the Single European Market on women′s positions in the labour market. It is expected that for employment in the Community as a whole there will be a “j‐curve” evolution and a redistribution across sectors, industries, geographical regions and groups of people with different socio‐economic characteristics. Because of their lower levels of educational and skill attainment and their unequal opportunities for mobility, women are not expected to get an equitable share of the benefits, while they are most likely to bear a disproportionate part of the costs. Only if women are offered opportunities to improve substantially their educational and skill levels and if the necessary institutional changes are implemented, can they take advantage of the challenges of the new era that is coming.
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Despite certain improvements in the relative position of working women in Greece in recent years, there are still significant female‐male earnings differentials in all sectors and…
Abstract
Despite certain improvements in the relative position of working women in Greece in recent years, there are still significant female‐male earnings differentials in all sectors and industries of the economy. As can be seen from Table I, the earnings of women in most manufacturing industries in 1984 were way below the earnings of men, particularly in the case of salaried employees. Comparing the female‐male earnings ratios for 1976 and 1984 we see an improvement in women's relative position but the gender gap still remained quite large in 1984.
The purpose of the article is to show that the rapid transformation of the economic base of a developing country through the process of development and the subsequent drastic…
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The purpose of the article is to show that the rapid transformation of the economic base of a developing country through the process of development and the subsequent drastic changes in the manpower requirements of different sectors and industries may decrease the number of employment opportunities available to women, at least during the initial phases of the process. However, after a period of adjustment, the employment prospects for women start improving and their labour force participation moves up again.
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Presents the results of a survey conducted among the largest firms in Greece concerning the participation of women in management. Finds that the presence of women on the higher…
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Presents the results of a survey conducted among the largest firms in Greece concerning the participation of women in management. Finds that the presence of women on the higher echelons of the managerial ladder in most firms covered by the survey was minimal or non‐existent. Women’s participation at the middle and lower levels of management was also relatively small. Discovers that a large percentage of senior managers were found to hold negative preconceptions about women or believed in old‐fashioned gender stereotypes. Supplements the presentation of the results of the survey with a discussion of their implications and an exploration of certain policy issues.
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Makes an attempt to explain the factors that cause the phenomenonof the “glass ceiling” for women in management. Suggeststhat the main obstacle that prevents female managers from…
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Makes an attempt to explain the factors that cause the phenomenon of the “glass ceiling” for women in management. Suggests that the main obstacle that prevents female managers from advancing to top positions is their inability to generate and use informal power in organizations which are usually dominated by a male culture. Discusses various strategies that can be used to increase opportunities for the advancement of women in management and makes proposals for specific actions by employers to rectify the current situation.
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Introduction Despite large increases in the employment of women in most Western European countries, women's employment in Greece grew at a relatively low rate during the period…
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Introduction Despite large increases in the employment of women in most Western European countries, women's employment in Greece grew at a relatively low rate during the period 1971–1981. During that period, the overall increase in women's employment in the country was 4.7 per cent compared with nine per cent for men. The picture looks grimmer when absolute numbers are considered. During the above period, women's employment increased by only 40,500 positions against an increase of 205,000 for men. In view of the relatively low economic activity rates of women in Greece, the favourable changes in their attitudes towards work outside home and women's large employment gains in other countries, it is important to analyse the reasons for the deterioration of Greek women's relative position as far as their employment is concerned.
Discrimination matters Volume 22 Number 2 of Health Manpower Management contains an article with this title by Catherine M. Prest, which outlines the changes in legal restrictions…
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Discrimination matters Volume 22 Number 2 of Health Manpower Management contains an article with this title by Catherine M. Prest, which outlines the changes in legal restrictions on the eligibility of dismissed employees to pursue unfair dismissal claims. Includes a discussion of recent decisions in this area and assesses the impact of these decisions on personnel practice and disciplinary procedures.
This is the title of an article by Sheila Rothwell in Vol. 91 No. 1 of the European Business Review. The developments in working trends, problems, legislation, and research in the…
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This is the title of an article by Sheila Rothwell in Vol. 91 No. 1 of the European Business Review. The developments in working trends, problems, legislation, and research in the context of equal opportunities in employment in the 1980s are examined. Attempted policy changes are detailed in the following areas: education, training, employment, trade unions, and social policy. There is discussion of three themes which have been the subject of debate: conforming to the male career model; obtaining greater recognition for “female” qualities, skills and attributes; and emphasis on a common humanity and maximising choices for both women and men. The likelihood of the success of each is discussed, and the third approach is supported. The implications for management development specialists are examined.
The Sixteenth Annual Report of the Equal Opportunities Commission for Northern Ireland argues that the enforcement of individual rights is a crucial pre‐requisite for change…
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The Sixteenth Annual Report of the Equal Opportunities Commission for Northern Ireland argues that the enforcement of individual rights is a crucial pre‐requisite for change. There was a 28% increase in the number of legal complaints and enquiries dealt with during the year under review. The most marked increase was in the area of employment (34%). With the increasing influence of European law many of these complaints have led to the commencement of very complex actions.