Representações e Atitudes sobre Igualdade de Género no Trabalho e nas Organizações dos Funcionários e das Funcionárias de um Município Português

Em Portugal, as iniciativas no âmbito da conciliação trabalho-família e a igualdade entre mulheres e homens têm-se fortificado nos últimos anos. A presente dissertação estuda as “Representações e atitudes sobre igualdade de género dos funcionários e funcionárias de um município português”, tendo partido do desafio de acompanhamento de um processo de planeamento e mudança organizacional - Plano para a igualdade de género - para a eliminação da desigualdade de género numa Câmara do interior centro do país. Analisaram-se os dados de um inquérito por questionário respondido por 206 colaboradores/as da autarquia, dos quais 51,2% são homens e 48,8% mulheres. Com uma escala composta de 34 itens procurámos conhecer a extensão e a expressão dos valores e da estereotipia de género, bem como o reconhecimento da desigualdade e o acolhimento de práticas e políticas igualitárias por parte deste universo. Concluiu-se que ao mesmo tempo que já se admite e se aceita cada vez mais o facto de numa família, os dois cônjuges trabalharem fora e se dedicarem a uma carreira profissional, ainda está presente nas pessoas inquiridas a ideia de que as tarefas vinculadas ao âmbito doméstico são responsabilidades das mulheres, ainda que elas já recebam auxílio dos seus companheiros. Assim, percebemos que embora o mundo público seja cada vez mais ocupado por mulheres, ainda se vincula o espaço “profissional” aos homens e as responsabilidades ligadas ao lar e aos filhos às mulheres. Foi também possível concluir uma forte estereotipia de género que justifica de forma essencialista aquilo que são, na realidade, efeitos da desigualdade de género. Este diagnóstico permitiu desenhar um plano de formação organizacional com enfoque no combate à estereotipia de género e seus efeitos nefastos na gestão das pessoas, na igualdade de oportunidades e no desenvolvimento organizacional. / In Portugal, the initiatives in the scope of the bond work-family and the equity between men and women have been strengthened in the last few years. The present thesis studies the “Representations and attitudes about gender equity between men and women employees of a Portuguese city”, that started with the challenge of overlooking a process of planning and organizational change – Plan for gender equity – in order to eliminate the gender inequity within a City Hall in the interior of the country. Data collected from a questionnaire was analysed. This questionnaire was answered by 206 City Hall employees, of which 51,2% are men and 48,8% are women. With a scale composed of 34 items we sought to understand the extent and the expression of the values and gender stereotyping, as well as the inequity acknowledgement and the reception of equity practices and policies by this universe of people. It is concluded that although, more and more, it is allowed and accepted that in a family both spouses work and dedicate themselves to a professional career, within the people surveyed the idea that the household chores are of the women’s responsibility is still present, the “professional” field is still linked to the men and the responsibilities related to the home and the children are linked to the women. It was also possible to conclude that a strong gender stereotyping justifies, in an essentialist way, what are, in reality, the effects of gender inequity. This diagnosis enabled the design of an organizational training program, with the emphasis on the battle against gender stereotyping and its adverse effects in people management, in equal opportunities between men and women and in the organizational development.

A desregulamentação nos mercados de trabalho e o emprego nas economias capitalistas avançadas

O objetivo desta proposta de pesquisa é determinar a relevância de fatores micro e macroeconômicos para o presente nível de desemprego em algumas economias capitalistas avançadas. Através de tais resultados, será possível também estabelecer a relevância da hipótese convencional de que tais níveis de desemprego podem ser explicados por rigidez nos mercados de trabalho.

Nem tão racional assim: cognição social implícita, discriminação trabalhista e ações afirmativas

É um trabalho de interdisciplinaridade entre o Direito e a Psicologia Social dentro da temática da discriminação trabalhista. Será apresentada a visão da Psicologia Social sobre preconceitos automáticos (“Implicit Bias”), assim como será discutida qual seria a melhor solução para o problema exposto. Ações afirmativas é o remédio mais adequado para combater preconceitos automáticos. O trabalho mostra a visão da Psicologia Social sobre a melhor forma de introduzir e conduzir as Ações afirmativas no mercado de trabalho. Será também feita uma análise jurídica constitucional e infraconstitucional das Ações afirmativas no mercado de trabalho, procurando entender se o ordenamento constitucional acolhe estas políticas no Brasil, bem como investigar o interesse do Estado em legislar para tornar tais iniciativas uma realidade.

Questions & Answers About Persons with Intellectual Disabilities in the Workplace and the Americans with Disabilities Act

The Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination on the basis of disability. Title I of the ADA makes it unlawful for any employer to discriminate against a qualified applicant or employee because of a disability in any aspect of employment. The ADA covers employers with 15 or more employees, including state and local governments. Section 501 of the Rehabilitation Act provides the same protections for federal government employees and applicants. In addition, most states have their own laws prohibiting employment discrimination on the basis of disability. Some of these state laws may apply to smaller employers and provide protections in addition to those available under the ADA.

Perceived discrimination against diabetics in the workplace and in work-related insurances in Switzerland.

To investigate the prevalence and risk factors of perceived diabetes-related discrimination in the workplace and in work-related insurances in persons with diabetes mellitus in Switzerland. 509 insulin-treated diabetic subjects representative of the northwestern Swiss population responded to a self-report questionnaire on perceived diabetes-related discrimination in the workplace and in work-related insurances (salary loss insurance, supplementary occupational plan). Discrimination was defined as being treated differently at least once in relation to diabetes. The reported rates of different aspects of discrimination in the workplace and in work-related insurances ranged between 5-11% and 4-15% respectively. Risk factors that independently increased the risk of not being hired due to diabetes were the presence of at least two severe hypoglycaemic events/year and relevant diabetic complications (OR 5.6 and OR 2.6 respectively; both<0.05). The presence of at least two severe hypoglycaemic events/year was also associated with an increased risk of losing one's job (OR 6.5, <0.01). Overweight or obesity were related to increased discrimination in work-related insurances (OR for denial 2.1-2.4; OR for reserve 3.9-4.4; all<0.05). Perceived diabetes-related discrimination in the workplace and by work-related insurances is a common problem. In the light of our findings the introduction of effective non-discrimination legislation for patients with chronic illnesses appears to be desirable.

Spanish adaptation of the Creative Potential and Practised Creativity scale (CPPC-17) in the workplace and inside the organization

Resumen tomado de la publicación

The eradication of compulsory retirement and age discrimination in the Australian workplace : A cause for celebration and concern

Earlier this year the Age Discrimination Act 2004 was passed by the Commonwealth government. This paper provides an overview of the Age Discrimination Act 2004 and critically examines whether it is likely to be successful in eradicating compulsory retirement and age discrimination within the workforce. Empirical studies suggesting that law reform alone is insufficient to eliminate ageist employer behaviour are discussed as is the need for public awareness campaigns. Given that compliance with the law is closely linked with normative belief, this paper also considers whether a moral duty to refrain from age discrimination can be grounded within the natural law ethic.

Alcohol misuse interventions in the workplace: a systematic review of workplace and sports management alcohol interventions

Alcohol misuse has been linked to negative organizational outcomes, including reduced productivity and increased absenteeism. Additionally, media reports have focused on alcohol misuse within sporting organizations. Given the paucity of research evaluating alcohol misuse interventions in professional sporting organizations, two systematic literature searches were conducted. Review one examined alcohol interventions in the workplace, and Review two included sport as a search term. Resultant papers demonstrated four categories of workplace alcohol interventions; brief, web based, psychosocial, and random drug and alcohol testing. Brief interventions were prevalent, yielding largely non-significant results. Review two studies evaluated a community sporting intervention, which adopted an ecological, multi-level approach, yielding significant improvements in alcohol consumption, drink-driving, and club profitability. Brief interventions in workplaces were ineffective, and no brief interventions were found in elite sporting organizations. However, community sporting interventions showed promising results. Ongoing evaluation of alcohol interventions in professional sporting organizations are recommended.

The effects of the minimum wage on earnings and employment in Brazil

This paper analyzes the effects of the mlmmum wage on both, eammgs and employment, using a Brazilian rotating panel data (Pesquisa Mensal do Emprego - PME) which has a similar design to the US Current Population Survey (CPS). First an intuitive description of the data is done by graphical analysis. In particular, Kemel densities are used to show that an increase in the minimum wage compresses the eamings distribution. This graphical analysis is then forrnalized by descriptive models. This is followed by a discussion on identification and endogeneity that leads to the respecification of the model. Second, models for employment are estimated, using an interesting decomposition that makes it possible to separate out the effects of an increase in the minimum wage on number of hours and on posts of jobs. The main result is that an increase in the minimum wage was found to compress the eamings distribution, with a moderately small effect on the leveI of employment, contributing to alleviate inequality.

Evolução e dinâmica do mercado de trabalho formal e das relações de trabalho em Presidente Prudente: subsídios para a compreensão da dinâmica regional através do trabalho e do emprego formal

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)