'Are We Now Equal?' Recent experiences and perceptions of South American migrants in Argentina under MERCOSUR

De manière générale, ma thèse examine les mécanismes des processus sociaux, économiques et politiques ayant contribué, souvent de manière contradictoire, à la (re)définition des critères d’adhésion au sein de la nation et de l’Etat. Elle le fait par le dialogue au sein de deux grands corps de littérature intimement liés, la citoyenneté et le transnationalisme, qui se sont penchés sur les questions d’appartenance, d’exclusion, de mobilité et d’accès aux droits chez les migrants transnationaux tout en soulignant la capacité accrue de l’Etat à réguler à la fois les déplacements de personnes et l’accès des migrants aux droits. Cette thèse remet en question trois principes qui influencent la recherche et les programmes d’action publique ayant trait au transnationalisme et à la citoyenneté des migrants, et remet en cause les approches analytiques hégémoniques et méthodologiques qui les sous-tendent. L’étude a été menée à deux niveaux distincts d’analyse empirique et analytique. D’une part, nous examinons les « technologies de la citoyenneté » (Ong 2003, Fujiwara 2008) qui ont été développées par le gouvernement pour transformer l’Argentine en une nation latino-américaine diverse et inclusive pendant la dernière décennie, en nous intéressant particulièrement à la création, par le Kirchnerisme, d’une « nouvelle légalité » pour les Paraguayens, les Boliviens et les Péruviens résidant dans le pays. D’autre part, nous analysons la « dimension horizontale des processus de citoyenneté » (Neveu 2005, Pickus and Skerry 2007, Gagné and Neveu 2009) chez ces migrants dans des aires urbaines, périphériques et rurales du partido de La Plata. Plus spécifiquement, nous examinons dans quelle mesure les conditions socioéconomiques des migrants ont changé suite à leur nouveau statut légal (en tant que ressortissants du MERCOSUR en Argentine, dont les droits sont égaux à ceux des citoyens) et aux politiques de « citoyenneté inclusive » déployées par le gouvernement. Cette thèse se penche particulièrement sur les fondations et l’incarnation (« embodiment ») des droits en examinant comment le nouveau statut légal des migrants se manifeste au quotidien en fonction de a) où ils vivent et travaillent, et b) leur statut social perçu par les autres migrants et non-migrants. D’une part, nous examinons les aires urbaines, périphériques et rurales de La Plata en tant que « zones de souveraineté graduée » (Ong 1999), où des régimes de gouvernementalité locaux spécifiques se sont développés en lien avec l’installation de groupes ethniques souvent distincts, et dont les droits et devoirs diffèrent de ceux d’autres zones. D’autre part, nous étudions la façon dont le statut social est produit à travers les interactions sociales quotidiennes en transposant des distinctions construites socialement telles que race, classe, genre et origine nationale, en systèmes d’exclusion formels (Gregory 2007). Notre analyse ethnographique de ce que nous appelons les « expériences de légalité » des migrants démontre que leur égalité formelle vis-à-vis des Argentins, loin d’être simplement donnée comme un nouveau statut légal uniformément garanti pour tous, est à la fois inégalement vécue par les divers migrants, et différemment respectée dans les zones géographiques dirigées par divers régimes de gouvernementalité (Foucault 1978).

Equal Couples in Equal Houses : Cultural perspectives on Swedish solar and bio-pellet heating design

Knowing how to design a heating system that will work mechanically is quite different from knowling how to design a system that users perceive as responsive to their domestic practices and values. In this chapter, social anthropologist Henning argues that the challenge for designers involved in the development or marketing of green buildings with heating systems that are based on renewable sources of energy is to see things from the perspective of those who are supposed to live in these buildings. The chapter focuses on three culture-specific aspects of Swedish households and single-family houses: perceptions of house and home, of private and public space, and of male and female space. Through these three angles, some clues are given as to how design, performance and location of solar and bio-pellet heating systems could be made to resonate with predominant experiences, habits and ways of thinking among both men and women.

Wages, career progression, training and work family policies : an integrated approach to explaining gender discrimination

While the Equal Employment Opportunities (EEO) literature suggests that considerable progress has been made towards addressing gender-based discrimination (primarily through legal instruments), direct and indirece forms of discrimination persist and tend to be perpetuated through organisational practices (Tomaskovic-Devey 2001). Women are still receive less remuneration than men and are disadvantaged with respect to fundamental entitlements such as promotion and training and education. Furthermore, as more women enter employment the issue of work and family balance has become an organisational priority. There is a large body of research literature in the disciplines of economics, sociology, industrial relations, human resource management, organisational studies and public administration that examines the sources, nature and extent of gender-based discrimination in labour markets. This paper seeks to integrate this literature by taking a multi-disciplinary approach to the problem of women, EEO and discrimination. It is argued that our understanding of discrimination is greatly enhanced by theories and models that incorporate both economic and organisational explanations. Furthermore, it is argued that discrimination in terms of promotion, pay and training are endogenous. That is, the interrelationship between these variables needs to be taken into account simultaneously to accurately estimate the degree of direct and indirect discrimination that women face. The paper provides a review of the literature on the key themes of pay equity, career progression, education and training and work-family policy, and seeks to provide a synthesis of key themes. Emerging from this literature are a number of testable hypotheses. The paper concludes with suggestions for future research.

The impact on the stationary state income of a pay-as-you-go system of social security

A model of overlapping generations in continuous time is composed. IndividuaIs pass through two distinct time periods during their life times. During the first period, they work, save and have a death probability equal to zero. During the second, from the periods T after birth, their probability of death changes to p and then they retire. Capital stock and the stationary state in come are calculated for two situations: in the first, people live from their accumulated capital after retirementj in the second, they live from a state transfer payment through income taxo To simplify matters, in this preliminary version, it is supposed that there is no population growth and that the instantaneous elasticity substitution of consumption is unitary.

Efeito no processo ECAP (EQUAL CHANNEL ANGULAR) na microestrutura e nas propriedades mecânicas de uma liga comercial de alumínio AA3104

Pós-graduação em Engenharia Mecânica - FEG

Color and Shape: A Plea for Equal Treatment

Many philosophers, especially in the wake of the 17th century, have favored an inegalitarian view of shape and color, according to which shape is mind-independent while color is mind-dependent. In this essay, I advance a novel argument against inegalitarianism. The argument begins with an intuition about the modal dependence of color on shape, namely: it is impossible for something to have a color without having a shape (i.e. without having some sort of spatial extension, or at least spatial location). I then argue that, given reasonable assumptions, inegalitarianism contradicts this modal-dependence principle. Given the plausibility of the latter, I conclude that we should reject inegalitarianism in favor of some form of egalitarianism—either a subjective egalitarianism on which both shape and color are mind-dependent or an objective egalitarianism on which both shape and color are mind-independent.

Equal employment opportunity statistical report.

Report year ends June 30.

Production of Ti-6Al-4V billet through compaction of blended elemental powders by equal-channel angular pressing

In this work, compaction by warm equal-channel angular pressing (ECAP) with back pressure was used to produce Ti-6Al-4V billets from both commercially pure (CP) titanium and titanium hydride (TiH 2) powders, which were mixed with pulverised binary Al-V master alloys of two distinct Al/V ratios and with elemental aluminium powder to arrive at the nominal alloy composition. It was demonstrated that the right combination of temperature, high hydrostatic pressure and plastic shear deformation permits consolidation of the powder mixture to maximum green densities of 99.26%. Moreover, after direct compaction of blended elemental powders by equal-channel angular pressing (ECAP) with back pressure, the sintering temperature required for chemical and microstructural homogenisation of the compacts could be reduced by 150-250°C. This was possible due to high green density, increased contact area between powder particles and the formation of fast diffusion paths associated with grain refinement by severe plastic deformation. The sintered Ti-6Al-4V billets exhibited a maximum density of 99.88%, Vickers hardness of 409-445 HV1 and ultimate tensile strength in the range of 1000-1080MPa. In contrast to findings of other authors, the use of TiH 2 powders in conjunction with ECAP processing did not bring any benefits with regard to the production of the Ti-6Al-4V alloy.

Equal-channel angular pressing and annealing of a twinning-induced plasticity steel : microstructure, texture, and mechanical properties

In this work, a high-manganese Fe-23Mn-1.5Al-0.3C Twinning-Induced Plasticity (TWIP) steel was subjected to plastic shear deformation using Equal-Channel Angular Pressing (ECAP) at 300 °C following route BC and additional annealing. The microstructure evolution during both deformation by ECAP and subsequent annealing was investigated and correlated with the mechanical properties. The successive grain refinement during ECAP was promoted by two parallel mechanisms, namely dislocation driven grain fragmentation and twin fragmentation, and accounted for the ultra-high strength. In addition, due to the relatively low volume fraction of deformation twins after ECAP at 300 °C, further contribution of deformation twinning during room temperature deformation allowed additional work-hardening capacity and elongation. During subsequent recovery annealing the ultra-fine grains and deformation twins were thermally stable, which supported retainment of the high yield strength along with regained uniform elongation. For the first time, the texture evolution during ECAP and during the following heat treatment was analyzed. After 1, 2, and 4 ECAP passes a transition texture with the characteristic texture components of both high- and low-SFE materials developed. During the following heat treatment the texture evolution proceeded similar to that observed in the same material after cold rolling. Retaining of the ECAP texture components due to oriented nucleation at grain boundaries and triple junctions as well as annealing twinning accounted for the formation of a weak, retained ECAP texture after recrystallization.

Equal employment opportunity and diversity management : can either live up to the promise of achieving gender equity?

This paper examines the extent to which women movement into management positions. Like many other countries, this progress in Australia is slow. The paper includes discussion of the theoretical explanations for this and the extent to which these are borne out in Australia. We are aware this group represents only a minority of Australian women workers, and there are many other groups of women workers for whom constraints to women’s access to senior management may not be the most pressing issue. We have, however, chosen to focus on women in management in this paper, as while there was considerable research and public policy attention directed towards this group in the 1980s and early 1990s, over the past decade there seems to have been a reluctance to continue to address this group, despite the numerical evidence that women continue to be disproportionately represented in senior management positions. We believe it’s timely to refocus on women in management.

The diversity management approach to equal employment opportunity in Australian organisations

This article assesses the 'Managing Diversity' (MD) approach in Australia, examining its drivers, discussing its relationship to legislation designed to promote equity, and examining it as a set of management practices. It has been plausibly argued, on efficiency grounds, that responsibility for achieving equality objectives must be shifted to organisations as this links contextual conditions to organisational processes. However, even where there is some prescription and guidance such as that provided by Australian Equal Employment Opportunity (EEO) legislation targeted specifically to women employees, both practice and outcomes are variable. This is even more the case with MD where there are no guiding principles or legislative support. The article examines the best practice EEO and MD programs of Australian organisations to demonstrate the approaches and programs that are being developed at the workplace and to highlight the limitations of the 'business case' approach underlying such programs.

Equity in the twenty-first century

Issues of equity and inequity have always been part of employment relations and are a fundamental part of the industrial landscape. For example, in most countries in the nineteenth century and a large part of the twentieth century women and members of ethnic groups (often a minority in the workforce) were barred from certain occupations, industries or work locations, and received less pay than the dominant male ethnic group for the same work. In recent decades attention has been focused on issues of equity between groups, predominantly women and different ethnic groups in the workforce. This has been embodied in industrial legislation, for example in equal pay for women and men, and frequently in specific equity legislation. In this way a whole new area of law and associated workplace practice has developed in many countries. Historically, employment relations and industrial relations research has not examined employment issues disaggregated by gender or ethnic group. Born out of concern with conflict and regulation at the workplace, studies tended to concentrate on white, male, unionized workers in manufacturing and heavy industry (Ackers, 2002, p. 4). The influential systems model crafted by Dunlop (1958) gave rise to The discipline’s preoccupation with the ‘problem of order’ [which] ensures the invisibility of women, not only because women have generally been less successful in mobilizing around their own needs and discontents, but more profoundly because this approach identifies the employment relationship as the ultimate source of power and conflict at work (Forrest, 1993, p. 410). While ‘the system approach does not deliberately exclude gender . . . by reproducing a very narrow research approach and understanding of issues of relevance for the research, gender is in general excluded or looked on as something of peripheral interest’ (Hansen, 2002, p. 198). However, long-lived patterns of gender segregation in occupations and industries, together with discriminatory access to work and social views about women and ethnic groups in the paid workforce, mean that the employment experience of women and ethnic groups is frequently quite different to that of men in the dominant ethnic group. Since the 1980s, research into women and employment has figured in the employment relations literature, but it is often relegated to a separate category in specific articles or book chapters, with women implicitly or explicitly seen as the atypical or exceptional worker (Hansen, 2002; Wajcman, 2000). The same conclusion can be reached for other groups with different labour force patterns and employment outcomes. This chapter proposes that awareness of equity issues is central to employment relations. Like industrial relations legislation and approaches, each country will have a unique set of equity policies and legislation, reflecting their history and culture. Yet while most books on employment and industrial relations deal with issues of equity in a separate chapter (most commonly on equity for women or more recently on ‘diversity’), the reality in the workplace is that all types of legislation and policies which impact on the wages and working conditions interact, and their impact cannot be disentangled one from another. When discussing equity in workplaces in the twenty-first century we are now faced with a plethora of different terms in English. Terms used include discrimination, equity, equal opportunity, affirmative action and diversity with all its variants (workplace diversity, managing diversity, and so on). There is a lack of agreed definitions, particularly when the terms are used outside of a legislative context. This ‘shifting linguistic terrain’ (Kennedy-Dubourdieu, 2006b, p. 3) varies from country to country and changes over time even within the one country. There is frequently a division made between equity and its related concepts and the range of expressions using the term ‘diversity’ (Wilson and Iles, 1999; Thomas and Ely, 1996). These present dilemmas for practitioners and researchers due to the amount and range of ideas prevalent – and the breadth of issues that are covered when we say ‘equity and diversity in employment’. To add to these dilemmas, the literature on equity and diversity has become bifurcated: the literature on workplace diversity/management diversity appears largely in the business literature while that on equity in employment appears frequently in legal and industrial relations journals. Workplaces of the twenty-first century differ from those of the nineteenth and twentieth century not only in the way they deal with individual and group differences but also in the way they interpret what are fair and equitable outcomes for different individuals and groups. These variations are the result of a range of social conditions, legislation and workplace constraints that have influenced the development of employment equity and the management of diversity. Attempts to achieve employment equity have primarily been dealt with through legislative means, and in the last fifty years this legislation has included elements of anti-discrimination, affirmative action, and equal employment opportunity in virtually all OECD countries (Mor Barak, 2005, pp. 17–52). Established on human rights and social justice principles, this legislation is based on the premise that systemic discrimination has and/or continues to exist in the labour force and particular groups of citizens have less advantageous employment outcomes. It is based on group identity, and employment equity programmes in general apply across all workplaces and are mandatory. The more recent notions of diversity in the workplace are based on ideas coming principally from the USA in the 1980s which have spread widely in the Western world since the 1990s. Broadly speaking, diversity ideas focus on individual differences either on their own or in concert with the idea of group differences. The diversity literature is based on a business case: that is diversity is profitable in a variety of ways for business, and generally lacks a social justice or human rights justification (Burgess et al., 2009, pp. 81–2). Managing diversity is represented at the organizational level as a voluntary and local programme. This chapter discusses some major models and theories for equity and diversity. It begins by charting the history of ideas about equity in employment and then briefly discusses what is meant by equality and equity. The chapter then analyses the major debates about the ways in which equity can be achieved. The more recent ideas about diversity are then discussed, including the history of these ideas and the principles which guide this concept. The following section discusses both major frameworks of equity and diversity. The chapter then raises some ways in which insights from the equity and diversity literature can inform employment relations. Finally, the future of equity and diversity ideas is discussed.