Sex Discrimination Regulations

This collection of essays arose from a conference held to mark the silver anniversary of the Australian Sex Discrimination Act (1984). The collection has two aims: first; to honour the contributions of both the spirited individuals who valiantly fought for the enactment of the legislation against the odds, and those who championed the new law once it was passed; secondly, to present a stock-take of the Act within the changed socio-political environment of the 21st century. The contributors present clear-eyed appraisals of the legislation, in addition to considering new forms of legal regulation, such as Equality Act, and the significance of a Human Rights Act. The introduction of a proactive model, which would impose positive duties on organisations, is explored as an alternative to the existing individual complaint-based model of legislation. The contributors also pay attention to the international human rights framework, particularly the Convention on the Elimination of all Forms of Discrimination against Women and the UN Declaration on the Rights of Indigenous People. The essays are illuminated by recourse to a rich vein of historical and contemporary literature. Regard is also paid to the comparative experience of other jurisdictions, particularly the UK and Canada.

This text examines employment practices and policies that may constitute sex discrimination under Canadian law. It addresses the rights and obligations of both employers and employees as defined by federal and provincial human rights legislation, case law and collective agreements. Comparable trends in US law are also identified and discussed.

This text is written specifically for undergraduate students with no formal legal training. The strong narrative is enhanced with the integration of case excerpts and articles throughout that provide a variety of perspectives and examples. Revisions include up-to-date coverage and examples, added theory (with a new chapter on the controversial meaning of equality in feminist legal thought), and more explanation and discussion.

In Equality Deferred, Dominique Clément traces the history of sex discrimination in Canadian law and the origins of human rights legislation. Focusing on British Columbia - the first jurisdiction to prohibit discrimination on the basis of sex - he documents a variety of absurd, almost unbelievable, acts of discrimination. Drawing on previously undisclosed human rights commission records, Clément explores the rise and fall of what was once the country's most progressive human rights legal regime and reveals how political divisions and social movements shaped the human rights state. This book is not only a testament to the revolutionary impact of human rights on Canadian law but also a reminder that it takes more than laws to effect transformative social change.

This text focuses on sexual discrimination law in Britian. It provides a comprehensive discussion of the topic including such areas as maternity and parental rights and EEC law. A continuing theme in the text is the discussion of the design of the legislation.

This book explores the first detailed examination of the principles, scope, and effect of Britain's Sex Discrimination Act and the Equal Pay Act. David Pannick considers social, political, and ethical issues raised by this important area of law, and assesses what contribution it has made to securing equal opportunities for women and men.

The obligations of colleges and universities under existing laws prohibiting sex discrimination are discussed. Attention is directed to developments in the law relating to sex discrimination against employees and against students in colleges and universities, and practical and cost-efficient strategies for complying with the law. The pertinent laws on sex discrimination against employees, job applicants, and students are cited. The employee-related laws address hiring, retention, promotion, tenure, salary and fringe benefits, sexual harassment, and affirmative action practices for government contracts. Judicial decisions are based on the prima facie case, rebuttal, pretext, and the discovery of confidential faculty evaluations. The laws on sex discrimination against students address practices in admissions, tuition rates, financial aid, sexual harassment, student organizations, student services, housing and parietal rules, and athletics. Three strategies for compliance are: (1) carefully selecting and training key academic and administrative personnel, including faculty who serve on review and search committees; (2) implementing a management control system; and (3) securing indemnification against losses suffered as a result of unintentional discrimination. (SW)