EEO and affirmative action. pptx slides
- 1. ' ِيم ِحٰٱلر ِن همْحٰٱلر ِ هٰ ٱَّلل ِمْسِب “IN THE NAME OF ALLAH, THE MOST GRACIOUS AND THE MOST MERCIFUL” HUMAN RESOURCE MANAGEMENT WEEK 13: EQUAL EMPLOYMENT OPPORTUNITY Course Instructor: Ms. Aiman Niazi Email: aiman.niazi@numl.edu.pk
- 2. EMPLOYMENT LEGISLATION The International Labor Organization (ILO) was established in 1919 The ILO brings together governments, employers, and worker representatives to set labor standards and create policies and programs to promote decent working conditions for men and women.
- 3. STANDARDS FOR WORKING HOURS AND ANNUAL LEAVE WORLDWIDE One way in which organizations can provide for the physical and mental health of their employees and facilitate work-life balance is by providing for some annual leave and maintaining reasonable working hours. During the early 20th century, it was not uncommon for people to work 14- to 16-hour days. In the post–World War II time frame, progress was made toward reducing this to 8 hours per day, or 48 hours per week. Another convention, called the ILO Forty Hour Week Convention No. 47, was held in 1935 to establish the possibility of a 40-hour week
- 4. AGE DISCRIMINATION Several countries including the Netherlands, Norway, Australia, the United Kingdom, and Finland have conducted large government campaigns aimed at encouraging employers to both hire and retain older employees In both industrialized and developing countries, younger employees tend to find themselves working in situations of informal employment, intermittent employment, and insecure working arrangements with low wages
- 5. FORCED LABOUR According to a report by the ILO in 2014, an estimated 20.9 million people around the world are subject to forced labor. Of these, 90% are exploited in private industry by companies or individuals for profit, while 10% are in state-imposed forms of labor. Vestiges of slavery are still visible in parts of Africa, while forced labor through deceptive or coercive recruiting practices is apparent in Latin America. In numerous countries, there are reports of domestic workers being kept inside of homes through threats. In South Asia, bonded labor persists, and millions of men, women, and children are working to pay off debt. In Europe and North America, there are also reports of trafficking of women and children. These problems have led a number of countries to act against forced labor
- 6. CHILD LABOUR An estimated 168 million children, or 11% of the children in the world, are considered to be child laborers The Minimum Age Convention of 1973 (No. 138) set a minimum employment age at 15 years (13 years for light work) and a minimum age of 18 years for hazardous work conditions (16 years under strict conditions). Any person younger than 15 years of age or who is still subject to the national school age compulsory law is considered a child
- 7. DISABILITY Over 1 billion people worldwide have some sort of disability, which accounts for 15% of the world’s population Throughout the world there is an undeniable link between disability, poverty, and exclusion Convention on the Rights of Persons with Disabilities (CRPD), adopted in 2006, “promotes the full integration of persons with disabilities in societies” (World Bank, 2015). The CRPD requires states to treat the disabled as equal to others without a disability
- 8. MATERNITY LEAVE AND PATERNITY LEAVE WORLDWIDE The role of the ILO has been to ensure that employment does not cause potential harm to women or their children and that having a child does not jeopardize a woman’s job due to discrimination. One way to help working women, and working families with children generally, is by providing some paternity leave. According to the ILO report, recognition of men’s rights to parenthood, as well as their obligations to share in the household work, will result in more equality between men and women both in employment and at home. Paternity leave is paid in 70% of the countries, although the employing company is the primary source of funding. The lowest rates of paternity leave were found in the Middle East, where 80% of companies provided no leave, while 20% of companies provided paternity leave of 1 to 6 days. The most generous paternity leave policies are found in the developed countries, where 33% of companies provide no paternity leave, 17% provide leave between 1 and 6 days, 8% provided leave of 7 to 10 days, 28% provided leave of 10 to 15 days, and 14% provided leave of 16 days or more
- 9. MIGRANT WORKERS Unemployment and poverty in underdeveloped countries have led many workers to go to more developed countries that demand labor. Migrant workers contribute to the economies of their host country and typically send money home to their families, which also contributes to the economies of their home country. Migrant workers, however, “often enjoy little social protection, face inequalities in the labour market and are vulnerable to exploitation and human trafficking” There are “unexplained” differences in pay and the wage gaps between migrant workers and domestic workers.
- 10. WAGE GAPS BETWEEN MEN AND WOMEN Wom.comen continue to experience a significant wage gap in the amount of pay they obtain for similar jobs compared to their male peers. The ILO statisticians decompose wage gaps into two parts, explained portions and unexplained portions. The explained part takes into account experience, education, occupation, economic activity, location, and hours worked. The unexplained portion, or the wage penalty, is what remains after accounting for the explained portion. There are unexplained portions of wage gaps (whether small or large) in every country There are several possible explanations for this, including undervaluing women’s work, characteristics of the workplace, sex segregation channeling women into lower paid occupations, the wage structure in the country, the perception of women as being economically dependent, and the possibility that women are in occupations that are largely unorganized and do not have representation by unions or other groups
- 12. AFFIRMATIVE ACTION & REVERSE DISCRIMINATION • To eliminate discrimination in the workplace, many organizations have affirmative action programs to increase minority representation. • Affirmative action was originally conceived as a way of taking extra effort to attract and retain minority employees. This was normally done by extensively recruiting minorities on college campuses, advertising in minority-oriented publications, and providing educational and training opportunities to minorities. • However, over the years, many organizations have resorted to quotalike hiring to ensure that their workforce composition mirrors that of the labor market. • Sometimes these organizations act voluntarily; in other cases, the quotas are imposed by the courts or by the EEOC.
- 13. THAT’S ALL FOR TODAY! MS AIMAN NIAZI, NUML FALL 2023 13