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Female employment issues

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Female employment issues Within this essay I will outline the changes to the sex discrimination act. I will also demonstrate the impact of these changes upon organizations and individuals. The changes to the Sex Discrimination Act 1975 and the Equal Pay Act 1970 are in respect to employment and vocational training. "The fact that the majority of part time and low-wage workers are female is largely attributed to the choices women make regarding the amount of labour they wish to supply". Women are faced with many barriers in the work situation, some are at the point of entry and others are during employment. ...read more.


Firstly the role of women in general differs from their male counterparts. A survey carried out in EU countries examined the work preferences of couples with small children; found that only one in ten couples supported the traditional male only breadwinner model. This traditional model of employment is now out dated. The finding adds to the debate about improving access to employment for women: this in theory will help raise income levels and employment performance, as many economists state, but it is also what most women actually seem to want. ...read more.


Within the amendments, there is a new definition of indirect sex discrimination in employment matters and vocational training. In order to understand the significance of this change an organization and its HR department have to know and clearly understand the new definition of indirect sex discrimination. Taken directly from the Amended Equal Treatment Directive, "Indirect sex discrimination can occur when an apparently neutral provision, criterion or practice (which can include a policy) applies to all workers or applicants but causes particular disadvantage to a certain section of women or men. This may be apparent from a comparison of the statistics of male or female workers or applicants who are at a disadvantage, i.e. that a larger proportion of one sex experiences a detriment." ...read more.

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