• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Analyse the Effectiveness of the Law in Relation to Affirmative Action as it applies to Women. Affirmative Action laws have greatly increased, statistically, the role of women in the workforce

Extracts from this document...


Analyse the Effectiveness of the Law in Relation to Affirmative Action as it applies to Women. Affirmative Action laws have greatly increased, statistically, the role of women in the workforce as well as improving working conditions and awards granted to women. However, many argue this is just a superficial answer to a deep underlying problem of a male orientated workforce. Other critics argue that while the principles of Affirmative action are good, the legislation itself is ineffective, and finally, some opponents argue that Affirmative Action undermines the principles of equality. Supporters for Affirmative action, ague that equality will eventually be achieved, as discrimination will be removed and employers will be forced to accept women as equal employees. ...read more.


They argue that using affirmative action to assure some women a place in higher positions that they wouldn't have necessarily gained otherwise, undermines the achievements made by women who would have received their positions without the aid of the legislation, and that it would be presumed, by the rest of society, that their achievements were through use of the legislation, rather than personal achievement. Many supporters of the principles of Affirmative Action disagree with the legislation created and the way in which it's applied to society. Generally, because of the lack of power the Government, or appropriate tribunals and commissions have in applying the legislation, and forcing companies to comply, or because they believe the legislation isn't harsh enough. ...read more.


Act, 1986. Yet the Small Business Sector is the largest employer in Australia with the small businesses accounting for nearly half of all private sector non-agricultural employment, critics of Affirmative Action Policy argue that small businesses is where Affirmative Action Policy is required most. As the new Industrialisation Laws casualise the workforce, and employers have more rights in regard to firing employees, Affirmative Action, and anti-discrimination laws fail to cover this key area. Affirmative Action Legislation is proving to be successful through statistical results, which now show women achieving higher positions truly it truly reverses discrimination, or is still limited by such things as the glass ceiling effect. In recent times it has been proven that while women are gaining more senior positions, they are still the minority, and therefore Affirmative Action Law needs more time in practice before it achieves all of its aims. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Employment Law section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Employment Law essays

  1. Marked by a teacher

    Critically assess how effective employment law is as a means of altering social attitudes.

    4 star(s)

    disciplines such as economics, law and medicine.55 It has been argued affirmative action leads to reverse discrimination, though in the US on average only 2% of discrimination cases each year allege reverse discrimination against white males and very few are upheld as meritorious.

  2. Employment law

    justice; a danger to the health or safety of any individual; damage to the environment; or deliberate covering up of information tending to show any of the above five matters. The EAT held in Danton v University of Surrey [2003] IRLR 133 that there can be a qualifying disclosure even

  1. Labour law

    Maybe within the workforce there are codes of practice - equal opportunities policies. If there are and the employer can prove that they wee followed Frankie may find it problematic to claim in the tribunal. Advice for Frankie would be to push the situation to the tribunal as she could build quite a strong case for herself.

  2. IR Laws unnecessary or indispensible

    working conditions,24 and significant instability through social and industrial unrest.25 Workers ultimately sought a political solution as legislators, and the Australian Labor Party was born.26 The 20th Century witnessed the increased implementation of state regulation over the employment relationship,27 initially in the areas of arbitration and conciliation of disputes,28 and

  1. Employment Law

    For dismissal other than instant or summary the minimum notice period required to be given is laid down by s.86 ERA 199616. Where an employee has been dismissed without notice and without justification, which qualifies as a repudiatory breach as in Industrial Rubber Products v Gillon17, the employee may bring an action for wrongful dismissal.

  2. employment law problem question

    cases in relation to this situation would be Discount Tabacco and Confectionary Ltd v Williamson4 and York City and District Travel Ltd v Smith5. In relation to the job security agreement with UCW containing a seniority agreement which stipulates that "selection for redundancy will be made on the basis of

  1. Employment and Law

    Under Para 19 & 20 Acas, employers need to hold meetings to state the performance problem, improvement and how they are going to support the employee. As in this case Will's dismissal can be 'automatically unfair' due to employer's failure to follow the procedure.

  2. Free essay

    Labour Law - Unfair dismissal

    Air Society1, in which the employee was dismissed at the age of 67, and claimed unfair dismissal as his contract provided a retirement age of 70. It was held that the normal retirement age was the same as the age stated in his contract, as he held a unique position

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work