Gender Discrimination in Employment: BRICS Countries Overview

This article investigates the phenomenon of gender equality in employment in the BRICS countries where it is one of the factors hampering the economic development and basic human rights. The authors examine the international obligations of these states under the human rights treaties of the United Nations Organization (UNO) and the International Labour Organization (ILO), compare the national anti-discriminatory norms with the international standards (ILO Conventions and the Convention on the Elimination of all Forms of Discrimination Against Women) and evaluate the observations of the relevant international bodies recently adopted in respect of the BRICS states. In particular, the activities of the Committee on the Elimination of Discrimination Against Women and the ILO Committee of Experts on the Application of Conventions and Recommendations are reviewed. In the paragraphs that follow, the national legislation and case-laws are examined. Furthermore, the reasons for the persistent gender stereotypes in the labor market, as well as the general attitude toward women’s roles in society in each country are reviewed. The authors identify the obstacles to achieving true gender equality in the workplace and formulate recommendations for improving protections against discrimination of women in employment as well as ensuring equal access to employment and promotion

Critical Race Theory and Education: racism and anti-racism in educational theory and praxis

What is Critical Race Theory (CRT) and what does it offer educational researchers and practitioners outside the US? This paper addresses these questions by examining the recent history of antiracist research and policy in the UK. In particular, the paper argues that conventional forms of antiracism have proven unable to keep pace with the development of increasingly racist and exclusionary education polices that operate beneath a veneer of professed tolerance and diversity. In particular, contemporary antiracism lacks clear statements of principle and theory that risk reinventing the wheel with each new study; it is increasingly reduced to a meaningless slogan; and it risks appropriation within a reformist “can do” perspective dominated by the de-politicized and managerialist language of school effectiveness and improvement. In contrast, CRT offers a genuinely radical and coherent set of approaches that could revitalize critical research in education across a range of inquiries, not only in self-consciously "multicultural" studies. The paper reviews the developing terrain of CRT in education, identifying its key defining elements and the conceptual tools that characterise the work. CRT in education is a fast changing and incomplete project but it can no longer be ignored by the academy beyond North America

Human resource management as a profession in South Africa

Orientation: Various countries recognise human resource (HR) management as a bona fide profession. Research purpose: The objective of this study was to establish whether one could regard HR management, as practised in South Africa, as a profession. Motivation for the study: Many countries are reviewing the professionalisation of HR management. Therefore, it is necessary to establish the professional standing of HR management in South Africa. Research design, approach and method: The researchers used a purposive sampling strategy involving 95 participants. The researchers achieved triangulation by analysing original documents of the regulating bodies of the medical, legal, engineering and accounting professions internationally and locally as well as the regulating bodies of HR management in the United Kingdom (UK), the United States of America (USA) and Canada. Seventy- eight HR professionals registered with the South African Board for People Practices (SABPP) completed a questionnaire. The researchers analysed the data using content analysis and Lawshe’s Content Validity Ratio (CVR). Main findings: The results confirm that HR management in South Africa adheres to the four main pillars of professionalism and is a bona fide profession. Practical/managerial implications: The article highlights the need to regulate and formalise HR management in South Africa. Contribution/value-add: This study identifies a number of aspects that determine professionalism and isolates the most important elements that one needs to consider when regulating the HR profession

Women in South Africa: Striving for full equality post-apartheid

Life for South African women post-apartheid reflects both legislative advances and lingering challenges. Despite progress in the post-apartheid world, South Africa is still characterized by a high level of economic disparity, meaning that daily life for individual women can be quite different depending on one’s race, socioeconomic status, and age. Thus, the concept of intersectionality is critical to understand what it means to be a woman in South Africa today. Despite advances in girls’ access to education at both the primary and secondary levels, women still face significant challenges when they enter the workforce by way of occupational segregation and stratification. As is the case internationally, South African women are also more likely to engage in unpaid work and to be employed in the informal sector. Taken together, these make it more likely that South African women live in poverty and become victims of interpersonal violence. With respect to health, the risk of HIV infection and the transmission of HIV from mother to baby are paramount concerns for South African women’s health

Democracy for Education: Education for Democracy: The South African Case

No abstract available

Digitalisation of Personnel Recruitment and Selection

Digitalisation has great potential to make our society fairer, more peaceful, and more just by reshaping the way it operates. Following the trend of technological development, digitisation and its innovations have revolutionised how businesses communicate, collaborate, make decisions, and operate efficiently. In the field of personnel recruitment and more specifically, selection process, the design and implementation of digitisation is rapidly advancing, supporting both managers and organisations to secure the best quality job applicants, offering a fairer and more efficient employee recruiting service. Despite the great applicability and functionality of digitalisation-empowered recruitment and selection process, managers, employees, stakeholders, and job applicants still have mixed viewpoints, and each has its own merits. Thus, the current chapter has analysed and discussed these diverse views, aiming to consolidate the knowledge and user experiences of digitalisation applications in personnel recruitment and selection process. Sample cases are introduced and critically reviewed. Ethical concerns and implications are reviewed and discussed in line with the personnel recruitment practices. Limitations and suggestions for future studies are also addressed