Employment Equity Policies in Canada and the Netherlands: enhancing minority employment between public controversy and market initiative

Glastra, Folke; Schedler, Petra E.; Kats, Erik

doi:10.1332/030557398782025691

Cited by 12 publications

(3 citation statements)

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“…In some states, ethnic monitoring evokes memories of racial categorisation during the Second World War. 75 In others, it is contrary to rules on data protection and even explicitly forbidden as an element of anti-discrimination law. 76 At a practical level, the utility of the data in part depends on the existence of broader population statistics permitting firms to know the relative proportions of different ethnic groups.…”

Section: Monitoring and Data Collectionmentioning

confidence: 99%

Combating Racial Discrimination Through the European Employment Strategy

Bell¹

2004

Cambridge Yearbook of European Legal Studies

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During the last decade, the European Union has taken a variety of initiatives that together form a policy on combating racial discrimination. Understandably, legal academics have so far devoted greatest attention to the legislative initiatives, most notably, the EU Race Directive. The Directive is striking, both because of its broad material scope (covering areas such as employment, education, housing and healthcare), but also as a result of the new directions that it introduced into EU antidiscrimination law. Whilst it is certainly the centrepiece of EU anti-racism policy, it is part of a broader policy framework. This includes other, less auspicious legal instruments, as well as various public expenditure programmes. The EU Monitoring Centre on Racism and Xenophobia provides an institutional dimension to the anti-racism policy.

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Section: Monitoring and Data Collectionmentioning

confidence: 99%

Combating Racial Discrimination Through the European Employment Strategy

Bell¹

2004

Cambridge Yearbook of European Legal Studies

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“…Starting in the 1980s various action programs and legislation were developed in order to stimulate employment equity both in the spheres of corporate business and public administration. Gradually, mandatory regulations were abolished and exchanged for voluntary amendments and the practice of diversity management (Glastra et al, 1998). Until the policy statement of the new minority government consisting of liberal-conservatives and Christian-democrats with populist support in October 2010 explicitly made an end to them, employment policies for public administration stressed diversity and equal opportunities.…”

Section: Introductionmentioning

confidence: 99%

Developing ethnic talent in the Dutch national tax administration: a case study

Glastra

Meerman

2012

European Journal of Training and Development

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Purpose-The lack of career movement of members of ethnic minority groups in work organizations has been widely documented. The purpose of this paper is to gain insight into conditions for the realization of diversity goals in the case of talent development. Design/methodology/approach-In a case study of management development in the Dutch national tax administration, the practice of fostering vertical mobility of ethnic minority personnel through diversity management has been analysed. The authors make use of theories regarding effective diversity management and career advancement of ethnic minority employees. Data were collected through semi-structured interviews with 12 participants in the management development course, and a further 25 functionaries involved in the project. Findings-With regard to diversity management as a means of fostering talent development of ethnic minorities, the authors come to the conclusion that key success factors mentioned in the literature such as top level commitment and strategic integration, are insufficient and overrated conditions. More important are "non-issues" in the formulation of diversity strategies, organizational alignment of relevant organizational players, strategic coherence and organizational culture. Research limitations/implications-The case study design used in this research facilitates case-sensitive analysis, but is limited in estimations of validity and explanatory strength of factors mentioned in the literature, as it is in generalizing across organizations. Practical implications-Interventions aimed at fostering ethnic diversity in talent development should start with precise analysis of cultural and organizational conditions and processes underpinning standard practices of talent and career development, and not only seek strategic integration and top management commitment but arrange for broad-based organizational alignment. Originality/value-While there are many theoretical and normative models tracing diversity outcomes to organizational conditions and diversity management strategies, there is a dearth of empirical studies in this field. The case study explores the merits of these models and adds new insights on an empirical basis.

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“…Whilst Stephanopolous and Edley's (1995) review of the effectiveness of affirmative action in the USA found that overall, the extent to which affirmative action had expanded minority employment in skilled positions was unclear, the programmes considered were effective, but could possibly be implemented in a fairer manner. Evaluation of the effectiveness of affirmative action statutory laws and policy instruments in the Netherlands has been seen largely as a 'bureaucratic monstrosity' (Glastra et al, 1998) due to the added burden it places on employers.…”

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confidence: 99%