IMPLEMENTING EQUAL OPPORTUNITIES IN THE 1980s: AN OVERVIEW

Lovenduski, Joni

doi:10.1111/j.1467-9299.1989.tb00710.x

Cited by 14 publications

(3 citation statements)

References 4 publications

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“…Some scholarship has connected the development of women's initiatives to broader changes and legislation on gender equality. This discussion was already taking place during the period in which the initiatives were being established - for example Coyle (1989) and Lovenduski (1989) mention the role that local government played as an innovator in the equality field. Lovenduski and Randall (1993) also suggested the achievements of municipal feminist women's initiatives included legitimising the discussion of the gender dimensions of council policy and practice.…”

Section: Mapping the Fieldmentioning

confidence: 99%

From municipal feminism to the Equality Act – Legislation and gender equality work in UK local government 1980-2010

Ross¹

2018

Women's Studies International Forum

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For decades local government has been an important site for the development of gender equality practice, and the implementation of legislation attempting to address inequality in the UK. The rise of 'municipal feminism' during the 1980s marked a particular instantiation of gender equality work. Yet at the time the relationship between this phenomena and legislation was not given significant attention. The Equality Acts of 2006 and 2010 have been key milestones for local government gender equality work subsequently, yet little work has considered the detail of their implementation at the ground level by council employees. This article contributes to addressing this gap by examining the influence of legislation on local government gender equality practice at this level, and how this has changed over three decades. It draws on findings from a comparative historical study of three sites within the UK.

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Section: Mapping the Fieldmentioning

confidence: 99%

From municipal feminism to the Equality Act – Legislation and gender equality work in UK local government 1980-2010

Ross¹

2018

Women's Studies International Forum

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“…The response in America was to adopt both the active non-discrimination and the positive discrimination approaches, whereas in Australia only the active non-discrimination approach has been adopted [6,7]. Interestingly, Britain has had positive discrimination in the form of employment quotas for the disabled since the 1940s, but has used only the active non-discrimination approach to achieve equity for other disadvantaged groups [8].…”

Section: Ijpsm 51 24mentioning

confidence: 99%

Equity Reform in Public Administration: A Longitudinal Study of Executive Attitudes

Hede¹

1992

International Journal of Public Sector Management

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One of the worldwide movements for reform of public administration has been the implementation of equal employment opportunity programmes. Reports on a longitudinal study of executive attitudes towards the equity reforms introduced in an Australian public service. Results show that, over a three‐year period, there was a decrease in the perceived observance of merit and equity principles in Government agencies, and an increase in the proportion of executives experiencing discrimination. Although there was greater commitment among executives towards merit and equity, there was no improvement in their attitude towards an equity programme for women. Implications for the Equity Reform process are discussed.

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“…M uch has been written on the implementation and management of equal opportunity commissions and the use of mechanisms to protect employees against discrimination or perceived discriminatory practices in the public services (Coyle, 1989;Cunningham, 2000;Hopkins, 1980;Lovenduski, 1989). Largely, however, few writers have attempted to examine or assess the mechanisms that have been introduced to protect the merit principle as it relates to recruitment and appointment.…”

mentioning

confidence: 99%

The Difficulty of Protecting Merit in a Plural Society

Bissessar

2006

Review of Public Personnel Administration

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This article examines problems encountered in introducing and sustaining the merit principle in the public sector of an ex-colonial country. It offers a historical overview of the Public Service Commission, which was introduced as early as 1950 to protect public employees from undue political interference. The article contends that a number of problems have persisted, particularly in areas of recruitment, selection, promotions, and transfers. The article also suggests that the merit principle has been compromised further with the general loosening of vital controls that accompanied the introduction of new public management during the 1990s. It appears that the merit principle may experience a further decline with the advent of new public management.

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IMPLEMENTING EQUAL OPPORTUNITIES IN THE 1980s: AN OVERVIEW

Cited by 14 publications

References 4 publications

From municipal feminism to the Equality Act – Legislation and gender equality work in UK local government 1980-2010

From municipal feminism to the Equality Act – Legislation and gender equality work in UK local government 1980-2010

Equity Reform in Public Administration: A Longitudinal Study of Executive Attitudes

The Difficulty of Protecting Merit in a Plural Society

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