Current Demographics in Large Corporate Law Firms in South Africa

2015 ◽  
Vol 8 (1-2) ◽  
pp. 174-181 ◽  
Author(s):  
Jonathan Klaaren
Keyword(s):  
South Africa ◽  
Social Dynamics ◽  
Legal Profession ◽  
White Men ◽  
Corporate Law ◽  
African Women ◽  
Law Firms ◽  
Race And Gender ◽  
Legal Professionals ◽  
And Gender

By contrast with the judges and the advocates, the issue of race and gender representivity in the attorneys segment of the legal profession generally and in large corporate law firms specifically has not received significant attention, in part due to the lack of accurate statistics and a thin research tradition. Addressing the gap, a 2013 survey investigated the demographics of legal professionals in large corporate law firms in South Africa. The chief finding of the survey is that South Africa’s major corporate law firms are still dominated by white men, especially in their upper echelons. Further, nearly half of the African women professionally employed in large corporate law firms (48.1%) are candidate attorneys, which is to say non-admitted legal professionals. These findings are consistent with the few earlier studies that have been conducted and indicate the need for further detailed research into the social dynamics of the African legal profession.

THE SINS OF THE FATHER: GENDER- BASED VIOLENCE IN POST-APARTHEID SOUTH AFRICA

2017 ◽  
Vol 14 (2) ◽  
pp. 57-70 ◽  
Author(s):  
Lyn Snodgrass
Keyword(s):  
South Africa ◽  
Black Women ◽  
South African ◽  
African Women ◽  
Gender Based Violence ◽  
Political Issues ◽  
Race And Gender ◽  
Gender Based ◽  
And Gender ◽  
South African Women

This article explores the complexities of gender-based violence in post-apartheid South Africa and interrogates the socio-political issues at the intersection of class, ‘race’ and gender, which impact South African women. Gender equality is up against a powerful enemy in societies with strong patriarchal traditions such as South Africa, where women of all ‘races’ and cultures have been oppressed, exploited and kept in positions of subservience for generations. In South Africa, where sexism and racism intersect, black women as a group have suffered the major brunt of this discrimination and are at the receiving end of extreme violence. South Africa’s gender-based violence is fuelled historically by the ideologies of apartheid (racism) and patriarchy (sexism), which are symbiotically premised on systemic humiliation that devalues and debases whole groups of people and renders them inferior. It is further argued that the current neo-patriarchal backlash in South Africa foments and sustains the subjugation of women and casts them as both victims and perpetuators of pervasive patriarchal values.

Changes in the Structure and Quality of Jobs in the United States: Effects by Race and Gender, 1973–1990

ILR Review ◽  
1995 ◽  
Vol 48 (3) ◽  
pp. 420-440 ◽  
Author(s):  
Maury B. Gittleman ◽  
David R. Howell
Keyword(s):  
White Men ◽  
Work Force ◽  
The United States ◽  
Sharp Drop ◽  
Race And Gender ◽  
Female Workers ◽  
Job Classification ◽  
Employment Share ◽  
And Gender

Using 17 measures of job quality from the 1980 Census, the Current Population Survey, and the Dictionary of Occupational Titles, the authors perform a cluster analysis that groups 621 jobs covering 94% of the work force into six job categories (termed “contours”), a job classification closely resembling those suggested by labor market segmentation theory. The distribution of employment over the period 1973–90 shifted sharply away from the two middle-quality contours toward the two highest-quality contours. The two lowest-quality contours show no decline in employment share in the 1980s. The declining relative position of employed black and Hispanic men stems from both a worsening job mix relative to white men and a sharp drop in the quality of low-skill jobs. Female workers experienced both a greater shift away from jobs in the lower-quality contours and higher real earnings growth within each job contour than male workers.

Progress Toward Increasing Women’s and Minorities’ Access to Top State Government Jobs?

2021 ◽  
pp. 009102602110565
Author(s):  
Greg Lewis ◽  
Jonathan Boyd ◽  
Rahul Pathak
Keyword(s):  
Private Sector ◽  
State Government ◽  
White Women ◽  
White Men ◽  
Good News ◽  
State Governments ◽  
Race And Gender ◽  
Veteran Status ◽  
And Gender ◽  
The Impact

This study examines the impact of qualifications and hiring advantages on women’s and minorities’ access to state government jobs, both in managerial and high-salary positions and overall. It also looks at how race and gender differences in representation have changed since 1990 and how they compare with the private sector. All groups, except Latino and Asian men, are more likely than White men to work for state governments, and all groups are more likely to do so than comparable White men. White men remain more likely to be managers and to earn top-decile salaries than comparable White women and people of color. Differences in education, experience, veteran status, and citizenship contribute, in different ways, to each group’s underrepresentation at top levels, but sizable unexplained gaps remain. The good news is that access to top jobs is better in state governments than in the private sector and has improved since 1990.

Abstract MP050: Race and Gender Group Specific Trends in Length of Stay for Acute Myocardial Infarction: The Atherosclerosis Risk in Communities (ARIC) study, 1987–2008

Circulation ◽  
2012 ◽  
Vol 125 (suppl_10) ◽  
Author(s):  
Laura R Loehr ◽  
Xiaoxi Liu ◽  
C. Baggett ◽  
Cameron Guild ◽  
Erin D Michos ◽  
...  
Keyword(s):  
Black Women ◽  
Length Of Stay ◽  
Black Men ◽  
White Women ◽  
White Men ◽  
Quadratic Term ◽  
Race And Gender ◽  
Insurance Type ◽  
And Gender ◽  
Aric Study

Introduction: Since the 1980’s, length of stay (LOS) for acute MI (AMI) has declined in the US. However, little is known about trends in LOS for non-white racial groups and whether change in LOS is related to insurance type or hospital complications. Methods: We determined 22 year trends in LOS for nonfatal (definite or probable) AMI among black and white residents age 35–74 in 4 US communities (N=396,514 in 2008 population) under surveillance in the ARIC Study. Events were randomly sampled and independently validated using a standardized algorithm. All analyses accounted for sampling scheme. We excluded MI events which started after admission (n=1,677), events within 28 days for the same person (n=3,817), hospital transfers (n=571), and those with LOS=0 or LOS >66 (top 0.5% of distribution, N= 144) leaving 22,258 weighted events for analysis. The average annual change in log LOS was modeled using weighted linear regression with year as a quadratic term. All models adjusted for age and secondary models adjusted for insurance type (Medicare, Medicaid, private, or other), and complications during admission (cardiac arrest, cardiogenic shock, or heart failure). Results: The average age-adjusted LOS from 1987 to 2008 was reduced by 5 days in black men (9.5 to 4.5 days); 4.6 days in white women (9.4 to 4.8 days); 4 days in white men (8.3 to 4.3 days) and 3.6 days in black women (9.0 to 5.4 days). Between 1987 and 2008, the age-adjusted average annual percent change (with 95% CI) in LOS was largest for white men at −4.40 percent per year (−4.91, −3.89) followed by −3.89 percent (−4.52, −3.26) for white women, −3.72 percent (−4.46, −2.89) for black men, and −2.94 percent (−3.92, −1.96) for black women (see Figure). Adjustment for insurance type, and complications did not change the pattern by race and gender. Conclusions: Between 1987 and 2008, LOS for AMI declined significantly and similarly in men and women, blacks and whites. These changes appear independent of differences in insurance type and hospital complications among race-gender groups.

Policy and law for addressing poverty, race and gender in the water sector: the case of South Africa

Water Policy ◽  
2003 ◽  
Vol 5 (5-6) ◽  
pp. 489-501 ◽  
Author(s):  
Barbara Schreiner ◽  
Barbara van Koppen
Keyword(s):  
South Africa ◽  
Gender Discrimination ◽  
Historical Context ◽  
Integrated Water Resources Management ◽  
New Approach ◽  
Equity Issues ◽  
Race And Gender ◽  
Poor Women ◽  
And Gender ◽  
Key Aspects

The aims of the new water policies and laws of post-apartheid South Africa are to contribute to the eradication of the country's widespread poverty and to redress historical race and gender discrimination with regard to water. After placing these policy and legal changes in a historical context, the paper discusses their operationalization and impact during the first years of implementation. Three key aspects are highlighted. The first aspect concerns internal changes within the implementing government department, the Department of Water Affairs and Forestry (DWAF). The second aspect regards water services and sanitation directly targeted at poor women and men. Lastly, the paper discusses the emerging equity issues in public participation processes, as an illustration of the new approach to integrated water resources management.

Different Worlds and Divergent Paths: Academic Careers Defined by Race and Gender

2008 ◽  
Vol 78 (2) ◽  
pp. 311-332 ◽  
Author(s):  
JUANITA JOHNSON-BAILEY ◽  
RONALD CERVERO
Keyword(s):  
Black Women ◽  
Research University ◽  
White Male ◽  
White Men ◽  
Academic Life ◽  
Race And Gender ◽  
Faculty Interactions ◽  
Disparate Treatment ◽  
And Gender ◽  
Academic Lives

In this article, Juanita Johnson-Bailey, a Black female professor, and Ronald M. Cervero, a White male professor, examine and contrast their academic lives by exploring how race and gender have influenced their journeys and their experiences. Using journal excerpts, personal examples, and a comparative list of privileges, the authors present a picture of their different realities at a research university. The depiction of their collective forty years in academia reveals that White men and Black women are regarded and treated differently by colleagues and students. Manifestations of this disparate treatment are evident primarily in classroom and faculty interactions. An examination of the professors' relationships with people and with their institution illustrates that, overall, the Black woman is often relegated to a second-class existence characterized by hostility, isolation, and lack of respect, while the White man lives an ideal academic life as a respected scholar who disseminates knowledge, understands complexity, and embodies objectivity.

scholarly journals Balancing Research and Service in Academia: Gender, Race, and Laboratory Tasks

2019 ◽  
Vol 34 (1) ◽  
pp. 131-152 ◽  
Author(s):  
Candace Miller ◽  
Josipa Roksa
Keyword(s):  
Ethnic Minority ◽  
White Men ◽  
Racial Groups ◽  
Gender And Race ◽  
Race And Gender ◽  
Gendered Organizations ◽  
Minority Men ◽  
And Gender ◽  
Racial Ethnic ◽  
Depth Interviews

Our study highlights specific ways in which race and gender create inequality in the workplace. Using in-depth interviews with 67 biology PhD students, we show how engagement with research and service varies by both gender and race. By considering the intersection between gender and race, we find not only that women biology graduate students do more service than men, but also that racial and ethnic minority men do more service than white men. White men benefit from a combination of racial and gender privilege, which places them in the most advantaged position with respect to protected research time and opportunities to build collaborations and networks beyond their labs. Racial/ethnic minority women emerge as uniquely disadvantaged in terms of their experiences relative to other groups. These findings illuminate how gendered organizations are also racialized, producing distinct experiences for women and men from different racial groups, and thus contribute to theorizing the intersectional nature of inequality in the workplace.

scholarly journals Work as a central life interest for legal professionals

2005 ◽  
Vol 31 (1) ◽  
Author(s):  
Jacques Genis ◽  
Taryn Wallis
Keyword(s):  
South Africa ◽  
Public Sector ◽  
Law Firms ◽  
Work Centrality ◽  
Public And Private ◽  
Legal Professionals ◽  
The Public ◽  
Public Sector Employees ◽  
Private And Public ◽  
Two Sectors

Dubin’s theory of Central Life Interests (CLIs) was used to investigate whether work is a CLI for legal professionals in South Africa. The research also served as a comparative exploration between the public and private sectors based on their work centrality and work orientation. 59 employees from three public sector organisations and 27 employees from various private sector law firms completed questionnaires. Contrary to Dubin’s theory, results indicated that two-thirds of respondents did not have work as a CLI. Also, contrary to previous work on private and public sector employees, some interesting similarities emerged between the two sectors. Opsomming Dubin (1992) se teorie van Sentrale Lewensbelangstellings was gebruik om te ondersoek of werk ’n sentrale lewensbelangstelling is vir individue in die Suid-Afrikaanse regsprofessie. Die navorsing was ook ’n vergelykende ondersoek tussen die publieke en privaat sektore met betrekking tot hul werk sentraliteit en werk orientasie. 59 werknemers van drie publieke organisasies en 27 werknemers van verskeie privaat firmas het vraelyse beantwoord. Teenstellig met Dubin se teorie het resultate gewys dat vir twee-derdes van die deelnemers werk nie ’n sentrale lewensbelangstelling was nie. Daar was ook interessante resultate wat te voorskyn gekom het, wat teenstrydig was met vorige navorsing op werknemers in die privaat en publieke sektore.

Literacy Skills and Earnings: Race and Gender Differences

2007 ◽  
Vol 34 (3-4) ◽  
pp. 231-243 ◽  
Author(s):  
Roberto M. De Anda ◽  
Pedro M. Hernandez
Keyword(s):  
Black Women ◽  
Black Men ◽  
Adult Literacy ◽  
White Men ◽  
Literacy Skills ◽  
Literacy Skill ◽  
Men And Women ◽  
Race And Gender ◽  
And Gender ◽  
Document Literacy

This study examines differences in returns to literacy skills on earnings of black and white men and women. Literacy skill is a composite measure of three scales: reading comprehension, document literacy (the ability to locate and use information in, say, tables and graphs), and mathematics proficiency. Using data from the National Adult Literacy Survey (NALS), we estimate earnings determination models separately for each racial/gender group. Our findings show that the effect of literacy on earnings varies by race and gender. Literacy skills favorably rewarded black men relative to black women and white men and women, net of education and other relevant variables. More importantly, literacy completely explained the effect of a high school diploma and some college on earnings of black men. We conclude that the economic importance of literacy skills is particularly salient for less-educated black men.

Sathima Bea Benjamin

2017 ◽  
Author(s):  
Carol Muller
Keyword(s):  
South Africa ◽  
New York ◽  
New York City ◽  
Career Development ◽  
York City ◽  
Life Stories ◽  
Singing Voice ◽  
Creative Processes ◽  
Race And Gender ◽  
And Gender

This chapter explores the life and career of Sathima Bea Benjamin, who grew up in Cape Town, South Africa, during the transition to apartheid in the 1940s. Taking melodies she heard on her grandmother's radio, Sathima developed her own jazz singing voice, weaving in her own compositions. With a life embedded in an awareness of race and gender, she left for Europe in 1962. Her migratory lifestyle took her through tours in Europe, supporting her husband musician and caring for her daughters, to her own career development in New York City as a jazz singer with her own trio—where she continues to record, create, and perform. Sathima's vocality and life-stories reveal risks, freedoms, and creative processes as she creates a counternarrative to the discourses of masculinity in jazz.

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