Chapter 11. Race and Gender Discrimination

2020 ◽  
pp. 418-450
Keyword(s):  
Gender Discrimination ◽  
Race And Gender ◽  
And Gender

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.

Introduction

2017 ◽  
Author(s):  
Charissa J. Threat
Keyword(s):  
World War Ii ◽  
Civil Rights ◽  
Vietnam War ◽  
Gender Discrimination ◽  
The United States ◽  
Race And Gender ◽  
Army Nurse Corps ◽  
Agents Of Change ◽  
Military Nursing ◽  
And Gender

This book examines the battles over race and gender discrimination and social justice by linking the civil rights story of the Army Nurse Corps (ANC) to critical events in the United States between World War II and the Vietnam War. Using the microcosm of military nursing, it considers how agents of change became defenders of exclusionary practices when some of the same women who challenged their exclusion from the military or civilian nursing profession, or those who had gained considerable status within the profession, were unwilling to extend the opportunities to men who sought out military nursing careers. The book also explores the connection between the campaigns to integrate the ANC and the domestic and international anxieties during the Cold War by suggesting that anticommunism both hindered and supported the prospect for gender and race equality within the ANC and, by extension, civilian society.

Race and gender discrimination in the Marines.

2013 ◽  
Vol 19 (1) ◽  
pp. 111-119 ◽  
Author(s):  
Melissa Ming Foynes ◽  
Jillian C. Shipherd ◽  
Ellen F. Harrington
Keyword(s):  
Gender Discrimination ◽  
Race And Gender ◽  
And Gender

Women’s perceived contributions to diversity: The impact of target race and contextual gender salience

2020 ◽  
pp. 136843022093007
Author(s):  
Danielle M. Geerling ◽  
Jacqueline M. Chen
Keyword(s):  
Gender Discrimination ◽  
Organizational Context ◽  
White Women ◽  
Racial Diversity ◽  
Female Representation ◽  
Organizational Diversity ◽  
Race And Gender ◽  
History Of ◽  
And Gender ◽  
The Impact

Diversity is a desired attribute for many organizations. Yet, there is limited scientific understanding of what leads people to perceive diversity, and past studies focus on racial diversity to the exclusion of other social identities. We investigated how an individual’s race and gender conjointly impact their perceived contributions to organizational diversity and whether context-driven gender salience affects these judgments. Study 1 established that, in the absence of an organizational context, women of color are considered to contribute more to diversity than men of color, White women, and White men. In Studies 2A–2C, we manipulated an organization’s demographic composition and found that female representation affected White women’s perceived contributions to diversity more than Black women’s perceived contributions to diversity. Similarly, in Study 3, we found that an organization’s history of gender discrimination increased White women’s, but not Black women’s, perceived contributions to diversity. This research has implications for diversity-related hiring decisions.

Bare Life: Restroom Anxiety and the Urge for Control

2014 ◽  
Author(s):  
Harvey Molotch
Keyword(s):  
Gender Discrimination ◽  
Macro Level ◽  
Bare Life ◽  
Race And Gender ◽  
The Public ◽  
Usual Basis ◽  
And Gender ◽  
The Way

This chapter takes up what might at first appear an unlikely setting for examining security dynamics: the public restroom. There are lessons to be taken from this venue, so often ignored in serious scholarship and indeed the usual basis only for jokes. Here we can see anxieties in play and all sorts of unsavory mechanisms, both at the micro and macro level, that come in response. The toilet allows us to see the combination of factors that repress—the usual culprits of class, race, and gender discrimination—but also soulful anxieties that come with the more basic human territory. Some degree of capitalist plot is happening, but that is only part of the story—a larger lesson to be considered across other less intimate realms, whether market-based or not. Whatever the combination of sources, the chapter points the way toward a safer and more pleasant toilet and one with the promise of ecological reform.

“Looking Good and Sounding Right”

2010 ◽  
Vol 37 (3) ◽  
pp. 349-377 ◽  
Author(s):  
Christine L. Williams ◽  
Catherine Connell
Keyword(s):  
Middle Class ◽  
Gender Discrimination ◽  
Retail Stores ◽  
Race And Gender ◽  
Labor Practices ◽  
Job Segregation ◽  
Aesthetic Labor ◽  
Consumer Interests ◽  
And Gender ◽  
Retail Workers

Upscale retail stores prefer to hire class-privileged workers because they embody particular styles and mannerisms that match their specialized brands. Yet retail jobs pay low wages and offer few benefits. How do these employers attract middle-class workers to these bad jobs? Drawing on interviews with retail workers and Bourdieu’s theory of habitus, the authors find that employers succeed by appealing to their consumer interests. The labor practices we identify contribute to the re-entrenchment of job segregation, race and gender discrimination, and fetishism of consumption. The conclusion argues against rewarding aesthetic labor and suggests other rationales for upgrading low-wage retail employment.

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