Evaluation Algorithm of Labor Legal Effectiveness for Affirmative Action against Gender Discrimination

Aiming at the problems of large evaluation error and low accuracy of determining the key degree of evaluation indicators in the existing evaluation of labor legal effectiveness, this paper designs a labor legal effectiveness evaluation algorithm for affirmative action against gender discrimination. Firstly, using hits degree, the degree of gender discrimination, and social influence, enterprise practice and government supervision and management are determined as the evaluation indexes of labor legal effectiveness in this paper, and on this basis, the labor legal effectiveness evaluation system against gender discrimination is designed. Then, the judgment matrix of the evaluation index of labor legal effectiveness against gender discrimination is constructed. After normalization, the weight of the evaluation index is calculated by entropy method, which lays a foundation for subsequent research. Finally, the tree enhanced Bayesian network is used to classify the labor legal effectiveness evaluation indicators, and the correlation between the indicators is determined through the Spearman rank correlation coefficient. Finally, the labor legal effectiveness evaluation model against gender discrimination is designed through the clustering algorithm, and the labor legal effectiveness evaluation indicators against gender discrimination are input to complete the effective evaluation. The experimental results show that the error of the evaluation algorithm is small, and the accuracy of determining the key degree of the evaluation index is high.

Mismatched Students, Missed Opportunities

Theoretical frameworks on mismatch, rooted in affirmative action literature, provide divergent conclusions on how overmatch, a synonym for affirmative action, and undermatch shape degree completion outcomes for Black undergraduates at selective postsecondary institutions. Through examining data from the 2003–2009 Beginning Postsecondary Students Longitudinal Survey, this study creates an academic index that estimates the precollege academic credentials of approximately 650 Black, first-time undergraduates enrolled at the top three tiers of selective colleges during the 2003–04 academic year to examine the effects of undermatching or attending a college that is less rigorous than a college that matches their precollege academic record. The findings suggest that overmatched Black students who enrolled at the most selective institutions were far more likely to graduate than students with similar precollege academic credentials who enrolled at their best academic match. The results also indicate that undermatching had an adverse effect on degree completion rates.

A Discriminação Inversa pelo Contributo de Dworkin

The purpose of this paper is to reconstruct Ronald Dworkin’s arguments about affirmative action applied by Universities, policies as measures capable of diminishing long-term racial awareness as a factor of negative discrimination, and to effectively fulfill human dignity in its collective dimension, in the face to concrete cases before the Northern Supreme Court-American. This is an explanatory research, in which we intend to answer questions related to the efficiency in the practical applicability and legality of reverse discrimination measures, before a Constitutional Rule of Law, that is willing to protect and guarantee the right to equality, not only through as a jurisprudential analysis.

The Role of Affirmative Action in Treating Psychiatric Diseases through Risale-i Nur: Anxiousness Self as A Model

This article discusses the role of affirmative action in protecting from anxious self, and its effective contribution to treating its negative effects on building human civilization through Risale-i Nur by Imam Badi Al-Zaman Al-Nursi. Three main issues are discussed in this study: the causes of anxiousness self, the concrete effects of anxiousness self on individuals and society and the values of affirmative action that are used in treating the anxiousness self and its negative impacts. The causes of anxiousness self and its effects on individuals and society were extracted by using the inductive approach of Risale-i Nur. But the descriptive method was used to extract the effective values of affirmative action to protect from it and treat its effects. The study confirms that concentrating and completing work are among the affirmative action basics regardless of the results. It also draws attention to the importance of the media to reduce the penetration of anxiousness self among society members. The results demonstrate the effectiveness of collective actions, whether they are religious or non-religious, to treat the anxious self and reduce its impacts.

Affirmative action measures and electoral candidates’ positioning in Zambia

ABSTRACTWhile the increase of women in elected office has received much scholarly attention, less attention has been paid to the dynamics of resisting gender quotas in countries that fail to adopt such measures despite regional and international pressure. We develop a context-sensitive typology of affirmative action measures that includes gender quotas and funding incentives and explore determinants of electoral candidates’ positioning in the context of Zambia. Using a sequential mixed-methods approach and unique data, we examine how candidates of different gender, party affiliation, and level of electoral success position themselves when asked to choose between different options. Intriguingly, electoral success and party allegiance – whether a candidate is affiliated with a current or former government party – are more important than gender. This finding is relevant for the debate on feminist democratic representation by showing that candidates are likely to have their more radical views muted when getting into position.

Advice Not Taken

Advice on how to build a more-inclusive academic community is emerging; however, this chapter suggests that such advice warrants “a grain of salt” depending on two circumstances: (1) the organizational culture needing to be “fixed,” and (2) the existence of extra-organizational factors that may shape how transformation can proceed. First, the existing organizational culture affects the processes needed to achieve a more-inclusive community, and defines what “more inclusive” will look like. Programs shown to be effective at one institution might not be effective at another. External factors may also affect local culture. For example, a long-standing ban on affirmative action programs and quota systems at the University of California meant that, even though other institutions found them to be effective, replicating those programs was not an option. The second concern derives from the nature of change needed. Barriers to inclusion are deeply rooted in historical traditions, ideologies, and social practices outside of any single organization, and often these barriers are applied unconsciously. This means genuine cultural transformation will occur only if the organizational community as a whole is committed to that change.