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The idea this is all about systemic discrimination the eay ytaht w ethink abotut his grouop comes back to the systemic nature of the treatment.docx

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York University
Social Science
SOSC 1910
Kerry Taylor

 The idea this is all about systemic discrimination in the way that we think about his group comes back to the systemic nature of the treatment. This is for women  Discrimination built into the fabric of society  When we analyze women u can see a picture of what the system is so the argument is that we have to look at both the public and private spheres of life to address inequality in this case and we need to restructure the work world and think about economy is based on a division of labor and devaluation of particular jobs that women been channeled into and think about women’s private sphere home responsibility and big argument is if we not look and private and public together means no system solutions and need to look at system as big interrelated whole  Chong- many feminist believed that the public sphere has to change first d this is because it is seemed to be structured for men I the hypothetical nuclear family and this situation were market assumes that men have affectively no reasonability. It is a presumed absence of family caring for that allows them to do better in public sphere this doesn’t reflect the reality lived by mot families  we look at wage gap between women and men infernal an fluctuates and 29 % and she thinks that women as a whole make 70 cents for every dollar that a man makes but if we loo at single women who have no children or fam responsibility burdens when they are employed this group come scloser so they can earn95 percetn of mens wages when doing the saem job and this shows us that the more the women like act like a aman the closer she can come to wage equality , what e need to do is look at what public sphre needs to change so women and men are playing in the same game and think about oliviting inequality fro women on lger scale  chjage I public sphere based on liberal feminist agendy which is reform that targets getting women into oublic sphere ike employmenet when we look at law we take away overt barriers to entry like laws thth said how women cud not be laywers or docts what the feminist did was target this and took away those barreirs to womens entery and ths is dominant conformity modle which means that this tries to have women replicate what the men do and based on ntion and formla equality  iformal equality is not were we want to end up we need to gof further and think about hisotical discrimination passed its limitations  job wualitfaicaton andnposting- historical barriers to keep women out of tradition male jobs  aritfiiale job criteria  think about how some jobs height and weight rest tio attached to them and these hsve little to do wherter can person can do thejob , there has been job requirements be 5 ’11 and way no less then 180 pounds but they dod not say anything abt fitness or ability to do the job  the second case is that using word of mouth and context to let people know that the people that u want to hrethat there is a job opening and rfered to a old boys network and worked against women because those ho have held these jobs have been male and white uspper class ppl like pllice and fireppl work in this way  befor human rights tribulnal caseand employer as cn rail and they posted an ad for jobs in railyard in mens washroom m and these obs had height and weight restriction s and tribunal said inapprotiere because women ar euhnliky to be in mens washroom so they cant see this and second sicne there was machinery I railyard to do heavy jobs that hva erestriction it was now possible for adults person to work in machine yard so cn advertised widely that both men and women cud acces an dremove these and hire men and women in sma propertions ad this rulng only apply to federal emplyers an deahc private emplyers then had to eb taken on 1 at a tme this si battle that comes slowly and incraentaly  1990 surperme crout case ths is a challenge to restictions by female forest fire fighter= restitiosn were such that no women cud possibility leave them and upreme court said that hey cud not set the bar so high that no women possibly accomplish passing the test and this case the women was succesfful for 3 years but she cud not oass this tets when applid to full time position . test too high stahdards and outcome was that employers need to dela fairly with wualificatios they dnt have to be identical were clearly impossibl to do so cnat set bar higher then necessary to do the jobs  pay equity- folloing udhr just after second world war un passed ocnvetoon equal oay to akwxlgde womns contributionsto war effort ad candia did not radifiy convention for 10 years this co ventioonwas to dela ioht wag gap for differnet wag eshdules for men and women tjht did the same jobs this was not effective in creating big change and result was surprising since sadlywomen became less likely to be ghored into mens job anad next movement to get family wage was then the use provincial employemne standards act and this deals with empllyment issues when thse came inot play it becamse illegal to pay women lessfor same work and this legistaiton looksed like a good moment but was also largly ineffective since it was a complint based system.  When men and women not paid the ame the individual had to pesue case individually difficult because women had to know thjatt the men were earnng more then complain about it wth etehse complints came fear of dismissial and concern tht if they did complai they might be passed over for promotion and cases under here were unitied by unons and nky afew from this source but radtionlal yunions were male dominated as well  Another problem with this is tht women and men were not doing the same men were in differnet kinds f work and it didn’t provide access to mens work an dall legistlaion managed to acocmlush to abolish gender based advetidn gin news paper  1972- cnanda accepted internaion labour organtio for equal pay for wok of equal valu and not same as equal pay for smaem job and based on comparative analyse like male to female job catagories.  The asumptio n that women sjobs were just as valuable as mens even if there were diffent  1979- un convention on elimination of all discrimination against women and focus was based on notion that unequal payas u can see start to evelop international I terms of candians responses we saw little activity federal or provincial ogvernments and canda lgged behind internal moral standrds an dwasnt until 1986 tht the fed gov introduced loosely worded section on equal pay into fed hmna rights act and this act only deals with fed emplyees and only applied to 0 percent fo the work force and then  1987- ontarionand afew other provinces finaly pssed seprate pay equity acts and introduced pat equity legistlation and delat with both public and private corps and business  this legslationwas very difficult to undertand it was based on a relaly intrakit evaluation of skll and effort and responsibility and working conditions an dused comparative job classification to rectifuy equity gap and results over the last 20 years have been marginal gains an dgians dreop 29 poercent  the provinces and fed gov have either legislatied or hold funding for these progrms this undernes the entire pay equity system like example in 9s cut pay equity comisio budject in half and gov also eliminated pay equity legal limit and legal assistance that helped ppl attain and launch equity cpmplians this was in 12005v  the result of charter challenge that governmetns don’t need to pay out from pay equity if they cannot afford it this sounds like this souds like the courts saying uhoh we know that there are no socio economic rights protection stuff ideas letting thme be playe out on the market and igov dnt have enough market then dnt need to uphold actions  feb 2009 bill c1o passed public section compensation act this bill removed fed pay equity to human rights commission and this piece removed fed equity compliants to human rights commitions nad so pay equity is dealt with collective bargaining process  if the complaint goes to arbitrationnthe arbitrator has to take markt course into account so the market as we remember is one fo the main sources if discrimination we seen in our society an taked about laws role is to try an correct this but governments inc adan ar euling rug out and let market force come back I  the resul is that we are clearly weakening alreadyw eka legislation an this is problem becasu it is market forces that got us werewe ar ein the first palce and this is example of how law can be oing sumthign evern when it dusnt appear to do anthgn ata all  wgae gap stik priss when we think abt fam 76.8 wekes of work to keep expenses covers  men no longer earna fam wage  employment equity si a form of affirmative action and flals under sec 15.2 of charter ad way its described in and up stargtgy tht covers forus groups and oe of groups I swomen this is for federal employees in case of women hat legislation assumes is that work palce organized I niutral way and women as available for work as men and men as invoed in child bain as women and legislation pbased on current work based structure  1993- oto eveloped emplyement equity act and another 2 years to proclaim in to law anit was resiended by conservative gov after 3 mnth it was inacted and employment has not ben effective sicne covers only 10 percent work in federal jobs an whos who did benefit was wite middle class women with no fam responsibilities as good feminist we need to go much further for persuit of equality for women  sexual harassment law was included in law I mid 8s had to dela with women who faced beign treated as sex objects at work and relevan when women entere into male cdomianted fields  humanrihts codes ocver all empllyes but again these coeds are complints b
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