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1 Feb 2011

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Defining Equality in Employment
-Equality in employment means that no one is denied opportunities for reasons that
have nothing to do with inherent ability
-Equal access free from arbitrary obstructions
-Discrimination an arbitrary barrier stands between a persons ability and his or
her opportunity to demonstrate it.
- Practices or attitudes that have the effect of limiting an individuals or groups right
to the opportunities generally available because of attributed rather than actual
-Equality: treating everyone the same may offend the notion of equality. Ignoring
differences may mean ignoring legitimate needs
-Ignoring differences and refusing to accommodate them is a denial of equal access
and opportunity
-Societys disadvantages are assumed by 4 groups: native people, visible minorities,
disabled persons, women
-Woman = revised approach to the role women play in the workforce
-Native people = effective and relevant education and training, accommodation to
cultural and geographic realities, primary voice in the design of the education,
training, and funding programs for their benefit, meaningful support systems, and
delivery of services through native run institutions
-Visible minorities = attack on racism. Adequate language training, counseling to
teach and assist them to adjust to Canadian culture
-Disabled person = full accommodation and widest range of human and technical
-Achievement of equality double edged approach: 1st concerns those pre
employment conditions that affect access to employment. 2nd concerns those
conditions in the workplace that militate against equal participation in employment.
-Systemic discrimination impact of behaviour. Suggests that the inevitable,
cumulative effect on individuals or groups of behaviour that has an arbitrarily
negative impact on them is more significant than whether the behaviour flows from
insensitivity or intentional discrimination
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-Systemic remedies are a response to discrimination that have 2 basic predecessors:
negative impact that flows from structure of systems designed for a homogeneous
constituency, and negative impact that flows from practices based on stereotypical
characteristics ascribed to an individual because of the group that he/she belongs in
Have we a right to Non Discrimination?
-Is reverse discrimination justified or not?
-Discrimination requires 3 persons (1) discriminator (2) discriminate (3) parties who
have been favoured in comparison with the discriminates aka beneficiaries
-Non basic discrimination acts that are wrong even if they werent discriminatory
(ex: killing)
- Morally irrelevant treating 2 people differently because there is some difference
between the 2, and not just because they are 2 separate persons
- Basic discrimination (ex: employement)
Economic Power and Economic Analysis in Environmental Politics
-Environmental impacts are negative externalities
-Borne by third parties who are not directly involved in the market transactions
-Job blackmail threatening to shut down business if it is made to follow stricter
pollution regulations
-Cost Benefit Analysis procedure through which the analyst simulates the workings
of a perfectly competitive market system. It addresses the questions of how the
market would decide an issue if the market was perfectly competitive and all effects
were accounted for
-Kaldor Hicks principle = requires only that aggregate welfare/utility gains outweigh
aggregate losses, based on the ability of gainers to compensate losers
-The efficiency criterion as embodied in CBA of environmental policy implies that the
creation of any cost including pain, illness, can be justified by the demonstrable
creation of an offsetting benefit somewhere within the society/economy
-Weakness of CBA is that it presupposes the proper resolution of this competition. It
reinforces at the conceptual level, existing inequalities of wealth and power and
which fails to acknowledge the legitimacy of views of public life as discerned through
conceptual lenses other than those of economics
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