Access

You are not currently logged in.

Access your personal account or get JSTOR access through your library or other institution:

login

Log in to your personal account or through your institution.

If You Use a Screen Reader

This content is available through Read Online (Free) program, which relies on page scans. Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.

Hiring Women: The Effects of Canada's Employment Equity Act

Joanne D. Leck and David M. Saunders
Canadian Public Policy / Analyse de Politiques
Vol. 18, No. 2 (Jun., 1992), pp. 203-220
DOI: 10.2307/3551425
Stable URL: http://www.jstor.org/stable/3551425
Page Count: 18
  • Read Online (Free)
  • Subscribe ($19.50)
  • Cite this Item
Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
Hiring Women: The Effects of Canada's Employment Equity Act
Preview not available

Abstract

Les organisations sous juridiction fédérale doivent adopter des Programmes d'équité en matière d'emploi (PEE) conçus pour accroître la présence de quatre groupes traditionellement sous-représentés: les femmes, les autochtones, les handicapés et les minorités visibles. Cet article présente les résultats d'une étude qui examine l'impact des PEEs sur l'embauche des femmes. Les résultats suggèrent que plus les PEEs adoptés par les organisations sont structurés et complets, plus ils reçoivent de support, plus ces organisations ont de chances d'embaucher un nombre représentatif de femmes. Les effets des PEEs, cependant, different à travers les groupes occupationnels et parmi les femmes avec ou sans un double statut (minorités visibles, autochtones, handicapées). /// Organizations in Canada's federal jurisdiction are required to adopt Employment Equity Programs (EEPs) designed to increase the presence of four traditionally underrepresented groups: women, aboriginal peoples, disabled persons, and visible minorities. This article reports the results of a study that examines the effect of EEPs on the hiring of women. Results suggest that organizations that adopt EEPs that are more formalized, more comprehensive, and better supported are more likely to hire a more representative number of women. The effects of EEPs, however, differ across occupational groups and among women with and without dual status (visible minorities, aboriginals, disabled).

Page Thumbnails

  • Thumbnail: Page 
[203]
    [203]
  • Thumbnail: Page 
204
    204
  • Thumbnail: Page 
205
    205
  • Thumbnail: Page 
206
    206
  • Thumbnail: Page 
207
    207
  • Thumbnail: Page 
[208]
    [208]
  • Thumbnail: Page 
209
    209
  • Thumbnail: Page 
[210]
    [210]
  • Thumbnail: Page 
211
    211
  • Thumbnail: Page 
[212]
    [212]
  • Thumbnail: Page 
[213]
    [213]
  • Thumbnail: Page 
[214]
    [214]
  • Thumbnail: Page 
215
    215
  • Thumbnail: Page 
216
    216
  • Thumbnail: Page 
217
    217
  • Thumbnail: Page 
218
    218
  • Thumbnail: Page 
219
    219
  • Thumbnail: Page 
220
    220