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Employment Equity Programs and the Job Search Outcomes of Unemployed Men and Women: Actual and Perceived Effects

Heather Antecol and Peter Kuhn
Canadian Public Policy / Analyse de Politiques
Vol. 25, Supplement: Women in the Canadian Labour Market (Nov., 1999), pp. S27-S45
DOI: 10.2307/3552315
Stable URL: http://www.jstor.org/stable/3552315
Page Count: 19
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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.
Employment Equity Programs and the Job Search Outcomes of Unemployed Men and Women: Actual and Perceived Effects
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Abstract

Cet article mesure l'effet des lois sur l'équité au travail en utilisant un nouveau sondage sur les canadiens étant à la recherche d'emplois. Nous examinons les effets sur la recherche d'emplois ainsi que sur les perceptions de la discrimination chez les hommes et les femmes. Les résultats de notre recherche indiquent que la couverture des bénéfices d'équité au travail durant la période d'emploi réduit le temps relatif qu'il faut pour les femmes de se retrouver un emploi. Cela est dû à la différence significative entre le taux de rappel chez les femmes et les hommes. De plus, la couverture des bénéfices d'équité au travail réduit l'écart entre les hommes et les femmes en ce qui concernent les perceptions sur la discrimination. Malheureusement peut-être, cet effet est opérationalisé par une augmentation de cette perception chez les hommes au lieu d'une réduction de cette perception chez les femmes. /// Using a new survey of Canadian job searchers, this paper attempts to measure the effect of employment equity laws on job search outcomes, and on perceptions of discrimination by both men and women. We find some evidence that employment equity coverage in a pre-separation job reduces the relative amount of time it takes women, versus men, to become re-employed. This effect operates largely through highly significant differences in the rate at which women and men are recalled to the pre-separation employer. We also find that employment equity coverage reduces the gender gap in the extent to which workers feel harmed by gender discrimination. Perhaps unfortunately, this effect primarily occurs via an increase in men's perceptions of being harmed, rather than a reduction in women's.

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