农村留守儿童平等发展权理论新思考

留守儿童问题从诞生之日起蕴含的实质就是对留守儿童平等发展权赤裸裸的剥夺,破译留守儿童问题的实质就是解决留守儿童平等发展权问题,用“发展权研究范式”取代“问题研究范式”才能跳出既有研究框架的窠臼。以平等发展权的崭新视角审视留守儿童平等发展权尚未厘清的核心理论,集留守儿童主体因素、权利的客体因素、平等发展的内容因素、留守儿童权利体系的地位因素于一体定义留守儿童平等发展权．从人权分析三要素对留守儿童平等发展权的构造进行鼎新阐释,探析留守儿童平等发展权的人权特征及其人权本原,既是发展权理论的丰富、发展和创新,又是严重匮乏的留守儿童平等发展权理论建构的奠基性环节。     

Verfassungen als Spiegel globaler Normen?

The founding of the United Nations permitted to define the discrimination of women as a problem concerning world society at large. Today, equal rights are considered as a global norm by which states and organisations are measured. The article focuses on the questions of how far global norms of equal rights govern national constitutions and on which kind of factors their national designs depend. For answering these questions we use a quantitative content analysis of family rights and equal rights in national constitutions (n = 164). In contrast to neo-institutionalist assumptions we found three clearly distinguished models of equal rights. They serve as dependent variables in a regression analysis which shows that equal rights evolve independently of the national degree of development. To the contrary, the cultural and religious tradition of a country, its inclusion into world society and the power of its civil society are far more decisive for their evolution.     

Theorizing equal opportunity in Muslim majority countries

This article offers an interdisciplinary and transnational review of feminist, management and Islamic literatures to develop an understanding of philosophical theorization and institutional framing of equal opportunity in employment in Muslim majority countries (MMCs). The review suggests that ‘the mainstream’ western literature on gender and equal opportunity, along with its secular orientation, may not capture the complexity of gender and equal opportunity in MMCs. Through integrating Islamic writings and gender scholarship, the article examines how equal opportunity theorizing may be advanced by Islamic philosophies and interpretations. In particular, it presents two concurrent principles of gender relations in Islam, for instance, equality and difference of women and men. While Islamic scholars generally agree that women and men are equal because both are created by one God, there are two competing interpretations with respect to the principle of difference between women and men. The first is an egalitarian interpretation which advocates affirmative action in women's favour, and the second is a patriarchal interpretation which supports women's subordination to men. We present this discussion and use it to develop our understanding of equal opportunity or lack thereof in MMCs.     

Promoting Gender Equality without a Gender Perspective: Problem Representations of Equal Pay in Finland

The current locus of promoting equal pay in Finland is the workplace. Legal instruments, like gender equality planning and its pay surveys, are to be implemented in workplaces. This development raises important questions about the central role of the local trade union representatives as promoters of equal pay. This article analyses how local trade union representatives construct the problem of unequal pay and their role in narrowing the gender pay gap and their possible agonistic adversaries in negotiations on equal pay. Different problem representations concerning equal pay are analysed and evaluated on the basis of their potential to fracture the gender‐blind wage bargaining culture and ability to cash in on the promises made towards narrowing the gender pay gap.     

The bilingual school – an educational model for civic equality in a divided society

The current study examines the workings of a bilingual school for Jewish and Palestinian-Israeli students and its contribution towards the goal of educating for equal citizenship in Israel’s multicultural society. The findings indicate that this school succeeds in advancing the notion of equal citizenship, as demonstrated in the fact that the school’s organisational structure and the curricular contents afford equal status to both nationalities. Findings of this study maybe relevant to other multicultural societies.     

Unions and unequal pay: The establishment of the “family wage”

Equal pay laws in many OECD countries establish the right of men and women to equal pay for work of equal value. Nevertheless, during the first half of the 20th century, before the enactment of equal pay laws, employers and unions in several countries promoted unequal pay through “family wage” arrangements. This article seeks to improve understanding of the historical and sociological origins of “family wage” arrangements through both comparative research and in‐depth historical archival research on family wage arrangements in Israel. It shows that unions played a complex role in promoting family wage arrangements. While their action refected their patriarchal understanding of society, they were also guided by socialist principles.     

Temporary Work in the Public Services: Implications for Equal Opportunities

This article examines the impact of the growing number of temporary employment contracts in the public sector on equal opportunity theory, policy and practice. Quantitative and qualitative data from two case study local authorities are utilized to examine the mechanisms by which temporary work becomes an equal opportunities issue. A strong association between part‐time work and temporary employment status is demonstrated as an important aspect of the gendered nature of temporary work. Links between ethnicity and temporary work are less clear but are based upon the insecurity of targeted funding for teachers and the under‐valuation of the skills of the workers concerned. The data indicate that temporary workers are largely excluded from equal opportunity policy and practice, bringing into question a concept of equality that can permit less favourable treatment for certain groups of workers. It is argued that public sector restructuring, particularly concerning decentralization and the quest for flexibility, has facilitated the differential treatment of employees, thereby fundamentally eroding the basis of equal opportunity policy and practice.     

What money can’t buy: The psychology of financial overcompensation

When a financial damage has been inflicted, perpetrators can satisfy victims’ outcome related concerns by providing a financial compensation. Few studies have investigated, however, whether overcompensation (i.e., compensation that is greater than the damage suffered) is more beneficial than equal compensation (i.e., compensation that covers the exact damage suffered). The results of four studies show that overcompensation offers no effects in addition to the impact of equal compensation, and that it even provokes negative outcomes. More specifically, overcompensation is attributed to occur because of a lower level of moral orientation on the part of the perpetrator (Study 2 through 4), leads to less favorable perceptions of the perpetrator (Study 2 and 4), and lower levels of trust in the perpetrator (Study 3 and 4) than equal compensation. No significant differences between overcompensation and equal compensation appeared for relationship preservation and cooperation (Study 4). These results show that while overcompensation may rebuild cooperation (albeit not more effectively than equal compensation), it does so at a monetary and relational cost that limits its effectiveness as a tool to promote true interpersonal trust. The present studies thus show that a large financial compensation does not provide any surplus value in terms of psychological outcomes and relationship continuation, even though such compensation best satisfies a victim’s economic needs.     

Denied Citizens of Turkey: Experiences of Discrimination Among LGBT Individuals in Employment,Housing and Health Care

The purpose of this article is to explore experiences of discrimination against lesbian, gay, bisexual and trans (LGBT) individuals in three domains of social policies: employment, housing and health care — domains in which LGBT individuals are not openly recognized as equal citizens and anti‐discrimination legislation is absent in Turkey. Drawing on qualitative content analysis of the data collected from 14 focus group interviews with 139 LGBT individuals conducted in ten provinces of Turkey in the first half of 2014, this article sheds light on diverse forms of discrimination facing LGBT individuals in employment, housing and health care in a largely under‐researched country. The article concludes that the contemporary understanding of Turkish citizenship and its practice are rooted in heterosexist universalism that does not recognize LGBTs as equal citizens, which, in turn, leads to systematic breaches of LGBTs' social rights in employment, housing and health care. The article shows that even strong and universalistic social policies fail to serve LGBTs on an equal footing with other citizens unless equal citizenship rights of LGBTs and anti‐discrimination principles are recognized and realized.     

Building Strategies: Equal Opportunity in the Construction Industry

The building industry, as one of the last male bastions, has seen a significant degree of resistance to concepts such as ‘gender equity’ and ‘affirmative action’ and resentment at what is seen as the ‘big brother’ approach of the government's ‘social justice’ agenda. There is a widespread misinterpretation of ‘equal opportunity’, with men either taking the stand that women are not equal physically or that if they want equal opportunity they must demonstrate that they can do everything in the very same way that a man does on the building site. Recent work suggests that organizations which are proactive on equality issues have usually extended the equal treatment model to incorporate difference initiatives such as mentoring, fast-tracking into promotion positions or going out of their way to recruit from minority groups. It is argued here that, in an area such as the building industry, it is crucial to combine both strategies if the issue of women's disadvantage is to be adequately addressed. This paper explores girls' experience of entry-level and trade training, the attitudes of male workers and contractors to female apprentices, and the issue of support from teachers, vocational guidance officers and parents. Queensland has been chosen as the site for this study because, after a long period of conservative rule, it had become the most ‘backward’ of all the Australian states in matters of gender equality. The advent of the Goss Labour Government (1989–96) provided opportunities both to ‘catch up’ and to learn from the limitations of earlier equal opportunity initiatives.     

'Race', employment and equal opportunities: towards a political economy and an agenda for the 1990s1

This paper attempts to provide a broad overview of the recent history of equal opportunities, particularly of work-place policies and programmes directed towards ethnic minorities. It identifies three main stages in the recent history of equal opportunities at the work-place and seeks to connect these with an analysis of the economic arrangements and dominant political philosophies characteristic of each phase. The paper concludes by noting that there is currently a widespread view that equal opportunities policies represents a happy coincidence of principle and expediency for firms in the 1990s. It suggests that whilst a number of trends with the potential to realise this promise can be discerned, other outcomes are possible. Writing in mid-1992, it remains to be seen whether the new rhetoric of citizenship and business efficiency can secure both the continuing commitment of those with the power to make changes and the enduring support of the disadvantaged.     

Cultural and Status Differences in Intergroup Conflict Resolution: A Longitudinal Study of a Middle East Dialogue Group in the United States

Supporters of the contact hypothesis have arguedthat positive intergroup contact is facilitated whenparticipants have equal status with one another.However, the exact dimensions of equal status are often unclear, having been defined variously as equaloccupational status, having close friends of anotherrace, or having equal roles in the contact situation.This paper argues that cultural differences between groups must be taken into account, particularlywhen intergroup contact occurs in formal conflictresolution exercises. Non-Western participants will beat a disadvantage when attempting to find common ground with Western participants in conflictresolution exercises based on Western culturalpractices. Based on a 6-year participant observationstudy of a Palestinian-Jewish dialogue group, this paper argues that familiarity and expertise in usingthe culture-based rules of interaction play an importantbut often subtle role in intergroup conflict resolution.Participants must have some basic equality in their ability to function within thedominant culture.     

Public Opinion, Demonstrations,and the Passage of Antidiscrimination Legislation

This paper considers the relationship of public opinion anddemonstrations to the passage of federal civil rights legislationsince World1 War II. Congress passed such legislation when substantialmajorities of the population favored equal rights and the proportionfavoring equal rights was clearly increasing. The evidence isconsistent with the notionthat civil rights demonstrations playeda significant role in the passage of the legislation. Both demonstrationsandchanges in public opinion appear to have been necessary componentsof the drive to provoke congressional action.     

A neoclassical Kaldor model of real wage declines

A model linking macroeconomic equilibrium and income distribution in balanced growth equilibria is developed as a variant to the Kaldor model of factor shares. It departs from the original Kaldor model in assuming equal saving rates and a neoclassical production function. Macroeconomic equilibrium (national savings equal to investment) combines with competitive microeconomic behavior to determine the real wage and real interest rate. An increase in the ratio of national debt to labor reduces the real wage, explaining recent declines.     

Intertwining Gender Inequalities and Gender‐neutral Legitimacy in Job Evaluation and Performance‐related Pay

This article analyses the intertwining inequalities in wage determination and the gender‐neutral legitimacy that pay systems provide by masking these inequalities. Job evaluation and performance‐related pay were originally designed for purposes other than promoting equal pay, namely as managerial tools for determining wage levels. Typically, the main objective of a pay system is not to promote equal pay. Still, as a tool for assessing the value of work, job evaluation is regarded as a central method in promoting equal pay. The use of job evaluation is recommended by the European Commission and the International Labour Organization, and often features in gender‐equality policy and legislation. In contrast with the status of job evaluation, little research exists on performance‐related pay and gender pay equity. The findings show that the wages determined by pay systems reflect gendered cultural valuations of jobs and occupations. Pay systems provide gender‐neutral legitimacy for gender‐based wage disparities.     

Population monotonic rules for fair allocation problems

We consider the property of population monotonicity in the context of fair allocation problems in private good economies. It is already known that the property is compatible with the equal division lower bound. We show that if the equal division lower bound is replaced with no envy, the compatibility does not hold. We also show that the incompatibility persists even though no envy is weakened to no domination or -no domination. Hence, among the fairness criteria mentioned above, only the equal division lower bound is compatible with population monotonicity.This part of my dissertation thesis. I thank to my advisor William Thomson for many valuable comments. I also thank to Youngsub Chun and Yangkyu Byun for their comments. All remaining errors are, of course, mine.     

Inequality, new directions: full ethical foundation and consequences

Deriving comparisons and measures of inequality from full ethical foundations was a main innovation of the 1960s and pursuing it is still a most fruitful direction. This implies using “equal equivalents” and some principles particularly rich in meanings. Multidimensional inequalities can be measured and compared thanks to the “equal-equivalent manifolds”. The “equal-equivalent utility function” defines individual “welfare” cleaned of differences in sui generis individual tastes and hedonic capacities deemed irrelevant for “macrojustice”. Then, equal allocation is a deeper end-value than equal welfare but has to be complemented by free choice for freedom, Pareto efficiency and a demanded partial self-ownership. The result is the richly multi-meaning “equal-labour income equalization”.     

Evaluation of high and equal status male and female touchers

Henley's theory of touch and status was explored in a study where male or female subjects spoke to a male or female interviewer with equal or higher status who either touched or did not touch them. Men were relatively less favorable toward equal status and female interviewers who touched them. Status and sex of the touching interviewer did not influence reactions of women. Female interviewers who touched were evaluated more favorably when they had high rather than equal status. Evaluations of touching male interviewers were not moderated by status. Ratings of interviewer status were not influenced by interviewer touch. This finding contrasts with results from studies showing that higher status was ascribed by observers to people initiating touch in photographs and videotapes. It will be necessary in future research to determine the conditions under which touchers can achieve status in the eyes of people they touch.The authors express appreciation to Bruno M. Kappes for his helpful suggestions on the study and to Susan Johnson for her assistance with graphics.     

公共服务均等化的发展困局与效率提升——英国的经验及启示

提要：英国在二战后通过政府的全面介入,初步实现了基本公共服务的均等化,然而政府包揽模式所存在的效率低下问题,使其在70年代政府财政缩减的情况下陷入严重的困境。英国由此推行准市场化改革,显著地提升了公共服务均等化的运行效率,有力地保证了均等化的持续发展。其历史经验、政策思路和制度设计安排值得我们借鉴。     

Employment discrimination against older workers: an experimental study of hiring practices

Pairs of resumes, one for a 57-year-old and the other for a 32-year-old, were mailed to 775 large firms and employment agencies across the United States. Although the resumes presented equal qualifications, the older job seeker received a less favorable employer response 26.5% of times when a position appeared to be vacant. Vigorous enforcement of equal opportunity laws as well as initiatives to change employer attitudes are appropriate responses to such discrimination. The technique of employment testing, demonstrated in this research, can be useful in both efforts.