Marginalized to double marginalized: My mutational intersectionality between the East and the West

Intersectionality allows better understanding of the differences between individuals' experiences. In this article, I use intersectionality to explore how my lived experience of marginalization is different from one context to another. I reflect on how the nature of intersectionality and the intensity of oppression are altered by context. Grounded in a brief reflection of my fragmented experience in two different contexts, I explore how my identities and their intersection “mutate” from the Egyptian context to the UK context. Then, I reflect on how the intensity of oppression changed with this alteration in my intersectionality. In contextualizing my intersectional experience, first I problematize viewing intersectionality as a fixed acontextual ontology. Second, as a student immigrant and racialized minority in the United Kingdom, I seek to extend intersectionality and move beyond the traditional categories of race, class, gender, religion, and sexuality to include precarity as a pivotal social category that amplifies the intensity of oppression and marginalization, especially when intersected with race and gender. Finally, in sharing my reflection as a Middle Eastern woman, I contribute my unique experiences into the conversation, and a voice that has been muted, invisibled, marginalized, and excluded from the literature.     

Making Black Lives Matter in academia: A Black feminist call for collective action against anti‐blackness in the academy

In this article, as have many Black women scholars in the past, we again call for collective action against anti‐blackness and White supremacy in the academy. Drawing from black feminist theory, we discuss the long history of Black women academics' activism against anti‐black racism and introduce the current movement: Black Lives Matter (BLM). Although BLM is often construed as resisting anti‐black violence outside the academy, it is also relevant for within the academy wherein anti‐blackness is likely to be manifested as disdain, disregard, and disgust for Black faculty and students. We discuss some of the ways in which anti‐blackness and liberal White supremacy are manifested in the lives of Black faculty and students, and propose that non‐Black allies have key roles to play in resisting them. Like second‐hand cigarette smoke that harms everyone in proximity, anti‐blackness and White supremacy harm us all, and a shared movement is needed to dismantle them.     

我国高校女大学生就业歧视研究

在中国劳动力市场,大学生就业市场供求之间的矛盾越来越突出,就业歧视成为了人们关注的焦点。文章认为我国女大学生在就业过程中面临的歧视,从传统观念、法律、经济学等角度分析女大学生面临就业歧视的原因,构建一个以贝克尔歧视理论为基础的女大学生就业歧视模型,并根据模型提出解决女大学生就业歧视问题的对策。     

歧视与偏好:高校女性研究生就业特征研究

作为女性中的知识精英,在完成学校教育后能否顺利地进入职业生涯是女性研究生们实现从"学生族"向职业化"劳动族"转换、由知识精英向社会职业精英转型的关键。运用SPSS分析N大学2004—2007年女性毕业研究生实际就业状况,发现女性研究生在就业过程中表现出双向歧视抑或偏好特征。稳定性与社会声望较高的职业、沿海发达城市成为女性研究生们就业时的主要选择单位与区域。在遭遇"性别歧视"的同时,女性研究生们在就业实践中表现出对公司企业的"单位歧视"与中西部城市的"地域歧视"。     

偏见·歧视·颠覆——我国《公司法》第64条之批判

作为偏见与误解的产物,我国<公司法>第64条虽然有利于保护一人公司债权人的利益,但却对一人公司的股东严重不公,甚至堪称歧视.该条规定不仅违背我国<公司法>确立"一人公司"的初衷,而且违反公司法的一般原理.它的存在与施行不仅是对"一人公司"的否定,而且是对公司基本制度的颠覆.<公司法>第64条应当予以废止.     

就业中第一学历歧视的社会心理探析

第一学历歧视是一种新型的就业歧视,指用人单位在录取过程中,除了对最高学历进行审查外,还对毕业生的第一学历进行审查,分出等级,区别对待。伴随着高校扩招政策的实施,第一学历歧视现象越来越严重,损害了公民的平等权,尤其是就业平等权;大大挫伤了公民奋斗的积极性;严重影响了社会对人才的评价。造成就业中第一学历歧视产生的社会心理因素包括：刻板印象,大众对国家研究生招生和研究生教育的不信任心理,学生自身的不自信心理,企业招聘者的心理优势地位和名校情结等。相应的对策包括：转变传统观念,完善招生制度、提高教育质量,更新观念、培养学生健康心理素质,加强法制建设和完善救济。     

就业性别歧视的思考及对策

随着劳动力市场人才供过于求矛盾的日益凸现,受传统文化、＂性别亏损＂观念、女性自身素质、政策和制度等原因的影响,就业性别歧视已是一种普遍现象。因此,应打造女性公平就业的经济平台,健全就业和劳动市场相关的法律和政策,加大执法力度,传播性别平等观念,构建先进的性别文化以消除和减少就业性别歧视,给女性提供一个公平的就业环境。     

斯里兰卡民族冲突析论

绵延不绝的斯里兰卡民族冲突在很大程度上是西方殖民统治的产物。１９世纪英国殖民者逐步确立的单一制的中央集权体制深深地埋下了民族冲突的根源。独立后民族问题因成为政党竞争的政治筹码而日益复杂化。一直由僧伽罗族控制的中央政府在巩固单一制政体的过程中,采取了一系列针对泰米尔人的民族歧视政策,长久的民族积怨导致斯里兰卡的民族冲突愈演愈烈,旷日持久。     

中国城市性别收入差距研究

本文利用三年城镇住户调查数据研究在不同收入水平的群体里性别收入差距的程度以及成因。研究发现在1980年代,性别收入差距程度较小并且在各个收入水平上类似。而到了1990年代以后,性别收入差距的程度有所扩大并且主要集中在低收入群体里。本文还发现在低收入群体里较大的性别收入差距主要是由性别歧视造成的。本文由此建议社会更加关注低学历、低收入的女性劳动者,保护她们的权利,该群体是劳动力市场上最弱势的群体。     

Assessing gender inequality in the Turkish pension system

Abstract   Since the 1990s, the welfare regime in Turkey has become more market-oriented. The introduction of the Individual Pension System (IPS), a privately managed defined contribution scheme, is part of this process. This paper uses an autoregressive stochastic model in order to show the total effect of specific disadvantages, such as a shorter working life, less earnings, longer life expectancy, real wage growth, administrative cost and risk aversion, on the retirement benefits of women in Turkey. Using an actuarial model, the article aims to contribute to the literature by investigating the gender gap in the Turkish defined contribution scheme.