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Every year the number of Moroccan women who travel temporarily to Spain to work in the berry farm grows. In the year 2022 there were 19,000 women. However, this activity is accompanied by labor irregularities, complaints of sexual abuse and other problems that have drawn the attention of international organizations. The aim of this article is to expose the existing breach of labor rights based on the construction of a recruitment profile and the emerging response and attitude of resistance on the part of migrant women in the province. The methodology starts from a feminist point of view and an ethnographic study is carried out, from February to April 2022, where the main axis will be the stories of Moroccan women. Among the conclusions we discover how the search for a recruitment profile based on discriminatory elements that guarantee the return of women workers leads to serious consequences such as the systematic breach of their labor rights. [ABSTRACT FROM AUTHOR]

Introduction: It should be an organizational commitment to ensure that both men and women have equal access to employment opportunities without experiencing or feeling any form of workplace discrimination. Nations like Colombia, with the support of institutions such as the International Labour Organization (ILO), have worked diligently on formulating policies to eliminate discrimination worldwide and provide equal opportunities in the workplace for all individuals, regardless of their religious beliefs, political ideology, skin color, sexual orientation, or origin, among other factors. Objective: To analyze how processes of discrimination can impact the generation of decent work for all individuals. Materials and Methods: To achieve the research objectives, both qualitative and quantitative methods were employed under a descriptive approach with correlational statistical analysis. Results: It can be established that the establishment of decent and dignified work for individuals is reflected when there is no workplace discrimination. This reflects the organization's interest in viewing individuals as fundamental elements for organizational development and competitiveness. Conclusions: Today, no society is free from any action related to discrimination. In light of this, it is important to emphasize that workplace discrimination is a phenomenon that is not local or national but universal in nature and constantly evolving. [ABSTRACT FROM AUTHOR]

This article identifies processes of gender-based labor discrimination in the Peruvian tourism sector, we analyze the determinants of the gender wage gap between men and women in the context of the COVID-19 pandemic. We use the National Household Survey between 2018-2021 and the methodology of decomposition of wage gaps by quantiles proposed by Machado and Mata (2005), which includes a correction for selection bias in the labor participation of men and women in the tourism sector (Buckinsky, 1998; Albrech et al., 2009). The wage gap was decomposed into differences in job characteristics (education, experience) and differences in the returns to such characteristics. The results show that the wage gap is unfavorable to women and is mainly explained by differences in returns, mainly in the lower quantiles of the wage distribution. Labor discrimination processes against women in tourism would have increased during the pandemic, in particular the sticky floor effect. [ABSTRACT FROM AUTHOR]

Access to work for people with disabilities (PWD) presents barriers such as discriminatory recruitment practices, lack of reasonable adjustments, poor accessibility, and stereotypes. In order to identify the critical career development factors that favor nondiscrimination of PWD, this work conducts a case study in which semi-structured interviews with workers with disabilities, their bosses, and the selection director of a clothing company in Medellín were carried out. The analysis was done with the ATLAS.ti tool. The findings showed that some key factors for career development that do not give rise to discrimination could be referring to other experiences of inclusion, mobilizing stereotypes, relying on intermediary institutions, and making reasonable adjustments. This study has relevance for academics and organizations interested in promoting labor inclusion. [ABSTRACT FROM AUTHOR]

Objective: This paper intends to analyze the laboral problems that people wi the pilepsy present, recognizing the problems' origin and the people involved in them. The national and international laws that protect this persons against this type of discrimination were also analyzed as part of the investigation. Material and methods: Multi-method quantitative and qualitative. We obtained the prevalence of type of seizure, their employment status and educational level; in the qualitative method there were applied and recorded depth interviews to three groups of patients: a) working, b) those who have worked but are currently unemployed and c) those who have never worked. Results: The questionnaire was applied to 64 subjects, of which 56 met the inclusion criteria, 53% were females; the average age is 42.5 years. In the employment status 39% are currently working, 32% unemployed and 29% have neverworked. For this last group,45% is because a disabilities and 25% because the companies not hired due to the epilepsy. Conclusions: The results of study show us that the bioethics principles of dignity, integrity and solidarity of the people with epilepsy are violated in the work environment. [ABSTRACT FROM AUTHOR]

Introducción: De los 36 millones de personas que viven con VIH en el mundo, el 63 %, aproximadamente, son activas a nivel laboral, pero poco se sabe de los significados que el trabajo representa para ellas. Objetivo: Comprender los significados que el trabajo tiene para un grupo de trabajadores con VIH y que viven en la ciudad de Bogotá. Metodología: Estudio de tipo cualitativo, hermenéutico e interpretativo, en el que participaron voluntariamente once trabajadores (seis mujeres y cinco hombres), seleccionados según criterios de pertinencia y adecuación. La muestra se definiópor saturación teórica, y la recolección de datos se dio mediante una entrevista semiestructurada. El análisis siguióla técnica hermenéutica propuesta por Diekelman, Allen y Tanner. Resultados: Para los participantes del estudio, el significado del trabajo, cuando se vive con VIH, se encuentra sustentado bajo tres categorías: 1) “Empleabilidad, tipo de empleo y manejo de horarios", 2) “Salud, trabajo y VIH" y 3) “Entorno social y laboral del VIH". Conclusiones: El VIH significa una disminución en las posibilidades laborales, que afecta las condiciones extra- e intralaborales del trabajador, principalmente debido al estigma que se impone a la infección, lo cual lleva a acciones de discriminación e influye en las opciones de empleo. Trabajar es un determinante fundamental en el acceso a la salud y, por ende, en su mantenimiento. [ABSTRACT FROM AUTHOR]

Given the legal turmoil generated by the reform of Article 1 of the Republic's General Constitution, which establishes the Human Rights recognized by the Mexican State -in the various treaties generated in this regard- as the guideline to which it circumscribes the administration of our justice, makes an in-depth and sustained analysis imperative that informs us of the degree of their application. Given the series of inconsistencies based on reasoning about the application of definitions of positive law, generated from the subscription by the Mexican state to several international treaties on discrimination and because of reflections that arise from the theoretical concepts of the different existing studies on the subject, sponsored by international organizations, some of which are exposed in the body of the present documentary research, it could be concluded that in our country there is an institutionalized discrimination against this sector of the population that inevitably questions the apparent intention of universalize the observance of human rights. [ABSTRACT FROM AUTHOR]

Law 1010 of 2006 specifically regulated workplace harassment in Colombia. This legal change has not had a particular impact or any particular effect on judicial decisions that address working conditions and the treatment of workplace discrimination. Thus, judicial decisions are made taking into account a number of arguments that could be made with or without this law. For an analysis of this matter, it is necessary to look at case law that occurred both before and after the law was passed as well as the debates that preceded its enactment in order to show whether this regulation introduced new elements that promote a resolution to labor-related discussions. [ABSTRACT FROM AUTHOR]

El artículo presenta las condiciones de inserción del elemento negro en el mercado de trabajo después de la abolición, discute el papel que desempeña la educación como palanca para obtener mejores posiciones y puestos de trabajo para ese segmento de la población, y destaca la importancia que tiene aún la discriminación racial y de género en la producción y reproducción de las desigualdades en el mercado de trabajo. Discute, fundamentalmente, el papel de la Constitución de 1988 en la consolidación de los marcos jurídicos en la lucha antidiscriminatoria en el mercado de trabajo en Brasil. [ABSTRACT FROM AUTHOR]

Any discussion of obesity in the domain of health and beauty takes on a perspective with negative consequences for corpulent women. Overweight women are discriminated against, along with traditional sexism. Five related questions are discussed by analyzing on-line newspapers and personal blogs: different ways women are discriminated against in employment, the contexts of discrimination, the arguments used for legitimating that rejection, the arguments used by women in answer, and the differences in rejection of corpulent women and men. This rejection is articulated in a culture of segregation at work and a set of strategies intended to normalize discrimination. This paper attempts to specify the discourses of discrimination in the workplace, open the question to public debate, and stimulate thought about affirmative proactive measures. [ABSTRACT FROM AUTHOR]

Since 1919, the Mexican Government subscribes and ratifies international trades. However, there are not empirical studies that reveal neither their level of efficiency nor the State actions taken afterwards. In that sense, this work tries to respond to the next question: Do international trades have some utility in Mexico? Given that the universe of population is too extensive, the analysis is limited to a concrete case: the women labor discrimination in the occupational market. For that, it is built and analyzed in an exploratory way, a set of variables that could serve on the future for building an index of efficiency which measures empirically the impact of the sign of those agreements and trades and their compliance by the Mexican State. [ABSTRACT FROM AUTHOR]

This article investigates how post-hire organizational processes behind evaluating and rewarding employee performance shape wage inequality within organizations. Using personnel data from one large private service organization, I identify and test the two main stages of a common contemporary employer practice —the extra compensation of workers using performance reward programs— in which racial and gender disparities can be introduced in the distribution of wage increases. This article shows that the first stage of the performance reward program —the performance evaluation rating stage— is affected, because of its subjectivity, by gender, race or nationality biases. Beyond this first stage, this article also highlights that bias still affects the translation of performance ratings into wage increases during the salary setting stage: My longitudinal analyses show that in the long run different wage increases are given to employees who have received the same performance evaluations, whereby equivalent employees (i.e. in the same job and work unit, with the same supervisor, and the same human capital) receive different wage increases even after having been given the same performance evaluation score, simply because of their gender, race or nationality. I conclude with a discussion of the relevance of these findings to our understanding of how frequently-used organizational practices such as performance-based salary rewards generate gender and racial gaps in wages within jobs in contemporary organizations. [ABSTRACT FROM AUTHOR]

Today, the segregation of occupations according to sex is an invisible frontier that structures the production system (61% of all workers find themselves in occupations that are either predominantly male or predominantly female). Our main purpose in analysing occupational segregation is to understand whether this separation implies differences in opportunities and/or labour rewards. In order to carry out this study, first the very phenomenon of occupational segregation is described and quantified with the help of the 2001 Census (to avoid sample error, something which might occur if we work with a very disaggregated —three digit— National Occupational Code, CNO- 94). Then, through multinomial logit regression and using the Labour Force Survey (EPA) and the Survey on Salary Structures (EES), personal characteristics, jobs and the businesses associated with segregated occupations are studied. The results demonstrate both the quantitative importance of the phenomenon and its close relationship with gender stereotypes. Furthermore, some characteristics of female occupations that call the theory of human capital into question and clarify some assumptions of the theory of labour market segmentation, emerge. [ABSTRACT FROM AUTHOR]

This article aims to analyse salary differences for reasons of gender in the different sectors of the Spanish economy during the unimpeded development of Franco's Spain (1960-1975). The first section reviews literature written about the reasons, in the history of economic thought, for such differences, with a view to establishing some hypothesis to explain them. The second and third sections specify the institutional framework of labour relations and the situation of women in the labour market during that period. The fourth section lists the different methods for observing the differences and occupational segregation. The fifth section takes the 1963-1975 Encuesta de Salarios to study the disintegrated evolution of gender salary differences by activity sectors and occupation, and the relationship between salary level, occupational segregation and salary differences is explored. The article ends with the main conclusions. [ABSTRACT FROM AUTHOR]

This work explores the determinants of the gender wage gap in Colombia for the period 1997-2003, using data from the Living Standards Survey (ECV). The estimations are done using quantile regression, in order to analyze the determinants at various points of the wage distribution and not only at the mean, as has been done by previous works. Based on regressions for income equations, a decomposition of the wage gap is performed. The results suggest that the gap is not explained by differences in the productive abilities of men and women, but by differences in their payment. Thus, the traditional methods employed to ameliorate the situation, such as placement laws would not be effective if they are not accompanied by comprehensive wage schemes based on achievements. Wage scales exist in Colombia's public sector and they have proved to be an effective way of diminish the gender differences in pay. [ABSTRACT FROM AUTHOR]