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The article offers information on the Sex Discrimination and Fair Work (Respect at Work) Amendment Act of 2021, implements certain recommendations of the Australian Human Rights Commission report titled Respect at Worked, on the Sexual Harassment in Australian Workplaces. It mentions Act amending several laws such as Australian Human Rights Commission Act of 1986 and Fair Work Act 2009.

An introduction is presented in which the author discusses various reports within the journal on topics including sexual orientation discrimination in America, protections for sexual minorities under Title VII of the U.S. Civil Rights Act, and presentations at a "Revisiting Sex" Symposium.

Abstract: Decisions of the Court of Justice have challenged traditional notions of sexual discrimination. In P v S and Cornwall County Council, the Court held that discrimination against transsexuals was contrary to the 1976 Equal Treatment Directive. However, in Grant v South-West Trains, the Court rejected arguments that Article 119 on equal pay prohibited discrimination on the basis of sexual orientation. This article contrasts the two decisions, and in particular focuses on the inconsistencies in the Court's definition of what constitutes sexual discrimination. The article further considers the underlying factors which may have influenced the Court's judgment, including the moral dimension and the political context of the two decisions. Finally, there is a discussion of the merits of equality litigation strategies, in particular at the Court of Justice. [ABSTRACT FROM AUTHOR]

The article discusses a court case on a petition for equal pay of equal value also known as the Sex Discrimination Act in Europe. Labour and Social Security Court dismissed the case for equal pay petition for a psychotherapist because there are clinical practices that a doctor can perform but psychologist is limited to. It details the case Enderby v. Frenchay Health Authority.

Reports key issues and developments relevant to the practice of law and the legal system in the U.S. compiled as of October 1983. Legality of sex discrimination by private thrusts; Rights of a mother to regain a child given up for adoption; Application of compulsory employment for top employees; Removal of inter-spousal tort immunity in Maryland; Trade practice in lawyer advertising.

Reports on several court cases tried at the U.S. Supreme Court compiled as of October 1983. Application of the sex discrimination law to retirement payouts; Guidelines for death sentence review; Award of compensation for violation of Title VI of the Civil Rights Act of 1964 in the absence of proof or discriminatory intent; Requirement on the use of airbags for vehicle safety.

Examines the possible long-run effects of the Sex Discrimination Act upon output as well as male wages and female wages after the hypothetical abolition of occupational differentials between men and women in Great Britain. Sex segregation in British labor market; Model of wage differentials between sexes in Britain; Effect of omitting capital from the model on estimates.

Presents a case on social policy, gender discrimination, equal treatment for men and women and different pensionable ages. United Kingdom Equal Opportunities Commission on the British public retirement system discriminating against men; British court's questions to the Court of Justice of the European Communities; Case analysis.

Analyzes the decision in `J.E.B. v. Alabama' and issues of discriminatory peremptory strikes. History of peremptory strikes; `Batson v. Kentucky'; Cases examining constitutional factors of gender-based peremptory strikes; Cognizable group theory; Sixth and fourth amendments; Impact of gender-based peremptory challenges on family law cases.

Since the early 1970's legislative efforts in the United States, such as Title IX of the Education Amendments Act, have been implemented to increase opportunities for women through a process of assimilation. Our research discusses the debate between assimilationist and separatist strategies for gender equality and empirically examines the relationship between opening legal-structural opportunities for women and successful negotiation of identity in a traditionally male-dominated context. Using qualitative methods, we examine female intramural sports officials attempting to negotiate a legitimate identity in games involving male participants. Our analysis indicates that legal access to structures does not mean ideological legitimation. Even worse, it appears that in order to gain any form of acceptance, women are forced to exhibit male-like qualities thereby perpetuating a deep-seeded sexism that can not be abolished through legislation. The paper concludes by suggesting that compromise between assimilationist and separatist positions should be sought whereby social arenas, such as sport activity, accept expression of non-paternalistic qualities. [ABSTRACT FROM AUTHOR]

The article presents the author's views regarding the decisions of the case Tower Boot Co. Ltd. v Jones and Waters v Commissioner of Police of the Metropolis which tackles the practical effectiveness of sexual and racial harassment law in Great Britain. It examines the sex equality law of the European Community wherein it establishes correct disparity. Moreover, the protection of part-time employees based on the law proscribing indirect sex discrimination is also discussed.

The article focuses on gender discrimination on the basis of sexual orientation in Great Britain. It mentions that transgendered people have claimed that they are framed in the language of equality on the grounds of sex. It notes that discrimination against transgendered people falls afoul of legal prohibitions.

This paper argues that UK insurance companies should abandon their policy of charging differential premiums and offering differential benefits to women and men on the basis of gender specific morbidity and mortality tables. The 1975 Sex Discrimination Act (SDA) permits such practices, although subsequent legal judgments, particularly in the European Court, have challenged aspects of them. However, the spirit of the SDA, as of recent European community legislation, is to outlaw unequal treatment which arguably reflects unfair, culturally-based or outdated stereotypes about the capabilities and the needs of either sex. First, this paper considers the contemporary legal and statutory context, as regards differential treatment of women and men, in which the British insurance companies operate. Secondly, it discusses certain conflicting views as to whether such differentiation is either 'fair' to the insured or commercially necessary for the continued viability of the insurance industry, drawing on the debates in this country and the United States. The paper concludes with some suggestions as to how changes might be introduced, on a legislative or voluntary basis. [ABSTRACT FROM AUTHOR]

The article reports on the role of the sex differences in the student ability to comprehend basic economic concepts. There is some evidence that differences in certain cognitive understandings and cognitive abilities exist between the sexes. In July 1975, Title IX of Public Law 92-318 went into effect. The bill states that no person shall be discriminated against on the basis of sex. The law assumes that sex discrimination is not based on any real differences in productivity, output, attitudes or knowledge. This article describes the results of a large-scale study that sheds some light on the question of when the male-female performance differential first appears as evidenced by a student's ability to grasp basic economic concepts. Sex does not matter as a determinant of economic learning. It appears that instruction in economics through high school is relatively unbiased with respect either to the sex of students or the correspondence of sex between student and teacher. If economic learning is heavily dependent upon spatial abilities, an entirely different kind of explanation for sex-related differences might exist.

The passage of such legislation as the Civil Rights Act, the Fair Labor Standards Act, the Employee Retirement and Income Security Act, the Occupational Safety and Health Act, as well as the growth of collective bargaining in the public sector, have led to a widening debate about the proper role of the arbitrator in relation to extremal law. Added to the growing body of literature on this issue is this examination of the criteria arbitrators have employed in deciding cases since 1970 in which there was a charge of sex discrimination. The problem is of particular importance because, according to the author, the Supreme Court in 1976 (General Electric v. Gilbert) took the first step toward taking sex discrimination issues in collective bargaining and arbitration out of the courts and returning them to the arbitration forum. This article thus reviews both legal and traditional criteria in the arbitration of these disputes. [ABSTRACT FROM AUTHOR]

Addresses the standard provided by `Jenson v. Eveleth Taconite Company.' Discussion of the established standards of individual sexual harassment claims and class action sex discrimination claims; Outline of the court's decision on the `Jenson' case; Implications of the Jenson court's decision.

The article discusses federal policy for sex equity in vocational education in the U.S. Attention has been given to the sex equity provisions of the 1976 amendments of the Vocational Education Act (VEA) because of that legislation's emphasis on equity issues and because of vocational education's role in preparing young people for the world of work. The training that young people receive is an important determinant of the type of employment subsequently obtained. The passage of the 1976 amendments to the VEA required that recipients of federal funds, for the first time, undertake positive measures to eliminate sex bias, sex stereotyping, and sex discrimination from their vocational education programs. Based on a 1979 vocational education Office of Civil Rights survey, nearly half of the vocational education programs offered in the 10,584 public schools and colleges included in the survey had enrollments that were exclusively male or female. Women are concentrated in the traditionally female areas of health, consumer and homemaking, occupational home economics, and business and office programs.

States that the proposed Equal Rights Amendment would amend the United States Constitution so as to prohibit discrimination on the basis of sex by federal, state or local government officials, rules or statutes, but not generally by private individuals or groups. Conditions where private individuals or groups are prohibited from discriminatory practices; Mandate of the amendment; Required number of legislators for the ratification of the amendment; Recommendations of the National Organization of Women for nonratified states.

The article examines gender policies related to education in Australia and Europe from 1975 to 1985. Academic conferences have been held in Australia to discuss sex roles and science and technology in relation to gender. They resulted in the breakdown of male domination of society and increases in female recruitment. The federal government produced its "National Policy on the Education of Girls" in 1986. The Affirmative Action Act and an anti-discrimination legislation were also enacted. In Ireland, the Irish Equal Employment Agency commissioned a study on the practices of single-sex and mixed schools in order to examine sex differences and sex roles in education.

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The article discusses the Scottish court case Falkirk Council v. Whyte wherein the three respondent complainants were unsuccessful on application for first-level line manager due to unlawful sex discrimination. It mentions that the industrial court supports the complainants' claim and the employer appealed to the Employment Appeal Tribunal (EAT). The EAT dismissed the appeal of the employer due to the situation of indirect sex discrimination.

The article discusses two cases Tower Boot Co v Jones and Waters v Commissioner of Police of the Metropolis. Both the cases are related to work-related discriminations which highlights the responsibility of employer for individual acts of bias or malice. It also offers information on the Sex Discrimination Act 1975 of Great Britain.

This paper explores the theoretical foundations of American sex discrimination law. Traditional legal frameworks have analyzed gender issues in terms of gender difference. Yet, under this approach, sex-based differences have been both overlooked and overvalued. In some instances, such as occupational restrictions and military service, courts have transformed biological distinctions into cultural imperatives. In other cases, such as those involving pregnancy, sex-based differences have remained unacknowledged and unaddressed. The alternative framework proposed here focuses less on gender difference than on gender disadvantage-on inequalities in the sexes' social status, political power, and economic security. Taking issues surrounding occupational restrictions, protective labor, and maternity policies as representative examples, the paper suggests how a contextual inquiry can usefully shift gender discrimination law from its focus on difference to the consequences that follow from it. For most of this nation's history, the law's approach to gender difference has alternated between exaggeration and neglect. Neglect has been the preferred strategy; the recent cluster of Bicentennial conferences on women and the Constitution is an ironic reminder of that fact.' When the nation's founding fathers spoke of "We the People" they were not using the term generically. Although subject to the Constitution's mandates, women were unacknowledged in its text, uninvited in its formulation, unsolicited in its ratification, and, before the last quarter-century, largely uninvolved in its interpretation. Yet, as these recent conferences also testify, such patterns of silence have been broken. Women have found a voice. how we should use it is a question worthy of greater exploration. The following analysis considers a specific set of questions about voice. How we describe the relation between the sexes involves a politics of paradigms that legal decision makers rarely acknowledge or address. For the most part, traditional legal frameworks have analyzed gender issues in terms of gender difference. Under this approach, sex-based distinctions have been both overvalued and overlooked. In some contexts, such as occupational restrictions, courts have transformed biological differences into cultural imperatives. In other cases, such as those involving pregnancy, those differences have remained unrecognized. Significant progress will require an alternative framework, one focused not on gender difference but on gender disadvantage. [ABSTRACT FROM AUTHOR]

Discusses Norway's prohibition of sex discrimination in advertising. Experiences of the Norwegian Consumer Ombud; Assessment of advertisements by the Ombud itself and the Norwegian population; Success of Article 1.2 of the Norwegian Marketing Control Act, which regulates sex-discriminatory advertising; Disappearance of certain kinds of portrayals of women from Norwegian advertisements.

The article focuses on the recent Equal Opportunities Commission (EOC) document on female appointments to public bodies in Great Britain. It is one of the latest in a long series of research reports. It is of interest for three reasons. First, it is one of the products of an approach to implementation of the Sex Discrimination Act (1975) that has been widely criticised. Secondly, its contents record the dismally few inroads made by women into public life since the Act, despite some, albeit small, improvements in the extent to which they are becoming qualified in new fields. Thirdly, its subject matter, public appointments, is itself part of the explanation for decisions about priorities within the EOC.

Examines race, sex and minority group discrimination legislation in the United States, Canada and Great Britain. Role of legislation; Scope of equal employment legislation; Consent decrees and court cases; Affirmative action and reverse discrimination.