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Employment equity initiatives--redressing past inequities or discrimination by promoting the hiring of members of underrepresented groups--are controversial and divisive. Although a national Gallup poll (1993) indicated 74 % of Canadians felt a person's qualifications should solely determine hiring decisions, many have little knowledge and understanding of the issue. Adopting a discourse analytic framework, this research explores employees' understandings and perceptions of an employment equity initiative in a mid-sized Canadian organization. Employment equity was seen as problematic and not well understood, and individuals eligible for employment equity initiatives were marginalized. This study contributes to identifying the misunderstandings and underlying sources of tensions with employment equity principles, legislation and administrative regimes. Les mesures d'equite en matiere d'emploi--consistant a redresser les injustices ou les discriminations du passe en favorisant l'embauche de membres de groupes sous-representes--pretent a controverse et entrainent des divisions. Alors qu'un sondage Gallup a l'echelle nationale (1993) a indique que 74 % des Canadiennes et des Canadiens estimaient que seules les qualifications d'une personne devraient determiner les decisions en matiere d'embauche, nombreux etaient celles et ceux ayant peu d'information sur la question. En adoptant un cadre d'analyse du discours, cette recherche examine comment les employes comprennent et percoivent les mesures d'equite en matiere d'emploi dans un organisme canadien de taille moyenne. L'equite en matiere d'emploi etait consideree comme une question grave et mal comprise, et les personnes admissibles aux mesures d'equite en matiere d'emploi etaient marginalisees. Cette etude aide a identifier les malentendus et les sources de tensions sous-jacentes concernant les principes, les lois et les programmes administratifs relatifs a l'equite en matiere d'emploi., Introduction Employment equity seeks to increase the representation of historically disadvantaged groups in employment. However, there has been little research that examines the attitudes toward employment equity among Canadians. This [...]

Purpose: This research aims to explore the role of values, family, and non-family influences on career choice in management among a sample of US MBA students. Design/methodology/approach: Data were collected using self-reported questionnaires from 109 students in a mid-sized university located on the west coast of the USA. The respondents were in the first semester of their MBA program. Males and females were almost equally represented in the sample. Findings: This study did not find people (family and non-family) to be a predictor of career decisions. Instead, these decisions reflect the independent-self among US students in the career choice and exploration process. In particular, the students placed a strong emphasis on self-development (i.e. education). Most of the respondents aspired to careers, and not jobs or callings, reflecting a desire for career benefits and becoming wealthy. Men and women, with few exceptions, appear to have similar patterns in the factors affecting their career choice. Many of the factors found to have relationships with variables related to career choice in management also have strong cultural influences. Practical implications: The predictor variables generally accounted for modest variance on most career outcomes, suggesting complexity of the career choice process. There were country differences in several predictor variables associated with a career choice in management. The US sample was different from other countries, suggesting the importance of national cultures and values in career choice and career expectations. Originality/value: This study builds upon the factors previously reported to influence career choice in management. (Contains 2 tables.)

Purpose: The purpose of the paper is to explore the views, career expectations, and job search behaviours among a sample of business students. It also aims to examine the role of campus career services in shaping students' careers and how cooperative education influences their expectations and aspirations. Design/methodology/approach: A field survey involving 20,771 students across Canada was conducted by a strategic consulting firm. This research is a part of a broader research project commissioned by a consortium of large Canadian companies to understand better the views of university students on jobs, organisations, careers and perceptions of their organisation. Findings: The study found that cooperative students appear to have more realistic expectations, have better self-insights into their own abilities and desires, and report higher self-confidence. They also placed greater emphases on the "people" and "work" dimensions of a firm. Students with higher abilities also reported similar characteristics and preferences to those of cooperative students. These characteristics are important because they have been linked to greater recruitment success. Additionally, the job search process among students appears to have shifted from more traditional approaches to electronic channels such as the internet. Practical implications: University students continue to be a significant source of hiring for professional and managerial jobs. Employers should connect with university students to understand their views, expectations, and job search process. Employers are also well advised to create a familiarity with university students, and to participate in cooperative education since it can highlight the realities of job and careers in contemporary organisations. These strategies in combination can assist employers with greater recruitment success and long-term organisational performance. Originality/value: This research, based on a large field survey of university students, builds on Cable and Turban's employer knowledge framework, and provides valuable insights into the workforce of the future and strategies for greater recruitment success. (Contains 4 tables.)

Evidence shows that gay men hold fewer government jobs in the US than their share of the population would predict. Two large surveys of Canadian university and college students, however, indicate no lack of interest in public sector jobs among gay, lesbian, transgender and queer people (GLBTQs). This article explores data on the differing perceptions, motivations, and expectations of GLBTQ students of public and nonprofit employment. We find that (1) GLBTQs are more likely than heterosexuals to prefer public and nonprofit sector employment; (2) GLBTQ career goals and work values predict stronger desire for public and nonprofit sector jobs than heterosexuals; and (3) GLBTQs expect to pay a smaller penalty for working in the public and nonprofit sectors. Les preuves montrent qu'aux E.-U., les homosexuels occupent moins de postes gouvernementaux que leur proportion de la population ne le laisserait entendre. Cependant, deux importants sondages menes aupres d'etudiants dans des universites et colleges canadiens indiquent que ce n'est pas par manque d'interet de la part des gais, lesbiennes, bisexuels, transgenres et queer (GLBTQ) pour les emplois du secteur public. Cet article etudie des donnees sur les perceptions, motivations et attentes divergentes des etudiants GLBTQ quant aux emplois du secteur public et du secteur a but non lucratif. Nous concluons : 1) que les GLBTQ sont plus susceptibles que les heterosexuels de preferer des emplois dans le secteur public et le secteur a but non lucratif; 2) que les objectifs de carriere et les valeurs de travail des GLBTQ laissent entendre un plus grand interet que les heterosexuels pour des emplois dans le secteur public et le secteur a but non lucratif; et 3) que les GLBTQ s'attendent a payer une plus faible penalite pour travailler dans les secteurs public et a but non lucratif., As a stigmatized minority, GLBTQs (gays, lesbians, bisexuals, transgenders, and queers (1)) have struggled for decades to strengthen their voice in government. One path to policy impact that particularly interests [...]