6) Contract compliance. The experience from the U.S.A. (and to a lesser extent Canada) suggests that contract compliance is an effective positive action policy, changing key employers' practices with minimum pain and resistance and resulting in improved employment and retention rates amongst large corporations.
7) Covenants. The experience of the Netherlands suggests that the small-scale direct approach adopted for the Covenants that facilitate co-ordination between employers with vacancies and labor exchanges with access to ethnic minority jobseekers can increase ethnic minority employment rates.
8) Enforcement mechanisms. In addition to being clearly and coherently explained and defended, positive action policies need to be backed up by robust enforcement mechanisms if employers are to comply. These should entail mandatory goal-setting and vigorous enforcement, including sanctions (such as debarment), by government.
9) Availability index. The experience from the U.S.A. suggests that the creation of availability indices is an important mechanism for establishing who is qualified and potentially available for work.
10) Overseer. The experiences of the U.S.A. And Canada suggest that the creation of an institution responsible for overseeing contract compliance programs is crucial for the effective implementation of the policy.
11) Resources. The implementation of a contract compliance program needs to be well resourced.
12) Bureaucracy-light. The policies also need to be bureaucracy-light if employers are to embrace the scheme with any degree of enthusiasm. Too much red-tape places a particular burden on small employers, and may risk alienating employers generally.
13) Review. Positive action programs should be regularly reviewed in relation to effectiveness, business efficiency and fairness.
14) Supply-side. Ethnic minority education and job skills levels need to be addressed.
15) Religion. Positive action programs should consider both religious and ethnic minority equality measures. (Dhami, Squires and Modood, 2006)
The work of Cheung and Heath was recently focused on ethnic minority labor market participation and examined the extent to which ethnic penalties is applicable to members of minority groups. Ethnic penalties are defined by Cheung and Heath as "estimates of the extent to which ethnic minorities are disadvantaged in comparison with people belonging to the charter population who have the same age, educational qualifications and marital status." (in Dhami, Squires and Modood, 2006) Cheung and Heath worked with data form the 1991-2001 General Household Surveys and state findings that "first-generation visible minority men (African, Caribbean, Indian and Pakistani/Bangladeshi) had poorer chances of avoiding unemployment that did men of British ancestry of the same age and marital status and with similar educational qualifications." (Cheung and Heath; in Dhami, Squires and Modood, 2006) Cheung and Heath also stated findings that no significant difference in ethnic penalties experiences by first and second generation and that "at all levels of education the visible minorities had much higher probabilities of being unemployed than the charter population." (Dhami, Squires and Modood, 2006) However, findings are much different fro the second education in relation to access to salary, routine non-manual work and skilled manual work in that "where none of the visible minorities, male or female "experience a significant ethnic penalty in access to the higher classes. Cheung and Heath concludes "that second generation ethnic minorities appear to have similar chances of gaining access to the higher classes as do the charter population." (Dhami, Squires and Modood, 2006) Cheung and Heath's research findings suggest that "discrimination is a likely explanation for the ethnic penalties experienced by second-generation visible minorities in unemployment" in that while they have the same access to salary as do their peers they are less likely to get a job than their peers in the charter population.
II. REPORT of the EUROPEAN EMPLOYMENT OBSERVATORY
The work of Eleanor Breen entitled: "Contribution to the EEO Autumn Review 2006 'Flexicurity'" states that the term "flexicurity is rarely heard in UK policy debates." (Breen, 2006) the UK is stated to have "over a long period, fostered a dynamic and competitive economy based on flexible labor markets, flexible working arrangement and active labor market policies (ALMPs)." (Breen, 2006) Breen reports that the UK has in place "reliable and responsive learning systems to ensure the continuous adaptability and employability of workers" and states that there has been a rise of 4.5% of GDP to 5.5% in 2005/6 in total spending on education which is reflective of "the major increase in education as a priority in the UK, but also the longstanding under-investment by previous UK governments." (Breen, 2006) There still is much room for improvement evidenced by the Leitch Review of Skills which states findings that: "more than one third of adults do not...
Equal Opportunity The most important piece of legislation concerning equal opportunity is the Civil Rights Act of 1964. The act, in particular Title VII, provides the framework for several equal opportunity acts to follow, and established that workplaces should be free from discrimination on the basis of race, color, religion, sex and national origin (U.S. EEOC, 2014). The legal framework of this act has been extended with several other acts that
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Strategies to successfully implement the Program Introduce educative programs so as to organize and enlighten the American Youth so as to develop their perceptive of their civic responsibilities. Introduce programs that assist students develop admiration and broadmindedness towards others, their moral and religious values, aesthetic understanding and compassion. Benefits of the Program It is apparent that misinterpretation and misperception about the Muslim culture and ethnicity has justified the disinclination of teachers to risk interfering
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