This Research Report contains results from the research of discriminatory job vacancies. It was carried out over a sample of 988 job vacancies, advertised in four daily newspapers and a Web portal in the period from 15th April to 15th September 2013. Data were transformed into codes, which were analyzed in a statistical software later on, and quantitative data were obtained as a final product. Job vacancies were subject of the analysis.
This research is first of its kind, providing for several benefits. First, it is a systematized monitoring of a phenomenon for a period of five months and is abundant of data, which can be corrected and can provide for the actual state-of-play as regards the occurrence of discriminatory job vacancies. Hence, it enables the experts to obtain comprehensive observations, helps the Commission for Protection against Discrimination to alert and give recommendations, and assists the policy creators to undertake measures aimed at tackling and resolving the actual situation. Second, it contributes to the science that studies human rights and the labour and labour relations so as to gaining knowledge on the subject of the research, together with all its specifics. Third, the research also contributes from a methodological point of view, since it can serve as a model to translate qualitative into quantitative data and provide for their further statistical and descriptive interpretation.
The text gives general overview of the national legislation in the area of anti-discrimination and labour relations and describes the methodology, the sample being researched, the level of discrimination, the forms of discrimination, the bases for discrimination, and delivers conclusions and recommendations.
Table of Contents
1. OVERVIEW OF THE NATIONAL LEGISLATION
1.1. Law on Prevention and Protection against Discrimination
1.2. Law on Labor Relations
2. METHODOLOGICAL FRAMEWORK
2.1. Criteria and manner of selection of printed media and Web portals (defining the sample)
2.2. Manner and criteria for selection of job vacancies
2.3. Protocol on coding the job vacancies necessary for quantitative analysis
2.4. Protocol on software entering and analyzing of data: Defining the variables, frequencies and correlations
3. RESEARCH RESULTS
3.1. RESEARCH SAMPLE
3.2. DISCRIMINATORY AND NON-DISCRIMINATORY JOB VACANCIES IN THE PRINTED MEDIA
3.3. FORMS OF DISCRIMINATION
3.4. BASES FOR DISCRIMINATION
3.5. MULTIPLE DISCRIMINATION IN JOB VACANCIES
4. CONCLUSIONS AND RECOMMENDATIONS
Research Objectives and Key Topics
This report aims to systematically monitor and analyze the occurrence of discriminatory job vacancies in printed media and web portals in Macedonia. By translating qualitative job descriptions into quantitative data, the study identifies patterns of discrimination, the various forms and bases thereof, and evaluates the efficacy of current national legislation in preventing such practices.
- Monitoring and analysis of discriminatory job advertisements over a five-month period.
- Assessment of the role of national legislation (Law on Prevention and Protection against Discrimination and Law on Labor Relations) in the employment sector.
- Examination of specific discriminatory factors, including gender stereotyping, requests for photos, and unnecessary requirements for driving licenses.
- Comparison of discrimination prevalence across different economic sectors and regions.
- Provision of policy recommendations to improve legal frameworks and corporate recruitment practices.
Excerpt from the Book
3.3. FORMS OF DISCRIMINATION
The research shows data discarding the hypothesis of the research that there is significantly larger number of job vacancies in which direct discrimination is registered. If we try to approximately quantify the term “significantly larger”, it should mean more than 70%, however, the results show only “larger” percentage of job vacancies in which direct discrimination is registered, accounting for 58%. Job vacancies in which indirect discrimination is registered are most often those requiring a photo to be attached, unnecessarily requiring a driving licence or, for a particular working position, requiring sound command of a particular language or command of a second language.10
Job vacancies in which direct and indirect discrimination is registered contain elements of direct discrimination and of indirect discrimination. Most often it is a matter of different bases for discrimination in cases in which there is both direct and indirect discrimination. For instance, five saleswomen are required. It is necessary for a photo to be attached. We are talking about direct discrimination of men here, i.e. discrimination on the basis of gender (the statement: five saleswomen are required), however, at the same time, there is also indirect discrimination (the statement – it is necessary for a photo to be attached), which means discrimination on the basis of age, ethnicity, race, skin colour, gender.
Summary of Chapters
1. OVERVIEW OF THE NATIONAL LEGISLATION: This chapter analyzes the existing legal framework regarding anti-discrimination and labor relations, highlighting identified gaps and the need for stricter regulations on job advertisements.
2. METHODOLOGICAL FRAMEWORK: This section details the systematic approach used to select samples and code qualitative data from job vacancies into quantitative variables for statistical analysis.
3. RESEARCH RESULTS: This chapter presents the empirical findings regarding the prevalence of discriminatory job vacancies, broken down by sector, media type, region, and specific forms of discrimination.
4. CONCLUSIONS AND RECOMMENDATIONS: This final section summarizes the main findings and provides actionable recommendations for policy makers, the Commission for Protection against Discrimination, and employers to mitigate discriminatory recruitment practices.
Keywords
Discrimination, Job Vacancies, Labor Relations, Employment, Gender Discrimination, Indirect Discrimination, Human Rights, Recruitment, Statistical Analysis, Legislation, Public Sector, Private Sector, Ageism, Multiple Discrimination, Macedonia
Frequently Asked Questions
What is the primary focus of this research?
The study focuses on identifying and analyzing discriminatory practices in job advertisements published in daily newspapers and on web portals within the Republic of Macedonia.
What are the central themes investigated in this work?
The work investigates the forms of discrimination (direct vs. indirect), the bases of discrimination (gender, age, personal status, etc.), and how these manifest within different business sectors and regional labor markets.
What is the primary goal of the study?
The primary goal is to provide a comprehensive state-of-play regarding discriminatory job vacancy advertisements, thereby assisting policy creators and the Commission for Protection against Discrimination in developing effective interventions.
Which scientific methodology is employed?
The authors utilized a quantitative methodology, transforming qualitative text from 988 job vacancy advertisements into codes and analyzing them using statistical software to identify frequencies and correlations.
What is covered in the main body of the research?
The main body covers the analysis of legal frameworks, the technical methodology for data collection, and detailed empirical results concerning discriminatory trends in different media, regions, and business sectors.
How would you characterize this work based on its keywords?
The work is characterized as a human rights and labor law study focused on employment discrimination, utilizing statistical social science methods to advocate for policy reform and improved corporate ethics.
What role does the "photo requirement" play in identifying discrimination?
The requirement to attach a photo is identified as a frequent indicator of indirect discrimination, often serving as a tool for sexism or to exclude candidates based on age, race, or visible disabilities, rather than being an essential job requirement.
How does the study compare the public and private sectors regarding discrimination?
The study finds that discriminatory statements are more frequent in the private sector, whereas the public sector generally has more developed, though sometimes flawed, internal mechanisms for preventing discriminatory practices during the initial advertising phase.
- Arbeit zitieren
- Jovan Ananiev (Autor:in), Zaneta Poposka (Autor:in), 2013, Discriminatory job vacancies, München, GRIN Verlag, https://www.hausarbeiten.de/document/286600
