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Making Employment Equity Programs Work for Women

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  • Joanne D. Leck

Abstract

Women continue to be undervalued in employment, both in terms of the positions they occupy and the wages they receive. Employment Equity Programs (EEPs) were conceived to eradicate employment discrimination and organizations subject to the Employment Equity Act are mandated to adopt them. Their success, however, has been mixed. Although EEPs have resulted in some improvement in the status of women, their success has been overshadowed by complaints of unfairness and employee backlash. Essential measures to eliminate these negative perceptions and improve the effectiveness of EEPs are discussed.

Suggested Citation

  • Joanne D. Leck, 2002. "Making Employment Equity Programs Work for Women," Canadian Public Policy, University of Toronto Press, vol. 28(s1), pages 85-100, May.
    • Handle: RePEc:cpp:issued:v:28:y:2002:i:s1:p:85-100
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    References listed on IDEAS

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    1. Holzer, Harry & Neumark, David, 1999. "Are Affirmative Action Hires Less Qualified? Evidence from Employer-Employee Data on New Hires," Journal of Labor Economics, University of Chicago Press, vol. 17(3), pages 534-569, July.
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    3. Heather Antecol & Peter Kuhn, 1999. "Employment Equity Programs and the Job Search Outcomes of Unemployed Men and Women: Actual and Perceived Effects," Canadian Public Policy, University of Toronto Press, vol. 25(s1), pages 27-45, November.
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    Cited by:

    1. Nicole M. Fortin & Michael Huberman, 2002. "Occupational Gender Segregation and Women's Wages in Canada: An Historical Perspective," Canadian Public Policy, University of Toronto Press, vol. 28(s1), pages 11-39, May.
    2. Nikola Komlenac & Liora Neugebauer & Jennifer Birke & Margarethe Hochleitner, 2023. "All employees benefit: arguments that help increase support for affirmative action in academic careers," Palgrave Communications, Palgrave Macmillan, vol. 10(1), pages 1-10, December.

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