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Publication date: 27 October 2017

Malia Lee Womack

Purpose: The United States became a member of the United Nations’ (UN’s) core anti-racism treaty, International Convention on the Elimination of All Forms of Racial Discrimination…

Abstract

Purpose: The United States became a member of the United Nations’ (UN’s) core anti-racism treaty, International Convention on the Elimination of All Forms of Racial Discrimination (ICERD), but has not passed the UN’s core gender equality treaty, Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). This chapter explores why the United States passed only one of the conventions. It reviews the power, misinterpretation, and compliance theories that explain why only one of the treaties was ratified. In addition, it offers a fourth explanation of the nation’s behavior – that of relative cost.

Findings: This chapter shows that CEDAW’s mandates, which are specific in nature, are costlier with respect to public services, educational resources, and programs to alleviate cultural prejudices, than are the more broadly framed ICERD mandates. This chapter finds this difference as a driving factor for the nation to enter into the race convention and not the women’s rights pact.

Methodologies: Methodologies used in this publication include feminist and legal analyses and the examination of US policies as well as statements made by political figures.

Originality: This chapter makes contributions to legal and feminist scholarship by providing insight into the nation’s adoption of ICERD, and its failure to ratify CEDAW despite its stance that it is a supporter of women’s rights. The implications of this study are that while the power, misinterpretation, and compliance theories are useful to understand the apparent discrepant response to the two treaties, relative cost as defined by the different ways in which the treaties are framed is also useful in explaining the United States’ failure to ratify the gender equality treaty. Though CEDAW is more specific in its identification of equality issues and is costlier than ICERD, the advancement of both gender and racial equality in the United States falls short of international standards.

Details

Gender Panic, Gender Policy
Type: Book
ISBN: 978-1-78743-203-1

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Book part
Publication date: 5 December 2001

Craig C. Pinder and Karen P. Harlos

Although employee silence is pervasive in organizations, its study has been neglected for a variety of reasons, including the assumption that it is a unitary concept meaning…

Abstract

Although employee silence is pervasive in organizations, its study has been neglected for a variety of reasons, including the assumption that it is a unitary concept meaning little more than inactive endorsement. We review disparate literatures to reveal additional meanings and conceptual complexities related to silence to stimulate its study in work organizations. We develop the concept of employee silence and introduce two attendant forms (i.e. quiescence and acquiescence) along with their behavioral, affective, and cognitive components. We also offer a model that explains why some mistreated employees become silent, how some break their silence, and what organizational contexts produce and reinforce employee silence. Implications of the model for human resource management as well as for future research are discussed.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84950-134-7

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