Book Chapter

Although Canada’s immigration policy has long emphasized the selection of highly skilled immigrants—and since the 1990s, preferably those with high levels of post-secondary education—certain critical gaps have emerged between this skilled immigration emphasis and what actually happens in Canadian labor markets. Emphasis on education is usually described as necessary to meet the demand for skilled workers, projected to become more severe over time because of the requirements of an emerging knowledge economy. However, there are three major “gaps” between this skilled immigration and the actual role of immigrants in Canadian labor markets.

Differences in opportunities and outcomes in the workplace are inherent in a free and competitive market. However, when differences between individuals and groups are identified as resulting from particular policies, behaviours or attitudes, any resulting inequality may be identified as unfair. Increasingly, unfair disparities in societies and their workplaces are regularly challenged. Many of the unfair disparities are recognised as caused by unfair discrimination (Anker, 1997). The International Labour Organization Convention (ILO) No. 111 (ILO, 1958) defines discrimination asany distinction, exclusion or preference made on the basis of race, colour, sex, religion, political opinion, national extraction, or social origin, which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation'. Yet, the argument for addressing this ideal ofequality of opportunity' is complex. Ekmekci (2013) identifies the difficulties as the determination of whether any process should be based on equality of opportunity or equality of outcome. In addition, there is the difficulty of determining what exactly constitutes a process for addressing unfair disparity due to the haziness of what constitutes discrimination and controversy in the meaning as well as policy implications of equality (Tomei, 2003).

Managing and developing diversity is on the political and business agenda in many countries; therefore diversity management has become an area of knowledge and practice in its own right. Yet all too often it is referred to as a unifying concept, as if it were to be interpreted uniformly across all cultures and countries. The contributors to this volume expertly examine the relationship between diversity management and equality legislation within the different participating countries' national contexts. They advocate that such separation and sequencing between equality at work and diversity management is far from natural

This essay was first presented in 1928 as a talk to several small societies, including the Essay Society of Winchester College and the Political Economy Club at Cambridge. In June 1930 Keynes expanded his notes into a lecture onEconomic Possibilities for our Grandchildren' which he gave at Madrid. It appeared in literary form in two instalments in the Nation and Athenaeum, 11 and 18 October 1930, in the midst of the slump.

This study documents a new case of the further commercialization of the university, the rapid adoption of corporate partnership programs (CPPs) within centralized university career services departments. CPPs function as a type of headhunting agency. For an annual fee they facilitate a corporate hiring department's direct access to student talent, allowing the company to outsource much of its hiring tasks to the university career center. CPPs are a feature found predominantly, though not exclusively, on campuses where there is a highly rationalized logic around the economic benefits of academic science. Further, CPPs represent a commercialization of practice that is in tension with the student-development mission of traditional career counselors. Using an inhabited institutionalist approach, we show how the models differ and how staff on each side attempt to negotiate their competing roles in the multiversity environment. We also discuss some of the potential impact on students, on the career services profession, and on college-to-work pathways.

Although some progress has been made in recent decades in getting women into top positions in government, business and education, there are on-going, persisting challenges with efforts to improve the opportunities for women in leadership. The Handbook of Research on Gender and Leadership comprises the latest research from the world's foremost scholars on women and leadership, exposing problems and offering both theoretical and practical solutions on how to best strengthen the impact of women around the world. The Handbook provides a brief overview of the current state of women in global leadership, explores theories (both established and emerging) focused specifically on women, and examines with both theoretical and empirical research some of the factors that influence women's motivations to lead. The authors delineate some of the most persistent barriers to women's leadership success and conclude with the latest research findings on how to best develop women leaders to improve their status worldwide. The Handbook of Research on Gender and Leadership will appeal to scholars and advanced students in leadership and entrepreneurship. It will be essential reading for leadership coaches, practitioners and business people, particularly those who facilitate leadership programs for women.

This revised edition of Reform and Resistance in Aboriginal Education takes a fresh look at the challenges and achievements that have occurred in this important area since the book's original release in 2003. Interest in Aboriginal education in Australia has increased through federal government policy commitments arising out of the 2007 national apology and the 'Closing the Gap' commitment by state and federal governments. As a result of the increased awareness which led to these initiatives, there have been a number of state and federal government responses giving prominence to Aboriginal education as a public policy and educational issue. Examining the impact of initiatives - such as the 'Shared Responsibility Agreements, ' the 'Follow the Dream' program, the 'NT Intervention, ' and Noel Pearson's blueprint for educational reform on Cape York - Reform and Resistance in Aboriginal Education provides a comprehensive look at the effects on Indigenous students of these reform efforts. Experts in various fields provide well-researched and strongly-argued chapters on family, language, health, attendance, classroom management, and the criminal justice system. The book presents programs and approaches that work, ensuring that this updated edition will remain an invaluable referenc

Based on several leading economic indicators, most notably rates of employment in the labor force among less skilled men, residents of rural America are much further behind their urban counterparts today than they were fifty years ago. In order to stimulate employment in rural areas, I propose a two-fold strategy of bringing “people to jobs” and “jobs to people,” an approach that combines people-based and place-based policies. The people-based policies include relocation assistance payments for those willing to make a permanent move to a new job, as well as a short-term credit for commuting expenses tied to a new job without residential relocation. The place-based programs include a major one-time investment in rural broadband, a recurring program of loans and grants to enhance entrepreneurship and small business development, and a federal jobs program to revitalize rural infrastructure and amenities.

A central concept in development economics is the notion of structural change. Structural change, which we narrowly define in this chapter as the reallocation of labour across sectors with different productivity levels, featured prominently in the early literature on economic development by Kuznets (1966). Technological change typically takes place at the detailed industry level and thereby induces differential patterns of sector productivity growth. At the same time, changes in demand and international trade drive a process of structural transformation in which production factors such as capital, labour and intermediate inputs are continuously relocated across locations and economic activities (Kuznets, 1966; Chenery et al., 1986; Harberger, 1998; Hsieh and Klenow, 2009; Herrendorf et al., 2014).