Discriminatory job vacancies

Scholarly Research paper, 2013, 82 Pages

Politics - International Politics - Topic: Miscellaneous

Excerpt

5 1c3ea

DISCRIMINATORY JOB VACANCIES

Authors

Jovan Ananiev

Zaneta Poposka

Contents

Contents ... 1

About author: ... 2

INTRODUCTION ... 3

1. OVERVIEW OF THE NATIONAL LEGISLATION ... 4

1.1. Law on Prevention and Protection against Discrimination ... 4

1.2. Law on Labor Relations ... 8

2. METHODOLOGICAL FRAMEWORK ... 10

2.1.

Criteria andNo table of contents entries found. manner of selection of printed

media and Web portals (defining the sample) ... 10

2.2. Manner and criteria for selection of job vacancies ... 10

2.3. Protocol on coding the job vacancies necessary for quantitative analysis ... 10

2.4.

Protocol on software entering and analyzing of data: Defining the variables,

frequencies and correlations ... 14

3. RESEARCH RESULTS ... 16

3.1. RESEARCH SAMPLE ... 16

3.2. DISCRIMINATORY AND NONDISCRIMINATORY JOB VACANCIES IN THE PRINTED

MEDIA ... 23

3.3. FORMS OF DISCRIMINATION ... 34

3.4. BASES FOR DISCRIMINATION ... 49

3.5. MULTIPLE DISCRIMINATION IN JOB VACANCIES ... 56

4. CONCLUSIONS AND RECOMMENDATIONS ... 65

ANNEX 1: Quantitative Analysis Form ... 69

ANNEX 2: Review of planning regions and municipalities by planning region ... 70

ANNEX 3: Examples of job vacancies in which discrimination is registered ... 74

About author:

Jovan Ananiev is PhD in Political Sciences, Associate Professor of

Political Systems at the State University "Goce Delcev"- Shtip, Macedonia

and Dean at the Faculty of Law. Since 2011 is Member of Commission

against Discrimination and since 2013 Member of ECRI (European

Commission against Racism and Intolerance) Councel of Europe,

Strasbourg. He is author of number of books and papers and member of

many international project teams.

Zaneta Poposka is PhD, Officer in Human Dimension Department in

OSCE Mission in Skopje and Assistant Professor in International Public

Law at the Faculty of Law, University Goce Delchev- Shtip, Republic of

Macedonia. She is prominent expert in the field of discrimination with well

research experience.

INTRODUCTION

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 15

April to 15

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.

1. OVERVIEW OF THE NATIONAL LEGISLATION

The right to work and to have freedom of choice regarding employment of every

individual on an equal footing with others is the basic economic right of human

beings, which is based on the postulates of productivity and profitability of every

citizen through a freely chosen or accepted employment on the open labor

market. This right is ssential in order for one to be able to exercise the other

human rights, and it constitutes an inseparable part of human dignity. The right to

work is an individual right that belongs to each individual, but at the same time it

is also a collective right. It includes in itself all forms of labour, regardless of

whether the job is an independent job or a paid job, both in the public and private

sectors. As provided in the General Comment No. 18 to the International

Covenant on Economic, Social and Cultural Rights in order for the right to work

to be enjoyed in all of its forms, several requirements must be fulfilled, such as:

availability, accessibility, acceptability and quality.

The protection against discrimination is extremely important in the area of

employment and labor. Namely, the State is required to recognize the right of all

on equal footing with others, the possibility to make for a living through work, i.e.

through a freely chosen and accepted job on the open and inclusive labor

market. On the list of measures that the State needs to take in order to enable

that this right be enjoyed, the first measure is the prohibition of discrimination on

different grounds in all forms, sectors and levels of work. Standards require that

discrimination be prohibited with regard to inter alia the conditions for accessing

a certain job, self-employment or occupation, including the criteria for selection of

candidates for employment. In this regard, and according to case of Firma Feryn

from the Court of Justice of the European Union the prohibition of discriminatory

job vacancies or statements on a discriminatory ground is fully supported.

1.1. Law on Prevention and Protection against Discrimination

The Law on Prevention and Protection against Discrimination (LPPD) adopted in

April 2010 provided for general prohibition of discrimination in the Republic of

Macedonia. This Law builds on the general equality clause contained in Article 9

of the Constitution as well as other anti-discrimination clauses enacted in several

laws, among which especially important those in the area of labor and work

relations. LPPD is expected to fill the legal gaps that exist in our legal system in

the area of non-discrimination, and to provide for a more readily available legal

protection for all the persons that would appear as alleged victims of

In the case Firma Feryn, the Court of Justice of the European Union found direct discrimination

in the case where the employer publicly stated that he would not hire workers of a particular

ethnic origin because such statements usually deter certain workers from applying for the job,

whereby their access to the labor market is impeded (paragraph 28).

discrimination. The law provides in its Article 3 prohibition on grounds such as

sex, race, color of skin, gender, affiliation of a marginalized group, ethnic origin,

language, citizenship, social origin, religious belief, other beliefs, education,

political affiliation, personal or social status, mental and physical disability, age,

family or marital status, property status and health status, in addition to the open-

ended list of grounds provided with the phrase "or any other ground".

The LPPD prohibits all forms of discrimination, including direct and indirect

discrimination (Article 6), harassment (Article 7), instruction to discriminate

(Article 9), and victimization (Article 10), committed by natural and legal persons

both in the public and private sectors, in the areas of employment and labor,

education, access to goods and services, housing, health care, social protection,

administration, judiciary, science, sports, membership and activities in trade

unions, political parties and civil society organizations and other areas,

accordingly (Article 4). However, the Law does not explicitly prohibit

discriminatory job vacancies or statements on the discriminatory ground, subject

to this research report. This should be changed and harmonized with the

international anti-discrimination standards in the future as stipulated with the

above stated Firma Feryn case. In addition, Article 12 of the LPPD provides that

multiple discrimination is a more severe form of discrimination, i.e. discrimination

against a certain person on several discriminatory grounds occurring at the same

time. This is of exceptional importance because every human being has different

personal characteristics which can lead in many cases to what's known as

cumulative or inter-sectoral discrimination.

Direct discrimination on some discriminatory ground is prohibited in accordance

with Article 6 paragraph 1 of the LPPD. It occurs when a person was treated less

favourably by means of differentiation, exclusion or restriction that results in or

could result in his/her rights being taken away, interfered with or limited vis-a-vis

another person in a comparable situation, just because of his/her protected

characteristics such as ethnicity, sex, age, mental and physical disability or other

ground. Regarding the existence of a general justification for direct

discrimination, it should be mentioned that the LPPD does not provide for it. On

the other hand, the anti discrimination legislation contains a large number of

general exceptions provided for in the Articles 13-15. For illustration, an action

shall not be considered as discrimination in the following cases: if it is a measure

provided by law that aims to encourage employment (Article 15 paragraph 1

point 2); when laying down a genuine and determining occupational requirement

(Article 14 paragraph 1 point 2); with the special cases requiring positive action

(Article 13); the different treatment of the persons with mental and physical

disabilities in terms of receiving training and education, with a view to satisfying

their special educational needs in order to create equal opportunities (Article 15

paragraph 1 point 3); and when providing the special protection envisaged by law

(Article 15 paragraph 1 point 7), etc.

Indirect discrimination on a discriminatory ground is prohibited in accordance with

Article 6 paragraph 2 of the Law. It occurs when a seemingly neutral provision,

criterion or practice places, a person with a particular characteristic or a wider

group of these persons in a particularly unfavorable position compared with other

persons, except if that provision, criterion or practice arises from a justified goal

and the means to achieve this goal are appropriate and necessary. The Law

provides a possibility for a general justification of indirect discrimination

depending on the existence of a justified goal and of the so-called proportionality

test. It should be noted that the courts should play a key role when resolving the

dilemma about the extent to which members of a group have been affected in

cases of indirect discrimination. In this regard, it is not explicitly forbidden to use

statistical data when proving these cases, and the authors think that statistical

data could be admissible as evidence in court proceedings provided that the

Court has decided on it freely and given this statistical data faith.

Harassment on a discrimination ground is prohibited by Article 7 of the Law,

which defines it as a special form of discrimination. Harassment and humiliating

treatment constitute a violation of the dignity of a person or of a group of persons.

It arises from the discriminatory ground and has as a goal or as an end result

violation of the dignity of the respective person or creation of a threatening,

hostile, humiliating or intimidating environment, approach or practice.

Harassment is defined more broadly so as to encompass violation of the dignity

not only of an individual but also of a group of persons sharing the protected

characteristic. However, the definition does not mention that harassment is an

undesired treatment, which means that there can be no victim of harassment if

the individual wanted and approved of that behavior. While the LPPD is unclear

about the question as to who can harass, a partial answer to this question is

provided in the Labor Relations Law where it is stipulated that the perpetrator of

a psychological harassment at work (mobbing) can be one or more individuals in

the capacity of an employer who can appear as a natural person, a responsible

person or a worker (Article 9- paragraph 4). When talking about harassment, it

should be added that our legislation does not give a clear answer to the question

of responsibility of the responsible person (the employer or the service provider)

for the harassment committed by third parties. However, it is considered that the

responsibility of the employer for the actions of third parties, including for

harassment, will depend to a large extent on the nature of their relationship as

well as on the future case law regarding this particular issue.

Instruction to discriminate (which is called aiding and encouraging discrimination)

is prohibited pursuant to Article 9 of the LPPD as a special form of discrimination.

In this regard Article 9 covers both the direct and the indirect incitement,

encouragement or instruction to discriminate against someone.

Important provisions for the persons with mental and physical disability are

Article 5 paragraph 1 point 12 and Article 8 paragraph 2 (which provides for

reasonable accommodation). Namely, the LPPD stipulates that "adjusting the

infrastructure and the services means to undertake adequate measures that are

necessary in a case in order to enable the person with mental and physical

disability to access, participate and advance in the work process, except unless

these measures impose a disproportional burden on the employers". This

provision is criticized because it is limiting in nature, i.e. because it refers only to

the adjustment of the infrastructure and services. Furthermore, the LPPD does

not define the term "adequate measures" for the persons with mental and

physical disability; instead, it only explains that these measures are tailored to

the specific case. Another important shortcoming of this provision is the fact that

the LPPD does not distinguish between the core functions of the work place, on

the one hand, and the marginal and unimportant functions on the other hand.

And finally, with regard to the issue of disproportional burden as formulated in

this law, the national legislation fails to analyze this burden by putting it in

correlation with, as the case is in others states, with the size and the status of the

legal person (state or privately owned), the volume of the financial outlays, the

financial sources of the employer and the possibility to receive funds from public

sources or any other assistance. This clarification should be explicitly introduced

in the law when it gets amended. The feature that is progressive in Article 8

paragraph 2 and is fully in line with the Convention on the Rights of the Persons

with Disability is that the unjustified absence of reasonable accommodation is

considered a form of discrimination.

With regard to the procedural provisions, the shifting of the burden of proof is

explicitly mentioned in the Law. In addition, the Articles 16-33 of the Law provide

for the establishment of an equality body the Commission for Protection against

Discrimination - and regulate the procedure before this body. The Commission is

an independent body with competences covering both the public and the private

sector. According to Article 24 of this Law, the Commission has extensive

competencies aimed at promoting equality and preventing discrimination, which

can be grouped into the following four groups:

o provision of legal protection and assistance to the alleged victims of

discrimination (through the resolution of individual cases and giving

opinion and recommendations on concrete discrimination-related cases);

o enforcement of promotional, educational and advisory competencies

(awareness-raising about discrimination and the protection mechanisms at

disposal, giving opinions about law proposals relevant to the protection

against discrimination on the grounds mentioned, giving recommendations

and initiating amendments to the regulations for the implementation and

promotion of the protection against discrimination);

o investigative, analytical and reporting competencies (gathering statistical

data and forming data bases, conducting studies and surveys, reporting);

and

o capacity building and cooperation with other bodies (cooperation with the

units of the local self-government and the central authorities, provision of

discrimination-related training, cooperation with the proper national bodies

and other countries and with international organisations in the area of

protection against discrimination).

Pursuant to the Law, every person who believes to be a victim of discrimination is

entitled to a submission to the Commission, and upon determining the state of

affairs the Commission will give an opinion about the alleged discrimination no

longer than 90 days from the day of filing the submission, whereas it will inform

both the claimant and the person against whom the submission has been filed. If

the Commission identifies discrimination, it will recommend means of erasing it.

The person to whom the submission is addressed is obliged, in a period of 30

days upon receiving the submission, to act upon it and to remove any violation of

the right. At the same time, the person is obliged to inform the Commission about

the removal of the violation in question. And if the discriminating person does not

act upon the recommendation within the period indicated, that is, fails to rectify

the violation of the right, Commission may initiate legal proceedings before the

relevant body to determine the person's responsibility.

The national system provides for 3 procedures in cases of an alleged

discrimination: (i) administrative procedure (before the Commission for Protection

against Discrimination pursuant to Articles 25-28 of the LPPD and before the

Ombudsman pursuant to Articles 13-27 of the Law on the Ombudsman); (ii)

litigation (pursuant to Articles 34-41 of the LPPD); and (iii) misdemeanor

procedure (pursuant to Articles 42-45 of the LPPD).

We would conclude by saying that the LPPD, notwithstanding some weaknesses

mentioned above, is a relatively solid framework for protection against

discrimination based on which relevant case law can be generated, and it can

help to define the boundaries of the new legal institutes laid down therein.

1.2. Law on Labor Relations

As to the subject matter of this research report complementary to the LPPD the

authors analysed the Law on Labour Relations as lex generalis in the area of

labour. Namely, Article 6 of the Law on Labour Relations unequivocally prohibits

discrimination done by natural or legal persons in both the public and private

sector. The law in question prohibits all forms of discrimination, including direct

(Article 7 paragraph 2), indirect (Article 7 paragraph 3) and harassment (Article 9

and 9a) of the employment candidate and the worker. Discrimination is prohibited

in regard to conditions for access to employment, to self-employment or to

occupation, including selection criteria and recruitment conditions; access to all

types and to all levels of vocational guidance, vocational training, advanced

vocational training and retraining, including practical work experience;

employment and working conditions, including dismissals and pay; membership

of, and involvement in, an organisation of workers or employers, or any

organisation whose members carry on a particular profession, including the

benefits provided for by such organisations (Article 7 paragraph 4).

One drawback is the fact that the law neither provides for the instruction for

discrimination, nor does it clearly prohibit discriminatory advertisements or

statements grounded on mental or physical disability. The Law in Article 24

paragraph 1 unequivocally prohibits the discriminatory job vacancies on the

ground of sex, and stipulates that: "[t]he employer shall not advertise the job

position only for men or for women, unless the designated gender is a

prerequisite to performing the work". In the future, this should be amended and

harmonised with the international anti-discrimination standards by extending the

prohibition of discriminatory job vacancies to other discriminatory grounds as

well.

Of special interest is the provision of the law stipulating that "[i]n concluding a

contract of employment, the candidate shall not be obliged to submit a proof of

their health condition, unless the employer sends the candidate to an

examination at own expense" (Article 25 paragraph 5), complemented by the

following provision: "[t]he examination of the knowledge or skills, or the

determination of candidate's health condition shall not pertain to circumstances

unrelated to the work on the given position which is the subject of the

employment contract" (Article 25 paragraph 6). These provisions fully meet the

standards for protection against discrimination of persons with mental or physical

disability, but, nevertheless, they are being derogated if one takes into account

the provisions of the Law on Civil Servants (concerning employment in the public

sector), whereby the general health capability is stated as a requisite for

employment (Article 9 paragraph 6, and Article 13 paragraph 2 point 3).

Formulated thus, the provision, although seemingly neutral, still has a

disproportional adverse effect especially to the disabled persons and/or persons

with health condition, since the entire groups a priori are prevented from applying

for employment. Although this criterion would be valid for some groups of

persons with disability and/or persons with particular health condition, still, for

persons with physical or sensory disability for example, who are psychophysically

capable to carry out the essential tasks of the job, this criterion is irrelevant, and

therefore extremely discriminatory. For this reason, there should be a distinction

between health condition and work capability for persons with disabilities, so that

these two are not equated.

The same type of provisions can also be detected in the Law on Courts (Article

45 paragraph 1 point 3), the Law on Advocacy (Article 12), the Law on Police

(Article 95), the Law on Military Service (Article 31), the Law on Foreign Affairs,

and others. Although this criterion does not always entail discrimination, it should

be revised and put under judicial control. Authors, therefore, suggest

reconsidering this criterion, which limits the accessibility of disabled persons to

work positions in the state administration, judiciary and legal practice, and

providing specifications in line with Article 25 of the Law on Labour Relations,

that is, putting this condition within the context of the occupation itself.

2. METHODOLOGICAL FRAMEWORK

2.1. Criteria andNo table of contents entries found. manner of selection of

printed media and Web portals (defining the sample)

Subject of analysis of this research are job vacancies in the printed media and on

the Web portals where they are advertised. Following were used as criteria for

the selection of the media:

frequency of advertising the job vacancies in the last three years;

share of the printed media in Macedonian and Albanian language;

daily newspaper to have the same or higher circulation compared

to the circulation of all daily newspapers and to be distributed

throughout the country, if in Macedonian language, and to be

distributed to all municipalities where the Albanian community

constitutes a majority or a considerable of the inhabitants;

the website to regularly advertise job vacancies, giving priority to a

website specialized in this.

On the basis of the criteria, following printed media were selected: "Dnevnik",

"Utrinski Vesnik", "Lajme" and "Koha".

"Najdi rabota" (Find a Job) Web portal was selected from among the specialized

Web portals.

2.2. Manner and criteria for selection of job vacancies

All job vacancies, advertised in the selected daily newspapers, were analyzed,

while with regard to the job vacancies advertised on "Najdi rabota" Web portal,

only those in which discrimination was registered were analyzed. Job vacancies

advertised from Monday to Saturday in the period from 15

April 2013 to 15

September 2013 were analyzed in SPSS Programme.

2.3. Protocol on coding the job vacancies necessary for quantitative analysis

Objective of the Protocol on coding is to help translate the qualitative contents of

the job vacancy into codes and to easily standardize the entry and the analyzing

of the data, contributing, on the other hand, to obtaining quantitative contents to

serve for quantitative analysis of the data.

The aim of this Protocol is to code maximum number of envisaged data

contained in the job vacancy, with a possibility to open new codes, should, during

the process of entering the data, be determined that certain data found in the job

vacancies shows greater frequency, but are not coded

Each job vacancy is a separate element of analysis. A Form, which is an integral

part of the Protocol (Annex 1), was filled in on the basis of the contents of the job

vacancy. The Form has a unique number

, which is entered in the upper left

corner of the Form, in the job vacancy advertised in the printed media and in the

title of the documents when the job vacancy in the daily newspaper is scanned,

i.e. in the title of the documents when the job vacancy is downloaded from the

particular website.

Should a same job vacancy be advertised in a daily newspaper and on the

website of "Najdi rabota", priority is given to the one advertised in the daily

newspaper, i.e. only the job vacancy advertised in the daily newspaper is filled in

in the Form.

Each line in the SPSS Programme is treated as a separate job vacancy. Line

number should be contained in the Form number. For instance, D 15-04/3, where

,,D" stands for ,,Dnevnik", "15-04" stands for the date 15

April 2013, and "/3"

stands for the reference number of the job vacancy, which, at the same time,

indicates the respective line in the programme in which the Form is entered.

Codes for filling in the Form and the SPSS Programme

Codes are used to encode the terms that are used and repeated in the course of

entering and analyzing the data. The indicated list of codes provides for the

possibility for the reader of this Research Report to get familiar with the process

of translating qualitative data into quantitative data. In this case, modalities, i.e.

values, are assigned certain code which is first entered in the Form, and then, on

the basis of being entered in the Form, the code is entered in the data processing

software.

During the process of entering the data, it is determined that part of a job vacancy requires

employee for several planning regions at the same time. Therefore, new modality/code marked

as "throughout the territory of the country" was inserted. In addition, it has been noticed that the

modality/code marked as "no data" is necessary to be introduced in case when the job vacancy

contains no information of a certain variable (for instance, region, business, number of

employees, etc.).

Unique number served to mark the form in the software so as for the person entering the data to

correct the mistake and to control the reliability when entering the data.

SPSS (Statistical Package in the Social Sciences) is IBM software which provides data to be

entered, to be statistically analyzed later on and results to be presented according to the subject

of the research.

1. MEDIA

1. DNEVNIK

2. UTRINSKI

VESNIK

3. LAJME

4. KOHA

5. NAJDI

RABOTA

2. DATE

1. 1

2. 2

(at the same time, the code marks the date in the month)

3. MONTH

1. APRIL

2. MAY

3. JUNE

4. JULY

5. AUGUST

6. SEPTEMBER

4. SECTOR (which advertises the job vacancy)

1. PUBLIC

2. PRIVATE

3. INTERNATIONAL

ORGANIZATIONS/DIPLOMATIC

AND

CONSULAR

REPRESENTATIVE OFFICES

4. NON-GOVERNMENTAL

ORGANIZATIONS

5. BUSINESS

1. EDUCATION

AND

SCIENCE

2. CULTURE

3. SALES

AND

MARKETING

4. CONSTRUCTION

INDUSTRY

5. CATERING

AND

TOURISM

6. HEALTH

7. PHARMACOLOGY

8. TRADE

9. TRANSPORTATION

10. TEXTILE PRODUCTION

11. FOOD PRODUCTION

12. WOOD INDUSTRY

13. OTHER TYPE OF PRODUCTION

14. PUBLIC ADMINISTRATION

15. LOCAL GOVERNMENT UNITS

16. MEDIA

17. COSMETIC, HAIRDRESSING AND MASSAGE SERVICES

18. CRAFTSMAN SERVICES

19. ACCOUNTING, LEGAL AND OTHER TYPE OF INTELLECTUAL SERVICES

20. OTHER

6. JOB VACANCY IS INTENDED FOR

1. THE

COUNTRY

2. ABROAD

0. NO DATA

7. HOW MANY EMPLOYEES ARE NEEDED

1. ONE

2. FROM TWO TO FIVE

3. FROM SIX TO TEN

4. MORE THAN TEN

0. NO

DATA

8. REGION

WHERE THE WORKING POSITION IS STATIONED IN

1. VARDAR REGION

EAST

REGION

3. SOUTHWEST REGION

4. SOUTHEAST REGION

5. PELAGONIJA REGION

6. POLOG REGION

7. NORTHEAST REGION

8. SKOPJE REGION

9.THROUGHOUT THE TERRITORY OF REPUBLIC OF MACEDONIA

9. IS DISCRIMINATION REGISTERED

a. YES

b. NO

10. (IF REGISTERED) ON HOW MANY BASES

a. ONE

BASIS

b. TWO

BASES

c. THREE

BASES

11 BASIS FOR DISCRIMINATION (CODES ON MODALITIES ALSO APPLY TO QUESTION 12,

SHOULD DISCRIMINATION ON TWO BASES BE REGISTERED, AND TO QUESTION 13,

SHOULD DISCRIMINATION ON THREE BASES BE REGISTERED)

1. GENDER

2. AGE

3. ETHNICITY

4. LANGUAGE

5. RELIGION

6. PERSONAL STATUS (including marital status/pregnancy/having children)

7. SOCIAL STATUS (including residence depending on the region or the city or

the village/previous earnings/membership in associations, clubs or social

networks/experience in a particular region to be required, etc./)

8. CITIZENSHIP /not applied to the public sector/

Annex 2 includes data on which municipalities belong to which region.

Not more than three bases are indicated, since the number of job vacancies in which

discrimination on three bases is recorded is of no statistical significance.

9. RELIGION /not applied, if it is a matter of recruitment in a particular religious

institution as a priest/

10. DISABILITY (not applied, if the working position includes specifics that create

limitations for the persons with a certain disability/

11. HEALTH CONDITIONS

12. OTHER

14. DOES THE JOB VACANCY REQUIRE FOR A PHOTO TO BE ATTACHED

a. YES

b. NO

15. FORM OF DISCRIMINATION

a. DIRECT

b. INDIRECT

c. BOTH DIRECT AND INDIRECT

16. IF A DRIVING LICENCE IS REQUIRED, IS IT NECESSARY FOR THE TYPE OF WORKING

POSITION

a. YES

b. NO

17. IF LANGUAGE SKILLS ARE SPECIFIED IN THE JOB VACANCY, COMMAND OF THE

FOLLOWING LANGUAGES IS REQUIRED

a. MACEDONIAN

b. ALBANIAN

c. MACEDONIAN AND ALBANIAN

d. TURKISH

e. TURKISH

AND

MACEDONIAN

f. TURKISH

AND

ALBANIAN

g. MACEDONIAN AND A FOREIGN LANGUAGE

h. ALBANIAN AND A FOREIGN LANGUAGE

i. TURKISH

AND

ALBANIAN

j. MACEDONIAN, ALBANIAN AND TURKISH

k. MACEDONIAN, ALBANIAN AND A FOREIGN LANGUAGE

l. ALBANIAN, TURKISH AND A FOREIGN LANGUAGE

m. OTHER

2.4. Protocol on software entering and analyzing of data: Defining the

variables, frequencies and correlations

This section gives a review of the variables which are actually the questions to

which answers are to be given from the multiple choice offered, i.e. the

modalities or the values, defined with the codes. They are used to give review of

the frequency of the characteristics of the variable that is being examined or to

test the relation between the variables, when they appear as dependent and

independent variables, or there might be a case when independent, interpolated

and dependent variables appear (as is the case with the discrimination on two

bases, when they are correlated with an independent variable).

Variables (V)

V1 = media

V2 = date

V3 = month

V4 = sector (which advertises the job vacancy)

V5 = business

V6 = job vacancy is intended for

V7 = how many employees are needed

V8 = region where the working position is stationed in

V9 = is discrimination registered

V10 = (if registered) on how many bases

V11 = basis for discrimination

V12 = basis for discrimination in case of discrimination on two bases

V13 = basis for discrimination in case of discrimination on three bases

V14 = does the job vacancy require for a photo to be attached

V15 = form of discrimination

V16 = if driving licence be required, is it necessary for the type of working

position

V17 = if language skills are specified in the job vacancy, command of which

language is required

The variables defined in this methodology, depending on the type of the

question, have the status of an independent or a dependent variable. They are

the questions in the Form, while the multiple-choice answers, which are basis for

the coding, are the modalities or the values. As regards the variables 1 to 8, as

constantly independent, no frequencies are prepared, since they are not used for

drawing conclusions. As for the variables 9, 10, 11, 14, 15, 16 and 17, the

frequencies are analyzed, since they show certain correlations that are valid for

drawing conclusions. With respect to variables 12 and 13, which pertain to the

basis for discrimination when there are two, i.e. three, bases, the frequencies are

not analyzed, because it is necessary for them to be used as interposed variable

with variable 11 and to apply cross-tabulation, with it so as to draw conclusion on

double, i.e. triple, discrimination.

1229

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Title

Discriminatory job vacancies

Authors

Jovan Ananiev ,
Zaneta Poposka

Year

2013

Pages

Archive No.

V286600

ISBN (eBook)

978-3-656-86854-5

ISBN (Book)

978-3-656-86855-2

File size

3876 KB

Language

English

Tags

discriminatory

Price (Book)

44.99 EUR

Price (eBook)

34.99 EUR

Quote paper

Jovan Ananiev ,
Zaneta Poposka

, 2013, Discriminatory job vacancies, Munich, GRIN Publishing GmbH, http://www.grin.com/en/e-book/286600/discriminatory-job-vacancies

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Discriminatory job vacancies

Scholarly Research paper, 2013, 82 Pages

Details

Title

Discriminatory job vacancies

Authors

Jovan Ananiev ,
Zaneta Poposka

Year

2013

Pages

Archive No.

V286600

ISBN (eBook)

978-3-656-86854-5

ISBN (Book)

978-3-656-86855-2

File size

3876 KB

Language

English

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