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Équité en emploi - Équité salariale, by Marie-Josée Legault, is reviewed.

The goal of this research was to challenge notions of “contributing” in active citizen discourse. This was done by exploring how individuals experiencing homelessness give back to their communities while surviving through social exclusion and life on the streets. Twelve semi-structured interviews were conducted with individuals who experienced homelessness between the ages of 40-64. This research found that respondents gave back to others through various forms of labour in ways that were mutually beneficial. Contributing to the well being of others helped respondents to cope with homelessness by gaining opportunities, resources, information, networks and developing a sense of well being, confidence or support. The findings suggest a need to re-conceptualize “contributing” in ways that recognize alternative forms of citizenship activities and participation. By doing so, all people, including people without homes, can be recognized as contributing citizens in their communities.

[This book] traces the history of sex discrimination in Canadian law and the origins of human rights legislation, demonstrating how governments inhibit the application of their own laws, and how it falls to social movements to create, promote, and enforce these laws. Focusing on British Columbia – the first jurisdiction to prohibit discrimination on the basis of sex – Clément documents a variety of absurd, almost unbelievable, acts of discrimination. The province was at the forefront of the women’s movement, which produced the country’s first rape crisis centres, first feminist newspaper, and first battered women’s shelters. And yet nowhere else in the country was human rights law more contested. For an entire generation, the province’s two dominant political parties fought to impose their respective vision of the human rights state. This history of human rights law, based on previously undisclosed records of British Columbia’s human rights commission, begins with the province’s first equal pay legislation in 1953 and ends with the collapse of the country’s most progressive human rights legal regime in 1984. This book is not only a testament to the revolutionary impact of human rights on Canadian law but also a reminder that it takes more than laws to effect transformative social change. --Publisher's description. Contents: Introduction -- "No Jews or dogs allowed": anti-discrimination law -- Gender and Canada's human rights state -- Women and anti-discrimination law in British Columbia, 1953-69 -- Jack Sherlock and the failed Human Rights Act, 1969-73 -- Kathleen Ruff and the Human Rights Code, 1973-79 -- Struggling to innovate, 1979-83 -- Making new law under the Human Rights Code -- The politics of (undermining) human rights : the Human Rights Act, 1983-84 -- Conclusion.

This article reviews the book, "The Broken Table: The Detroit Newspaper Strike and the State of American Labor," by Chris Rhomberg.

During the Spring of 2012, Québec experienced one of the most important social movements of its contemporary history. The Maple Spring started as a student protest against tuition fee hikes but ended up as a much broader social upheaval against austerity and the authoritarianism of the provincial government. This article investigates the role and position of the labor movement during the Maple Spring. It argues that the events of the Maple Spring demonstrate how the Québec labor movement was put under pressure by the politics of austerity and revealed its internal contradictions. More broadly, this article makes the case for a dialectical approach to understanding the labor movement that takes into consideration its internal diversity and tensions.

We assessed the degree of alignment of organizational strategies with telework using Statistics Canada's 2005 Workplace and Employee Survey data. We consider telework to be 'employee-oriented' when an employee works at home to address his and her family-related or personal wants or needs, and 'employer-oriented' otherwise. We found that employers focusing on innovation were significantly more likely to use both types of telework, with greater emphasis on employee-oriented telework, whereas employers favouring an involvement strategy were somewhat less likely to use either type of telework. We did not find a statistical relationship between a cost containment strategy and telework. Overall, the results suggested that employers are not universally aligning the implementation of the two types of telework with their organizational strategies.

The article reviews the book, "Wildlife, Conservation, and Conflict In Quebec: 1840-1914," by Darcy Ingram.

Over the past forty years, recognition has become the dominant mode of negotiation and decolonization between the nation-state and Indigenous nations in North America. The term?recognition? shapes debates over Indigenous cultural distinctiveness, Indigenous rights to land and self-government, and Indigenous peoples' right to benefit from the development of their lands and resources. In a work of critically engaged political theory, Glen Sean Coulthard challenges recognition as a method of organizing difference and identity in liberal politics, questioning the assumption that contemporary difference and past histories of destructive colonialism between the state and Indigenous peoples can be reconciled through a process of acknowledgment. Beyond this, Coulthard examines an alternative politics--one that seeks to revalue, reconstruct, and redeploy Indigenous cultural practices based on self-recognition rather than on seeking appreciation from the very agents of colonialism. Coulthard demonstrates how a place-based modification of Karl Marx's theory of primitive accumulation throws light on Indigenous-state relations in settler-colonial contexts and how Frantz Fanon's critique of colonial recognition shows that this relationship reproduces itself over time. This framework strengthens his exploration of the ways that the politics of recognition has come to serve the interests of settler-colonial power. In addressing the core tenets of Indigenous resistance movements, like Red Power and Idle No More, Coulthard offers fresh insights into the politics of active decolonization. --Publisher's description.

Review of: Un salariat au-delà du salariat ? by Marie-Christine Bureau and Antonella Corsani .

This thesis adopts a socialist feminist perspective to explore women’s experiences with occupational gender segregation in unionized grocery stores across Southwestern Ontario. The thesis draws conclusions about the devaluation of women’s labour and how this devaluation impacts their economic and social status. Socialization theory and human capital theory, as well as explanations based on biology, are critiqued in this thesis, as these explanations do not fully account for occupational gender segregation. The results of this study suggest that occupational gender segregation is deeply entrenched in unionized grocery stores and the trend towards increasing profit by replacing full-time labourers with part-time labourers is further exacerbating the marginalization of women in paid labour. It is concluded that women’s labour has been steadily devalued and that class and patriarchy severally limit women’s overall upward mobility by concentrating women in highly gendered part-time low skilled jobs in grocery stores.

Discusses occupation, work and employment in the context of mental health disability.

"[E]xamines the strike by academic librarians and archivists at the Universtiy of Western Ontario, a pivotal event in academic librarian labour history...[including] issues of salary, academic status, and autonomy that led to the strike in 2011." -- Editors' introduction.

This article provides new evidence on the economic assimilation of immigrants from the British Isles in Canada during the late nineteenth and early twentieth centuries. Using data from the 1901 and 1911 censuses and a pseudo-cohort methodology, we estimate both entry and assimilation effects. We find a non-negligible decline in entry earnings among successive cohorts of British and Irish immigrants, previously overlooked in the literature. Our estimates also reveal that the economic performance for Irish and older British arrival cohorts was better than previously reported. Overall, slow economic assimilation and sparse occupational mobility of immigrants have been a long-standing issue in the Canadian labour market.

"[E]xamines the lack of advocacy on the part of professional associations and the proactive role of the Canadian Association of University Teachers in advancing the working conditions of Canadian academic librarians." -- Editors' introduction.

Provides a historical and current perspective regarding the unionization of academic librarians, an exploration ofsome of the major labour issues affecting academic librarians in a certified and non-certified union context,as well as case studies relating to the unionization of academic librarians at selected institutions in Canada. --Publisher's description

La France, comme de nombreux pays occidentaux, est confrontée depuis trente ans à un vieillissement de sa population en général, et de sa population active en particulier. Dans une optique d’équilibre des systèmes de retraite, des directives de l’Union Européenne, déclinées dans chaque pays sous forme d’accords ou plans nationaux, ont eu pour objectif répété de reculer l’âge de départ en retraite et de promouvoir l’emploi des salariés les plus âgés. Les enquêtes menées jusqu’ici montrent cependant que les attitudes et les pratiques des entreprises n’évoluent pas rapidement et qu’il est judicieux de considérer les conditions de travail comme un des vecteurs du maintien en emploi des seniors.Cet article présente les résultats d’une étude empirique menée en France, à la demande du Conseil d’Orientation des Conditions de Travail (COCT), auprès de treize entreprises de taille et secteur d’activité variés qui ont inscrit dans leur plan ou accord « seniors » des dimensions relatives aux conditions de travail. Les monographies ainsi réalisées ont pour objectif d’éclairer les politiques publiques dans la perspective d’une démarche compréhensive favorisant une approche intégrée de la question du maintien en emploi des seniors. Elles permettent de pointer les limites mêmes des catégorisations que l’on pourrait tenter (« seniors », « conditions de travail », etc.) et les risques de cloisonnement associés. Elles permettent aussi de préciser la vitalité de démarches décloisonnées, leurs retombées, et les enseignements que l’on peut en tirer pour les politiques publiques.

RésuméAujourd’hui largement diffusée, la gestion des compétences continue à faire face à trois questions fondamentales. D’abord, celle de la pertinence de son instrumentation : les outils de gestion des compétences restent critiqués pour leur réductionnisme, leur rapide obsolescence et leur manque de fiabilité. Ensuite, celle de son désajustement organisationnel : les pratiques de gestion des compétences semblent souvent faire abstraction des spécificités des contextes organisationnels dans lesquels elles émergent. Enfin, celle de son articulation stratégique : comment comprendre et gérer le lien entre les pratiques de gestion des compétences centrées sur l’individu et un pilotage stratégique de l’entreprise fondé sur ses compétences-clés ? En réponse à ces questions, cette contribution vise à mettre en évidence des configurations cohérentes d’instruments, de contextes organisationnels et de finalités stratégiques susceptibles de sous-tendre les dispositifs de gestion des compétences. L’analyse repose sur sept études de cas menées dans des entreprises contrastées, publiques ou privées et de tailles diverses.L’analyse comparative des cas fait émerger quatre modèles distincts de gestion des compétences : 1- un modèle de la normalisation centré sur des comportements partagés à large échelle et visant l’homogénéisation culturelle; 2- un modèle de la polyvalence permettant l’allocation flexible des ressources humaines au sein d’un périmètre d’activité; 3- un modèle du talent individuel faisant des qualités et aptitudes personnelles génériques la clé de la performance individuelle et collective; 4- et, enfin, un modèle de l’expertise centré sur la maîtrise de compétences techniques complexes et la livraison de prestations à haute valeur ajoutée. Cette modélisation permet de resituer les pratiques de gestion des compétences dans leur contexte organisationnel. Elle clarifie la valeur ajoutée qu’un système de gestion des compétences peut apporter à la réalisation d’une stratégie d’entreprise. Enfin, les choix opérationnels faits dans la construction des référentiels de compétences peuvent être compris et réfléchis à la lumière du modèle retenu., SummaryIt is widely accepted that competency-based management continues to face three acute issues. The first concerns the relevance of its toolkit: competency-based management tools continue to be criticized for their reductionism, rapid obsolescence and lack of reliability. The second issue concerns its organizational maladjustment: competency-based management practices often seem to ignore the specificities of the contexts from which they emerge. Finally, the third issue pertains to its strategic articulation: how to understand and manage the link between competency-based management practices that are centred on the individual and the strategic management of the company based on its core competences? In responding to these issues, this paper aims to highlight the mechanisms, organizational contexts and strategic objectives that are likely to underpin competency-based management practices. The analysis is based on seven case studies conducted within contrasting companies: public and private, and of various sizes.Comparative analysis of these cases allows four distinct competency-based management models to emerge: 1- a standardized model centred around behaviours that are shared on a wide scale and aimed at cultural homogenization; 2- a polyvalent model that allows for the flexible allocation of human resources within an area of activity; 3- an individual talent model that makes generic personal skills and aptitudes the key to individual and collective performance; 4- and, finally, an expertise model centred around technically complex competencies and the delivery of high value-added services. This modelling enables us to situate competency-based management practices in their organizational context. It clarifies the added value that a competency-based management system can bring to the realization of a corporate strategy. Finally, the operational choices that are made in the building of competencies frameworks can be understood and considered in the light of the chosen model., ResumenAmpliamente difundido en este momento, la gestión de competencias continúa de hacer frente a tres cuestiones fundamentales. Primero, la pertinencia de su instrumentación: los útiles de gestión de competencias siguen siendo criticados por su reduccionismo, su rápida obsolescencia y su falta de fiabilidad. Segundo, su desajuste organizacional: las prácticas de gestión de competencias parecen hacer abstracción de manera frecuente de las especificidades de los contextos organizacionales dentro de los cuales éstas emergen. Por último, su articulación estratégica: ¿cómo comprender y dirigir el vínculo entre las prácticas de gestión de competencias centradas en el individuo y un pilotaje estratégico de la empresa basado sobre sus competencias claves? En respuesta a estas cuestiones, esta contribución busca poner en evidencia las configuraciones coherentes de instrumentos, de contextos organizacionales y de finalidades estratégicas susceptibles de servir de base a los dispositivos de gestión de competencias. El análisis reposa en siete estudios de caso llevados a cabo en empresas contrastadas, públicas o privadas y de talla diversa.El análisis comparativo de casos revela cuatro modelos distintos de gestión de competencias: 1- un modelo de la normalización centrado sobre los comportamientos compartidos a gran escala y destinado a la homogenización cultural; 2- un modelo de la polivalencia que permite la asignación flexible de recursos humanos dentro de un perímetro de actividad; 3- un modelo del talento individual que convierte las cualidades y aptitudes personales genéricas en la clave del rendimiento individual y colectivo; 4- y, por último, un modelo de pericia centrado en el control de competencias técnicas complejas y la prestaciones de servicios de alto valor agregado. Esta modelización permite de resituar las prácticas de gestión de competencias en su contexto organizacional. Esto clarifica el valor agregado que un sistema de gestión de competencias puede aportar a la realización de una estrategia de empresa. Para terminar, las decisiones operacionales adoptadas en la construcción de referenciales de competencias pueden ser comprendidas y esclarecidas con el modelo retenido.

[Provides] an overview of how unions have contributed to the intellectual framework of modern democracies in developing concepts of solidarity and group rights. In particular, [the author] writes about how collective bargaining and the right to strike - the key elements of freedom of association - support modern democratic ideals. --Introduction

This article reviews the book, "After Civil Rights: Racial Realism in the New American Workplace," by John D. Skrentny.

The article reviews the book, "Land and Sea: Environmental History in Atlantic Canada," edited by Claire Campbell and Robert Summerby-Murray.