Chapter 1 Introduction -- 1.1. Background and Aim of the Study -- 1.2. Sources of Law and Method -- 1.3. Barriers for Ethnic Minorities in Employment: Stories, Surveys, Studies and Statistics -- a. Introduction -- b. Statistical data -- c. Discrimination testing -- d. Laboratory experiments -- e. Research into actions of "Gatekeepers" -- f. Surveys -- g. Formal complaints -- h. Conclusion -- PART I -- Chapter 2 The Concept of Discrimination -- 2.1. Overview -- 2.2. Direct Discrimination -- a. Comparable Circumstances -- b. Causal Link to Statutorily-Protected Characteristics -- c. Justification Defenses and Exceptions -- d. Critique of the Concept of Direct Discrimination -- Finding a comparator -- Assimilation: Forcing the complainant to be like the comparator -- No minimum content of fairness -- 2.3. Indirect Discrimination -- a. Introduction -- b. USA -- c. Canada - From Bifurcated Analysis to Unified Approach -- d. European Union -- e. Selected Statutory Definitions of Indirect Discrimination: Great Britain, Northern Ireland and Australia -- f. Norway -- g. European Convention on Human Rights -- h. Selected United Nations Human Rights Instruments -- International Covenant on Civil and Political Rights (CCPR) -- International Convention on the Elimination of All Forms of Racial Discrimination (ICERD) -- International Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) -- 2.4. Discriminatory Intent and Discriminatory Effect -- 2.5. Ethnic Discrimination -- a. Introduction -- b. Race and Ethnic Origin -- c. National Origin -- d. Color -- e. Descent -- 2.6. Conclusion -- Chapter 3 Systemic Discrimination in Employment -- 3.1. Systemic Discrimination in General -- 3.2. The Nature of Systemic Discrimination in an Employment Context -- a. Introduction -- b. Action Travail des Femmes v. Canadian National Railway.

c. National Capital Alliance on Race Relations (NCARR) v. Health Canada -- d. Summary of Mechanisms of Systemic Discrimination in the Action Travail des Femmes and National Capital Alliance Cases -- e. Harassment and Hostile Work Environment (Poisonous Work Environment) -- f. Use of Recruitment Methods that Perpetuate Underrepresentation -- g. Selection Criteria: Employment Tests That Are Not Job-Related -- h. Unguided Subjective Criteria, Unstructured Interviews and Differential Questioning -- i. Unclear Selection Criteria -- j. Stereotyping in Performance Appraisals and Allocation of Work Assignments -- 3.3. Definition and Characteristics of Systemic Discrimination in Employment - And Thoughts on a Proper Response -- 3.4. Conclusion -- Chapter 4 The Limits of Complaint-Based Approaches in Addressing Systemic Discrimination in Employment -- 4.1. Introduction -- 4.2. The Failure to Capture Discrimination that Does Not Result in a Formal Complaint -- 4.3. The Individualization of Discrimination in Complaint-Based Approaches -- 4.4. The Difficulties in Proving Discrimination in Complaint-Based Approaches -- 4.5. Complaint-Based Approaches Cannot Bring about Organizational Transformation -- a. Introduction -- b. Traditional Remedies in Complaint-Based Approaches are Not Transformative -- c. The Remedy of Court-Ordered Employment Equity Programs is an Inadequate Response to Systemic Discrimination in Employment -- d. Complaint-Based Approaches Breed Hostility which is Counter-Productive to Organizational Transformation -- 4.6. Conclusion -- Chapter 5 Ethnic Equality in Employment -- 5.1. Introduction: Formal and Substantive Equality -- 5.2. Equality Before the Law and the Equal Protection of the Law -- 5.3. Ethnic Equality in Employment -- Chapter 6 Proactive Obligations to Promote Equality in Employment: An Introduction -- 6.1. Introduction.

6.2. Terminological Clarification -- Chapter 7 Statutory-Based Proactive Obligations to Promote Equality in Employment: Five Approaches -- 7.1. Canada -- a. Introduction -- b. Obligations Imposed on Employers Under the Act -- c. Enforcement and Sanctions -- 7.2. Great Britain -- a. Introduction -- b. Obligations Imposed on Public-Sector Employers Under the Act and Order -- c. Enforcement and Sanctions -- 7.3. Northern Ireland -- a. Introduction -- b. Northern Ireland Act 1998 -- c. Obligations Imposed on Public-Sector Employers Under the Act and Schedule 9 -- d. Enforcement and Sanctions under the Act and Schedule 9 -- e. The Fair Employment and Treatment (Northern Ireland) Order 1998 (FETO) -- f. Proactive Obligations Imposed on Public and Private Employers Under FETO -- g. Enforcement and Sanctions regarding the Employer's Proactive Obligations under FETO -- 7.4. Sweden -- a. Proactive Obligations Imposed on Public and Private Employers Under the Act on Measures against Ethnic Discrimination in Working Life -- b. Enforcement and Sanctions -- 7.5. Norway -- a. Introduction -- b. Obligations Imposed on Public- and Private-Sector Employers under the Gender Equality Act -- c. Enforcement and Sanctions -- Chapter 8 Contract-Based Proactive Obligations toPromote Equality in Employment:Four Approaches -- 8.1. Impact of European Union Treaty Law and Procurement Rules on theUse of Contract Compliance: Background Framework for Great Britain andSweden -- 8.2. Great Britain -- a. Historical Background -- b. Initiatives by the Commission for Racial Equality -- c. Initiatives by Local Authorities -- d.Future Initiatives from Local Authorities -- 8.3. Sweden -- 8.4. United States -- a. Introduction -- b. Contractual Obligations Undertaken by the Contractor Pursuant to the Equal Opportunity Clause -- c. Enforcement and Sanctions -- 8.5. Canada -- a. Introduction.

b. Contractual Obligations Undertaken by Contractors by the Certificate of Commitment to Implement Employment Equity -- c.Enforcement and Sanctions -- Chapter 9 ARational Government Policy Response to Systemic Ethnic Discrimination in Employment -- 9.1. Introduction and Scope -- a. Introduction -- b. Scope of this Chapter -- 9.2. General Overview of the Proactive Obligation Regimes -- 9.3. Do the Obligations Imposed on Employers Address the Problem in All of its Dimensions? -- a. Introduction -- b. Diagnostic Actions: The Identification of Barriers to Ethnic Equality in Employment -- c. Remedial Actions -- d. Facilitative Actions -- Management commitment and accountability, communication and consultation -- Preparation and implementation of an equality plan -- Numerical goals and timetables -- Employer monitoring and review of progress -- Revision -- e. AWord on the Remainder of this Chapter -- 9.4. The Specificity of Obligations and the Ability to Assess Compliance -- 9.5. Guidance and Technical Assistance to Employers -- 9.6. The Monitoring of Compliance and Application of Regulatory Pressure -- 9.7. Sanctions for Non-Compliance -- 9.8. ABrief Word on Contract-Based Regimes vs. Statutory-Based Regimes -- 9.9. Conclusion -- Chapter 10 Conclusion -- Bibliography -- Index.