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The authors of this comparative study of affirmative action compare the employment practices of six countries: the U.S., Canada, Great Britain/Northern Ireland, India, Malaysia, and South Africa. They look at mandatory quota policies; legislated versus voluntary policies; goals and timetables; restrictions and other policies; as well as recruitment, selection, compensation, performance appraisal, promotion, training, and career development. Their findings will prove useful for training managers of companies with global operations.

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• List of Tables and Figures
• Foreward
• Preface
• 1 Introduction
• 2 Theories of Discrimination
• 3 A Comparative Look at the Impact of Human Resources Management of Employment Equity Legislation
• 4 Measuring Employment Equity Effectiveness: Quantitative and Qualitative Approaches
• 5 Fair Pay Nan Weiner
• 6 Trade Unions and Discrimination
• 7 Public Policy
• 8 Conclusions and Policy Implications
• Index

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CHOICE Review

Professors and consultants from three continents provide evidence that employment equity and affirmative action (EE/AA) for women and racial/ethnic minority groups are compatible with efficiency, economic growth, and prosperity. They analyze EE/AA policies in South Africa, Malaysia, India, the US, Canada, and Great Britain/Northern Ireland. Policies range from volunteerism in Britain to quotas in Malaysia. Many of the policies have increased diversity among the middle class. The authors provide support for education and training programs to enhance minority skills as well. This international perspective, which sees affirmative action and employment equity as a positive economic force, contrasts with the zero-sum model of John Skrentny's The Ironies of Affirmative Action: Politics, Culture, and Justice in America (CH May '97). Numerous tables compare EE/AA policy strengths and weaknesses, legislation, demographics, and minority pay levels across the six countries. Related topics covered in this well-researched work include theories of discrimination; an analysis of best practices; advances in pay equity and comparable worth; the effect of unions in reducing discrimination; and a proposed employment equity index to measure diversity progress across countries. ^BSumming Up: Recommended. Upper-division undergraduate through faculty collections. G. E. Kaupins Boise State University