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Daniel P. Sulmasy 《The Journal of law, medicine & ethics》2000,28(1):26-29
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Manon Tremblay Daniel Stockemer 《Canadian public administration. Administration publique du Canada》2013,56(4):523-541
This article probes two aspects of women's ministerial careers in federal, provincial, and territorial cabinets from 1921 to December 2010. First, we examine whether the socio‐demographic profile of women ministers differ from female legislators of the governing party. Logistic regression analysis shows that women holding cabinet portfolios differ from female legislators with no ministerial responsibilities with respect to education, parliamentary experience, and age when first elected. Women legislators elected in Quebec, and more so at the federal level, were less likely to become ministers than women legislators nominated in other provinces. Second, we consider what portfolios women had over time, and how many different portfolios they were assigned to. The results are sobering: women ministers are still largely concentrated in socio‐cultural and socio‐economic portfolios, and most only occupy one or two of these portfolios. We conclude by identifying avenues for further research. 相似文献
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What Levels of Racial Diversity Can Be Achieved with Socioeconomic‐Based Affirmative Action? Evidence from a Simulation Model 下载免费PDF全文
Sean F. Reardon Rachel Baker Matt Kasman Daniel Klasik Joseph B. Townsend 《Journal of policy analysis and management》2018,37(3):630-657
This paper investigates to what extent socioeconomic status (SES)‐based affirmative action in college admissions can produce racial diversity. Using simulation models, we investigate the racial and socioeconomic distribution of students among colleges under the use of race‐ or SES‐based affirmative action policies, or targeted, race‐based recruitment policies. We find, first, that neither SES‐based affirmative action nor race‐targeted recruiting on their own produce levels of racial diversity achieved by race‐based affirmative action. However, the two policies in combination, although likely expensive, may yield racial diversity comparable to race‐based affirmative action. Second, the use of affirmative action policies by some colleges reduces the diversity of similar‐quality colleges without such policies. Third, the combination of SES‐based affirmative action and race recruiting results in fewer academically‐overmatched Black and Hispanic students than under race‐based affirmative action, but the schools that use both also see a reduction in the academic achievement of enrolled students. 相似文献
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Daniel Druckman 《Negotiation Journal》2004,20(2):185-204
The conception of turning points advanced in this essay emphasizes events that occur in a chronological sequence which the author, in his previous work, has incorporated into a framework for case analysis. The framework covers three stages: precipitants that trigger change; departures which are the reaction to the precipitant; and consequences, which refer to the direction the negotiation takes as a result of the departure. Building on his earlier work, the author uses examples of a less-bounded international negotiation and cases culled from the headlines to demonstrate the framework's generality. He then considers the concept at the individual, relational, and collective levels in an attempt to probe the psychological and social processes that occur before, during, and after departures (turning points); and may be in fact, the underlying impetus for departures. 相似文献
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