Sausage rolls and sports fields: the debate over voluntary student unionism in Australia

The Australian Federal Government recently amended the Higher Education Support Act 2003. The effect of this amendment, which came into force on 1 January 2006, is to abolish compulsory up-front fees for the funding of student unions. Voluntary student unionism has been a plank of the Liberal (conservative) platform for many years, but its introduction is as unpopular with universities as with student organizations. This paper analyses the reasons for the introduction of the Act, and the debate over the introduction of the Act in universities and in the media. It considers some fundamental misapprehensions in the origins and rationale of the Act.     

L'efficacité des programmes d'accés à l'égalité pour les femmes

Sommaire: Le gouvernement du Québec, à titre d'employeur, a élabore le Programme d'accés a l'égalité pour les femmes de lafonction publique afin d'accroCtre de façon significative le nombre de femmes dans les catégories d'emplois oú elles étaient sous-représentées, comme celle des cadres supérieurs ou leur proportion était de seulement 7,2% en 1987. L'évaluation des résultats obtenus montre que les objectifs quantitatifs visés par le programme n'ont pas été atteints. Une telle situation nous améne à nous demander si les programmes d'accés à l'égalité sont vraiment efficaces. Notre étude montre que, pour le personnel d'encadrement supérieur, les objectifs du programme d'accés a l'égalité auraient pu être atteints selon l'échéancier prévu. Les femmes se sont inscrites aux concours de recrutement et de promotion dans une proportion plus élevée que les prévisions établies. Elles ont été moins admises que les hommes, mais ont légérement mieux performé aux moyens d'évaluation appliqueés lors des concours. Les femmes ont été titularisées dans une proportion plus élevée que s'il n'y avait pas eu de programme d'acces à l'égalité, mais néanmoins pas aussi souvent qu'elles auraient dû l'être. Abstract: The Government of Quebec, as an employer, developed the Employment Equity for Women in the Public Service program in order to significantly raise the number of women in the job categories where they were underrepresented, such as senior management positions, where the ratio of women to men was only 7.2 per cent in 1987. Assessment of the results shows that the quantitative objectives of the program have not been achieved. In view of this situation, we wonder whether employment equity programs are truly effective. According to our study, the objectives of the program for higher executive personnel could have been achieved according to schedule. Women signed up for recruitment and promotion competitions at a rate higher than predicted. Although they were admitted to the competitions to a lesser extent than were men, their performance was slightly better based on the assessment used within the framework of the competitions. Women obtained positions at a higher rate than what would have been the case without the employment equity program, but the rate was not as high as it could have been.     

Claims against a university: the role of administrative review in Australia and the United Kingdom

The recent decision of the High Court of Australia in Griffith University v. Tang denied judicial review to a student aggrieved by the decision of a university to exclude her. This article analyses the role of judicial review of university decision-making in the United Kingdom and Australia, analysing the justification for administrative remedies in universities. It considers the legislative reform of administrative review in Australia, and the impact of that reform in some states. It places administrative review in the context of the visitorial jurisdiction, where that jurisdiction still exists. Finally, it addresses some of the policy aspects of denying judicial review in the case of the university.     

ACCOMPLISHING THE MULTIPLE TASKS OF DIVORCE AND SEPARATION

This article presents two checklists (Child-Related Agreements and Spousal-Related Agreements) that facilitate professionals who assist couples in accomplishing the multiple tasks of divorce and separation. These two checklists have been and are being used in several court settings and in private mediation practices.     

Women's views on affirmative action: A new look at preferential treatment

The first part of this paper sketches a profile of women who endorse affirmative action, showing that women who approve of affirmative action identify with a nontraditional image of women and experience discontent when perceiving discrimination on the basis of sex. We also examine the impact of the implementing procedure. Studies conducted with French-Canadian women show that those who fit the above profile readily endorse equal opportunity policies. What about policies that advocate preferential treatment? Early studies indicated that women did not endorse these policies. Recent studies, however, revealed a dramatic change in the pattern of responses. Women who were dissatisfied with their collective situation and identified with a nontraditional image of their group predominantly approved of preferential treatment. What factors triggered this change in attitudes? Are the merit principle and preferential treatment policies truly incompatible? We address these questions in the second part of this paper as well as the implications of this shift in attitudes.     

Precedent, Parity, and Racial Discrimination: A Federal/State Comparison of the Impact of Brown v. Board of Education

Questions regarding Brown v. Board of Education 's short-term effect remain unanswered, particularly its comparative impact on federal district courts and state supreme courts. We test this through an analysis of racial discrimination cases in those venues in the twenty-year period bifurcated by the decision in May 1954. Our findings suggest that while federal district courts and state courts were similarly unresponsive to discrimination claims before that date, Brown exerted a significant impact on district court decisions but had little influence at the state level. Furthermore, a third pattern was found in federal appellate courts, where discrimination claims had a high likelihood of pro-minority decisions even before the Supreme Court directive.