提高干部教育培训质量的有效路径

着力提高干部教育培训质量是践行科学发展观、巩固党的执政地位的内在要求。当前,干部教育培训工作在培训方式、培训实效性、师资力量、课程设置等方面还存在一些问题,为此,相关部门一要采取多主体、多层次、滚动式参与的形式进行教育培训,力争实现培训的全覆盖;二要完善干部教育培训考核体系,切实提高培训的实效性;三要加强师资队伍建设,进一步提升培训质量;四要科学设置培训课程,最大限度满足受训主体的培训需求。     

论我国宗教平等的法律保护

宗教平等在我国宗教法治建设中意义重大,国家已制定出相对完善的宗教法律体系,以实现宪法所规定的宗教信仰自由,保障信教公民与不信教公民之间、不同宗教之间、不同教派之间在法律面前的平等地位。由于宗教事务的复杂性,还存在立法标准不统一、法律责任模糊、自由裁量权过大等不足,仍然需要从立法、执法、司法各个层面进一步完善。     

罗尔斯与诺齐克的正义理论比较

本文从平等与权利、平等与自由、效率与公平等三个方面,比较分析了罗尔斯平等主义的分配正义理论与诺齐克权利至上的持有正义理论,为解决目前中国社会存在的非正义的问题提供理论上的借鉴意义.     

平等、公正、认同——女性就业保障的多重视角

当前,女性就业问题已成为我国建设和谐社会进程中的重要问题。为了保障女性的就业权利,实现男女平等,女权主义从不同的理论基础和思维视角提出了保护女性就业的具体措施。我们可以借鉴女权主义的相关理念,根据时代的发展和现实的需要加以改进,为推动女性就业、促进社会公平、达成两性平等、协调和共同发展提供一些新的视角和思路。     

跨世纪的求索:男女平等事业面临新的机遇与挑战

为求男女平等,中国妇女前赴后继,在阶级解放和民族解放的过程中,走出了一条中国特色的发展道路,男女平等也已从思想的幽灵,经由社会运动而被制度化并日益凝结为人们的行为准则.但是,我们对男女平等事业的艰难性、复杂性还缺乏足够的认识.在学习落实科学发展观的进程中,依然有人认为经济发展了男女平等就会自然而然地实现.妇女运动百年求索的进程反复说明,这种认识论上的惯性,不仅阻碍男女平等的进程,也影响社会公平正义与和谐发展的实现.我们应需要进一步变革传统,以期男女平等事业在经济社会发展的进程中与其同步发展.     

平等权原则与宽容——以平等和自由的关系为向度

平等和自由之间是存在张力的,且经常表现为一种矛盾关系。国家强制平等往往通过一定的制度来实现,而这种制度如果不能在自由与平等之间保持某种适度平衡,就会导致来自国家或社会的歧视与缺乏宽容。就平等权原则在世界各国宪法上的规定及其实践而言,虽然不同国家的宪政制度和法治文化传统不同,但都体现了宽容的内在性要求,一如美国的"平等保护原则"和德国的"法律上的平等与禁止恣意原则"。鉴于我国人民代表大会制度下的"立法归类"可能造成的歧视和不宽容,将"法律面前人人平等"单纯理解为平等权或法律适用上的平等原则,都是不甚妥当的,它仍然有进一步诠释的余地。在更为根本的宪法原则层面,宽容理念要求确立社会法治国原则,以对传统法治国原则进行修正,以进一步调和自由与平等之间的内在紧张关系。     

Gender targets and trickle-down effects: Avoiding the ‘decoupling dynamics’ that limit female representation in senior roles

Women constitute the majority of the Australian public sector workforce, but their representation in senior roles is not proportional. Australian public services have gender targets to improve the representation of women in senior roles. Based on previous research, targets are expected to first increase female representation at the target's focal level, such as executive level. Then they should initiate a trickle-down effect (TDE), increasing female representation at the level immediately below the target's focal level, such as the executive feeder level. However, the TDE observed in a state public service decelerated after a gender target was imposed. We identified whether individual departments had a consistent or inconsistent TDE and conducted 13 semi-structured interviews with key stakeholders. Too many service-wide targets with low prioritisation of a gender target, as well as missing and ineffective practices, generated decoupling dynamics. Only departments with gender champions who had visible backing from the Chief Executive were able to keep the gender target coupled with practice to achieve its intended outcomes.

Points for practitioners

• Gender targets in Australian public services may not be achieving intended outcomes due to decoupling—a response to policies in which the policies are ignored and/or ineffective practices are implemented.
• Too many competing targets and limited accountability for achieving a gender target create a potential for decoupling by allowing individuals and groups to ignore or weakly adopt the policy.
• Integrated bundles of top-down (e.g. requiring at least two women on shortlists) and bottom-up practices (e.g. mentoring) can help avoid decoupling by ensuring women are appointed to senior roles and supported to progress through an organisation.
• Chief Executives are key to ensuring a gender target remains coupled with its implementation; Chief Executives must provide visible support to internal champions to make gender targets effective.