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many instances, it was observed, limitations on the employment
of women are a form of social progress, and where women
have special needs they must be singled out for separate action,
as in the case of protective legislation.
39. Nevertheless, the majority of conferees argued that
a real case could be made for the existence of actual discrimina-
tion against women in employment today. Among the examples
cited were: well qualified women are often recommended but
-
and
seldom chosen for higher administrative jobs in education,
a field which they dominate at the lower levels; where women
are selected for jobs, discrimination often persists in the form
of salary differentials, removal of privileges usually
associated with the job, or circumscribed policy-making
functions; employers will frequently go out of their way to find
reasons for not hiring the best qualified person who happens
to be a woman, and will often hire a mediocre or second rate
man instead. The number of women thus affected, it was
observed, may not be large because such policies relate primarily
to higher level, policy-making jobs. The consequences- 1n terms
of failing to develop incentives for women and in maintaining
a system of differential treatment based on irrelevant considera-
tions of sex--are much broader. Several of the conferees indicated
that it would be extremely helpful if the Council's work
contributed to a clearer identification of the relevant and
irrelevant considerations which bar women from certain jobs
today.
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"ocrText": "-22-\nmany instances, it was observed, limitations on the employment\nof women are a form of social progress, and where women\nhave special needs they must be singled out for separate action,\nas in the case of protective legislation.\n39. Nevertheless, the majority of conferees argued that\na real case could be made for the existence of actual discrimina-\ntion against women in employment today. Among the examples\ncited were: well qualified women are often recommended but\n-\nand\nseldom chosen for higher administrative jobs in education,\na field which they dominate at the lower levels; where women\nare selected for jobs, discrimination often persists in the form\nof salary differentials, removal of privileges usually\nassociated with the job, or circumscribed policy-making\nfunctions; employers will frequently go out of their way to find\nreasons for not hiring the best qualified person who happens\nto be a woman, and will often hire a mediocre or second rate\nman instead. The number of women thus affected, it was\nobserved, may not be large because such policies relate primarily\nto higher level, policy-making jobs. The consequences- 1n terms\nof failing to develop incentives for women and in maintaining\na system of differential treatment based on irrelevant considera-\ntions of sex--are much broader. Several of the conferees indicated\nthat it would be extremely helpful if the Council's work\ncontributed to a clearer identification of the relevant and\nirrelevant considerations which bar women from certain jobs\ntoday."
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