This article presents the conservative claim that the public sector ought to lead by example to influence social employment patterns, across the public and private sectors. The hypothesis is that affirmative action plans are instrumental in establishing change in employment processes and are additionally essential in advancing the social concept of employment diversity. In the absence of a clear obligation and set requirements for the inclusion of Arab employees in Israel, an under-represented group, it is likely no significant change in employment patterns will be seen. This article details how current affirmative action plans advocate for integration merely on paper and additionally how dedicated tenders aimed for integration, end up establishing an internal organizational glass ceiling. The implemented integration is limited to certain positions, specifically junior or profession-oriented, while throughout the civil service, integration objectives remain general rather than directed at profession or ranking. The data collected for this article, illustrates patterns of employment and auction processes in the civil service and the private sector, while focusing on the limited civil service rather than on government agencies and statutory authorities. The following findings of the study shows a problematic pattern of social exclusion of Arabs, while better results were identified in the private sector, where there is no mandated regulation in respect of the affirmative policy.
Recommended CitationNeta Nadiv, Exposing the Glass Ceiling and Social Exclusion of Arabs in the Israeli Labor Market, 35 Pace Int'l L. Rev. 275 (2023)
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