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Relevant bibliographies by topics / Ethnic discrimination in workplace

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Academic literature on the topic 'Ethnic discrimination in workplace'

Author: Grafiati

Published: 4 June 2021

Last updated: 10 February 2022

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Journal articles on the topic "Ethnic discrimination in workplace"

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Chavez, Laura J., India J. Ornelas, Courtney R. Lyles, and Emily C. Williams. "Racial/Ethnic Workplace Discrimination." American Journal of Preventive Medicine 48, no. 1 (January 2015): 42–49. http://dx.doi.org/10.1016/j.amepre.2014.08.013.

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Furxhi, Gentisa, Sonela Stillo, and Enslemvera Zake (Furxhi. "Job Discrimination and Ethics in the Workplace." European Journal of Multidisciplinary Studies 1, no. 2 (April 30, 2016): 138. http://dx.doi.org/10.26417/ejms.v1i2.p138-145.

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Every society wants to have an ethical community. Although, that every citizen wants to be treated as equal, studies show that discrimination and gender inequality in employment relationships are present in every society, at any time. Discrimination is: treating a person or particular group of people differently, especially in a worse way from the way in which you treat other people, because of their skin color, sex, sexuality, etc . Job discrimination is when institutional decisions, policies, or procedures are at least partially based on illegitimate forms of discrimination that benefit or harm certain groups of people. Developed societies have a lower rate of job discrimination than developing societies have. Although, it is unclear why in these societies with economic civilization and culture development, job discrimination still exists, when the right of employment is sanctioned and guaranteed by Labor Code and by specific laws. The most common forms of job discriminations are discriminations based on gender, race, ethnic origin, religion, age. New forms are based on disability, sexual orientation, genetics and lifestyle. Not all discrimination is intentional or conscious. Sometimes people favor some groups of people over others as a matter of personal preference, or unconsciously accept stereotypes. Whatever, job discrimination is intentional or it is conscious, it is always immoral. Job discriminations violates utilitarian, rights and justice principles of ethics. Our study is focused to see how much job discriminations is widespread in Albanian society. We will analyze forms of discriminations to have a clear view which are the most common job discriminations types in Albania. Also, we will figure out if employees who have been discriminated in the workplace, have reported this unethical behavior to their supervisor or at the relevant state bodies. At the end, we will see if there has been any punishment to those who use discrimination to the employees.

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Kwok Wai Wong, Johnny, and Autumn H.Q. Lin. "Construction workplace discrimination." Engineering, Construction and Architectural Management 21, no. 4 (July 15, 2014): 403–20. http://dx.doi.org/10.1108/ecam-09-2013-0082.

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Purpose – The construction industry has been criticized for cultural intolerance and its poor industrial image. The ethnically diverse construction workplace in Hong Kong (HK) is frequently noted as a place in which racial harassment and discrimination occurs. The purpose of this paper is to explore the discriminatory experiences and working conditions experienced by ethnic minority (EM) construction operatives in HK. Design/methodology/approach – A mixed-method approach was adopted, including a questionnaire survey and focus group discussions. The survey identified the thoughts of EM construction workers about racial discrimination and harassment in the workplace. The focus group discussions were aimed at further exploring the discriminatory practices on HK construction sites and possible discrimination-coping strategies. Findings – Questionnaire data from 100 EM site operatives and labourers mainly from Nepal and Pakistan, but some few from other Asian countries as well as, plus two focus group discussions suggested that indirect and subtle forms of racial harassment do exist on HK construction sites. The operatives sampled reported the existence of inequality of treatment in their working life. Communication difficulties caused by language barriers affect work relationships between different cultural groups on construction sites. EM site operatives tend to interact with workers of similar cultural and ethnic groups. On the corporate/company level, language support and translations of safety procedures notices and policies, should be established to bring staff together and promote a more inclusive and harmonious workplace. Originality/value – The paper offers insights into the racial discrimination problems in the construction sector in an Asian context, which has been less explored. It aims to provide insight into the EM construction worker's situation in HK as well as the need for developing workplace-specific policies that protect against discrimination and protect the rights of EM workers.

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Van Laer, Koen, and Maddy Janssens. "Ethnic minority professionals’ experiences with subtle discrimination in the workplace." Human Relations 64, no. 9 (July 22, 2011): 1203–27. http://dx.doi.org/10.1177/0018726711409263.

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This qualitative study aims to explore the processes underlying subtle discrimination in the workplace. Based on 26 in-depth interviews with minority professionals of Turkish or Maghrebi descent in Flanders, we argue that subtle discrimination in the workplace is characterized by three important elements. First, subtle discrimination is ambiguous, and often involves disempowerment through apparent empowering behavior. Second, subtle discrimination is based on processes of power — normalization, legitimization of only the individual, legitimization as the Other and naturalization — which subtly, through everyday incidents, disempower minority individuals. Third, subtle discrimination in the workplace is linked to societal structures and discourses, which permeate the workplace through, and are reproduced by, workplace encounters.

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CHOU, RITA JING-ANN, and NAMKEE G. CHOI. "Prevalence and correlates of perceived workplace discrimination among older workers in the United States of America." Ageing and Society 31, no. 6 (February 11, 2011): 1051–70. http://dx.doi.org/10.1017/s0144686x10001297.

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ABSTRACTThe workplace is one of the areas in which discrimination most frequently occurs. Despite increasing workforce participation among older adults and the adverse effects of workplace discrimination on the physical and psychological wellbeing of older adults, limited attention has been given to workplace discrimination against older workers. Based on a national survey of 420 older workers age 50 and above, this study first examined the prevalence of perceived workplace discrimination. Results indicated more than 81 per cent of the older workers encountered at least one workplace discriminatory treatment within a year. Prevalence of perceived workplace discrimination differed with age, gender, education, occupation and wage. The study further tested two competing hypotheses on the level of perceived workplace discrimination and found mixed support for both. As hypothesised (based on the social barriers theory), lower education and racial/ethnic minority status were positively associated with perceived workplace discrimination. As counter-hypothesised (based on the attribution-sensitivity theory), younger ages and being male were positively associated with perceived workplace discrimination. In examining the roles of supervisor and co-worker support, the study discovered that supervisor support was negatively associated with workplace discrimination. Finally, this study revealed a non-linear relationship between wages and perceived workplace discrimination, with the mid-range wage group experiencing the highest level of workplace discrimination.

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Hedegaard, Morten Størling, and Jean-Robert Tyran. "The Price of Prejudice." American Economic Journal: Applied Economics 10, no. 1 (January 1, 2018): 40–63. http://dx.doi.org/10.1257/app.20150241.

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We present a new type of field experiment to investigate ethnic prejudice in the workplace. Our design allows us to study how potential discriminators respond to changes in the cost of discrimination. We find that ethnic discrimination is common but highly responsive to the “price of prejudice,” i.e., to the opportunity cost of choosing a less productive worker on ethnic grounds. Discriminators are on average willing to forego 8 percent of their earnings to avoid a coworker of the other ethnic type. The evidence suggests that animus rather than statistical discrimination explains observed behavior. (JEL C93, J15, J24, J31, J71)

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Rafferty, Anthony. "Skill Underutilization and Under-Skilling in Europe: The Role of Workplace Discrimination." Work, Employment and Society 34, no. 2 (September 2, 2019): 317–35. http://dx.doi.org/10.1177/0950017019865692.

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This article examines the effects of discrimination based on race, ethnic background, nationality, religion, sex, age, disability and sexual orientation on skill underutilization and under-skilling in 30 European countries. People who experienced a variety of forms of workplace discrimination were more likely to report over-skilling, defined as having skills for more demanding roles than required for their job. Paradoxically, some forms of labour market discrimination were also linked to under-skilling, where people report requiring more training to fulfil their job role. The findings are explained in terms of how discrimination in the labour market can have differential impacts on access to career progression and training opportunities across organizations. Differences between self-report and statistical estimates of discrimination are observed. Broader implications for the interpretation of statistical models in discrimination research are discussed.

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Johnson, Judith, Lorraine Cameron*, Lucy Mitchinson, Mayur Parmar, Gail Opio-te, Gemma Louch, and Angela Grange. "An investigation into the relationships between bullying, discrimination, burnout and patient safety in nurses and midwives: is burnout a mediator?" Journal of Research in Nursing 24, no. 8 (December 2019): 604–19. http://dx.doi.org/10.1177/1744987119880329.

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Background Bullying and discrimination may be indirectly associated with patient safety via their contribution to burnout, but research has yet to establish this. Aims The aims of this study were to investigate the relationships between workplace bullying, perceived discrimination, levels of burnout and patient safety perceptions in nurses and midwives and to assess whether bullying and discrimination were more frequently experienced by Black, Asian and minority ethnic than White nurses and midwives. Methods In total, 528 nurses and midwives were recruited from four hospitals in the United Kingdom to complete a cross-sectional survey between February and March 2017. The survey included items on bullying, discrimination, burnout and individual level and ward level patient safety perceptions. Data were analysed using path analysis. Results The results were reported according to the STROBE checklist. Bullying and discrimination were significantly associated with higher burnout. Higher burnout was in turn associated with poorer individual- and ward-level patient safety perceptions. Experiences of discrimination were three times more common among Black, Asian and minority ethnic than White nurses and midwives, but there was no significant difference in experiences of bullying. Conclusions Bullying and discrimination are indirectly associated with patient safety perceptions via their influence on burnout. Healthcare organisations seeking to improve patient care should implement strategies to reduce workplace bullying and discrimination.

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Hammond, Wizdom Powell, Marion Gillen, and Irene H. Yen. "Workplace Discrimination and Depressive Symptoms: A Study of Multi-Ethnic Hospital Employees." Race and Social Problems 2, no. 1 (March 2010): 19–30. http://dx.doi.org/10.1007/s12552-010-9024-0.

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Meijknecht, Anna. "Proactive Obligations: A Panacea for All Forms of Discrimination? Universal and Domestic Approaches to Equality, with Special Reference to Minority-Related Grounds of Discrimination." International Journal on Minority and Group Rights 15, no. 1 (2008): 133–41. http://dx.doi.org/10.1163/138548708x272555.

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AbstractThese two books deal with two different problems concerning the principles of discrimination and equality. Vandenhole, after analysis of all United Nations (UN) committees' decisions on non-discrimination and equality, sheds a sharp light on the problem of divergence in interpretation of these principles. Craig argues that the traditional complaint-based anti-discrimination laws are inherently inadequate to combat systemic ethnic discrimination in employment and examines an alternative regime: the imposition of proactive obligations on employers to promote equality at the workplace. An intriguing question raised by reading both books is whether imposing proactive obligations could be a panacea to other forms of discrimination as well, as described in Vandenhole's book.

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Dissertations / Theses on the topic "Ethnic discrimination in workplace"

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Imani, Armin. "Ethnic stereotypes and discrimination in the workplace /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17971.pdf.

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Dominic, Johny. "The lived experience of ethnic discrimination stress in the workplace among high-achieving Adivasis." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3685412.

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Ethnic discrimination stress (EDS) in the workplace among high-achieving Adivasis is a problem that has received little attention in research literature. This qualitative phenomenological study investigates the above problem by using Giorgi's descriptive psychological method. The method, selected due its scientific rigor, applies Husserlian concepts of phenomenological reduction, intentionality of consciousness, and imaginative variation, to identify and describe the psychological structure of the lived experience of EDS. The 15 participants in the study, selected on the basis of the scores of General Ethnic Discrimination Scale, were currently employed high-achieving male Adivasis above the age of 24. The saturation of the data was achieved with the analysis of 272 pages of interview transcripts of 10 participants. The study found that the participants had to face overt ethnic discrimination and microaggressions that were endemic and not just aberrant. The lived experience of EDS involved being constantly judged by negative stereotypes, and being exposed to marginalizing behaviors from the upper caste people. The participants believed that ethnic discrimination, in spite of their academic and career achievements, was meant to perpetuate upper caste hegemony. The resultant feelings of dehumanization, disillusionment, anger, combativeness, and helplessness from silencing led to demoralization. Coping with EDS involved an initial period of resentful submission with negative coping behaviors and a gradual movement toward change-oriented proactive responses. The findings point to a relationship between resilience and career achievement as well as to the need for both structural and paradigmatic changes in order to create a discrimination-free work environment. The findings reflect the tenets of critical race theory and call for paradigmatic changes in the caste mindset and the dominant discourse that is embedded with dehumanizing stereotypes of Adivasis that promote silencing and upper caste hegemony. The findings may be significant for mental health workers and educators to understand the inner world of discrimination and to find effective strategies for coping with EDS. By giving a scientific voice to the Adivasi struggle against discrimination, the study can support the efforts of the marginalized and the governments for the creation of a discrimination-free work environment.

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Junuzi, Benita, and Envera Aljic. "Hur arbetar äldreomsorgen i Kommun NN förebyggande mot etnisk diskriminering och hur upplever anställda det förebyggande arbetet? : En kvalitativ studie." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35477.

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Denna empiriska studie ämnade till att undersöka hur äldreomsorgen inom kommun NN (påhittat namn) arbetar förebyggande mot etnisk diskriminering samt upplevelser kring detta arbete. Studien hade en kvalitativ ansats med en psykologisk utgångspunkt där semistrukturerade intervjuer genomfördes på både arbetstagare och enhetschefer för att sammanställa en helhetsbild av arbetet. Författarna genomförde ett målinriktat urval av organisation och därefter ett bekvämlighetsurval av respondenter. Detta resulterade i åtta deltagare (n=8) varav fyra av dessa var enhetschefer och fyra var undersköterskor, med en fördelning på tre män och fem kvinnor. En konstruerad intervjumall användes i genomförandet av intervjuerna och för resultatet användes en tematisk analysmetod. Studiens resultat visade att det förekommer brister i det förebyggande arbetet mot etnisk diskriminering på kommun NN. Information och kommunikation visade sig vara de huvudsakliga bristande faktorerna i det förebyggande arbetet mot etnisk diskriminering.
This empirical study aimed to investigate how the care of the elderly in municipality NN (fictive name) works to prevent ethnic discrimination and the experiences with this work. The study was operationalized with a qualitative approach with a psychological point of view. Semi-structured interviews were conducted with both employees and unit managers to compile a holistic picture of the work. The authors conducted a targeted selection of organization and then a convenience sampling. This resulted in eight participants (n = 8) of whom four were unit managers and four were nurses, with a distribution of three men and five women. A constructed interview template was used when conducting the interviews, and for the result a thematic analysis method was used. The findings of the study showed that there is a lack of preventive efforts against ethnic discrimination in municipality NN. The inadequate factors in the preventive work against ethnic discrimination were shown to be information and communication.

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Jagusztyn, Nicole Ellis. "Perceived Workplace Discrimination as a Mediator of the Relationship between Work Environment and Employee Outcomes: Does Minority Status Matter?" Scholar Commons, 2010. http://scholarcommons.usf.edu/etd/3657.

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The purpose of the current study was to explore the role of six organizational factors (Equal Employment Opportunity, minority segmentation, diversity climate, instrumental social support, emotional social support, and token status) in the perception of discrimination in the workplace by minorities and majority-group members. Five outcomes (job satisfaction, organizational commitment, intention to turnover, physical health, and psychological health) were investigated in response to perceived discrimination. Moderated mediation was used to test hypothesis where perceived discrimination mediated the relationship between organizational antecedents and outcomes; minority status served as the moderators. Support for the mediating role of perceived discrimination was found in the relationship between each organizational antecedent and outcome. In each case, poorer environmental conditions related to increased perceived discrimination which in turn related to more negative workplace attitudes and health outcomes. Implications for workplace design are discussed.

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Staubach, Jessica L. "Identifying and Implementing Traits of Actionable Racial Allyship in the Workplace at Miami University." Miami University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=miami1619122995812556.

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Voges, Sarah M. (Arisa). "Discrimination in the workplace." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52238.

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Thesis (MBA)--Stellenbosch University, 2001.
Some digitised pages may appear cut off due to the condition of the original hard copy
ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace.
AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.

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Coles, Steven. "Ethnic discrimination and mood." Thesis, University of Leicester, 2006. http://hdl.handle.net/2381/31224.

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The thesis comprises of three sections relating to ethnic discrimination and depression. The first is a literature review on the relationship between discrimination and depression in Black and minority ethnic (BME) communities. The second is a research report, which considers the utility of the concepts of external shame and belongingness in explaining the relationship between ethnic discrimination and depression. The third is a critical reflection on the process of the research. Literature review: The review found evidence of a cross-sectional association between discrimination and depression, but there was a lack of methodologically robust prospective studies. Subtle forms of discrimination were found to be as important as blatant forms. Ethnic identity was found to be a generally protective factor in the relationship between discrimination and depression. The process of perceiving discrimination was found to be complex and related to ethnic identity. The utility of considering depression in terms of positive and negative affect was recommended. Research Report: This section reports on a cross-sectional study that used self-report measures. The study sampled White British (WB) and BME students. The results supported a social ranking model of the relationship between discrimination and mood. External shame was found to mediate the relationship between ethnic discrimination and negative affect for the BME and WB groups and with positive affect for the BME group. The BME group was found to report a greater frequency of ethnic discrimination than the WB group. Ethnic discrimination had a greater psychological effect on the BME group than the WB. The results did not support belongingness to ethnic community mediating the relationship between discrimination and mood for either group.

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Braxton, Shawn Lamont. "Examining Workplace Discrimination in a Discrimination-Free Environment." Thesis, Virginia Tech, 2010. http://hdl.handle.net/10919/36381.

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The purpose of this study is to explore how racial and gender discrimination is reproduced in concrete workplace settings even when anti-discrimination policies are present, and to understand the various reactions utilized by those who commonly experience it. I have selected a particular medical center, henceforth referred to by a pseudonym, “The Bliley Medical Center” as my case study. In order to examine the gaps between the normative component instituted to regulate human behavior and the behavioral component in a workplace setting, I will employ critical race theory and feminist theories of intersectionality. The works of critics such as Delgado and Stefancic, Patricia Williams, and Patricia Hill Collins, among others, foreground the utility of storytelling as a means to 1) understand the gaps between formal policies and organizational behavior, 2) call attention to the experiential knowledge and evidence that is traditionally excluded in discrimination cases, and (3) to explain how formal anti-discrimination policies can actually be used to legitimize discrimination. Based on the results of this case study, we can conclude that an alternative interactionist, critical race, and intersectional approach is especially needed in terms of calling attention to traditionally ignored social processes that aid in the reproduction of workplace inequality in concrete workplace settings, thus expanding the current workplace discrimination scholarship.
Master of Science

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Creighton, Shannon B. "Reducing Risks From Workplace Discrimination." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4432.

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In 2014, the Equal Employment Opportunity Commission reported multiple claims of workplace discrimination in the United States; the claims resulted in costly settlements. The purpose of this qualitative, multiple-case study—which used the theory of enterprise risk management as the conceptual framework—was to explore how 4 human resource managers in small-to-medium sized enterprises in the southeastern region of the United States successfully implemented proactive strategies to reduce the financial and legal risk resulting from workplace discrimination. Using Yin’s 5 steps of data analysis along with triangulation of findings from the semistructured interviews, company documents, and websites, the following 4 themes were identified and verified: the need for education, external accountability, formalized policies and procedures, and the barriers to proactive strategies. To reduce risks from workplace discrimination, 3 recommendations for future action by human resources managers were proposed: education, external accountability, and formalized policies and procedures. The findings and recommendations can bridge the gap between small-to-medium enterprise human resource practices and efficacious enterprise risk-management strategies. A diverse workforce can catalyze innovation, increase organizational effectiveness, and thus benefit employers and employees. Communities may benefit by experiencing a culturally representative work environment and lower unemployment for underrepresented populations.

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Sibiya, Cebile. "Racial harassment and discrimination in the workplace." Diss., University of Pretoria, 2016. http://hdl.handle.net/2263/60094.

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This research will investigate the problem of racial harassment and discrimination in the workplace. This problem of racial harassment and discrimination in the workplace is based on section 6 of the Employment Equity Act1 (EEA) which lays the foundation of this research. In chapter one of this dissertation the background of our constitutional dimension is discussed as it is the cornerstone of our law.2 Chapter one also raises racial harassment and discrimination as a problem in the workplace. Chapter 2 discusses the pre-democratic, the transition to democracy and the post-democratic racial position in the workplace. Chapter 2 enables the reader to have a full understanding of South Africa?s racial history particularly in employment. Chapter 3 analyses how South African courts address the problem of racial harassment and discrimination in the workplace. This analysis is done by way of discussing cases that have dealt with racial harassment. Further issues that are discussed in chapter 3 are whether the sanction of dismissal imposed by courts in racial harassment and discrimination cases are appropriate. How courts address the sensitivity of employees towards racial harassment and discrimination in the workplace and finally the employers duty to protect employees from racial harassment and discrimination. This is done by way of a broader discussion of case law and section 60 of the EEA. Chapter 4 is the comparative chapter where racial harassment and discrimination from the United States of America (USA) perspective is analysed and compared to South Africa. In this chapter the Civil Rights Act of 1964 is used to discuss the test that USA courts use to establish racial harassment and discrimination in the workplace. The employer?s duty to protect employees from racial harassment is also discussed in chapter 4, as well as the tests used by courts to establish liability on the part of the employer in the USA. Chapter 5 includes recommendations on how courts and employers can ensure that the remedies that they impose on employees who are guilty of racial harassment are effective in the elimination of racial harassment and discrimination in the workplace. This chapter will also contain concluding remarks.
Mini Dissertation (LLM)--University of Pretoria, 2016.
Mercantile Law
LLM
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Books on the topic "Ethnic discrimination in workplace"

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Wrench, John. Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Burlington, Vt: Ashgate, 2007.

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Fredrick, Candice. Women, ethics and the workplace. Westport, Conn: Praeger, 1997.

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1931-, Davies Evelyn, and Jupp T. C, eds. Language and discrimination: A study of communication in multi-ethnic workplaces. London: Longman, 1992.

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Building workplace equality: Ethics, diversity and inclusion. London: Thomson, 2002.

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Tate, Eliza I. T. To take a stand: Leadership in the work force indifferent to ethnic people of color. Walnut, CA: ESP Publishers, 2002.

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Inc, ebrary, ed. Equal opportunities and ethnic inequality in European labour markets: Discrimination, gender and policies of diversity. Amsterdam: Amsterdam University Press, 2009.

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Shah, Sejal. Overcoming discrimination against ethnic minority employees in the workplace: A study of whether Britain can learn anything from USA's affirmative action policy. Manchester: UMIST, 2003.

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Institute, Pennsylvania Bar. Pregnancy discrimination in the workplace. Mechanicsburg, Pennsylvania: Pennsylvania Bar Institute, 2015.

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Toit, D. Du. Unfair discrimination in the workplace. Claremont, Cape Town: Juta, 2014.

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Disability discrimination and the workplace. Washington, D.C: Bureau of National Affairs, 2005.

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Book chapters on the topic "Ethnic discrimination in workplace"

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Räthzel, Nora. "Workers of Migrant Origin in Germany: Forms of Discrimination in the Labour Market and at the Workplace." In Migrants, Ethnic Minorities and the Labour Market, 35–53. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1007/978-1-349-27615-8_3.

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Graham, Barbara L. "Workplace Discrimination." In Social Identity and the Law, 131–56. Abingdon, Oxon [UK]; New York, NY: Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9781351067577-6.

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Molina, Kristine M., Kristine M. Molina, Heather Honoré Goltz, Marc A. Kowalkouski, Stacey L. Hart, David Latini, J. Rick Turner, et al. "Racial/Ethnic Discrimination." In Encyclopedia of Behavioral Medicine, 1612. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4419-1005-9_101429.

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Dreger, Kurt W. "Workplace Discrimination and Retaliation." In The Legal Aspects of Industrial Hygiene and Safety, 61–75. Boca Raton: Taylor & Francis, 2018. |: CRC Press, 2018. http://dx.doi.org/10.1201/9780429023750-7.

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Seaton, Eleanor K., Tiffany Yip, and Sara Douglass. "Racial and Ethnic Discrimination." In Encyclopedia of Adolescence, 2287–94. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4419-1695-2_227.

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Seaton, Eleanor K., Tiffany Yip, and Sara Douglass. "Racial and Ethnic Discrimination." In Encyclopedia of Adolescence, 1–12. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32132-5_227-2.

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Seaton, Eleanor K., Tiffany Yip, and Sara Douglass. "Racial and Ethnic Discrimination." In Encyclopedia of Adolescence, 3026–37. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-33228-4_227.

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Bayl-Smith, Piers. "Age Discrimination in the Workplace." In Encyclopedia of Gerontology and Population Aging, 1–6. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-69892-2_582-1.

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Heuer, Larry. "Disability and Procedural Fairness in the Workplace." In Disability and Aging Discrimination, 205–33. New York, NY: Springer New York, 2010. http://dx.doi.org/10.1007/978-1-4419-6293-5_11.

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Pulla, Venkat, Bhairabi Nandini Kaushik, Bharath Bhushan Mamidi, and Sanjai Bhatt. "Understanding Ethnic Violence in North East India." In Discrimination, Challenge and Response, 57–71. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-46251-2_4.

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Conference papers on the topic "Ethnic discrimination in workplace"

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Reid, Alison, Jun Chih, Renee Carey, Ellie Darcey, and Corie Gray. "O02-5 Workplace discrimination and mental health among ethnic minority workers in australia." In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.10.

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Kralj, Danijela, Irena Istenič, and Nevenka Šestan. "Skupaj za prijazno, vključujoče in varno delovno okolje." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.33.

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The situation we are experiencing on a global level and in the domestic environment confirms long-standing warnings that human and planetary survival requires radical changes in the way we think and respond to the demanding problems and challenges of today's society. The COVID19 epidemic has further exacerbated the deterioration. There is too much intolerance, even towards those who, in their moral and professional obligation to humanity and the medical profession, risk their own lives to save the lives and health of others. As social and personal hardships intensify, the dark forces of human character accumulate and destroy interpersonal and social relationships. Due to the increasingly serious consequences, such as psychological and physical violence, discrimination and exclusion in the workplace, a comprehensive and inclusive (integrated, integrative) model of an inclusive and safe work environment is being established worldwide. Inclusive practices have a positive effect on productivity by improving organizational climate and employee motivation, commitment and adherence to business ethics and values of the organization, while reducing turnover and risk of deviance. Therefore, they are often mentioned as the starting point for integrated and connected, integrated business, applicable business ethics and integrity, sustainable social responsibility, and achieving sustainable development goals in the era of new technologies and Industry 4.0. Thus, as part of a tertiary research project, in January 2020 we organised a seminar with a workshop for UKCL employees on a friendly, inclusive and safe working environment. The findings and conclusions are presented in this paper.

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Ștefan, Andreea, Andreea Marin Pantelescu, and Gabriela Țigu. "Creativity Pressure Under Workplace Discrimination." In 7th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2021. http://dx.doi.org/10.24818/basiq/2021/07/073.

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"The Influence of Workplace Culture on Women Discrimination at the Workplace." In March 2017 Singapore International Conferences. EAP, 2017. http://dx.doi.org/10.17758/eap.eph317025.

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"An Examination of the Barriers to Leadership for Faculty of Color at U.S. Universities." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4344.

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[This Proceedings paper was revised and published in the 2019 issue of the journal Issues in Informing Science and Information Technology, Volume 16] Aim/Purpose: The aim and purpose of this study is to understand why there is a dearth of faculty of color ascending to senior levels of leadership in higher education institutions, and to identify strategies to increase the representation of faculty of color in university senior administrative positions. Background: There is a lack of faculty of color in senior level academic administrative position in the United States. Although there is clear evidence that faculty of color have not been promoted to senior level positions at the same rate as their White col-leagues, besides racism there has been little evidence regarding the cause of such disparities. This is becoming an issue of increased importance as the student bodies of most U.S. higher educational institutions are becoming increasingly more inclusive of people of various racial and ethnic backgrounds. Methodology: Qualitative interviews were used. Contribution: This study adds to the research and information made previously available regarding the status of non-White higher educational members in the U.S. by contributing insights from faculty of color who have encountered and are currently encountering forms of discrimination within various institutions. These additions include personal experiences and suggestions regarding the barriers to diversification and implications of the lack of diversity at higher educational institutions. Given the few diverse administrative or executive leaders in service today in higher education, these personal insights provide seldom-heard perspectives for both scholars and practitioners in the field of higher education. Findings: Limited diversity among faculty at higher educational institutions correlates with persistent underrepresentation and difficulty in finding candidates for leadership positions who are diverse, highly experienced, and highly ranked. This lack of diversity among leaders has negative implications like reduced access to mentor-ship, scholarship, and other promotional and networking opportunities for other faculty of color. While it is true that representation of faculty of color at certain U.S. colleges and programs has shown slight improvements in the last decade, nationwide statistics still demonstrate the persistence of this issue. Participants perceived that the White boys club found to some extent in nearly all higher educational institutions, consistently offers greater recognition, attention, and support for those who most resemble the norm and creates an adverse environment for minorities. However, in these findings and interviews, certain solutions for breaking through such barriers are revealed, suggesting progress is possible and gaining momentum at institutions nationwide. Recommendations for Practitioners: To recruit and sustain diverse members of the academic community, institutions should prioritize policies and procedures which allocate a fair share of responsibilities between faculty members and ensure equity in all forms of compensation. In addition, institutional leaders should foster a climate of mutual respect and understanding between members of the educational community to increase confidence of people of color and allow for fresh perspectives and creativity to flourish. Where policies for diversification exist but are not being applied, leaders have the responsibility to enforce and set the example for other members of the organization. Assimilation of diverse members occurs when leaders create an inclusive environment for various cultures and advocate for social and promotional opportunities for all members of the organization. Recommendations for Researchers: Significant research remains on understanding barriers to the preparation of faculty of color for leadership in higher education. While this research has provided first-hand qualitative perspectives from faculties of color, additional quantitative study is necessary to understand what significant differences in underrepresentation exist by race and ethnicity. Further research is also needed on the compound effects of race and gender due to the historic underrepresentation of women in leadership positions. At the institutional and departmental level, the study validates the need to look at both the implicit and explicit enforcement of policies regarding diversity in the workplace. Future Research: Higher education researchers may extend the findings of this study to explore how faculty of color have ascended to specific leadership roles within the academy such as department chair, academic dean, provost, and president.

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Kuznetsova, Natalia. "Methods Of Objectification Of Ethnic Discrimination In Modern German Media-Culture." In WUT 2018 - IX International Conference “Word, Utterance, Text: Cognitive, Pragmatic and Cultural Aspects”. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.04.02.85.

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Jones, Andrea Marie, Rodrigo Finkelstein, and Mieke Koehoorn. "0187 Disability and workplace harassment and discrimination among canadian federal public service employees." In Eliminating Occupational Disease: Translating Research into Action, EPICOH 2017, EPICOH 2017, 28–31 August 2017, Edinburgh, UK. BMJ Publishing Group Ltd, 2017. http://dx.doi.org/10.1136/oemed-2017-104636.151.

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Zheleva, Mariya, and Teodora Yovcheva. "CONFLICT OF RIGHTS IN WORKPLACE WITH REGARD TO THE OBSERVANCE OF INTERNATIONAL ANTI-DISCRIMINATION STANDARDS." In 4th International Scientific – Business Conference LIMEN 2018 – Leadership & Management: Integrated Politics of Research and Innovations. Association of Economists and Managers of the Balkans, Belgrade, Serbia et all, 2018. http://dx.doi.org/10.31410/limen.2018.427.

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Shariff-Marco, Salma, Elizabeth Ellis, Meera Sangaramoorthy, Jennfier Jain, Catherine Thomsen, Christine Ambrosone, Lawrence Kushi, Candyce Kroenke, and Scarlett L. Gomez. "Abstract B040: The impact of racial/ethnic discrimination and residential segregation on cancer survivorship." In Abstracts: Eleventh AACR Conference on The Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; November 2-5, 2018; New Orleans, LA. American Association for Cancer Research, 2020. http://dx.doi.org/10.1158/1538-7755.disp18-b040.

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Veronesi, G., F. Gianfagna, R. Borchini, G. Grassi, L. Iacoviello, G. Cesana, P. Tayoun, and MM Ferrario. "1661c Cardiovascular disease screening at the workplace: discrimination ability of lifestyle risk factors and job-related conditions." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.172.

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Reports on the topic "Ethnic discrimination in workplace"

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Tan, Zhibo, Shang-Jin Wei, and Xiaobo Zhang. Deadly Discrimination: Implications of "Missing Girls" for Workplace Safety. Cambridge, MA: National Bureau of Economic Research, May 2021. http://dx.doi.org/10.3386/w28830.

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Perron, Rebecca. Age Discrimination in the Workplace: 2019 AARP Survey of Oregon Hispanic/Latino Older Workers: Fact Sheet. AARP Research, March 2019. http://dx.doi.org/10.26419/res.00284.004.

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Cook, Benjamin L., Ana M. Progovac, Dharma E. Cortés, Danny McCormick, Michael Flores, Leslie B. Adams, Timothy B. Creedon, et al. Comparing Preferences for Depression and Diabetes Treatment among Adults of Different Racial and Ethnic Groups Who Reported Discrimination in Health Care. Patient-Centered Outcomes Research Institute (PCORI), January 2021. http://dx.doi.org/10.25302/01.2021.me.150731469.

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Moser, Petra. An Empirical Test of Taste-based Discrimination Changes in Ethnic Preferences and their Effect on Admissions to the NYSE during World War I. Cambridge, MA: National Bureau of Economic Research, May 2008. http://dx.doi.org/10.3386/w14003.

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Carter, Becky, and Luke Kelly. Social Inequalities and Famine and Severe Food Insecurity Risk. Institute of Development Studies (IDS), June 2021. http://dx.doi.org/10.19088/k4d.2021.097.

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This rapid review summarises the evidence on the ways in which social inequalities and discrimination affect the risk of famine or severe food insecurity. Looking at the risk at the national and sub-national level, gender and other horizontal inequities can affect a society’s risk of violent conflict and therefore food insecurity, while fragile livelihoods associated with ethnic marginalisation can impact regional food security. At the individual and household level, there is a lack of disaggregated data on people’s social characteristics and famines. There is a broader literature on the impact of systemic discrimination (based on gender, age, disability, sexuality, and ethnic identity) on individuals’ and households’ livelihoods and assets, thereby increasing their vulnerability to food insecurity. A key finding from the literature is the gender gap, with women more at risk of being food insecure than men. Also, some ethnic groups are highly vulnerable particularly in conflict-related famines; starvation is used as a warfare tactic in political and ethnic conflicts. There is evidence of how social inequalities heighten individuals’ risks during food crises and famines, including through exposure to protection threats, while limiting their access to essential services and humanitarian assistance. A broad range of measures seeks to address the multi-dimensional ways in which social inequalities affect vulnerability and resilience to food insecurity.

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Suleman, Naumana. Experiences of Intersecting Inequalities for Christian Women and Girls in Pakistan. Institute of Development Studies (IDS), December 2020. http://dx.doi.org/10.19088/creid.2020.013.

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In Pakistan, where gender-based discrimination is already rampant, women and girls belonging to religious minority or belief communities face multiple and intersecting forms of discrimination over and above those faced by an average Pakistani woman and girl. This policy briefing shares findings from a study on the situation of socioeconomically excluded Christian women and girls in Pakistan. During the research, they discussed their experiences of different forms of discrimination, which predominantly took place within their workplace (largely sanitary, domestic and factory work) and educational institutes, particularly in government schools. They described being restricted in their mobility by their families and communities who are fearful of the threats of forced conversion, and both poor and affluent women relayed experiences of harassment at healthcare and education facilities once their religious identity is revealed.

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Sultan, Sadiqa, Maryam Kanwer, and Jaffer Mirza. A Multi-layered Minority: Hazara Shia Women in Pakistan. Institute of Development Studies (IDS), December 2020. http://dx.doi.org/10.19088/creid.2020.011.

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Shia account for approximately 10–15 per cent of the Muslim population in Pakistan, which has a largely Sunni Muslim population. Anti-Shia violence, led by extremist militant groups, dates to 1979 and has resulted in thousands killed and injured in terrorist attacks over the years. Hazara Shia, who are both an ethnic and a religious minority, make an easy target for extremist groups as they are physically distinctive. The majority live in Quetta, the provincial capital of Balochistan in central Pakistan, where they have become largely ghettoised into two areas as result of ongoing attacks. Studies on the Hazara Shia persecution have mostly focused on the killings of Hazara men and paid little attention to the nature and impact of religious persecution of Shias on Hazara women. Poor Hazara women in particular face multi-layered marginalisation, due to the intersection of their gender, religious-ethnic affiliation and class, and face limited opportunities in education and jobs, restricted mobility, mental and psychological health issues, and gender-based discrimination.

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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM, and Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.

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The role of incentives in encouraging workplace HIV/AIDS policies and programs. Population Council, 2004. http://dx.doi.org/10.31899/hiv15.1007.

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This brief examines the role of incentives in encouraging companies in Thailand to adopt workplace policies and programs that address AIDS-related stigma and discrimination and respond to the needs of workers for information and services. The research was a collaboration between the Horizons Program, American International Assurance (AIA), the Thailand Business Coalition on AIDS (TBCA), and AusAID. After the initiative was launched (known as the AIDS-response Standard Organization), TBCA staff built relationships with company managers to explain and promote the advantages of joining. Companies agreeing to implement at least three HIV/AIDS workplace policies would receive a reduction of 5–10 percent off group life insurance premiums from AIA, Thailand’s largest insurance provider, if they were AIA clients. As the initiative evolved, TBCA introduced the additional incentive of a certificate endorsed by the government and awarded at a high-profile public ceremony. For each company agreeing to participate, TBCA offered assistance to enhance their activities, including providing educational leaflets, videos, and a mobile exhibition, as well as condoms, peer education training, counseling and referrals to support groups for HIV-positive employees, and assistance with writing company HIV/AIDS policies.

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Diversity & Inclusion End of Year Progress Report 2020. Inter-American Development Bank, June 2021. http://dx.doi.org/10.18235/0003332.

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As a development institution, the IDB Group is committed to improving the lives of all people in Latin America and the Caribbean by providing the most innovative and pragmatic solutions to our Regions most pressing development challenges. We also understand that our human capital is our greatest asset and therein lies the key to our success. We believe that our diversity and not just visible diversity but diversity in experiences, perspectives and working styles is not only a large part of who we are but is deeply intertwined with how we leverage the multitude of differences in our workforce. We therefore understand that to deliver on our commitment to our clients, our differences must not just be tolerated or accepted but valued and embraced. We aim to be the workplace where all employees are given an opportunity to succeed regardless of how they identify and we strive to create a workplace culture that values diversity, equity, and inclusion, is unafraid to tackle those tough conversations about the obstacles which may impede progress in our agenda such as racism, disrespect, or discrimination in any form, and is prepared to address these issues.

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