Relevant bibliographies by topics / Workplace discrimination

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Workplace discrimination'

Author: Grafiati
Published: 4 June 2021
Last updated: 15 June 2024

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Workplace discrimination.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Workplace discrimination"

1

Enoksen, Elisabeth. "Perceived discrimination against immigrants in the workplace." Equality, Diversity and Inclusion: An International Journal 35, no. 2 (March 14, 2016): 66–80. http://dx.doi.org/10.1108/edi-07-2015-0058.

Full text
Abstract:
Purpose – The purpose of this paper is to examine how perceptions of organizational justice and social-focussed personal values influence perceived discrimination against immigrants in the workplace. Design/methodology/approach – A sample of 224 employees of a mental health clinic in Norway completed Schwartz’s Portrait Values Questionnaire that measures personal values, Colquitt’s Organizational Justice Scale, and scale measuring perceived discrimination against immigrant in the workplace. Findings – Perceived organizational justice and the social-focussed value universalism contributed significantly in explaining variance in perceived discrimination against immigrants in the workplace. Employees who scored low on perceived organizational justice scored high on perceived discrimination against immigrants, and employees who scored high on the value universalism scored high on perceived discrimination against immigrants in the workplace. Research limitations/implications – The cross-sectional design cannot determine causality. The direction of the relationship between the variables is founded on prevailing empirical and theoretical contributions in the field. Practical implications – Cultural diversity training programs should make employees aware of how their personal values and personal justice experiences influence their perceptions of discrimination against immigrants. Culturally diverse workplaces could benefit from recruiting employees who emphasize universalism. Originality/value – Co-workers’ perception of exclusion and discriminating behavior against immigrants in the workplace is critical in order to reduce such unjust treatment. There is limited research on factors that influence perceptions of discrimination against others.
APA, Harvard, Vancouver, ISO, and other styles
2

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
3

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
4

Adu Bakare, Seun, and Nilofar Nouhi. "Employee Experiences with Workplace Discrimination Law." Interdisciplinary Studies in Society, Law, and Politics 3, no. 1 (2024): 24–30. http://dx.doi.org/10.61838/kman.isslp.3.1.5.

Full text
Abstract:
Workplace discrimination remains a pervasive issue with significant impacts on employee well-being and organizational effectiveness. This study aims to explore the nuances of employee experiences with workplace discrimination law, focusing on how individuals perceive, react to, and are affected by discriminatory practices in their workplaces. A qualitative research design was employed, using semi-structured interviews to collect data from 30 participants who had experienced or observed workplace discrimination. The study targeted theoretical saturation to ensure comprehensive coverage of relevant experiences. Data were analyzed using NVivo software, which facilitated thematic analysis and helped identify key themes and categories within the interview transcripts. Three main themes emerged from the data: Perceptions of Discrimination, Experiences with Legal Processes, and Impact on Workplace Culture. Each theme included multiple categories, such as Legal Knowledge, Personal Impact, Reporting Procedures, Outcomes of Legal Action, Changes in Workplace Dynamics, and Long-term Effects. These categories encompassed various concepts like understanding of rights, emotional distress, confidentiality issues, settlement outcomes, changes in team cohesion, and shifts in organizational policies. The findings reveal the complexity of workplace discrimination and underscore the need for robust organizational policies and practices that can effectively prevent and address discrimination. The study highlights the importance of enhancing legal and procedural knowledge among employees, improving reporting and support systems, and fostering an inclusive culture to mitigate the adverse effects of discrimination on workplace dynamics and employee health.
APA, Harvard, Vancouver, ISO, and other styles
5

Njoki, Winnie. "GENDER DISCRIMINATION IN THE WORKPLACE." Journal of Gender Related Studies 2, no. 2 (December 24, 2021): 9–17. http://dx.doi.org/10.47941/jgrs.744.

Full text
Abstract:
Gender equality in employment has given rise to numerous policies in advanced industrial countries, all aimed at tackling gender discrimination regarding recruitment, salary and promotion. However, gender inequalities in the workplace persist. The article summarizes gender discrimination against working women in the workplace. Different articles have revealed that gender discrimination is a persistent problem in the workplace. The theory developed by Engels, Patriarchy-capitalism theory and the Conflict theory by Turner and Musick are the major theories that are used in this analysis. This study used a humanistic approach to textual analysis while researching and writing this essay, compared to a behavioral approach, which would involve studying gender discrimination in workplaces. Content analysis shows that females are discriminated more than males in private organizations. Further, the findings show that females are discriminated more than males in private sector than in public sector. The results show that gender discrimination decreases satisfaction & motivation and commitment & enthusiasm level of employees, and increases the stress level in the employees. The study recommends that organizations should review their recruiting processes and also stand up to gender bias when it happens.
APA, Harvard, Vancouver, ISO, and other styles
6

Gaines, Rachel, and Vinod Vincent. "Weight discrimination: implications to the workplace." Strategic HR Review 21, no. 2 (February 22, 2022): 54–58. http://dx.doi.org/10.1108/shr-01-2022-0002.

Full text
Abstract:
Purpose Given the prevalence of obesity in society at large and ensuing weight discrimination in the workplace, the purpose of this paper is to bring to light the social stigma attached to obesity, stimulate the discussion around enacting better legislation to alleviate weight-based discrimination in the workplace and highlight the role of human resource (HR) departments in preventing such discriminatory actions. Design/methodology/approach This paper reviews current perceptions, trends, laws and consequences related to obesity and weight discrimination and discusses the implications for organizations and HR professionals. Findings Weight discrimination is a real problem in society as a whole and workplaces in particular. HR professionals have a key role to play in removing weight discrimination and creating a more inclusive and equitable workplace. Originality/value Although weight discrimination has significant professional and personal consequences, there is a lack of explicit laws and policies that provide strong protection to impacted individuals. This paper brings the issue to light and discusses the role of HR in eliminating such bias and discriminatory practices in the workplace.
APA, Harvard, Vancouver, ISO, and other styles
7

Schneider, Rachel C., Deidra Carroll Coleman, Elaine Howard Ecklund, and Denise Daniels. "How Religious Discrimination is Perceived in the Workplace: Expanding the View." Socius: Sociological Research for a Dynamic World 8 (January 2022): 237802312110709. http://dx.doi.org/10.1177/23780231211070920.

Full text
Abstract:
Although religious discrimination in U.S. workplaces appears to be rising, little is known about how different groups of employees perceive discrimination. Here, the authors draw on 194 in-depth interviews with Muslim, Jewish, Christian, and nonreligious employees to examine perceptions of religious discrimination in the workplace. The authors identify several common modes of perceived discrimination, including verbal microaggressions and stereotyping, social exclusion and othering, and around religious holidays and symbols. The authors also find that Christians tend to link perceived discrimination to personal piety or taking a moral stand in the workplace, while Muslims, Jews, and nonreligious people tend to link discrimination to group-based stereotypes and describe a sense of being seen as religiously foreign or other. This study reveals the value of studying groups alongside one another for the fullest picture of workplace religious discrimination and points the way toward further sociological research of how both majority and minority groups perceive discrimination.
APA, Harvard, Vancouver, ISO, and other styles
8

Berry, Phyllis E., Karen M. McGuffee, Jeffrey P. Rush, and Susan Columbus. "Discrimination in the Workplace." Journal of Human Behavior in the Social Environment 8, no. 2-3 (June 28, 2004): 225–39. http://dx.doi.org/10.1300/j137v08n02_13.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Daniels, Shanna, and LaDonna M. Thornton. "Race and workplace discrimination." Equality, Diversity and Inclusion: An International Journal 39, no. 3 (July 16, 2019): 319–35. http://dx.doi.org/10.1108/edi-06-2018-0105.

Full text
Abstract:
Purpose Drawing upon theories of modern discrimination, the present study focuses on cyber incivility and interpersonal incivility as mechanisms through which race leads to perceived discrimination. Participants included 408 full-time working adults who responded to an online survey. The results indicate that Non-White employees experience subtle forms of discrimination through the use of e-mail, which accentuate the need for organizations to eradicate workplace mistreatment so that their employees can avoid the adverse outcomes associated with experiencing cyber incivility. The purpose of this paper is to extend the understanding of selective incivility and concludes with directions for future research and practical implications. Design/methodology/approach Participants included 408 full-time working adults who responded to the survey online. Findings The results indicate that race was indirectly associated with discrimination through cyber incivility. The results indicate that Non-White employees experience subtle forms of discrimination through the use of technology and cyber space which accentuate the need for organizations to eradicate workplace incivility so that their employees can evade the adverse outcomes associated with experiencing incivility at work. Research limitations/implications This study extends the understanding of selective incivility and concludes with directions for future research and practical implications. Originality/value This paper is the first to explore the relationship between race, cyber incivility and discrimination.
APA, Harvard, Vancouver, ISO, and other styles
10

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Workplace discrimination"

1

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

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
2

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

Full text
Abstract:
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
APA, Harvard, Vancouver, ISO, and other styles
3

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

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
4

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Draper, William. "Workplace Discrimination and the Perception of Disability." VCU Scholars Compass, 2012. http://scholarscompass.vcu.edu/etd/2876.

Full text
Abstract:
Decisions by the EEOC in favor of claimants perceived to have disabilities disproportionately exceeded those in favor of claimants with documented disabilities. This finding lends support to the assertion that unconscious/implicit bias is persistent in the workplace.
APA, Harvard, Vancouver, ISO, and other styles
6

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

Full text
Abstract:
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
Unrestricted
APA, Harvard, Vancouver, ISO, and other styles
7

Kandola, Jo-Anne. "Workplace gender discrimination and the implicit association test." Thesis, Aston University, 2015. http://publications.aston.ac.uk/27578/.

Full text
Abstract:
Women are under-represented at senior levels within organisations. They also fare less well than their male counterparts in reward and career opportunities. Attitudes toward women in the workplace are thought to underpin these disparities and more and more organisations are introducing attitude measures into diversity and inclusion initiatives to: 1) raise awareness amongst employees of implicit attitudes, 2) educate employees on how these attitudes can influence behaviour and 3) re-measure the attitude after an intervention to assess whether the attitude has changed. The Implicit Association Test (IAT: Greenwald, et al., 1998) is the most popular tool used to assess attitudes. However, questions over the predictive validity of the measure have been raised and the evidence for the real world impact of the implicit attitudes is limited (Blanton et al., 2009; Landy, 2008; Tetlock & Mitchell, 2009; Wax, 2010). Whilst there is growing research in the area of race, little research has explored the ability of the IAT to predict gender discrimination. This thesis addresses this important gap in the literature. Three empirical studies were conducted. The first study explored whether gender IATs were predictive of personnel decisions that favour men and whether affect- and cognition-based gender IATs were equally predictive of behaviour. The second two studies explored the predictive validity of the IAT in comparison to an explicit measure of one type of gender attitude, benevolent sexism. The results revealed implicit gender attitudes were strongly held. However, they did not consistently predict behaviour across the studies. Overall, the results suggest that the IAT may only predict workplace gender discrimination in a very select set of circumstances. The attitude component that an IAT assesses, the personnel decision and participant demographics all impact the predictive validity of the tool. The interplay between the IAT and behaviour therefore appears to be more complex than is assumed.
APA, Harvard, Vancouver, ISO, and other styles
8

Zanin, Pierlisa <1992&gt. "Intersectional Discrimination in the Workplace under International Law." Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/12260.

Full text
Abstract:
La presente tesi si propone di analizzare in primo luogo gli strumenti giuridici in materia di non-discriminazione a livello internazionale e più specificatamente di non-discriminazione nel posto di lavoro a livello Unione Europea e Consiglio d’Europa. Successivamente vengono esaminate alcune sentenze della Corte di Giustizia riguardanti discriminazioni multiple nel posto di lavoro, ossia quei casi in cui aspetti come la religione si sommano ad altre condizioni (in molti casi per esempio l’essere donna). L’obiettivo sarà quello di capire come le corti si comportano nei casi in cui tali condizioni sono presenti contemporaneamente.
APA, Harvard, Vancouver, ISO, and other styles
9

Chowdhury, Niloy Krittika, and Niloy Krittika Chowdhury. "Gender Discrimination: Evidence from Young Lawyers." Thesis, The University of Arizona, 2016. http://hdl.handle.net/10150/622860.

Full text
Abstract:
This study explores gender discrimination among attorneys using Young Lawyers survey data from 2007. The survey included five questions about discrimination which are used as outcome measures. The survey asks respondents about receiving demeaning comments, missing out on desirable assignments, client requests for someone else to do work, colleague requests for someone else to work with, and the partner discounted hours. Results show gender gaps in two of the discrimination measures: experience in receiving demeaning comments and missed out desirable comments. Gaps persist even after controlling for performance, educational attainment and ability, individual characteristics, firm characteristics and areas of law. Data do not indicate gender gaps for the other measures. This suggests that gender discrimination persists in specific situations among young lawyers.
APA, Harvard, Vancouver, ISO, and other styles
10

Reitman, Meredith Adrienne. "Race in the workplace : meritocracy, whiteness and belonging /." Thesis, Connect to this title online; UW restricted, 2004. http://hdl.handle.net/1773/5661.

Full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Books on the topic "Workplace discrimination"

1

C, Macdonald Lynda A., ed. Workplace discrimination handbook. London: Gee Publishing, 1997.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
2

Carby-Hall, Joseph, Zbigniew Goral, and Aneta Tyc. International Workplace Discrimination Law. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003437970.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Tar, Yıldız, and Nevin Öztop. Discrimination at workplace and fight against discrimination. Ankara,Turkey: Kaos GL, 2015.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
4

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

Find full text
APA, Harvard, Vancouver, ISO, and other styles
5

Pfadenhauer, Diane M. Workplace Investigations: Discrimination and harassment. New York: DataMotion., 2009.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
6

J, Petesch Peter, ed. Disability discrimination and the workplace. 2nd ed. Arlington, VA: Bureau of National Affairs, Inc, 2011.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
7

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

Find full text
APA, Harvard, Vancouver, ISO, and other styles
8

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

Find full text
APA, Harvard, Vancouver, ISO, and other styles
9

Hunter, Rosemary. Indirect discrimination in the workplace. Annandale, NSW: Federation Press, 1992.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
10

Phelan, Gary E. Disability discrimination in the workplace. [St. Paul]: Thomson/West, 1992.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Book chapters on the topic "Workplace discrimination"

1

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Carby-Hall, Jo, Aneta Tyc, and Zbigniew Góral. "International Workplace Discrimination Law." In International Workplace Discrimination Law, 1–12. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003437970-1.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Carby-Hall, Jo, Zbigniew Góral, and Aneta Tyc. "International Workplace Discrimination Law." In International Workplace Discrimination Law, 291–308. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003437970-15.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Castro, Raffaello Santagata de. "Anti-discrimination Law in the Italian Courts." In International Workplace Discrimination Law, 15–46. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003437970-3.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Stribis, Ioannis. "Prohibition of Employment-related Discrimination in the Greek Legal Order." In International Workplace Discrimination Law, 94–132. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003437970-6.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Dolobáč, Marcel. "Discrimination in Employment in the Slovak Republic." In International Workplace Discrimination Law, 179–98. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003437970-10.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Pereiro, Jaime Cabeza. "The Right to Non-discrimination in Employment in the Kingdom of Spain." In International Workplace Discrimination Law, 70–93. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003437970-5.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Halmos, Szilvia. "More Equal than “Others”…? 1." In International Workplace Discrimination Law, 135–58. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003437970-8.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Lieberwitz, Risa L. "Employment Discrimination Law in the United States." In International Workplace Discrimination Law, 242–66. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003437970-13.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Workplace discrimination"

1

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

"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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Zhao, Xin, and Riley Young. "Workplace Discrimination in Software Engineering: Where We Stand Today." In 2023 IEEE/ACM 45th International Conference on Software Engineering: Software Engineering in Society (ICSE-SEIS). IEEE, 2023. http://dx.doi.org/10.1109/icse-seis58686.2023.00026.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Alsereidi, Asmaa, Amal Almarzooqi, and Saed Amer. "Toxic Workplace Environment." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002674.

Full text
Abstract:
This study aims to explore environmental toxicity in the workplace. The study highlights essential aspects of the toxicity environment, such as the definitions, causes, and impacts. The breach of contract in an organization is considered an important aspect that affects the employees’ mood and attitude in the workplace. The failure of duties and responsibilities of an organization may greatly significantly affect employees psychologically. The violation of company-employees agreement plays a significant role in changing employees' views and feelings. The research study has shown that the best intervention measures in the workplace help reduce adverse effects of thetoxic environment in an organization. The study suggests that intervention skills such as team- building, cultural diversification helps in reducing social behavior such as harassment, discrimination, and bullying, thus reducing toxicity harm. Several graphs have been used to explain the different types of stress triggered by various aspects such as working nature, workplace relationships, and threats. The organization's code of ethics helps guide the employees and management to make reasonable judgments, thus eliminating unethical issues. The study highlighted some crucial recommendations which when embraced, may enhance a suitable workplace, thus minimizing workplace toxicity.
APA, Harvard, Vancouver, ISO, and other styles
5

Hu, Nian-Ze, Qi-Ren Lin, Bo-An Lin, Hao-Lun Huang, Chun-Min Tsai, Yen-Yu Wu, and You-Xing Zeng. "Design an Automatic Posture Discrimination System for Operators in Workplace." In 2023 IEEE 5th Eurasia Conference on IOT, Communication and Engineering (ECICE). IEEE, 2023. http://dx.doi.org/10.1109/ecice59523.2023.10383134.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Jackson, Leon, and Dudley de Koker. "Negative Acculturation Conditions, Wellbeing, and the Mediating Role of Separation in the Workplace." In International Association of Cross Cultural Psychology Congress. International Association for Cross-Cultural Psychology, 2014. http://dx.doi.org/10.4087/lwvn5830.

Full text
Abstract:
This article reports on the results of research which assessed adverse acculturation conditions in the workplace. Acculturation conditions such as racism, discrimination, segregation and separation were evaluated as predictors to ascertain how they affect acculturation outcomes such as intentions to quit and ill-health, both physical and psychological, of workers in the workplace. A convenience sample (N = 327) was taken from various sectors, for example retail, banking, mining, police service, and the municipality. The study aimed to test the mediating role of separation in the relation between adverse acculturation conditions and wellbeing as measured by ill-health and intentions to quit. The results indicated that racism, discrimination, segregation and separation, ill-health and intentions to quit were positively related. The hypothesized model was confirmed in a structural equation modelling analysis. This meant that more mainstream segregation demands, discrimination, and subtle racism, coupled with a dominant ethnic separation acculturation strategy and co-ethnics demanding that their members keep to themselves at work (with limited or no intercultural contact), were associated with the experiences of higher physical and psychological ill-health, and frequent thoughts of intentions to quit. In addition, mainstream segregation demands, compared to subtle racism and discrimination, were much more strongly associated with ethnic preference to separate. Blacks reported higher segregation demands and discrimination experiences at work (conditions), an individual separation acculturation strategy and physical ill-health at work (outcomes) compared to Whites, although the effects were relatively small. Recommendations for future research are provided.
APA, Harvard, Vancouver, ISO, and other styles
7

Iyer, Anish. "Women Physician’s Experiences with Harassment, Discrimination and Retaliation in the Workplace." In NAPCRG 50th Annual Meeting — Abstracts of Completed Research 2022. American Academy of Family Physicians, 2023. http://dx.doi.org/10.1370/afm.21.s1.4362.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Reports on the topic "Workplace discrimination"

1

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Kelley, Erin, Gregory Lane, Matthew Pecenco, and Edward Rubin. Customer Discrimination in the Workplace: Evidence from Online Sales. Cambridge, MA: National Bureau of Economic Research, December 2023. http://dx.doi.org/10.3386/w31998.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Choi-Allum, Lona. Oregon Voters Ages 40-Plus Want Workplace Protections Against Age Discrimination. Washington, DC: AARP Research, November 2023. http://dx.doi.org/10.26419/res.00757.001.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Warnke, Kaja, Valentina Di Stasio, and Marcel Lubbers. Protocol: Discrimination attributions in the workplace – a scoping review of causes and correlates. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, March 2023. http://dx.doi.org/10.37766/inplasy2023.3.0094.

Full text
Abstract:
Rationale: Altogether, previous research attests to the importance of multiple factors that refer to personal characteristics (either of those being targeted by, or witnessing discriminatory behavior), situational factors that are inherent to the discriminatory event as well as contextual features that exert influence on discrimination attributions. However, a clear overview of this research field is lacking, which makes it difficult to grasp which factors have been studied – either in isolation or jointly with other factors - to understand discrimination attributions, how robust the existing evidence is and where future research is needed. With this scoping review, we aim to systematically synthesize the existing evidence and identify the state of knowledge on the correlational and causal impact of different factors on discrimination attributions, building on and extending the reviews of Major and Sawyer (2009) and Barreto and Ellemers (2015). Additionally, this scoping review includes more modern forms of discrimination, such as microaggressions or workplace incivility as well (Marchiondo et al., 2018), allowing us to draw general conclusions about whether the same determinants and correlates have been studied in relation to modern forms of discrimination.
APA, Harvard, Vancouver, ISO, and other styles
5

Choi-Allum, Lona. Oregon Voters Ages 40-Plus Support Updating Protections Against Workplace Age Discrimination. Washington, DC: AARP Research, November 2023. http://dx.doi.org/10.26419/res.00757.002.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
8

Schuh, Rachel. Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation. Federal Reserve Bank of New York, March 2024. http://dx.doi.org/10.59576/sr.1092.

Full text
Abstract:
I analyze the value workers ascribe to the gender composition of their workplace and the consequences of these valuations for occupational segregation, tipping, and welfare. To elicit these valuations, I survey 9,000 U.S. adults using a hypothetical job choice experiment. This reveals that on average women and men value gender diversity, but these average preferences mask substantial heterogeneity. Older female workers are more likely to value gender homophily. This suggests that gender norms and discrimination, which have declined over time, may help explain some women’s desire for homophily. Using these results, I estimate a structural model of occupation choice to assess the influence of gender composition preferences on gender sorting and welfare. I find that workers’ composition valuations are not large enough to create tipping points, but they do reduce female employment in male-dominated occupations substantially. Reducing segregation could improve welfare: making all occupations evenly gender balanced improves utility as much as a 0.4 percent wage increase for women and a 1 percent wage increase for men, on average.
APA, Harvard, Vancouver, ISO, and other styles
9

Zacchia, Giulia, and Izaskun Zuazu. The Wage Effect of Workplace Sexual Harassment: Evidence for Women in Europe. Institute for New Economic Thinking Working Paper Series, May 2023. http://dx.doi.org/10.36687/inetwp205.

Full text
Abstract:
This article contributes to the literature on wage discrimination by examining the consequences of sexual harassment in the workplace on wages for women in Europe. We model the empirical relationship between sexual harassment risk and wages for European women employees using individual-level data provided by the European Working Conditions Survey (EWCS, Eurostat). We find that sexual harassment risk has a negative and statistically significant effect on wages of -0.03% on average for women in Europe. However, our empirical analysis uncovers the importance of considering the dynamics of workplace power relations: analyzing individual-level data, we find evidence of a higher negative impact of sexual harassment risk on wages for women working in counter-stereotypical occupations. We conclude that the wage effect of hostile working conditions, mainly in terms of sexual harassment risk in the workplace, should be considered and monitored as a first critical step in making women be less vulnerable at work and increasing their bargaining power, thereby reducing inequalities in working conditions and pay in Europe.
APA, Harvard, Vancouver, ISO, and other styles
10

Muñoz, Ercio, Melanie Saavedra, and Dario Sansone. Socio-Economic Disparities by Sexual Orientation and Gender Identity in Mexico. Inter-American Development Bank, May 2024. http://dx.doi.org/10.18235/0012978.

Full text
Abstract:
This paper studies socio-economic disparities in Mexico based on sexual orientation and gender identity using data from a nationally representative survey collected in 2021. It finds pronounced levels of self-reported discrimination and workplace rejection experienced by LGBTQ individuals. It also reports different rates of labor force participation and unemployment compared to heterosexual and cisgender counterparts. Additionally, heterogeneity analysis provides new insights into nuanced disparities within LGBTQ groups.
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Workplace discrimination' for particular source types:
Journal articles Dissertations / Theses Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography