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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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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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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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Draper, William. "Workplace Discrimination and the Perception of Disability." VCU Scholars Compass, 2012. http://scholarscompass.vcu.edu/etd/2876.
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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.
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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
Unrestricted
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Kandola, Jo-Anne. "Workplace gender discrimination and the implicit association test." Thesis, Aston University, 2015. http://publications.aston.ac.uk/27578/.
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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.
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Zanin, Pierlisa <1992>. "Intersectional Discrimination in the Workplace under International Law." Master's Degree Thesis, Università Ca' Foscari Venezia, 2018. http://hdl.handle.net/10579/12260.
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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.
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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.
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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.
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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.
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De, Villiers Charl Johan. "Descriptive study of discrimination and bullying in the workplace." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53350.
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Thesis (MBA)--Stellenbosch University, 2003ENGLISH ABSTRACT: Organisations have to address the issues of discrimination and bullying in the workplace, issues that have a negative impact on productivity. Organisations also need to address discrimination and bullying, as these phenomena have a large impact on the morale of employees within the organisation; morale that in turn influence productivity. Discrimination and bullying have been addressed by research in the past; however, more research has been done on discrimination than on bullying which is a fairly new field of study. Therefore the purpose of this report is to shed more light on the topic of bullying in the workplace and how to overcome it. It is necessary that discrimination and bullying as phenomena, is thoroughly understood, if one wants to attempt to find remedies for these issues. Therefore this research has been conducted by describing discrimination in the workplace, in order to create a thorough base from which to look at bullying in the workplace (a manifestation of discrimination). After the discussion on discrimination, bullying in the workplace is described by means of defining it, and describing its various aspects; how bullies work, examples of bullying, circumstances leading to bullying and its impact on all parties involved. A phenomenological analysis (research that attempts to describe a phenomena as it happen rather than trying to explain it) of bullying behaviour has been conducted by looking at the role of reinforcement, experience, knowledge and intrinsic values in creating a bullying personality. Childhood bullies has been discussed, bullies described and how they are created, together with their psychology, in order to understand more about the bully as an adult. The research also dealt with the victim and his psychology, in order to understand the bully-victim dyad (the relationship between the bully and the victim). Further, prejudice and power also plays a role in supporting bullying behaviour. Various remedies that can be used to eradicate discrimination and bullying from the workplace have been identified and described. These remedies are: • Legislation and the burden of proof. • Education and training to empower individuals to recognise and act against discrimination and bullying. • Social learning. • Continuous evaluation of the corporate culture of the organisation which will identify problem areas with regards to discrimination and bullying. • The establishment of support networks for minority groups. • Proactive, reasonable accommodation of differences (such as disability, HIV or AIDS, cancer, diabetes and the mental and emotional illnesses, left-handedness). • All parties should be informed about their responsibilities in combating the problem. • Workplace policies to deal with discrimination and bullying. • Establishment of efficient communication within the organisation. • Using mediation as a less expensive and quicker solution. • Emotional intelligence training or coaching. This research has shown that: • Discrimination is still a problem in South Africa and will prevail to be one in future as a result of the changing nature of the phenomenon. • Bullying is a live phenomenon in the workplace of today and its incidence is on the increase. • Bullies are created. Sufficient evidence to conclude that bullies are born, has not been found. • It is not clear from the literature to what extent human resource practitioners are equipped to deal with discrimination and bullying in the workplace. • Managers have the responsibility to deal with discrimination and bullying in the workplace.
AFRIKAANSE OPSOMMING: Organisasies moet diskriminasie en karnuffelry (gedrag van boelies) in die werkplek aanspreek aangesien dit produktiwiteit en moraal van werknemers negatief beïnvloed. Moraal opsig self beïnvloed produktiwiteit. Diskriminasie en karnuffelry is in die verlede in navorsing aangespreek. Meer navorsing oor diskriminasie bestaan egter as oor karnuffelry, wat 'n nuwer studieveld is. Die doel van hierdie navorsingsverslag is dan juis om meer lig te plaas op die onderwerp van boelies in die werkplek en hoe om die probleem te oorkom. 'n Goeie kennis oor die verskynsels van diskriminasie en karnuffelry is nodig, indien 'n poging aangewend gaan word om die probleem aan te spreek. Om die rede het hierdie navorsing diskriminasie in die eerste plek aangespreek, met die doel om 'n goeie basis daar te stel waarvandaan daar na karnuffelry ('n manifestasie van diskriminasie) gekyk kan word. Karnuffelry word dan vervolgens bespreek deur te kyk na die definisie daarvan, 'n beskrywing van die verskeie aspekte daar rondom, hoe boelies te werk gaan, voorbeelde van karnuffelry, omstandighede wat daartoe aanleiding gee en die impak daarvan op alle betrokke partye. 'n Fenomenologiese ondersoek (navorsing wat 'n fenomeen beskryf soos dit gebeur eerder as om dit te probeer verklaar) oor die gedrag van boelies is onderneem deur te kyk na die rol wat versterkingsteorie, ervaring, kennis en intrinsieke waardes speel in die totstandkoming van boelies. Boelies as kinders is bespreek en boelies beskryf, asook hoe hulle gevorm word, tesame met hulle psigologie met die doel om meer van die boelie as volwassene te verstaan. Die navorsing het ook gekyk na die slagoffer en sy psigologie met die doel om die boelie-slagoffer verhouding te verstaan. Vooroordeel en mag is verdere aspekte wat 'n rol speel in die gedrag van boelies. Hulpmiddels wat aangewend kan word in die stryd teen diskriminasie en karnuffelry, soos vervolgens gelys, is geïdentifiseer en bespreek: • Wetgewing en bewyslas. • Opvoeding en opleiding vir die bemagtiging van individue. • Aanleer van gedrag uit sosiale omstandighede. • Deurlopende evaluering van die kultuur binne die organisasie om probleemareas rondom diskriminasie en karnuffelry uit te wys. • Die daar stel van ondersteuningsnetwerke vir minderheidsgroepe. • Pro-aktiewe en billike tegemoetkoming van verskille (soos gebrek, MIV of VIGS, kanker, diabetes, verstandelike of emosionele siektes, linkshandigheid). • Alle partye moet ingelig word oor die verantwoordelikheid wat hulle dra met betrekking tot die bekamping van die probleem. • Werkplek beleid rakende die verskynsels. • Verseker dat daar effektiewe kommunikasie binne die organisasie plaasvind. • Mediasie moet gebruik word as 'n vinnige en kostebesparende metode van afrekening met die probleem. • Mentorskap en opleiding in emosionele intelligensie. Die navorsing het verder bewys dat: • Diskriminasie steeds 'n probleem is in Suid-Afrika en dat dit een sal bly in die toekoms. • Karnuffelry in die werkplek is 'n lewendige verskynsel en die insidensie daarvan is aan die toeneem. • Boelies word geskep. Daar kon egter nie voldoende bewyse gevind word dat boelies gebore word nie. • Die bestudeerde literatuur kon nie bewys tot watter mate personeelbestuur praktiseerders toegerus is om die probleem te hanteer nie. • Dit is bestuurders se verantwoordelikheid om af te reken met diskriminasie en karnuffelry in hulle organisasies.
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Rangoato, Sello Joshua. "Discrimination based on HIV/AIDS status in the workplace." Thesis, University of Limpopo, Turfloop Campus, 2013. http://hdl.handle.net/10386/1108.
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Thesis (LLM. (Labour Law)) -- University of Limpopo, 2013This mini-dissertation outlines the protection of rights of people living with HIV/AIDS in the workplace. It will highlight the fact that people living with HIV/AIDS can perform the work as long as they medically fit. It will show the need to promote anti discriminatory laws in the workplace. People think that HIV/AIDS can be transmitted through casual contact but that will be shown in the study that HIV/AIDS can not be transmitted by casual contact. The mini-dissertation also outlines the need to educate employees about their rights more particularly those living with HIV/AIDS in the workplace. Therefore policies such as affirmative action must be implemented to affirm several advantages to people living with HIV/AIDS. Equality is what people must enjoy in the country in terms of section 9 of the Constitution including people living with HIV/AIDS.
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Neal, Geraldine Mary. "Unequal Partners? Women Solicitors' Experiences of Workplace, Discrimination, Flexibility and Success in Queensland." Thesis, Griffith University, 2010. http://hdl.handle.net/10072/366535.
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This thesis explores issues of discrimination, flexibility, and success in the solicitors’ branch of the Queensland legal profession. It interrogates the discrimination and disadvantage practitioners report in their daily legal practice; whether they have access to achievable flexible workplace policies and practices; and whether they feel able to attain success, however that might be defined by individual lawyers. Although there have been numerous studies on the circumstances of women lawyers in other jurisdictions, no work had been carried out in Queensland at the inception of this doctoral research. There is no subsequent Queensland work that explores the specific circumstances of solicitors within the three key areas of discrimination, workplace flexibility and success. This thesis addresses this gap. The central research question in the thesis asks whether, and to what extent, prejudice and gender bias exist within the profession. Findings are analysed and set against the backdrop of extensive literature on women in the profession both within Australia and overseas. The research adopts a multi-method approach within an over-arching feminist framework. Qualitative and quantitative methods have been utilised, with the principal data being collected through a State-wide anonymous survey and a series of in-depth semi-structured interviews...Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Socio-Legal Research Centre
Faculty of Law
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Hurling, Dawn Nadine. "Disability discrimination and reasonable accommodation in the South African workplace." Thesis, University of the Western Cape, 2008. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_2344_1262723358.
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People with disabilities are a minority group who has suffered disadvantage especially in the workplace. They currently enjoy Constitutional and legislative protection in a democratic South Africa.
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Romaniak, Anna. "The problem of discrimination outside the workplace in the European Union." Thesis, Halmstad University, School of Social and Health Sciences (HOS), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-2280.
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The European Union is the Community made on bases of multiculturalism, diversity and
equality between Members and its citizens. From the very beginning of being social actor, the European Union has wanted to fight with discrimination. In the July 2008 the Council Directive on implementing the principle of equal treatment between persons irrespective of religion or belief, disability, age or sexual orientation was announced. This essay is about the problem of discrimination on the ground of ethnic origin, disability and sexual orientation in
the European Union. According to the Eurobarometer survey these types of discrimination are the most spread within the European Society. With help of this survey I set a hypothesis and I tested it. The question was if the “Old” Member States are more successful with the fight with the problem that “New” Member States. There are acts of law considering and protecting
citizens against discrimination. Most of the regulations include the unequal treatment in
employment, is why I wanted to make researches about the same problem outside the
employment. I checked what kind of minorities protection exist in legal framework of the EU and I concluded that the New Directive Proposal is actually answer for their problems and in the same time legislation changes are not enough.
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Davis, Brittan Lee. "LGBQ Workplace Discrimination, Microaggressions, and Relational Supports: A Work-Life Approach." Cleveland State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=csu1503049216024186.
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Conway, Joseph. "WORKPLACE DISCRIMINATION AND LEARNING DISABILITY: THE NATIONAL EEOC ADA RESEARCH PROJECT." VCU Scholars Compass, 2009. http://scholarscompass.vcu.edu/etd/1950.
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Using the Integrated Mission System of the Equal Employment Opportunity Commission (EEOC), the employment discrimination experience of Americans with Learning Disabilities (SLD) is documented for Title I of the Americans with Disabilities Act. The study examines demographic characteristics of the charging parties and the industry of the responding employer against whom complaints are filed. It establishes the nature of the discriminatory act, specifically, pin-points the issue(s) that predicated the allegation, and shows the final outcome or resolution of these complaints. Key dimensions of workplace discrimination as experienced by individuals with LD are detected using two Tests of Proportion. The first test compared individuals with LD to persons who have similar, non-physical disabilities (mental retardation and autism). The second test compares the experience of the LD group to a group representing all other physical, sensory, and neurological disabilities. The Exhaustive CHAID technique is then used to identify and prioritize the most significant variables that contribute to predicting the outcomes of the allegations filed by persons with LD. The comparative findings of both Tests of Proportion in this study indicate that among other industries, Educational Services is more likely to experience allegations of discrimination charged by individuals with LD. Among disability groups, the LD populace was also more likely to make charges of discrimination relative to Assignment, Testing, Harassment, Training, and Discipline. The predictive findings of this study identify eleven specific Issues that drive allegations of discrimination filed by individuals with LD. Derivative implications are discussed as they affect individuals with LD, designated industries, the EEOC, and other stakeholders. Recommendations for future research are made.
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Lopatkina, Sofiia <1996>. "Discrimination in the workplace in Russia: features and ways to overcome." Master's Degree Thesis, Università Ca' Foscari Venezia, 2021. http://hdl.handle.net/10579/19109.
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Discrimination in social and labor relations is prohibited by international and Russian legislation, but there is reason to believe that it is quite widespread in practice. Until recently, employers in job ads indicated a specific gender of the person they are willing to hire. Such a job ad may well be discriminatory.
The problem of discrimination in the workplace is particularly relevant for the modern Russian labor market. In the Russian Federation Labor code, articles 2 and 3 prohibit the restriction of labor rights depending on gender, race, skin color, nationality, language, and other circumstances not related to the business qualities of employees. At the same time, we can find many examples of job ads in which recruitment agencies specify the maximum age and gender of the employee.
Discrimination in the workplace is one of the factors that cause significant damage to employees, both moral and later material, reducing the positive impression and image of the organization in the economic and social environment, which can lead to negative economic consequences for individual employees and society as a whole. In addition, discrimination in employment can increase the outflow of "minds" from the country and reduce the interest of young professionals in training and finding work.
It is important to find the ways to overcome the work discrimination in Russia and find right ways to overcome it.
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Flojo, Jonathan R. "Disclosure, identity, and discrimination : lesbian, gay, and bisexual minority stressors in the workplace /." view abstract or download file of text, 2005. http://wwwlib.umi.com/cr/uoregon/fullcit?p3190518.
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Thesis (Ph. D.)--University of Oregon, 2005.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 130-142). Also available for download via the World Wide Web; free to University of Oregon users.
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Raubenheimer, Heidi Leasel. "Employer liability for sexual harassment in the workplace revisited." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1018607.
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Over the last two decades our courts have become inundated with cases relating to sexual harassment in the workplace. Sexual harassment has become a major problem in the workplace hence the decision by parliament and our courts to implement policies in the workplace to try and curb the problem. The effects of sexual harassment on a victims’ job and career can be profound. It has been proven that many employees simply decide to leave their jobs or to request a transfer than to endure the harassment until they are psychologically destroyed by the embarrassing situation.The Employment Equity Act explicitly in section 6 prohibits unfair discrimination in very specific terms. It states that no person may unfairly discriminate directly or indirectly against an employee in an employment policy or practice on one or more of the grounds listed in section 6. Section 6(3) further states that harassment of an employee is a form of discrimination where the harassment is based on any one or more of the grounds listed in section 6 (1) which includes sexual harassment. Section 60 deals with the liability of employees for the conduct of their employees committed whilst the employees are at work, where such conduct contravenes the provisions of the EEA. If the conduct is brought to the attention of the employer he or she is obliged to take the necessary steps to eliminate the alleged conduct and to comply with the provisions of the EEA. Section 60(3) renders an employee vicariously liable for the conduct of an employee who contravenes the provisions of the EEA. An employee who cannot prove that reasonable steps were taken to ensure that the provisions of the EEA are not contravened will be held liable for the actions or their employees. An employer who can prove that reasonable steps were taken will not be held liable for the actions of the employee.The provisions of the EEA were applied in the case of Ntsabo v Real Security wherein an employee had been sexually harassed over a period of six months by a fellow employee. The employee had reported the incidents of sexual harassment to the corporation she was employed with which failed to take action against the senior employee. Instead of taking action the corporation moved her to a different work station and placed her on night shift. This gave her the impression that she was being punished for the deed of the senior employee which resulted in her resigning from the corporation and instituting a claim for constructive dismissal and damages for sexual harassment. The court found that she had been constructively dismissed and that the senior employee had contravened section 6(3) of the EEA. The court further held that the employer (corporation) was also liable for the conduct of the senior employee in contravening the Act. In terms of the doctrine of vicarious liability on the other an employer may be held vicariously liable for the actions of its employees committed during the course and scope of their employment. The test for vicarious liability is therefore whether at the time of the alleged act of sexual harassment the employee was acting within the course and scope of his employment. The doctrine came before the court in the case of Grobler v Naspers. In this case Grobler who was employed at Naspers alleged that has had been sexually harassed by her immediate supervisor Mr Samuels. Samuels acted as trainee manager for seven months. Grobler suffered a mental breakdown as a result of the harassment and contented that she was no longer fit to work. She approached the High court for relief and alleged that Naspers (employer) was vicariously liable for the actions of Mr Samuels and the damages she suffered. In Naspers the court had to decide whether Samuels was indeed responsible for Grobler’s condition and if so whether Naspers were vicariously liable for his actions. In coming to its decision various cases were cited by the court as authority that recognised underlying policy considerations of vicarious liability. This included considerations that the employer is in a better position to pay compensation than the employee and to render the employer liable, serves as a deterrent against similar conduct in the future. The court also remarked that the common law courts acknowledge that the evolution of the doctrine continues to be guided by policy. The court ruled that policy considerations justified the finding that Naspers was vicariously liable for the sexual harassment of Grobler. It held further that both Naspers and Samuels were jointly and severally liable for the compensation to be paid. The Code of Good Practice on the Handling of Sexual Harassment Cases which was published as an annexure to the Labour Relations Act was implemented in an attempt to eliminate sexual harassment in the workplace, to provide appropriate procedures to deal with the problem and to prevent its occurrence and to promote and to encourage the development and implementation of policies and procedures which will assist in creating workplaces free from sexual harassment. The cases quoted above demonstrate the different approaches adopted by the courts in seeking to grant relief to victims of sexual harassment. It is clear that policies and procedures should be in place in the workplace that will ensure that employers are not held liable for the actions of their employees committed during the course and scope of employment. The same can however not be said when there are no policies and procedures in place in the workplace.
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McNeil, Jane. "WORKPLACE DISCRIMINATION AND VISUAL IMPAIRMENT: AN ANALYSIS OF EEOC CHARGES AND RESOLUTIONS." VCU Scholars Compass, 2015. http://scholarscompass.vcu.edu/etd/4081.
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Workplace discrimination for individuals with visual impairments in the U.S. is an ongoing issue dating before the founding of the EEOC and the enactment of the ADA. Despite laws enacted to protect against unequal treatment in the workplace, the EEOC continues to receive submissions of formal discrimination charges from individuals with visual impairments.
The workplace is experiencing changes with increasing amounts of older adults, women, minorities, and the use of technology and the Internet. By examining characteristics of the discrimination charges and the resulting outcomes, the knowledge gained can describe the current situation and the historical progression of workplace discrimination for individuals with visual impairments. The purpose of this cross-sectional study is to understand through descriptive, non-parametric, and logistical regression analyses of secondary data, meaningful associations regarding workplace discrimination and Americans with visual impairments.
Study results showed that charging party characteristics of age, gender, and race were found to be predictive of types of discrimination charges and resolutions outcomes. Respondent characteristics of employer region of location, size, and industry were also found to be predictive of types of discrimination charges and resolution outcomes. Differences were revealed between discrimination charges before and after the enactment of the ADAAA, yet not between resolution outcomes before and after the enactment of the ADAAA. Additionally, discrimination charges and resolution outcomes were determined to be associated with one another. Implications for employees, employers, and professionals who work with individuals with visual impairments are addressed and recommendations for further research are provided.
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Bradley, Jessica Lynn. "Antecedents and outcomes of workplace discrimination as perceived by employees with disabilities." Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1252424346/.
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Cameron, Sean Michael. "Employment Credit Checks: Through the Lens of Organizational Justice and Workplace Discrimination." OpenSIUC, 2014. https://opensiuc.lib.siu.edu/dissertations/942.
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The use of consumer credit background checks in employee selection has been increasing and, in recent years, has been the topic of heated debate. Supporters and opponents contest the benefits and consequences of the use of credit background checks for personnel selection, with arguments on both sides predominantly based on anecdotal evidence; empirical research is missing from the debate. The lack of research to support these arguments is concerning due to the historical, evidence-based, relationship between employee selection and organizational justice. Job applicants pursue employment to fulfill economic and socio-economic needs and expect fair processes and outcomes. Imbalances in the input-to-output ratio have been suggested to result in behavioral outcomes intent to restore balance. Two experimental studies examined justice-related consequences of the use of ECCs in personnel selection. Study 1 examined potential applicants' perceptions of organizational justice as well as their engagement in both pro-social (organizational citizenship behaviors-OCB) and anti-social (counterproductive workplace behavior-CWB) behavior as a result of failing a job selection hurdle on the basis of a poor ECC outcome (in comparison to a standard personnel selection criteria- job qualifications and work experience). A sample of adults (N = 171) was recruited from Amazon MTurk to ostensibly pilot test an online employee selection battery. They were randomly assigned to either pass both the ECC and Job Qualifications/Experience tests or to fail one or the other (thus being dropped from further consideration). Applicants denied employment based on their consumer credit experienced significantly lower distributive and procedural justice. They were also more likely than those denied employment on the basis of qualifications and experience and those passing both assessments to engage in a CWB. There were no effects on OCB. The effect of failing on the basis of ECC on CWB engagement was mediated by justice perceptions. Study 2 examined how applicants with weak credit, in comparison to applicants with weak qualifications/experience are perceived by raters. Study 2 also examined the potential for disparate treatment against minority applicants on the basis of ECCs - an issue of distributive justice. A similar sample of (N = 155) working adults recruited from Amazon MTurk were asked to make personnel selection judgments of applicants who varied by type of Applicant Credential (weak consumer credit history but strong job qualifications and experience; or weak job qualifications and experience but strong consumer credit history) and race (White/Black). Type of Applicant Credential significantly affected employability ratings such that those with weak qualifications and experience but strong credit were rated as less employable than those with strong qualifications/experience but weak credit. Also, applicants with weak credit (but strong qualifications/experience) were perceived as more likely to exhibit behavioral indicators of fraud than applicants with weak qualifications/experience (but strong credit). Race of the applicant did not moderate these effects. These studies provide evidence of both individual, and organizational, level outcomes associated with the use of ECCs as well as potential retaliatory behavior (CWB) directed at the organization from applicants denied employment based on credit. However, the findings also suggest that ECCs are not prone to race discrimination effects. The findings fill a necessary gap in the research literature by providing empirical evidence directly related to the use of consumer credit in selection.
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Minneyfield, Aarren Anthony. "OBSERVER ATTRIBUTION OF WORKPLACE INCIVILITY AS RACIAL DISCRIMINATION: AN APPLICATION OF SOCIAL INFORMATION PROCESSING THEORY." OpenSIUC, 2021. https://opensiuc.lib.siu.edu/theses/2889.
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Conventional research on workplace incivility has shown how damaging the perceptions of workplace racism can be on employee well-being, especially minorities at an individual level within organizations. Consequentially, the prolonged exposure to racial discrimination through experience and observation has resulted in racial trauma, which increases an individual’s sensitivity to racial discrimination. One result of this is the hostile attribution of racial discrimination in the workplace. Research on the impact of racial discrimination in the workplace has shown that there are severe negative implications for employees who perceive it, especially when an individual misattributes an interaction as racial discrimination. This study examined the reactions of individuals who observed a workplace interaction between a leader and their subordinates while manipulating the factors leadership style and the presence workplace incivility. It was theorized that interactions using specific leadership styles to facilitate discussion in different ways would moderate an individual’s perception of interactional justice and their race would influence their perception of justice during the interaction which would influence their perception of discrimination overall. Though no significance was found to support the suggest theoretical relationships, secondary analyses revealed interactions with race leadership style, employment status and correlations between perceived interactional justice, racial discrimination and dispositional measures that warrant further investigation. These relationships, their implications and the limitations of the study are all discussed as well.
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Lake, Rosalind. "Discrimination against people with mental health problems in the workplace : a comparative analysis." Thesis, Rhodes University, 2006. http://hdl.handle.net/10962/d1005712.
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For a long time the rights of disabled persons have been ignored worldwide. A major obstacle faced by disabled persons is discrimination in the workplace. Due to the development of a social approach to disability and the efforts of the Disability Rights Movement, legislation has been passed throughout the world to improve this dire situation. The thesis considers the efficacy of some of these statutes. It is concluded that stigma and negative stereotypes remain a constant hurdle in overcoming discrimination. The forthcoming UN Disability Convention is demonstrative of the recognition of the importance of the needs and rights of disabled people. The convention proposes some innovative measures to overcome stigma and stereotyping. Mental health problems constitute one of the leading causes of disability. The thesis explores how people with mental health problems fit within the concept of people with disabilities and whether they are included in anti-discrimination legislation and affirmative action measures. Special attention is given to statutory definitions of disability, the different forms of discrimination and the concept of reasonable accommodation. A comparative approach is taken to analyse how South Africa's disability law measures up against that of Britain and Australia in terms of its substantive provisions and enforcement thereof. In considering the South African position American and Canadian jurisprudence is consulted in order to aid in interpretation. It is concluded that although South Africa has a comparatively good legislative framework, it is held back by an overly restrictive and medically focused definition of disability. As a result many individuals with mental health difficulties, desirous of obtaining and retaining employment may be excluded from protection against discrimination in the workplace. It is argued that it will be necessary either to amend the Employment Equity Act or for the courts to adhere strictly to the concept of substantive equality in order to ensure that the rights and dignity of people with mental health difficulties are adequately protected.
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Terrible, Heather A. "Workplace discrimination against gay & lesbian employees are state and local governments responding? /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2003. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 2003.Source: Masters Abstracts International, Volume: 45-06, page: 2963. Typescript. Abstract precedes thesis as 2 preliminary leaves. Includes bibliographical references (leaves 61-63).
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Castellani, Matteo <1997>. "Women working in organisations: a social survey of gender discrimination in the workplace." Master's Degree Thesis, Università Ca' Foscari Venezia, 2022. http://hdl.handle.net/10579/21058.
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This academical research main purpose is to collect data and critically analyse the differences between women and men working in the same labor market and organisation. Pointing out the gender gap and unequal opportunities for male and female workers in terms of career development and retribution system. I want to outline the working environment’s major characteristics and social mechanisms influencing the career of female employees in Chinese corporations.
China Health and Nutrition Survey (CHNS) conducted a survey on a very large sample of women coming from different places across China from 1989 to 2015. The collected datas show how the employment rate of women greatly varies based on factors such as age, educational level, marital status and number of children. For instance, just by taking age and number of children as benchmarks, it is estimated that for women aged between 25 and 29 with only one child, the employment rate is 79%. Whereas, for women aged between 45 and 54 with only one child, the employment rate drastically drops to 49% (Ma, 2021).
Furthermore, social mechanisms, common views and culture all have an impact on women earnings and professional life.
Employees working in a company’s HR not only may have greater or lesser influence within the organisation's hierarchy, but also may have different opportunities for growth within the company itself. There are several factors making it possible. They are both common to men and women such as gender, age, education and origin.
However, gender is the most relevant element that determines the career and possibility of promotion up to the highest ranks of the vertical hierarchy. For a man the road to success is quite meritocratic and directly linked to his contribution to the company, but the same cannot be said for a woman.
The power and status hold by women within the companies’ human resources are just a mirror of the broader Chinese society, its culture, its history and unspoken rules. As a matter of facts, the company mirrors internally the same patterns, interactions and rules of the outer social context.
As I mentioned afore, this thesis particularly focuses on the treatment reserved to women inside the company’s HR. The way women are treated changes based on their marital status and the gendered social expectations. The relationship between employees of the opposite sex displayed within Chinese companies is characterised by a very strong vertical dimension, the heritage of Confucian values, male chauvinism and Chinese concept of harmony.
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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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Chen, Liwei. "Impact of gender discrimination on workplace gender inequalities in China in the last decade." Thesis, Linnéuniversitetet, Institutionen för samhällsstudier (SS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-80855.
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China is confronted with serious issue of gender inequality and discrimination in workplace. There are some key factors leading to gender inequality, such as the lack of laws and regulations and organizations’ goal of maximizing profit. Gender discrimination has serious and negative impact on employers, employees and investment of human capital. More seriously, gender inequality and discrimination have changed in the last decade. Gender discrimination has become more comprehensive and serious, motivating a more detailed investigation. This research investigates gender inequality issue in workplaces in China during the last decade, using interviews as the methodology. Recent changes and the current situation of gender inequality and discrimination in the workplace in China are analyzed in the research. The key findings of the research are as follows. Gender discrimination is found comprehensively in workplaces in China, and results in serious gender inequalities. Causal factors include as well as Employees who suffer from gender inequality, may get fewer working opportunities, unequal treatment, and lower salary. The trend of gender inequality and discrimination has become more general. In conclusion, the thesis proposes measures to address the gender inequality and discrimination in workplace in China. The first is to form and implement rules and regulations in the legal and organizational system to strengthen the management of gender inequality issue. Secondly, the organizational cultures should be improved. Finally, professional training is proposed for organizational leadership as well as employees.
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Roberts, Simon Peter. "Exploring how gay men manage their gay identity in the workplace." Thesis, Queen Mary, University of London, 2014. http://qmro.qmul.ac.uk/xmlui/handle/123456789/8603.
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In the UK, as in many western nations, there have been a number of progressive pieces of legislation enacted with the intent to eradicate discrimination on the basis of sexuality in the workplace. The pace and scale of acceptance of gay equality laws has been relatively rapid in recent years. To cite an example, in 2004 gay marriage was only legal in Belgium and Holland, whereas in 2013 it is legal in 11 countries (The Guardian, 2013). Up until this legislation came into force, the focus of previous research probably unsurprisingly has been predominately around two strands; sexual minorities’ experiences of discrimination in the workplace and the issue of disclosure/non-disclosure of a gay identity. There has been little exploration ‘beyond the closet’, in how gay men manage their identity post anti-discrimination laws combined with more liberal attitudes towards homosexuality. In particular, there has been a paucity of research on the ways gay men challenge, negotiate and conform in the two way process of managing their identities; this thesis aims to address this gap. Data were gathered from forty-five semi-structured in-depth interviews with self-identified gay men in a wide range of occupations and ages working in a seaside resort on the South coast of England. A qualitative methodology was used in order to obtain a deeper understanding of the ways gay men manage their gay identity in their interaction with others. Furthermore, by using reflexivity this thesis aims to show how the sample of respondents had modified and changed the ways they presented their gay identity throughout their working lives. In particular, the thesis aims to uncover critical incidents based upon their sexuality that respondents confronted in their interaction with others. The key findings that emerged from the data include; the identification of a range of strategies gay men deployed in how they managed their identity and dealt with discrimination from confrontation to conformity; the multiple constraints and opportunities that impacted upon the ways gay men both managed and disclosed their gay identity; the perceived incongruity around positions of authority, professionalism and a gay identity; and finally how silence was used as a form of exclusion creating significant barriers in the ways gay men could make themselves visible and use their voice within organisations. These findings considerably extend our understanding of the pervasiveness of heteronormativity in the workplace; the impact of contextual influences on managing a gay identity, and gay men’s experiences against a back drop of post-anti-discrimination laws in the U.K. The thesis will aid HR practitioners in giving them a better understanding of the dilemmas gay men face in their interactions with others in the workplace.
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Grisanaputi, Wipawee. "Gender Discrimination in the Thai Workplace: a Case Study of Textile Company, Khon Kaen, Thailand." Master's thesis, Virginia Tech, 1999. http://hdl.handle.net/10919/46538.
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The purpose of this study is to develop an understanding of the causes and effects of gender discrimination in the Thai workplace. The research focuses on gender differences related to recruitment, occupational segregation, compensation, pay raises, promotion opportunities, fringe benefits, and personnel policies and practices. Three hundred employees and ten supervisors of "Grarui and So Co., Ltd. participated in the study. Also, personnel policies and regulations were reviewed and evaluated.
The findings showed female workers were more satisfied with fringe benefits and the practices of their supervisors, than were their male counterparts. Moreover, male workers perceived that their female coworkers were treated better by supervisors, especially in regard to compensation, pay raises and promotions. Traditional Thai social value and culture may be at the root of these unexpected findingsMaster of Urban and Regional Planning
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Henderson, Alexandra A. "Weight, discrimination, and performance: Using self-determination theory to explain workplace outcomes related to weight." Bowling Green State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1510634660988501.
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Botha, Adéle. "The experience and handling of workplace bullying / Adéle Botha." Thesis, North-West University, 2011. http://hdl.handle.net/10394/8438.
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Previous studies have established that for some people a typical day at work starts with immense feelings of distress, anxiety and irritability caused by workplace bullying. Not only does bullying behaviour in the workplace have a negative impact on a person’s professional life, but it is also detrimental to the effectiveness of the organisation. A survey focussing on the perceived exposure to bullying and victimisation in the workplace was administered to a sample of 159 employees employed by a mine in Mpumalanga. The results uncovered that more than a quarter of the participants reported that they had experienced workplace bullying. The study also discovered that line managers experienced more negative acts than senior managers. While those who only experience a brief spell of bullying behaviour at work survive their experience relatively unscathed, previous studies have also indicated that others are affected in a significant physical and psychological way. In conclusion this study determined that workplace bullying is an actual occurrence, not only internationally but also in South Africa. Employees and employers can therefore only benefit from understanding this unique workplace phenomenon. This article provides the opportunity for employed people to recognise the nature and prevalence of workplace bullying in order to prevent it from becoming a silent epidemic. Researchers generally accept that bullying is behaviour that is aggressive or negative and carried out repeatedly. Previous research established that bullying can occur in any context where people interact. This article open by synthesising a conceptual framework of negative acts as an interactive form of organisational behaviour from the available literature. Empirical research was done in order to investigate the prevalence of negative acts. The study found that more than a quarter of the participants had experienced bullying at some stage during their career with managers and supervisors predominantly reported as the perpetrators. The study also found that behaviour that tends to isolate individuals was generally reported as the most frequently experienced form of negative acts. By understanding workplace bullying both employers will be able to implement influence strategies aimed at dealing with this workplace phenomenon at levels of protection, intervention and dispute resolution. In conclusion it has been established that workplace bullying is not only a real problem in international workplaces, but also in South Africa. This means that employers not only have to cope with the consequences of employees performing badly but also behaving badly. This article presents an opportunity to understand negative behaviour in the workplace.Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012
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Morgan, Meredith Leigh. "Economic Consequences on Gays and Lesbians of Heteronormativity in the Workplace." Thesis, Virginia Tech, 2015. http://hdl.handle.net/10919/52891.
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Feminist scholars have theorized that the workplace is gendered and heteronormative1, but little research quantifies the economic consequences of those organizations. This study investigates income discrepancies between gay men and straight men and between lesbians and straight women, to quantify these consequences. Using the National Survey of Family Growth 2006-2010, and controlling for several correlates of income, I use ordinary least squares regression to test the hypothesis that lesbians have higher incomes on the average than straight women do, and that straight men earn more than gay men. I also use hierarchical regression to test the relative strengths of the associations between income and possible causes of variation in it. The study found that gay men earn more than straight men because of higher educational attainment, and that lesbians earn more than straight women, though this finding is not statistically significant.Master of Science
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Winsor-Dahlstrom, Josephine. "Aboriginal health workers: Role, recognition, racism and horizontal violence in the workplace." Thesis, Indigenous Heath Studies, 2000. http://hdl.handle.net/2123/5708.
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The aim of this project is to explore the role of the Aboriginal Health Worker, their recognition as a legitimate profession and the current racism most will face in the current New South Wales Health System. The position of the Aboriginal Health Worker was introduced to improve the consultation process with Aboriginal people about their health. It was also introduced to address their specific cultural needs around health. Anecdotal reports from the field by various Aboriginal Health Workers show that these objectives have, in large, not been met. A preliminary review into the literature was conducted which includes important discussions and studies into the history and development of the Aboriginal Health Worker role. This review is not placed in a single chapter, but is strategically placed throughout the thesis to demonstrate the impact of this development and history upon the different issues of role, recognition, racism and horizontal violence. This project uses a qualitative approach using a descriptive study design. A sample of five selected participants of who were all ex-Aboriginal Health Workers joined the research project. The qualitative method of theme extraction was employed for data analysis which led to the emergence of themes which were grouped and compared to each other. The findings were contrasted with relevant literature in the field to fully understand the phenomenon under study and explore why objectives regarding Aboriginal Health Workers continue not to be met, despite Health Service Management rhetoric. The five ex-Aboriginal Health Workers were interviewed, in-depth, to provide information on the recognition, role and racism difficulties they faced at work. They were selected from five different Area Health Services so that the sample remains relatively heterogeneous. This ensures a record experiences from as wide a variety of work environments as possible in the sample. The interviews reveal a deep sense of shame and hurt experienced by the Aboriginal Health Workers caused by both their communities and their employers. The paper presents the story of the despair experienced by those interviewed and shows examples of promised recommendations to facilitate the future recognition and contribution of the Aboriginal Health Worker. Limitations of the methodology and implications for further study are also discussed.
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Irving, L. D. "Challenging ageism in employment : an analysis of the implementation of age discrimination legislation in England and Wales." Thesis, Coventry University, 2012. http://curve.coventry.ac.uk/open/items/ffc88163-6994-4400-bead-121298f52bd1/1.
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The Employment Equality (Age) Regulations were introduced in England and Wales in 2006, seeking to prohibit age discrimination in employment and vocational training. This thesis assesses whether the legislation adopted is an effective mechanism by which to address age discrimination in the workplace and achieve the dual but contradictory objectives of the European Union Framework Directive on Equal Treatment of achieving equal treatment between age cohorts whilst encouraging the active participation of older citizens in the workplace. The thesis sheds light on this hitherto unregulated suspect ground of discrimination by means of a quantitative and qualitative analysis of all employment tribunal judgments which relate to an age discrimination claim over a three and a half year period. This study shows that very few claimants were successful if their claim of age discrimination was considered by a tribunal and there was considerable inconsistency of implementation and interpretation of the legislation by individual tribunals. Employers have quickly developed defences against claims of age discrimination in order to maintain their freedom to contract and the imbalance between the two parties was particularly noticeable with claimant credibility often under scrutiny – a process claimants appeared unprepared for. Regional discrepancies were found in terms of success rates and compensation awards. A gender award gap was found in both overall compensation and injury to feelings awards, with women given smaller awards than men, whilst younger workers were given smaller awards than older workers. Legal representation made a substantial difference to success rates and compensation awards, but the majority of awards were low and many would not have covered legal costs. The low compensation awards do not provide an effective deterrent, as required by the Article 17 of the Directive. The legislation is particularly ineffective for those who claimed they had suffered multiple discrimination. Although an important first step in regulating ageist behaviour, the Regulations and the subsequent Equality Act 2010 will be unlikely to achieve the aims of the Directive as they provide little incentive for claimants to undertake the stressful process of making a claim under the legislation, which relies upon individual fault-finding.
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Hornibrook, Debra Cay. "An Organizational Profile: Members' Understanding of Discrimination." PDXScholar, 1996. https://pdxscholar.library.pdx.edu/open_access_etds/5292.
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Cultural diversity in the United States is an issue of concern and organizations must now learn to function effectively with an increasingly diverse workforce. Since the history of U.S. organizations is a history of institutional discrimination against most ethnic and racial groups of people and the privileging of a dominant group, managing workforce diversity now constitutes one of the most difficult and important issues human resource professionals address. This study is concerned with the issues of workforce diversity, most specifically with how organizational members understand and respond to discrimination, and the utilization of this understanding to discuss implications for diversity trainers. The study analyzed data from a workshop questionnaire administered to individuals who participated in a specific organization-wide diversity training program. Self-reported critical incidents were used in gathering data about organizational members' perceptions and understandings around discrimination. An analysis of short answer self-reported responses was conducted, followed by a analysis of themes by age, ethnicity and gender. Emergent themes suggest that most organizational members encountered discriminatory incidents in the context of ongoing relationships, suggesting that it would be important for members to consider their responses in light of future consequences for the relationship. Since there are power dimensions inherent in many situations and there is a dominant cultural perception that conflict is destructive to relationships, responding to discriminatory situations may be perceived as a very high risk behavior. Many participants had difficulty responding assertively at the time of the incident and reported feeling uncomfortable, angry, hurt, embarrassed or sad about the incident. Even after thinking about it, most were still limited in their ability to think of alternative responses. Since most discriminatory incidents occurred in the context of ongoing relationships, diversity trainers and organizations may need to include a discussion of the power dimensions involved in addressing discrimination as well as address the overall U.S. cultural perception that conflict can only damage relationships. Diversity trainers as well as organizations may want to help their members frame conflict as opportunity for relationship development and discriminatory incidents as opportunity for learning.
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Van, Wieren Todd Alan. "Autism Spectrum Disorders and Workplace Discrimination: An Empirical Analysis of EEOC-Resolved ADA Title I Charges." VCU Scholars Compass, 2006. http://hdl.handle.net/10156/1889.
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Murtadha, Jwan. "Har mellanöstliga namn en inverkan på möjligheter till anställning? : En studie om fördomar vid anställningsprocesser." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-5991.
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Fördomar och diskriminering existerar ännu i dagens samhälle. Rasfördomar förekommer dagligen i olika arbetsmiljöer och även under anställningsprocesser. Denna undersökning syftar till att studera och utforska om namn spelar en avgörande roll vid bedömning av en arbetsansökan. För att besvara syftet med denna undersökning utfördes en undersökning där studenter vid Mälardalens Högskola fick läsa en arbetsannons och en arbetsansökan med olika namn. Därefter fick deltagarna skatta och bedöma de arbetssökande utifrån tolv egenskaper samt finna om de sökande var lämpliga för arbetstjänsten som civilingenjör. Undersökningen påvisade att namn inte har betydelse för hur man bedömer en arbetssökande då det inte fanns en signifkant skillnad mellan namn och hur man bedömde en arbetssökande.
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House, Chloe. "Out and about predictors of lesbians' outness in the workplace /." Connect to this title online, 2004. http://etda.libraries.psu.edu/theses/approved/WorldWideIndex/ETD-512/index.html.
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Alalawi, Esam Ismaeel. "Workplace perceived gender discrimination in the Bahraini banking sector : a case analysis of Islamic and conventional banks." Thesis, Brunel University, 2017. http://bura.brunel.ac.uk/handle/2438/14734.
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This qualitative study explores the interrelationship between perceived gender discrimination and its antecedents and consequences while examining the concept of the glass ceiling that presents some barriers to the career advancement of Bahraini female workers in the banking sector. The study examines female bankers’ perception of the existence of both gender discrimination and the glass ceiling concept in this sector. It first examines the factors that cause such phenomena at three different levels namely societal, institutional and individual. The study then verifies the effects of some identified antecedents i.e. whether they foster or lower the perceived gender discrimination and how such effects happen. Furthermore, the study examines the same factors to ascertain if they are barriers that hinder women’s career advancement or enablers that support their advancement as there is a lack of empirical studies on the effect of the factors of the three mentioned levels to women’s career advancement especially in non-western context (Tlaiss, 2010; Hejase et al., 2013; Yokkongdi & Benson, 2005). The study also examines the consequences of perceived gender discrimination that occurs at the individual level. Some previous studies related to this research topic adopted the quantitative approach, hence; this is a qualitative based research that examines the perception of the respondents whose experiences and opinions expound the context. This led to understanding subjective areas such as respondents’ emotions and experiences that address the nature of perceived gender discrimination and the concept of glass ceiling in the Bahraini banking sector, focusing on “How” and “Why” type of questions instead of stressing on the quantities. The existing literature of gender discrimination especially about the area of underrepresentation of female workers in higher positions especially in financial services sector including banking is minimal. (Bruckmuller & Branscombe, 2010; Elumti et al., 2009; Durbin & Conley, 2010). This approach unveils the research questions by conducting in-depth semi-structured interviews with 26 Bahraini females as most of the previous studies examined both male and female perceptions while this research focusing at female only to make it more gender specific. The respondents hold managerial and non-managerial positions in both Islamic and conventional banks in the kingdom of Bahrain. The aim of the interview was to extract their perceptions on the factors and the consequences of gender discrimination as well as the barriers and challenges that hinder their advancement to higher managerial levels. The study captures the factors and the consequences of gender discrimination as well as the most common barriers that impede the Bahraini females’ career advancement within an Islamic and Arabic cultural context. The themes that emerged from the analysis are used to discuss the research issues in the light of previous research findings from different empirical studies. This study identifies different ways of finding factors of perceived gender discrimination and their effects as well as the challenges that may hinder the women’s career advancement in this sector. This study discovers that perceived gender discrimination exists in the Bahraini banking sector especially in areas such as hiring preference and receiving of benefits and compensations. This study also unearths the existence of glass ceiling, which is related to the gender inequality in the advancement opportunities to higher positions especially in the areas such as obtaining a promotion and holding managerial positions in the banks. The study finds out various factors that cause the perceived gender discrimination and the glass ceiling in the Bahraini banking sector which are classified at three levels as explained above.
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McKensey, Macie D. "RETENTION IN THE MILITARY: THE ROLE OF HARASSMENT AND DISCRIMINATION IN WORKPLACE SATISFACTION AND PERCEIVED ORGANIZATION SUPPORT." Kent State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=kent1492444245310701.
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Rodgers, Keirsten M. "A thorough analysis of discrimination against women in the workplace and possible solutions to the glass ceiling." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1993. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1993.Source: Masters Abstracts International, Volume: 45-06, page: 2960. Abstract precedes thesis as [1] preliminary leaf. Typescript. Includes bibliographical references (leaves 121-125).
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Blackwell, Christopher Wright. "Registered Nurses' Attitudes Toward the Protection of Gays and Lesbians in the Workplace: An Examination of Homophobia and Discriminatory Beliefs." Doctoral diss., University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4315.
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Discrimination and inequality encountered by gays and lesbians in the United States is profuse. A cornerstone of the gay rights movement, equality in the workplace has been a pivotal struggle for gays and lesbians. This study examined the attitudes and opinions of registered nurses (RNs) regarding homosexuals in general and the protection of homosexuals in the workplace through a nondiscrimination policy. The author measured overall homophobic and discriminatory beliefs of the sample using the Attitudes Toward Lesbian and Gay Men (ATLG) Scale; the demographic questionnaire was infused with questions regarding a protective workplace policy. Using T-tests, one-way analysis of variance (ANOVA) and structural equation modeling (SEM), correlations between independent variables (gender, age, religious association, belief in the "free choice" model of homosexuality, education level, exposure to homosexuals through friends and/or family associations, race/ethnicity, and support or non-support of a workplace nondiscrimination policy protective of gay men and lesbians) with the dependent variable of homophobia were explored.Ph.D.
Other
Health and Public Affairs
Public Affairs: Ph.D.
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Betzen, Nathan John. "The dual process model of stereotyping using social cognitive research to reduce bias in the workplace with an emphasis in gender stereotyping /." Thesis, Montana State University, 2005. http://etd.lib.montana.edu/etd/2005/betzen/BetzenN1205.pdf.
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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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King, Nicole. "Is There a Relationship Between Experiences of Workplace Discrimination and Self-Stigmatization Among Mental Health Peer Support Workers?" Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/honors/552.
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This thesis aimed to explore whether a statistically significant relationship existed between experiences of workplace discrimination and self-stigmatization among mental health peer support workers. This relationship has not previously been explored in this group. The Internalized Stigma of Mental Illness Scale (ISMI) was used to measure self-stigmatization, and a 3-measure scale adapted by Stromwall, Holley and Bashor (2011), alongside a newly created measure, were used to assess perceived workplace discrimination. The sample was a convenience sample of 20 participants. The researcher expected a positive correlation between workplace discrimination and self-stigmatization. Ultimately, no statistically significant relationship was found between the two factors. However, there appeared to be some convergent validity between the new measure of workplace discrimination and the existing measure, as well as the ISMI Discrimination Experiences subscale.
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Galeza, Emily Rose. "Moral outrage is elicited by others’ beliefs just as much as their actions: Implications for workplace ideological discrimination." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/theses/2612.
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Moral outrage is an emotional, cognitive, and behavioral response to moral violations, resulting in a desire to punish the transgressor. Previous research has examined moral outrage toward transgressive behaviors, but no studies have examined the potential for moral outrage to be roused by another’s beliefs alone. Do people experience moral outrage at one another’s thoughts? If so, how do they punish someone who has roused their outrage but has “done nothing wrong”? In Study 1 (n = 209), I examined moral outrage reactions at people’s unacceptable beliefs on three topics (pedophilia, sexual assault, fraud) by comparing moral outrage elicited by people holding an indefensible belief (e.g., “sexual assault is no big deal”) but doing absolutely nothing to express or further that belief, versus people acting on these beliefs to various degrees (e.g., talking about it on social media, or assaulting someone themselves). Results indicated that people can become morally outraged at outrageous beliefs alone, and to a similar degree as at actual outrageous behaviors. In Study 2 (n = 327), I investigated whether the pattern would generalize from extreme beliefs most people would find outrageous to ideologically divided issues. Specifically, I examined the consequences of experiencing moral outrage when the target’s beliefs violated participants’ own moral convictions about abortion rights. Study 2 also investigated how participants punished the transgressor in a workplace setting, which is consequential and relevant to the fraught current political climate. Participants read a hypothetical male co-worker’s controversial and outrageous Facebook post, rated their feelings of moral outrage at the co-worker, and finally indicated how likely they would be to punish the co-worker directly (e.g., confrontation), indirectly (e.g., exclusion), or by avoiding him. Transgressive beliefs not only elicited more moral outrage when compared to control conditions, but transgressive beliefs elicited moral outrage to a similar degree as transgressive behaviors. Further, moral outrage at both beliefs and actions encouraged people to be more punitive toward the transgressor in direct ways (as seen in previous research), but also in indirect ways (such as social exclusion) or just by avoiding the transgressor. Finally, across both studies, I also found that participants’ intellectual humility (i.e., the degree to which a person recognizes that their beliefs and attitudes might be incorrect) predicted the intensity of their moral outrage: the intellectually humble reported overall lower levels of moral outrage than the intellectually arrogant. Implications for these findings for workplace discrimination and the study of moral outrage are discussed.
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Hall, Taylor K. "Witnessing Benevolent and Hostile Sexism: Comparing Impacts on Third Party Perceptions of Moral Violation, Moral Anger, and Intervention Intentions." Ohio University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1627493110558823.
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Sievers, Brittany. "Scapegoating as a Form of Color-Blind Racism: Do African American and Latino Men Receive Harsher Punishment in the Workplace?" OpenSIUC, 2020. https://opensiuc.lib.siu.edu/dissertations/1848.
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The purpose of both Study 1 and Study 2 was to experimentally examine the ways in which non-Latinx, White, European American individuals just world beliefs and color-blind racism may predict scapegoating behaviors directed at Black, African American and Brown, Latino men in the workplace. Participants were recruited via Amazon Mechanical Turk Prime. The main hypothesis for Study 1 was that just world beliefs would positively predict shame and guilt, shame and guilt would positively predict discipline, and that color-blind racism would mediate the relationship between shame and guilt and discipline. The overall scapegoating model was not supported, but individual pathways were significant. The main hypothesis for Study 2 was that just world-beliefs would positively predict threat of loss, threat of loss would positively predict discipline, and that color-blind racial ideology would mediate the positive relationship between threat of loss and discipline. The overall scapegoating model was not supported but the significance of individual pathways is discussed below. For Study 1 I found partial support for racial differences in discipline, but this was not found in Study 2. However, I did find that participants who were threatened with job loss in Study 2 assigned harsher discipline. In both Study 1 and Study two it was found that color-blind racism predicts harsher discipline. Future research and implications are discussed.