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Journal articles on the topic 'Workplace discrimination'
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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.
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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.
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Furxhi, Gentisa, Sonela Stillo, and Enslemvera Zake (Furxhi. "Job Discrimination and Ethics in the Workplace." European Journal of Multidisciplinary Studies 1, no. 2 (April 30, 2016): 138. http://dx.doi.org/10.26417/ejms.v1i2.p138-145.
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Every society wants to have an ethical community. Although, that every citizen wants to be treated as equal, studies show that discrimination and gender inequality in employment relationships are present in every society, at any time. Discrimination is: treating a person or particular group of people differently, especially in a worse way from the way in which you treat other people, because of their skin color, sex, sexuality, etc . Job discrimination is when institutional decisions, policies, or procedures are at least partially based on illegitimate forms of discrimination that benefit or harm certain groups of people. Developed societies have a lower rate of job discrimination than developing societies have. Although, it is unclear why in these societies with economic civilization and culture development, job discrimination still exists, when the right of employment is sanctioned and guaranteed by Labor Code and by specific laws. The most common forms of job discriminations are discriminations based on gender, race, ethnic origin, religion, age. New forms are based on disability, sexual orientation, genetics and lifestyle. Not all discrimination is intentional or conscious. Sometimes people favor some groups of people over others as a matter of personal preference, or unconsciously accept stereotypes. Whatever, job discrimination is intentional or it is conscious, it is always immoral. Job discriminations violates utilitarian, rights and justice principles of ethics. Our study is focused to see how much job discriminations is widespread in Albanian society. We will analyze forms of discriminations to have a clear view which are the most common job discriminations types in Albania. Also, we will figure out if employees who have been discriminated in the workplace, have reported this unethical behavior to their supervisor or at the relevant state bodies. At the end, we will see if there has been any punishment to those who use discrimination to the employees.
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Kwok Wai Wong, Johnny, and Autumn H.Q. Lin. "Construction workplace discrimination." Engineering, Construction and Architectural Management 21, no. 4 (July 15, 2014): 403–20. http://dx.doi.org/10.1108/ecam-09-2013-0082.
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Purpose – The construction industry has been criticized for cultural intolerance and its poor industrial image. The ethnically diverse construction workplace in Hong Kong (HK) is frequently noted as a place in which racial harassment and discrimination occurs. The purpose of this paper is to explore the discriminatory experiences and working conditions experienced by ethnic minority (EM) construction operatives in HK. Design/methodology/approach – A mixed-method approach was adopted, including a questionnaire survey and focus group discussions. The survey identified the thoughts of EM construction workers about racial discrimination and harassment in the workplace. The focus group discussions were aimed at further exploring the discriminatory practices on HK construction sites and possible discrimination-coping strategies. Findings – Questionnaire data from 100 EM site operatives and labourers mainly from Nepal and Pakistan, but some few from other Asian countries as well as, plus two focus group discussions suggested that indirect and subtle forms of racial harassment do exist on HK construction sites. The operatives sampled reported the existence of inequality of treatment in their working life. Communication difficulties caused by language barriers affect work relationships between different cultural groups on construction sites. EM site operatives tend to interact with workers of similar cultural and ethnic groups. On the corporate/company level, language support and translations of safety procedures notices and policies, should be established to bring staff together and promote a more inclusive and harmonious workplace. Originality/value – The paper offers insights into the racial discrimination problems in the construction sector in an Asian context, which has been less explored. It aims to provide insight into the EM construction worker's situation in HK as well as the need for developing workplace-specific policies that protect against discrimination and protect the rights of EM workers.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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Chavez, Laura J., India J. Ornelas, Courtney R. Lyles, and Emily C. Williams. "Racial/Ethnic Workplace Discrimination." American Journal of Preventive Medicine 48, no. 1 (January 2015): 42–49. http://dx.doi.org/10.1016/j.amepre.2014.08.013.
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CHOU, RITA JING-ANN, and NAMKEE G. CHOI. "Prevalence and correlates of perceived workplace discrimination among older workers in the United States of America." Ageing and Society 31, no. 6 (February 11, 2011): 1051–70. http://dx.doi.org/10.1017/s0144686x10001297.
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ABSTRACTThe workplace is one of the areas in which discrimination most frequently occurs. Despite increasing workforce participation among older adults and the adverse effects of workplace discrimination on the physical and psychological wellbeing of older adults, limited attention has been given to workplace discrimination against older workers. Based on a national survey of 420 older workers age 50 and above, this study first examined the prevalence of perceived workplace discrimination. Results indicated more than 81 per cent of the older workers encountered at least one workplace discriminatory treatment within a year. Prevalence of perceived workplace discrimination differed with age, gender, education, occupation and wage. The study further tested two competing hypotheses on the level of perceived workplace discrimination and found mixed support for both. As hypothesised (based on the social barriers theory), lower education and racial/ethnic minority status were positively associated with perceived workplace discrimination. As counter-hypothesised (based on the attribution-sensitivity theory), younger ages and being male were positively associated with perceived workplace discrimination. In examining the roles of supervisor and co-worker support, the study discovered that supervisor support was negatively associated with workplace discrimination. Finally, this study revealed a non-linear relationship between wages and perceived workplace discrimination, with the mid-range wage group experiencing the highest level of workplace discrimination.
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Assari, Shervin, and Maryam Moghani Lankarani. "Workplace Racial Composition Explains High Perceived Discrimination of High Socioeconomic Status African American Men." Brain Sciences 8, no. 8 (July 27, 2018): 139. http://dx.doi.org/10.3390/brainsci8080139.
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Background: Sociological and epidemiological literature have both shown that socioeconomic status (SES) protects populations and individuals against health problems. Recent research, however, has shown that African Americans gain less from their SES and African Americans of high SES, particularly males, may be vulnerable to perceived discrimination, as explained by the Minorities’ Diminished Returns theory. One potential mechanism for this phenomenon is that high SES African Americans have a higher tendency to work in predominantly White workplaces, which increases their perceived discrimination. It is, however, unknown if the links between SES, working in predominantly White work groups and perceived discrimination differ for male and female African Americans. Aim: To test the associations between SES, workplace racial composition and perceived discrimination in a nationally representative sample of male and female African American adults. Methods. This study included a total number of 1775 employed African American adults who were either male (n = 676) or female (n = 1099), all enrolled from the National Survey of American Life (NSAL). The study measured gender, age, SES (educational attainment and household income), workplace racial composition and perceived discrimination. Structural Equation Modeling (SEM) was applied in the overall sample and also by gender. Results: In the pooled sample that included both genders, high education and household income were associated with working in a predominantly White work group, which was in turn associated with more perceived discrimination. We did not find gender differences in the associations between SES, workplace racial composition and perceived discrimination. Conclusion: Although racial composition of workplace may be a mechanism by which high SES increases discriminatory experiences for African Americans, males and females may not differ in this regard. Policies are needed to reduce discrimination in racially diverse workplaces. This is particularly the case for African Americans who work in predominantly White work environments.
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Dong, Ziyi. "The Relation between Sexual Orientation and Employment." Journal of Education, Humanities and Social Sciences 27 (March 5, 2024): 181–85. http://dx.doi.org/10.54097/xkye6k07.
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This paper explores how sexual orientation affects employment. Some studies have shown that gay men are more likely to be hired than lesbian but some said transgenders are more likely to be discriminated in workplaces. However, in this study we want to find whether discrimination in workplace is more likely to happen in gay, lesbian, transgender or other LGBT people. To find the relation between sexual orientation and employment, we compared discrimination happened in different LGBTQ group and different discriminations happen in them. We also want to find solution to solve these problems but various factors affect the results. Conceal sexual orientation or not is one feature that impacts the results, normally people who choose to conceal their sexual orientation can better adapt the environment in workplace and they have higher probability to be promoted than those who do not conceal their sexual orientation. At the end of the article, we list some solutions from different aspects (from government, individuals, company and so on).
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Lämsä, Anna-Maija, Merle Ojasoo, Marjut Jyrkinen, and Raminta Pučėtaitė. "Appearance-based discrimination against young women in the workplace." Qualitative Research in Organizations and Management: An International Journal 18, no. 2 (June 15, 2023): 125–41. http://dx.doi.org/10.1108/qrom-02-2022-2292.
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PurposeAppearance-based discrimination in workplaces based on an employee's physical appearance is a legal and ethical problem. This study provide important research findings concerning such discrimination in Estonia.Design/methodology/approachA qualitative case study strategy and narrative inquiry were used. The information which was gathered for the research consists of three cases which concern appearance-based discrimination against young women. Information for two of the cases was gathered together by means of open interviews. Information for the third case is based on articles which were found in Estonian daily newspapers.FindingsCovert and overt discrimination based on an employee's physical appearance can occur in Estonian workplaces, even though discrimination and inequality are not tolerated in public and all forms of discrimination are illegal in Estonia. The appearance norms, which frame perceptions of attractiveness and unattractiveness, may at times be rather narrow and stereotypical in Estonian workplaces. The attempts by employees to resist such discrimination in an early phase of the employees' careers are generally not successful.Originality/valueThrough real-life cases, this study makes empirically visible a problem at the workplace related to employees' physical appearance in Estonia. This study makes suggestions for preventing this kind of discrimination in organisations. Narrative inquiry offers a fruitful approach for how researchers can address a sensitive problem, such as the appearance-based discrimination against the employees discussed in this study.
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Clark, Alice, Sari Stenholm, Jaana Pentti, Paula Salo, Theis Lange, Eszter Török, Tianwei Xu, et al. "Workplace discrimination as risk factor for long-term sickness absence: Longitudinal analyses of onset and changes in workplace adversity." PLOS ONE 16, no. 8 (August 5, 2021): e0255697. http://dx.doi.org/10.1371/journal.pone.0255697.
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Workplace discrimination may affect the health of the exposed employees, but it is not known whether workplace discrimination is also associated with an increased risk of long-term sickness absence. The aim of this study was to examine the longitudinal associations of changes in and onset of workplace discrimination with the risk of long-term sickness absence. Data on workplace discrimination were obtained from 29,597 employees participating in survey waves 2004, 2006, 2008 and/or 2010 of the Finnish Public Sector Study. Four-year changes in long-term sickness absence (≥10 days of medically certified absence with a mental or non-mental diagnosis) were assessed. This covered successive study waves in analyses of onset of workplace discrimination as well as fixed effect analyses of change in workplace discrimination (concurrent i.e. during the exposure year and 1-year lagged i.e. within one year following exposure), by using each employee as his/her own control. The risk of long-term sickness absence due to mental disorders was greater for employees with vs. without onset of workplace discrimination throughout the 4-year period, reaching a peak at the year when the onset of discrimination was reported (adjusted risk ratio 2.13; 95% confidence interval (CI) 1.80–2.52). The fixed effects analyses showed that workplace discrimination was associated with higher odds of concurrent, but not 1-year lagged, long-term sickness absence due to mental disorders (adjusted odds ratio 1.61; 95% CI 1.33–1.96 and adjusted odds ratio 1.02; 95% CI 0.83–1.25, respectively). Long-term sickness absence due to non-mental conditions was not associated with workplace discrimination. In conclusion, these findings suggest that workplace discrimination is associated with an elevated risk of long-term sickness absence due to mental disorders. Supporting an acute effect, the excess risk was confined to the year when workplace discrimination occurred.
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Stergiou-Kita, Mary, Xueqing Qie, Hau Ki Yau, and Sally Lindsay. "Stigma and work discrimination among cancer survivors: A scoping review and recommendations." Canadian Journal of Occupational Therapy 84, no. 3 (June 2017): 178–88. http://dx.doi.org/10.1177/0008417417701229.
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Background. Stigma and workplace discrimination can hinder employment opportunities for cancer survivors. Purpose. This study explored perceptions of stigma and workplace discrimination for cancer survivors to understand the impact on survivors’ engagement in paid work and to identify strategies to address stigma and workplace discrimination. Method. Using Arksey and O’Malley’s framework, we searched Medline, Embase, PsycINFO, Scopus, and CINAHL for evidence that intersected three concepts: cancer, stigma, and employment/workplace discrimination. Of the 1,514 articles initially identified, 39 met our inclusion criteria. Findings were charted, collated, and analyzed using content analysis. Findings. Myths regarding cancer (i.e., it is contagious, will always result in death) persist and can create misperceptions regarding survivors’ employability and lead to self-stigmatization. Workplace discrimination may include hiring discrimination, harassment, job reassignment, job loss, and limited career advancement. Strategies to mitigate stigma and workplace discrimination include education, advocacy, and antidiscrimination policies. Implications. Occupational therapists can enhance awareness of workplace concerns and advocate on behalf of cancer survivors.
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Kim, Jin. "Workplace Discrimination Regulations in Japan." LABOR LAW REVIEW 51 (September 30, 2021): 111–62. http://dx.doi.org/10.32716/llr.2021.09.51.111.
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Kim, Soohan, and Dongeun Shin. "Gender Discrimination at Korean Workplace." Korean Journal of Sociology 48, no. 4 (August 31, 2014): 91. http://dx.doi.org/10.21562/kjs.2014.08.48.4.91.
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Miller, Paul Steven. "Genetic Discrimination in the Workplace." Journal of Law, Medicine & Ethics 26, no. 3 (1998): 189–97. http://dx.doi.org/10.1111/j.1748-720x.1998.tb01419.x.
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The surge in genetic research and technology, fuelled in large part by the Human Genome Project, has resulted in the continuing expansion of the range of genetic tests and other genetic information available to physicians, insurance companies, employers, and the general public.’ Genetic tests can provide presymptomatic medical information about an individual, including information about an individual's increased risk of future disease, disability, or early death. These tests can reveal information about an individual's carrier status, that is, the likelihood of parents passing on to their children a genetic condition, and about the health of the individual's family members. Although genetic information provides the promise of early detection and treatment of certain illnesses and disorders, it also poses risks. As a result of the increase in genetic testing and information, legal issues regarding employment discrimination on the basis of genetic information are emerging.
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Trang Dong, Nha, and Brian H. Kleiner. "Asian discrimination in the workplace." Equal Opportunities International 18, no. 5/6 (August 1999): 11–15. http://dx.doi.org/10.1108/02610159910785916.
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Li (李永), Yong. "Institutional Discrimination and Workplace Racism." Journal of Chinese Overseas 16, no. 2 (November 11, 2020): 267–301. http://dx.doi.org/10.1163/17932548-12341426.
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Abstract For the past ten years, foreign students have provided the largest contingent of skilled migrants in France. Yet both the career paths of these graduates and their subjective experiences have remained largely unexamined. This paper focuses on the difficulties of Chinese graduates in France initially during their period of job seeking and then in their working lives. The paper has a two-fold objective. Firstly, it highlights the discriminatory nature of French immigration policy, one which maintains non-EU foreign graduates in a precarious legal position during the transition from study to work. Their precarious situation generates discrimination in the workplace from employers. Secondly, it shows that in the contemporary business world Chinese employees are subjected to subtle forms of racism, forms that are embedded in the routine functioning of companies. These experiences of discrimination and racism have a strong impact on these Chinese employees’ career paths and their access to rights.
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Mellor, Juliet. "Racial discrimination in the workplace." BDJ In Practice 32, no. 7 (July 2019): 25. http://dx.doi.org/10.1038/s41404-019-0103-7.
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Isaacs, Ellen. "Gender discrimination in the workplace." Communications of the ACM 38, no. 1 (January 2, 1995): 58–59. http://dx.doi.org/10.1145/204865.384262.
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Miller, Paul Steven. "Genetic discrimination in the workplace." Genetics in Medicine 3, no. 3 (June 2001): 165–66. http://dx.doi.org/10.1097/00125817-200105000-00001.
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Johnson, Sandra H. "Discrimination and the Religious Workplace." Hastings Center Report 42, no. 6 (November 2012): 10–11. http://dx.doi.org/10.1002/hast.89.
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Moffatt, Ezra. "Innocent banter or workplace discrimination?" BDJ In Practice 36, no. 11 (November 6, 2023): 35. http://dx.doi.org/10.1038/s41404-023-2192-6.
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Lee, Hyeon Ji, Wonjeong Jeong, Doukyoung Chon, Jae-Hyun Kim, and Jong Youn Moon. "The Association between Perceived Discrimination and Mental Health of Wage Workers with Disabilities: Findings from the Panel Survey of Employment for the Disabled 2016–2018." International Journal of Environmental Research and Public Health 19, no. 14 (July 13, 2022): 8541. http://dx.doi.org/10.3390/ijerph19148541.
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Despite efforts to integrate society, persons with disabilities (PWD) still experience considerable discrimination. Therefore, this study examined the association between experiences of discrimination and stress/depressive symptoms in wage working PWD. This study used data from the Panel Survey of Employment for the Disabled 2016–2018 in South Korea. This study included 1566 wage working PWD aged 15–64. The dependent variable was stress and depressive symptoms, and the independent variable was the experience of discrimination due to disability in daily life (Never, Rarely, Often, and Regularly) and the experience of discrimination at the workplace (0, 1, 2, ≥3). This study used a generalized estimating equations model to consider the repeated measurement data. Wage working PWD who experienced more discrimination in their daily life due to disability and at workplaces showed a higher odds ratio (OR) of stress and depressive symptoms than those who did not experience discrimination. As a result of the analysis including both discrimination experiences, those who always experienced discrimination due to disability in daily life had the highest OR to stress and depression (OR = 2.64, 95% Confidence Interval (CI): 1.37–5.08; OR = 4.96, 95% CI: 2.58–9.56, respectively). According to the experience at workplaces, wage working PWD who faced discrimination by two factors (OR = 1.66, 95% CI: 1.22–2.25) had the highest OR of stress, and those who experienced three or more factors had the highest OR of depressive symptoms (OR = 1.33, 95% CI: 0.83–2.11). Discrimination due to disability in daily life was more associated with the mental distress of working PWD than discrimination at workplaces. For the mental health of working PWD, not only policies or systems to eliminate discrimination in the workplace, but also overall social integration efforts based on improving awareness, are needed so that they do not experience discrimination in their daily life.
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Huang, Chiung-Hui, and Ing-Chung Huang. "Women’s Gender Discrimination Difference in Workplace." International Journal of Human Resource Studies 12, no. 2 (March 31, 2022): 101. http://dx.doi.org/10.5296/ijhrs.v12i2.19539.
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Although many studies have pointed to the fact that women directly experience gender discrimination, relatively little has been explored about which individual and organizational variables of women in the workplace are more sensitive to gender discrimination. This article has been conducted in an attempt to investigate the individual and organizational characteristics of female workers who are sensitive to gender discrimination. A total of 415 participants were included in this study. The results indicate that while participants' age, salary, and position are significantly and negatively related to gender discrimination; tenure years is significantly and positively related to gender discrimination. Besides, participants' education is not significantly relative to gender discrimination. Furthermore, while participants who have no spouses perceive greater gender discrimination than those who have spouses; participants whose careers are ever intermittent perceive greater gender discrimination than those whose careers are never intermittent. In addition, according to the organizational variables, firm size is significantly and negatively related to gender discrimination. While participants who work in production or administrative department perceive greater gender discrimination than those who work in sales department; participants who work in manufacture industry perceive greater gender discrimination than those who work in service industry. The results can serve as a basis for understanding women's cognition of gender discrimination in the workplace.
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Van Laer, Koen, and Maddy Janssens. "Ethnic minority professionals’ experiences with subtle discrimination in the workplace." Human Relations 64, no. 9 (July 22, 2011): 1203–27. http://dx.doi.org/10.1177/0018726711409263.
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This qualitative study aims to explore the processes underlying subtle discrimination in the workplace. Based on 26 in-depth interviews with minority professionals of Turkish or Maghrebi descent in Flanders, we argue that subtle discrimination in the workplace is characterized by three important elements. First, subtle discrimination is ambiguous, and often involves disempowerment through apparent empowering behavior. Second, subtle discrimination is based on processes of power — normalization, legitimization of only the individual, legitimization as the Other and naturalization — which subtly, through everyday incidents, disempower minority individuals. Third, subtle discrimination in the workplace is linked to societal structures and discourses, which permeate the workplace through, and are reproduced by, workplace encounters.
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Sahin, Duygu Basaran, Frank Heiland, Na Yin, and Ryan Smith. "PERCEIVED WORKPLACE AGEISM AND RACIAL/ETHNIC DISPARITIES IN COGNITIVE FUNCTIONING AMONG OLDER WORKERS." Innovation in Aging 7, Supplement_1 (December 1, 2023): 263. http://dx.doi.org/10.1093/geroni/igad104.0875.
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Abstract Research suggests that discrimination contributes to racial/ethnic disparities in health, but little is known about the role of perceived workplace ageism in this phenomenon. Workplace discrimination threatens a person’s livelihood, self-esteem, and identity. Older workers from racial/ethnic minority groups may experience both race- and age-based discrimination. Using data from the Health and Retirement Study, we investigate whether workplace ageism is related to older workers’ cognition and whether the link differs by race/ethnicity. We find that workers who perceive ageism in their workplaces tend to do worse on standard cognition tests than those who do not. For example, the immediate and delayed word recall performance is 13-14% of one SD lower among individuals who report that co-workers pressure older workers to retire before age 65. The relationships are stronger (more negative) for Hispanic workers, but there is no evidence that they differ between Non-Hispanic Black and Non-Hispanic White workers.
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Mellifont, Damian. "Facilitators and Inhibitors of Mental Discrimination in the Workplace: A Traditional Review." Studies in Social Justice 15, no. 1 (February 8, 2021): 59–80. http://dx.doi.org/10.26522/ssj.v15i1.2436.
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Discrimination can closely follow disclosure of neurodivergence in the workplace. This traditional review of the literature therefore aims to (a) critically explore factors that facilitate and inhibit mental discrimination in workplace environments, and (b) produce an evidence-based, anti-discrimination guide supporting neurodivergent employees. Applying content analysis to 64 scholarly articles retrieved from Scopus, ProQuest Central and PsycINFO (via OvidSP) databases, this traditional review offers three main messages which should be of value to HR policymakers and practitioners. First, the spirit of diversity and inclusion needs to be practically applied in recruitment processes so that neurodivergent applicants are not exposed to discrimination. Second, employees or prospective employees should not feel that they will be punished for disclosing their neurodivergence. Finally, sanist workplaces that refuse to be inclusive and accommodating of neurodivergent persons might experience lost productivity as a result.
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Wu, Jiayi. "Workplace Inequality -- The Discrimination Women Has to Face." Communications in Humanities Research 13, no. 1 (November 20, 2023): 118–24. http://dx.doi.org/10.54254/2753-7064/13/20230256.
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This abstract delves into the pervasive issue of workplace gender discrimination, encompassing overt and covert manifestations within professional settings. Despite legislative and judicial efforts, bias persists, inhibiting gender parity. Direct discrimination, exemplified through differential treatment and remuneration, is visible. Covert bias, exemplified through seemingly neutral practices that disproportionately affect genders, is subtler. Organizations must embrace comprehensive strategies: providing family support, continuous diversity training, and addressing evaluation biases. By acknowledging, rectifying, and dismantling these biases, workplaces can foster inclusivity and empowerment, thereby ushering in a future where gender bias is eradicated and all individuals thrive unencumbered by discrimination.
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Thew, Penny. "Addressing inequality: The impetus behind the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth)." Journal of Industrial Relations 64, no. 3 (June 2022): 426–37. http://dx.doi.org/10.1177/00221856221101082.
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While this article commences with apologies issued on 8 February 2022 in the Commonwealth Parliament in respect of alleged sexual harassment, workplace bullying and sexual assault, its focus is on the drivers behind and implications of the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth). Both flowed from reviews conducted by the Federal Sex Discrimination Commissioner, Kate Jenkins, and both were propelled by a need to address historical deficiencies and inequalities in workplace practice and culture leading to what is described now by the leader of the Opposition as ‘unsafe’ and ‘disrespectful’ workplaces.
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Al-Manasrah, Excimirey A. "Workplace Discrimination against Working Women in Jordan." International Journal of Business and Management 15, no. 6 (May 19, 2020): 163. http://dx.doi.org/10.5539/ijbm.v15n6p163.
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The purpose of this study is to explore the sources related to work place discrimination against working women in Jordan. The studied discrimination sources are: age discrimination, racial discrimination, religious discrimination, gender discrimination, women social status discrimination and sexual harassment. Data were collected via questionnaires from 154 working women in academic and managerial positions at Al-Balqa Applied University in Jordan. Crosstabs were used to describe sample characteristics related to discrimination and Chi square test was used to test the hypotheses. Crosstabs tabulations results found that educated and married women who are moving to a higher age category feel more discriminated at workplace. Chi Square findings indicated that Jordanian working women exposed to different sources of discrimination except religious discrimination at workplace.
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Thompson, Lemaro R. "Seeing Red and Blue: Political Discrimination at Work." Journal of Management Inquiry 30, no. 4 (June 16, 2021): 454–60. http://dx.doi.org/10.1177/10564926211024358.
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Workplace political discrimination is a problem that warrants scholarly attention. Recent scholarship has shown that partisans are willing to discriminate against opposing partisans in apolitical settings such as the workplace. Moreover, many countries have no legal protection against political discrimination and social norms often exacerbate it. Like other forms of discrimination, political discrimination in the workplace furthers inequality and likely results in similar negative outcomes: health problems, violence, turnover, and reduced productivity. This article calls for scholars to explore and investigate this phenomenon in the workplace.
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Rosenblat, Alex, Karen E. C. Levy, Solon Barocas, and Tim Hwang. "Discriminating Tastes: Uber's Customer Ratings as Vehicles for Workplace Discrimination." Policy & Internet 9, no. 3 (June 28, 2017): 256–79. http://dx.doi.org/10.1002/poi3.153.
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Lai, Lei. "The Model Minority Thesis and Workplace Discrimination of Asian Americans." Industrial and Organizational Psychology 6, no. 1 (March 2013): 93–96. http://dx.doi.org/10.1111/iops.12015.
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In the focal article, Ruggs et al. (2013) observed that there is a dearth of racial discrimination research beyond the traditional White–Black or White–nonWhite comparisons in the industrial–organizational (I–O) literature and urged researchers to treat each minority race separately because individuals may have unique experiences with discrimination based on different racial stereotypes associated with their race/ethnicity. I agree with the above assessments. Moreover, I argue that the overlook of negative consequences of positive stereotypes of some marginalized groups, such as Asian Americans, is another “missed opportunity” that has not been addressed in the focal article. Specifically, the traditional paradigm, which tends to exclusively focus on how negative stereotypes of a marginalized group (e.g., Blacks, individuals with disabilities) lead to workplace discriminations against them, may be too narrowly focused. In this commentary, I use Asian Americans as an example to illustrate how seemingly positive stereotypes, the model minority thesis, may also lead to workplace discrimination of Asian Americans, an often overlooked minority group in the discrimination literature.
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Tang, Haoqi, and Xinyue Xu. "The Impact of Perceived Gender Discrimination on Job Performance." Journal of Education, Humanities and Social Sciences 22 (November 26, 2023): 734–40. http://dx.doi.org/10.54097/ehss.v22i.13352.
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In recent years, the gender discrimination faced by female employees throughout their careers has attracted increasing attention. The marginalization and unequal treatment of women in the labor market has become a social reality, and women, especially young women, they have become one of the groups in the labor market that raise social concerns about gender discrimination in the workplace. Therefore, this paper analyses how gender discrimination in the workplace affects female employees' job opportunities, career development, remuneration and psychological well-being, which also has an impact on their work performance. This paper also analyses workplace gender discrimination by referring equity sensitivity theory. It is found that gender discrimination may lead to unequal job opportunities, making women limited in promotion and leadership positions. In addition, employees who suffer from gender discrimination face psychological pressure, which may lead to emotional instability, decreased self-esteem and job satisfaction. Based on the summary and research, this paper proposes solution measures to deal with workplace gender discrimination from the perspectives of society, schools, enterprises and individuals. By delving into the study of workplace gender discrimination, this paper can help society better understand the existence and causes of gender discrimination, which can help promote more targeted policies and practices by governments, organizations and businesses to promote justice and workplace diversity. In addition, this paper suggests that subsequent research could delve deeper into how workplace culture and leadership styles influence gender discrimination, exploring the role of leaders' roles and organizational cultures in shaping gender equality.
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Pariyar, Prem, Bikash Gupta, and Ruvani W. Fonseka. "“When I tell them my caste, silence descends”: Caste-based Discrimination among the Nepali Diaspora in the San Francisco Bay Area, USA." CASTE / A Global Journal on Social Exclusion 3, no. 1 (May 6, 2022): 199–212. http://dx.doi.org/10.26812/caste.v3i1.320.
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Recent cases of caste-based workplace discrimination in Silicon Valley in the United States (US) have highlighted the practice of caste-based discrimination in the San Francisco (SF) Bay Area. Most documentation of caste-based discrimination in diaspora populations in the US has focused on the Indian diaspora, omitting the perspectives of Dalits from other South Asian countries. This study investigated caste-based discrimination among the Nepali diaspora living in the SF Bay Area. Twenty-seven Nepali-American Dalits in the SF Bay Area participated in qualitative research on their experiences of caste-based discrimination. Aligned with findings from studies of Dalit diaspora members in other settings, the research found that Dalits faced social exclusion, workplace prejudice, microaggressions, and housing bias in the Nepali diaspora in the SF Bay Area. To preempt or avoid discrimination, some Dalits hid their caste, and many did not feel comfortable taking action regarding caste-based discrimination because of the absence of caste as a protected category in their workplaces and in local government policies. Caste-based discrimination affected the Dalits’ mental health as well. The findings highlight the need for policy interventions for Dalits living in the SF Bay Area and facing caste-based discrimination within their diaspora communities.
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Painter, Genevieve R., Stephanie Bornstein, and Joan C. Williams. "Discrimination against Mothers Is the Strongest Form of Workplace Gender Discrimination: Lessons from US Caregiver Discrimination Law." International Journal of Comparative Labour Law and Industrial Relations 28, Issue 1 (March 1, 2012): 45–62. http://dx.doi.org/10.54648/ijcl2012004.
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Work-family reconciliation is an integral part of labour law as the result of two major demographic changes. The first is the rise of the two-earner family. The second is that, as Baby Boomers age, caring for elders has become a pressing concern for men as well as women. Despite these changes, most European and American workplaces still assume that the committed worker has a family life secured so that family responsibilities do not distract him from work obligations. This way of organizing employment around a breadwinner husband and a caregiver housewife, which arose in the late eighteenth century, is severely outdated today. The result is workplace-workforce mismatch: Many employers still have workplaces perfectly designed for the workforce of 1960. Labour lawyers in both Europe and the United States have developed legal strategies to reduce the work-family conflicts that arise from this mismatch. Yet the legal strategies developed in Europe are different from those used in the United States. The Europeans' focus is on public policy, based on a European political tradition of communal social supports - a tradition the United States lacks. Advocates in the United States, faced with the most family-hostile public policy in the developed world, have developed legal remedies based on the American political tradition of individualism, using anti-discrimination law to eliminate employment discrimination against mothers and other adults with caregiving responsibilities. This article explores both the social science documenting that motherhood is the strongest trigger for gender bias in the work place and the American cases addressing 'family responsibilities discrimination' (FRD).
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Powroznik, Karen M. "Healthism and Weight-Based Discrimination." Work and Occupations 44, no. 2 (December 8, 2016): 139–70. http://dx.doi.org/10.1177/0730888416682576.
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Health promotion programs have become increasingly common in U.S. workplaces, yet little research has examined the unintended and potentially negative consequences of these initiatives. Overweight and obese employees face widespread prejudice and pervasive discrimination in employment settings, and this study investigates whether workplace health promotion may lead to more negative outcomes for these workers. Using an experimental design, the author finds that overweight and obese employees are rated more negatively and receive lower hiring recommendations when evaluated for companies with health promotion programs. These findings suggest that health promotion increases the salience and perceived legitimacy of negative fat stereotypes that facilitate weight-based discrimination.
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Florczak, Dana. "Liability for Toxic Workplace Cultures." University of Michigan Journal of Law Reform, no. 56.1 (2022): 247. http://dx.doi.org/10.36646/mjlr.56.1.liability.
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Title VII is meant to protect employees from discrimination and has historically been a crucial tool for creating social change in the workplace. But when considering modern-day workplace discrimination wrought by “toxic workplace cultures” defined herein, Title VII’s frameworks for confronting systemic discrimination prove outdated and ineffective. This Note proposes the codification of a new theory of discrimination under Title VII targeting toxic workplace cultures, with substantive and procedural elements working in tandem to better enable plaintiffs to collectively bring actions to hold employers accountable for fostering discriminatory environments. Part I defines toxic workplace cultures and walks through case studies of such cultures in action. Part II explains the existing frameworks of Title VII and why they do not provide recourse for victims of toxic workplace cultures. Part III proposes a solution through codifying a new cause of action for toxic workplace cultures under the statute and offers a brief case study highlighting a potential outcome were this proposal to be implemented.
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Palumbo, Rocco, and Rosalba Manna. "A portrait of workplace discrimination in Italy: empirical evidence from a nationwide survey." Evidence-based HRM: a Global Forum for Empirical Scholarship 8, no. 1 (September 2, 2019): 92–112. http://dx.doi.org/10.1108/ebhrm-03-2019-0029.
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Purpose Workplace discrimination negatively affects the functioning of organizations. Scholars have generally focused their attention on specific forms of prejudiced treatment at work as well as on particular groups of discriminated employees. Conversely, studies investigating the multifacetedness of this phenomenon are sporadic. The purpose of this article is to contribute to the advancement of the scientific knowledge about workplace discrimination showing a full-fledged portrait of this phenomenon in Italy. Design/methodology/approach Secondary data about self-reported experiences of workplace discrimination of a large sample of Italian people were collected and run in a logistic regression model. Five forms of discrimination at work were taken into account: prejudiced job design and work allocation; discriminatory use of promotion and awards; wage differentials; unjustified increased workload; and mismanagement of HRM instruments. Findings More than a fifth of respondents perceived at least one form of workplace discrimination. Different types of prejudiced treatment were triggered by distinctive socio-demographic and work-related factors. People who were unemployed at the moment of the interview were consistent in claiming that they suffered from all the forms of workplace discrimination. Former employees who underwent a work-family conflict were more likely to suffer from iniquitous treatment at work. Research limitations/implications The occurrence of workplace discrimination was not objectively assessed. Besides, since only Italian people were included in this study, the findings are not generalizable at the international level. Originality/value This article provides some insights to inspire policy and management interventions intended to prevent and/or curb the occurrence workplace discrimination.
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张, 琪. "A Review of Research on Workplace Incivility and Workplace Discrimination." Advances in Social Sciences 11, no. 07 (2022): 2767–73. http://dx.doi.org/10.12677/ass.2022.117380.
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Blackham, Alysia. "Empirical Research and Workplace Discrimination Law." Brill Research Perspectives in Comparative Discrimination Law 3, no. 2 (May 23, 2019): 1–60. http://dx.doi.org/10.1163/24522031-12340006.
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Abstract In Empirical Research and Workplace Discrimination Law, part of the series Comparative Discrimination Law, Alysia Blackham offers a succinct comparative survey of empirical research that is occurring in workplace discrimination law, across jurisdictions such as the United States of America, the United Kingdom, Canada, Australia and New Zealand. Drawing on case studies of existing scholarship, Blackham offers both a rationale for conducting empirical research in this area, and methodological options for researchers considering empirical work. Using examples from case law and public policy, the author considers the impact that empirical research is having on discrimination law and policy, and highlights fundamental gaps in existing empirical scholarship.
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Shin, Yeonsoo, and Giyeon Kim. "The Relationship Between Age Discrimination in the Workplace and Depressive Symptoms among Korean Older Adults: The Moderating Role of Gender." Korea Gerontological Society 43, no. 2 (April 30, 2023): 139–56. http://dx.doi.org/10.31888/jkgs.2023.43.2.139.
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The purpose of this study is to examine the relationship between age discrimination in the workplace and depressive symptoms and the moderating effect of gender in this relationship. Data were drawn from the 2020 National Survey of Older Koreans. We analyzed a total of 3,752 adults who were employed. Hierarchical regression analysis was conducted to test an interaction between age discrimination in the workplace and gender on depressive symptoms. A significant main effect of age discrimination was found. Older adults who experienc ed age discrimination in the workplace had higher depressive symptoms than their counterparts. Gender did not show a significant main effect on depressive symptoms. An interaction effect of age discrimination and gender was significant. Both women and men who experienced age discrimination in the workplace reported higher depressive symptoms than their counterparts. The relationship between age discrimination and depressive symptoms was stronger for women. Findings suggest the need to consider heterogeneity and diversity within older adults in terms of the relationship between age discrimination and psychological health.
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Duffin, Christian. "Transgender nurses tell of workplace discrimination." Nursing Standard 17, no. 6 (October 23, 2002): 9. http://dx.doi.org/10.7748/ns.17.6.9.s21.
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Muslin, Ivan, and Charles A. Pierce. "Racial Discrimination Allegations and Workplace Devaluation." Academy of Management Proceedings 2013, no. 1 (January 2013): 16829. http://dx.doi.org/10.5465/ambpp.2013.16829abstract.
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Yoder, Janice D., and Theodore W. McDonald. "Measuring Sexist Discrimination in the Workplace." Psychology of Women Quarterly 22, no. 3 (September 1998): 487–91. http://dx.doi.org/10.1111/j.1471-6402.1998.tb00170.x.
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Surveys of 14 African American and 30 White women firefighters support reliability and validity claims for the Sexist Discrimination in the Workplace subscale of the Schedule of Sexist Events, developed by Klonoff and Landrine (1995). The more sexist events at work these women reported in the past year, the lower the perceived valuation of respondents by coworkers and the greater the job stresses associated with token status, with being a pioneering woman and with being treated differently.
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Alteri, Ashley M. "Gender-Based Discrimination in the Workplace." Review of Public Personnel Administration 36, no. 3 (August 2, 2016): 264–82. http://dx.doi.org/10.1177/0734371x15587979.
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