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Article
Publication date: 14 March 2024

Sıddık Bozkurt, David Gligor, Linda D. Hollebeek and Cameron Sumlin

This article explores how firms' unresponsiveness to Black customer feedback influences Black (vs. White) customers' perceived firm-based discrimination and brand engagement.

Abstract

Purpose

This article explores how firms' unresponsiveness to Black customer feedback influences Black (vs. White) customers' perceived firm-based discrimination and brand engagement.

Design/methodology/approach

Two experimental studies (Study 1(N1) = 254) and Study 1(N2) = 484) are conducted to test the modeled relationships. The data are analyzed using ANOVA, PROCESS Model 4 and PROCESS Model 7.

Findings

The findings suggest that though perceived discrimination remains modest in all conditions, Black (vs. White) respondents report higher perceived discrimination when the firm fails to respond to a Black customer's negative or neutral (but not positive) brand-related feedback on social media. The results also indicate that Black (vs. White) customers exhibit lower engagement through perceived discrimination in the case of the firm's unresponsiveness to a Black customer's negative and neutral (but not positive) brand-related feedback regardless of the manager's race.

Originality/value

Prior research on intercultural service encounters and ethnic differences in consumer engagement on social media are combined to examine the relationship between customer race and perceived discrimination based on the firm's unresponsiveness to customers' social media posts.

Research limitations/implications

Manipulations were created based on a fictitious e-tailer. Thus, it is recommend that future researchers examine the extent to which the findings hold for existing (r)etailers. In addition, future studies using secondary data could provide additional evidence for the findings.

Practical implications

Managerial attention is accentuated among customer feedback responsiveness, engagement and perceived firm discrimination. Managers are encouraged to adopt communication strategies that complement the firm's strategy and social media presence.

Details

Journal of Research in Interactive Marketing, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-7122

Keywords

Article
Publication date: 27 February 2024

Anselmo Ferreira Vasconcelos

The purpose of this paper is to analyze the prejudice and discrimination constructs through the lens of a transcendent knowledge concept.

Abstract

Purpose

The purpose of this paper is to analyze the prejudice and discrimination constructs through the lens of a transcendent knowledge concept.

Design/methodology/approach

The paper seeks to demonstrate that Spiritism or Spiritist Doctrine (SD) – regarded here as a source of transcendent knowledge – offers compelling arguments and provides suitable explanations (i.e. transcendent ontology) in relation to the issue of discrimination

Findings

Overall, this paper contributes to a better understanding of diversity and inclusive perspectives by examining the antecedents and consequences of discrimination through the insightful lens of SD tenets. In this sense, the findings suggest that the discriminators and prejudiced people may ironically pass through – as a result of the law of cause and effect – the same hard situations (i.e. ordeals or nightmares) – even though in their future lives – that they impose in their current victims to forcefully open their minds, support universal values, enhance their own feelings and spiritual intelligence.

Practical implications

Evidence presented here (although conceptually in nature) could be somewhat integrated into training sections of diversity management. At a minimum, it may encourage the shift of attitudes, revision of embedded values and reflections about the spiritual consequences to the perpetrators of discrimination against minorities.

Originality/value

Taken as a whole, the SD tenets prompt us to understand that the acts of prejudice, stereotyping and discrimination engender suffering for their perpetrators, even in their future lives (i.e. reincarnations). Broadly speaking, the SD principles compel us to consider transcendent knowledge even in the context of organizational life.

Details

International Journal of Ethics and Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9369

Keywords

Article
Publication date: 26 February 2024

David De Coninck and Laure Verhulst

The context of a long-standing research tradition, discrimination has emerged as a critical factor contributing to inequalities within the labor market. While existing studies…

Abstract

Purpose

The context of a long-standing research tradition, discrimination has emerged as a critical factor contributing to inequalities within the labor market. While existing studies have primarily focused on overt discrimination during the recruitment and selection process, influenced by biases, attitudes, or stereotypes, there remains a significant knowledge gap regarding discrimination within the workplace and its underlying structural dimensions. This article aims to address this gap by examining the impact of organizational culture, structure and policies on workplace discrimination, with a particular emphasis on women and ethnic minorities.

Design/methodology/approach

Utilizing a case study strategy centered around a Belgian branch of a multinational professional service agency, data was gathered through ten semi-structured in-depth interviews conducted with employees representing various organizational levels.

Findings

The findings reveal that organizational culture, structure and policies may pose inherent risks in perpetuating discrimination throughout individuals' professional trajectories. Furthermore, it becomes apparent that, albeit often unconscious, these elements exhibit biases against women and ethnic minorities.

Social implications

Given the unintentional nature of structural discrimination, it is crucial to foster increased awareness and understanding of these dynamics.

Originality/value

The originality of this research article lies in its focus on addressing a critical knowledge gap in the existing research tradition on discrimination in the labor market. While previous studies have primarily concentrated on overt discrimination during recruitment and selection, this article delves into the often overlooked area of discrimination within the workplace itself. It explores the intricate interplay of organizational culture, structure and policies in perpetuating discrimination, particularly against women and ethnic minorities. By utilizing a case study approach within a multinational professional service agency in Belgium, the research uncovers hidden biases and unconscious elements contributing to structural discrimination. This emphasis on understanding unintentional discrimination adds a novel dimension to the discourse on workplace inequalities.

Details

Equality, Diversity and Inclusion: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 1 September 2003

Jennifer Leutwiler and Brian H. Kleiner

The purpose of this article is to explore the historical differences in wages between different groups (women, minorities, older employees, and other distinct groups) and to…

2871

Abstract

The purpose of this article is to explore the historical differences in wages between different groups (women, minorities, older employees, and other distinct groups) and to analyse whether wage gaps are due to discrimination. Statistical data on wages, population, and education were accumulated from the US Department of Education, the US Department of Labor, and the US Census Bureau. Other reference materials were used to examine various theories for pay differences. Specifically, the gender wage gap is partially due to women’s domestic responsibilities and occupational sex‐typing. Race differences were found to have a correlation to education attainment. However, the wage gaps cannot completely be explained by other factors, indicating that negative stereotypes and discrimination do exist. The existence of discrimination is further supported by the growing number of pay discrimination lawsuits. In 2002, over $52 million was paid out by employers found guilty of employment discrimination in cases filed by the US Equal Employment Opportunity Commission. This article will define pay discrimination and examine ways to evaluate whether differences in pay are attributable to discrimination. Historical inequalities between men and women’s pay will be presented and evaluated in detail. Race differences between White, African‐American, Hispanic and Asian employees will be thoroughly addressed. Other less common forms of pay discrimination will also be covered. The analysis will reveal the non‐discriminatory as well as discriminatory reasons for differences in pay among individuals with similar aptitude and provide suggestions for improving the situation.

Details

Equal Opportunities International, vol. 22 no. 6/7
Type: Research Article
ISSN: 0261-0159

Keywords

Article
Publication date: 3 July 2013

David Terpstra, André Honorée and John Friedl

This study aims to examine whether the demographics of the US federal judiciary and the type of employment discrimination charge influence federal employment discrimination case…

998

Abstract

Purpose

This study aims to examine whether the demographics of the US federal judiciary and the type of employment discrimination charge influence federal employment discrimination case outcomes.

Design/methodology/approach

The outcomes of 401 randomly selected employment discrimination cases were examined by utilizing chi square analysis to test the interaction effects of race and gender along with four different charges of employment discrimination.

Findings

The findings suggest that the outcomes of employment discrimination cases are a function of the interaction of the judges' gender and race along with the type of discrimination charge (e.g. gender, race, age, or disability discrimination) involved in the case.

Research limitations/implications

More research studies with larger cell sample sizes for certain discrimination claims should be conducted to ascertain the validity of the current results.

Practical implications

Potential litigants in employment discrimination cases (both plaintiffs and defendants) may find these results relevant in determining their chances for success in the courtroom.

Social implications

These findings could help judges become more aware of potential biases and help guard against being influenced by them. These findings may also have implications for the selection and appointment of judges and suggest that judicial bodies that are more diverse may render more unbiased rulings.

Originality/value

Previous research regarding the influence of the sex and race of the judge on court case outcomes has yielded contradictory and confusing findings. However, by controlling for the possible influence of the type of charge involved in the cases, the findings of the current study suggest that judges' rulings are a function of the interaction of the judges' demographic characteristics with the type of discrimination charge.

Details

International Journal of Law and Management, vol. 55 no. 4
Type: Research Article
ISSN: 1754-243X

Keywords

Article
Publication date: 1 December 2002

Dawit Gebremeskel and Brian H. Kleiner

The purpose of this article is to explore new developments concerning marital status discrimination. This will start with the principle of equality among citizens in a democratic…

492

Abstract

The purpose of this article is to explore new developments concerning marital status discrimination. This will start with the principle of equality among citizens in a democratic society. The limits of statutory rights, as challenged by personal prejudice and institutionalised systematic practices of discrimination, will be addressed. The historical limitation of some groups of the population in benefiting from statutory equal rights and the attempts to remedy this limitation shall be visited. After exploring the general conceptual issues related to equality, discrimination as related to marital status will be defined and discrimination issues in relation to marital status shall be identified. This will be followed by detailed analysis of the manifestation of discrimination experienced by individuals due to their marital status. Although the types of real or alleged discrimination experienced by people of different marital status are broad, the focus will be on the major ones: housing, employment, credit and insurance. In looking at the new trends and developments, an attempt will be made to identify applicable laws that are meant to prevent or to remedy any marital status related discrimination. Opinions and stands of opposing interest groups, governmental and non‐governmental agencies shall be looked at. Some applicable case law in some states in the United States of America shall be explored. Possible future trends will be pinpointed.

Details

Equal Opportunities International, vol. 21 no. 8
Type: Research Article
ISSN: 0261-0159

Keywords

Article
Publication date: 2 January 2024

Hakim Zainiddinov

The study examines the effects of religious identity, practices and beliefs on Muslim Americans' perceptions of discrimination and the extent to which religion might shape the…

Abstract

Purpose

The study examines the effects of religious identity, practices and beliefs on Muslim Americans' perceptions of discrimination and the extent to which religion might shape the perception of discrimination differently within Muslim race/ethnic groups.

Design/methodology/approach

Study data were obtained from the 2011 Pew Survey (N = 1,033), a nationally representative sample of Muslim adults 18 years old and older living in the United States. The sample weights with the exclusion of non-response cases were used for bivariate analyses. For multivariate analyses, multiple imputation procedures were employed to impute missing values on all variables.

Findings

Muslim Americans with high levels of religious practices are more likely and Muslim Americans with strong belief in religious tenets are less likely to report experiencing different forms of discrimination. Black, Asian and other/mixed race Muslims with high levels of religious practices report higher rates of discrimination than their white coreligionists. Within group comparison shows that the pure extrinsic group reports higher rates of perceived discrimination than the pro-religious, pure intrinsic and non-religious groups.

Originality/value

The study emphasizes varying effects of religious factors on different Muslim American groups in perceived discrimination and suggests researchers challenge a common perception of viewing religion as a “master status” for the Muslim identity.

Details

International Journal of Sociology and Social Policy, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0144-333X

Keywords

Book part
Publication date: 30 June 2016

Ho Kwan Cheung, Eden King, Alex Lindsey, Ashley Membere, Hannah M. Markell and Molly Kilcullen

Even more than 50 years after the Civil Rights Act of 1964 prohibited discrimination toward a number of groups in employment settings in the United States, workplace discrimination

Abstract

Even more than 50 years after the Civil Rights Act of 1964 prohibited discrimination toward a number of groups in employment settings in the United States, workplace discrimination remains a persistent problem in organizations. This chapter provides a comprehensive review and analysis of contemporary theory and evidence on the nature, causes, and consequences of discrimination before synthesizing potential methods for its reduction. We note the strengths and weaknesses of this scholarship and highlight meaningful future directions. In so doing, we hope to both inform and inspire organizational and scholarly efforts to understand and eliminate workplace discrimination.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78635-263-7

Keywords

Book part
Publication date: 21 August 2015

Catherine E. Harnois

Existing research tends to conceptualize age- and gender-based discrimination as distinct and unrelated social phenomena. A growing body of scholarship, however, highlights the…

Abstract

Purpose

Existing research tends to conceptualize age- and gender-based discrimination as distinct and unrelated social phenomena. A growing body of scholarship, however, highlights the importance of conceptualizing ageism as potentially gendered, and gender discrimination as inherently shaped by age. Using an intersectional theoretical perspective, this chapter examines how gender and age combine to shape women’s and men’s experiences of workplace mistreatment.

Methodology/approach

The data are obtained from the U.S. General Social Survey. The analysis begins with descriptive statistics, showing how rates of perceived age and gender mistreatment vary for men and women of different age groups. Multivariate logistic regressions follow.

Findings

Experiences of workplace mistreatment are significantly shaped by both gender and age. Among both men and women, workers in their 30s and 40s report relatively low levels of perceived age-based discrimination, compared to older or younger workers. It is precisely during this interval of relatively low rates of perceived age-based discrimination that women’s (but not men’s) perceptions of gender-based mistreatment rises dramatically. At all ages, women are significantly more likely to face either gender- or age-based discrimination than men, but the gap is especially large among workers in their 40s.

Originality/value

Women tend to perceive age- and gender-based mistreatment at different times of life, but a concurrent examination of gender- and age-based mistreatment reveals that women’s working lives are characterized by high rates of mistreatment throughout their careers, in a way that men’s are not. The results highlight the importance of conceptualizing gender and age as intersecting systems of inequality.

Details

At the Center: Feminism, Social Science and Knowledge
Type: Book
ISBN: 978-1-78560-078-4

Keywords

Book part
Publication date: 28 September 2020

Hyunsu Oh

Purpose – This study examined the impacts of racial discrimination on the self-reported health among Asian Americans.Methodology/Approach – This study investigated a subsample of…

Abstract

Purpose – This study examined the impacts of racial discrimination on the self-reported health among Asian Americans.

Methodology/Approach – This study investigated a subsample of 1,090 Asian Americans from the 2008 National Asian American Survey. Three-category measure of self-reported health was constructed ain. Racial discrimination experiences encompassed (1) interpersonal discrimination, (2) institutional racism, and (3) hate crime. Ordered logistic regression models were employed to test the association between self-reported health and experiences of racial discrimination among Asian Americans.

Findings – With respect to ethnic origin, South Asians showed lower levels of self-reported health than East Asians/Asian Indians. Although the baseline effect of each discrimination indicator was insignificant, there was an interactional effect between ethnic origin and racial discrimination, indicating the more interpersonal discriminatory experiences, the worse health status for South Asians.

Research limitations – There remained some limitations including data and the measures of racial discrimination.

Originality/Value of Paper – Despite the limitations, this study revealed that as a risk factor, how experiences of racial discrimination shape health disparities among ethnic groups in the United States, focusing on the heterogeneity within Asian Americans.

Details

Race, Ethnicity, Gender and Other Social Characteristics as Factors in Health and Health Care Disparities
Type: Book
ISBN: 978-1-83982-798-3

Keywords

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