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This chapter will discuss diversity and discrimination within Trinidad and Tobago (T&T) (in employment and wider society) and critically assess the findings of the extant literature as it relates to such small island developing states. The chapter will examine race, sex, disability, and sexual orientation, specifically exploring current accepted practice and the effect of the recently enacted anti-discrimination legislation. This discussion is important as there is limited available literature as it relates to discrimination, diversity, inclusion and equality in the Caribbean region.

This chapter will rely on secondary data, primarily studies which focus on T&T, in the fields of management, psychology and sociology; as well as country reports published by international agencies including the United Nations and the World Health Organization; and T&T Equality Commission Reports.

Diversity exists within T&T, as does discrimination, within employment and wider society. This reflects an acceptance of the status quo as part of the culture of the twin island state, rather than challenging why it is still regarded as acceptable to treat some minority groups less favorably than others as a result of their immutable characteristics.

The use of secondary data may have limited the scope of the findings.

The development of the Equal Opportunity Act (2000) is a pivotal event in the trajectory towards equality; however, further action will be needed to reduce discrimination within society. The exclusion of sexual orientation from the Act and the criminalization of private sexual behavior must be addressed in order for Trinidadian society to become truly inclusive and diverse.

This discussion is important as there is limited available literature as it relates to discrimination, diversity, inclusion and equality in the Caribbean region and much of what is accepted as representative of reality is based on anecdotal evidence.

Globally, jurisdictions have made several attempts to eliminate and minimize discrimination in employment. These include moral suasion, social justice arguments, business case arguments, and legislative enactments. Whilst the former has had limited success, the passage of legislation has proved instrumental, not only in containing the perpetration of discrimination based on protected grounds but also in increasing awareness of the disadvantages which result from the disparate treatment meted out to persons as a result of their immutable characteristics. Disabilities are one such grounds. Where legislation exists, it typically prohibits disparate treatment in relation to persons with disabilities in the areas of employment, education, and the provision of goods and services. This chapter analyses a sample of discrimination cases, with claimants who have alleged discrimination based on their diagnosis of autism or a related disorder within the autism spectrum. These cases are within the United Kingdom and have been decided by Employment Tribunals in England. The cases and decisions are held at the office of the Employment Tribunal Service in Suffolk and are accessible via their online repository. The sample of Tribunal cases presented here relate to various employment practices within British workplaces.

The purpose of this chapter is to provide an overview of the research presented in this edited volume.

This report is based on 17 chapters, which vary in terms of research approach, design, and method, yet aims to present different country perspectives on diversity within diversity management.

The chapters present new insights on how the national and macro-social environment impacts the institutional approaches to diversity management across the world. Findings indicate the need for organizations to focus on deep-level diversity, rather than choosing a tick-box policy on surface-level diversity. Empirical studies reveal that every institution can adopt a diversity-friendly approach in a way that best fits their structure, culture and the mentality of their top management team.

The report summarizes and integrates novel insights on country perspectives and approaches on diversity management.

The purpose of this paper is to examine employment discrimination in the English-speaking Caribbean by analysing evidence from jurisdictions where anti-discrimination legislation has been enacted (namely Guyana, St Lucia and Trinidad and Tobago (T&T)).

This paper reviews existing anti-discrimination legislation in the three named countries, along with available court and tribunal decisions, with a view of determining whether the protections reasonably cover all minority groups.

It has been shown that, despite the existence of anti-discrimination law in T&T, St Lucia and Guyana, discrimination is still reported. T&T is the only jurisdiction with a functioning Equality Opportunity Commission and Tribunal, and where a wide range of cases has been adjudicated, relative to St Lucia and Guyana.

Legislators and policy makers may wish to consider the findings of this research in making legislative amendments or enacting new laws, with a view to broadening the range of protections. Organisational practitioners may use the findings to assist them with interpreting the law (and their responsibilities to protected groups) and its intended impact on HR practice and, where necessary, make changes where current practices are incongruent with the legislation.

Legislators and policy makers may consider the findings of this research in making legislative amendments, with a view to broadening the range of protections. Organisational practitioners may use the findings to assist them with interpreting and implementing the law.

This paper reviews current Caribbean anti-discrimination legislation and cases, which to date has not been done. It highlights the omission of sexual orientation from legislation enacted across the region. There is currently a paucity of research on employment discrimination within Caribbean territories and specifically as it relates to the effect of applicable legislation. Consequently, this paper establishes a benchmark for future researchers and it informs organisational and societal stakeholders as to what may constitute prohibited practices.

This chapter conceptualizes computational methods across three related, yet distinct approaches: (1) Social Simulation, (2) Data Science, and (3) Big Data. Group communication research is then situated and reviewed along these three lines of research. Although some areas have considerable visibility (e.g., network analysis, text mining), some areas are less visible in group communication research (e.g., Social Simulation, Big Data designs). The chapter concludes with suggestions for issues regarding reliability, validity, and ethics.