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1 – 10 of 13This chapter tackles the tension between equity and excellence that critics often highlight in opposition of diversity initiatives and efforts in the higher education employment…
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This chapter tackles the tension between equity and excellence that critics often highlight in opposition of diversity initiatives and efforts in the higher education employment setting. We present several arguments that respond to the assumptions undergirding these criticisms, by drawing on prior research to emphasize that equity and excellence are not mutually exclusive. Furthermore, we present new evidence from a national sample of Black and Hispanic Engineering Faculty (BHEF) (n = 68) to argue that their racialized work experiences promote exclusive environments that serve to sustain their underrepresentation and marginalize their performance contributions. We conclude with a new direction for how to cultivate inclusive work environments in higher education.
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The aim of this chapter is to examine appearance-based discrimination in the workplace. Modern society is exalting beautification and good looking, which affect not merely social…
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The aim of this chapter is to examine appearance-based discrimination in the workplace. Modern society is exalting beautification and good looking, which affect not merely social relations but also the process of employment. It is argued that employees who have ‘good looking’ are recruited, paid more and promoted rapidly, while those who have ‘wrong looking’ discriminated against. Therefore, the chapter explores how individuals encounter discrimination in the workplace due to their appearance during the decision-making process of employers. It emerges from the literature that discriminating based on appearance is not illegal in almost all countries. However, it is publicised by lawsuits against employers. There are several measures that need to be taken at different levels in order to forestall discriminatory practices. At the individual level, an embracing attitude should be internalised. A merit-based recruitment strategy should be adopted by employers. Finally, new anti-discrimination laws and regulations must be passed by authorities to tackle with ugly discriminatory practices.
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Are White and Asian job applicants advantaged in access to professional jobs relative to Black and Latinx job applicants at the initial screening stage of the hiring process? And…
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Are White and Asian job applicants advantaged in access to professional jobs relative to Black and Latinx job applicants at the initial screening stage of the hiring process? And, are the mechanisms of advantage for White applicants different than the mechanisms for Asian applicants? In this chapter, the author proposes a theoretical framework of “parallel mechanisms” of White and Asian advantage during hiring screening – that White and Asian applicants are advantaged compared to Black and Latinx applicants, but that the mechanisms of advantage subtly differ. The author focuses specifically on mechanisms related to two important factors at the hiring interface: referrals and educational attainment. The author applies the concept of parallel mechanisms to a case study of software engineering hiring at a midsized high technology firm in Silicon Valley. The author finds that at this firm, White applicants are advantaged at initial screening relative to Black and Latinx applicants due to average racial differences in applicant characteristics – namely having a referral – as well as differences in treatment by recruiters. For Asian applicants, average racial differences in possession of elite educational credentials, as well as racial differences in recruiter treatment, explain the racial disparity in callbacks. The author discusses the implications of parallel mechanisms of advantage for racial inequality in a multiracial context, and for organizational policy meant to address racial disparities during organizational hiring processes.
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Ferhan Kuyucak Şengür and Bijan Vasigh
While airports traditionally have been seen as classic examples of public enterprises, the government’s role in airport management has been changing throughout the world. This…
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While airports traditionally have been seen as classic examples of public enterprises, the government’s role in airport management has been changing throughout the world. This study explores airport governance models with a focus on stakeholder issues. Relatively little is known empirically about how public, private, or public–private partnership (PPP) provision of airport services affects different stakeholders. The main aim of this study is to develop a better understanding of the impact of airport governance forms on stakeholders. For this purpose, a theoretical background focused on identifying airport stakeholders and their conflicting interests is followed by a qualitative content analysis using past studies on airport management. The results suggest that a balanced approach is required to deal with stakeholder interests detached from their governance structures.
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The volatile and ambiguous state of the global economy is changing prerequisites in the corporate environment paradigm. Contemporary small- and medium-sized businesses fill in the…
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The volatile and ambiguous state of the global economy is changing prerequisites in the corporate environment paradigm. Contemporary small- and medium-sized businesses fill in the gaps in the value chains originally created by big businesses. Such a change in the global environment is calling for a completely new system of values bringing on new challenges for small- and medium-sized enterprises (SMEs). The smart solution to overcome the barriers might be found in the course of sustainable development. The idea of sustainable development of the world economy was originally developed by large corporations and governments of different countries based on scarcity and irresponsible use of natural resources. The corporate approach is to gain positive economic effect through implementation of large-scale projects to transform business models. The society, as the main recipient of the ‘products’ of business and state activities, represents its interests in a heterogeneous way; In fact, there is ample evidence this is due to a number of social, economic, political and cross-cultural factors. In correlation with the above-mentioned vectors of interests of global stakeholders, the implementation of sustainable development policies includes the development of new products; the reorganization of production, incentive and process assessment systems; as well as leading cross-functional organizational changes. Despite the commitment of senior management and institutional efforts to spread the concept of sustainable development via global corporations, practical cases are often characterized by organizational resistance and inertia. According to some authors, cultural, structural and routine communications – emerging at different corporate levels – become agents of influence on large, medium and small firms (Banerjee, 2008). Such a combination of economic and social processes forms a special environment for the development of contemporary SMEs in Europe. The chapter pinpoints the challenges and drivers for SMEs’ development in an ambiguous environment, as well as the prerequisites for the formation of sustainable development of the business as a state of art.
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