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The purpose of this article is to highlight inequalities created and sustained through gendered, raced, and classed organizational processes and practices using Joan Acker's work as a lens for perceiving the mechanisms that support such practices. It aims to use home health aide work as an example of how US labor laws and court decisions create and support disadvantages for workers who are largely economically‐disadvantaged and often women of color.

The article considers processes of inequality based on demographic characteristics and the resulting stereotyping, discrimination, and gender, race, and class inequalities.

The article finds that multiple intersecting processes of inequality exist in organizations, manifested in practices of stereotyping and discrimination for some job applicants and workers and advantageous positioning for certain others.

Future research should more specifically consider the effects of multiple processes of inequality on individuals' organizational experiences and the intersections of gender, race, and class (as well as other markers such as ethnicity, sexual orientation, and disability) in organizational practices.

Managers and human resources practitioners should be aware of the effects of processes related to the intersectionality of gender, race, and class and work to eliminate resulting stereotyping and other discriminatory organizational practices linked to these processes in their organizations.

Identification of processes of inequality resulting in stereotyping and discrimination may help reduce them, thus increasing opportunities for work, wages, and benefits, and reducing poverty for members of the most devalued groups.

This research contributes to the literature on the intersecting nature of gender, race, and class‐based inequalities and on human resources decision making in organizations.

This study developed and tested a moderated mediation model on workplace diversity management. The analysis examined whether diversity management affects job satisfaction via perceived discrimination, depending on employees' openness to experience.

Building upon the assumptions of social identity theory, social cognitive theory and Big-Five theory, this study proposed and tested a model that analyzes the process through which diversity management influences perceived visible diversity discrimination and job satisfaction, depending on employees' openness to experience.

This study found support for the proposed moderated mediation model, which suggests that diversity management interacts with employees' openness to experience personality to influence their job satisfaction through perceived visible diversity discrimination. The results indicated that diversity management increased employees' job satisfaction in the workplace and that the relationship between diversity management and job satisfaction was further mediated by employees' perceptions of being discriminated against because of their age, gender and racial identities. The effect of diversity management on job satisfaction through perceived visible diversity discrimination was stronger when employees had high levels of openness to experience.

The results of the study suggest that the diversity management is an important organizational intervention to improve job satisfaction by providing a scientific explanation of its underlying psychological process and identifying the factors associated with the process, such as personality and perception of being discriminated.

This study contributes to extend the diversity management literature by applying the assumptions of social identity theory, social cognitive theory and Big-Five theory together to identify the relationship between diversity management and job satisfaction and the effect of perceived discrimination and openness to experience in the relationship.

In the present chapter, we argue that Black college women's experiences with microaggressive racial discrimination are best understood through the lens of intersectionality, which emphasizes the interrelations between race and gender. We use a focus group method with 20 Black female students (mean age=20) from two different settings: a four-year university and a community college both located in the same college town. This qualitative approach allows us to understand Black women's experiences in more detail and to gain insight into how microaggressions are lived on a daily basis during college. Our findings affirm that in and around college campuses, many Black female students regularly encounter microaggressive forms of discrimination unique to being Black and female, which communicate messages of inferiority, criminal status, abnormal cultural values, and rigid stereotypes. We conclude with suggestions for what colleges and universities should do in order enhance support services and create a more inclusive environment.

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.

This paper tests whether employers responded particularly negatively to African American job applicants during the deep U.S. recession that began in 2007. Theories of labor queuing and social closure posit that members of privileged groups will act to minimize labor market competition in times of economic turbulence, which could advantage Whites relative to African Americans. Although social closure should be weakest in the less desirable, low-wage job market, it may extend downward during recessions, pushing minority groups further down the labor queue and exacerbating racial inequalities in hiring. We consider two complementary data sources: (1) a field experiment with a randomized block design and (2) the nationally representative NLSY97 sample. Contrary to expectations, both analyses reveal a comparable recession-based decline in job prospects for White and African American male applicants, implying that hiring managers did not adapt new forms of social closure and demonstrating the durability of inequality even in times of structural change. Despite this proportionate drop, however, the recession left African Americans in an extremely disadvantaged position. Whites during the recession obtained favorable responses from employers at rates similar to African Americans prior to the recession. The combination of experimental methods and nationally representative longitudinal data yields strong evidence on how race and recession affect job prospects in the low-wage labor market.

The purpose of this paper is to report on the significance of the relationship between job satisfaction experienced by South African quantity surveyors and demographic factors, workplace characteristics, choice of career, and instances of harassment and discrimination at work.

Data were obtained via a web‐based national questionnaire survey of the registered quantity surveyors. The results were analysed in order to establish the degree of significance between perceived levels of job satisfaction and the identified factors.

Demographic factors found to have a significant relationship with job satisfaction are gender and race. Workplace characteristics such as feelings of personal satisfaction, recognition, the opportunity to undertake challenging work and non‐repetitive work, the degree of supervision, participation in decision making, and the opportunity for social interaction at work were found to be significantly associated with job satisfaction. Significant career choice factors include the fulfilment of career expectations, a willingness to choose the same career again, and a willingness to recommend the career to others. Discrimination on the basis of gender and religious affiliation were found to have a significant relationship with job satisfaction.

Little is known about the job satisfaction of design team professionals, particularly quantity surveyors. The findings provide indicators for managers of quantity surveying practices to facilitate improved job satisfaction amongst professional staff.

The article investigates the existence of discrimination in the urban and rural labor markets in Brazil. Tests the hypothesis that returns to education are different for black and white workers, male and female, in the urban and rural sectors. The methodology used allows for the decomposition of the difference in the mean earnings of male and female workers in the urban and rural sectors in a share that can be explained by characteristics such as education, hours of work and experience, and in another share that reflects the existence of discrimination. The analysis is carried out with microdata from the National Household Surveys (PNADs) of 1992 and 1998. The choice of the period of analysis was made with the aim of investigating whether changes in the economic environment affect the standard of returns to education. The results suggest the existence of strong discrimination by gender and race, besides the presence of substantial wage differentials between urban and rural workers.

Looks at how France colonized and claimed an area of Africa 14 times its own size, between 1830 and 1910 – which was subsequently split into French West Africa and French Equatorial Africa. Has a deep insight into the forming and investigation of the areas by one woman officer from the French West African Education Department. Concludes that Savineau’s study is a documentary of quite extraordinary value in the study of “other” races over 13,000 kilometres, reporting on “The condition of the African Woman and the Family”, before the Second World War.

The purpose of this paper is to focus on the positive and negative effects of gender and ethnicity in relation to discrimination and the problems encountered in accessing social support (including emotional and instrumental support).

Qualitative data were collected through in‐depth interviews with 40 Black, Asian and Minority Ethnic (BAME) female small business owners based in north west England. The main aims and objectives of the study were to: investigate the discriminatory experiences of BAME female small business owners related to their gender and ethnicity; and to identify the forms (formal and informal) and types (emotional/instrumental) of social support available in relation to their entrepreneurial activities that enabled them to cope with and overcome, the discrimination they may encounter.

Over half of the respondents in the study had experienced discriminations because of their gender, ethnic background or both. This was attributed to a number of factors, including stereotypical images of specific ethnic cultures, religions and practices. Many respondents reported difficulties in accessing different types of formal social support, e.g. formal business and financial support. Informal support by respondents' families was reported as a key source of both emotional and instrumental.

This paper is just a starting point for this area of research and, because the sample covers women from a variety of BAME backgrounds, it is not possible to generalize the findings to the wider population of BAME women. However, it does give an indication of what issues need to be considered in the provision of instrumental support for BAME women small business owners.

The paper shows that a key element in the development of a strategy for addressing the needs of the BAME female small business owners is the necessity to appropriately re‐design mainstream business support systems and financial services, in order to provide these women effective access to formal social support.

The experiences of BAME small business owners have received little attention and this paper offers a unique insight into the relationship between social support, gender, ethnicity and business ownership.

The aim of this paper is to provide analysis and insight which addresses the over‐determined discrimination of so‐called coloured and black South African women, not just on the basis of gender but racial hierarchies still prevalent as well in the rainbow nation.

The observations grapple with reconciling the political rhetoric of equality based on the new constitution and new legislation with the realpolitik of race and gender relations as they affect the lives of women. The complexity of negotiating the values and problems inherited from apartheid while infusing new faith in democracy is reflected in the paper on gender and empowerment.

The paper does not simply present women as victims of apartheid legacy, but discloses the skewed social and cultural circumstances reproducing the cycle of their impoverishment. To counter the narratives of struggle and to balance the research and findings successful interventions by NGOs, CBOs and grassroots organizations are illustrated.

The paper provides the insights of how gender‐conscious organizations act as part and parcel of the overall democratisation process of South African society. Furthermore, it highlights the role of digital information and communication technologies (ICTs) in gender and empowerment activities.