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Article
Publication date: 1 January 1987

J.R. Carby‐Hall

This substantial article begins with an examination of two important grounds of discrimination: sex discrimination governed by the Sex Discrimination Act 1975 (and the related…

1476

Abstract

This substantial article begins with an examination of two important grounds of discrimination: sex discrimination governed by the Sex Discrimination Act 1975 (and the related Equal Pay Act 1970) and racial discrimination under the Race Relations Act 1976. Discussion is confined to the right not to be discriminated against and covers the detailed provisions of these acts in this respect, judicial precedents and important cases heard not only in the British courts but in the European Court of Justice. The third section of the article is about discrimination in connection with trade union membership and activities governed by the Employment Protection (Consolidation) Act 1978.

Details

Equal Opportunities International, vol. 6 no. 1
Type: Research Article
ISSN: 0261-0159

Keywords

Article
Publication date: 1 March 1986

J.R. Carby‐Hall

The Sex Discrimination Act 1975 and the related Equal Pay Act 1970, and the Race Relations Act 1976 have not been consolidated by the Employment Protection (Consolidation) Act…

1944

Abstract

The Sex Discrimination Act 1975 and the related Equal Pay Act 1970, and the Race Relations Act 1976 have not been consolidated by the Employment Protection (Consolidation) Act 1978. Each of the Acts treats sex and race discrimination in a general and broad sense. Both make similar provisions in connection with various aspects of discrimination in employment. Since one act is inspired by the other, the judicial precedent in sex discrimination cases will normally be followed in racial discrimination cases and vice versa. Both Acts are outlined and the grounds that constitute discrimination discussed as well as permissible discrimination. Enforcement of the Acts and liability is detailed. Discrimination in connection with trade union membership and activities is also examined. The right not to have action short of dismissal taken against the employee and remedies for action short of dismissal are discussed.

Details

Managerial Law, vol. 28 no. 3
Type: Research Article
ISSN: 0309-0558

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Article
Publication date: 1 December 2001

Gary A. Dymski

Makes three contributions to the ongoing debate over whether racial discrimination is disappearing, and white privilege eroding. First, develops an argument concerning why many…

Abstract

Makes three contributions to the ongoing debate over whether racial discrimination is disappearing, and white privilege eroding. First, develops an argument concerning why many economists treat empirical evidence of racial discrimination with skepticism or indifference. Second, presents some new econometric results which provide empirical insight into whether racial inequality is disappearing in residential credit markets. These results suggest that for African Americans and Latinos, racial disadvantage remains statistically significant in most cities, though its magnitude has fallen during the 1990s in many cities. Third, suggests an empirical implementation of “white privilege” in the residential credit market. Consistently finds white advantage in credit markets to be statistically significant in an econometric model of residential loan approval and denial.

Details

International Journal of Social Economics, vol. 28 no. 10/11/12
Type: Research Article
ISSN: 0306-8293

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

Book part
Publication date: 7 November 2018

Kevin Stainback, Kendra Jason and Charles Walter

Organizational approaches to racial inequality have provided contextual insight into a host of traditional stratification outcomes (e.g., hiring, earnings, authority). This…

Abstract

Organizational approaches to racial inequality have provided contextual insight into a host of traditional stratification outcomes (e.g., hiring, earnings, authority). This chapter extends the organizational approach by drawing on the health-stress framework to explore how organizational context affects experiential and health-related outcomes – discrimination, social support, and psychological distress. Drawing on a sample of Black workers in the United States, we examine the relationship between workplace racial composition and psychological distress, as well as two potential mediators – racial discrimination and workplace social support. Our findings reveal that psychological distress is similar for Black workers in token (<25% Black coworkers), tilted other race (25–49.99% Black coworkers), and tilted same race (50–74.99% Black coworkers) job contexts. Workers in Black-dominated jobs (>75% Black coworkers), however, experience significantly less psychological distress than other compositional thresholds, net of individual, job, and workplace characteristics. This relationship is not explained by either racial discrimination experiences or supervisor and coworker social support. This finding suggests that researchers need to theorize and examine other protective factors stemming from coworker racial similarity.

Article
Publication date: 26 January 2022

Devalina Nag, David F. Arena and Kristen P. Jones

The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a…

Abstract

Purpose

The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a similarly qualified non-minority colleague.

Design/methodology/approach

A sample of 248 participants who were full-time working adults residing in the USA were randomly assigned to one of four versions of the scenario in which a coworker was either a White male, a White female, a Black male or a Black female coworker is offered a desired promotion. Participants reported on the extent to which they anticipated discrimination (i.e. expect discriminatory behaviors enacted toward them in the future) in the hypothetical workplace.

Findings

Women and racial minorities reported anticipated discrimination at greater levels than non-minorities when passed over for a promotion. The authors also found that intersectionally stigmatized, racial minority women reported the highest levels of anticipated discrimination.

Practical implications

The authors recommend transparent and honest communication about organizations’ decision-making processes that have career-related implications for underrepresented populations. Doing so may help alleviate concerns or perceptions that employees may have in regard to organizational practices being (intentionally or unintentionally) discriminatory.

Originality/value

While research has examined the psychological implications of receiving a promotion, substantially less work has focused on the characteristics of the promoted coworker or considered how those characteristics shape perceptions of anticipating discrimination.

Details

Gender in Management: An International Journal , vol. 37 no. 4
Type: Research Article
ISSN: 1754-2413

Keywords

Book part
Publication date: 12 July 2010

Dana Wood and Sandra Graham

Discrimination is defined as negative or harmful behavior toward a person because of his or her membership in a particular group (see Jones, 1997). Unfortunately, experiences with…

Abstract

Discrimination is defined as negative or harmful behavior toward a person because of his or her membership in a particular group (see Jones, 1997). Unfortunately, experiences with discrimination due to racial group membership appear to be a normal part of development for African American youth. Discrimination experiences occur within a variety of social contexts, including school, peer, and community contexts, and with increasing frequency as youth move across the adolescent years (Fisher, Wallace, & Fenton, 2000; Seaton et al., 2008). Recent research with a nationally representative sample of African American 13–17-year olds revealed that 87% had experienced at least one racially discriminatory event during the preceding year (Seaton et al., 2008). Most of the research on the consequences of youths’ encounters with racial discrimination has focused on mental health outcomes (Cooper, McLoyd, Wood, & Hardaway, 2008), with surprisingly little work examining whether and through what mechanisms discrimination affects achievement motivation.

Details

The Decade Ahead: Applications and Contexts of Motivation and Achievement
Type: Book
ISBN: 978-0-85724-254-9

Article
Publication date: 15 July 2014

Johnny Kwok Wai Wong and Autumn H.Q. Lin

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…

3900

Abstract

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.

Details

Engineering, Construction and Architectural Management, vol. 21 no. 4
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 23 January 2020

Olga Chapa, María del Carmen Triana and Pamela Gu

The purpose of this paper is to examine how employees’ perceptions and the perceptions of others close to them influence employee reactions to perceived racial discrimination at…

Abstract

Purpose

The purpose of this paper is to examine how employees’ perceptions and the perceptions of others close to them influence employee reactions to perceived racial discrimination at work.

Design/methodology/approach

Integrating the interactional model of cultural diversity (IMCD) with signaling theory, this study examines how others close to an employee can influence employee job satisfaction and turnover in response to potentially racist encounters. The research question is tested using a field study.

Findings

Results from a field study of paired participants (surveying the employee plus a paired participant who knew them well) showed that employees’ reactions to perceived racial discrimination are influenced by the perceptions of others close to them. For employees who perceive low discrimination, job satisfaction is lower when others close to them perceive high discrimination against the employee. While the probability of turnover for employees who perceive low discrimination is similar whether paired participants perceive low or high discrimination, their probability of turnover is highest when both they and the other person perceive high racial discrimination against the employee.

Research limitations/implications

Suggestions are provided to avoid the appearance and/or practice of discriminatory acts.

Originality/value

This paper integrates the influence of others close to employees in the IMCD diversity climate, individual career outcomes and organizational effectiveness.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 39 no. 2
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 22 June 2010

Philip Broyles and Weston Fenner

The purpose of this paper is to examine how human capital affects the racial wage gap of science, technology, engineering, and mathematics (STEM) professionals, controlling for…

2620

Abstract

Purpose

The purpose of this paper is to examine how human capital affects the racial wage gap of science, technology, engineering, and mathematics (STEM) professionals, controlling for labor market characteristics and argue that human capital of minority STEM professionals is valued less than their White counterparts, even when minorities have similar levels of human capital.

Design/methodology/approach

Data for this study were obtained from the American Chemical Society (ACS) 2005 census of its membership and consisted of 13,855 male chemists working full‐time in industry – there were too few minority women to make comparisons. The racial wage gap was decomposed by modeling earnings as an exponential function of race, education, marital status, children, experience, employment disruption, work specialty, work function, industry, size of employer, and region of work.

Findings

This research shows that there is racial discrimination in STEM professions. Although there is variation among racial groups, minority chemists receive lower wages than White chemists. For Asian and Black chemists, the wage differential is largely due to discrimination. The case may be different for Hispanic chemists. Most of the difference in wages between Hispanics and Whites was explained by the lower educational attainment and experience of Hispanic chemists.

Practical implications

Because the racial wage gap is largely due to racial differences in the return on human capital, public and private efforts to increase human capital of potential minority scientists have a limited impact on the racial wage gap. Eliminating the differential returns to human capital would drastically reduce the racial wage gap – except for Hispanics. Achieving racial pay equity is one important step towards eliminating racial discrimination in the STEM workforce.

Originality/value

This paper shows the role of human capital in explaining the racial wage gap in STEM professions.

Details

International Journal of Sociology and Social Policy, vol. 30 no. 5/6
Type: Research Article
ISSN: 0144-333X

Keywords

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