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Presents the results of a study of 84 first year undergraduates in Hong Kong which looked at discrimination due to gender. Considers the female students’ experience in relation to home, school and work showing that the study suggests they face blatant and subtle sexist attitudes in all areas. Looks at the male perception of discrimination against women which implies that some recognize and sympathise with the issue, whilst others hint that there is a backlash against the feminist movement. Discusses the implication of the findings.

Discusses principles of equality and justice in order to justify affirmative action and clarify its need. Posits that in both the USA and South Africa, issues of segregation and discrimination are not new and both countries have had the opportunity to address their past policies by way of affirmative action programmes. Looks at what determined the denouncement of the affirmative action in the USA and why the answer to this question may have a great impact on South Africa’s attempt to improve its own affirmative action programmes. Concludes that, although 30 years of affirmative action was deemed unconstitutional, how can South Africa derive and make use of the knowledge gained to help in stopping reverse discrimination.

In 1989, the Cleveland based law firm Reminger and Reminger in conjunction with the Personnel Journal conducted a survey on Equal Employment Opportunity (EEO) issues facing America. This survey focused on various types of EEO complaints (Reminger, 1991). Of the 653 corporations who participated in the study, approximately 18% reported racial discrimination as their number one EEO problem. The survey revealed that race discrimination complaints were the highest among the government and manufacturing sectors (Reminger, 1991). In the 1990s, racial inequality continues to be of primary concern.

In this chapter, the authors interrogate the structures, natures, processes, and variables that shape globalized collegiate desegregation. The authors pay attention to the history of segregation in South African culture, then proceed to current efforts to dismantle and rebuild the country’s educational enterprise. Drawing parallels with segregation policy in the United States, the authors argue that both nations may draw from global lessons about systemic global anti-Black oppression and its structural forms (e.g., apartheid, inequities in higher education). More specifically, the authors ground arguments in an analysis of the linguistic hegemony that continues to inculcate the college-aspiring students of South Africa. Understanding fundamental desegregation characteristics of racial hegemonic nations (e.g., United States) vis-à-vis racial and linguistic hegemonic nations (e.g., South Africa) is imperative to increase understanding of democratization of educational systems throughout the world.

Net of controls for educational credentials, recommendations, age, high school quality, employment sector, firm size and region, white personnel officers tend to assign black male high school graduates to lower paying positions than those assigned to white male high school graduates in the USA. Similar patterns are observed for while female college graduates. The effect of job candidates' race on employers' job placement decisions is examined, using data gathered by the randomised vignette technique. These patterns of apparent bias in job placement are found to be offset to some degree in firms with affirmative action policies. The findings are discussed in the context of Thurow's (1975) theory of statistical discrimination. Further research is needed to investigate potential discrimination in job selection and to examine characteristics of firms and personnel officers with the greatest propensity to discriminate.

The purpose of this paper is to contribute to knowledge about workplace diversity and equality in an under-researched country. Focusing on the south-eastern European transition economy of Bosnia and Herzegovina (BiH), it elaborates on the country’s legislation, public debate and previous research in the field.

The paper draws on a synopsis of the legislative framework, existing literature, public media and personal communications with human resource (HR) practitioners.

There is only limited research on diversity and equality in BiH. Ethnicity and gender are the most common grounds for discrimination. Although a solid body of legislation addressing anti-discrimination and equality issues exists, implementation is insufficient. The public debate tends to reinforce inter-ethnic conflicts and a negative atmosphere regarding sexual minority rights.

Due to the general lack of research on diversity and equality in BiH, the findings presented in this paper only can serve as a first approximation of the topic. Further academic research on concrete business practices and perspectives of HR managers is needed.

Firms not only need to increase compliance with anti-discrimination law, but they should also focus more on the benefits a multi-ethnic society can offer.

This is the first paper in the management literature that provides comprehensive insight into workplace diversity and equality in BiH.

A growing body of research demonstrates that diversity training can be successful in improving attitudes and behaviors towards ethnic minorities but, very little research focuses on the effects of diversity training on ethnic minorities' attitudes. Therefore, the purpose of the current paper is to examine ethnic differences in organizational attitudes as a function of offering diversity training.

Using survey methodology, 186 students majoring in hotel and restaurant management that were part‐ or full‐time employees at a hospitality operation were requested to participate. Participants were forwarded an e‐mail with the link to the survey that contained the measures of interests, as well as demographic questions, control variables, and a debriefing statement.

The results showed that offering diversity training at the workplace had a significant effect for ethnic minorities' job satisfaction, perceived workplace discrimination, and turnover intentions, but this effect was not found for majority‐member participants. Perceived workplace discrimination mediated the relationship between job satisfaction and turnover intentions.

This study provides support that diversity training is a tool that can have a positive impact on ethnic minority employees, while not negatively affecting Caucasian employees.

Very little research examines why diversity training works. This research shows that by offering diversity training, organizations potentially send signals to their employees that a diverse workforce is important.

The purpose of this paper is to discuss some key aspects through a theoretical interdisciplinary approach that may contribute to shape an organizational discrimination frame.

The paper depicts a theoretical interdisciplinary approach. Within this perspective, it undertook a literature review to identify some theoretical aspects – neglected or not appropriately addressed – that may somewhat nourish an organizational discrimination frame.

Overall, this paper examined more carefully five aspects (constructs), namely, moral imperative, organizational injustice, corporate social responsibility, non-spiritual business orientation and unethical leadership, that may contribute to shape a discrimination frame if not approached properly and suggested a set of research propositions. In addition, it offers some insights into a problem that deserves more theoretical development and pertinent managerial interventions.

The implications for business are enormous given that being labeled as an organization that encourages discriminatory company policies will certainly attract negative corporate image. Moreover, it stands to reason that firms which are portrayed as such a “devil” will have serious difficulties to survive in this new millennium. Thus, it can be predicted that organizations that are not committed to at least reducing discrimination inside their structures and human resources policies will attract growing negative feelings, perceptions and opinions.

This paper provides further theoretical underpinning for better understanding of the institutional discrimination that affects both society and organizations.

Taken together, the moral imperative, organizational injustice, corporate social responsibility, non-spiritual business orientation and unethical leadership variables delineate a theoretical framework as to how discrimination in the workplaces takes shape.

The aim of this paper is to present a conceptual model on foreign-born health care workers from developing countries working in the US. The model covers their motivations for migration, the consequences in terms of the inequality and exclusion they may experience and the role of institutional responses at micro-, macro- and meso-level of intervention.

The paper is based on: (1) in-depth review of key literature studies on the foundation theories of international migration including sociology, economics, anthropology, psychology and human resource management, (2) analysis of theoretical approaches to medical migration across disciplines, (3) analysis of the international and national documentary sources of micro-, macro- and meso-level policies on migration and (4) analysis of evidence on best practices, solutions and aspirational changes across different levels of institutions.

(1) Migration of international medical graduates (IMGs) from developing countries to the US can be explained from a micro-, macro- and meso-level of analysis. (2) IMGs who identify as racial/ethnic minorities may experience unfair discrimination differently than their US-born counterparts. (3) Although political/legislative remedies have had some successes, proactive initiatives will be needed alongside enforcement strategies to achieve equity and inclusion. (4) While diversity management initiatives abound in organizations, those designed for the benefit of IMGs from developing countries are rare. (5) Professional identity groups and some nonprofits may challenge structural inequities, but these have not yet achieved economies of scale.

Although it is well-documented in the US health care literature how ethnic/racial minorities are unfairly disadvantaged in work and career, the studies are rarely disaggregated according to sub-groups (e.g. non-White IMGs and US-born MGs). The implication is that Black IMG immigrants have been overlooked by the predominant narratives of native-born, Black experiences. In placing the realities of native-born Blacks on the entire Black population in America, data have ignored and undermined the diverse histories, identities and experiences of this heterogeneous group.

An awareness of the challenges IMGs from developing countries face have implications for managerial decisions regarding recruitment and selection. Besides their medical qualifications, IMGs from developing countries offer employers additional qualities that are critical to success in health care delivery. Considering organizations traditionally favor White immigrants from Northern and Southern Europe, IMGs from developed countries migrate to the US under relatively easier circumstances. It is important to balance the scale in the decision-making process by including an evaluation of migration antecedents in comprehensive selection criteria.

The unfair discrimination faced by IMGs who identify as racial/ethnic minority are multilayered and will affect them in ways that are different compared to their US-born counterparts. In effect, researchers need to make this distinction in research on racial discrimination. Since IMGs are not all uniformly impacted by unfair discrimination, organization-wide audits should be in tune with issues that are of concerns to IMGs who identify as racial/ethnic minorities. Likewise, diversity management strategies should be more inclusive and should not ignore the intersectionality of race/ethnicity, nationality, country of qualification and gender.

Immigrant health care workers from developing countries are integral to the health care industry in the United States. They make up a significant proportion of all workers in the health care industry in the US. Although the literature is replete with studies on immigrant health care workers as a whole, research has rarely focused on immigrant health care workers from developing countries. The paper makes a valuable contribution in drawing attention to this underappreciated group, given their critical role in the ongoing pandemic and the need for the US health industry to retain their services to remain viable in the future.

There are few systematic studies of wage discrimination against homosexuals: none for the UK. This paper studies the earnings of homosexual men and women in the UK relative to their heterosexual counterparts. Homosexuals are identified as individuals living with “same sex partners”. Although gays of either sex earn more than non‐gays, once allowance is made for differences in characteristics gay men appear to be paid less than heterosexuals, while lesbians appear to be paid more. As this implies, the gender pay gap is smaller amongst homosexuals than amongst heterosexuals. The gay male pay penalty is significantly lower in London than elsewhere.