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The purpose of the paper is to discuss and seek a better understanding of the stigmatization of unemployed workers who have been laid off.

This is a conceptual paper which addresses the factors that affect stigmatization and resulting discrimination against laid‐off individuals such as minority status, age, labor markets, job level, and length of unemployment. Issues of categorization and stereotyping of laid‐off workers are explored.

The increased use of layoffs by organizations has created a large class of unemployed workers who, rather than being seen as victims, are perceived to be deficient in their skills and abilities. This stigmatization is seen as more detrimental to laid‐off minorities and older workers as well as those who have been unemployed for long periods of time. The amount of discrimination is likely to be affected by the job market and level of job.

Propositions are developed to examine the factors affecting the stigma as well as moderators affecting the relationship between the unemployment stigma and discrimination.

Organizations should examine their HR policies and practices regarding the unemployed seeking jobs. Discrimination against the unemployed may result in long‐term unemployment that may have enormous human costs.

This paper highlights the ways in which being laid off now stigmatizes an individual and may significantly limit his/her ability to secure future employment. Since there are no legal restrictions on discriminating against the unemployed, organizations may systematically screen out applicants who are not currently employed.

This study aims to examine the reasons for and the challenges of women’s incarceration coupled with the threats for their reintegration upon release with a focus on the correctional centers at Dessie and Woldia cities.

This study used quantitative and qualitative research methods with cross-sectional and descriptive research design used to collect the quantitative data, and key informant interviews and participant observation were used to collect the qualitative data. A sample of 60 women prisoners was taken from both correctional centers. The quantitative and qualitative data were analyzed using descriptive statistics and thematic analysis, respectively

Findings of the study indicate that family backgrounds, gender-based violence, illiteracy and socio-economic problems were the causes for the women’s imprisonment. The women perpetrators were mainly accused of theft, vandalism, murder and moral perversion. Poor detention environment, worry for the family breakup, emotional instability, financial hardships and deprivation of spiritual life were the major sources of distress among the incarcerated women, whereas social stigma, lack of trust and fear of revenge were the threats to reintegrate to their families and communities.

This study involved incarcerated women at the correctional centers in Dessie and Woldia who committed various types of crimes. Because the informant women were imprisoned for violating certain established rules and regulations, they might have withheld some relevant issues to this research, which they thought were secret and personal. In addition, the women at the correctional centers might not have felt secure to speak more openly about their worst experiences at prison for fear they should face administrative challenges stemming from disclosing their real-life situations as incarcerated persons. The authors thus believe that further research is needed to uncover facts about women’s criminality and the experiences of women inmates at correctional centers.

The findings of this research do have practical implications as explained below. The local government sectors and non-governmental organizations will benefit from the study so as to develop feasible strategies to mitigate women’s criminality and scale down the increasing number of female perpetrators (prisoners). Local government and non-governmental entities (bodies) can easily identify the violent behaviors of husbands that cause women’s criminality and design comprehensive awareness creation strategies toward reducing hostile gender relations. Governmental and non-governmental stakeholders including the local communities will be able to advocate gender equality programs aiming at eliminating gender discrimination and abuses that exacerbate women’s criminality. Incarceration centers will improve access to education and vocational training to female inmates so that beneficiaries will acquire relevant knowledge and skills to enter into the local labor market to sustain themselves and their families upon release from prison.

This is an original paper with a fresh perspective regarding the lived experiences of women at the prisons of study area guided by popular criminological theories. Thus, the research work would be used as a literature of the study area and help government and non-government bodies to prepare policies and guidelines. Most particularly, the Woldia and Dessie correctional centers would benefit from this paper to develop essential plans and take measures about the adverse situation of incarcerated women.

The purpose of this paper is to introduce the concept of discriminatory job loss (DJL), which occurs when discrimination and job loss intersect. The paper aims to discuss the antecedents and consequences of DJL and calls for research on the topic.

Diversity and careers research from management, psychology, economics, and sociology literatures on discrimination, job loss, and unemployment are examined.

Discriminatory job loss involves discriminatory termination, discriminatory layoff, retaliatory termination, and constructive discharge and exacerbates negative outcomes of discrimination or job loss alone. Antecedents to DJL are the external and internal environments. DJL affects unemployment duration and reemployment quality and targets self‐esteem, self‐efficacy, and perceived control.

When large numbers of people experience DJL and long unemployment durations and lower re‐employment quality, this affects the individuals as well as society. In times of high employment, when jobs are scarce, individuals have fewer employment options and employers have more freedom to engage in discrimination. Having large groups of people know that their ability to maintain employment is negatively affected by their demographic group membership while others know that their demographic membership provides employment privileges can result in long‐term negative individual, organizational, and societal consequences.

This paper brings attention to, and calls for research on, DJL and its negative consequences.

The purpose of this paper is to provide evidence of the effect of labour market status on the current probability to be invited to a hiring interview. The authors compare the effect of periods of unemployment, part-time job and short-term contracts (STCs).

Correspondence tests were conducted for accountants and sales assistants. The authors estimate the discrimination components from the response rate of each candidate by the asymptotic least squares method.

The authors find that men with a part-time profile suffer discrimination in both professions. Other differences of treatment are specific: for accountants, the authors find that the probability of success decreases with the time spent in unemployment, while for sales assistants the probability of success is smaller with a history of STCs.

This study compares the effect of different dimensions of career history (part-time versus full-time, permanent versus short-term, unemployment versus employment) for experienced job candidates. It also proposes an alternative way to exploit the design of a correspondence experiment.

This article aims to shed more light on seemingly contradicting labour market outcomes of lesbians: they were found to have similar unemployment rates as straight women but their unemployment spells are significantly shorter. No such contradiction is observed for gays who seem to have on average a higher unemployment rate and longer unemployment spells compared to straight men.

The main hypothesis is that lesbian and gay employees spend ceteris paribus shorter time working for a given employer (employer tenure) than comparable straight people. This hypothesis is tested on EU Labour Force Survey data using multi-level regression model.

Consistently with the predictions, lesbians and gays were found to have significantly shorter employer tenure than their straight counterparts. These differences remained significant after controlling for individual, workplace and occupational characteristics. The results suggest that shorter employer tenure of lesbians and (possibly) gays is driven by labour demand factors.

To author's knowledge this is the first large-scale quantitative study that compares the employer tenure between lesbians, gays and comparable heterosexuals. The study provides additional insight into mechanisms that lead to (lack of) differentials in unemployment probability between these groups.

The purpose of this paper is to explore whether single and married female job candidates’ un/employment histories differentially affect their chances of obtaining interviews through China’s internet job boards, and to consider whether firms’ discrimination against, and/or preference for, candidates who are un/employed vary with the duration of unemployment spells.

Resumes of fictitious applicants are carefully crafted in terms of realistic work histories and educational backgrounds. Candidates’ experiences of unemployment and the revelation of their marital status are controlled. Over 7,000 applications are submitted to real job postings. Callbacks are carefully tracked and recorded. Linear probability models are employed to assess the roles of particular characteristics.

The marital status of female candidates affects how recruiters screen their applications. While current spells of unemployment, whether short or long term, significantly reduce married women’s chances of obtaining job interviews in the Chinese context, they strongly increase the likelihood that single women will be invited for interviews. Chinese firms appear to “forgive” long-term gaps in women’s employment histories as long as those gaps are followed by subsequent employment.

This paper is the first to explore how marital status affects the ways that firms, when hiring, interpret spells of unemployment in candidates’ work histories. It is also the first to explore the effects of both marital status and unemployment spells in hiring in the context of China’s dynamic internet job board labor market.

The purpose of this paper is to examine whether the different employment statuses of under‐employment, temporary employment, unemployment and non‐participation in the labor force are associated with perceived well‐being among persons with disabilities.

The authors used data from the 2006 Participation and Activity Limitation Survey (PALS) conducted by Statistics Canada to develop six categories of employment status. OLS regression analysis was used for hypothesis testing.

Findings indicated that fully utilized permanent employees show the highest level of life satisfaction while unemployed persons searching for work have the lowest levels of life satisfaction and the highest levels of perceived workplace discrimination. Permanent employees whose skills are greatly underutilized show the second‐lowest level of life satisfaction and equally high perceived workplace discrimination as unemployed persons. Non‐participants in the labor force show life satisfaction levels similar to those of permanent moderately underutilized employees as well as temporary employees, but report relatively little workplace discrimination.

The study links vocational status to the psychological well‐being of persons with disabilities in a large representative sample covering the full spectrum of disability types and occupational statuses. As such, it validates conclusions from smaller studies examining single organizations or focusing on workers with specific types of disabilities.

This chapter reviews the historical and political context of immigration to Norway, patterns of ethnic inequality in the labour market, as well as how ethnic discrimination has been legislated, publically debated and studied in the Norwegian context. Drawing on the findings of a multimethod study of discrimination in the Norwegian labour market, combining a field experiment with employer-interviews, the chapter furthermore clarifies the extent of discrimination in ethnic minority applicants’ access to the labour market and discusses what mechanisms influence the level of ethnic discrimination ‘at work’. The field experiment reveals that young Norwegians of Pakistani heritage – the by far largest group among immigrant descendants in the country – face substantial discrimination when applying for work. However, it also demonstrates striking differences in the scope of discrimination between the public and the private sector, as well as across occupational contexts, indicating that discrimination should not be seen as mere reflections of individual bias, ethnic preferences or statistical uncertainty, but rather that such individual-level dispositions are mediated through factors at the organizational level. This conclusion has important implications for our theoretical understanding of why discrimination occurs, as well as for the further development of anti-discrimination measures.

We are undergoing a “subtle revolution” (Smith 1979) in the traditional relationship of women to work and family. One indicator of this change is the massive increase in women's economic activity, especially among married women with children. The total labour force of OECD countries increased by around 30 million in the 1950s and 1960s, and by 43 million in the 1970s. In the first two decades women's contribution to the increase was slightly more than half, whereas in the last decade it amounted to 63.8 per cent. In the European OECD countries women's share of labour force change in the 1970s was even higher and amounted to 96.4 per cent (OECD 1984:10, 11).

This paper is the first to present empirical evidence consistent with models of signaling through unemployment and to uncover a new stylized fact using the 1988–2006 Displaced Worker Supplement (DWS) of the Current Population Survey (CPS), namely that, among white-collar workers, post-displacement earnings fall less rapidly with unemployment spells for layoffs than for plant closings. Because high-productivity workers are more likely to be recalled than low-productivity ones, they may choose to signal their productivity though unemployment, in which case the duration of unemployment may be positively related to post-displacement wages. Identification is done using workers whose plant closed as they cannot be recalled, and no incentives to signal arise.