Search results

This paper aims to provide an in-depth examination of culturally and linguistically diverse older adults’ perceptions of and experiences with the Toronto Police Service to inform the development of a training curriculum for police officers working with older persons.

A qualitative descriptive study using virtual focus groups with 26 older adults from Toronto was conducted.

Three main themes emerged: understanding intersectionality; the impact of police officer attitudes and biases; and the need for age-friendly policing. Although many older adults rely on police services to keep them safe, there is dissatisfaction with some aspects of how police interact with older adults, particularly from minority groups.

Participants were older adults from culturally, ethnically and linguistically diverse backgrounds who are not usually included in studies on improving police services.

This paper critically evaluates potential barriers to employment opportunities for ethnic minority (EM) individuals in Scottish Local Authorities – both in terms of access to job and development opportunities. It provides a fundamental discussion of concepts around race and ethnicity, and the levels of social injustice, with an explicit focus on institutional racialisation, discrimination and segregation. The paper explores organisational approaches towards recruitment, including positive action and workforce development.

This paper adopts a subjectivist (ontology) and interpretivist (epistemology) stance, based on a small-scale, in-depth investigation. The data have been gathered through semi-structured interviews with equality diversity and inclusion (EDI) officers in four Scottish Local Authorities, utilising thematic analysis.

The finding suggests that participating local authorities have a long way to go to ensure the elimination of barriers to employment for EM people. This is largely based on concerns around limitations in the application of positive action and elimination of disadvantages in recruitment and access to career and development opportunities?

The paper aims to contribute by exploring the availability of employment opportunities for EMs through the eyes of EDI Officers in four local authorities. Their thorough understanding, over- and insight into potential equality issues from an employment perspective are invaluable, focussing on more tangible organisational issues and approaches.

Since the 1980s, the Canadian federal public service has implemented employment equity legislation. ¹ However, the management of diversity in the workplace and its issues have undergone significant changes over the past 30 years. ² A recent 2021 directive from the Clerk of the Privy Council Office ordered that each department and agency have an accessibility, diversity, equity, and inclusion (ADEI) management strategy. ³ What about the measures and strategies implemented by the federal administrations in relation to culture? Based on a field survey and institutional documentary sources, the article will deal with ADEI management at Heritage Canada and Library and Archives Canada. It will present some innovations in diversity management and put them in perspective with some recent developments in the mandate entrusted to these two institutions. It will thus highlight that the evolution of the mandate of a public cultural administration in favor of the audiences it serves can impact choices and strategies for both the employees and the organizational environment.

Using the Canadian Census of 2016, the present study examines the Black and White gap in compensating differentials for their commute to work.

The data are from the Canadian Census of 2016. The standard Mincerian wage regression, augmented by commute-related variables and their confounders, is estimated by OLS. The estimations use sample weights and heteroscedasticity robust standard errors.

In the standard Mincerian wage regressions, Black men are found to earn non-negligibly less than White men. No such gap is found among women. When the Mincerian wage equation is augmented by commute duration and its confounders, commute duration is revealed to positively predict wages of White men and negatively associate with wages of Black men. At the same time, in the specifications including commute duration and its confounders, the coefficient for the dummy variable identifying Black men is positive with a non-negligible size. The latter pattern indicates wage discrepancies among Black men by their commute duration. Again, no difference is found between Black and White women in these estimations.

The main caveat is that due to data limitations, causal estimates could not be produced.

For the Canadian working men, the uncovered patterns indicate both between and within race gaps in the impact of commuting on wages. Particularly, Black men seem to commute longer towards relatively lower paying jobs, while the opposite holds for their White counterparts. However, Black men who reside close to their work earn substantially more than both otherwise identical White men and Black men who live far away from their jobs. The implications for research and policy are discussed.

This is the first paper focused on commute compensating differentials by race using Canadian data.

Skilled migrant (SM) women play a key role in developed countries especially in healthcare and education in easing staffing shortages and migrate expecting to gain qualification-matched employment (QME). The aim of this review is to assess whether SM women gain the anticipated QME, equitably compared to their skilled counterparts and to examine why and how they do so.

I conducted a systematic literature review to derive empirical studies to assess if, why and how SM women achieve QME (1) using SM women-only samples and comparative samples including SM women, and (2) examining whether they gain QME directly on or soon after migration or indirectly over time through undertaking alternative, contingent paths.

Only a minority of SM women achieve the anticipated QME directly soon after migration and less often than their skilled counterparts. Explaining the mechanism for achieving QME, other women, especially due to having young families, indirectly undertake alternative, lower-level contingent paths enabling them to ascend later to QME.

The SM literature gains new knowledge from revealing how SM women can gain positions post-migration comparable to their pre-migration qualifications through undertaking the alternative, contingent paths of steppingstone jobs and academic study, especially as part of agreed familial strategies. This review results in a theoretical mechanism (mediation by a developmental contingency path) to provide an alternative mechanism by which SM women achieve QME.

The prevalence of independent contractors in the US workforce is growing. This research examines the social environment and career outcomes of labor and employment arbitrators, a unique profession of high-skilled and high-status independent contractors who play a significant role in facilitating organizational justice. Previous research has focused on the employment relationships that independent contractors have with hiring organizations and the characteristics of individuals who become independent contractors; however, little attention has been given to how relational factors influence the career outcomes of high-skilled independent contractors or how such influences differ by gender. Building upon theories of social networks and unequal network returns (UNR), our study investigates the informal social relationships among arbitrators, the association between interpersonal relationship patterns and arbitrators’ career success, and how these associations vary based on gender.

A social network survey is used to collect the social networks, attitudes and fee information of 407 labor and employment arbitrators working in North America. A multi-level regression analysis was used to examine the proposed relationships among social networks, gender and career outcomes of the arbitrators.

We discovered that occupying a central position within advice networks is positively associated with occupational satisfaction. On the other hand, having strong ties is associated with achieving high employment arbitration fees. Notably, we found that the advantages of strong ties for arbitration fees are comparatively weak for female arbitrators relative to their male counterparts.

This research examines the relationship between social networks and career outcomes for independent contractors in the unique context of arbitrators. It further highlights inequalities experienced by female arbitrators in a male-dominated profession where their social networks offer fewer rewards relative to their male counterparts.

With the launch of the Feminist International Assistance Policy (FIAP), the Canadian government named solidarity as a shared value and a driving motivation behind the FIAP. This paper explores how development workers understand and apply solidarity to their work, uncovering the opportunities and constraints they face.

In-depth, semi-structured interviews were conducted with 42 development workers from Canada’s federal development agency between 2019 and 2020. Transcribed data were coded by the author to identify how workers made sense of solidarity within the development industry.

The majority of workers were unsure of how to define or operationalize solidarity, demonstrating confusion. Commonality was routinely mentioned as a facet of solidarity, but workers understood this term in diverse ways, with some considering commonality as a precondition that inhibited a sense of solidarity with development partners in the global South due to differences in living conditions. About a quarter identified power and privilege as necessary considerations in the process of building solidarity, showing potential for bonds across the inequalities that define development. About 40% of workers identified the institutional structure of the organization as an obstacle to solidarity.

This paper presents original data from Canadian development workers, providing the first study of their understanding of solidarity as a development ethic. It shows the gaps between rhetoric and practice while recommending ways for development organizations to meaningfully engage with solidarity in their work.

A growing body of evidence suggests that experiences of discrimination may affect physical and mental health through multiple pathways. This paper aims to characterize the extent of everyday perceived discrimination among Brazilian and Cape Verdean immigrant adults in Portugal, to identify its forms and analyze its association with mental health.

This study draws on data from the EQUALS4COVID19 (Equity in health in times of pandemic) project that implemented a cross-sectional survey combining online and face-to-face questionnaires for data collection between February and November 2022.

Women were less likely than men to report no discrimination experiences and more likely to report combined bases of discrimination. While Brazilian women were more likely than Cape Verdean counterparts to report gender and nationality-based discrimination, Cape Verdean women and men were more likely to report experiencing race-based discrimination. Gender (being identified as a woman) and length of stay in Portugal were the main predictors of depression, while resilience and perceived social support were protective factors. Participants with higher levels of resilience showed a significantly diminished association between perceived discrimination and depressive symptoms.

This study highlights the need for further research on the interlocking influences of gender, race, nationality and other structures of power, on health and illness to increase our understanding of what would help meet the specific needs of migrants’ mental health and improve equitable health care.

The findings on the multiple and intersectional discrimination perceived by the Brazilian and Cape Verdean populations in Portugal illustrated the ways mental health can be affected by social structures, such as gender and ethnic hierarchies, and can be used to inform the relevance to design and implement programs on combating individual and institutional discrimination and improving the rights of all people.

Today's museums seek to be more representative of the social diversity of the communities they serve. Their intention is reflected not only in the exhibitions and public programs they offer, but also in the development of their collections and their uses. The colonial origins of the collections and the gaps in the major art historical narratives that have provided their primary interpretations are more widely recognized. Several recent initiatives are revisiting, for inclusion purposes, the principles of exemplarity, uniqueness, internal organization, and material integrity on which acquisition and its valorization were until recently based. This chapter considers current initiatives undertaken over the past 10 years by the Musée d'art contemporain de Montréal, the Montreal Museum of Fine Arts, the National Gallery of Canada, and the Musée national des beaux-arts du Québec, in the development and use of their collections. It is done by taking as support three strategies established by Maura Reilly (2018) to foster inclusion in exhibitions. These three strategies – areas of study, revisionism, polylogue – are loosely adapted for collections. The four museums were selected for (1) the interest of their initiatives, (2) the complementarity of these institutions, in terms of collecting scope (contemporary, national, or “encyclopedic”), institutional status (major museums, two provincial, one federal, one nonprofit) and location (in major cities, metropolis, or capital city), and their partnership in the “New Uses of Collections in Art Museums” Partnership (SSHRC 2021–2028) of the CIÉCO Research and Inquiry Group. This portrait, through the collections of four institutions, is paradigmatic of a fundamental transformation in Canadian art museums.

This study aims to examine whether inmate’s social support network is related to changes in anthropometric data among individuals in Canadian correctional facilities.

Methods: A total of 754 participants in federal correctional facilities who had been incarcerated for at least six months responded to the questionnaire by interview regarding their social support network. Chi-square tests and non-parametric tests for median comparison were used to measure changes in anthropometric data [weight and body mass index (BMI)] between the date of admission into custody and the date of the interview. Subsequently, a multivariate regression analysis for BMI change was conducted to adjust for covariates such as sex, age and ethnicity.

Results: Participants who received more than two visits per month had significantly lower weight gain (2.6 kg) than those who received less than one visit per month (7.1 kg, p = 0.02). Similar results were observed for the average change in BMI (p = 0.01). The influence of an external social support network on BMI change remained significant after adjusting for covariates. Conclusions: An individual's external social support network (outside the prison environment) may protect against weight gain in correctional facilities. Given how social support will vary based on the prison context by country and jurisdiction, individual and organizational strategies should be considered to maintain a healthy social support network and increase the number of visits (at every stage of incarceration) to counteract this weight gain and its adverse health consequences.

The social support network outside the prison environment may protect against weight gain in correctional facilities. Strategies should be considered to maintain a healthy social support network and increase the number of visits to counteract this weight gain and its adverse health consequences.