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The Aging Workforce Handbook
Type: Book
ISBN: 978-1-78635-448-8

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Ho Kwan Cheung, Eden King, Alex Lindsey, Ashley Membere, Hannah M. Markell and Molly Kilcullen

Even more than 50 years after the Civil Rights Act of 1964 prohibited discrimination toward a number of groups in employment settings in the United States, workplace…

Abstract

Even more than 50 years after the Civil Rights Act of 1964 prohibited discrimination toward a number of groups in employment settings in the United States, workplace discrimination remains a persistent problem in organizations. This chapter provides a comprehensive review and analysis of contemporary theory and evidence on the nature, causes, and consequences of discrimination before synthesizing potential methods for its reduction. We note the strengths and weaknesses of this scholarship and highlight meaningful future directions. In so doing, we hope to both inform and inspire organizational and scholarly efforts to understand and eliminate workplace discrimination.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78635-263-7

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Article

Ritva Anttonen

The purpose of this paper is to describe and to gain an understanding of the prejudices and discrimination faced by Finnish Roma entrepreneurs in their business activities.

Abstract

Purpose

The purpose of this paper is to describe and to gain an understanding of the prejudices and discrimination faced by Finnish Roma entrepreneurs in their business activities.

Design/methodology/approach

The starting point to this phenomenographical research is social marginality since the people of the Roma continue to exist at the margins of Finnish society. As a result of the study, how Roma entrepreneurs observe and understand discrimination against them in the business world is described and the manner in which their perceptions are formed is explored.

Findings

The entrepreneurs interviewed had experienced prejudice and discrimination in interactions with revenue offices, TE‐Centres (Employment and Economic Development Centre), city councils, banks, insurance companies, suppliers, retailers, customers and with competitors.

Practical implications

Creating trusting relationships with special interest groups was seen as the best method by which to reduce the prejudices. The perception of the Roma entrepreneurs was that the solution to discrimination is through the elimination of prejudice which would be most successfully achieved through cooperation between the Roma and the main population.

Originality/value

This paper gives an understanding of the Roma people as entrepreneurs in a prejudiced society.

Details

Journal of Enterprising Communities: People and Places in the Global Economy, vol. 2 no. 2
Type: Research Article
ISSN: 1750-6204

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Article

Rocco Palumbo and Rosalba Manna

Workplace discrimination negatively affects the functioning of organizations. Scholars have generally focused their attention on specific forms of prejudiced treatment at…

Abstract

Purpose

Workplace discrimination negatively affects the functioning of organizations. Scholars have generally focused their attention on specific forms of prejudiced treatment at work as well as on particular groups of discriminated employees. Conversely, studies investigating the multifacetedness of this phenomenon are sporadic. The purpose of this article is to contribute to the advancement of the scientific knowledge about workplace discrimination showing a full-fledged portrait of this phenomenon in Italy.

Design/methodology/approach

Secondary data about self-reported experiences of workplace discrimination of a large sample of Italian people were collected and run in a logistic regression model. Five forms of discrimination at work were taken into account: prejudiced job design and work allocation; discriminatory use of promotion and awards; wage differentials; unjustified increased workload; and mismanagement of HRM instruments.

Findings

More than a fifth of respondents perceived at least one form of workplace discrimination. Different types of prejudiced treatment were triggered by distinctive socio-demographic and work-related factors. People who were unemployed at the moment of the interview were consistent in claiming that they suffered from all the forms of workplace discrimination. Former employees who underwent a work-family conflict were more likely to suffer from iniquitous treatment at work.

Research limitations/implications

The occurrence of workplace discrimination was not objectively assessed. Besides, since only Italian people were included in this study, the findings are not generalizable at the international level.

Originality/value

This article provides some insights to inspire policy and management interventions intended to prevent and/or curb the occurrence workplace discrimination.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 8 no. 1
Type: Research Article
ISSN: 2049-3983

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Article

Shenglan Chai and Brian H. Kleiner

Reveals that there is still, in most US cities, deep segregation of the racial kind, even though this has improved over latter times. Posits that while racists seem to…

Abstract

Reveals that there is still, in most US cities, deep segregation of the racial kind, even though this has improved over latter times. Posits that while racists seem to have the power to decide who can live where and that real estate agents and federal housing official have only lent their support to this theme. States that racial segregation can be revealed by the use of zip codes in most areas. Sums up that mixed neighbourhoods with good amenities are most likely to remain stable, for both blacks and whites, and this should be promoted at every turn.

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Equal Opportunities International, vol. 22 no. 3
Type: Research Article
ISSN: 0261-0159

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Article

Hans-Joachim Wolfram

Modern prejudice was examined as a potential predictor of overestimating proportions of minority employees in gender-typed occupations. Strength of conjunction error was…

Abstract

Purpose

Modern prejudice was examined as a potential predictor of overestimating proportions of minority employees in gender-typed occupations. Strength of conjunction error was considered as an indicator of distorted perceptions of these proportions. Furthermore, the purpose of this paper is to investigate whether the association between modern prejudice and strength of conjunction error was weaker for gender-untypical than for gender-typical targets.

Design/methodology/approach

Modern prejudice was considered as a predictor of overestimations of black female employees in Study 1 (n=183) and black female older employees in Study 2 (n=409). Data were collected using internet-mediated questionnaires.

Findings

In Study 1, modern racism, but not modern sexism, was associated with greater strength of conjunction error when respondents were presented with gender-typical targets. In Study 2, using a sample scoring higher on modern prejudice than in Study 1, modern racism, but not modern sexism and modern ageism, was associated with greater strength of conjunction error, irrespective of target occupation. Furthermore, there was an unexpected association between lower sexism and greater strength of conjunction error for gender-typical targets, but not for gender-untypical targets.

Research limitations/implications

The findings lend support to the ethnic-prominence hypothesis in that modern racism, but not modern sexism or modern ageism, was associated with greater strength of conjunction error. Furthermore, empirical evidence suggests that target non-prototypicality can dilute the effect of modern prejudice on strength of conjunction error.

Originality/value

This is one of the rare studies examining attitudes and conjunction error in a work-relevant context, thereby bridging the gap between social cognition and applied psychology.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 36 no. 5
Type: Research Article
ISSN: 2040-7149

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Article

Tala Abuhussein, Tamer Koburtay and Jawad Syed

This paper aims to use Ryff’s (1989) eudaimonic view to examine how prejudice toward female workers affects their psychological well-being.

Abstract

Purpose

This paper aims to use Ryff’s (1989) eudaimonic view to examine how prejudice toward female workers affects their psychological well-being.

Design/methodology/approach

Responses were collected through face-to-face semi-structured interviews along with open-ended questions in a paper-based survey. In total, 24 female workers across various organizations in Jordan participated in this study.

Findings

The results show how prejudice against female workers can affect the six dimensions of their eudaimonic psychological well-being (Ryff, 1989). Specifically, the results show that prejudice may push women to work harder to prove they are capable of achieving their goals and, as a result, it may positively enhance their self-acceptance, sense of growth, purpose in life and autonomy. However, the study also shows that prejudice against women negatively affects their environmental mastery and relationships with others.

Practical implications

This study may help create greater sensitivity and awareness about gender prejudice and its effects on female workers’ psychological well-being. It also highlights women’s resilience which may be deemed valuable to develop women in leadership roles in organizations.

Originality/value

This study offers a fresh and nuanced understanding of the impact of gender prejudice on female workers’ psychological well-being.

Details

Gender in Management: An International Journal , vol. 36 no. 3
Type: Research Article
ISSN: 1754-2413

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Book part

Shannon K. Carter and Fernando I. Rivera

Previous research indicates that racial and ethnic prejudice continues to be prevalent in U.S. society; however, the social-psychological processes of prejudice are not…

Abstract

Previous research indicates that racial and ethnic prejudice continues to be prevalent in U.S. society; however, the social-psychological processes of prejudice are not fully understood. Furthermore, much research on prejudice focuses on white against black prejudice, at the exclusion of other minority groups. The purpose of this chapter is to explore white prejudice against Latinos using in-depth interview data with college students. Findings indicate that many participants describe instances in which they felt prejudice, yet they use creative mechanisms to justify their prejudice or construct it as something other than prejudice. Mostly, participants described their own prejudice as a “special type” of prejudice – including trait prejudice, situational prejudice, reciprocal prejudice, and recovered prejudice – that is distinct from ordinary prejudice. By describing their own prejudice as a “special type,” participants are able to construct themselves as nonprejudiced individuals while simultaneously acknowledging their prejudice.

Details

Studies in Symbolic Interaction
Type: Book
ISBN: 978-1-78052-156-5

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Article

Pascal Tisserant, Anne Lorraine Wagner and Isabelle Barth

This article aims to propose a both theoretical and operational definition of the notion of propensity to discriminate (PTD), as a diagnostic indicator for diversity management.

Abstract

Purpose

This article aims to propose a both theoretical and operational definition of the notion of propensity to discriminate (PTD), as a diagnostic indicator for diversity management.

Design/methodology/approach

This model is tested using a few criteria, including origin, race and religion with employees of French organisations which promote professional integration (n=103).

Findings

The results show the general nature of the process and lead to prospects for the use of PTD for diversity management.

Originality/value

This indicator is concerned with the “dark side” of diversity, as it focuses on the triggering factors of discriminating (vs non‐discriminating) behaviours in work situations where the risk of discriminating against others is high.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 32 no. 1
Type: Research Article
ISSN: 2040-7149

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Article

Michelle Hebl, Laura Barron, Cody Brent Cox and Abigail R. Corrington

The purpose of this paper is to summarize the limited body of research that focuses on the efficacy of sexual orientation anti-discrimination legislation in reducing…

Abstract

Purpose

The purpose of this paper is to summarize the limited body of research that focuses on the efficacy of sexual orientation anti-discrimination legislation in reducing discrimination.

Design/methodology/approach

Reviews past research that documents overt and subtle forms of workplace discrimination against gay, lesbian, and bisexual individuals and describes how legislation plays an important role in changing social norms and underlying attitudes.

Findings

Empirically demonstrates that legislation effectively can reduce discrimination.

Originality/value

Informs legislative debate and promotes the expansion and adoption of national, state, and local legislation on sexual orientation anti-discrimination legislation.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 35 no. 7/8
Type: Research Article
ISSN: 2040-7149

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