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This editorial explores the concept of intersectionality as a tool to understand inequalities in social and economic life. It emphasizes the need for further research on intersectional inequalities in the context of work and employment. The editorial introduces five papers, including one titled "It made me feel like a shit parent: an intersectional analysis of pandemic mothering" by Thorpe et al. This paper examines the experiences of Māori, Pacific, Asian, and migrant mothers in New Zealand during the COVID-19 pandemic. The findings suggest that these mothers faced challenges based on their diverse backgrounds, which were sometimes worsened by isolation, judgment, and discrimination. The paper highlights the importance of intersectional and gender-responsive policies to address the complex issues faced by mothers. [Extracted from the article]

I study hiring age discrimination under two different hiring procedures. In one, age is revealed simultaneously with other applicant information, and the job offer rates are much lower for older than for younger job applicants. In the second, interview selections are based on detailed, age-blind online applications, while subsequent interviews are not age-blind. In this case, older applicants are not underselected for interviews, but face a lower job offer rate after in-person interviews. The combined evidence is consistent with age discrimination. The smaller age difference in job offer rates under the second hiring procedure suggests that "blinding" part of the selection process may reduce discrimination. [ABSTRACT FROM AUTHOR]

In this British Psychological Society (BPS) landmark paper, we employ an evidence synthesis approach to review the broad range of diversity research published in BPS journals between 2011 and 2021. By focusing on research that investigates stereotypes associated with, and discrimination towards, minority and minoritized groups, we seek to provide readers with a better understanding of the dynamics of a diverse workforce and, going forward, to facilitate the efforts of the psychology research community towards building a body of work that meaningfully addresses workplace inequalities. We thematically analyse and synthesize 25 articles, which fall into four interconnected themes: identity development and management; negative stereotypes, prejudice, and discrimination; working in a diverse team; and the broader organizational environment. Highlighting key strengths of this work and areas for future development, we note the absence of overarching theoretical debates and discussions that might facilitate the development of an on‐going narrative across diversity‐related research published within BPS journals. We outline a future research agenda to bridge methodological divides and to connect with diversity literatures in related disciplines such as human resource development (HRD), human resource management (HRM), and organization studies. In so doing, we advocate for psychologists to move beyond a solely individualistic perspective and instead recognize and account for the context within which diversity‐related processes take place. [ABSTRACT FROM AUTHOR]

Discrimination in the labor market hinders efficient labor allocation, impeding socio-economic health. With the rapid population aging in China, addressing multifaceted discrimination to enhance labor allocation efficiency emerges as a crucial area of research. To explore the relationship between five types of discrimination (age, gender, hukou, educational background, and occupation) and labor misallocation, this paper based on intersectionality theory, employs the fuzzy-set Qualitative Comparative Analysis (fsQCA) method to conduct a configurational analysis of data from China. The research findings indicate that none of the five forms of discrimination can be deemed a necessary condition for achieving high-level labor misallocation. The study identifies five distinct pathways of multiple discrimination to form high-level labor misallocation, which can be classified into four interaction modes: age-hukou, gender-hukou, gender-occupation, and age-gender-educational background. Meanwhile, there are four configuration paths for the absence of labor misallocation. This study reveals the intricate mechanisms by which multiple forms of discrimination contribute to labor misallocation in China's labor market, and provides valuable insights for addressing employment discrimination and improving the efficiency of labor allocation. [ABSTRACT FROM AUTHOR]

The need to understand the integration processes of trans individuals in the labor market is confirmed by the literature review in this paper, which supports the scarce existence of studies focused on their life experiences outside of pathological contexts or from perspectives of invisibility/violence (including in the professional dimension). This study aims to comprehend the professional experiences of the trans population and understand how mechanisms of discrimination operate in the labor market. Semi-structured interviews with representatives from Portuguese LGBTQ+ associations (n = 6) were conducted between 10 March and 26 April 2021 and analyzed with MAXQDA 2022. The results underscored the importance of the topic and the complex hurdles trans individuals encounter at work, emphasizing the vital support of LGBTQ+ associations in tackling these issues and stressing the urgency of comprehending the vulnerability and discrimination trans people face in employment. The implications of the study underscore the urgent need for concerted efforts from policymakers, employers, civil society organizations, and the broader community to address the systemic barriers faced by trans individuals in the workplace. Future research and advocacy efforts should continue to address the systemic barriers to workplace integration and strive toward creating more inclusive and supportive environments for the trans population. [ABSTRACT FROM AUTHOR]

Copyright of Estudios de Derecho is the property of Estudios de Derecho and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Healthcare workers (HCWs) in the United Kingdom (UK) have faced many challenges during the COVID-19 pandemic, some of these arising out of their social positions. Existing literature explicating these challenges (e.g., lack of appropriate PPE, redeployment, understaffing) have highlighted inequities in how these have been experienced by HCWs based on ethnicity, gender or, job role. In this paper, we move a step ahead and examine how the intersection of these social positions have impacted HCWs' experiences of challenges during the pandemic. Methods: We collected qualitative data, using interviews and focus groups, from 164 HCWs from different ethnicities, gender, job roles, migration statuses, and regions in the United Kingdom (UK) between December 2020 and July 2021. Interviews and focus groups were conducted online or by telephone, and recorded with participants' permission. Recordings were transcribed and a hybrid thematic analytical approach integrating inductive data-driven codes with deductive ones informed by an intersectional framework was adopted to analyse the transcripts. Results: Thematic analysis of transcripts identified disempowerment, disadvantage and, discrimination as the three main themes around which HCWs' experiences of challenges were centred, based on their intersecting identities (e.g., ethnicity gender, and/or migration status). Our analysis also acknowledges that disadvantages faced by HCWs were linked to systemic and structural factors at the micro, meso and macro ecosystemic levels. This merging of analysis which is grounded in intersectionality and considers the ecosystemic levels has been termed as 'intrasectionalism'. Discussion: Our research demonstrates how an intrasectional lens can help better understand how different forms of mutually reinforcing inequities exist at all levels within the healthcare workforce and how these impact HCWs from certain backgrounds who face greater disadvantage, discrimination and disempowerment, particularly during times of crisis like the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

This paper analyzes one of the causes of the current gender-unbalanced situation in the labor market: the discrimination that individuals face at work due to their commitment to unpaid care work. It aims at finding mechanisms that may induce a change from the current unbalanced situation to a world in which males and females are found in more equal shares in all professions and at all levels. I construct a formal model that includes the heterogeneity of individuals regarding their family commitments and I investigate how it affects the individual's optimal labor market participation. The welfare of individuals with commitment to family duties is reduced for two different reasons: for not being able to participate as much in the labor market and thus receive a lower labor income and for not being able to contribute as much to their family commitments. I compare the results for the female and male sections of the society and I illustrate the observed gender gaps in terms of labor market participation, income levels, and the overall utility obtained. I find that even though the gender wage gap may be alleviated with reductions in the cost associated to unpaid care work, the gender utility gap will persist. [ABSTRACT FROM AUTHOR]

Purpose: The main goal of this paper is to test whether older Hungarian women face age discrimination in the job market. The theoretical framework of this paper measures the level of discrimination and highlights that age discrimination leads to a waste of human resources. Design/methodology/approach: Two pairs of fictitious CVs were created; each pair included a younger (34 years old) and an older woman (60 years old) with an age difference of 26 years. One pair was designed for office assistant positions, the other for economic analyst positions. The contents of the CVs with photos were entirely fabricated except for active email addresses and phone numbers to allow responses to be tracked. LinkedIn accounts were also created for the analysts. Applications were sent over a four-month period from November 2019. The rate of invitation to interviews was analysed with mathematical statistical methods and a small probability model. Findings: The younger job seekers were invited to interviews about 2.2 times more often than the older ones. Based on the authors' probability model, employers evaluate the skills of older applicants at only 45–67% of their actual skills. Research limitations/implications: The experiment had to be stopped due to the Covid-19 lockdown as there were no new job postings. Originality/value: The experiment demonstrates that age discrimination exists in Hungary. In addition to traditional audit job applications through HR portals, we used LinkedIn too. The small probability model applies an old framework in a new environment. [ABSTRACT FROM AUTHOR]

Mental health-related stigma results in individual, communal, and societal consequences such as stereotypical thoughts, prejudiced feelings and attitudes, discriminatory behaviours, social injustice, and inequity toward individuals with mental health issues. As a result, individuals living with mental illness often experience decreased self-esteem, loss of identity, isolation, exacerbated mental illness, internalized self-stigma, housing and employment discrimination, academic challenges, and barriers in various aspects of life. Research indicated that stigma continues to persist despite increased knowledge about mental health, expanded treatment options, and an abundance of mental health promotion and stigma reduction programs. Thus, we must further examine mental health-related stigma from various theoretical conceptualizations to understand its persistence. This paper applied two theoretical frameworks: Social Learning Theory and Sociological Imagination Theory to better understand mental health stigma. It argues that activism aids in reducing mental health stigma. This paper also suggests that program developers of future mental health stigma reduction efforts should apply activism into their initiatives to promote social justice and equity for people living with mental disorders. [ABSTRACT FROM AUTHOR]

In recent years, the work of organizations in the area of digitization has intensified significantly. This trend is also evident in the field of recruitment where job application tracking systems (ATS) have been developed to allow job advertisements to be published online. However, recent studies have shown that recruiting in most organizations is not inclusive, being subject to human biases and prejudices. Most discrimination activities appear early but subtly in the hiring process, for instance, exclusive phrasing in job advertisement discourages qualified applicants from minority groups from applying. The existing works are limited to analyzing, categorizing and highlighting the occurrence of bias in the recruitment process. In this paper, we go beyond this and develop machine learning models for identifying and classifying biased and discriminatory language in job descriptions. We develop and evaluate a machine learning system for identifying five major categories of biased and discriminatory language in job advertisements, i.e., masculine-coded, feminine-coded, exclusive, LGBTQ-coded, demographic and racial language. We utilized the combination of linguistic features with recent state-of-the-art word embeddings representations as input features for various machine learning classifiers. Our results show that the machine learning classifiers were able to identify all the five categories of biased and discriminatory language with a decent accuracy. The Random Forest classifier with FastText word embeddings achieved the best performance with tenfolds cross-validation. Our system directly addresses the bias in the attraction phase of hiring by identifying and classifying biased and discriminatory language and thus encouraging recruiters to write more inclusive job advertisements. [ABSTRACT FROM AUTHOR]

Purpose: This paper analyzes the issue of wage differentials and gender discrimination in the Brazilian labor market. Design/methodology/approach: The methodology is based on the log-linear equation model by Mincer (1974) and the decomposition method by Oaxaca (1973) and Blinder (1973) and was estimated using data from the National Household Sample Survey (PNAD). Findings: The main results indicate that there was a reduction in wage differentials and gender discrimination in the majority of regions in Brazil for white workers when comparing the available years. However, for non-white workers, the degree of discrimination increased in Brazil, especially in the central-west and southeast regions. Overall, wage decompositions have suggested that women suffer from wage discrimination. Originality/value: This is the first paper detailing wage discrimination across the different Brazilian regions and also controlling for usual dimensions like gender and race. Peer review: The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-09-2021-0569. [ABSTRACT FROM AUTHOR]

Purpose: This paper discusses the factors to consider when designing studies to measure hiring discrimination against transgender job applicants. Design/methodology/approach: The paper builds on academic literature related to hiring discrimination and transgender employment to build a detailed discussion of the numerous factors and issues inherent in hiring discrimination against transgender job applicants. By isolating and describing a number of relevant considerations, the paper aims to act as a guide for future studies to build upon. Findings: Three types of hiring discrimination studies are discussed: correspondence tests, in-person experiments and student cohort experiments. Three main categories of factors relevant to an experiment's design are then discussed: the legal context, industry/role factors and transgender population-specific factors. A flow-chart detailing the research design decision-making process is provided. Research limitations/implications: The discussion within this paper will act as a reference and a guide for researchers seeking to address the dearth of empirical studies in the literature. The list is not exhaustive; while a number of factors relevant to transgender-specific studies are identified, there may be more that could affect an experiment's design. Originality/value: Hiring discrimination against transgender people has been recorded in many surveys, but there is little empirical measurement of this discrimination. To the author's knowledge, this paper is the first to examine the experimental design decisions related to transgender hiring discrimination. In doing so, it provides contributions for two primary audiences: those researching transgender employment issues but who have never conducted a study measuring hiring discrimination; and those who have previously conducted studies on hiring discrimination, but have not done so with reference to transgender job applicants. [ABSTRACT FROM AUTHOR]

The article focuses on studies related to the editorial and commercial practices of bioethics journals published in periodical "Journal of Bioethical Inquiry." It states that members of editorial boards of several journals were grouped and studied according to the human development index (HDI) of their country of residence. It mentions a research conducted to study the availability of bioethical journals in academic libraries in the Global South.

Past research has provided important insights into discrimination against women in the workplace. However, researchers and practitioners have difficulties digesting this evidence due to its high volume. In this paper, we conducted a literature review on workplace discrimination against women. We focused on three common types of discrimination women face at work (i.e., gender bias, pregnancy and motherhood discrimination, and pay gap). Using a qualitative literature review method, we synthesized past knowledge to illuminate why, how, and when discrimination against women occurs more prevalently in the workplace. We also provided an overview of the intervention studies offered at different levels such as individual or organizational levels to prevent discrimination against women workers. Our findings show that women continue experiencing discrimination based on their gender, pregnancy or motherhood status, and compensation in the workplace. Organizational interventions such as policies and initiatives could offer some help depending on how they are implemented and communicated. This paper provides a practical, up-to-date literature review of gender discrimination in organizations and offers evidence-based recommendations for researchers and practitioners., INTRODUCTION Over the last couple of decades, there have been improvements in working conditions for women through advocacy, policy, and awareness. However, the cultural and social norms continue to pose [...]

The article presents the discussion on passage of the Civil Rights Act remembering 2020 as the start of the COVID-19 pandemic. Topics include waves of protest against anti-Black racial injustice following the death of George Floyd at the hands of the police; and company-specific racial gaps in contacts with applicants being negatively correlated with firm profitability.

Purpose: This paper aims to describe and explain women's labor participation in the public sector, particularly at the local level. The paper analyses the representation of women employees in the public sector through a case study of a city council in a mid-sized Spanish city. The authors delve into the extent of gender labor discrimination in public administration, exploring a diversity of situations, experiences, and perceptions of women workers in female, neutral, and male-dominated areas in the local administration. Design/methodology/approach: The authors have applied a combined methodology of quantitative analysis based on an exhaustive analysis of the list of job posts, and qualitative analysis from the narratives of women workers in biographical interviews, in women-dominated, neutral and male-dominated areas. Findings: The authors conclude by providing a clear description of women's representation in local administration. Despite the institutional efforts in applying gender equality norms and public policies in administration, employment and labor market, this article shows the persistent inequality in employment within the administration. The paper demonstrates that public administrations can be seen as gender regimes that tend to reproduce inequality by formal and informal dynamics. This inequality gender reproduction in a supposedly gender-neutral administration reflects discrimination in a labor market. The paper details phenomena relating to horizontal occupational segregation, glass ceilings, sticky floors, and the undervaluing of women's work, among other phenomena. Practical implications: The administration should consider two essential factors that endanger gender equality: (1) the demonstrated regression of gender mainstreaming and the effects on women's employment as a consequence of the crisis, and (2) neoliberal governments and extreme right-wing parties (or neoliberal governments and extreme right-wing parties' support, as is the case with the current Andalusian regional government), whose agenda includes the fight against what neoliberal governments and extreme right-wing parties call "gender ideology". Social implications: The gap between the effectiveness of gender legislation and actual working practices within the administration has been highlighted. This fact should be a wake-up call for the administrations to strictly comply with gender legislation, given that local administrations are the closest to the citizens. Future research should focus on changes to detect any regression and to prevent losing the improvements already achieved, which can still be very much strengthened. Originality/value: This article helps to fill the gap in the literature on gender discrimination in the labor market, which often omits the public sector, especially in local administration, which is the closest administrative structure to citizenship respecting public policies. The article contributes to highlighting the need for an egalitarian labor market in order to achieve optimal performance, commitment and efficiency in egalitarian labor relations in local administration. [ABSTRACT FROM AUTHOR]

This paper qualitatively examines "privation of inclusion" at work in the lived experiences of racialized participants hired in publicly funded places of employment. Taking the position that the dualistic inclusion-exclusion paradigm fails to capture their lived realities with inclusive exclusions and exclusive inclusions, it presents privative inclusion as a third space, between inclusion and exclusion, for a more robust framework in understanding how racialized bodies were marked and targeted for differential treatment. The paper then outlines and discusses findings as key indicators of privative mechanisms that had undermined life chances by limiting career mobility of racialized participants of this study. It concludes by emphasizing the need for additional research in this area given the salience of racism at work as well as the demographic changes that Canada is currently experiencing. [ABSTRACT FROM AUTHOR]

This paper investigates the impact of discrimination publicity on employee opinion. The findings suggest that employees reduce their sentiments toward the firm and its leaders when discrimination becomes public via Equal Employment Opportunity Commission (EEOC) announcements. Following the stakeholder theory of capital structure, the effect clusters in firms with above‐average leverage. Additionally, discrimination announcements increase accruals and the E index, reinforcing a culture of negative management at the firm. These results suggest that human capital risk plays a vital role in employee reactions to discrimination announcements. [ABSTRACT FROM AUTHOR]

Extensive literature probes labor market discrimination through correspondence studies in which researchers send pairs of resumes to employers, which are closely matched except for social signals such as gender or ethnicity. Upon perceiving these signals, individuals quickly activate associated stereotypes. The Stereotype Content Model (SCM; Fiske 2002) categorizes these stereotypes into two dimensions: warmth and competence. Our research integrates findings from correspondence studies with theories of social psychology, asking: Can discrimination between social groups, measured through employer callback disparities, be predicted by warmth and competence perceptions of social signals? We collect callback rates from 21 published correspondence studies, varying for 592 social signals. On those social signals, we collected warmth and competence perceptions from an independent group of online raters. We found that social perception predicts callback disparities for studies varying race and gender, which are indirectly signaled by names on these resumes. Yet, for studies adjusting other categories like sexuality and disability, the influence of social perception on callbacks is inconsistent. For instance, a more favorable perception of signals like parenthood does not consistently lead to increased callbacks, underscoring the necessity for further research. Our research offers pivotal strategies to address labor market discrimination in practice. Leveraging the warmth and competence framework allows for the predictive identification of bias against specific groups without extensive correspondence studies. By distilling hiring discrimination into these two dimensions, we not only facilitate the development of decision support systems for hiring managers but also equip computer scientists with a foundational framework for debiasing Large Language Models and other methods that are increasingly employed in hiring processes. [ABSTRACT FROM AUTHOR]

Purpose: Individuals with autism spectrum disorders (ASD) represent a growing segment of the population but face important obstacles in the workplace. Even for ASD individuals with the mildest form/highest-functioning type, unemployment is 80 percent, and many of those who work are underemployed. This in spite of the fact that these individuals are highly intelligent and capable of excellent work. The purpose of this paper is to present a model of the unique challenges that workers with ASD face in the modern workplace based on stigmas and discrimination surrounding mental health, attribution theory and the disconnect between behaviors common to neurodiverse individuals and some of the most researched theories in the field of organizational behavior. The goal of the paper is to encourage more empirical research focused specifically on ASD workers. Design/methodology/approach: A review of the literature on ASD in juxtaposed to evidence-based social psychology and management theories to demonstrate the difficulties faced by individuals with ASD. Findings: Recommendations for overcoming these barriers and using management theories to help integrate ASD workers are discussed. Originality/value: Workers with ASD are a growing population in the workforce, but have received scant research attention. This is the first paper to link several theories to ASD and the hope is that subsequent research will illuminate these relationships empirically. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Geographer is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Quaderns de Psicologia is the property of Quaderns de Psicologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Discrimination in professional sports is a long-standing phenomenon as it concerns international and national governing bodies, sports organisations and players. The focus on discrimination in football is not only due to its tarnishing of the principles and essence of this popular sport, but also its direct confrontation with fundamental values such as integration, equality, dignity, and diversity - all crucial elements of fostering community cohesion. The present paper aims to analyse a court case that centres around statements of a discriminatory nature targeting the sexual orientation of a professional player. After the National Council for Combating Discrimination (CNCD) analysed the case regarding the existence of acts of discrimination that had had as main source statements of a discriminatory nature concerning the sexual orientation of a professional football player, it issued a decision that was the subject of a complaint with the administrative court. The Court of Appeal submitted preliminary questions to the Court of Justice of the European Union (CJEU), regarding the application of Articles 2(2)(a), 10(1) and 17 of Council Directive 2000/78/EC establishing a general framework for equal treatment in employment and occupation. The judgement of the court not only addresses the specific acts of discrimination aimed at a professional football player but also serves as a landmark moment in the ongoing battle for equal treatment in employment, regardless of one's sexual orientation. This situation also offered the opportunity to transpose the EU law in the national legislation and properly apply it to build a true Union of equality. [ABSTRACT FROM AUTHOR]

Models of statistical discrimination typically assume that employers make rational inference from (education) signals. However, there is a large amount of evidence showing that most people do not update their beliefs rationally. We use a model and two experiments to show that employers who are conservative, in the sense of signal neglect, discriminate more against disadvantaged groups than Bayesian employers. We find that such non-Bayesian statistical discrimination deters high-ability workers from disadvantaged groups from pursuing education, further exacerbating initial group inequalities. Excess discrimination caused by employer conservatism is especially important when signals are very informative. Out of the overall hiring gap in our data, around 40% can be attributed to Bayesian statistical discrimination, a further 40% is due to non-Bayesian statistical discrimination, and the remaining 20% is unexplained or potentially taste-based. This paper was accepted by Marie Claire Villeval, behavioral economics and decision analysis. Funding: F. Mengel thanks the European Research Council for financial support [Starting Grant 805017]. P. Campos-Mercade acknowledges funding from the Danish National Research Foundation [Grant DNRF134 (CEBI)]. Supplemental Material: The online appendix and data are available at https://doi.org/10.1287/mnsc.2023.4824. [ABSTRACT FROM AUTHOR]

Skills utilization is an important factor affecting labor productivity and job satisfaction. This paper examines the effects of skills mismatch, nepotism, and gender discrimination on wages and job satisfaction in MENA workplaces. Gender discrimination implies social costs for firms due to higher turnover rates and lower retention levels. Young females suffer disproportionality from this than their male counterparts, resulting in a wider gender gap in the labor market at multiple levels. Therefore, we find that the skill mismatch problem appears to be more significant among specific demographic groups, such as females, immigrants, and ethnic minorities; it is also negatively correlated with job satisfaction and wages. We bridge the literature gap on youth skill mismatch's main determinants, including nepotism, by showing evidence from some developing countries. Given the implied social costs associated with these practices and their impact on the labor market, we have compiled a list of policy recommendations that the government and relevant stakeholders should take to reduce these problems in the workplace. Therefore, we provide a guide to address MENA's skill mismatch and improve overall job satisfaction. [ABSTRACT FROM AUTHOR]

This paper provides representative evidence on beliefs about racial discrimination and examines whether information causally affects support for pro-black policies. Eliciting quantitative beliefs about the extent of hiring discrimination against blacks, we uncover large disagreement about the extent of racial discrimination with particularly pronounced partisan differences. An information treatment leads to a convergence in beliefs about racial discrimination but does not lead to a similar convergence in support of pro-black policies. The results demonstrate that while providing information can substantially reduce disagreement about the extent of racial discrimination, it is not sufficient to reduce disagreement about pro-black policies. [ABSTRACT FROM AUTHOR]

Maternity, a period of transition beginning with prenatal bodily changes and progressing through postnatal lactation, is experienced by up to 66% of working women. Over the past several decades, research on maternity in the workplace has grown exponentially to reveal salient maternity biases that plague women as they navigate their employee and motherhood identities. With the aim of providing information that aids scholars and practitioners in better understanding the experiences of working mothers, we conducted a systematic review of 239 papers on maternity bias (i.e., formal, interpersonal, and internalized). Our interdisciplinary review discusses these three forms of bias and how they might present across different career stages for working mothers. Additionally, we review the antecedents that may drive maternity bias and the outcomes that result for working mothers who perceive or anticipate bias at work. Finally, we discuss areas of previous research aimed at overcoming maternity bias from the perspective of working mothers, their colleagues, and their organization. We conclude by discussing the trends brought to light in our review, the collective strengths and weaknesses of commonly adopted theoretical perspectives of the research reviewed, implications for combating maternity bias for women and their organizations, and recommendations for future research. Our model of maternity bias comprehensively reviews past work to provide insights into the bias that working mothers endure at work but also provides a path forward, as better understanding these biases empower organizations, coworkers, and employees to remediate maternity bias. [ABSTRACT FROM AUTHOR]

Correspondence testing to research discrimination in the marketplace has become common and the use of internet applications has allowed researchers to send greater numbers of applications. While questions of research ethics always arise when planning a correspondence test, the issue receives relatively little attention in published correspondence tests. This paper addresses the question of ethics in correspondence testing in the age of ready internet access. It focusses on the ethical issues that arise in correspondence testing, looking at potential problems (regarding voluntary participation, informed consent, deception, entrapment of employers, employers' rights) and possible solutions, and technical challenges. European country examples show that the ethical questions raised in correspondence testing have to be renegotiated depending on the national context. The paper argues that correspondence testing, if planned carefully and executed responsibly, can meet most of the ethical requirements of Social Science ethics guidelines. [ABSTRACT FROM AUTHOR]

Across Europe, countries are reducing CO2 emissions and energy demand by lowering the temperature in public office buildings. These measures affect men and women unequally because the latter prefer and, indeed, perform better under higher temperatures than the standard temperature. Lowering the temperature thus further increases an already existing inequality. We show that the philosophical literature on discrimination provides an interesting theoretical approach to understanding such measures. On prominent understandings of what discrimination is, the policy would be considered direct discrimination against women if it could be shown to reflect a broader inattentiveness to the needs of women in society. Alternatively, and more straightforwardly, the policies can be considered indirect discrimination because of their disparate effects on men and women. The final part of the paper shows that the policies are also wrong for the reasons it is often argued that discrimination is wrong—to wit, that it harms or disrespects those who are discriminated against. The final section suggests a range of measures to offset the discriminatory aspects of the policy. [ABSTRACT FROM AUTHOR]

The need to resolve work–family conflict has long been considered a central motive for women's pursuit of entrepreneurship. In this paper, we propose and empirically uncover a novel mechanism driving female entrepreneurship: reduced earnings opportunities in wage employment due to motherhood status. Combining insights from career mobility research and the motherhood penalty literature, we propose that women who become mothers will disproportionately launch a new business to reduce the motherhood penalty they would otherwise incur in wage work due to employer discrimination. We further predict that this tendency to launch a new venture will be more pronounced for women who occupy high-paying or managerial positions, given the higher opportunity cost of staying in wage work and the higher potential payoffs from entrepreneurship that accrue mothers occupying such positions. Using matched employer–employee data from Sweden that distinguish new-venture founding from self-employment, we find support for our arguments. Overall, this study sheds light on the two antecedents of female entrepreneurship and contributes to a more thorough understanding of what motivates women to pursue irregular and atypical careers, such as entrepreneurship. Funding: This work was supported by the Ewing Marion Kauffman Foundation (Ewing Marion Kauffman Junior Faculty Fellowship) and the Wharton Dean's Research Fund. Supplemental Material: The e-companion is available at https://doi.org/10.1287/orsc.2023.1657. [ABSTRACT FROM AUTHOR]

This paper examines the relationship between trade liberalization and wage inequality for 50 U.S. states during the period from 1999 to 2008. The Difference-in-Differences and fixed effects methods are employed to evaluate the effect of trade liberalization on wage inequality in the U.S. states. Empirical results reveal that trade liberalization and de-unionization do increase the wage inequality between skilled and unskilled workers. Evidence shows skill-biased technological change has no significant impact on rising wage inequality. As Difference-in-Differences estimation on time-series cross sectional data involves many years, the conventional standard errors often understate the standard deviation of the estimators. This paper employs the standard bootstrapping procedure and the clustering error procedure to correct the problem, and all sign patterns still hold. [ABSTRACT FROM AUTHOR]

Women have faced employment discrimination and disparity in most countries for many decades globally. Healthcare establishments in Saudi Arabia mirror these trends, including having a low number of female paramedics (which is representative of the whole country in general). Although the paramedic situation has changed in many Western countries, there is still a lopsided gender ratio in the Middle East, especially in the Kingdom of Saudi Arabia. The Saudi government is implementing plans for the country's future in Saudi Vision 2030, which promotes increasing women's empowerment and employment. This paper focuses on developing a theoretical framework using gendered organizations theory (GOT) and glass ceiling theory to explore challenges that limit the participation of female paramedics in the Saudi prehospital setting. The theoretical framework has been developed using literature from previous studies and will assist in exploring challenges that Saudi female paramedics face in the workplace and how these challenges can be reduced or eliminated through policy changes and the provision of equal opportunities in emergency medical services. The framework focuses on the existence of a glass ceiling and GOT in the sector and how they affect the recruitment, education, retention, and work satisfaction of female paramedics. [ABSTRACT FROM AUTHOR]

Purpose: There has been an increasing number of allegations of discrimination toward US employees and anecdotal indications of immigrant employee exploitation in the information technology sector. The purpose of this paper is to investigate if applicants' work visa status causes native-born applicants to be treated differentially (less favorably) than foreign-born applicants. Design/methodology/approach: A correspondence study design is used to observe differential screening processes by measuring the frequency of favorable job application responses received by foreign-born applicants compared to equally skilled native-born applicants. Findings: Results from the study suggest that fictitious Asian foreign-born applicants who demonstrate the need for H-1B work visa sponsorship for employment receive significantly more favorable e-mail responses to job ads than US native-born applicants. Moreover, white native-born applicants are approximately 23 percent less likely than Asian foreign-born applicants to receive a request for an interview. Research limitations/implications: Because of the chosen method, the research results may lack generalizability. The hypotheses should be tested further by targeting more geographical locations, a variety of industries and using qualitative methods in future research. Practical implications: The paper includes implications for hiring managers who wish to reduce their liability for employment discrimination and foreign-born job seekers wishing to manage their expectations of the recruitment process. Originality/value: This paper fulfills an identified need to empirically study how the work visa status of job seekers affects early recruitment as increasingly more anecdotal evidence of immigrant exploitation and discrimination in the technology sector is reported. [ABSTRACT FROM AUTHOR]

Discrimination deprives people of equal rights. It creates barriers to employment and resulted in people's right to full participation in the workplace jeopardised. Consequently, people are denied jobs, confined to certain occupations, offered with lower pay, refused promotion and increment, and so on. The grounds for discrimination are commonly owing to their 'physical appearance' such as sex, race, the colour of skin, faith or religion regardless of the capabilities and abilities to performing the job. Therefore, promoting equality by eliminating various forms of discrimination is essential. This paper is looking at employment discrimination from the legal perspective. Generally, the meaning and elaboration of employment discrimination together with its types and grounds are presented by considering other jurisdictions, particularly the United Kingdom, that has her antidiscrimination law namely Equality Act 2010. Owing to the absence of anti-discrimination law in Malaysia, the authors founded the discussion on this Act of the UK while the analysis of employment discrimination in Malaysia is presented by analysing the related court cases. The paper showed that employment discrimination did occur in Malaysia. This paper is expected to give some limelight and reflection on the issues concerned principally in defining employment discrimination within the Malaysian legal context. [ABSTRACT FROM AUTHOR]

Purpose - This study aims to test bigenderism, a universalistic theory that purports to explain why trans men employees enjoy greater organizational acceptance and superior economic outcomes compared to trans women employees. Design/methodology/approach - Respondents were presented with one of two case studies in which they had to choose whether or not to respect the right of a trans employee to use the restroom of their choice at work. The only difference between the two case studies was the gender of the trans employee. In one case, the employee was a trans man and in the other case, the employee was a trans woman. Findings - The gender of the trans employee had no impact on the choices of the respondents. Research limitations/implications - The chief research implication is that heightened discrimination against trans men may better be explained by situational theories of transphobia rather than the universalistic theory that was tested in this paper. The primary research limitation was the use of American undergraduate business students as respondents. Practical implications - Organizations need to be especially vigilant in protecting the restroom rights of their transgender employees, which may entail eliminating gender-segregated restrooms. Originality/value - This paper is original in that it uses an experimental design to test the theory of bigenderism. It adds value by encouraging experimental research that examines situational theories of transphobia. [ABSTRACT FROM AUTHOR]

The early development of employment discrimination law is often perceived as a string of important victories for plaintiffs, although the real story is quite different. Although there were solid victories, including the early creation of the disparate impact theory, the Supreme Court continually refused to adopt a more progressive judicial vision that had been percolating in the lower courts, a vision that imposed far greater scrutiny on employers and their practices. In contrast, the Supreme Court quickly moved from questioning the validity of employer practices to deferring to employer judgments, even when those judgments produced a workplace where Black workers were generally absent or holding the least desirable jobs. And as the first decade of case development progressed, the Supreme Court became increasingly worried about the plight of white workers, ultimately approving of seniority systems that effectively locked Black workers into the jobs they had held prior to the passage of the 1964 Civil Rights Act. This Article explores the first decade of employment discrimination law’s development by looking not only at Supreme Court opinions but also at what lower courts were doing. Additionally, this Article incorporates insights from the papers of Justice Powell to demonstrate how the Court moved from a short-lived protective stance to one that seemed more focused on the interests of white workers. [ABSTRACT FROM AUTHOR]

This paper identifies the impact of taste-based discrimination on labor market outcomes for nine Latin American countries. We use homogenized survey data on skilled workers to estimate a search and matching model of the labor market with explicit prejudice against women, participation decisions, and occupational choices. By gradually eliminating all potential sources of gender gaps, we find that prejudice is the only source that consistently impacts women, and plays a significant role in explaining gender wage gaps at the bottom of the wage distribution. Additionally, prejudice has strong negative effects on gender gaps with respect to participation, employment/unemployment, and self-employment rates. [ABSTRACT FROM AUTHOR]

Two major procedures for establishing the monetary value of a plan for reparations for Black American descendants of US slavery are considered in this paper: 1) Enumeration of atrocities and assignment of a dollar value to each as a prelude to adding up the total, and 2) Identification of a summary measure that captures the dollar amount of the cumulative, intergenerational effects of anti-Black atrocities. Under the first approach, the itemization strategy, we assess wage costs to the enslaved of bondage; financial gains to the perpetrators of slavery; damages to Black victims of post-Civil War white massacres and lynchings; losses from discrimination in the provision of the home buying supports from the Federal Housing Administration and the G.I. Bill; and income penalties due to racial discrimination in employment. Under the second approach, the global indicator strategy, we calculate the present value of providing 40 acres of land to freed slaves in 1865 and the current wealth gap between Black and White Americans. We conclude that the latter standard, the racial wealth gap, provides the best gauge for the size of the bill for Black reparations. [ABSTRACT FROM AUTHOR]

This paper examines how the Global Financial Crisis (GFC) 2008-09 influenced the usage and outcomes of discrimination arbitration cases for employee plaintiffs in the securities industry. It casts light on whether arbitration is able to serve as an appropriate and preferable workplace dispute resolution system during a macroeconomic crisis when aggrieved employees are most vulnerable and financially powerless. Macroeconomic recessionary periods are characterized with an increase in employment discrimination claims. As the labor market becomes slack during an economic recession, it becomes easier for firms to indulge in discriminatory behavior. In such a scenario, employee-plaintiffs desire an inexpensive, faster, and efficient dispute resolution process. As arbitration is characterized to have all these features, it can be expected that if given the option to choose between arbitration and litigation, employee-claimants would lean towards arbitration. Using the securities industry data from the Financial Industry Regulatory Authority (FINRA), this paper examines whether this is what happens in practicality. The financial industry serves as an ideal means of conducting this analysis because disputants have the option to mutually choose between arbitration and litigation to resolve their discrimination cases. The paper also examines how the outcomes of discrimination arbitration cases varied during the recession. Results are interpreted to answer questions regarding whether arbitration cases rise during a recession; what happens to arbitrations' employee win rate during a recession; does arbitration provide higher or lower compensatory award amounts during a recessionary period? All these questions are important and valuable in terms of assessing whether arbitration is a viable and preferable option for employee-plaintiffs during an economic crisis, a time when claimants need justice the most. Undesirable findings related to arbitration may just serve as another ammunition for opponents of arbitration. Adverse results would be consequential for those who want to continue expanding arbitration access at the expense of the court system. [ABSTRACT FROM AUTHOR]

Job satisfaction of all categories of workers is one of the key antecedents that ensure increased competiveness of organizations. The need to establish factors that impede job satisfaction among people living with war caused disabilities was the main aim of this study. Furthermore, effects of war that adversely affect the attitude of workers with war caused disabilities toward their work were a major driver of this paper. The study employed a qualitative research approach where data were collected using face-to-face interview from 49 (Male- 27; Female- 22) participants and analyzed using the thematic data analysis method. Participants were selected using snowballing sampling technique. The study’s findings revealed that job satisfaction was extremely low among employees living with war caused disabilities. People with different disabilities experience a host of work and home-related challenges which significantly affect their job satisfaction levels. The results of the study also showed that the obstacles that hinder job satisfaction among people living with war caused disabilities mainly centered around discrimination, ergonomics, lack of relevant assistive technology, stigmatization, inappropriate physical infrastructure, lack of physical and emotional protection from workmates and supervisors. The study on the impediments of job satisfaction on workers with war caused disabilities would further advance theory of job satisfaction and provide managerial implications that are helpful for an improved organizational performance. The study recommended that organizations should re-organize their work stations so as to accommodate the needs of people with disability. [ABSTRACT FROM AUTHOR]