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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]

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]

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]

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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]

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]

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]

The article summarizes recent judicial decisions in employment and labor law cases. It highlights rulings on wage payment claims, disability discrimination lawsuits, employment discrimination challenges, retaliation claims, and other related matters. It focuses on the legal issues addressed, such as the interpretation of statutory definitions, dismissal of claims for failure to state a cause of action, and the determination of discrimination or retaliation.

Being able to decompose the gender pay gap (GPG) and determine the contribution of each component is important to design appropriate policies to reduce it. With the aim of providing a new tool to achieve this, in this paper, we propose a decomposition approach based on a machine learning model. The tool was implemented on a population of 5 742 Argentinean IT-related workers to obtain the value of the adjusted and unadjusted GPG in a four-phase process: sample characterization, development of a wage predictor, calculation of adjusted GPG, and analysis of the explained component of GPG. According to our analysis, there is a GPG of 20%, 7,7% of which can be explained exclusively by direct discrimination while 12,3% can be ascribed to other factors, such as total years of experience, educational level, and number of people in charge. [ABSTRACT FROM AUTHOR]

Despite the increasing efficacy of modern medicine in diagnosing and treating cancer, survivors often face discrimination in employment, economics, insurance, and society. Law no. 193/2023, also known as the "Oncological Oblivion Law", aims to provide an initial legislative response to discrimination against cancer survivors in Italy. After defining oncological oblivion in Article 1, the Law provides, in Articles 2, 3, and 4, directives to prevent discrimination against cancer survivors in the area of access to banking and insurance services, adoption procedures and access to or retention in employment. The aim of this work is to illustrate the content and the critical aspects of the recent Law 193/2023 in the landscape of European directives. The legislative process at the Chamber of Deputies and the Senate of the Italian Republic has been retraced through the consultation of preparatory works and bills registered on institutional databases. Law 193/2023 represents the first initiative in Italy aimed at the recognition of the right to oncological oblivion, not only in access to banking and insurance services as in other countries, but also in adoption, employment, and re-employment. Our opinion piece highlights the need for further clarification and expansion to prevent discrimination and protect the social–work–relational rights of people who have been affected by oncological diseases. [ABSTRACT FROM AUTHOR]

Aim: This study explored the relationship between language confidence and job satisfaction, the mediating role of workplace discrimination, and the moderating role of immigration duration among foreign-born nurses in Japan. Introduction: Job satisfaction is an important factor in preventing migrant nurses' turnover intentions; however, the relationships among language confidence, immigration duration, workplace discrimination, and job satisfaction among foreign-born nurses remain unclear. Methods: A cross-sectional study was conducted. Data were collected between June and August 2022 through an online survey of nurses who were born outside of Japan but were currently working as registered nurses in Japan. PROCESS v4.0 Macro for SPSS 28.0 was applied to analyze the effect of language confidence on job satisfaction, the mediator effect of workplace discrimination (model 4), and the moderator effect of immigration duration (model 15). Results: Data from 187 participants were analyzed. The results showed that 1) foreign-born nurses' language confidence was negatively correlated with workplace discrimination and positively correlated with job satisfaction; 2) workplace discrimination played a partially mediating role between language confidence and job satisfaction; and 3) immigration duration positively moderated the relationship between language confidence and job satisfaction. Conclusion: Foreign-born nurses with stronger confidence in their proficiency in Japanese perceived less workplace discrimination and higher job satisfaction. Workplace discrimination acted as a mediator in the relationship between language confidence and job satisfaction, and this relationship was strengthened with longer migration periods. Managers and policymakers should implement policies and strategies to combat workplace discrimination and provide tailored support to improve foreign-born nurses' job satisfaction, which may contribute to their retention in Japan. [ABSTRACT FROM AUTHOR]

Whereas advocates point to benefits of employing people with disabilities for organizations, employers' concern over negative customer reactions is still a barrier to the employment of people with disabilities in service occupations. We contribute to this discussion and the management literature on disability by examining the effects of receiving service from employees with a hearing disability and employees who use a wheelchair on corporate reputation. Based on signaling theory, stereotypes, and valuation-by-association logic, we argue and find in a multistudy, multimethod approach that employing people with disabilities can be perceived as corporate social responsibility and leads to better corporate reputation. A field study with 317 customers of a large international supermarket chain in Lithuania demonstrates higher ratings of corporate reputation for customers receiving service from an employee with a hearing disability than for customers receiving service from an employee without disabilities. In an online experiment using a Solomon four-group design, we utilize video vignettes to test our model with corporate social responsibility perceptions as a mediator. Together, our findings show that managers' concerns about how biased customers might respond to service employees with disabilities are likely unfounded and highlight—in addition to an ethical case for inclusion—the potential for organizations to benefit from employing of people with disabilities, as it leads to favorable reputation effects for organizations. [ABSTRACT FROM AUTHOR]

Sexual and gender minorities (SGMs) are individuals with sexual orientations, gender identities, or expressions (or a combination of these) that differ from cultural norms. Sexual and gender minorities often face workplace discrimination and report decreased physical and emotional well-being from discrimination. To explore the workplace climate of SGM athletic trainers (ATs). Sequential mixed-methods study. Web-based survey and interviews. Criterion sampling of SGM ATs (117 survey participants and 12 interview participants). We modified the LGBTQ Inclusion Assessment and the Organizational Self-Assessment for the survey and developed a semistructured interview script (scale-level content validity index = 0.94). We used means ± SDs, frequencies (%), and the consensual qualitative research tradition to characterize participant responses. Trustworthiness was established through reflexivity (researchers checking bias throughout the research process), member-checking, multianalyst triangulation, and internal and external auditing. Participants indicated their workplace was inclusive (24 [20.5%]), somewhat inclusive (29 [24.8%]), or not inclusive (14 [12.0%]) or did not indicate at all (50 [42.7%]). Respondents most often noted they were unsure of which stage of change their organizations and organizational units were in addressing lesbian, gay, bisexual, transgender, queer, questioning, pansexual, intersex, asexual, 2-spirit, and all within the community of queer and transspectrum identities (LGBTQPIA+) concerns in the workplace as well as specific actions taken for inclusion. Two domains emerged from the interview data: safety and inclusion. The safety domain represented aspects of the workplace climate that made participants feel safe and includes organizational initiatives (12/12), patient-centered policies (7/12), local and federal regulations (7/12), and signaling (12/12). The inclusion domain represented how participants felt a sense of belonging to the organization through their own experience (12/12), through the experiences of their patients (9/12), and through an infrastructure designed for inclusion (12/12). Participants expressed both affirmative and negative feelings of safety and inclusion throughout their responses. Organizations must take both structural and cultural actions to address the concerns of exclusion and lack of safety. [ABSTRACT FROM AUTHOR]

We examine whether narratives about, and the psychological consequences of, perceived gender discrimination differ between women and men. We argue that women and men have different dominant narratives about the reasons why people discriminate against people of their respective genders. While women attribute the majority of their perceptions of gender discrimination in the workplace to patriarchal norms and practices, the majority of men's perceptions of gender discrimination emerge from a belief that organizations are likely to discriminate against them in order to reduce discrimination against women. These differences in understandings about the root causes of gender discrimination also produce divergent psychological consequences. We argue that perceived workplace gender discrimination (a) reduces self-efficacy among women but not among men and (b) reduces both men's and women's sense of belonging in the workplace. We further argue that these effects contribute to a reduction of well-being among members of both genders, with the negative effect on well-being being more pronounced among women than among men. We examine these predictions in five studies of working adults. We discuss the implications for research on perceptions of discrimination and for organizations seeking to reduce the negative consequences of perceptions of discrimination. [ABSTRACT FROM AUTHOR]

Introduction: A large body of research has established a consensus that racial discrimination in CV screening occurs and persists. Nevertheless, we still know very little about how recruiters look at the CV and how this is connected to the discriminatory patterns. This article examines the way recruiters view and select CVs and how they reason about their CV selection choices, as a first step in unpacking the patterns of hiring discrimination. Specifically, we explore how race and ethnicity signaled through the CV matter, and how recruiters reason about the choices they make. Methods: We recorded data from 40 respondents (20 pairs) who are real-life recruiters with experiences in recruitment of diverse employees in three large Swedish-based firms in the finance and retail sector in two large cities. The participating firms all value diversity, equity and inclusion in their recruitment. Their task was to individually rate 10 fictious CVs where race (signaled by face image) and ethnicity (signaled by name) were systematically manipulated, select the top three candidates, and then discuss their choices in pairs to decide on a single top candidate. We examined whether respondents' choices were associated with the parts of the CV they looked at, and how they reasoned and justified their choices through dialog. Results: Our results show that non-White CVs were rated higher than White CVs. While we do not observe any statistically significant differences in the ratings between different racial groups, we see a statistically significant preference for Chinese over Iraqi names. There were no significant differences in time spent looking at the CV across different racial groups, but respondents looked longer at Polish names compared to Swedish names when presented next to a White face. The dialog data reveal how respondents assess different CVs by making assumptions about the candidates' job and organizational fit through limited information on the CVs, especially when the qualifications of the candidates are evaluated to be equal. [ABSTRACT FROM AUTHOR]

This research endeavors to bridge a vital gap in the study of transgender individuals' participation in the labor market within the Gulf Cooperation Council (GCC) region. It is driven by the question: "What are the underlying factors contributing to the reluctance of GCC employers to hire transgender individuals, and how does this impact the labor market participation of this group?" In pursuit of comprehensive insights, the study aligns with the Cochrane Handbook for systematic research design. The methodology used encompasses an extensive review of academic literature from 2012 to 2023, in-depth interviews with transgender individuals in the UAE and Saudi Arabia, and thematic analysis to identify critical factors. The findings reveal that transgender individuals face significant legal challenges and widespread cultural discrimination in the GCC. These issues lead to workplace biases, unequal pay, and hindered career progression. A key factor in the limited employment opportunities for transgender individuals in the GCC is the reluctance of employers, stemming from cultural stigma and legal shortcomings. This reluctance propagates employment discrimination and a hostile labor market environment for transgender individuals. The study found that employers' hesitancy to hire transgender individuals leads to higher unemployment rates within this group, perpetuating poverty, social exclusion, and hindering economic diversity and innovation in the GCC. The study underscores the urgent need for holistic strategies and policy reforms in the GCC to ensure workplace equality and full labor market integration for transgender individuals, addressing a crucial research gap and emphasizing the need for dedicated efforts in this field. [ABSTRACT FROM AUTHOR]

Building on research on discrimination, occupational segregation, and labor market inequalities that are rooted in sexual orientation, this study examines how previous negative experiences of discrimination and positive experiences of "safe havens"—workplaces that protect employees from discrimination—are associated with job attribute preferences of sexual minority people. Based on data from a German online convenience sample (N = 1197 sexual minority respondents), this study focuses on five job attribute preferences: high income, good promotion prospects, opportunities for further training, interesting work, and LGB-friendly work climate. The results suggest the high importance of an LGB-friendly work climate for sexual minority people. Furthermore, the results show that discriminatory experiences are positively associated with the importance of an LGB-friendly work climate for sexual minority people in an early career stage. However, safe havens are positively associated with the importance of an LGB-friendly work climate for sexual minority people. Finally, results suggest little evidence for an association between discrimination, safe havens, and general job attribute preferences. Differences between career stages highlight the importance of this variable in further research on the career trajectories of sexual minority people. [ABSTRACT FROM AUTHOR]

The study comprehensively reviews artificial intelligence (AI) techniques for addressing algorithmic bias in job hiring. More businesses are using AI in curriculum vitae (CV) screening. While the move improves efficiency in the recruitment process, it is vulnerable to biases, which have adverse effects on organizations and the broader society. This research aims to analyze case studies on AI hiring to demonstrate both successful implementations and instances of bias. It also seeks to evaluate the impact of algorithmic bias and the strategies to mitigate it. The basic design of the study entails undertaking a systematic review of existing literature and research studies that focus on artificial intelligence techniques employed to mitigate bias in hiring. The results demonstrate that the correction of the vector space and data augmentation are effective natural language processing (NLP) and deep learning techniques for mitigating algorithmic bias in hiring. The findings underscore the potential of artificial intelligence techniques in promoting fairness and diversity in the hiring process with the application of artificial intelligence techniques. The study contributes to human resource practice by enhancing hiring algorithms' fairness. It recommends the need for collaboration between machines and humans to enhance the fairness of the hiring process. The results can help AI developers make algorithmic changes needed to enhance fairness in AI-driven tools. This will enable the development of ethical hiring tools, contributing to fairness in society. [ABSTRACT FROM AUTHOR]

The article provides a comprehensive economic and legal analysis of the position of national minorities in the labour market. To do this, a comparative analysis of the socio-economic and legal status of national minorities is carried out and an analysis of the situation of national minorities in the labour market is conducted while taking into account real and declarative indicators of the level of employment, which were determined by the author's survey and field experiment. It has been proven that discrimination in the labour market is characteristic of certain, but not all, groups of national minorities, in particular, the Roma. It is believed that the efficiency of the labour market of national minorities also affects tax revenues and the distribution of social costs. Ensuring equal opportunities for these groups contributes to the creation of stable social conditions, reducing the costs of social assistance and increasing the efficiency of social capital. The study of the labour market of national minorities also takes into account the importance of socio-economic stability. The main causes of discrimination of representatives of ethno-national groups in the labour market are singled out, and economic and legal measures to stimulate inclusion in the labour market are defined. Through the author's survey and the field method of fictitious questionnaires, the discrimination of certain groups of national minorities in Ukraine, among them Moldovans and especially the Roma, was proven, and it was proved that the unemployment rate in the region provokes an almost proportional decrease in the number of responses from employers from representatives of national minorities. The field of employment was not a significant factor in indicating certain features of discrimination based on the field of the labour market. [ABSTRACT FROM AUTHOR]

The McDonnell Douglas framework is the most important analytical structure in employment discrimination law. Scholars and judges have regularly criticized the three-part burden-shifting test. Despite decades of criticism, a central feature of the framework remains unexamined—its second step is incompatible with the summary judgment standard. In employment discrimination cases courts often grant summary judgment in the employer’s favor. Scholars have offered various accounts of why this happens, including docket pressures and published case law that focuses on grants of summary judgment. The second step of the inquiry has largely escaped scrutiny because it appears to be a quirky, but somewhat harmless, part of the McDonnell Douglas framework. This Article demonstrates that the conventional view of the second step is wrong. When a defendant files a motion for summary judgment, a court must draw all reasonable inferences in favor of the plaintiff, the non-moving party. The second step of McDonnell Douglas requires courts to credit the employer’s reason for acting and give it a certain weight and legal effect in discrimination analysis. It also labels an employer’s reason for acting as legitimate and non-discriminatory even though the defendant is not required to establish either proposition. Even when a defendant’s reason does not respond to the plaintiff’s theory of the case, courts still credit the employer’s reason. The year 2023 marks the fiftieth anniversary of McDonnell Douglas. Yet, no one has recognized what has been hiding in plain sight for decades: the second step cannot be reconciled with the summary judgment standard. The second step alters discrimination analysis in ways that deny plaintiffs their right to have juries decide contested cases. [ABSTRACT FROM AUTHOR]