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Abuser-initiated workplace disruptions are experienced by women who are in abusive intimate relationships. However, workplace disruptions may be prevented with targeted workplace supports. Using pilot data, this study examined relationships between workplace disruptions and workplace supports. Crosstabulation and Fisher’s exact test results were stratified by race to understand potential racial discrimination of survivors. Findings revealed supports are associated with infrequent workplace disruptions for Black women, but White women were extended a wider variety of supports, even with frequent disruptions. Discussion of results is applied to workplaces and policy makers seeking to better support employees experiencing partner violence.

PurposeBy studying four public universities in Egypt, the author of this paper aims to identify how male faculty perceive the representation and status of their female colleagues.Design/methodology/approachThe author employed a qualitative research method via semi-structured interviews with 40 male academics in addition to five focus group discussions with an additional 20 male academics. The author subsequently used thematic analysis to determine the main ideas in the transcripts.FindingsThe findings confirmed that women faculty are not under-represented at professorial levels, but they are denied administrative academic positions, such as rectors and deans in universities. The author also discovered that the social norms shaping both national and organizational culture in Egypt create a cultural bias against women faculty.Originality/valueTo the best of the author's knowledge, this study is the first of its kind in the context of a developing nation to focus on the status and representation of women faculty from the perspective of male colleagues, and subsequently, it is the first to address the higher education sector in one of the leading developing nations in Africa and the Middle East. This paper contributes by filling a gap in HR management and higher education, in which empirical studies that address male faculty to identify their perceptions of the status and representation of their female colleagues have been limited so far.

Purpose Workplace bullying (harassment, abuse, or discrimination), practiced persistently against an individual, can generate a hostile workplace environment, consequently leading to exhaustion, with poor psychological outcomes, and the onset of symptoms such as loss of confidence, fatigue, depressive thoughts, desertion, and suicidal thoughts. There are no publications regarding this issue in Colombia.Our objective is to describe the residents' perception of gender and workplace discrimination and verbal/sexual harassment during their urological training. Methods Observational, descriptive, cross-sectional study with anonymous surveys. We evaluated the demographic characteristics and the residents' perception of harassment, the type of harassment, how it affected their performance during residency, and from whom it was perceived. Results We were able to obtain answers from 82/115 residents (71.3%), most of them men (45 [56%]). In total, 66% (54) reported workplace harassment; and 35.4% (29) felt gender discrimination, most of them women (17; 58.6%). Verbal abuse was reported by 64.6% (53), and it affected the work of 92.5%. The parception of workplace harassment was similar among both men and women (32 [69.5%] men and 21 [61.1%] women). A total of 7(19%) women reported sexual abuse. Regarding the source of the abuse, 39 (65.8%) was by professors, 26 (45%), by other residents, and 17 (35.4%), by patients. Conclusion The perception of harassment during urology residency in Colombia is real, and it affects the work of residents. This abuse is greater on the part of men, and is mainly perpetrated by professors. We consider our work the starting point to continue researching a topic of national and international importance.

PurposeDrawing on embeddedness theory, we examine how skilled immigrants' perceived brain-waste affects their social embeddedness. Social embeddedness facilitates the acquisition of host country-specific human capital, which, in return, can accelerate the transfer of immigrants' human capital in the workplace.Design/methodology/approachIn total, 397 skilled immigrants in Australia participated in this study. We applied a set-theoretic approach to decode the complexity and interplay among the key concepts used in this study.FindingsWe found the impacts of psychological workplace wellbeing and workplace discrimination on social embeddedness differ between skilled immigrants who experience perceived brain-waste and skilled immigrants whose skills were recognized by employers. The results suggest that job satisfaction is the most critical factor contributing to social embeddedness among skilled immigrants who did not report brain-waste. Furthermore, we found that married skilled male immigrants who reported brain-waste still could embed socially if they did not directly experience workplace discrimination.Originality/valueThe majority of previous studies have compared skilled immigrants with their local-born colleagues, but we compared two groups of skilled migrants in the current study. We adopted fuzzy-set qualitative comparative analysis to test how unique configurations of several variables can ease their social embeddedness into the host society.

Introduction There are approximately 573 practicing Black orthopaedic surgeons in the United States, which represents 1.9% overall. The purpose of this study was to describe this underrepresented cohort within the field of orthopaedic surgery and to report their perception of occupational opportunity and workplace discrimination. Methods An anonymous survey was administered to 455 practicing orthopaedic surgeons who self-identify as Black. The 38-question electronic survey requested demographic and practice information and solicited perspectives on race and racial discrimination in current orthopaedic practices and general views regarding occupational opportunity and discrimination. Results The survey was completed by 274 Black orthopaedic surgeons (60%). Over 97% of respondents believe that Black orthopaedic surgeons in the United States face workplace discrimination. Most Black orthopaedic surgeons (94%) agreed that racial discrimination in the workplace is a problem but less than 20% agreed that the leaders of national orthopaedic organizations are trying sincerely to end it. Black female orthopaedic surgeons reported lower occupational opportunity and higher discrimination than Black male orthopaedic surgeons across all survey items. Discussion This study is the first to report on the workplace environment and the extent of discrimination experienced by Black surgeons, specifically Black orthopaedic surgeons in the United States. Most respondents, particularly female respondents, agreed that racial discrimination and diminished occupational opportunity are pervasive in the workplace and reported experiencing various racial microaggressions in practice.

While numerous organizations have undertaken initiatives to reduce workplace discrimination owing to racial/ethnic backgrounds, racial inequalities in the workplace continue to persist. Providing a...

Librarianship has long been recognised as a numerically female-dominated occupation. Despite demonstrating a standard pattern of a sex-segregated labour force, it has suffered neglect in historical studies of women’s work. This article positions Australia’s librarians in the history of white-collar public service workers, and librarianship as illustrative of important themes of twentieth-century women’s labour history. For smart, educated, ambitious women, librarianship offered professional standing, economic security and opportunity for advancement. Strategies of overt discrimination, however, deliberately kept women librarians out of senior administrative positions and confined them to the lower-paying jobs. Librarians in state and municipal libraries worked under public service regulations that established a dual labour market of wages and conditions for clerical and professional workers. Key decisions between 1918 and 1922 explicitly advantaged men in recruitment, wages and promotion, denying women similar opportunities. Studying the history of women librarians sheds new light on the meaning of professional workers’ struggle for equal pay.

Workplace discrimination has been prohibited in Australia for over forty years. Until recently, it was the sole concern of anti-discrimination law; industrial relations law only prohibited dismissal on the basis of an irrelevant attribute, like sex and race. The Fair Work Act 2009 (Cth) (‘FW Act’) extended industrial relations law to other forms of discrimination, like demotion, and gave the Fair Work Ombudsman (‘FWO’) the power to enforce the law, something the agencies established under ant...

Race is a dynamic experience in which racial identities are not necessarily validated by outsiders, raising questions about how individuals experience racial bias. This raises questions about repor...

This literature review examines several studies related to differences in gender communication, gender perception, and the impact of workplace discrimination. Experimental studies on gender have revealed that women’s communication style is seen as genteel and empathetic while men’s communication styles are viewed as noisy and aggressive. And yet, people view leadership qualities as inherently more masculine than feminine. These differences are also reflected in leadership styles between men and women. The question remains if women display capable communication skills and leadership, why do discriminatory practices pervade in the workplace? Through a qualitative analysis of each paper, we draw the relationship between gender perceptions and workplace discrimination, including the lack of women in executive positions. A comparison between review articles helped to illustrate the differences in approach and similarity in results of pair of studies. Social theories presented in articles help to explain social phenomenons that undermine women. Concepts such as counter-stereotypical characteristics of women are discussed and the need for institutional policy enforcements is emphasized.

Prejudice and workplace discrimination have been paid attention to by people from different culture backgrounds, and one possible explanation for some of the defect in hiring that we come up with is that previous employees are more or less a benchmark when companies look for new employees to replace them. In this report, we design and carry out rigorous statistics-based analysis to investigate the possible hiring bias based on status quo. Through providing definitions of the key factors of status quo and describing the proposed steps for our studies, we identify that the personality of the previous employees has the greatest influence on hiring new employees, followed by appearance, gender, region and educational background.

Employers use ideologically-tinged rhetoric to justify workplace discrimination. We argue that workers will be less likely to label biased treatment against them as discriminatory when they subscribe to those ideologies as well. We tested this prediction and the consequences of labeling for work attitudes and performance using an experiment that assigned parents to a low-status position in a work group, varying whether the decision invoked biased, ideological assumptions about parenthood. As expected, ideology drove mothers' (but not fathers’) labeling. Mothers were less likely to label biased treatment against them as discriminatory when they were conservative and when they subscribed to separate spheres and ideal worker ideologies. Mothers who labeled their treatment as discriminatory had more negative work attitudes than those who did not, but also tended to appeal the decision. Ideology thus shapes whether people label discrimination when it occurs as well as their subsequent work attitudes and justice-seeking behaviors.

PurposeOrganizational change (OC) triggers uncertainty and ambiguity, which have side effects for individual and groups. Even though scholars and practitioners have generally conceived OC as a remedy for workplace discrimination (WD), it may determine opportunistic behaviors, which increase the risks of discrimination at work. The article discusses the direct and indirect effects of OC on WD, investigating the moderating role of organizational meaningfulness (OM) and employees' involvement (EI).Design/methodology/approachSecondary data were collected from the Eurofound's European Working Conditions Survey (EWCS). The sample included 33,024 European employees. A double moderation analysis based on the bootstrapping method was designed to collect evidence on the direct effects of OC on WD and on the indirect effects moderated by OM and EI.FindingsOC was found to generate greater discrimination at work. People who were not informed about change and those who were not allowed to express their opinion about change were more likely to report discrimination. OM and EI performed as significant moderators of the side effects of OC on WD.Practical implicationsRestructurings and reorganizations are tricky processes. The uncertainty and ambiguity produced by OC might negatively affect interpersonal relationships at work and organizational practices, paving the way for overt and/or explicit discrimination. The construction of clear and shared senses around change is crucial to curb the drawbacks of organizational transitions on workplace discrimination. EI is essential to improve organizational sensemaking of change processes and to establish a positive organizational climate, which prevent the occurrence of WD.Originality/valueLiterature has overlooked the negative implications of OC on WD. The study findings emphasize that organizational transitions may trigger discrimination, creating greater uncertainty and ambiguity in the workplace. OM and EI allow overcoming ambiguity and increase the employees' ability to deal with uncertainty, addressing the side effects of OC on WD.

Introduction In an emergency setting, the occurrence of disruptive behaviors hinders team participation and cooperation. Exploring nurses’ perception of disruptive behaviors can lead to a better identification of these behaviors in emergency departments and the provision of better recommendations. This study aimed to explore nurses’ perception of disruptive behaviors among emergency healthcare teams in hospitals affiliated to the Hamadan University of Medical Sciences, Hamadan, Iran. Method The study was carried out using qualitative content analysis in 2018–2019. Twenty participants from emergency departments of five hospitals in Hamadan, Iran, were enrolled using purposive sampling. Data were collected using semi-structured interviews that continued until data saturation. Data analysis was performed using Erlingsson and Brysiewicz’s qualitative content analysis approach. Results Three main themes emerged including observable disruptive behaviors, hidden disruptive behaviors, and trigger factors. Observable disruptive behaviors consisted of two main categories: violence and incivility. Hidden disruptive behaviors included troubling behaviors, poor communication, and irresponsibility. Finally, the trigger factors of disruptive behaviors involved two categories: professional incompetency and workplace discrimination. Conclusion Exploring nurses’ perception showed that trigger factors such as professional incompetency and workplace discrimination could cause the occurrence of observable and hidden disruptive behaviors in emergency healthcare teams.

This article examines the effects of discrimination based on race, ethnic background, nationality, religion, sex, age, disability and sexual orientation on skill underutilization and under-skilling in 30 European countries. People who experienced a variety of forms of workplace discrimination were more likely to report over-skilling, defined as having skills for more demanding roles than required for their job. Paradoxically, some forms of labour market discrimination were also linked to under-skilling, where people report requiring more training to fulfil their job role. The findings are explained in terms of how discrimination in the labour market can have differential impacts on access to career progression and training opportunities across organizations. Differences between self-report and statistical estimates of discrimination are observed. Broader implications for the interpretation of statistical models in discrimination research are discussed.

The stress that arises from workplace discrimination can have a large impact on an employee’s work attitude, their work and life satisfaction, and oftentimes whether or not they stay in a job. Workplace discrimination can also have a considerable influence on employees’ short- and long-term health. However, less is known about the factors that might mitigate or exacerbate the effects of discrimination on health. The current study focused not only on the links between workplace discrimination and health, and but also on the effects of potential moderators of the discrimination-health link (i.e., perceived control, Big Five personality traits, optimism, and coworker/supervisor support). People with high neuroticism, high extraversion and high agreeableness were more negatively affected by workplace discrimination than those low on neuroticism, extraversion, and agreeableness. Perceived control was found to be a protective factor, such that those high in perceived control had fewer chronic illnesses in the context of high levels of workplace discrimination.

Using a nationally representative longitudinal survey of lawyers in the U.S., we document a sizeable gap between men and women in their early aspirations to become law firm partners, despite similar early investments and educational characteristics. This aspiration gap can explain a large part of the gender promotion gap that is observed later. We propose a model to understand the role of aspirations and then empirically test its predictions. We show that aspirations create incentives to exert effort and are correlated with expectations of success and the preference for becoming a partner. We further show that aspirations are affected by early work experiences – facing harassment or demeaning comments early in the career affects long-term promotion outcomes mediated via aspirations. Our research highlights the importance of accounting for, and managing, career aspirations as an early intervention to close gender career gaps.

Using quantitative and qualitative methods, this study investigates inequalities in occupational status and wages between native-born and foreign-born employees in elderly care institutions in Sweden. It finds that employees from Africa, Asia and Latin America - the "Global South" - are disadvantaged in both respects. Combinatory explanations of the inequalities are needed. The shorter work experience of foreign-born workers in the care sector plus the lesser value given to educational credentials obtained outside Sweden are among the factors related to human capital theory. Access to less-valuable resources in the workplace social networks of foreign-born employees is related to social capital theory. The processes that result in exclusion from powerful social networks, in turn, are found to be affected by discrimination in the workplace.

Sociological research provides extensive analysis of the racial disparities present in contemporary workplaces. However, there is less attention to the strategies and tools black workers use to offset potential challenges. This paper examines how early motivation for pursuing careers provides a sense of purpose that becomes integral for black professionals in the health care industry. Sense of purpose compels black professionals to develop strategies that buffer against racial workplace discrimination, particularly in high-status occupations.

PurposeThis study aims to measure the gender wage gap among millennial workers in Colombia and determine if there is a marked wage difference between millennial women and men. Furthermore, this study analyzes whether millennial women face a glass ceiling, that is, whether there is a larger gender wage gap among workers earning relatively high wages.Design/methodology/approachThe study data included a sample of 2,144 millennial workers employed in 11 organizations located in the five main cities of Colombia. Oaxaca–Blinder econometric methods of wage decomposition were used to calculate both raw and adjusted gender wage gaps. The latter results in estimating the gender wage gap while controlling for observable characteristics related to individual, family, and labor. In addition, wage decompositions by education levels were carried out to approximate the extent of the glass ceiling among young workers.FindingsThe results show that millennial workers in Colombia face gender inequality in the labor market and that professional millennial women experience a distinct glass ceiling. The adjusted gender wage gap is 9.5%, and this gap increases with education level, increasing to nearly 14% among college-educated workers.Research limitations/implicationsThe empirical results are supported by a self-report survey of millennial workers. An important limitation is that the data include millennial workers employed in the formal sector and exclude the informal sector (activities not regulated or protected by the state), which represents an important part of the economy in developing countries.Originality/valueThis paper contributes to the empirical literature on gender wage inequality for younger workers. This paper is original in reviewing the gender pay gap in Colombia using a primary dataset. Most of the work in this area has been done in developed countries and this research adds to the findings that have had focused on those nations.

PurposeThis study aims to examine whether psychiatric diagnosis is associated with likelihoods of experienced and anticipated workplace discrimination and the concealment of psychiatric diagnoses.Methods5924 mental health service users in England were interviewed as part of the Viewpoint survey between 2009 and 2014 using the Discrimination and Stigma Scale. Associations of psychiatric diagnosis with experienced and anticipated work-related discrimination or the concealment of mental illness were examined with the use of logistic regression models.Results25.6% of the participants reported experiencing discrimination in at least one work-related domain, contrasting with the 53.7% who anticipated workplace discrimination and the 72.9% who had concealed their mental illness. There was strong evidence that patients with schizophrenia and schizoaffective disorder had a decreased risk of experienced discrimination in keeping a job compared to those with depression, anxiety disorder, bipolar disorder or personality disorder. Furthermore, patients with depression were more likely to report anticipated discrimination in applying for education or training compared to those with schizophrenia and schizoaffective disorder. In addition, patients with depression were more likely to conceal their mental illness compared to those with schizophrenia and schizoaffective disorder and bipolar disorder.ConclusionThis study suggests that psychiatric diagnosis is a predictor of experienced and anticipated workplace discrimination and the concealment of mental illness and that more support is needed for employees with common mental disorders and their employers to enable better workplace outcomes for this group.

This study evaluates whether and how internal communication efforts are connected to racial minority employees’ coping strategies for workplace discrimination. Using a survey with 453 full-time employees, we found that racial minority employees were likely to choose emotion-focused rather than problem-focused coping strategies when experiencing discrimination at work, which in turn impacted the relational and behavioral employee outcomes. Transparent communication was found to reduce the negative impacts of discrimination experiences while increasing the motivation of adopting problem-focused approaches.

Consumer-sourced rating systems are a dominant method of worker evaluation in platform-based work. These systems facilitate the semi-automated management of large, disaggregated workforces, and the rapid growth of service platforms—but may also represent a potential avenue for employment discrimination that negatively impacts members of legally protected groups. We analyze the Uber platform as a case study to explore how bias may creep into evaluations of drivers through consumer-sourced rating systems, and draw on social science research to demonstrate how such bias emerges in other types of rating and evaluation systems. While companies are legally prohibited from making employment decisions based on protected characteristics of workers, their reliance on potentially biased consumer ratings to make material determinations may nonetheless lead to a disparate impact in employment outcomes. We analyze the limitations of current civil rights law to address this issue, and outline a number of operational, legal, and design-based interventions that might assist in so doing.

Summary Racism, sexism, and ageism persist in modern day organizations and may translate into workplace discrimination, which can undermine organizational effectiveness. We provide the first meta-analysis comparing the relationships between these three types of prejudice (racism, sexism, and ageism) and three types of workplace discrimination (selection, performance evaluation, and opposition to diversity-supportive policies). Across outcomes, racism was associated with workplace discrimination, whereas sexism was not. Ageism was associated with discriminatory selection and opposition to organizational policies supporting older workers; however, ageism was not related to discriminatory performance evaluation. Consistent with prior research and theory, Implicit Association Test measures were related to subtle discrimination (opposition to diversity-supportive policies) but not deliberate discrimination (selection and performance evaluation). Finally, prejudice was more strongly associated with discrimination against real as compared with hypothetical targets. Implications for organizational researchers and practitioners are discussed. Copyright © 2017 John Wiley & Sons, Ltd.

In their target article, Jones, Arena, Nittrouer, Alonso, and Lindsey (2017) make a compelling argument that discrimination may be best conceptualized continuously rather than categorically with respect to dimensions of subtlety, formality, and intentionality. We agree that such a framework can help capture the multifaceted nature of discrimination. The authors note that subtle and interpersonal discrimination, in particular, are difficult to address through formal organizational policy. In the workplace, subtle and often interpersonal discrimination can be overlooked or attributed to misunderstanding and, thus, may go unpunished (Dovidio & Gaertner, 2004).

Purpose Workplace discrimination negatively affects the functioning of organizations. Scholars have generally focused their attention on specific forms of prejudiced treatment at work as well as on particular groups of discriminated employees. Conversely, studies investigating the multifacetedness of this phenomenon are sporadic. The purpose of this article is to contribute to the advancement of the scientific knowledge about workplace discrimination showing a full-fledged portrait of this phenomenon in Italy. Design/methodology/approach Secondary data about self-reported experiences of workplace discrimination of a large sample of Italian people were collected and run in a logistic regression model. Five forms of discrimination at work were taken into account: prejudiced job design and work allocation; discriminatory use of promotion and awards; wage differentials; unjustified increased workload; and mismanagement of HRM instruments. Findings More than a fifth of respondents perceived at least one form of workplace discrimination. Different types of prejudiced treatment were triggered by distinctive socio-demographic and work-related factors. People who were unemployed at the moment of the interview were consistent in claiming that they suffered from all the forms of workplace discrimination. Former employees who underwent a work-family conflict were more likely to suffer from iniquitous treatment at work. Research limitations/implications The occurrence of workplace discrimination was not objectively assessed. Besides, since only Italian people were included in this study, the findings are not generalizable at the international level. Originality/value This article provides some insights to inspire policy and management interventions intended to prevent and/or curb the occurrence workplace discrimination.

Although workplace discrimination and mistreatment (WDM) has recently drawn widespread media attention, our understanding of the prevalence of these phenomena remains limited. In the current study, we generated national prevalence estimates of WDM from a community-based cohort of employed black and white men and women aged ≥48 years. Measures of WDM in the current job were obtained by computer-assisted telephone interview (2011–2013) involving dichotomous responses (yes or no) to five questions and deriving a composite measure of discrimination (yes to at least one). Prevalence estimates and age- and region-adjusted prevalence ratios were derived with use of SUDAAN software to account for the complex sample design. Analyses were stratified by race and sex subgroups. This sample represents over 40 million U.S. workers aged ≥48 years. The prevalence of workplace discrimination ranged from a high of 25% for black women to a low of 11% for white men. Blacks reported a 60% higher rate of discrimination compared to whites; women reported a 53% higher prevalence of discrimination, compared with men. The prevalence of workplace mistreatment ranged from 13% for black women to 8% for white men. Women reported a 52% higher prevalence of mistreatment compared to men, while differences by race were not significant. Mistreatment was 4–8 times more prevalent among those reporting discrimination than among those reporting none. Subgroup differences in mistreatment were confined to the wage-employed. Findings suggest that middle age and older wage-employed blacks and women experience the highest prevalence of WDM; moreover, discrimination is strongly associated with mistreatment. This study contributes to our understanding of at-risk segments of the U.S. labor market and the need for targeted interventions to reduce WDM., Highlights • US workplace discrimination and mistreatment for those aged ≥48 years is reported. • Workplace discrimination and mistreatment varied significantly by race and sex. • Workplace discrimination and mistreatment is most prevalent among black women. • Mistreatment is 4–8 times more prevalent among workers reporting discrimination. • Among self-employed and those aged ≥65, mistreatment did not vary by race or sex.

Purpose This chapter reviews previous research on allyship: non-minority individuals who choose to support minorities while working to end discrimination and prejudice. In particular, the focus of this chapter is on how allyship applies to the workplace. We argue that allyship can be a diversity management tool to help reduce workplace discrimination. Methodology To explore this topic, we conducted a literature review on allyship in the workplace and synthesized previous research together. We examined research from both organizational and non-organizational settings. Findings Our review of previous literature is divided into three sections. First, we discuss what all entails allyship, including knowledge, communication, and, in particular, action. Next, we discuss the many outcomes previous research suggests comes from allyship (including benefits to other individuals, benefits to the overall culture, and benefits to the ally him or herself). Finally, we conclude with a discussion of who is likely to become an ally as well as the journey a person goes through to become a true ally. Value This chapter can be useful for practitioners who wish to promote allyship within his or her workplace. Organizations that want to strengthen their diversity and inclusion climate can consider developing ally training programs and promoting ally culture. Additionally, this chapter can be useful for researchers who wish to study the topic. Currently, there is a dearth of research on allyship specifically within the workplace; this chapter can help future researchers identify areas for empirical exploration.

Workplace discrimination continues to limit both the workforce participation and satisfaction of many Americans. Whereas many minority groups experience discrimination in the workplace, African Americans often experience the cumulative effects of multiple forms of discrimination. The levels of discrimination that African Americans face not only impede their ability to gain employment, but also negatively affect their career mobility. From traditional forms of discrimination based on race, gender, age and ability, to new forms of discrimination based on credit scores, appearance, criminal records and employment status, African Americans continue to disproportionately encounter structural barriers that restrict their participation in the workforce.

Due to the medical consensus that breastfeeding reduces major health risks to both babies and mothers, the United States is waging an ongoing struggle to improve breastfeeding duration rates. Yet legal protections for breastfeeding parents in the workplace have not kept pace with the U.S.’s public health goals. Based on a review of workplace breastfeeding legal cases from the last decade, an analysis of all federal and state workplace laws protecting breastfeeding workers including coverage statistics, and interviews with women who faced workplace discrimination, this report documents the anemic legal landscape of breastfeeding rights at work. Discrimination against breastfeeding workers often forces them to stop breastfeeding or lose their jobs, at a devastating cost to their families. Almost three-fourths of breastfeeding discrimination cases studied involved economic loss, and nearly two-thirds ended in job loss. The legal tools to prevent and respond to such discrimination are lacking in both efficacy and scope. The report offers policy solutions to fix the gaps in our patchwork of laws to protect breastfeeding workers.

Purpose The purpose of the present study is to examine the association between workplace discrimination, vigilance, and job satisfaction in people who stutter and compare this with people who do not stutter. Method Seventy-two people who stutter (PWS) and 92 people who do not stutter (PWNS) participated in an online survey. Participants completed a survey assessing 6 different areas: (a) background information, (b) job satisfaction, (c) everyday discrimination, and (d) heightened vigilance. Mediation analyses were conducted to evaluate the relationship between the independent variables and dependent variable. Results There was a relationship between being a PWS and job satisfaction, discrimination, and vigilance. PWS were found to experience higher discrimination as well as be more vigilant. Discrimination and vigilance were found to mediate the relationship between stuttering and job satisfaction. Conclusion Results of this study indicate that the participants who stutter differ from PWNS in their job satisfaction, discrimination, and vigilance. Clinicians can prepare PWS with self-advocacy strategies, legal knowledge of what their rights are as an employee who identifies as a person who stutters with a disability, a legal understanding of workplace discrimination, and counseling on the impact of vigilance on workplace experiences.

The United States Constitution allows individuals to practice any religion they choose. However, the austerity of this right is tested when an individual’s belief is publicly displayed. For Muslim women wearing the hijab, or headscarf, the intersection between private religious practice and its social expression is explored on a daily basis. To fully understand the manifestation of public religious expression, this paper examines a series of interviews with 35 hijab-wearing Muslim women living in the United States. By exploring the lived experiences of Muslim-American women, this paper highlights the broader issues of the media’s influence on perceptions of Muslim culture, the complex and often unclear legality of religious symbols in the workplace, and the barriers that exist for hijab-wearing women in the workplace. With the rise of Islamophobia, the participants found a stronger sense to exert their right to express their religious identities. Moreover, the women interviewed demonstrate their agency by continuing to embrace their religious practice despite intersecting forms of discrimination.

PurposeThe purpose of this paper is to summarize the limited body of research that focuses on the efficacy of sexual orientation anti-discrimination legislation in reducing discrimination.Design/methodology/approachReviews past research that documents overt and subtle forms of workplace discrimination against gay, lesbian, and bisexual individuals and describes how legislation plays an important role in changing social norms and underlying attitudes.FindingsEmpirically demonstrates that legislation effectively can reduce discrimination.Originality/valueInforms legislative debate and promotes the expansion and adoption of national, state, and local legislation on sexual orientation anti-discrimination legislation.

BACKGROUND: This study investigated the experiences with the Equal Employment Opportunity Commission (EEOC) of adults with multiple sclerosis (MS) across three phases of Americans with Disabilities Act (ADA) implementation: Phase I (pre-Sutton decision era, 1992–1999), Phase II (Sutton decision era, 2000–2008), and Phase III (ADA Amendments Act era, 2009–2011). OBJECTIVE: Research questions addressed differential (a) characteristics of charging parties and respondents, (b) patterns in the number and type of allegations, and (c) proportions of merit and non-merit EEOC judgments. METHODS: The study utilized data from the Integrated Mission System of the U.S. EEOC. RESULTS: Findings indicated that proportionally more women and Hispanic adults with MS filed claims during Phases II and III than during Phase I. More older individuals and African Americans with MS filed claims during Phase III than during Phases I and II. In Phase I, adults with MS were more likely to allege discrimination against smaller employers and less likely to file charges against larger employers, a trend that reversed during Phases II and III. The annual number of resolved EEOC charges appeared to increase during Phase I, increase then decrease in Phase II, and increase during Phase III. Regardless of phase, most allegations pertained to either unlawful discharge or failure to provide reasonable accommodations. Although higher in Phase III than in I, the percentage of EEOC merit decisions was highest in Phase II. CONCLUSION: Over time, more typically disenfranchised individuals sought ADA protections, possibly due to publicity, support from advocates, and membership in a culture supporting diversity and nondiscrimination. The increased number of resolved allegations in Phase III was consistent with the greater inclusiveness attributed to the ADA Amendments Act. Interpretation of other findings is provided regarding characteristics of respondents, types of allegations, and trends in EEOC merit decisions.

As evidenced by recent legislation and various forms of media attention, eradicating gender inequity in the workforce is of significant importance today. However, this interest in justice stands in...

The purpose of this study is to explore the sources related to work place discrimination against working women in Jordan. The studied discrimination sources are: age discrimination, racial discrimination, religious discrimination, gender discrimination, women social status discrimination and sexual harassment. Data were collected via questionnaires from 154 working women in academic and managerial positions at Al-Balqa Applied University in Jordan. Crosstabs were used to describe sample characteristics related to discrimination and Chi square test was used to test the hypotheses. Crosstabs tabulations results found that educated and married women who are moving to a higher age category feel more discriminated at workplace. Chi Square findings indicated that Jordanian working women exposed to different sources of discrimination except religious discrimination at workplace.

Objectives: To investigate the presence of different forms of experiences of discrimination in the medical workplace. Methods: A total of 526 questionnaires were sent out, including a demographic survey form and the Everyday Discrimination Scale. Results: Experiences of being “treated with less courtesy than other people are” and feeling as “others acted if they’re better than [me]” were reported as having occurred with almost daily frequency by 4.1 % of respondents. Those whose main language was not English and classified as “non-whites” had significantly more experiences (“ever”) of discrimination in the medical workplace. The most commonly reported reasons for discrimination were ancestry (31.3%), “race” (28.1%), and gender (21.1%). Conclusions: The results of this survey indicate that a proportion of doctors experience discrimination in the workplace in Australia. This phenomenon was more commonly reported by doctors of minority status.

This study investigated Mexican immigrant parents' reports of perceived workplace discrimination and their children's behavior, parents' moods, and parent-child interactions. Parents of one hundred and thirty-eight 3- to 5-year-old children were asked to complete one survey daily for 2 weeks (N = 1,592 days). On days when fathers perceived discrimination, fathers and mothers reported more externalizing child behaviors, and mothers reported fewer positive child behaviors. When mothers perceived discrimination, they reported more externalizing child behaviors; fathers reported more internalizing child behaviors. Parents reported worse mood on days with perceived discrimination. Perceived discrimination was not strongly related to parent-child interactions. For fathers, but less so for mothers, those whose psychological acculturation indicated separation had more negative relations between daily perceived workplace discrimination and child and family outcomes.

Purpose – The construction industry has been criticized for cultural intolerance and its poor industrial image. The ethnically diverse construction workplace in Hong Kong (HK) is frequently noted as a place in which racial harassment and discrimination occurs. The purpose of this paper is to explore the discriminatory experiences and working conditions experienced by ethnic minority (EM) construction operatives in HK. Design/methodology/approach – A mixed-method approach was adopted, including a questionnaire survey and focus group discussions. The survey identified the thoughts of EM construction workers about racial discrimination and harassment in the workplace. The focus group discussions were aimed at further exploring the discriminatory practices on HK construction sites and possible discrimination-coping strategies. Findings – Questionnaire data from 100 EM site operatives and labourers mainly from Nepal and Pakistan, but some few from other Asian countries as well as, plus two focus group discussions suggested that indirect and subtle forms of racial harassment do exist on HK construction sites. The operatives sampled reported the existence of inequality of treatment in their working life. Communication difficulties caused by language barriers affect work relationships between different cultural groups on construction sites. EM site operatives tend to interact with workers of similar cultural and ethnic groups. On the corporate/company level, language support and translations of safety procedures notices and policies, should be established to bring staff together and promote a more inclusive and harmonious workplace. Originality/value – The paper offers insights into the racial discrimination problems in the construction sector in an Asian context, which has been less explored. It aims to provide insight into the EM construction worker's situation in HK as well as the need for developing workplace-specific policies that protect against discrimination and protect the rights of EM workers.

Workplace discrimination has grown more ambiguous, with interracial interactions often perceived differently by different people. The present study adds to the literature by examining a key individual difference variable in the perception of discrimination at work, namely individual color-blind attitudes. We examined relationships between 3 dimensions of color-blind attitudes (Racial Privilege, Institutional Discrimination, and Blatant Racial Issues) and perceptions of racial microaggressions in the workplace as enacted by a White supervisor toward a Black employee (i.e., discriminatory actions ranging from subtle to overt). Findings showed that observer views on institutional discrimination fully mediated, and blatant racial issues partially mediated, the relationships between racial group membership and the perception of workplace microaggressions. Non-Hispanic Whites endorsed color blindness as institutional discrimination and blatant racial issues significantly more than members of racioethnic minority groups, and higher levels of color-blind worldviews were associated with lower likelihoods of perceiving microaggressions. Views on racial privilege did not differ significantly between members of different racial groups or affect microaggression perceptions. Implications for organizations concerned about promoting more inclusive workplaces are discussed.

Research on workplace discrimination has tended to focus on a singular axis of inequality or a discrete type of closure, with much less attention to how positional and relational power within the employment context can bolster or mitigate vulnerability. In this article, the author draws on nearly 6,000 full-time workers from five waves of the General Social Survey (2002–2018) to analyze discrimination, sexual harassment, and the extent to which occupational status and vertical and horizontal workplace relations matter. Results demonstrate important and persistent race, gender, and age vulnerabilities, with positive vertical (i.e., supervisory) and horizontal (i.e., coworker) relations generally reducing the likelihood of discriminatory and sexually harassing encounters. Interaction modeling further reveals a heightened likelihood of both gender and age discrimination for those in higher status occupational positions but uniform vulnerabilities across the occupational hierarchy when it comes to women’s experiences of sexual harassment and minority encounters with racial discrimination.