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U.S. Merit Systems Protection Board (USMSPB) surveys document a decline of more than 50 percent between 1987 and 2016 in the percentage of women working for the federal government who have been sexually harassed (narrowly or broadly defined) in the prior two years. This decline has been underappreciated due to the infrequency of USMSPB surveys and the delayed release of the USMSPB report based on the 2016 survey. The decline in workplace sexual harassment of women has taken place across all federal agencies and at all workplace gender balances. While, in 1987, there was a strong positive correlation between male predominance in the workplace and women's report of sexual harassment, this association was greatly diminished by 2016. The formerly substantial gender divide in attitudes toward sexual harassment was also mostly diminished by 2016. By extrapolating the USMSPB surveys of federal workers to the entire U.S. workforce, I estimate that 4.8 million U.S. women were harassed at work in 2016 (using a narrow definition of harassment) and 7.6 million U.S. women were harassed at work in 1987 when the female workforce was substantially smaller. More than 700 women were sexually harassed at work in the United States in 2016 for every sexual harassment complaint filed with the Equal Employment Opportunity Commission. The observed decline in sexual harassment has implications for theories about law and social change.

Abstract 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.

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]

Background: Hospital patient‐care workers have high occupational injury rates. While physical hazards within hospital work environments are established determinants of injury, social exposures may also contribute. This study examined how reports of unfair treatment at work, a dimension of work‐related experiences of discrimination, were associated with injury among hospital‐based patient‐care workers. Methods: We used data from the Boston Hospital Workers Health Study, a longitudinal cohort of nurses and nursing assistants at two Boston‐area hospitals. In 2018, we conducted a worker survey asking about three types of unfair treatment at work and occupational injuries during the past year. We used mixed‐effects logistic regression models to evaluate associations between specific types, total load, and high‐frequency exposure of unfair treatment with injury, adjusting for age, gender, race and ethnicity, job title, and unit type. Results: Among 1001 respondents, 21% reported being humiliated in front of others at work, 28% reported being watched more closely than other workers, and 47% reported having to work twice as hard as others for the same treatment. For each type of unfair treatment, we observed a monotonic relationship with occupational injury wherein increasing frequency of exposure was associated with increased odds of injury. We also observed monotonic relationships between total load and high‐frequency exposure to unfair treatment and odds of injury. Conclusions: Work‐related unfair treatment is associated with injury among hospital workers. Programs and policies that focus on preventing unfair treatment may lessen injury burden in hospital workers. [ABSTRACT FROM AUTHOR]

Prescription opioid misuse (POM) among people living with HIV (PLWH) is a serious concern due to risks related to dependence and overdose, and PLWH may be at higher risk for POM due to psychosocial stressors including psychological distress. However, scant POM research has examined the role of HIV-related stigma (e.g., internalized stigma, enacted stigma) in POM among PLWH. Guided by minority stress theory, this study examined a hypothesized serial mediation among enacted stigma, internalized stigma, psychological distress, and POM within a sample of Chinese PLWH with pain symptoms enrolled in a wave (between November 2017 and February 2018) of a longitudinal cohort study in Guangxi (n = 116). Models were tested individually for six enacted stigma experiences, controlling for key demographic and health-related variables (e.g., CD4 + count). Results showed HIV-related workplace discrimination was the most common stigma experience (12%,) and 10.3% of PLWH reported POM. Indirect effect analyses showed that internalized stigma was indirectly associated with POM through psychological distress. Internalized stigma and psychological distress mediated the association between workplace discrimination and POM. Family discrimination, gossip, and healthcare discrimination were directly associated with POM. This study suggests that Chinese PLWH may engage in POM to cope with psychological distress that is rooted in HIV-related stigma and highlights the important context of workplace discrimination for PLWH. Implications for interventions to reduce POM among PLWH are discussed. [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]

Objective: Workplace discrimination takes many different forms, with staff members who identify as Black, Indigenous, and People of Color (BIPOC) more likely to be targeted and to experience negative well-being consequences. Worker well-being is crucial in human services fields where professionals interact with diverse individuals and family-serving systems. This study examined the experiences of everyday workplace discrimination among child welfare workers, particularly BIPOC staff. Method: Using a psychological stressor–strain theory, this study examined the associations among workplace discrimination, racial and ethnic identities, and psychological well-being in public child welfare caseworkers (N = 1,622). Most participants were women (88%), with 60% identifying as BIPOC. We conducted hierarchical regression analyses to determine the associations among workplace discrimination, racial and ethnic identities, and worker well-being. Results: BIPOC staff perceived significantly more workplace discrimination than did their white counterparts. Independent of racial and ethnic identities, perceptions of discrimination were significantly associated with poorer job satisfaction and psychological safety and greater burnout. Conclusions: Workplace discrimination is a work stressor that negatively affects worker well-being. To address workplace discrimination and mitigate its impact, child welfare agencies should conduct holistic assessments of hiring and promotional practices and policies to detect possible bias and inequity issues. [ABSTRACT FROM AUTHOR]

Multiple studies have described the relationship between discrimination and health outcomes among gay, bisexual, and other men who have sex with men (GBMSM). However, little attention has been paid to prejudiced events in workplace environments. Rooted in a social determinants of health framework, we sought to examine associations between sexuality-based workplace discrimination (SBWD) and health outcomes in an online survey of Canadian GBMSM (N = 7,872). A minority (6.5%) of GBMSM reported past-year SBWD, which was more common among those identified as queer, Latino, Aboriginal, single, or with annual income less than CAD $30,000. GBMSM partnered with a man or woman reported less SBWD than single men. After adjusting for sociodemographics, SBWD was positively associated with having discussed depression and anxiety with a healthcare provider, suicidality, sexually transmitted infections (STIs), and intimate partner violence (IPV). More GBMSM who reported SBWD rated their health as poor, as compared with those who did not report SBWD. This is the first study to examine SBWD as a social determinant of health among Canadian GBMSM. Findings document that despite the social and legal gains of the last three decades, about 1 in 15 GBMSM report recent workplace discrimination due to their sexuality, which threatens their health. Work-based policies and interventions are urgently needed to provide safer workplace environments for sexual minorities. [ABSTRACT FROM AUTHOR]

Although Portuguese Labour Code forbids discrimination based on sexual orientation and gender identity, 20% of LGBTQIA + workers report workplace discrimination, potentially because non-discrimination policies do not protect against more covert types of discrimination. This study aimed to characterize workplace discrimination and support among Portuguese LGBTQIA + workers using online surveys to capture workplace satisfaction and support and discrimination in the workplace. Quantitative results were computed using STATA, Version 17.0. Qualitative data was analysed using NVivo 12. The sample included 60 participants who self-identified as a sexual or gender minority. Although only 31.9% of participants reported experiencing LGBTQIA + -based discrimination at work, only 30% of participants reported being completely out at work. Qualitative findings revealed two main themes regarding adverse workplace experiences (overt discrimination and covert discrimination), two main themes regarding neutral and positive workplace experiences (acceptance and support and liberation after disclosure at work), and two main themes regarding participants' vision of a truly inclusive and supportive workplace (instrumental changes and changes in values). These findings indicate that discrimination attributable to sexual orientation and gender identity still exists in Portuguese workplaces despite anti-discrimination protections and that more legal, institutional, and social support is needed to ensure a safe workplace for LGBTQIA + people. [ABSTRACT FROM AUTHOR]

Background: Workplace harassment, including psychological, discriminatory, and bullying behaviors, specifically excluding sexual harassment is a pervasive issue globally, adversely affecting the mental and physical wellbeing of women in the workforce. However, there is a significant lack of scientific research on workplace harassment in Pakistan. Objective: To evaluate the frequency and types of workplace verbal, discriminatory and psychological harassment experienced by female healthcare professionals in Punjab Methods: Workplace Harassment scale (WHS) 24-items questionnaire was used for this study, duration of study was from January 2023 to March 2023, E-Questionnaire was circulated via email and a total of 444 participants took part in this study. Descriptive statistics were applied to analyze the demographic data and results were presented in frequency and percentage. Results: Among 444 participants, that 64.4 % of females (n=286) have faced verbal, discriminatory and psychological harassment at some point in their career. Conclusion: This study on Workplace verbal, discriminatory, and psychological harassment among female healthcare Professionals highlight the urgency of implementing interventions to discourage such behavior and cultivate a more respectful and supportive atmosphere for healthcare professionals. The study adds to the existing body of research on workplace harassment and emphasizes the significance of prioritizing the psychological well-being of healthcare professionals in a safe working place. This study aims to fill this gap by examining the various types of workplace harassment experienced by female healthcare professionals, highlighting the need for preventive measures and timely interventions to support the mental health of victims in healthcare. [ABSTRACT FROM AUTHOR]

Background: As the health care workforce diversifies, understanding and addressing the lived experiences of health care professionals facing prejudice and discrimination becomes increasingly important. Previous studies have focused on physicians and medical trainees, but there remains a dearth of research exploring nurses' experiences—even though nurses make up the largest sector of the nation's health care workforce. Objective: This qualitative study explored nurses' experiences of personally mediated workplace discrimination based on race, ethnicity, culture, or religion. Methods: We conducted in-depth interviews with a convenience sample of 15 RNs at one academic medical center. Using an inductive thematic analysis approach, we identified several themes emerging from RNs' experiences and responses to a discriminatory event ("encounter"). Themes were grouped across three phases: pre-encounter, encounter, and post-encounter. Results: Participants reported wide-ranging experiences, from insensitive joking to overt exclusion, coming from various people including patients, patients' family members, colleagues, and physicians. For many, discrimination was cumulative: similar encounters occurred outside the workplace as well as within the clinical setting, often repeatedly, and were influenced by the sociopolitical context. Participants reported a variety of responses, including emotional reactions such as shock, fear of retaliation, and frustration at being expected to represent one's identity group. Silence or inaction predominated bystander and supervisor responses. Although the encounters themselves were fleeting, their impact was enduring. Early-career encounters were most challenging, and participants grappled internally with lasting effects for years. Long-term effects included avoidance of perpetrators, disconnection from colleagues and their own professional role, and leaving the workplace. Conclusions: The findings illuminate nurses' experiences with racial, ethnic, cultural, and religious discrimination in the workplace. Understanding how such discrimination affects nurses is critical to developing effective responses to encounters, creating safer workplaces, and promoting equity within the profession. An exploration of how workplace discrimination—from subtle comments to spiteful conduct—can have professional consequences for nurses and may even impact clinical care. [ABSTRACT FROM AUTHOR]

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Presenteeism behaviour (working while one is ill or experiencing cognitive or emotional difficulties) and the consequent productivity loss are attracting growing attention. Without proper support, employees who are under stress or ill are prone to presenteeism, which incurs invisible burdens on organizations. In this study, we focussed on productivity loss due to presenteeism (PRE) among the ageing workforce, because this group may be more vulnerable to productivity loss due to age‐related deteriorating cognitive functions and physical abilities. We established a longitudinal latent difference score model over a two‐wave period so we could examine whether and how the work–nonwork interface mediates the effects of work support and workplace discrimination (DIS) on PRE. The results showed that the work–nonwork interface fully mediated the positive influence of DIS on PRE as well as the negative influence of supervisor support. [ABSTRACT FROM AUTHOR]

BACKGROUND: Workers with learning disabilities (LD) report many barriers to employment, including discrimination on the part of employers. OBJECTIVE: To compare the workplace discrimination experiences of workers with LD to those of people with other disabilities. METHOD: The comparison of the two groups, people with LD and people with other disabilities, concerned three factors: Characteristics of Charging Parties, prominent issues involving the nature of the discrimination allegation, and the outcomes of EEOC investigations at the time of case closure. An ex post facto, causal-comparative quantitative design was used to examine allegations closed following the ADA Amendments Act of 2008 (ADAA). RESULTS: Results revealed statistically significant differences in characteristics of the Charging Parties in the two groups. The LD group was significantly younger, more Caucasian, and more male than general population disabilities (GENDIS). The LD group was less African American, Latina/o, or Asian than GENDIS. Regarding the nature of allegations, the substance of allegations made by the LD group was more likely to involve matters of disability harassment, discipline, hiring, constructive discharge, training, and promotion. The LD group was less likely to file allegations involving reasonable accommodation, assignment, and layoff. CONCLUSION: Workers with learning disabilities experience high rates of employment discrimination, and the types of discrimination they experience are different than those experienced by people with other disabilities. [ABSTRACT FROM AUTHOR]

Background Mounting evidence has demonstrated a role of psychosocial stressors such as discrimination in hypertension and cardiovascular diseases. The objective of this study was to provide the first instance of research evidence examining prospective associations of workplace discrimination with onset of hypertension. Methods and Results Data were from MIDUS (Midlife in the United States), a prospective cohort study of adults in the United States. Baseline data were collected in 2004 to 2006, with an average 8‐year follow‐up period. Workers with self‐reported hypertension at baseline were excluded, yielding a sample size of 1246 participants for the main analysis. Workplace discrimination was assessed using a validated 6‐item instrument. During follow‐up with 9923.17 person‐years, 319 workers reported onset of hypertension, and incidence rates of hypertension were 25.90, 30.84, and 39.33 per 1000 person‐years among participants with low, intermediate, and high levels of workplace discrimination, respectively. Cox proportional hazards regression analyses demonstrated that workers who experienced high exposure to workplace discrimination, compared with workers with low exposure, had a higher hazard of hypertension (adjusted hazard ratio, 1.54 [95% CI, 1.11–2.13]). Sensitivity analysis excluding more baseline hypertension cases based on additional information on blood pressure plus antihypertensive medication use (N=975) showed slightly stronger associations. A trend analysis showed an exposure‐response association. Conclusions Workplace discrimination was prospectively associated with elevated risk of hypertension among US workers. The adverse impacts of discrimination on cardiovascular disease have major implications for workers' health and indicate a need for government and employer policy interventions addressing discrimination.

Background: Discrimination in healthcare centers can reduce care quality and job satisfaction, weaken the morale of the personnel and increase the cost of health care and finally lead to turnover intention. Discrimination in hospitals can affect the work outcomes and performance indicators of nurses such as their organizational commitment. Due to the vital role of surgical technologists in surgery and justice as the basis of effective performance, as well as the role of organizational commitment in care quality, the present study was conducted aimed to determine the level of workplace discrimination from viewpoint of the surgical technologists and its relationship with the organizational commitment. Methods: This cross-sectional study was conducted on 615 surgical technologists in 8 metropolises of Iran in 2022. The sampling method in this study was multi-stage. The data collection tools included three questionnaires (demographic information, workplace discrimination, and Allen and Meyer's organizational commitment). Data were collected within 2 months and analyzed by SPSS version 22. Descriptive and inferential analyzes including independent t-test and analysis of variance were used for data analysis. p-value = 0.05 was considered significant. Results: The average age of the participants in the study were 29.90 ± 5.83 years with the participation of 464 women. The results of the data analysis showed an inverse and significant correlation between workplace discrimination and organizational commitment (r = -0.149, p-value < 0.001). The mean and standard deviation for workplace discrimination was 108.20 ± 11.53, which is average. Also, the mean and standard deviation for total organizational commitment was 100.56 ± 19.14, which is higher than the average. Conclusion: According to the results of this study, managers need to pay attention to reduce discrimination in the operating room and establish organizational justice, to improve the motivation of surgical technologists and the quality of their performance. It is also suggested that operating room managers and supervisors, by creating a safe, confidential, and fearless environment to encourage the personnel to express what they understand about discriminatory conditions. [ABSTRACT FROM AUTHOR]

Bias and discrimination remain pervasive in the medical field and increase the risk of burnout, mental health disorders, and medical errors. The experiences of APSA members with bias and discrimination are unknown, therefore the APSA committee on Diversity, Equity and Inclusion conducted a survey to characterize the prevalence of bias and discrimination. 1558 APSA members were sent an anonymous survey, of which 423 (27%) responded. Respondents were asked about their demographics, knowledge of implicit bias, and experience of bias and discrimination within their primary workplace, APSA, and APSA committees. Data were analyzed using Fisher's Exact test, Kruskal-Wallis test, and multivariable logistic regression as appropriate with significance defined as p <0.05. Discrimination was reported across all levels of practice, academic appointments, race, ethnicity, and gender identities. On multivariable analysis, surgical trainees (OR 3.6) as well as Asian American and Pacific Islander (OR 4.8), Black (OR 5.2), Hispanic (OR 8.2) and women (OR 8.7) surgeons were more likely to experience bias and discrimination in the workplace. Community practice surgeons were more likely to experience discrimination within APSA committees (OR 3.6). Members identifying as Asian (OR 0.4), or women (OR 0.6) were less likely to express comfort reporting instances of bias and discrimination. Workplace discrimination exists across all training levels, academic appointments, and racial and gender identities. Trainees and racial- and gender-minority surgeons report disproportionately high prevalence of bias and discrimination. Improving reporting mechanisms and implicit bias training are possible initiatives in addressing these findings. [ABSTRACT FROM AUTHOR]

Grounded in the situational theory of problem-solving (STOPS), two survey studies investigated how racial minority employees in the U.S. perceive and communicate about discriminatory situations within their organizations and how they are related to their engagement levels. Results of Study 1 suggested that experiences of discriminatory acts at work are negatively associated with racial minority employees' engagement, whereas their situational perceptions are positively associated with their communicative behaviors toward direct supervisor and peers. Communicative behaviors with supervisors, not peers, in turn, fostered their engagement. Study 2 replicated and extended Study 1 in different contexts, revealing the moderating role of a diverse climate in affecting employees' situational perceptions about workplace discrimination. Theoretical and practical implications for communication studies are discussed. [ABSTRACT FROM AUTHOR]

The aim of this systematic review was to summarize and synthesize research results focusing on the work environment of employees with an immigrant background in Sweden. We focus on the main conditions identified in the working environment of immigrant employees and how these conditions may affect their health and well-being. The concept of "minority stress" and the attachment theory are used to understand and interpret the findings. We systematically searched for literature published between the years of 1990 and 2020 in four databases, Web of Science, PubMed, SocIndex, and Academic Search Elite. We started the selection process by reading title and abstracts, then proceeded to read a selection of full-text studies and eliminated those that did not fulfil the inclusion criteria. We did a quality assessment on the full-text studies based on the MMAT-tool, and then performed a narrative synthesis of the results. The results show that immigrants experience several stressors in their work environment, including physical, psychological, and social risks. These risks are, among other things, associated with the nature of the jobs that immigrants are overrepresented in, with minority-related stressors such as discrimination, harassment, and threats on the basis of ethnic background, and with the lack of social support from managers and colleagues. Results also highlight beneficial factors in the immigrants' working environment and show the importance of a supportive, inclusive, and empowering management. Our main conclusion is that Swedish workplaces need to introduce more active measures to raise awareness of and combat workplace discrimination, work harder to promote inclusion at the workplace, and eliminate physical, psychological, and social health hazards specific to immigrant employees. The leadership and management have an important role to play here, as does the employees' trade unions and its special functions. [ABSTRACT FROM AUTHOR]

Introduction: In Europe, young sexual and gender minority (SGM) people continue to face discrimination in the labour sector despite advances in legislation towards their acceptance and equal treatment. Non-discrimination policy strategies helping SGM individuals are not equally enforced in all contexts, making it difficult for many SGM individuals to disclose their identity, hence undermining their health and well-being. Methods: Qualitative semi-structured interviews were conducted between October 2020 and February 2021 with 55 SGM youth (18–27 years) having work experience from Austria, Croatia, Serbia, Slovakia, Spain and the UK. Results: From the analysis, three overarching themes were significant: (1) societal discrimination played a major role in sociocultural factors and policy considerations, (2) workplace discrimination had distinct factors and impacts on SGM individuals and (3) SGM inclusion should use strategies to ensure workplace diversity and equality. Conclusions: SGM individuals from contexts of poor acceptance tended to hide their identity in the workplace, while transgender and non-binary individuals were prone to experience force-disclosure and discrimination in all aspects of employment. There is a lack of resolute reaction from policy makers in managing problems faced by SGM people in workplaces. New laws improving the status of SGM people need to be further adopted, staff training should be implemented, and managers are crucial in achieving an inclusive climate in the workplace. Policy Implications It is essential to implement policies on how to effectively handle problems faced by sexual and gender minority people in the workplace. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Abstract Background Violence and discrimination are common events at work, especially in health care. Moreover, such workplace experiences are considered to have negative impacts and particularly adverse health consequences on health care workers. Nevertheless, the problem is still highly underreported and thus largely ignored and unexplored in Switzerland as comprehensive data and studies on their prevalence and health correlates among hospital staffs and health professionals are widely missing. Methods This cross-sectional study was based on secondary data from a company survey among several public hospitals and rehabilitation clinics in German-speaking Switzerland conducted in 2015/16. The study population was limited to a subsample of 1567 health professionals among the surveyed staffs of five participating hospitals and clinics. Relative frequencies of different forms of violence and discrimination at work and the total number of such experiences were calculated for the entire study population and for occupational subgroups. These data were compared with a nationally representative subsample of the Swiss Health Survey 2017 as a reference population. Multiple logistic regression analyses were further computed to investigate the association between the number of different experienced forms of violence and/or discrimination at work and several poor general and mental health outcomes. Results 23% of the inverviewed hospital employees experienced at least one form of discrimination or violence at work in the past year, compared to 18% of the general working population. Nurses were by far the most affected occupational group regarding all forms of violence. More and particularly the most exposed and affected hospital employees with regard to experiences of violence and/or discrimination at work showed almost consistently increased frequencies and relative risks for the studied poor mental and general health outcomes. Prevalence rates and odds ratios for strong sleep disorders, strong stress feelings and increased burnout symptoms were between 3 and 4 times higher among the most exposed compared to the non-exposed group of hospital employees. Conclusions Study findings underline the importance of an active combat against violent and discriminatory behaviors in health care. Prevention strategies should particularly focus on nurses and midwives, which turned out to be the most affected and exposed group of all health professions.

BackgroundDiscrimination in healthcare centers can reduce care quality and job satisfaction, weaken the morale of the personnel and increase the cost of health care and finally lead to turnover intention. Discrimination in hospitals can affect the work outcomes and performance indicators of nurses such as their organizational commitment. Due to the vital role of surgical technologists in surgery and justice as the basis of effective performance, as well as the role of organizational commitment in care quality, the present study was conducted aimed to determine the level of workplace discrimination from viewpoint of the surgical technologists and its relationship with the organizational commitment.MethodsThis cross-sectional study was conducted on 615 surgical technologists in 8 metropolises of Iran in 2022. The sampling method in this study was multi-stage. The data collection tools included three questionnaires (demographic information, workplace discrimination, and Allen and Meyer’s organizational commitment). Data were collected within 2 months and analyzed by SPSS version 22. Descriptive and inferential analyzes including independent t-test and analysis of variance were used for data analysis. p-value ≥ 0.05 was considered significant.ResultsThe average age of the participants in the study were 29.90 ± 5.83 years with the participation of 464 women. The results of the data analysis showed an inverse and significant correlation between workplace discrimination and organizational commitment (r = −0.149, p-value < 0.001). The mean and standard deviation for workplace discrimination was 108.20 ± 11.53, which is average. Also, the mean and standard deviation for total organizational commitment was 100.56 ± 19.14, which is higher than the average.ConclusionAccording to the results of this study, managers need to pay attention to reduce discrimination in the operating room and establish organizational justice, to improve the motivation of surgical technologists and the quality of their performance. It is also suggested that operating room managers and supervisors, by creating a safe, confidential, and fearless environment to encourage the personnel to express what they understand about discriminatory conditions.

Through addressing four public universities in Egypt, the author of this paper aims to uncover the main barriers women faculty face when fulfilling their academic roles. The author employed a qualitative research method through conducting semi‐structured interviews with 40 female academics. Moreover, he subsequently used thematic analysis to determine the main ideas in the transcripts. The author of the present study has identified the poor representation of women faculty at both professorial levels and in managerial academic positions. The study indicated that heavy teaching loads, lengthy working hours, accusations of low productivity, growth of masculine power distance and limited empowerment opportunities are the main barriers hindering the status and representation of women faculty in the addressed universities. The findings also showed that social realities, which include the implicit relations among humans (male and female faculty in this case) in the workplace and also relations between humans and their surrounding natural world (stakeholders in the surrounding environment in the present case) decide the volume of knowledge and level of power women might attain. This paper contributes by filling a gap in HR management and higher education, in which empirical studies on the status of women faculty and the barriers they face have been limited so far. [ABSTRACT FROM AUTHOR]

Research on workplace discrimination and its effects among migrant workers in Australia is limited. This study examined perceived ethnic discrimination in the workplace, levels of occupational stress, and general well‐being across Australian migrant and nonmigrant workers with a nationally representative sample of 344 Australian migrant (32%) and nonmigrant (68%) workers. Results showed that migrant workers had higher scores on perceived discrimination and occupational stress, and lower scores on personal well‐being. These findings highlight the need to understand the experiences, risks, and needs of culturally diverse workers in Australia to improve their well‐being and provide them with culturally relevant support. [ABSTRACT FROM AUTHOR]

This article presents a range of hitherto unheard women's testimonies of their experiences working in the BBC Drama Plays department during the 1970s and 1980s. It incorporates the subjective interview testimony of nine women who all worked on BBC1's prestigious strand of one-off dramas, Play for Today (1970-84) to reveal commonalities and differences in their gendered work experiences. This incorporates topics such as discrimination, pay, working conditions, emotional labour and trade unionism. There is attention to what made working for the BBC unique, compared to ITV or independent production companies. It is discerned that BBC women workers generally saw the BBC as a meritocracy, but also that some regret the decline in the strength of television trade unions, which they saw as leading to a situation of pervasive exploitation in television today. [ABSTRACT FROM AUTHOR]

BACKGROUND: The most prevalent mental health diagnosis is anxiety disorder, which remains largely undertreated. OBJECTIVE: This investigation considered differences in workplace discrimination against adults with anxiety disorders during two eras of legal history: the original Americans with Disabilities Act (ADA, 1990-2008) and the ADA Amendments Act (ADAAA, 2009-present). METHOD: Research questions addressed differential (a) numbers and types of allegations, (b) case resolutions, and (c) demographic characteristics of the charging parties. RESULTS: Results indicated substantially more allegations and merit-based resolutions filed by charging parties with anxiety disorders post-ADAAA. Furthermore, the post-ADAAA era revealed increases in allegations from women and people from non-white racial groups. CONCLUSION: These findings can inform advocacy and counseling and rehabilitation services for clients who experience anxiety. [ABSTRACT FROM AUTHOR]

Background: The purpose of this study was to examine the workplace discrimination experiences of individuals with disabilities residing in the Midwest by exploring their allegations filed under Title I of the ADA from 1992 through 2016. Objective: The goals of this article are to describe region- and state-level patterns in workplace discrimination and to provide valuable information to stakeholders to better understand and address the issues within their respective areas of practice. Methods: Using population level data of every available closed discrimination allegation filed under Title I of the ADA from its effectuation (January 26, 1992) through the most recent available data (December 31, 2016), descriptive statistics were obtained for each state within the Midwest for each of the five specific research questions. Data for each state represent the overall frequencies and proportions for each state and are presented in the context of their respective national and regional rankings for comparison purposes. Results: Results for each state for each variable of consideration (i.e., allegation, CP disability type, prongs allegations, discrimination allegation type, and merit closures) are presented in tables for ease of comparison. Next steps and suggested questions for discussion are presented. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate the patterns in allegations of workplace discrimination by individuals with alcohol use disorders (AUDs) relative to those with other drug use disorders (DUD). The goal of the research was to describe the uniqueness of workplace discrimination, both actual and perceived, that has occurred against individuals with AUD when compared to those with DUD through analysis of the U.S. Equal Employment Opportunity Commission (EEOC) Integrated Mission System (IMS) database. An ex post facto, causal comparative quantitative design was used to examine Americans with Disabilities Act Amendments Act (ADAAA) Title I complaints received by the EEOC from individuals with AUD (n = 2,123) from 2009 through 2016 in comparison to ADAAA Title I complaints received from individuals with DUD (n = 1,472) over the same time period. Results revealed statistically significant differences in the patterns of issues alleged by the two groups. The AUD charging parties (individuals who filed the complaints) were, on average, significantly older and involved fewer African Americans than did the DUD comparison group. Individuals with AUD were significantly less likely than the DUD group to achieve merit closures when investigations were completed. This means that the DUD group's investigations were more often closed as favorable to the charging party. Implications for rehabilitation practice and further research are discussed. [ABSTRACT FROM AUTHOR]

Religiously affiliated schools employ a substantial portion of the Australian educational workforce. These religiously affiliated schools are exempt from Australian state‐based anti‐discrimination legislation in varying degrees. This can have a devastating effect on LGBT+ employees. While NSW has broad exemptions to anti‐discrimination legislation, in contrast Tasmanian anti‐discrimination legislation provides very limited exemptions. This paper examines and compares the experiences of ten LGBT+ teachers employed in religiously affiliated schools in Tasmania and New South Wales. The aim of this paper is to document the differing experiences of these LGBT+ teachers, examining whether the distinctive state‐based legislation has an impact on their lives. The small number of cases examined here suggests that the state difference in anti‐discrimination legislation has a significant impact on LGBT+ peoples' job security and career development. [ABSTRACT FROM AUTHOR]

Purpose: Given the training and experience of lawyers, we assumed that a study of lawyers' willingness to disclose disability in the workplace would provide an example of the actions of a group knowledgeable about disability law. The current study accounts for the effect of visibility of disability, onset and type of disability, and whether the lawyer has made an accommodation request. We also investigate the role of other individual characteristics, such as sexual orientation, gender identity, race/ethnicity, age, and job-related characteristics, in willingness to disclose. Methods: We use data from the first phase of a longitudinal national survey of lawyers in the USA to estimate the odds of disclosing disability to co-workers, management, and clients using proportional odds models. Results: Lawyers with less visible disabilities, those with mental health disabilities, and those who work for smaller organizations have lower odds of disclosing to co-workers, management, and clients as compared to their counterparts. Attorneys who have requested accommodations are more willing to disclose as compared to those who have not, but only to co-workers and management. Women are less likely than men to disclose to management and clients. However, gender is not a significant determinant of disclosure to co-workers. Older attorneys are more likely to disclose to clients, whereas attorneys with children are less likely to disclose to co-workers. Lastly, lower perceived prejudice and the presence of co-workers with disabilities are associated with higher disclosure scores, but not for all groups. Conclusions: Individuals who acquired a disability at a relatively early point in life and those with more visible disabilities are more likely to disclose. However, such willingness is affected by the intersection of disability with other individual and firm-level characteristics. Implications for Cancer Survivors. The findings imply that those with less visible disabilities and with health conditions acquired later in life are less likely to disclose. The relevance of the findings is heightened by the altered work conditions and demands imposed by the COVID-19 pandemic for cancer survivors. [ABSTRACT FROM AUTHOR]

Background: According to Shah et al., (2021) [5], around 71% of the nursing staff were concerned about receiving more COVID-19 patients and exhibited heightened workload-related stress resulting from taking care of infected patients. The study found that most nurses (82%) are stressed about getting their friends and family infected. Purpose: The study determined and assessed the level of Stress Indicators of Staff Nurses during Covid-19 Pandemic. Methods: A total of 310 nurses regardless of categories such as staff, supervisory, head of the department or even the chief nurse was invited to be part of the research who handled patients in this time of pandemic. The study utilized descriptive-correlational method to describe relationship between variables. Online survey forms were distributed, and data were retrieved and analyzed. Results: During the COVID 19 epidemic, data shows that many of the indications are common among nurses, including an irregular staffing schedule, painful procedures, working even during breaks, and not enough time to finish nursing chores. Conclusion: This COVID 19 pandemic deals with unpredictable staffing schedule, also experience performing painful procedures, having work even breaks and not enough time to complete the performance of nursing tasks. [ABSTRACT FROM AUTHOR]

BACKGROUND: Although African Americans and Hispanic/Latinx Americans with multiple sclerosis (MS) frequently cite workplace discrimination as a major concern, the specific nature of this discrimination is not yet well understood. OBJECTIVE: The purpose of this study was to investigate racial/ethnic differences in allegations of workplace discrimination by Caucasian, African American, and Hispanic/Latinx American individuals with MS. METHODS: The United States Equal Employment Opportunity Commission (EEOC) Integrated Mission System (IMS) database was used to describe and compare the frequency and characteristics of discrimination allegations filed by people with MS in the three race/ethnicity groups. Quantitative analyses, including a one-way analysis of variance and Chi-square tests, were used to examine 2009–2016 Americans with Disabilities Act Amendments Act (ADAAA) Title I complaints. These complaints were received by the EEOC from people with MS who identified themselves as Caucasian, African American, and Hispanic/Latinx American (N = 3,770). RESULTS: Both African Americans and Hispanic/Latinx Americans tended to encounter discrimination at a younger age than Caucasian Americans. African American and Hispanic/Latinx American charging parties were more likely to be women than were Caucasian charging parties. The size and location of employers against whom allegations were filed varied significantly among the three racial/ethnic groups. The EEOC was more likely to resolve allegations in the charging parties' favor when the allegations were filed by Caucasians. CONCLUSION: The present study revealed modest but significant differences in the workplace discrimination experiences of the three groups under study. More research is needed to determine why racial/ethnic status bears on the discrimination experiences of Americans with MS. [ABSTRACT FROM AUTHOR]

Discrimination against workers that are caregivers to family members has risen dramatically in the United States due to the COVID-19 pandemic. The horde of novel issues that were brought on by the pandemic--such as school closures--have had a severely negative impact on workers with caregiving responsibilities, resulting in many of them losing their jobs during a major recession. Because of COVID-19, workers have experienced various types of discrimination relating to their caregiver status, including harassment and retaliation for requesting accommodations and leave during a global pandemic, as well as humiliation from their employers. This paper discusses the trends in caregiver discrimination lawsuits that were filed during the COVID-19 pandemic and analyzes the common issues plaintiffs experienced at the hands of their employers. While legislation that was passed during the pandemic offered some temporary protections to workers with caregiving responsibilities, this paper also discusses how the lack of permanent and comprehensive protection at the federal level left many workers vulnerable to caregiver discrimination. [ABSTRACT FROM AUTHOR]

Among challenges faced by LGBTQ community members throughout the world, workplace discrimination is one that can heavily influence how these individuals adjust their behavior in organizational settings. This study investigates perceptions of workplace discrimination experienced by members of the LGBTQ community in Romania in order to map discrimination patterns and the effects felt by the participants. Through the ten interviews conducted with employees of various organizations from various Romanian cities, this research shows that discrimination is perceived to engender both positive and negative effects, and the timing of coming out is found to be an important factor. Whereas the participants’ relationship to their supervisors might not suffer dramatic changes, coworkers seem to engage in various forms of discrimination based on sexual orientation and gender identity, such as microaggressions. [ABSTRACT FROM AUTHOR]