Employment Discrimination Research Articles

Right to Menopause

Menopause often leads to a dual form of discrimination rooted in age and gender. Frequently overlooked, the side effects of menopause compel many women to leave their jobs due to discrimination or the psychological and physical challenges hindering their work. Recent British legal rulings in favour of women claiming workplace discrimination indicate a growing recognition of menopause as an “invisible” factor contributing to women’s labour market exclusion in the UK. In Spain, despite approximately four million menopausal women, a 2020-2022 search in the Spanish legal database CENDOJ found limited evidence of those claiming disability or impairment due to menopause-related issues as obstacles to their work. This paper conducts an emotion discourse analysis (Koschut, 2018 and 2020) of a representative set of legal decisions in English and Spanish concerning menopause as a workplace hindrance. We aim to examine how employment courts perceive and address this disabling condition that affects women’s well-being and self-esteem. By analysing the macrostructure of both language subcorpora, we unveil the legal narrative and identify lexical characteristics and emotional undertones as linguistic and cognitive tools that stigmatize or ignore this temporary female condition. The present analysis sheds light on the positions taken by judges and the evaluations made by all parties involved in these cases.

Abstract 4125263: Influence of sexual orientation-related nondiscrimination laws on 30-year CVD risk among sexual minority and heterosexual adults

Introduction: Discriminatory policies are associated with worse mental health and substance use outcomes among sexual minority adults. Despite a higher risk of cardiovascular disease (CVD) than heterosexual adults, there is limited evidence on structural determinants of cardiovascular health among sexual minority adults. Therefore, we examined whether changes in sexual orientation-related nondiscrimination laws were associated with 30-year CVD risk among sexual minority and heterosexual adults. Hypothesis: We hypothesized that changes in sexual orientation-related nondiscrimination laws would be more strongly associated with 30-year CVD risk among sexual minority adults relative to exclusively heterosexual adults. Methods: We used longitudinal data from Waves III (2001-2002), IV (2008-2009), and V (2016-2018) of the National Longitudinal Study of Adolescent to Adult Health. We assessed changes in four state-level sexual orientation-related nondiscrimination laws (i.e., employment discrimination, same-sex marriage, hate crime statutes, and same-sex adoption) between Waves III and IV. Changes in sexual orientation-related nondiscrimination laws were categorized as unchanged (reference), improved, or worsened. We assessed 30-year CVD risk using the Framingham Risk Score at Wave V. We ran sex-stratified linear regression models adjusted for demographic factors to examine whether the association between change in nondiscrimination laws with 30-year CVD risk was moderated by sexual orientation (i.e., exclusively heterosexual, mostly heterosexual, homosexual/bisexual). Results: The sample included 3,827 participants with a mean age of 28.7 (±1.75) years, of whom 83.1% identified as exclusively heterosexual, 51% as female, and 15% as Black. Compared to heterosexual participants of the same sex, an improvement in nondiscrimination laws was associated with lower 30-year CVD risk among mostly heterosexual women (B -4.57, 95% CI = -8.06, -1.08) and homosexual/bisexual men (B -10.91, 95% CI = -19.33, -2.49). In contrast, compared to exclusively heterosexual women, a worsening of nondiscrimination laws was associated with higher 30-year CVD risk among homosexual/bisexual women (B 5.26, 95% CI = 0.30, 10.21). No differences were found between mostly heterosexual and exclusively heterosexual men. Conclusions: Findings suggest that efforts to enhance policies prohibiting sexual orientation-related discrimination may significantly reduce CVD risk among sexual minority adults.

Gender Inequality and Economic Growth in Nigeria: A Granger-Causality Analysis (2009–2023)

This study examined the causality relationship between gender inequality and economic growth in Nigeria, covering the period 2009–2023. The study was anchored on two inequality theories, namely functionalist theory and conflict theory. The ex-post facto was used as the research design for the study. Data for the study were extracted from the World Development Index of the World Bank and the Central Bank of Nigeria (CBN) Statistical Bulletin (2023). The method of data analysis adopted in the study was the Granger-Causality Analysis with the Unit-Root employed to estimate the stationarity status of the variables. The results of the study reveal that there is a causality relationship existing between gender inequality and economic growth in Nigeria, covering the period 2009 to 2023. However, the result reveals that the relationship is bi-directional, flowing from gender inequality to economic. The F-statistics and corresponding probability values show that gender inequality granger causes economic growth. The GIE yielded a p-value of 0.0037 < 0.05, GIEPP yielded a p-value of 0.0137 < 0.05, GHIC yielded 0.0108 < 0.05, and GIED yielded 0.0341 < 0.05. Comprehensive policy interventions that promote gender equality in education, employment, and political representation are necessary to ensure that Nigeria's economic growth is inclusive and resilient.

Empowering Persons with Disabilities in Saudi Arabia: Strengthen Compliance with the International Convention on the Rights of Persons With Disabilities in Employment Opportunities from the Perspective of SDGS

Objective: This study is investigating the alignment of Saudi Arabia Law on the Rights of Persons with Disabilities (SLRPD) with international Convention on the Rights of Persons with Disabilities (CRPD) and Sustainable Development Goals (SDGs), focusing on empowering persons with disabilities in employment opportunities. Method: The study employs a comparative analysis approach, reviewing legal literature and international convention related to person with disability rights, and analyzing article10 from SLRPD with the article 27 from CRPD, and their effectiveness in achieving the SDGs, particularly on empowering persons with disabilities in employment opportunities. Results and Discussion: The research demonstrates that the integration of Article 10 of SLRPD with Article 27 of CRPD significantly improves Saudi Arabia's compliance with CRPD, particularly in employment. However, continuous evaluation of these frameworks is necessary to ensure their effectiveness and inclusivity. Research Implications: The findings inform dissension makers on the importance of aligning national laws with international standards to promote employment equality for persons with disabilities. The study also supports ongoing legal reforms to advance the goals of Saudi Arabian Vision 2030 and the SDGs. Originality/Value: This research provides original insights into the impact of the latest Saudi Arabia's legal frameworks on empowering persons with disabilities in employment, highlighting the Kingdom’s leadership in disability rights and its commitment to international standards.

A new era for stress research: supporting user performance and experience in the digital age

Stress is both a driver of objective performance impairments and a source of negative user experience of technology. This review addresses future directions for research on stress and ergonomics in the digital age. The review is structured around three levels of analysis. At the individual user level, stress is elicited by novel technologies and tasks including interaction with AI and robots, working in Virtual Reality, and operating autonomous vehicles. At the organisational level, novel, potentially stressful challenges include maintaining cybersecurity, surveillance and monitoring of employees supported by technology, and addressing bias and discrimination in the workplace. At the sociocultural level, technology, values and norms are evolving symbiotically, raising novel demands illustrated with respect to interactions with social media and new ethical challenges. We also briefly review the promise of neuroergonomics and emotional design to support stress mitigation. We conclude with seven high-level principles that may guide future work.

Investigating changes in mental illness stigma and discrimination after the Time to Change programme in England.

Between 2008 and 2019, we reported positive change relating to mental health stigma and discrimination among the adult population of England, supporting the effectiveness of the Time to Change campaign. Using data from the Attitudes to Mental Illness survey (2008/2009 to 2023), we investigated the extent to which positive changes in stigma were sustained by 2023, 2 years after the programme's end in 2021. We used regression analyses to evaluate trends in outcomes. Measures were of stigma-related knowledge (Mental Health Knowledge Schedule (MAKS)), attitudes (Community Attitudes toward the Mentally Ill scale (CAMI)) and desire for social distance (Reported and Intended Behaviour Scale (RIBS)). We also examined willingness to interact with people based on vignettes of depression and schizophrenia, and attitudes toward workplace discrimination, using data from the British Social Attitudes Survey for comparison. CAMI scores improved between 2008 and 2023 (s.d. 0.24, 95% CI 0.16-0.31), but decreased since 2019 (P = 0.015). After improvements between 2009 and 2019, 2023 MAKS and RIBS scores no longer differed from 2009 scores, indicating decreases in stigma-related knowledge (MAKS scores declined 7.8%; P < 0.001) and willingness to interact (RIBS scores declined by 10.2%; P < 0.001) since 2019. Conversely, comparison with British Social Attitudes Survey data indicated that willingness to interact with people with depression and schizophrenia increased gradually between 2007, 2015 and 2023, and attitudes to workplace discrimination also improved. The lasting positive changes reflect support for non-discrimination and willingness to interact with someone after a sense of familiarity is evoked. Besides the end of Time to Change, interpretations for declines in other outcomes include the COVID-19 pandemic and economic stress.

Research on Employment Discrimination Against Suburban Rural Youth in the Process of Urbanization: A Case Study of Hebei Province

With the acceleration of urbanization, the employment issues of suburban rural youth have become increasingly prominent. This study, using Hebei Province as an example, explores the discrimination faced by suburban rural youth in the employment process within the urbanization context through a questionnaire survey and empirical analysis. The study finds that suburban rural youth generally face discrimination in terms of education, household registration, and social relations during their job search, which not only affects their employment quality but also hinders rural economic development. The study further analyzes the main factors contributing to employment discrimination and proposes countermeasures at the levels of government, enterprises, social organizations, and the rural youth themselves, aiming to provide theoretical references for policymakers and related organizations.

Mothers' and fathers' experiences of breastfeeding and returning to paid work after birth: A mixed-method study.

This mixed-method study explored the experiences of mothers and fathers combining breastfeeding with returning to paid employment after childbirth. Tasmanian State Service employees participated in an online survey and phone interviews. A total of 130 parents completed the survey, and 42 participated in 60-min phone interviews. The survey had more female respondents (109) than male (21), and only 4 of the 42 interviews were with fathers. The sample consisted mainly of professional women (84%) and men (16%), predominantly Australian-born (88%). Two-thirds of participants worked part-time (62%), taking either unpaid (52%) or paid leave (61%) within the first 12 months after birth. The majority (88%) preferred to breastfeed, with the mean age of the first formula feed being 4.1 months. A narrative analysis of the qualitative data, informed by work-family conflict theory, reveals that transitioning back to paid work while breastfeeding is challenging for both mothers and fathers. Parents face multiple conflicts between paid work, family responsibilities and maintaining breastfeeding. The emotional and physical demands of feeding, expressing, storing and transporting breast milk, combined with often inadequate workplace facilities, policies and gender discrimination, add to parental pressure. Mothers bear the greatest burden, while fathers' roles and needs are often overlooked in the workplace. The major finding of this study is that breastfeeding is insufficiently recognised as an integral part of the return-to-work process for both parents, generating a form of work-family breastfeeding conflict, where work (part-time or full-time) interferes with family responsibilities and breastfeeding. Family-friendly breastfeeding policies based on equity principles are needed to address workplace gender inequality and discrimination and better support parents in combining work and breastfeeding.

Organizational well-being in a healthcare facility in Tuscany

Abstract Introduction Organizational climate assessment provides crucial insights into work life across sectors. While corporate culture evolves gradually, the organizational climate promptly reflects employees’ mood, motivation, enthusiasm, and perception of the work environment. This study aims to analyze the organizational well-being in a healthcare facility in southeast Tuscany to reveal both successful areas and critical issues within the organization. Methods Data on gender, age, tenure, qualification, and contract type were collected anonymously. Organizational climate was assessed using a Likert scale (1-10), covering workplace safety, stress, fairness, discrimination, career development, relationships, belonging, and other perceptions. STATA was used to conduct this analysis. Results Twenty-nine participants included 55.3% male, averaging 45.3 years. Thirty-one percent had less than 5 years of tenure, with only 14% in managerial roles. Workplace safety perception varied: 58% moderately safe, 20% unsafe, and 20% highly insecure. Bullying was reported by 14.3%, while 17.6% found compensation fully appropriate. Merit and career opportunities were unrelated for 65.5%, and 48.2% found their role aligned with their profile. Fifty-five percent felt part of a team, and 27.5% perceived good integration. Company rules were clear for 93%, but 34.5% considered changing companies, while 55.1% were satisfied. External user perception was positive at 58.5%. Conclusions The analysis identified positive aspects and areas for improvement in workplace well-being. Safety and fairness in job allocation were well-received, with room for improvement, mostly in promotion transparency. Colleague relationships were positive, emphasizing the importance of transparent communication and employee engagement in building trust and participation. These findings can guide the development of targeted interventions to enhance organizational well-being, fostering employee satisfaction and efficiency. Key messages • The evaluation of organizational climate in this healthcare facility revealed a variety of employee perceptions, highlighting strengths and areas for improvement in workplace well-being. • Enhancing transparency and communication regarding merit-based promotions within the organization is necessary to foster employee trust and engagement.

Is Discrimination Widespread or Concentrated? Evaluating the Distribution of Anti-Black Discrimination in Judicial, Hiring, and Housing Decisions.

Is anti-Black discrimination concentrated among a discriminatory few, or widespread across many decision-makers? The handful of studies that have addressed this question have reached divergent conclusions, with some suggesting that discrimination follows the 80/20 rule (i.e., a Pareto distribution) and others suggesting that discrimination is normally distributed. This paper explores the distribution of discrimination in hiring, housing, and judicial decisions. Study 1 examined the distribution of anti-Black discrimination in judges' repeated sentencing decisions. The distribution of discrimination was more consistent with a normal distribution than a Pareto distribution. In Study 2, meta-analyses of hiring and housing field experiments revealed anti-Black discrimination in more than 80% of studies. Simulations of widespread discrimination using a normal distribution were more consistent with these experimental data than were simulations of concentrated discrimination using a Pareto distribution. These findings suggest that discrimination is not concentrated in the behaviors of a few highly biased individuals.

Recovering Hope and a Sense of Agency Through Transformative Education for Internationally Educated Healthcare Professionals in Canada

This study examines the outcomes of transformative education in the program Fostering Canadian Integration for IEHPs: From Learning to Action, created to accompany internationally educated health professionals (IEHPs) in the difficult journey to find fair professional employment in Canada. It shows the importance of self-reflection, a learning community and a welcoming, participatory approach to learning that led to cognitive, emotional and conative transformation for participants. Increased self-awareness of their life journey and emotional patterns, together with critical understanding of their worldviews and new reality supported the participants in the recovery of hope and a sense of agency.

Discrimination in the hiring process – state of the art and implications for policymakers

PurposeDespite the increasing heterogeneity of the organizational workforce – as a consequence of major worldwide socioeconomic trends – a considerable number of studies shows how traditionally underrepresented groups still face significant barriers in entering the labor market. Literature has highlighted several grounds for discrimination: ethnicity, age, gender, religion, social status, sexual orientation, etc., and while some of these are extensively investigated (e.g. ethnicity), other fields are still gaining evidence (e.g. social status).Design/methodology/approachIn the current paper, we aim at providing a review of current experimental studies aimed at detecting discrimination in hiring and the possible interventions to reduce bias. Then, we offer a point of reflection for policymaking, analyzing whether such issue should be addressed at the level of the individual (i-frame) or rather at a more systemic level (s-frame).FindingsThe paper provides substantial evidence that discrimination in hiring still exists, despite the never greater pressure for firms’ social sustainability. Further, existing interventions appear to have an overall limited impact in reducing bias. Hence, we suggest that the issue of discrimination in hiring should be tackled at a systemic level, by means of s-frame interventions.Originality/valueThe paper offers a comprehensive understanding of the phenomenon by systematizing the existing body of knowledge deriving from empirical research and offering a broad perspective onto policy implications.

Discrimination among American Indian and Alaska Native people: implications for public health communication.

American Indian and Alaska Native People (AI/AN) have experienced discrimination stemming from sustained attempts to erase AI/AN People and their culture or livelihood. Research identifying the types of discrimination experienced by AI/AN People is needed to help individuals recognize discrimination in daily life. We examine experiences of discrimination among an urban AI/AN population using a mixed methods approach. Self-identified AI/AN participants (N = 303, n = 294 with complete data; 63% women, mean age = 43 years) were recruited from the Denver-metro area in Colorado. Stress and coping models of discrimination guided our analysis. Exposure to discrimination was quantitatively assessed via the Brief Perceived Ethnic Questionnaire - Community Version (BPEDQ-CV), a self-report measure including four subscales assessing workplace discrimination, social exclusion, physical threat and harassment, and stigmatization. Participants responded to a laboratory recall task in which they described an episode of discrimination and their affective and coping responses. Content analysis was conducted on transcribed responses to illustrate discrimination exposure as reported in the BPEDQ-CV and in prior theoretical work on coping with discrimination. Repeated measures analyses revealed participants reported experiencing social exclusion more than other forms of discrimination, followed by reports of workplace discrimination, stigmatization, and physical threat. Consistent with these quantitative findings, participants were more likely to recall experiences of social threat (94%), including episodes of workplace discrimination, social exclusion, and stigmatization than physical threat and harassment. Almost half the participants (47%) reported confronting or directly addressing the discrimination, and 38% reported avoiding a direct approach. For 44% of participants, their predominant emotional response included internalizing emotions such as fear/sadness/embarrassment, and another 44% reported experiencing externalizing emotions, including anger. Our descriptive findings present the experiences of urban AI/AN People who have experienced many forms of unjust and prejudicial treatment. These data can provide useful information to help the general public and AI/AN individuals more readily recognize and prevent discriminatory behavior, and consequently mitigate deleterious effects of discrimination on health.

Current Pitfalls of Addressing Intersectional Discrimination in the Workplace in EU Law: Hope for the Future?

Current Pitfalls of Addressing Intersectional Discrimination in the Workplace in EU Law: Hope for the Future?

A More Effective Social Protection System for Older Workers: A Case Study of the Older Adult Employment Project in Thailand

The phenomenon of old-age pensioners reentering the workforce is neither new nor unique and has been well-reported in several published literature. However, there are remaining challenges to this group of job seekers whose needs have yet to be well-documented from employer’s perspectives, especially regarding decent work, legal landscape, and organizational culture. Our study seeks to provide a better understanding of the underlying causes of these and to help policymakers introduce social protection policies to create a more welcoming and supportive environment for older workers. The study used a case study from service companies in Thailand that participated in the Thai government’s campaign on promoting older employment. Data was collected from interviews with top managers of the human resources department, and that information was analyzed by thematic analysis. Key findings highlighted that the supportive mechanisms for matching decent work, a room for integrating legal framework, and a culture that values inclusivity and fair treatment of all workers, regardless of age, can enhance the social protection system for older workers. The establishment of a modern database of older workers’ skills, which ensures easy accessibility to both employers and older workers, the establishment of a task force specific for monitoring laws and regulations concerning older employment, and the development of effective measures against workplace discrimination are recommended as effective interventions for social protection.

Understanding and addressing sexual- and gender-based harassment and discrimination among Royal Canadian Mounted Police

ABSTRACT The current study sought to examine experiences of gender- and sexual-based harassment and discrimination within the Royal Canadian Mounted Police (RCMP), and what changes, if any, RCMP think are needed to address these issues within the organization. A representative sample of serving RCMP (n = 870; 72.6% men; 83.6% White) answered an open-ended survey question examining participants’ perspectives of how the RCMP can work to eliminate harassment and discrimination in RCMP workplaces. Responses were analyzed inductively, using an open-coding approach. Thematic analysis was used to identify themes and frequency analysis was performed to assess for recurrent concrete recommendations. Three themes were identified: Walking the Talk: Broad Accountability; Out with the Old, in with the New: Largescale Cultural Change; and Alternative Perspective: An Exaggerated or Non-Existent Problem. The most common concrete recommendations were to enforce actual consequences (n = 172), to have more effective leadership (n = 138), and to change the promotion process (n = 116). The current results indicate that many RCMP conceptualize gender- and sexual-based harassment and discrimination within the RCMP as a two-tiered problem, involving the actions of individual perpetrators and insufficient organizational responses to those actions. Results further evidence individual and structural hegemonically masculine elements within the RCMP organizational culture. Participant suggestions provide possible actionable solutions.

Privilege and prejudice in private online English teaching: Discourses in school-owned recruitment websites

Abstract Numerous studies have analyzed various aspects of English language teaching to uncover discriminatory employment practices within the field. However, there is a gap in the research regarding the discourses present in school-managed teacher recruitment websites (TRWs), particularly in the field of private online language education (POLE). This study aims to address this gap by investigating how the preferred online English teacher is characterized and what benefits they are promised when visiting these webpages. Using critical discourse analysis, the author analyzed the textual elements of 32 TRWs of online English schools operating in six major markets in Asia. The findings reveal that although a few schools show signs of relatively fair policies and emphasize professional qualifications, most of them appear to exploit native-speakerism through their application requirements and compensation policies that often favor only some groups. The implications emphasize the benefits of creating equitable employment opportunities and professionalizing POLE by leveraging the qualifications and experience of teachers from diverse backgrounds, while ensuring fair compensation. Finally, this study provides practical strategies for present and prospective online teachers on how to take advantage of the opportunities of digital language work while contributing to the attainment of equity in the industry.

Beauty pays, but not under all circumstances: Evidence on gendered hiring discrimination from a novel experimental treatment using deepfakes

Using deepfaked job application videos as a novel experimental treatment, this study analyses the effects of physical attractiveness for men and women on their hypothetical hiring chances. Based on status construction theory, we argue that whether gendered expectations through physical attractiveness translate into better hiring chances depends on the social context. To test this theoretical claim, we conducted a 2×2×2 factorial survey experiment among respondents with personnel responsibilities (N = 493). Using deep-learning techniques, we swap the faces of fictitious male and female candidates in application videos, thus varying gender and physical attractiveness while holding everything else constant. Additionally, we manipulate the occupational context with job advertisements for a male-typed and a female-typed job. Results show that attractive applicants score higher in competence ratings and are more likely to be invited for a job interview than less attractive candidates. However, only men consistently profit from their looks, while women benefit from a beauty premium in the female-typed, but not in the male-typed job. These results strongly support the idea that physical attractiveness works as a status characteristic, triggers gendered expectations, and leads to beauty-based treatment differences. This study suggests that the use of deepfakes is a promising avenue to move inequality research forward.

Microaggressions among staff in higher education: Examining differences by social identities, and the association with job satisfaction

Microaggressions are everyday slights or insults directed toward members of marginalized groups; microaggressions are harmful, even if unintentional, and they occur in various contexts including the workplace. However, there is limited research on microaggressions among staff in higher education. The first aim of this study was to obtain systematic reports of experiences of microaggressions and other forms of discrimination among staff at a large public university. The second aim was to test for differences in these experiences as a function of staff members’ race/ethnicity, gender identity, sexual orientation, and disability status. A third aim was to examine whether microaggression and discrimination predicted job satisfaction. Web-based survey data were collected from a diverse sample of 680 university staff members. The survey included adapted versions of two scales on microaggressions and standard measures of everyday and workplace discrimination. Results indicated that experiences of microaggressions and discrimination were common among staff, and differed by race/ethnicity, gender identity, sexual orientation, and disability status, with those of marginalized identities reporting significantly more negative experiences. Finally, more frequent experiences of microaggressions and workplace discrimination predicted lower job satisfaction. These findings indicate a need for education on microaggressions pertaining to campus climate improvement in institutions of higher education.

What's in a name? Evidence of transgender labor discrimination in Mexico

This study aims to investigate the potential impact of signaling a transgender identity on the likelihood of receiving a callback during a hiring process in Mexico. Employing a correspondence study design, 512 resumes were randomly sent to employers across sixteen states. We exclusively used profiles of transgender and cisgender women in women-dominated sectors: sales and administration. Results indicate that applications from transgender candidates received 36% fewer positive responses than those from cisgender candidates. These findings corroborate existing evidence of discriminatory practices in hiring processes against transgender individuals.