Employment Discrimination Research Articles

Gen Z and Ageism: Public Policy Perspective

The difficulty of finding a job due to the maximum age limit on job vacancies makes the unemployment rate in Bojonegoro Regency still relatively high. This research aims to identify whether the employment policies set by the government are appropriate and non-discriminatory. The research method used is qualitative. This type of research is descriptive research. The data collection process is carried out by means of interviews and observations. Informants or sources are residents of Bojonegoro Regency who meet the criteria, namely Generation Z and are currently experiencing difficulties in finding work due to age restrictions. The technique of determining informants uses probability sampling techniques, namely purposive sampling. This research uses primary data sources and secondary data sources. The theory used in this research is Iversen's theory, namely Ageism has three indicators, namely Prejudice, Stereotypes and Discrimination. This research uses a case study approach. The findings obtained in this study are that policies in local regulations on employment have not been effective in overcoming age discrimination in the workplace, resulting in reduced employment opportunities. This has a negative impact on Generation Z in Bojonegoro Regency. Thus, this research provides theoretical contributions for the Bojonegoro Regency Government to formulate more effective employment policies

Key Strategies to Promote Professional Wellness and Reduce Burnout in Oncology Clinicians.

Burnout in oncologists has been increasing, especially after the COVID-19 pandemic. This is concerning because burnout can have both personal and professional repercussions, as well as a negative impact on patients and organizational financial health. Drawing on information and ideas discussed at an ASCO Town Hall session at the 2023 Annual Meeting developed by the State of Cancer Care in America Editorial Board, this study reviews key organizational strategies for improving professional well-being and argues for the importance of measuring and researching the well-being of the oncology workforce to ensure healthy work environments. Although both individual- and organizational-level interventions to mitigate burnout are valuable, organizational interventions have been shown to be the most effective. Thus, strategies to ensure professional wellness should focus on developing organizational policies, cultures, and best practices that create healthy work environments. Specific policies and best practices for organizations to prioritize include the following: (1) Eliminating low-value work, including processes related to electronic health record systems. (2) Restructuring teams to efficiently complete work. (3) Promoting clinician work-life integration. (4) Promoting psychological safety in the workplace to prevent workplace discrimination. (5) Identifying individual practice stressors. (6) Fostering community within the organization.

Ableism and Employment: A Scoping Review of the Literature

Background: Ableism obstructs employment equity for disabled individuals. However, research lacks a comprehensive understanding of how ableism multidimensionally manifests across job types, disability types, stages of employment, and intersecting identities. Objectives: This scoping review examines how ableism affects disabled workers and jobseekers, as well as its impacts on employment outcomes, variations across disabilities and identities, and the best practices for addressing these. Eligibility Criteria: The included articles were 109 peer-reviewed empirical studies conducted in the US, Canada, Australia, New Zealand, the UK, Ireland, Denmark, Sweden, Iceland, Norway, and Finland between 2018 and 2023. Sources of Evidence: Using terms related to disability, ableism, and employment, the databases searched included Sociology Collection, CINAHL, PsycInfo, Web of Science, SCOPUS, Education Source, Academic Search Complete, and ERIC. Charting Methods: Data were extracted in tabular form and analyzed through thematic narrative synthesis to identify study characteristics, ableist barriers within employment, intersectional factors, and best practices. Results: Ableism negatively impacts employment outcomes through barriers within the work environment, challenges in disclosing disabilities, insufficient accommodations, and workplace discrimination. Intersectional factors intensify inequities, particularly for BIPOC, women, and those with invisible disabilities. Conclusions: Systemic, intersectional strategies are needed to address ableism, improve policies, and foster inclusive workplace practices.

Leveraging EU non-discrimination law to make the cultural and creative sectors more inclusive of professionals with disabilities: socio-legal perspectives

ABSTRACT Working in the cultural and creative sectors is often seen as an atypical exercise, which differs from mainstream practices in the labour market and operates outside the standard regulatory framework. In this context, the situation of cultural and creative professionals with disabilities and the applicable EU legislation can be overlooked, both in research and in practice. Following a socio-legal approach, this article associates desk-based legal research and empirical research, and considers how the participation of cultural and creative professionals with disabilities could be fostered within the current EU regulatory framework. It identifies gaps and potential in EU cultural policy, disability law and labour law, and, supported by the findings from a qualitative study with EU cultural stakeholders, it discusses the challenges that cultural and creative professionals experience, including those with disabilities. Contributing valuable insights into the participation of persons with disabilities in cultural life, the article argues that the Employment Equality Directive, a pillar of EU labour law and non-discrimination law, can play a key role in making those sectors more inclusive.

Gender stereotypes and professional experiences of female nurses in Türkiye

IntroductionGender roles and stereotypes play a significant role in shaping the nursing profession, perpetuating systemic inequities that negatively impact professional experiences and healthcare system efficiency. In Türkiye, patriarchal norms and systemic disparities exacerbate these workplace challenges, particularly for female nurses.MethodsThis qualitative study utilized semi-structured interviews with 13 female nurses working in intensive care units to examine the influence of societal expectations, workplace discrimination, and institutional policies on gender inequities in nursing.ResultsThe findings reveal that cultural norms, family influence, and constrained career planning often channel women into nursing, reinforcing perceptions of the profession as an extension of caregiving roles. While participants rejected the notion of nursing as a “women’s profession,” their narratives highlighted the pervasive impact of gendered expectations. Additionally, political favoritism and nepotism were identified as factors exacerbating workplace challenges, reflecting broader systemic issues in Türkiye’s labor market. The normalization of gender norms and their internalization by female nurses further complicate efforts to combat discrimination.DiscussionThe study underscores the necessity for policy interventions to address systemic gender inequities in nursing. Recommendations include implementing mandatory gender equality education within healthcare institutions, stricter enforcement of anti-violence laws, and the establishment of psychological and legal support systems for workplace violence victims. Additional measures, such as childcare support and regulations against marital status-based discrimination, are essential to mitigate inequities. By addressing societal, cultural, and institutional factors, this research provides actionable strategies for healthcare organizations and policymakers to promote equity and improve sector efficiency.

In focus: Capturing female rock photojournalists trailblazing attitudes on gender and stereotypes (1970s–1980s)

Women music photojournalists in the 1980s escaped gender discrimination in the workforce because their work took place outside the newsroom. This finding merits an in-depth examination of women’s perspectives as photojournalists during this time. Based on the testimonies of five self-identified women born between 1953 and 1963 who worked as music photographers in the 1970s and 1980s, this paper analyzes the participants’ gender perceptions regarding their professional experiences in the photojournalism field. An analysis of the sample reveals that the public spaces where male and female photographers worked had no significant impact on gender discrimination, as editors operated with an economy of means compared to the work environments where men and women are forced to interact and socialize, such as newsrooms. The findings of this study contribute to ethnographic research on subcultures, increasing public interest in gender studies, particularly about education, professional performance, and perceptions of gender roles.

Perceived fairness and legitimacy of parental workplace discrimination

ABSTRACT Parental discrimination has been shown to be related to several risks, including impaired health, increased job stress, and decreased job satisfaction, which calls for increased awareness of parental discrimination. This paper analyzes fairness and legitimacy judgments of unequal treatment based on parental status at work and the antecedents that influence these judgments. Stereotypes of symbolic vilification that suggest lower commitment due to caring responsibilities, and symbolic amplification, which refers to rational economic organizational needs, are expected to rationalize discrimination. Moreover, we expect specific values and ideologies to be related to judgments of fairness and legitimacy, mediated by resonance with symbolic vilification and amplification. Analyses are based on survey data from a sample of employees aged between 20 and 45 years (n = 376). Respondents’ evaluations of parental discrimination were measured using two fictional cases. The results suggest that greater acceptance of vilifying and amplifying justifications is triggered by a stronger preference for the ideal worker norm and traditional gender role expectations. Women tend to view discrimination as more unfair and illegitimate than men, while men’s judgments are more strongly driven by economic reasoning.

A ANALYSIS OF LEGAL PROTECTION AND LABOR GENDER EQUALITY IN THE COAL MINING INDUSTRY PT. MUTIARA ETAM COAL, PALARAN DISTRICT, EAST KALIMANTAN

Regulations related to legal protection and gender equality in labor are crucial aspects, especially in industries dominated by male workers such as coal mining. This study aims to analyze legal protection for gender equality in the coal mining industry, with a case study on PT. MEC. The research method used is qualitative descriptive with a case study approach. This research involves company leaders and employees as research subjects, with data collection techniques through observation, interviews, and documentation. Data analysis is carried out through the stages of collection, reduction, presentation, and drawing conclusions. The results of the study show that PT. The MEC complies with Law No. 13 of 2003 on Manpower, which explicitly prohibits gender discrimination in the workplace. The implementation of gender equality at PT. MEC is based on several key factors. First, the company implements an equal wage system between men and women, based on the principle of fairness and efforts to increase the retention of female employees. Second, PT. The MEC implements an inclusive recruitment policy that actively encourages women's participation in various departments, aiming to increase workforce diversity. Third, the company provides facilities and policies that support employee welfare, including maternity leave and adequate lactation facilities. PT. The MEC also takes special measures to ensure the safety of workers, especially women, including anti-harassment policies. However, challenges remain, especially in raising workers' awareness of gender equality rights and encouraging more women to pursue careers in the industry. Although PT. While MECs have demonstrated a strong commitment to gender equality and creating a fair working environment, further efforts are still needed to achieve all-round equality. These findings emphasize the importance of sustainable implementation of more comprehensive policies and strategies in the context of the coal mining industry.

Impact of immigration-specific stress on safety attitudes: a national cross-sectional study on overseas qualified nurses in Japan

BackgroundMany countries have addressed the global issue of nursing shortage by recruiting overseas nurses who are also qualified in the host country. Nevertheless, such nurses may encounter various obstacles in...

Workplace discrimination and older Black women's mental health: An examination of relational support‐strain processes

Workplace discrimination and older Black women's mental health: An examination of relational support‐strain processes

Employment Nondiscrimination Protection and Mental Health Among Sexual Minority Adults

In the 2020 Bostock v Clayton County decision, the US Supreme Court extended employment nondiscrimination protection to sexual minority adults. The health impacts of this ruling and similar policies related to sexual orientation-based discrimination are not currently known. To estimate changes in mental health following the Bostock decision among sexual minority adults in states that gained employment nondiscrimination protection (intervention states) compared with those in states with protections already in place (control states). This cross-sectional study used 2018-2022 data from the Behavioral Risk Factor Surveillance System and a difference-in-differences approach to evaluate changes in mental health after the Bostock decision by comparing sexual minority adults (aged ≥18 years and identifying as lesbian, gay, or bisexual) in 12 intervention states with those residing in 9 control states. Models were estimated for all participants and separately for employed participants. Data were analyzed between February and September 2024. Residing in a state that gained employment nondiscrimination protection after the Bostock decision. The primary outcome was number of poor mental health days during the past 30 days, and the secondary outcome was severe mental distress (defined as 14 or more past-month poor mental health days). Of 597 462 participants (306 365 in intervention states [77.7% aged 18-64 years and 22.3% aged ≥65 years; 51.7% female] and 291 097 in control states [77.5% aged 18-64 years and 22.5% aged ≥65 years; 50.6% female]), 5.1% in intervention states and 6.0% in control states self-identified as sexual minority adults. The mean (SE) number of past-month poor mental health days was unchanged after the Bostock decision among sexual minority adults in both intervention (from 8.70 [0.27] to 9.59 [0.24] days; adjusted difference, 0.57 [95% CI, -1.02 to 2.16] days) and control (from 8.53 [0.21] to 10.15 [0.20] days; adjusted difference, 1.17 [95% CI, -0.46 to 2.79] days) states, resulting in no differential change between the 2 groups (difference-in-differences, -0.60 days; 95% CI, -1.25 to 0.06 days). Among the subset of employed sexual minority adults, the mean (SE) number of poor mental health days did not change in intervention states (from 7.99 [0.38] to 8.83 [0.30] days; adjusted difference, 0.87 [95% CI, -0.49 to 2.22] days) but increased in control states (from 7.75 [0.27] to 9.75 [0.26] days; adjusted difference, 1.84 [95% CI, 0.44-3.24] days). These findings corresponded to a significant relative reduction in poor mental health days among employed sexual minority adults in intervention vs control states (difference-in-differences, -0.97 days; 95% CI, -1.74 to -0.21 days). Mean (SE) rates of severe mental distress increased less among employed sexual minority adults in intervention (from 26.35% [1.59%] to 29.92% [1.46%]; adjusted difference, 6.81% [95% CI, 2.20%-11.42%]) vs control (from 26.53% [1.27%] to 34.26% [1.16%]; adjusted difference, 10.30% [95% CI, 5.99%-14.61%) states, also corresponding to a significant relative reduction among employed sexual minority adults (difference-in-differences, -3.49%; 95% CI, -6.71% to -0.27%). These findings show significant relative reductions in past-month poor mental health days and severe mental distress among employed sexual minority adults after the implementation of a federal ban on employment discrimination based on sexual orientation. Larger and more consistent mental health benefits observed among sexual minority adults in the workforce underscore the importance of broadening protections to other social domains.

Workplace Discrimination and Organizational Growth in Exxonmobil Nigeria Unlimited, Akwa Ibom State, Nigeria

The researchers examined workplace discrimination and organizational growth in ExxonMobil Nigeria Unlimited, Akwa Ibom State. The core objective of the study was to determine the relationship between workplace discrimination and organizational growth in ExxonMobil Nigeria Unlimited, Akwa Ibom State. The researchers adopted survey research design. The study population centered on all the employees of ExxonMobil Nigeria Unlimited, Akwa Ibom State. A sample size of 95 respondents was selected for the study. The assembled sample had the same proportion of individuals as the entire population; thus, complete enumeration sampling procedures was used to obtain the data for the study. Questionnaire were the main instrument for data collection. Pearson Product Moment Correlation (PPMC) Analysis was used to analyse the data from the field. The result revealed a positive and significant relationship between the proxies of workplace discrimination (Gender Discrimination and Ethnic Discrimination) and organizational growth in ExxonMobil Nigeria Unlimited, Akwa Ibom State. The researchers concluded that promoting gender equality and reducing ethnic discrimination among employees will result in an increase in organizational growth. They further recommended that ExxonMobil Nigeria Unlimited, Akwa Ibom State should implement targeted gender sensitivity training programs and promote equitable opportunities for career advancement. Also, ExxonMobil Nigeria Unlimited, Akwa Ibom State should adopt policies that celebrate diversity, ensure fair recruitment practices, and foster inclusive teamwork.

Analysis of Factors Affecting Quality Employment for Women: A Bibliometric Approach

Today, the quality of women’s employment is an urgent topic that attracts the attention of researchers and politicians in connection with the need to ensure equal opportunities in the labor market. The present study applied bibliometric analysis to examine the factors affecting quality employment for women based on the past literature over the past two decades, from 2000 to 2024. The study uses the Scopus database to identify the most cited journals, authors, countries, and keywords related to women’s employment. Different Booleans were applied with logical OR and AND operators to extract the data. PRISMA model was used with inclusion or exclusion criteria, and 238 papers were finalized based on the satisfactory requirement for the analysis. To analyze the data, bibliometric tools such as VOSviewer and R Studio were applied to generate a visualization of network diagrams, cluster analysis, and citation patterns regarding most cited journals, authors, countries, and keywords in the past literature on factors affecting the quality of employment for women. The analysis revealed vital trends, including the most cited sources, leading authors, and countries actively publishing works on this topic. The main thematic areas were highlighted, such as gender equality, mental health, employment conditions, and labor discrimination. Visualization using network diagrams made it possible to identify the relationships between authors, countries, and critical keywords, reflecting global scientific trends. This study provided a comprehensive science map to show a framework for future researchers and policymakers to understand the international trends and the factors affecting women’s employment quality.

Quarantined Justice, Compromised Diversity: Barriers to Disability Inclusion in China’s Public Sector Employment

Under the advocacy for diversity and inclusion within Chinese society, the judiciary has become a significant institution for the protection of marginalized groups, especially disabled people. Through proactive power expansion, the Supreme People’s Court has played a crucial role in scrutinizing employment discrimination in the private sector. However, the judiciary has paid less attention to the fact that government agencies failed to consider the value of workplace diversity and maintained ableist standards that preclude many disabled candidates from public sector positions. Due to the intrinsic political embeddedness within Chinese judicial systems, courts tended to adopt a strategy known as “quarantined enforcement” when confronted with discriminatory recruitment clauses issued by government‐tied entities. Social and political factors collaboratively shaped the intersectional marginalization of the disabled community in China. This article attempts to move beyond traditional legislative‐centric approaches and emphasize the judiciary’s role in minimizing the marginalization of disabled people. It argues that eliminating political barriers within the judiciary is crucial for achieving workplace diversity and employment equality.

Pengalaman Perempuan dalam Menghadapi Beauty Privilege dan Diskriminasi di Tempat Kerja

This study explores women’s experiences of discrimination in the workplace due to beauty privilege. This study uses a qualitative approach with in-depth interview techniques, participant observation, and questionnaires to uncover forms of discrimination. This phenomenon creates injustice and has negative impacts on individuals who do not meet beauty standards, such as feelings of inferiority, alienation, and limited career opportunities. This study recommends the importance of awareness and more inclusive policies to reduce appearance-based discrimination in the workplace. The findings show that beauty privilege often provides advantages for individuals who are considered physically attractive, but also creates psychological stress for those who do not meet certain beauty standards.

An Insight into the Extent of the Sundown Town Phenomenon in Canadian Company Towns; the Thompson, Manitoba, Case Study

The notion of “sundown town” broadly encompasses the various methods employed by American towns and counties to exclude specific racial or ethnic groups from their borders. This paper mobilizes the sundown town notion to explore the dynamics of exclusion present within Canadian company towns by first establishing a sundown exclusion scale that categorizes cases of sundown towns in the United States. Using this framework, it then specifically examines the case of Thompson, Manitoba, a Canadian mining community established in 1956 by the International Nickel Company (INCO). Findings reveal that there appeared to be a voluntary absence of consideration by the parent company of the issues relating to employment and housing discrimination faced by the town’s First Nations and Métis population during the town’s first years of existence. The paper further discusses the lasting effects of these dynamics of exclusion and marginalization on the city’s residents of Indigenous identity.

Leadership in Sports Management: Strategies to Enhance Athlete Performance and Well-Being

Objective: The objective of this article is to examine and compare the extent and nature of ethnic discrimination in employment rights as governed by the legal frameworks of Iraq and Iran. Methodology: This study employs a descriptive-analytical approach, drawing on a detailed examination of constitutional provisions, labor laws, and related legal documents from Iraq and Iran. The analysis is supplemented by a review of secondary sources, including reports from human rights organizations and international conventions to which both countries are signatories. Findings: The analysis reveals that both Iraq and Iran have legal frameworks that explicitly prohibit ethnic discrimination in employment. However, in practice, the implementation of these laws varies significantly due to cultural, social, and political factors. In Iraq, although the law mandates equal treatment of all citizens, certain provisions and practices suggest a degree of ethnic favoritism in public sector employment, particularly concerning the representation of minority groups. In Iran, despite comprehensive legal prohibitions against discrimination, certain policies and practices—such as the requirement for an Iranian identity card and regional employment quotas—perpetuate ethnic and religious discrimination, particularly against non-Muslim and non-Iranian minorities. Conclusion: Both Iraq and Iran have made legal commitments to prevent ethnic discrimination in employment, yet the practical enforcement of these laws is inconsistent and influenced by broader socio-political contexts. While Iraq's legal framework generally supports ethnic equality, its implementation is challenged by economic conditions and political dynamics. In Iran, despite strong legal provisions, ethnic discrimination persists due to systemic practices that favor certain ethnic and religious groups. The study concludes that while both countries strive for balance in their labor laws, significant efforts are still needed to fully eradicate ethnic discrimination in practice.

Perceived gender discrimination in the workplace and onset of depressive symptoms in women: A population-based longitudinal analysis in South Korea.

Discrimination is a major cause of mental health problems; however, there is a limited understanding of the mental health consequences specifically associated with workplace gender discrimination (WGD). We explored the association between WGD and the onset of depressive symptoms among Korean female employees. This study included 3536 female employees (6223 observations) who participated in the Korean Longitudinal Survey of Women & Family (2014-2018). The respondents' perceptions of WGD were measured across six dimensions: hiring, promotion, wage, work assignments, training opportunities, and termination. The outcome was the onset of depressive symptoms after a 2-year follow-up assessed using the 10-item version of the Center for Epidemiological Studies-Depression Scale. To account for repeated measurements in each participant, we employed generalized estimating equations to estimate the risk ratios (RRs) and 95% confidence intervals (CIs). Approximately 15-20% of female employees reported WGD across each dimension. The overall incidence rate of depressive symptoms during the study period was 9.6%. In the regression analysis, female employees who responded that they experienced WGD with respect to wages were more likely to develop depressive symptoms at follow-up (adjusted RR: 1.49; 95% CI: 1.09-2.04). The other dimensions of WGD did not show a clear association with the onset of depressive symptoms. WGD is an important risk factor for onset of depressive symptoms in women. Our study suggests that proactive policy interventions are required to promote gender equality in the workplace and protect mental well-being of female workers.

Job discrimination or false wage gap in the current century An analysis of graduates of the Faculty of Agricultural Economics.

Job discrimination or false wage gap in the current century An analysis of graduates of the Faculty of Agricultural Economics.

Assessing Sexual Harassment in the Workplace: A Subtle Form of Employment Discrimination

Assessing Sexual Harassment in the Workplace: A Subtle Form of Employment Discrimination