Employment Discrimination Research Articles

The impact of diversity statements on age diversity: More than just window-dressing?

Abstract Many organizations are committed to age diversity and inclusion, aiming for a fair treatment and balanced representation of younger and older employees in all units of the organization. However, the continuing workplace discrimination against mature workers demonstrates that older employees are often excluded and remain underrepresented. Hence, organizations still struggle to reach their diversity goals and finding ways to effectively foster employee behaviors that result in more age diversity is therefore crucial. We investigate the impact of age diversity statements on selecting older and younger individuals into teams in 3 experimental studies. We find consistent evidence that when building teams, short diversity statements increase the selection rates of older individuals so that teams become more age balanced. With no age diversity statement in place, older teammates are hardly chosen, showing that diversity statements can help overcome negative age bias. We found no evidence that age diversity statements produce unintended negative side-effects in terms of increased bias based on dimensions other than age. Overall, this research provides a first examination and encouraging conclusions regarding the effectiveness of age diversity statements, laying the groundwork for more field research in this area.

Language confidence and job satisfaction among foreign-born nurses in Japan: mediating effect of workplace discrimination and moderating effect of immigration duration

AimThis 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.IntroductionJob 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.MethodsA 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).ResultsData 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.ConclusionForeign-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.

Multiple forms of perceived job discrimination and hypertension risk among employed women: Findings from the Sister Study.

Hypertension has been linked to socially patterned stressors, including discrimination. Few studies have quantified the risk of hypertension associated with exposure to perceived job discrimination. We used prospective cohort data from the Sister Study (enrollment from 2003-2009) to estimate self-reported incident hypertension associated with perceived job discrimination based on race, gender, age, sexual orientation, or health status. Job discrimination in the prior 5 years was assessed in 2008-2012, and incident doctor-diagnosed hypertension was ascertained in previously hypertension-free participants. Among the 16,770 eligible participants aged 37-78 years at the start of follow-up, 10.5% reported job discrimination in the past 5 years, and 19.2% (n = 3226) reported incident hypertension during a median follow-up of 9.7 years (interquartile range 8.2-11.0 years). Self-reported poor health or inclusion in minoritized groups based on race/ethnicity or sexual orientation were more frequent among those reporting job discrimination. In a Cox proportional hazards model adjusting for covariates, report of at least one type of job discrimination (compared to none) was associated with a 14% (hazard ratio = 1.14 [95% confidence: 1.02-1.27]) higher hypertension risk. Results from sensitivity analyses reinforced the findings. Results suggest that interventions addressing job discrimination could have workplace equity and health benefits.

"Isn't that what you want, to be accepted?": Critical analysis of LGBTI+ characters on television series in the United States

In recent years, there has been an exponential increase in the number of LGTBIQ+ characters and storylines appearing in serialized fiction in the United States. This has gained importance due to the effects of media discourses on social imaginaries with regard to the sexual diversity of a community that suffers a high degree of social, political and labor discrimination. The objective is to critically analyze which are the general trends in recent years. Hence, this research is based on a critical discourse analysis of fictional series from the last decade, from two levels: first, the macro-level, in which the discourse around which the storylines are based is analyzed; and a second micro-level, which addresses the issues of lexicalization, focus and conceptual polarization. The results suggest the existence of a dual pattern in these characters, whereby they are based within the construction of a homonormative narrative and/or otherwise placed in marginal or socially excluded settings. Moreover, many traditionally common stereotypes are maintained, and sexual identity and orientation continue to feature prominently among the main story arcs of these characters. It is thus concluded that quantitative growth is insufficient if it is not accompanied by greater normalization.

Labor market discrimination and suicidal ideation: A longitudinal study of Korean women

This study investigates the impact of gender discrimination in the labor market on suicidal ideation among Korean women, taking into consideration women's multiple social locations and their discriminatory experiences across various aspects of employment. Analysis using waves 4 to 8 data of the Korean Longitudinal Survey of Women and Family, with response rates ranging from 68.3% to 78.2%, indicates that gender discrimination in hiring, dismissal, promotion, job allocation, training, wage, and sexual harassment is strongly associated with suicidal thoughts among women. This relationship remains significant even after controlling for stress, depression, and other forms of discrimination. Subgroup analysis further highlights that women with lower income levels are particularly susceptible to the adverse effects of gender discrimination. The findings underscore the importance of policy intervention to mitigate labor market discrimination against women as a crucial step in preventing suicides among Korean women.

Media and Social Networks about Labor Discrimination of Women in 21st Century

The issue of media coverage of women’s workplace discrimination is being considered. The relevance of the study is due to the increased influence of mass media and social networks on shaping public perceptions of various social issues. Publications from newspapers such as “Izvestia,” “Kommersant,” “Rossiyskaya Gazeta,” and “Arguments and Facts,” which are among the top 10 Russian media outlets, as well as articles from social networks, were used as materials for the study. It is shown that these resources address gender inequality issues in various fields such as industry, construction, business, etc., where men have social preferences. It is noted that women in these fields can have high professional status and not feel discriminated against according to statistical data. However, there are typically “female” spheres where women find it easier to advance in their careers, yet their salaries are lower. The authors emphasize that in some publications, women’s independent choice in favor of family or the ability of successful women to balance career and family values are highlighted. The article’s authors conclude that the same topics are represented in social networks as in the media. In conclusion, it is noted that the government has been attempting to address the issues raised in publications over the past five years by enacting appropriate laws.

Dignity of Work and at Work: The Relationship between Workplace Dignity and Health among Latino Immigrants during the COVID-19 Pandemic.

Latino immigrants living in the United States were highly vulnerable to the health and economic consequences brought on by the COVID-19 pandemic. We use the conceptual framing of workplace dignity, worth that is acknowledged based on performance of job responsibilities, to explore Latino immigrants' experiences during the early months of the pandemic. A qualitative study was conducted with La Clínica del Pueblo (La Clínica), a community health center serving low-income Latino immigrants. From June to December 2020, we conducted in-depth video interviews with 29 Latino immigrant clients to explore pandemic-related challenges, including workplace changes, discriminatory experiences, and effects on health. We conducted thematic analysis using Dedoose software. Nearly half of participants were undocumented immigrants. Most participants were unemployed or underemployed due to the pandemic and 26-49 years of age; one-third were still working, and one-quarter were 50 years or older. About half were cisgender women and two were transgender women. Employed participants experienced a lack of dignity through being socially isolated and stigmatized at work; receiving no compensation for their extra labor or for sick leave; and experiencing discriminatory labor practices. Unemployed participants experienced a lack of dignity in being the first to lose their jobs without government support; losing self-esteem; and not being rehired. Participants associated denial of dignity with worsening health conditions and increased anxiety and depression. Our study suggests that denial of workplace dignity-through job loss, underemployment, and poor working conditions-is linked to adverse health outcomes for Latino immigrants. More research should recognize workplace dignity as an important social determinant of health.

Discrimination in the Workplace Linked to Psychological Distress

Objective This study aimed to explore the relationship between workplace discrimination and psychological distress across 9 years using data from the Midlife in the Unites States study. Methods Workplace discrimination was measured with a validated six-item scale at baseline with three categories (low, intermediate, and high), and psychological distress was measured with the Kessler 6 scale at baseline and follow-up. In total, 1,546 workers were analyzed by linear regression. Results High levels of workplace discrimination were significantly associated with increased psychological distress at follow-up (crude β = 0.633; 95% CI, 0.307–0.959). After adjusting for demographic factors, socioeconomic status, and health-related behaviors, associations were slightly attenuated (fully adjusted β = 0.447; 95% CI, 0.115–0.780). Conclusions High workplace discrimination was longitudinally associated with higher levels of psychological distress. Organizations should actively prevent discrimination, which may improve workers' mental health consequently.

PROTECTION OF CONSTITUTIONAL FREEDOM OF LABOR BY THE NORMS OF CRIMINAL LAW

The article is devoted to ensuring the freedom of labor of citizens enshrined in the Constitution of the Russian Federation by prohibiting discrimination in hiring and dismissal, using pregnant women, women with a child under three years of age, and persons who have reached the pre-retirement age as an example. The problem is examined from the point of view of the effectiveness of the application of articles 144.1 and 145 of the Criminal Code of the Russian Federation in relation to article 136 of the Criminal Code of the Russian Federation, which regulates the prohibition of discrimination against citizens. It is established that articles 144.1 and 145 of the Criminal Code of the Russian Federation have different labor law and historical-legal grounds. If the protection of the freedom of labor of pregnant women and women with children during their hiring and dismissal is confirmed by appropriate restrictions in labor legislation and has historical background, then criminal liability for discrimination against persons of pre-retirement age has neither historical-legal nor special labor-legal grounds. The author supports the opinion of a number of authors who believe that criminal legal protection should be equally focused on all categories of workers. The opinion is expressed that it is necessary to build a holistic state policy of countering discrimination against citizens regardless of the criterion of equality. For this purpose, it is necessary to abandon the practice of including in the Criminal Code of the RF new corpus delicti aimed at protecting the labor rights of certain categories of workers, and to give Article 136 more importance in law enforcement activities.

Education and gender (in)equality in wage employment in sub‐Saharan Africa

Education and gender (in)equality in wage employment in sub‐Saharan Africa

Effects of medicalization on case outcomes in transgender employment discrimination court decisions.

Some attorneys and legal scholars argue that medicalizing transgender plaintiffs (i.e., introducing plaintiff diagnoses and/or medical procedures) in discrimination cases will enhance favorable plaintiff outcomes. Research and theory linking biological essentialism (i.e., believing social groups reflect biologically-rooted, stable categories) to prejudice, however, suggests that medicalizing transgender plaintiffs might not help them win cases and might instead backfire and harm their case outcomes. To test these competing hypotheses, we coded all published cases involving alleged transgender discrimination (N=124) from 1974 to 2021. Importantly, we addressed limitations of existing research that narrowly defined transgender plaintiff medicalization exclusively via diagnosis by documenting various other forms of medicalization beyond diagnosis. Contrary to legal scholars' claims and attorney intuitions, medicalization did not predict favorable outcomes for transgender plaintiffs. In fact, various forms of medicalization beyond diagnosis predicted negative plaintiff case outcomes. We discuss the implications of this research for informing scientific theory and legal practice.

Anticipated and experienced stigma and discrimination in the workplace among individuals with major depressive disorder in 35 countries: qualitative framework analysis of a mixed-method cross-sectional study

ObjectivesWorkplace stigmatisation and discrimination are significant barriers to accessing employment opportunities, reintegration and promotion in the workforce for people with mental illnesses in comparison to other disabilities. This paper presents...

Experiences with Sexual Orientation and Gender Identity Employment Discrimination in the USA: Analyzing EEOC Discrimination Charge Narratives

Experiences with Sexual Orientation and Gender Identity Employment Discrimination in the USA: Analyzing EEOC Discrimination Charge Narratives

The role of labor discrimination in spatial sorting: the USA as an example of ethnic groups staying apart

AbstractDespite the vast research about discrimination, there is little evidence about how space interacts with it. Our main hypothesis is that a discriminated group could have incentives to stay together, even if the location is less dynamic—avoiding areas where firms do not usually hire workers of their group. A virtuous and/or vicious circle emerges for each group, even in the long run. Using USA as an example, this article introduces a theoretical economic model to explain the incentives of ethnic groups in terms of location. We extend the well-known model of discrimination with imperfect information to a spatial framework. The results seem to indicate that the initial population distribution and the barriers to agglomerate activity (transport costs), as well as the behavior of employees, are key elements to determine the equilibrium. As a general conclusion, discrimination processes could clearly modify the location pattern of the population. Hence, the discriminated group could suffer from lower incentives to move from non-agglomerated areas to dynamic areas. These processes could help to explain why some populations prefer to maintain their traditional location in poor areas even if there are places with higher wages or better quality of life.

Working Through It: Lifetime Experiences of Employment Discrimination Among Older Black Americans and Implications for Labor Force Participation, Job Dissatisfaction, and Mental Health in Older Adulthood.

To examine lifetime experiences of employment discrimination and their association with Black older adults' employment status and well-being. We use data from the Health and Retirement Study's leave-behind questionnaire to characterize lifetime experiences of being unfairly fired, not hired, or not promoted among Black older adults (N = 2948) and test associations with labor force status at age 62, job satisfaction among those working, and depressive symptoms. Employment discrimination was commonly reported by Black older adults, especially among men and those with college educations. Employment discrimination was not associated with employment status at age 62 but was associated with job dissatisfaction (OR = 2.00, p = .001) and depressive symptoms (Beta = 0.34, p < .001). Findings suggest a negative association between employment discrimination at any point in the life course and Black older adults' well-being. Employment discrimination is an obstacle to healthy aging, yet improved discrimination survey items are needed to fully capture its impact on Black Americans.

'Queer in Microbiology': a Microbiology Society members' endeavour for creating a safe and inclusive environment for LGBTQIA+ microbiologists.

The past decade has seen growing awareness of the challenges faced by LGBTQIA+ scientists, including discrimination in the workplace and the lack of representation. Initiatives such as 500 Queer Scientists, Pride in STEM and the Microbiology Society's LGBTQIA+ events have been instrumental in promoting inclusivity in science, technology, engineering, mathematics and medicine (STEMM). The Microbiology Society and its members have played a pivotal role in these efforts and summarized here are their initiatives towards safer and more inclusive scientific and research environments. Starting with a series of interviews and blog posts about the experiences of LGBTQIA+ microbiologists in research, the Society has promoted the organization of networking and social events and developed guidelines for creating more inclusive scientific conferences. These initiatives have not only improved the representation and visibility of LGBTQIA+ individuals in microbiology, but have also served as a blueprint for similar efforts in other scientific areas. Nevertheless, despite improvements in some areas, full inclusion of LGBTQIA+ scientists is still hindered by societal and institutional policies around the world. Here, we propose novel measures to support and empower LGBTQIA+ microbiological communities within learned societies.

The Effect of National Origin and Skin Color on Playing Time in the WNBA

This article uses data from the 1997–2022 seasons to investigate the role of bias in the distribution of playing time in the WNBA. We evaluate national origin, a fixed and objective measure, and improve upon past uses of subjective, perception-based measures of race by using a more objective measure of skin tone. More specifically, via a fixed-effect estimation of 2,949 WNBA player-year combinations we find no evidence that the national origin of either players or coaches is related to the provision of playing time. Similarly, skin tone of players or coaches ( n = 893), either alone or in combination with national origin, shows no robust significance. Evidence of national origin bias has previously been reported in professional men's basketball leagues in the U.S., Spain, and China. The WNBA may be demographically similar to the National Basketball Association, but it is culturally different and we find no evidence of employer discrimination.

When Job Opportunities Go Up in Smoke

Abstract: Employment discrimination based on job-unrelated factors (e.g., gender, smoking status) can lead to unfair outcomes for applicants. In the present study, 400 Canadian and US hiring professionals evaluated a candidate’s resume and then cybervetted their social media page which disclosed their gender and smoking status (i.e., cigarette smoker, vaper, or nonsmoker). Revised evaluations post-cybervetting were lower for applicants discovered as smokers and vapers than for nonsmokers, but vapers were perceived as negatively as smokers. Negative evaluations for cigarette smokers depended on raters’ attitudes toward smoking. Applicant gender moderated the effect of vaping but not smoking on evaluations. Managers’ gender role beliefs did not play a moderating role. These findings indicate the need for improvements in cybervetting practices used in hiring.

Analisis Pelanggaran Ketenagakerjaan (Studi Kasus Pt. Indonesia Bakery Family)

: This article examines violations of labor regulations from the perspective of related laws and regulations as well as the potential legal impacts of these violations. Analysis of several examples of employment regulations that often appear in the world of work was carried out by referring to Law Number 13 of 2003 concerning Employment and its derivative regulations. Various violations were detected through case studies, including non-procedural termination of employment, mishandling of working hours, providing wages below standard, and not providing occupational safety and health protection. The legal consequences of these violations are examined, along with the responsibilities of the parties involved. This includes administrative and civil sanctions for employers who violate labor laws. The importance of complying with labor laws for the creation of fair and positive employment relationships is emphasized in the conclusion, as is the importance of employers and employees being aware of these laws to avoid violations in the future.

The American Psychological Association and antisemitism: Toward equity, diversity, and inclusion.

[Correction Notice: An Erratum for this article was reported online in American Psychologist on Jul 15 2024 (see record 2025-04658-001). In the article, three sentences and a reference were redacted related to proceedings against a university concerning its psychology program because appropriate context was not provided in the article. All versions of this article have been corrected.] This article calls for the American Psychological Association (APA) to proactively include the elimination of antisemitism or prejudice against Jewish people in its current mission to disassemble all forms of racism from its organization as well as society. In this article, Jews (estimated as 2.4% of the population) are defined as a people with a common identity, ethnicity, and religion as they experience prejudice; their intersection in Jewish identity; the history and characteristics of antisemitism and its current manifestation in public life, academic institutions, and psychology. Despite Jews having made major contributions to the development of psychology as a profession, historically through the first half of the 20th century, Jews were systematically discriminated against within the discipline of psychology through quotas for acceptance into graduate training, discriminatory employment practices in university psychology departments, and most egregiously through the espousing of "scientific racism" including eugenics by prominent leaders in the APA. We describe how historically leaders in the APA engaged in overt and covert antisemitism while the APA continues to do little or nothing to combat it. We then offer suggestions for the mitigation and elimination of this form of bias, discrimination, and hate as it once again escalates in society. We recommend that the APA engages in research about antisemitism, its predictors, consequences, and power; evaluates the efficacy of intervention programs; encourages contact with various multicultural minoritized groups; and disseminates knowledge to educate about the psychological effects of antisemitism. (PsycInfo Database Record (c) 2024 APA, all rights reserved).