Perceived Workplace Discrimination Research Articles

Methodological considerations in the study of perceived discrimination at work and its association with workers health and occupational outcomes: A scoping review.

Perceived workplace discrimination is a complex phenomenon involving unfair treatment in the workplace based on personal characteristics such as age, ethnicity, gender, or disability. The objective of this study is to explore the association of perceived workplace discrimination with health and occupational outcomes. Following the PRISMA-ScR guidelines and the Joanna Briggs Institute methodology, a scoping review of articles published between 2000 and 2022 was conducted in databases such as Pubmed, Scopus, and PsyInfo. Inclusion criteria focused on studies exploring perceived workplace discrimination among workers, excluding those on patients, students, or the general population, and articles not written in English or Spanish. Of the 9,871 articles identified, 102 met the criteria and were analyzed. Research showed a progressive increase in the study of perceived workplace discrimination, with a majority of studies in North America and Europe and a predominance of cross-sectional designs. Most studies did not clearly define the concept of perceived workplace discrimination nor report the psychometric characteristics of the measurement instruments. A significant association was found between perceived discrimination and negative outcomes in workers' mental and physical health, as well as a negative impact on job satisfaction and an increase in absenteeism. Additionally, sociodemographic characteristics such as race/ethnicity, gender, and age influenced the perception of discrimination. This review confirms that perceived workplace discrimination significantly impacts the health and job satisfaction of workers, with particular detriment in minorities and women. Despite an increase in research over the last two decades, there remains a lack of consistency in the definition and measurement of the phenomenon. Most studies have used cross-sectional designs, and there is a notable absence of research in the Latin American context.

Perceived Workplace Discrimination on the Basis of Parent Status in Australia: Who Is Vulnerable and How Does It Link to Mothers' and Fathers' Mental Health?

This study focused on employees' perceived discrimination due to parenthood; and mental health, occupational stress and turnover intention. Methods: Survey (2016) of an Australian convenience sample of employed parents: women ( n = 2950) and men ( n = 1318). Results: Forty-two percent of all mothers reported missing out on promotion ( n = 1234/2950); one-third reported negative comments from managers ( n = 805/2950, 27%) or colleagues ( n = 832/2950, 28%). One in five fathers reported these forms of discrimination. In adjusted analyses, perceived discrimination was associated with poorer mental health (β = 0.23, P < 0.001); higher occupational stress (β = 0.30, P < 0.001); and increased odds of turnover intention (adjusted odds ratio = 1.5, P < 0.001) for mothers; and poorer mental health (β = 0.34, P < 0.001); stress (β = 0.35, P < 0.001); and increased odds of turnover intention (adjusted odds ratio = 1.7, P < 0.001) for fathers. Conclusions: Experiences of negativity and hostility at work are common and link to employee health and well-being.

Discriminação percebida no local de trabalho por imigrantes sul-americanos no Chile: um estudo quantitativo em uma grande amostra

Abstract South American immigrants in Chile constantly suffer workplace discrimination, which is usually related to different variables that are inherent to their immigration process. The objective of this article was to evaluate perceived workplace discrimination by South American immigrants in Chile. A cross-sectional design with a descriptive scope was used, where the final sample was made up of 612 South American immigrants of legal age who have been living in the country for more than a year. The results indicate that immigrants who perceive more discrimination in the workplace are those who mainly interact with foreigners from a third nationality. Finally, the discussion is presented, contrasting the results with the theoretical framework, weaknesses and strengths of the study are analyzed, and future lines of research are suggested.

The Connection between Perceived Workplace Discrimination and Viewing Work as a Spiritual Calling

AbstractResearch shows that perceived workplace discrimination shapes an individual's job satisfaction and intent to leave a job. This study considers whether these impacts may be attenuated if an individual views their work as a spiritual calling. Using data from a nationally representative survey (N = 9,907), our analysis shows that perceived work discrimination due to race, gender, and religion are all independently associated with less job satisfaction net of a variety of other measures. Viewing work as a spiritual calling is associated with greater job satisfaction, even when accounting for traditional measures of religiosity. The negative impact of perceived discrimination on job satisfaction is weaker among those who view work as a spiritual calling. These findings provide evidence of the mechanisms underlying job satisfaction and have implications for understanding how religion might help mitigate the negative consequences of perceived discrimination in the workplace, or allow discrimination to potentially go unaddressed.

Perceived Workplace Discrimination Against Women in Professional Workplaces in Nigeria

Perceived Workplace Discrimination Against Women in Professional Workplaces in Nigeria

Perceived discrimination in the workplace and mental health from early adulthood to midlife.

Considerable evidence demonstrates that perceiving oneself as an object of discrimination has negative consequences for mental health. However, little is known about whether this experience is more or less harmful in distinct phases of the life course, consistent with the life course principle of timing; or whether, in accord with the principle of lifespan development, it has long-term implications. We draw on longitudinal data addressing perceived workplace discrimination based on race/ethnicity and gender from the prospective Youth Development Study, covering early adulthood to midlife. Hierarchical linear modelling of the effects of discrimination on depressed mood indicates that both forms of discrimination have short-term (within life stages) and long-term (across stages) adverse effects on adult mental health. The impacts of perceived discrimination within stages on depressed mood appear to be greatest in the mid-30s and to weaken by midlife. Lingering effects of discrimination are more pronounced early on. These patterns are observed with controls for key time-varying negative experiences at work and personal socio-economic status, as well as invariant background characteristics (gender, race and parental socio-economic status). We consider these findings in relation to the dynamics of personal change in the context of occupational careers.

Methodological considerations in the study of perceived discrimination at work: a scoping review protocol

Perceived discrimination is a complex phenomenon of study and has significant repercussions on people's health. Many studies confirm the negative effects of stress on workers' health in the workplace, affecting both their physical and mental health. However, there is no consensus when investigating the construct of "perceived work discrimination". To examine how perceived workplace discrimination has been investigated, considering its association with health and occupational outcomes. A scoping review will be performed according to the PRISMA guidelines for scoping reviews and the Joanna Briggs Institute. We will search for published articles in english and spanish between 2000 and 2022 in the Scopus, MEDLINE/PubMed, and PsycInfo databases. Through the Rayyan application, two reviewers will independently select titles and abstracts. Then, they will review the full texts. Subsequently, relevant information about the selected articles will be extracted, and their methodological quality will be evaluated. Finally, a narrative synthesis of the main results found will be made. We expect the findings to improve methodological aspects when investigating perceived workplace discrimination, facilitating decision-making for those researchers who wish to address perceived work discrimination.

Demographic diversity, perceived workplace discrimination and workers' well-being: context matters

PurposeThe main objective of this article is to contribute to the advancement of scientific knowledge on the determinants of perceived workplace discrimination and its consequences on workers' well-being in Canada.Design/methodology/approachThe authors used a representative sample of 7,706 workers aged 18 to 65 based on data from the 2016 General Social Survey of Canadians at Work and Home to conduct logistic regression models.FindingsWomen and visible minorities are at greater risk of perceiving that they have experienced workplace discrimination, but immigrants' perceived workplace discrimination risk is no different from that of non-immigrants. This risk is higher in public administration than in other industries and varies between provinces. Perceived workplace discrimination increases stress and is associated with a lower level of self-reported mental health.Practical implicationsSince perceived discrimination has a detrimental effect on workers' well-being, organizations should pay special attention to their employees’ perceptions. Relying only on official complaints of discrimination can lead organizations to underestimate this issue because many employees are not inclined to file an official complaint, even if they believe they have been discriminated against.Originality/valueThe authors findings are original because they suggest that visible socio-demographic characteristics (gender and visible minority) affect perceived workplace discrimination, which is not the case for invisible socio-demographic characteristics (immigrant). They point out that the province of residence is an element of the context to be considered and they indicate that workers in the public sector are more likely to perceive discrimination than those in other industries. These empirical contributions highlight that, despite anti-discrimination laws and government efforts to promote equity, diversity and inclusion, perceived workplace discrimination persists in Canada, particularly among women and visible minorities and it has tangible impacts on the workers' well-being.

Mexican-origin parents' workplace discrimination and well-being: The roles of familism values, family conflict, and gender.

This study examined Mexican-origin parents' perceived workplace discrimination, familism, family conflict, and gender as related to parents' well-being (i.e., self-esteem, depressive symptoms, and general physical health) over a 2-year period during the 2007-2009 "Great Recession" in the U.S. Data were drawn from two waves of a larger study of 246 Mexican-origin predominantly immigrant families with adolescents. Using a matched-pairs sample of mothers and fathers, path analyses were conducted to test the hypothesized relations. Moderation analyses revealed that high levels of familism weakened the link between workplace discrimination and parents' depressive symptoms, whereas high levels of parent-youth conflict exacerbated the association to parents' psychosocial well-being. There was variation by parent gender, with parent-youth conflict being more strongly associated with fathers' self-esteem than mothers'. Findings indicate that Mexican-origin parents' familism can mitigate and family conflict can exacerbate the risks of workplace discrimination on parents' psychosocial well-being. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Original Research Article_Study of Inter-Relationship Between Perceived Workplace Discrimination, Job Stress, Mental Well-Being, And Job Performance of Teachers

Original Research Article_Study of Inter-Relationship Between Perceived Workplace Discrimination, Job Stress, Mental Well-Being, And Job Performance of Teachers

Perceived Workplace Discrimination and Disclosure at Work among Lesbian and Gay Employees: The Role of Prior Coming Out Experiences in Different Life Domains

ABSTRACT This French study aimed to explore the links between different dimensions of perceived workplace discrimination (i.e., perceived heterosexist events, workplace climate toward LGBT employees, organizational policies against discrimination) and disclosure of one’s homosexuality at work among 234 lesbian and gay employees. Drawing on the theoretical model of an active and plural socialization, we postulated that prior experiences of coming out across different life domains (i.e., family, work, friends) moderated these links. Findings from the Web-based internet survey revealed that prior negative coming out experiences with friends moderated these links, but in a different way whether individuals were faced with personal discrimination (i.e., heterosexist events) or with a more general discrimination risk (i.e., workplace climate, organizational policies). Theoretical and practical implications of these results are discussed in the field of work and organizational psychology.

Divergent Psychological Consequences of Gender Discrimination in the Workplace Among Women and Men

We examine whether the psychological consequences of perceived workplace discrimination differ between women and men. We argue that the types of experiences that women vs. men view as discriminatory are different; while the majority of women’s perceptions of discrimination in the workplace emerge from experiences that appear to align with patriarchal norms, the majority of men’s perceptions of discrimination emerge from experiences that appear to reflect institutions’ efforts to reduce discrimination against women. These differences in types of perceived discriminatory experiences give rise to divergent psychological consequences. We argue that the experience of workplace gender discrimination 1) reduces self- efficacy among women but not among men and 2) reduces the sense of belonging for both women and men. We further argue that these effects contribute to a reduction of well-being among members of both genders, with the negative effect on well-being being more pronounced among women than among men. We examine these predictions in two surveys of working adults. We discuss implications for research on the experience of discrimination and for organizations seeking to reduce the negative consequences of perceptions of discrimination.

Perceived Race as Variable: Moderating Relationship Between Perceived Discrimination in the Workplace and Mentally Unhealthy Days.

Since race is a social construct, the experience of racial discrimination occurs based on perceived race. This study explores the moderating effects of self-identified race and perceived racial identity on the relationship between perceived discrimination in the workplace and mentally unhealthy days using data derived from the four states (Arizona, Minnesota, Mississippi, and New Mexico) that responded to the 2014 Reactions to Race module of the Behavioral Risk Factor Surveillance System. The study hypothesized that self-identified White people, also perceived as White (WW), would have less perceived workplace discrimination and less mentally unhealthy days than self-identified non-White people perceived as White (NWW); NWW would have less perceived discrimination associated with mentally unhealthy days than self-identified White perceived as non-White (WNW); and, WNW would have less perceived discrimination associated with mentally unhealthy days than self-identified non-White perceived as non-White (NWNW). The study was conducted under the regulating body of the City University of New York in 2017. Findings suggest that being perceived as White is a protective factor as analysis determined that NWW experienced less discrimination in the workplace associated with mentally unhealthy days than NWNW.

Gender Differences in Perception of Workplace Experience Among Anesthesiology Residents

Medical education is moving toward gender parity; however, many fields, including anesthesiology, remain predominantly male. The gender gap in anesthesiology is poorly recognized, and little is known about why it exists. It is possible that perceived workplace discrimination may deter women from pursuing a career in anesthesiology. We administered a survey to examine whether gender differences affect the experience of anesthesiology residents in the workplace. This study consisted of an analysis of responses to a survey administered in 2017 via REDCap to residents at an ACGME-accredited anesthesiology training program. The survey contained 30 questions adapted from validated tools for measuring attitudes and discrimination in the workplace. Ninety-eight residents received the survey and 83 (33% female) completed it. Power calculations determined that with a sampling ratio of 3:1, 1% error rate and 80% power, a future study would require 559 respondents. There was no difference in total composite score between male and female respondents; however, when considering only those items used to assess perceived discrimination, women scored higher. Analysis of individual items revealed that women were significantly more likely to feel that their gender put them at a disadvantage in the workplace, and to note sexist behavior at work. Female residents were significantly more likely to have experienced discrimination from patients, attending physicians, and residents. Our study revealed that female anesthesiology residents perceive more gender-based discrimination at work. Perceptions of workplace discrimination may contribute to the persistence of gender gaps in different areas of medicine.

Fears, discrimination and perceived workplace promotion

PurposePast research about workplace promotion has focussed on factors that shape employees’ perceptions for promotion. Yet, we still know little about how such undesirable factors as the fear of success (henceforth FoS) syndrome and perceived workplace discrimination affect perceived promotion and even less so how this relationship is mediated by self-efficacy and intrinsic motivation. The purpose of this paper is to propose a conceptual framework integrating these factors.Design/methodology/approachA structural equation modelling procedure was employed to empirically test the model using data collected from employees in wide-ranging Israeli industries (n=553).FindingsThe path model indicates that initially, FoS and perceived discrimination negatively affect perceived chances of promotion. When however, self-efficacy and intrinsic motivation mediate this relationship, subjects perceive their promotion chances positively.Practical implicationsSelf-efficacy and intrinsic motivation may be employed to attenuate the potentially adverse effects of FoS and discrimination effects.Originality/valueFoS and perceived workplace discrimination are common phenomena, yet the authors show that they may be mitigated by heightened self-efficacy and amplified intrinsic motivation that help in sustaining perceived workplace promotion.

Organizational Context and Female Faculty's Perception of the Climate for Women in Academic Medicine.

Gender inequalities in the careers of faculty in academic medicine could partially be attributed to an organizational climate that can exclude or be nonsupportive of women faculty. This study explores the climate for women faculty from a systems perspective at the organizational and individual levels based on the perceptions of women faculty. Race differences were also investigated. Cross-sectional survey data from women faculty (N = 3127) at 13 purposively sampled medical schools and an institutional assessment of organizational characteristics were used. Organizational factors related to the climate for women were identified using bivariate statistics. The association between perceived climate for women and organizational characteristics, individual perceptions of the work environment and individual career, and personal characteristics with control variables were investigated using hierarchical linear regression models. Organizational effects by race/ethnicity were estimated using interaction terms. The climate for women faculty varied across institutions and by classification as minority-serving institutions (MSIs). Respondent's report of existence of an office for women's affairs, trust in leadership, and satisfaction with mentoring were positively associated with the climate for women. Perceived workplace discrimination and work-family conflict were inversely associated with a positive climate. No race/ethnicity differences were observed in the multivariable analysis. The climate for women faculty in academic medicine should not be regarded constant across organizations, specifically between MSIs and non-MSIs. Efforts to advance a positive climate for women could focus on improving trust in leadership, increasing support for structures/offices for women, and mitigating perceived discrimination and work-family conflict.

No Rest for the Stigmatized: A Model of Organizational Health and Workplace Sexism (OHWS)

Employee sick attendance at work—presenteeism—poses a significant threat to both employee health and organizational productivity. However, despite the wealth of literature examining organizational predictors of presenteeism, little research has investigated the impact of stigmatized status on employee work attendance when sick. We argue that gender discrimination in the workplace promotes negative job perceptions and poorer health, ultimately contributing to increased rates of presenteeism among female employees. In two studies assessing U.S. women’s perceptions of workplace sexism, job security, job autonomy, job stress, reported health, and workplace sick-related attendance, we develop the framework for the Organizational Health and Workplace Sexism (OHWS) model. Study 1 utilized a large nationally representative dataset to conduct a secondary data analysis that preliminarily investigated the unique impact of perceived workplace discrimination. Results found that women who experienced workplace sexism reported more negative job perceptions and poorer health outcomes, yet they did not stay home from work more often than non-stigmatized women did—suggesting sick work attendance. Study 2 surveyed employed women through a paid online survey service in a more detailed assessment of the variables. Structural Equation Modeling (SEM) revealed that workplace sexism negatively related to reported health, job security, and job autonomy, which were positively associated with perceived job stress. Job factors also were negatively related to health, which directly correlated with rates of presenteeism. Therefore, the OHWS provides a novel addition to the presenteeism literature by bridging the health, stigma, and organizational literatures.

Actual vs. perceived workplace discrimination involving charging parties with learning disabilities: The National EEOC ADA Research Project

Actual vs. perceived workplace discrimination involving charging parties with learning disabilities: The National EEOC ADA Research Project

Perceived workplace discrimination, coping and psychological distress among unskilled Indonesian migrant workers in Malaysia

Migrant workers face many migration-related stressors that may affect their mental health. This study examines workplace discrimination in relation to psychological distress, and the role of coping among unskilled Indonesian migrant workers in Malaysia. In a sample of 119 workers (39 males and 80 females), results of a hierarchical regression analysis showed that workplace discrimination was positively related to psychological distress. Both problem-oriented coping and emotion/avoidance coping were predictive of distress. While problem-oriented coping was associated with lower distress, emotional/avoidance coping was related with higher distress levels. In addition, low emotion/avoidance coping was found to buffer the adverse effect of discrimination on distress. These results are discussed in relation to the literature on coping as well as the social-cultural context of the migrants and the host country.

Effects of Mexican Immigrant Parents' Daily Workplace Discrimination on Child Behavior and Family Functioning.

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