Query: race discrimination at workplace

title: Race Discrimination at Work in Europe: A Civil Society Perspective
abstract: In this chapter, adopting a civil society perspective, the author is reflecting on the development of equality legislation in the European Union and its (lack of) impact on racial equality at the workplace. Presenting the development of the European Network against Racism and its organization, he highlights the thought process that led anti racist activists to depart from a purely legal approach to discrimination and inequality to engage in a constructive conversation with public and private employers about diversity management. Since 2009, this organization has been through a long cycle of learning and exploration of the challenges of racially and ethnically diversifying a workforce and articulating business cases to that effect, while seeking to remain faithful to its founding principles of inclusion and equality. The author touches upon a variety of issues emerging from the practice of its organization: the difficulties, sometimes reluctance of HR managers to confront racism, their quest for tools, the blockings around equality data collection, the ambivalent role of trade unions as well as post modern tensions between standardization and individualization which lie at the heart of diversity management.

title: Race Discrimination at Work: The Moderating Role of Trade Unionism in English Local Government
abstract: Workplace racism remains a serious issue despite over forty years of legislation alongside a raft of HRM policies. There remains limited research on the differences in employment experiences of British Black and Asian Minority Ethnic (BAME) staff and their white colleagues. There is a power imbalance at work as between individual employees and management, and this lack of equity has been traditionally counterbalanced by strong workplace trade unionism. In particular, we know little about the role of trade unionism on the perception of workplace equality among BAME employees. Using more than 2,580 valid responses from full time employees in highly unionised local councils, this study shows that BAME employees have a significantly lower evaluation than their white colleague of fair pay and equal work environment. The latter fully mediates the negative perception between BAME staff and fair pay; and furthermore, the perception of union commitment to equality strengthened their views of a management supported equal work environment.

title: Race and workplace discrimination
abstract: Drawing upon theories of modern discrimination, the present study focuses on cyber incivility and interpersonal incivility as mechanisms through which race leads to perceived discrimination. Participants included 408 full time working adults who responded to an online survey. The results indicate that Non White employees experience subtle forms of discrimination through the use of e mail, which accentuate the need for organizations to eradicate workplace mistreatment so that their employees can avoid the adverse outcomes associated with experiencing cyber incivility. The purpose of this paper is to extend the understanding of selective incivility and concludes with directions for future research and practical implications.  Participants included 408 full time working adults who responded to the survey online.  The results indicate that race was indirectly associated with discrimination through cyber incivility. The results indicate that Non White employees experience subtle forms of discrimination through the use of technology and cyber space which accentuate the need for organizations to eradicate workplace incivility so that their employees can evade the adverse outcomes associated with experiencing incivility at work.  This study extends the understanding of selective incivility and concludes with directions for future research and practical implications.  This paper is the first to explore the relationship between race, cyber incivility and discrimination.

title: Perceiving Discrimination: Race, Gender, and Sexual Orientation in the Legal Workplace
abstract: Using quantitative and qualitative data from a large national sample of lawyers, we examine self reports of perceived discrimination in the legal workplace. Across three waves of surveys, we find that persons of color, white women, and LGBTQ attorneys are far more likely to perceive they have been a target of discrimination than white men. These differences hold in multivariate models that control for social background, status in the profession and the work organization, and characteristics of the work organization. Qualitative comments describing these experiences reveal that lawyers of different races, genders, and sexual orientations are exposed to distinctive types of bias, that supervisors and clients are the most frequent sources of discriminatory treatment, and the often overt character of perceived discrimination. These self reports suggest that bias in the legal workplace is widespread and rooted in the same hierarchies of race, gender, and sexual orientation that pervade society.

title: Age, gender and race in the workplace: discrimination in recruitment
abstract: Despite the growing participation of older workers in the labour market, age discrimination prevails and many employers are prejudiced against older workers (Bowman et al 2017) Several studies have shown that age often intersects with other characteristics such as gender, contributing to 'double' or multiple discrimination. Using quantitative research and qualitative interviews, our study focused on the topic of discrimination in the UK at the recruitment stage. The experiment was conducted during 2017 whilst the qualitative research is on going. Findings suggest that that there is evidence of discrimination based on the characteristics of age, gender and race/ethnicity: older women are more likely to be excluded from job interviews; Black older women experience further difficulties in gaining an interview. Moreover, those selected tend to be shortlisted for lower status jobs. The paper will engage with theories of intersectionality, as well as 'hard' and 'soft' types of discrimination, in order to explore notions of the 'ideal worker' There are several implications in the findings. Here we will focus on three main challenges: first, of legislation which does not fully cover 'triple discrimination' second, for trade unions in dealing with cases of multiple discrimination; and third for policy makers who despite the government encouragement, witness older workers in the labour marker excluded during the process of recruitment. The research has been conducted during a period of uncertainty around Brexit and the paper will take this factor into consideration.

title: Correction to: Examining Race/Ethnicity Differences in the Association between the Experience of Workplace Racial Discrimination and Depression or Negative Emotions
abstract: Please note that the name of coauthor Shauna Carlisle was presented incorrectly in this article as published: The correct rendering of her name is Carlisle, S.K. (instead of the incorrect rendering of Carlisle, S.E. which incorrectly notes E. [surname] as her middle initial)

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

title: Examining Race/Ethnicity Differences in the Association Between the Experience of Workplace Racial Discrimination and Depression or Negative Emotions
abstract: This study examines associations and potential interactions between race/ethnicity, workplace racial discrimination, depression, and negative emotional symptoms experienced due to treatment based on race. Data for this study come from the 2014 Behavioral Risk Factor Surveillance System (BRFSS) an annual telephone survey of US residents, aged 18 and older. Respondents from MN and NM (n 13,655) completed a module titled Reactions to Race, which contained items assessing workplace racial discrimination and negative emotions experienced based on treatment due to race, as well as standard BRFSS items assessing a diagnosis of depression. Results support previous research concluding that non Hispanic White survey respondents are less likely to experience racial discrimination in the workplace than other race/ethnicity groups, but were more likely to report both depression and negative emotions. Analyses stratified by race/ethnic group suggest that, after controlling for gender, marital status, education, and income, there was an association between experiencing workplace racial discrimination and reporting negative emotions due to treatment based on race (all p values 0.001) Of note, this association was strongest for non Hispanic White respondents.

title: The Eleventh Circuit Dreadlocks Ban and the Implications of Race Discrimination in the Workplace

title: Where Title VII Stops: Exploring Subtle Race Discrimination in the Workplace