Employment Discrimination

This study is an attempt to replicate and extend research on employment discrimination by A. P. Brief and colleagues (A. P. Brief, J. Dietz, R. R. . More specifically, the authors attempted (a) to constructively replicate the prior finding that an explicit measure of modern racism would interact with a corporate climate for racial bias to predict discrimination in a hiring context and (b) to extend this finding through the measurement of implicit racist attitudes and motivation to control prejudice. Although the authors were unable to replicate the earlier interaction, they did illustrate that implicit racist attitudes interacted with a climate for racial bias to predict discrimination. Further, results partially illustrate that motivation to control prejudice moderates the relationship between explicit and implicit attitudes. Taken together, the findings illustrate the differences between implicit and explicit racial attitudes in predicting discriminatory behavior.

The job interview is one of the most widely used assessment tools in the selection process. Despite its popularity in practice, interview outcomes can be prone to bias. Although our knowledge of stigmatizing applicant characteristics that elicit subgroup differences has grown exponentially, research continuously highlights the need for a framework underlying interview bias. This paper proposes a framework for interview bias based on the dual-process theory, which is a widely applicable theoretical framework that has influenced research on social-interactions, information processing, and decision making. Specifically, we investigate how stigmatizing applicant characteristics affect interviewers’ information processing during the three main stages of the interview (i.e., pre-interview, interview, decision-making), we discuss situational and interviewer factors as moderators, and describe the impact on interview outcomes (like interview bias). Building on the dual-process theory, we formulate key propositions, related to each of the interview stages. Finally, we discuss the implications of this framework for future interview and stigma research and for organizations’ interviewing practice.

This study is an attempt to replicate and extend research on employment discrimination by A. P. Brief and colleagues (A. P. Brief, J. Dietz, R. R. Cohen, S. D. Pugh, & J. B. Vaslow, 2000). More specifically, the authors attempted (a) to constructively replicate the prior finding that an explicit measure of modern racism would interact with a corporate climate for racial bias to predict discrimination in a hiring context and (b) to extend this finding through the measurement of implicit racist attitudes and motivation to control prejudice. Although the authors were unable to replicate the earlier interaction, they did illustrate that implicit racist attitudes interacted with a climate for racial bias to predict discrimination. Further, results partially illustrate that motivation to control prejudice moderates the relationship between explicit and implicit attitudes. Taken together, the findings illustrate the differences between implicit and explicit racial attitudes in predicting d...

Le présent ouvrage ouvre la voie à des travaux de recherche et de pratique professionnelle concrète et entreprend de répondre notamment aux questions suivantes:
Comment ce critère de discrimination prohibée s’est-il construit dans notre droit et quel sens a-t-il ? Quelle acception faut-il retenir de l’apparence physique ? La couleur de peau ? La taille ? La surcharge pondérale ? Le handicap ? Ou le port de signes religieux ? Mais aussi, où s’arrêtent les codes sociaux et où commence la discrimination ? C’est la question des piercings et tatouages, par exemple; Quel est le rôle des préjugés ou des stéréotypes dans ce motif de discrimination ? Quels rôles ont pu jouer dans notre éducation, dans nos représentations mentales, conscientes ou inconscientes, les images de l’apparence physique basées sur une appréciation subjective mais partagée des canons de la beauté ? Quelles conséquences exercent sur le recrutement et le management la séduction et la beauté ? Comment lutter contre la stigmatisation et la discrimination subie par les personnes obèses ? Existe-t-il des discriminations policières au faciès en France, comment les mesurer et comment les réduire ? Comment, dans une approche internationale comparée, les institutions de lutte contre les discriminations telles que la HALDE, ont-elles pris en compte la question des discriminations au motif de l’apparence physique ?
Actes du colloque de sciences-po Lille 2009

In many parts of India, women and some men from particular communities considered lower caste still collect human waste from homes, community toilets, open defecation areas, and drains on a daily basis, load it into cane baskets or metal troughs, and carry it away on their heads for disposal at the outskirts of the settlement. “Manual scavenging,” as it is called, is a centuries-old custom, enforced locally, that requires people of certain caste groups to collect and remove human excrement from unsanitary defecation facilities.

The Indian government for decades has enacted laws to end this practice. Most recently, The Prohibition of Employment as Manual Scavengers and Their Rehabilitation Act, 2013, outlaws all forms of manual scavenging, and requires state authorities to provide alternate livelihoods and other assistance.

Manual scavenging persists because both the central and state governments have failed to protect manual scavenging communities from threats of displacement and violence when they attempt to leave this practice, and to help them enter the labor market. Instead, authorities at the local level often help perpetuate the practice. Women are often still compelled to continue this work for no wages, just access to food and community resources.

Cleaning Human Waste, based on more than 135 interviews conducted by Human Rights Watch in the Indian states of Gujarat, Madhya Pradesh, Maharashtra, Rajasthan, and Uttar Pradesh—documents the negative. impact of manual scavenging on people’s lives, and details the reasons it persists and the barriers that prevent communities from finding other work. We examine previous failures and gaps in the implementation of laws to end manual scavenging, and provide recommendations to make the 2013 Act lastingly effective.

While separate bodies of research have emerged regarding racial microaggressions in postsecondary settings and the relationship between race-related stressors and health outcomes for African Americans, there is a dearth of empirical investigations that test the effects of “general happiness,” “job satisfaction,” and race-related stress based on the educational attainment of African Americans. This study examines the experiences of 3,320 African Americans who participated in the National Survey of American Life (NSAL) conducted by the Program for Research on Black Americans at the University of Michigan. Using a multigroup structural equation modeling approach, findings suggest that experience with more racial microaggressions tends to lead to less general happiness. Furthermore, greater racial microaggressions lead to less job satisfaction regardless of educational attainment. Findings demonstrate that racial microaggressions are entrenched in many parts of society that impact the health and education of African Americans. Authors provide suggestions for addressing racial microaggressions and disrupting whiteness.

This paper examines the extent of gender wage gap and its determinants in urban labour market in India. The study finds that women's work is undervalued even in regular salaried jobs in India's urban labour market and female workers are getting substantially lower wages than their male counterpart in almost all sectors and occupations sub-categories despite controlling for differences in experience, education, geographical differences and other individual characteristics. When we disentangled the gender pay gap, we found that around two-thirds of the pay gap is attributed to pure labour market discrimination and only one-third is attributed to endowment difference. The extent of pay gap is higher at lower end of wage distribution which is primarily dominated by women from lower caste, Muslims and less skilled workers. The pay gap steadily declines towards higher end of wage distribution. This clearly indicates that there exists 'sticky floor' in India's urban labour market. Such persistent and high level of gender pay gap may pose a serious challenge on India's path to inclusive growth and achieving decent working conditions. Therefore, the paper calls for sustainable wage policy intervention to ensure fair treatment to workers, equal pay for work of equal value, social protection and social justice to workers and to promote decent work and inclusive growth in India.

Focusing at its starting point on the emergence of the concept of (super)diversity in policy and academia, that has been cast by a growing body of literature as a “diversity turn,” this paper offers to challenge some of the theoretical and epistemic innovations claimed by this set of new analytical tools (Vertovec 2007). First, it critically engages the main features of innovation by replacing them in a broader context of an assumed “return of assimilation” (Brubaker 2001), a multicultural backlash spanning the decade 2000s, and a posited new global era of so-called “postracialism”. Second, it examines other sources of criticism, based for instance on empirical scrutiny and evidence from public policy analysis in three main policy domains: migration, urban studies, and anti-discrimination. Finally, while hypothesizing the advent of white diversity concepts, especially in the French and European settings, I question the possibility of mobilizing the diversity framework critically, namely through a deeper articulation with the perspective of non-discrimination.

A mixed-methods secondary data analysis was conducted using the 2008 California Transgender Economic Health Survey (N = 646). Research questions were: What barriers to employment do members of the trans and GNC community perceive they face? How do gender identity, presentation, conformity and passing/blending impact discrimination in the workplace? Who is most likely to experience workplace discrimination and unemployment? What are the potential consequences of being out at work? Who is mostly likely to experience particular types of workplace discrimination? Respondents reported overt discrimination, lack of legal protections and employee training, employer fears and exclusion as intersubjective experiences, beliefs and anticipatory fears. Most respondents (67%) experienced some form of discrimination. FtMs experienced privacy breach and misgendering while MtFs experienced a wider variety of discrimination types. Protective factors included passing/blending, higher income, increased age, and being White. Injurious factors included being out to co-workers and needing help with changing IDs.

Workplace discrimination continues to limit both the workforce participation and satisfaction of many Americans. Whereas many minority groups experience discrimination in the workplace, African Americans often experience the cumulative effects of multiple forms of discrimination. The levels of discrimination that African Americans face not only impede their ability to gain employment, but also negatively affect their career mobility. From traditional forms of discrimination based on race, gender, age and ability, to new forms of discrimination based on credit scores, appearance, criminal records and employment status, African Americans continue to disproportionately encounter structural barriers that restrict their participation in the workforce.

This article examines the legal, ethical, practical ramifications of discrimination in the workplace based on sexual orientation and gender identity. The authors discuss discrimination in the workplace covering 1) federal law, arising from statutes, executive orders, and case law,as well as proposed federal statutory law, 2) state law, and 3) local government law. The article also examines certain contractually based company policies covering discrimination against sexual orientation and gender identity. Questions of morality and ethics are never far removed from debates about expanding the rights of gay, lesbian, bisexual, sexually transitioning, and transgender people. Accordingly, this article provides an ethical analysis of expanding employment protections based on sexual orientation and gender identity. The authors will discuss the practical implications for employers based on the current state of sexual orientation discrimination law; and finally, based on the legal and ethical analysis furnished herein, the authors will make appropriate recommendations to employers. Amending Title VII of the Civil Rights Act to encompass protection against discrimination against gay, lesbian, bisexual, sexually transitioning, and transgender individuals will ensure that all people have equal access to the same employment opportunities, benefits, and protections, as well as fair and unbiased treatment in the employment environment. In order to achieve the goals of fair and equal treatment, as well as to promote diversity, inclusion, and mutual understanding and respect, all employees must have the full protection of civil rights law.

Produced in partial fulfilment of LLM in Law of Employment Relations at the University of Leicester.

Explored whether disabled employees were protected by the DDA 1995 by examining the hurdles faced by disabled employees in the pursuance of disability discrimination claims against their employers.  I argued that DDA 1995 failed to address in sufficient depth the various barriers that confront disabled employees and that many disabled employees find themselves excluded from the scope of the DDA 1995 for three reasons: (1) they are unable to prove that they are ‘disabled’; (2) they are unable to meet the requirements for each discrimination provision; and (3) they are unable to enforce their rights through the limited enforcement mechanisms available.

Gender discrimination in employment and at workplaces may occur in different manner and may be of different nature. Although the world community recognizes the necessity of eliminating gender bias and establishing gender equity and equality in employment, it still could not be addressed satisfactorily. There are several factors that turn every effort towards this end into a failure. These impediments may start in the family and may last up to the whole period of a woman’s work life. Again, these may also lead a woman’s choice of profession induced through threat upon her dignity. In almost all types of organizations, employers’ predisposition is found biased towards the male employees and workers. Biasness is evident in paying, in delegating authorities, in attitudes and treatments and in similar other forms. Together these discriminations offer a hostile environment around the office or workplace. On the other hand, despite much has been achieved by women these days, most of their ...

Para este artículo nos dedicaremos a reflexionar sobre el “Mercadillo” gitano en Valladolid, los imaginarios que se movilizan en torno a “lo gitano”, y las estigmatizaciones y prejuicios que “otrificando sus apariencias” (entendida apariencia como apariencia física, vestimenta y modos de proceder), actúan como marcadores de exclusión laboral, que visibiliza ciertas “alteridades” como resultado de las sedimentaciones sociohistóricas de las configuraciones locales, nacionales y globales.

Alors que les convictions religieuses font partie des libertés fondamentales et qu’elles sont un élément intégrant du dispositif juridique anti-discriminatoire depuis l’article 13 du Traité d’Amsterdam de 1997 et la première loi française qui transpose les mesures législatives européennes en 2001, la « diversité religieuse » n’est pas visée par l’entreprise et n’y est pas non plus tout à fait admise, ou à condition d’être rendue invisible. C’est une lecture extensive des principes de la laïcité et de la loi de 2004 sur les signes religieux à l’école qui justifient cette posture. Or, tout comme la législation sur l’école qui se veut en théorie générique, ces interdictions visent majoritairement dans les faits une population seule et unique, de confession musulmane.

This report presents the findings of an EQUAL funded study into the employment experiences of black minority ethnic (BME) individuals living across rural north Wales. It investigates the effects of rurality and social isolation on the opportunities and
experiences of BMEs within the labour market and maps the demographic characteristics of this sample population, highlighting barriers to employment.

The research placed particular emphasis on;
· BME views on their local neighbourhood
· How BMEs access employment opportunities
· Barriers to employment opportunities

Key Issues Arising from the Research
Rural racism was identified as being a main barrier for BMEs. Respondents reported that they felt they often faced discrimination based on their appearance, ethnicity or name.

Participants also reported feeling isolated from their community and the local employment market. Many BMEs did not access local employment services when looking for work as they felt the service they received was inappropriate.

Interviews with employment service providers highlighted an apparent lack of understanding that the term BME referred to the settled community not just migrant workers. A proportion of those interviewed mentioned that not many BMEs accessed
their services. However, no employment service provider appeared to be curious to find out why BMEs did not access their services.

BMEs are identified as being a target group for employment initiatives, yet there is little in the way of BME specific employment initiatives in north Wales. Furthermore those
living in rural areas are especially neglected.

Female empowerment is a prerequisite for a just and sustainable developed society. Being the most developed non-western country, Japan offers an instructive window onto concerns about gender worldwide. Although overall gender equality is advancing in Japan, difficulties remain, especially in achieving equality in the workplace. We draw on theories of ontological commitment and the psychology of fiction to critically analyse the role of popular culture — in this case manga — in the reproduction of gender inequality in the Japanese workplace. We present examples of four of the most popular mainstream manga aimed at working men and women in Japan and show how women are depicted. We argue that the hyper-mediated fictional realism of representative tropes generates an ontological commitment to characters and narratives among consumers that reinforces the reproduction of a culturally exceptionalist national political economic space, one of whose essential defining characteristics is a gendered workplace. Our research suggests important implications for researching the relationship between culture, in all its forms, and spatial variation in persistent institutional biases among varieties of capitalism.

This paper investigates the commonly held view that residents of Brazilian
slums in the city of Rio de Janeiro (locally called favelas) experience systematic
discrimination due to their neighborhood of residence. First, I decompose wage
differentials between favela and non-favela residents into one portion that is
explained by productivity and demographic characteristics and one that could
possibly be interpreted as direct neighborhood-based discrimination. Then, I
conduct a resume audit field experiment to test the discrimination hypothesis.
One thousand resumes were randomly assigned to neighborhood treatment
groups and sent to job postings from Rio de Janeiro classifieds between October
and December of 2013. I find no overall differences in callback rates between
favelas and non-favelas, suggesting that widespread neighborhood-based
discrimination—at least for the types of low and middle-skill level jobs applied
for and in this part of the hiring process—is not likely to be at play. However, I
observe a strongly significant effect in the North zone of the city, where the
sampled non-pacified favela received considerably fewer callbacks than both
nearby pacified favela and the non-favela neighborhoods; this effect is
significantly larger for jobs that require the handling of money and/or
documents. This gives credence to anecdotal evidence of neighborhood-based
discrimination in the city and supports a trust-based explanation of cases of
discrimination against favela residents. Nevertheless, the overall findings
provide encouraging evidence that systematic neighborhood-based labor market
discrimination is not likely to be a significant cause of poverty traps in this
context. Furthermore, these results provide some indication that the local favela
pacification program could be contributing to the diminishment of a perverse
cultural institution within a considerably short period of time.

¿Cómo se manifiesta la discriminación en el empleo en México? ¿A quiénes afecta y de qué formas? ¿Cuáles son los costos que le genera a las empresas y al país? ¿Cómo puede remediarse? ¿Qué papel debe cumplir el Estado en su erradicación? ¿Cuáles son las políticas mínimas que debería implementar para cumplir con las obligaciones que tiene en esta materia? Estas son algunas de las preguntas que este libro busca responder. Ofrece una guía para quien quiera entender el fenómeno de la discriminación laboral y el entramado jurídico que se ha diseñado en México para hacerle frente.
En concreto, el libro está dividido en cuatro apartados. El primero está dedicado al derecho a la no discriminación en el empleo; a exponer el marco constitucional e internacional de los derechos humanos aplicable a la discriminación laboral en México. El propósito de este apartado es que queden claras las protecciones que le ofrece este derecho a las personas, así como las obligaciones que le genera al Estado.
El segundo apartado está dedicado al fenómeno de la discriminación en el empleo. Ofrece un resumen de los datos y estudios más importantes que existen al respecto en México. Y, con base en ellos, ofrece un marco teórico para entender cómo opera este tipo de discriminación y, por lo mismo, cómo puede combatirse.
El tercer apartado está dedicado a la regulación de la discriminación laboral en México. Con base en lo visto en el segundo apartado, comienza por identificar los elementos mínimos que debería contener una política integral estatal para combatir la discriminación en el empleo. Después, se dedica a exponer y analizar críticamente las políticas legislativas que el Estado mexicano ha implementado para combatir la discriminación en los centros de trabajo.
Finalmente, en el último apartado, se ofrecen algunas conclusiones y recomendaciones de reformas que pueden ser impulsadas para subsanar las deficiencias que actualmente existen en las políticas para combatir la discriminación en los centros de trabajo en el país.

Except for some U.S. states and localities, gay men and lesbians are largely unprotected from employment discrimination. In debate over national legislation (Employment Non-Discrimination Act), some legislators have questioned the efficacy of antidiscrimination legislation. To address this issue, we conducted three studies. In Study 1, we documented public awareness of sexual orientation employment antidiscrimination laws by contacting 111 households in areas that do and do not offer city-wide protective laws. In Study 2, we examined the discrimination directed toward applicants who portrayed themselves as gay (lesbian) or nongay while applying for 295 retail jobs in neighboring cities with or without legislation. In Study 3, we conducted a lab experiment in which prior to interviewing a gay or lesbian confederate applicant for a management position, 229 participants were led to believe that their area either does or does not have sexual orientation antidiscrimination legislation. Our results, taken as a whole, reveal that public awareness of sexual orientation laws is heightened in communities with (vs. without) legislation (Study 1), that gay/lesbian applicants experience decreased discrimination when they have protective legislation (Study 2), and that reduced discrimination still occurs when legal awareness is randomly assigned and manipulated in a laboratory setting (Study 3). We discuss the theory behind these findings and aim to inform legislative debate with some of the first-known empirically based research estimates for the likely efficacy of pending national legislation (i.e., Employment Non- Discrimination Act).

When ever the issue of valuing diversity emerges, particularly in India, it is often only its cultural diversity is invoked.  But the same is not considered in terms of valuinng their social and economic diversity. The result is most of the historically excluded and exploited communities like the Dalits of India, who constitute more 16 percent of the total national population, is left to face extreme forms of social indignities and brutalities with out economic support to protect their rights and dignity.

The fiftieth anniversary of Title VII's ban on sex discrimination provides an occasion to reflect on its successes and failures in achieving workplace sex equality. Although considerable progress has occurred, advances have been both uneven and unsteady. This Article shows that a primary limit on legal reform has been attitudinal. Before and after Title VII's enactment, private and public officials have defended sex discrimination and inequality by appealing to naturalized conceptions of sex difference. Persistent stereotypes portray women as more devoted to family roles than work roles and, consequently, less committed to their jobs than men. Similar stereotypes portray women as primarily interested in female-typed jobs said to reward feminine traits and values. Viewed through the lens of such assumptions, sex-based disparities in employment are not inequalities: They are the inevitable expression of innate and cultural sex differences.

To date, distinct and separate literatures have emerged in the field of critical approaches to diversity management, resulting in a fragmented view of the overall endeavour and in an ensuing ambiguity about the key determinants of a critical approach. Despite the abundant extant literature on critical diversity approaches, there is a relative paucity of research on perspectives that summarize and synthesize the core elements of these critical approaches.
    Accordingly, the differences observed across these distinct streams of research suggest that such an attempt to review the disparate literature is likely to yield helpful insights as to the very nature of the main constituents of an overall critical endeavour. Taken for granted that the high conceptual, methodological and epistemological heterogeneity of such distinct theoretical streams renders any attempt to adopt an integrative perspective almost unfeasible, we advanced insights originating in such bodies of research that are in a position to reassess diversity policies, strategies and initiatives through the lenses of alternative, non-mainstream paradigms.
    The book suggests that critical, as well as more holistic management philosophies are in a position to develop diversity initiatives that combine performance with an affirmation of the value of the diverse other.

Comment réduire les différentes inégalités entre jeunes ? Dans quels domaines et de quelle manière est-il plus pertinent de lutter contre les discriminations ? La mixité sociale est-elle un moyen de combattre les inégalités ?
À travers les résultats d’études, de testings, d’évaluations de dispositifs et d’expérimentations mené dans le cadre du Fonds d’expérimentation pour la jeunesse, l’ouvrage apporte des réponses et ouvre des perspectives pour l’action publique en direction de tous les jeunes afin de tenir la promesse républicaine de l’égalité des chances.

La Revue des Droits de l'Homme, n° 14  [En ligne] https://journals.openedition.org/revdh/4182

Le passage de l’antidiscrimination à la diversité fait l’objet ces dernières années d’une abondante littérature internationale en sciences sociales. Cet article propose de le repenser, à tout le moins en ce qui concerne le cas français, au prisme de la substitution à un référentiel normatif juridique d'une « norme de qualité » technique : promue via prix et trophées, codifiée par des chartes, et désormais certifiée par un label « Diversité ». Par la mise en perspective socio-historique et l’ethnographie en situation des stratégies d’action, l’article invite à repenser de manière critique les rapports entre règle de droit, normativité juridique et régulation négociée - marchande, économique. Plus qu’elle ne procède d’une « managérialisation » ou d’une « internalisation » de la première, la normalisation au sens de Michel Foucault, en apparence « technique », tend à subvertir la normativité intrinsèque de la règle et de l’ordre juridiques. Nous examinons en particulier l’incidence de ces processus en matière de lutte contre les discriminations et de stratégies de diversité, notamment sur le lieu de travail.

20 ans après les premières impulsions, unanimement retenues comme acte majeur de requalification des politiques publiques françaises d’intégration à lutte contre les discriminations, la 6e livraison des Cahiers de la LCD propose de revenir sur les évolutions et le chemin parcouru en deux décennies, et plus particulièrement au travail. En effet, le champ de l’emploi fait partie des tous premiers domaines d’intervention, ciblé dès 1998 par une série de mesures spécifiques. Point nodal des processus de solidarité et d’intégration sociale, il nous fait vivement ressentir tout écart à l’idéal méritocratique d’égalité et de justice sociale. Selon le baromètre du Défenseur des droits, en 2016, plus d’un tiers de la population active rapporte une expérience vécue de discrimination en emploi, alors que ce chiffre s’élève à plus de 60% pour des catégories particulièrement exposées.
Sans prétendre épuiser ces enjeux, l’objectif de ce numéro sera d’interroger, au croisement des sciences sociales et du droit, le déploiement normatif, comme en matière de politique publique, du référentiel de la non-discrimination en emploi. Les contributions réunies proposent toutes à leur manière de jeter un éclairage sur le chemin parcouru en vingt ans, les réalisations accomplies, mais aussi les angles morts et les impasses, autour de trois thèmes forts : l’étude critique de l’évolution du dispositif juridique antidiscriminatoire, confronté au moment où son institutionnalisation arrive à maturité, à l’épreuve de son effectivité ; les freins demeurant à la reconnaissance juridique des discriminations, ainsi que la portée des stratégies judiciaires, et plus particulièrement en emploi ; l’articulation problématique enfin entre ce référentiel normatif, juridique de la non-discrimination et les initiatives portées par les acteurs sociaux, avec le soutien des pouvoirs publics, autour d’une régulation technique, via certifications et labels, de la diversité au travail.

En moins d’une décennie, l’insertion professionnelle des enseignant·es immigrants a suscité un important corpus de recherches au Québec et au Canada francophone. Dans l’ensemble, ces recherches mobilisent des cadres d’interprétation surexposant l’analyse des écarts culturels entre les enseignant·es immigrants et la société d’immigration. En dépit du dispositif mis en place en 2001 afin de corriger les effets de la discrimination systémique en emploi dans les organismes publics, aucune recherche ne lie l’expérience de ces enseignant·es à la sous-représentation persistante du personnel enseignant de groupes racisés au Québec et, de manière plus notoire encore, dans les commissions scolaires francophones de la région métropolitaine de Montréal (RMM) (CDPDJ, 2015).

Menée à partir d’une perspective épistémologique interprétative-critique et d’un cadre d’analyse féministe, cette thèse s’éloigne de ce prisme essentialisant afin de produire de nouveaux savoirs visant à accroître la justice sociale au sein de l’institution éducative. Les courants féministes guidant la thèse se rejoignent dans leur volonté de dévoiler les configurations des rapports sociaux et du pouvoir par lesquelles se matérialise la domination dans les différentes sphères de la société, dont le travail. Inspirée par la méthode sociologique de l’ethnographie institutionnelle, cette recherche prend la forme d’une enquête cherchant à comprendre comment les rapports sociaux, notamment de race, sont organisés et re-produits dans les distributions dissymétriques du travail enseignant. L’enquête a été menée depuis le point de vue d’enseignant·es en insertion professionnelle assignés par des rapports sociaux de race et travaillant dans les commissions scolaires francophones de la RMM (14). Leurs récits et questionnements ont engendré l’exploration des processus institutionnels et pratiques régulant l’obtention d’une autorisation d’enseigner et de contrats de travail. L’enquête a été approfondie par des entretiens menés avec des directions d’établissement d’enseignement (4), des conseiller·es pédagogiques (2), des conseillères syndicales (2) et des employées du secteur des ressources humaines (2) rattachés à deux commissions scolaires de la RMM. Des documents –lois, règlements, rapports, conventions collectives, etc.– organisant à différents égards ces processus ont également été analysés.

Les résultats de la thèse se situent à plusieurs niveaux. Le dévoilement des configurations des rapports sociaux dans le travail enseignant ne peut se faire sans rendre visible, plus largement, les multiples hiérarchies structurant ce travail à même son cadre législatif. À partir de différents fragments de matériaux, la thèse révèle empiriquement comment l’accroissement du travail atypique et précaire en enseignement – plus marqué depuis les années 1990– induit une augmentation des possibilités de hiérarchisation entre les employé·es, desquelles émergent de nouvelles reconfigurations de la division du travail. La thèse montre comment les rapports sociaux de race organisent la distribution du travail dans cette profession déjà structurée historiquement par des rapports sociaux de sexe. Les résultats mettent en exergue la création de « classes » d’enseignant·es hiérarchisées afin de pourvoir à des affectations elles-mêmes classifiées selon qu’elles permettent ou non de progresser dans la carrière. En l’absence de dispositif conséquent en matière de discrimination systémique, cette thèse montre comment l’arbitraire des processus et critères à partir desquels les enseignant·es sont sélectionnés risquent de confiner de manière disproportionnée les enseignant·es de groupes racisés aux emplois atypiques et précaires. À la lumière de ces résultats, la thèse interpelle les acteurs intervenant à plusieurs niveaux de l’institution éducative afin de confronter les inégalités de traitement compromettant l’effectivité du droit à l’égalité entre les personnes composant le personnel enseignant.

Mots-clés : travail enseignant, division du travail, rapports sociaux, domination, rapports de régulation, idéologie raciste, discrimination systémique, ethnographie institutionnelle

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In less than a decade, the professional integration of immigrant teachers has generated a large body of research in Quebec and French-speaking Canada. In general, these studies use interpretive frameworks that rely on an analysis of cultural gaps between immigrant teachers and the host society. Despite measures put in place in 2001 to mitigate the effects of systemic discrimination in employment in public bodies, there is no research linking the experience of these teachers to the persistent under-representation of racialized teachers in Quebec or, even more notably, in the French-language school boards of the Montreal Metropolitan Region (MMR) (Quebec Human Rights Commission, 2015).

Based on a critical/interpretative epistemological perspective and a framework of feminist analysis, this dissertation moves away from this essentializing prism in order to produce new knowledge aimed at increasing social justice within educational institutions. The feminist perspectives guiding the thesis have in common their desire to expose the configurations of social and power relations through which domination in the various spheres of society is materialized, including in the workplace. Inspired by the sociological method of institutional ethnography, this study takes the form of an enquiry seeking to understand how social relations, especially of race, are organized and (re)produced in the asymmetrical distributions of teaching work. The study was conducted from the point of view of vocational integration teachers who were assigned by racial social relations and were working in French-language school boards in the Montreal MRR (14). Their stories and questions led to an exploration of the institutional and practical processes regulating the obtention of a teaching licence and employment contracts. The study was expanded through interviews with principals of educational institutions (4), academic advisers (2), union advisors (2) and employees in the human resources sector (2) within two school boards of the MMR. Documents that codify these processes in different ways –laws, regulations, reports, collective agreements, etc.– have also been analyzed.

The thesis conclusions explore several aspects. The exposure of the configurations of social relations in teaching work cannot be done without more widely exposing the multiple hierarchies structuring this work and even its legislative framework. From various fragments of materials, the thesis reveals empirically how the increase of atypical and precarious work in teaching –which has become more pronounced since the 1990s– induced an increase in the possibilities of hierarchization among employees, from which arose a reconfigurations of the division of labour. The thesis shows how racial social relations organize the distribution of work in a profession already historically structured according to gender social relations. The results highlight the creation of hierarchical "classes" of teachers in order to fill assignments, which are themselves classified according to whether or not they make career advancement possible. In the absence of effective measures to counter systemic discrimination, this thesis shows how the arbitrary nature of the processes and the criteria by which teachers are selected run the risk of disproportionately confining teachers from racialized groups to atypical and precarious jobs. In light of these results, the thesis calls on educational leaders to intervene at several levels of academic institutions to confront inequalities in treatment that effectively compromise equality rights among teaching staff.

Keywords: teaching work, division of labor, social relationships, domination, regulation, racist ideology, systemic discrimination, institutional ethnography

The use of customer ratings to evaluate worker performance is increasingly worrisome because of its widespread use in the gig-economy. As scholars in computer and social sciences denounce, this practice entails the risk of producing discriminatory outcomes, by reproducing biases existing in society. By drawing an analogy with discriminatory practices adopted by an employer to satisfy its customers’ preferences, we propose a legal analysis of this phenomenon grounded in EU non-discrimination law. Thus, we first analyse the issues related to the application of non-discrimination law to (alleged) self-employed workers. Then, we address the lack of access for the individual worker to the data regarding customers’ ratings. We conclude by arguing that the use of customer ratings should be considered as a suspect criterion, while the current (EU) non-discrimination laws should be modernised through a clearer inclusion of (alleged) self-employed workers.

Este artículo puede ser consultado en versión electrónica en: www.conamed.gob.mx/revistaconamed.html www.medigraphic.org.mx Resumen Objetivo: Explorar y analizar los problemas laborales que presentan las personas con epilepsia, reconocer el origen y a las personas involucradas en los mismos. Así mismo clarificar los derechos que protegen contra este tipo de discriminación a nivel nacional e internacional. Material y métodos: Estudio multimétodo, transversal que mide la prevalencia del tipo de epilepsia y su repercusión en su estado laboral y educativo. Respecto al método cualitativo, se aplicaron y grabaron entrevistas presenciales semiestructuradas, a tres tipos de pacientes: a) los que trabajan, b) los que han trabajado pero en este momento se encuentran desempleados y c) los que nunca han trabajado. Resultados: El cuestionario fue aplicado a 64 sujetos que padecen epilepsia, de los cuales 56 cumplieron con los criterios de inclusión, el 53% del sexo femenino con un promedio de edad de 42.5 años. En relación al estado laboral, 39% trabajan actualmente, 32% están desempleados y 29% no han tenido un trabajo formal. De estos últimos, el 45% (n = 7) a consecuencia de la discapacidad que presentan y el 25% no han logrado un trabajo formal debido a que las empresas se rehúsan a contratarlos. Del grupo de sujetos que se encuentran desempleados, se observa que el despido y la renuncia exigida a causa de la enfermedad son las principales causas. Conclusiónes: Los resultados manifiestan la violación de los principios de la bioética de dignidad, la integridad y la solidaridad, en relación con el trabajo para los pacientes que presentan epilepsia.

Interviews conducted with leading actors in England asking a range of questions about religious diversity and the legal framework and, in particular, about reasonable accommodation, helped identify a number of areas of concern. There was some doubt about whether specific legal provision should be brought in to guarantee reasonable accommodation. However, there was broad support for having the principle adopted in the practice of employers, while some preferred the current informality rather than the principle being enforced through litigation. None of the respondents came up with illustrations outside of Judaism, Christianity or Islam. The results are consistent with recent critical studies showing that the assumption in social sciences that religion is a universal has been imported from theology. Religion-based questions only pick out certain phenomena specific to some cultures and an inevitable skew is created when asking such questions because they only make sense within an Abrahamic religious framework. While enabling the identification of some aspects of culture considered to merit reasonable accommodation on grounds of religion, the results also pose questions about the adequacy of current, standard research methodologies which assume that religion is a universal.

Considerar la obesidad en términos de salud y belleza tiene consecuencias negativas para las mujeres con cuerpos diferentes. La cuestión del peso reúne comportamientos discriminatorios junto a los tradicionales prejuicios sexistas. Mediante análisis de noticias de prensa y blogs personales on-line, se tratan cinco cuestiones de interés: los tipos de discriminación laboral hacia estas mujeres, los contextos en que sucede, los argumentos que utilizan los discriminadores, los que utilizan las discriminadas y las diferencias en el rechazo de hombres y mujeres corpulentas. El rechazo se articula en una cultura laboral del desplazamiento y en estrategias de normalización de la discriminación. El artículo es un esfuerzo por concretar las narrativas de la discriminación laboral, que sirva al debate público y la reflexión sobre acciones afirmativas de denuncia.

Civil rights experts consider the acceptance of homosexuality as the last frontier of social diversity. This issue has been met with great resistance by individuals and groups whose justification range from political to religious beliefs. One area of significant importance and controversy is sexual orientation discrimination in employment. According to The Business Review (May 21, 2001), more than a quarter of gay men and lesbians in New York reported being verbally harassed at work in the last five years due to their sexual orientation . The survey of 1891 respondents revealed that 27 % were verbally harassed, 8% had been fired, 12 % claimed were denied a promotion and 7% stated they had been physically harassed. According to an American Civil Liberties (ACLU) publication in May 2000, “employment discrimination is the most common complaint received by the ACLU from gays and lesbians.”

This work aims to measure the wage differential by gender, color and technological intensity in Brazilian manufacturing industry, 2012, in each technological segment and measure the "technology effect" on wages. The database used is PIA 2011, PINTEC 2011, and PNAD 2012. Applied  Heckman procedure for sample selection bias correction, Mincer equations for wage determination and Blinder-Oaxaca decomposition to estimate the wage differentials. The results indicate the domestic industry effort to adapt to the international R&D investment structure, but still had low technological expertise and low investment in technical progress. Positive wage returns were found to education, experience, urban regions and leadership jobs, increasing with the investment firm's technology. There was positive feedback for white skin and male, although decreasing in more tech-intensive segments. The Blinder-Oaxaca decomposition showed a high degree of wage discrimination, especially in relation to non-white women. Such discrimination had lesser magnitude as observed more tech-intensive segments. The "technology effects on wages" also was positive and growing along the sectors with the highest concentration of investment in R&D

The websites of many physician health programs provide lists describing signs of impairment or indications to refer physician-employees for evaluation and possible treatment. This study aimed (1) to determine how many of these descriptions likely provide physicians' employers with sufficient evidence to legally request mental health examinations under the general regulations of the Americans with Disabilities Act (ADA); and (2) to find out who they described. The authors applied US Equal Employment Opportunity Commission guidance documents and sought expert legal advice to evaluate the descriptions for their consistency with the ADA. They used directed content analysis to review and code these descriptions into categories. Very few, if any, of the 571 descriptions appeared to provide sufficient evidence for employers to request an examination under the ADA. About 14%, however, could refer to physicians attempting to defend themselves, assert their ADA rights, or otherwise complain about the hospital; and 27% either described physicians who complain or else had discriminatory effects in one of several different ways. Leaders within the medical field should ensure that their policies and state laws pertaining to physician impairment comply with and incorporate the language of the ADA. They should also reevaluate the functions of these policies, laws, and physician health programs, and the implications for patient safety, physician wellness, suicide, and other important issues.

Employment is both a need as well as the right to work for an individual. Persons with intellectual disabilities experience many barriers or challenges to secure and retain a stable remunerative job. The field of disability rehabilitation has minimally attempted to showcase or record appropriate models of employment and their ability to perform when given an opportunity. This theoretical article attempts to outlines the relative merits, demerits, problems, issues, challenges, and limitations involved in the various attempts to their employment in India. If there are sentiment-loaded opinions that such persons are incapable and, therefore, not to be burdened with work, others describe them as unexploited human capital with the right to work rthat has to be identified and respected. Each approach is defined, explained, illustrated, and discussed by focusing on the targeted persons with intellectual disabilities.

"In the years following World War II, New York City was home to the world’s largest urban black population. African Americans, as well as black people from throughout the diaspora, had been organizing in the city to secure their rights well into the previous century. By the mid-1960s, the national civil rights movement was making significant headway at the federal level, capped off by the 1964 Civil Rights Act and 1965 Voting Rights Act. Despite the confluence of these factors, black New Yorkers were worse off by nearly every measurable index in 1965 than they were in 1945. They lived in more segregated neighborhoods, went to worse schools and had poorer employment prospects.

The residential and educational inequality black New Yorkers experienced had profound economic consequences that are often overlooked in studying how black activists, citizens and their allies organized against the forces of segregation. Housing segregation concentrated 70 percent of New York’s 1.1 million black people into two neighborhoods, Central Harlem and Bedford Stuyvesant. Residential segregation only increased during the postwar period, ratcheting up competition for apartments in the city’s black neighborhoods, which allowed landlords to charge rents that were the same or more than what most residents of the city’s white neighborhoods paid for much better housing. Likewise, many merchants in predominantly black neighborhoods saw residents as constituting a captive market that allowed them to charge prices for inferior goods that were higher than what people in other neighborhoods would pay for higher quality items. The city’s policy of neighborhood schools required students to attend the schools closest to their homes. For black students, this overwhelmingly meant enrollment in an inferior segregated school, overcrowded and staffed by unlicensed substitute teachers.

Poor education led to poor job prospects, a situation made worse by the fact that the kinds of jobs that had traditionally been key to African American economic wellbeing were quickly disappearing. While black income was growing rapidly throughout the country during the same period, and black New Yorkers did see their incomes increase, their increases did not keep pace with regional trends, leaving them earning substantially less than black people elsewhere in the American Northeast. By the mid-1960s, racial segregation in New York City was taking an increasingly substantial economic toll on African American residents."

The current volume presents the key findings from the research Programme «Combating Discrimination in the Labour Market» that was funded under the European PROGRESS Programme. The aim of this book is to illustrate the key dimensions of discrimination, focusing on the estimation of relevant indicators and models for discrimination that vulnerable social groups face in the labour market.
This volume is divided in three sections. The first section (chapters 1-4) analyzes the findings from the field work that was conducted by the National Centre for Social Research, in collaboration with the Manpower Employment Organisation. The second section (chapters 5-6) focuses on the institutional framework related to combating discrimination at the international, European and national level, with particular emphasis on the Greek labour market. The third section (chapters 7-8) discusses specific discrimination aspects, such as the econometric illustration of the effects of the demographic characteristics of vulnerable social groups on employment; results from the focus groups interviews that were conducted in Athens and Thessaloniki; and cases of anti-discrimination policies and best practices.

Este artículo presenta una breve reflexión acerca de las mujeres
ecuatorianas y el Derecho Laboral en el Ecuador, enfocándose
en los cambios introducidos por la Ley Orgánica
de Justicia Laboral y Reconocimiento del Trabajo del Hogar,
aprobada en abril del 2015 por la Asamblea Nacional. Los
principales cambios son el acceso parcial a la seguridad social
para los trabajadores (trabajadoras en su mayoría) del
hogar, no remunerados; y el despido ineficaz de la mujer
embarazada o en permiso de maternidad o lactancia. Para
entender estos cambios echamos una mirada a la historia
reciente de la inserción de las mujeres en el mercado laboral
en el Ecuador, a la legislación laboral que le atañe, y a nociones
como el trabajo y el trabajo doméstico, a partir de un
enfoque de género.
Palabras clave: Trabajo Doméstico; Mujer; Género; Embarazo;
Legislación laboral; Ecuador.
Disponible en: http://calamo.ec/number/4

This paper addresses the shaping of diversity management in France using a neo-institutional perspective, through which non-discrimination in the workplace is viewed as an organizational field structured around the problem of discrimination and the challenge of diversity management. The analysis draws on the process approach, together with the institutional change model as an analytical framework. By analysing the conditions in France, the authors contribute to the understanding of how diversity management has been managed over time. They also show how the environmental context, the position of institutional entrepreneurs, practices and boundaries affect institutional dynamics in a given organizational field.

Employment discrimination remains a consistent and widespread concern among transgender and gender non-conforming (GNC) people. A secondary data analysis was conducted using the Transgender Law Center California Economic Health Survey (n = 646). The aim of this study was to examine workplace discrimination among transgender and gender non-conforming adults. Sexual citizenship theory informed both the grouping of variables and analysis of findings. Bivariate, multivariate, and multivariable statistical tests were conducted to examine problems related to hiring and to various forms of workplace harassment. Analyses revealed that about 67% of respondents reported some kind of workplace mistreatment. Trans men (FtM) were 132.6% more likely to report discrimination in the workplace (chiefly misgendering and privacy breach), while trans women (MtF) were more likely to experience a wider variety of types of discrimination. Respondents out to their co-workers were 292.4% more likely to experiences discrimination. Those with higher income were less likely to need assistance with changing IDs and more likely to pass/blend. Those who were less likely to pass/blend faced higher unemployment. These findings underscore the many ways in which transphobia, cis gender entitlement and transmisogyny shape the lives of trans people and prohibit full citizenship participation in society vis-à-vis the workforce.