...men and women. Design/methodology/approach – First, the author uses the 1992 wave of the Health and Retirement Study to estimate, through a Fields decomposition, the relative contribution of the feeling of an older worker to be discriminated against regarding promotions; and to explain the self-reported probability to work full time after 62, decomposing by gender. Second, using the two first waves of HRS, the author removes any bias due to time-constant unobserved heterogeneity, to test whether the individual feeling of being passed over for promotion may be misreported, owing to a strong preference for leisure. Finally, the author examines the effect of a change in this variable over time on the intentions to exit early. Findings – The Fields decomposition shows that feeling passed over for promotion plays a non-negligible role to predict retirement plans but only for women. In addition, using panel data allows a misreporting bias to be exhibited that may lead to underestimating of the negative effect of discriminatory practices towards older workers on their retirement plans. Lastly, an increase between 1992 and 1994 in the age-discrimination towards older workers encouraged women to leave their job early, while it had no effect on retirement plans of men. Practical implications – Empirical results put forward the idea that retirement intentions may differ across gender, owing to the different nature of the employer-employee relation. While for...
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...WILLIE PRINCES SITTI HAIDA DISCRIMINATION AT WORKPLACE IN MALAYSIA INTRODUCTION Discrimination against minorities at workplace in Malaysia Malaysia is a country with people raging from different racial and ethnic groups. That has what led Malaysia into one of a country that is unique compared to other countries around the world. However, the diversity of races in Malaysia can lead to discrimination. There are many issues about discrimination have been expressed, and most of these issues are very serious and should not be ignored. For our coursework, we select three news articles based on the issue of discrimination that occurred in Malaysia. The three selected articles were about the discrimination against gender, and race which is very common issues in Malaysia due to the multiracial community and the increasing population of women not just in Malaysia, but all over the world. Discrimination against race is a very significant issues occurred in Malaysia. Even more in the context of employment. Based on the Job seekers in Malaysia experience discrimination, by L.Suganya, The Jakarta Post, in the year 2013, there is an issue from a Facebook users claims that she could not get a temporary job as a sales person in a retail outlet because she wears a hijab (long headscarf) or tudung (short headscarf), created a debate with other users. This issue became viral in social media as it involving the racial issues. Based on this story, the study conducted by University Malaya...
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...Jones October 11, 2013 Abstract The purpose of this literature review is to identify, discuss, and address gender discrimination in the workplace. Due to the broad spectrum of research regarding gender discrimination, this paper will primarily focus on women and pregnancy discrimination. This paper will attempt to uncover the obstacles and challenges experienced by women as they are subjected to the employment process and, if accepted for employment, what could await them within their workplace once they begin working. The statistical data collected and compiled within this literature review will attempt to support and prove that discrimination still exists today. The laws and regulations enacted within the United States to protect employees from the discriminatory practices of employers and whether they are adequately enforced will be discussed at length. Introduction There are thousands of discriminatory cases each year brought against corporations and employers by their employees and/or formal employees. The discrimination against individuals on the basis of gender is most prominent within the employment process, but also exists in the workplace after the acceptance of employment. Gender has been the subject of workplace discrimination and litigation for many years and recent data indicates that this trend is continuing. These types of discrimination are spread widely to include the assignment of roles, responsibilities, pay rates, and promotions just to name a...
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...2008: ‘The personal context of work’, The social organization of work I hereby certify that the word count is 1334 words Student signature: | 1. Summary of the paper This article about the case of Turkish manufacturing industry raises the question of discrimination. Especially, it focuses our attention on the impact of demographic differences in the Turkish manufacturing industry. In fact, sources of discrimination are much more varied. We can consider the cases of the gender, age and ethnicity which are in general the most frequent, but as we can see in this article, there are other types of discrimination. So why managers have to face and resolve the problem of demographic differences in Turkish manufacturing industry? Sevki Ozgener tried to study this organization in establishing demographic differences with data collected from medium-sized business in Turkish manufacturing industry. There are many factors having an influence on discrimination. It can be regional differences, gender, educational and age differences but also political opinions. These kinds of factors are not only found in the hiring strategy but also in job processes or in the promotions and appointments. In this study, there are original aspects of discrimination which are analyzed. For example, the author found that...
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...Organizational Behavior – Diversity Issues (Chapter Three) Study Guide Specific Diversity Issues 1. Gender Diversity in the Workplace 2. Race Diversity in the Workplace 3.Age Diversity in the Workplace 4.Religious Diversity in the Workplace 5.Employees with Disabilities in the Workplace 6. Sexual Orientation Diversity in the Workplace Gender Diversity in the Workplace The Equal Pay Act (1963) prohibits discrimination in pay based on gender. Title VII of the Civil Rights Act (1964) prohibits discrimination in all employment-related decisions based on gender Earnings Gap The median earnings of women who worked full time in 2008 was 79% of men working full time. One explanation is that women are more likely to have gaps in their résumés because they are more likely to take time off to have children Race Diversity in the Workplace Title VII of the Civil Rights Act (1964) prohibits race discrimination in all employment-related decisions. Yet race discrimination still exists in organizations Age Diversity in the Workplace Despite their positive workplace behaviors, employees who are older often have to deal with age-related stereotypes at work. For example, a review of a large number of studies showed that those between 17 and 29 years of age tend to rate older employees more negatively, while younger employees were viewed as more qualified and having higher potential (age discrimination is prohibited by the Age Discrimination in Employment Act of 1967) Religious Diversity...
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...from all walks of life come together in today's business world. Many companies pride themselves on having a diverse workforce, one that is made up of individuals with a wide range of characteristics and experiences. Some of the key characteristics of workforce diversity include race, ethnicity, gender, age, religion, ability, and sexual orientation. A company that embraces diversity can broaden its skill base and become more competitive and innovative. Workforce diversity also brings with it a number of issues and challenges. Issues and Challenges You may know someone who has experienced unfair treatment based on a personal characteristic.Discrimination occurs when someone is denied opportunities on the basis of a personal characteristic that has no bearing on job performance. Discrimination causes great harm and is illegal in most cases. It's natural that tensions will arise among individuals in a diverse workforce, so it's important for employers to have diversity management policies in place. Most large organizations have taken steps to promote diversity awareness and understanding. These diversity initiatives contribute to a positive work environment that is free from discrimination. Let's look at some of the specific issues that arise among the diverse groups in the workforce. Race and Ethnicity - Racial and ethnic minorities may have different perspectives, customs, or approaches to communication in the workplace. These differences can pose challenges for organizations...
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...For many centuries, discrimination has been a problem all around the world. Discrimination is not stationed in one spot, it happens in all countries.Human right laws prohibited discrimination against race,sex,religion, marital status, age, and pregnancy this happened in 2011 in European Union Legislation, United Nations Legislation, and United States Federal Legislation. (Custers,1) Women are considered to be a minority group because they do not share the power, privilege, and rights as men. This problem is just not a problem in the United States discrimination of gender happens globally. The discrimination for any minority group goes in a vicious cycle that repeats over and over again. Discrimination of women happens all the time in society....
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...know that discrimination is prevalent in our society even today and it continues with its detrimental effects on each one of us through our daily lives. We have witnessed discrimination in different aspects of life like inequality in income distribution, religion and race discrimination, discrimination in educational system, in sports, etc. But the most serious issue is the gender discrimination which has constantly degraded the values of society to which we belong. Among all the different kinds of discrimination, the most serious is the gender discrimination which we as a society have failed to deal with since ages. Discrimination refers to inequality. Gender discrimination therefore refers to inequality between people of opposite sex. Gender Discrimination at Workplace There is an alarming rise in the rates of increasing gender discrimination at workplaces nowadays. Every now and then we come across reports related to gender discrimination at workplace. Researchers have also ratified this. Gender discrimination can take place in various forms in respect to unusual or unequal and harsh treatment to a person of one sex as compared to the person of the other sex. * Often, there is discrimination in terms of wage pay to the women employees as compared to male employees as the women are often tagged as the ‘housewife material’ and hence is offered lower wages/salaries and men are considered hard working and dedicated comparatively. This is a common discrimination that women...
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...978-92-64-04632-0 OECD Employment Outlook © OECD 2008 Chapter 3 The Price of Prejudice: Labour Market Discrimination on the Grounds of Gender and Ethnicity Despite some progress, there is still evidence of discrimination on the grounds of gender and ethnic or racial origins in OECD labour markets. Field experiments show pervasive ethnic discrimination in many countries. Indirect evidence shows that on average at least 8% of the gender employment gap and a larger proportion of the gender wage gap can be attributed to discrimination. Virtually all OECD countries have enacted anti-discrimination laws in recent decades, and evaluations as well as cross-country analysis suggest that, if well-designed, these laws can be effective in reducing disparities in labour market outcomes. However, enforcement of antidiscrimination legislation is essentially based on victims’ willingness to claim their rights. Thus, public awareness of legal rules and their expected consequences (notably, victims’ costs and benefits of lodging complaints) is a crucial element of an effective policy strategy to establish a culture of equal treatment. Moreover, legal rules are likely to have more impact if the enforcement is not exclusively dependent on individuals. In this respect, specific agencies may play a key role. 139 3. THE PRICE OF PREJUDICE: LABOUR MARKET DISCRIMINATION ON THE GROUNDS OF GENDER AND ETHNICITY Introduction Employment outcomes are far from being evenly distributed among the various...
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...Discrimination in the Workplace Joshua Najar Alejandro Komiyama Liria Nilzandra *out of country* Texas Tech University Sociology 1301, Section 004 November 7, 2015 The United States likes to believe that everyone living in it is equal to one another. Unfortunately, even in today’s world discrimination is still prevalent in our society. James Henslin, author of the book “Essentials of Sociology” defines discrimination as “an act of unfair treatment directed against an individual or a group” (G-2). One specific place in our society that still has discrimination is the workplace. A workplace can be described as “a place where people work, such as an office or factory” (Dictionary.com 2015). A company’s workplace can discriminate against a person’s race, ethnicity, gender, age, and religion. These discriminations will affect the person’s salary, work conditions, and determine if they get hired or not. Throughout time the United States has made several laws to protect certain groups against discrimination in the workplace. These laws have tremendously helped those groups however, they are still illegally discriminated against. There are numerous ways to analyze why there is discrimination in the workplace but we will be using the three sociologic perspectives. The three sociologic perspectives that we will use to analyze this topic will be the Structural Functionalism, Conflict Theory, and Symbolic Interaction. The Structural Functionalist Analysis will focus on how discrimination...
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...harassment and discrimination in the workplace. Sexual Harassment and discrimination in the workplace have evolved throughout the centuries. The workforce has gone from being predominantly male dominated to being equal as more females are entering the workforce. Females over the years have become more career-oriented; therefore, many are the place within positions of authority as their male counterparts. Sexual harassment and discrimination are no longer restricted to males being the harasser. Today, a large majority of employees both males and females are subject to some form of harassment and discrimination in the workplace. How it impacts society, how employees deal with it, the ethical dilemma and sociological effect of discrimination are growing issues in the workplace due to sexual harassment and discrimination. Despite its proscription in legal jurisdictions around the world, workplace sexual harassment continues to be experienced by many women and some men in a variety of organizational settings. Since sexual harassment is such a large topic, let consider three aspects. First, with a focus on the workplace Sexual harassment as it pertains to management and organizations, to synthesize the accumulated state of knowledge in the field. Second, evaluate this evidence, highlighting competing perspective. Third, canvass areas in need of further investigations. Sexual harassment is a form of gender-based and employment discrimination. It is a verbal...
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...WWW.PAKASSIGNMENT.BLOGSPOT.COM Send your assignments and projects to be displayed here as sample for others at PAKASSIGNMENT@GMAIL.COM 1.0 Introduction: To enhance the knowledge an to make the students practical Lahore School of economics has made thesis research a compulsory part of the bachelors degree. I will be conducting research on Human resource management focusing the recruitment policies procedures and practices that are being implemented in Standard Chartered, CITI Bank and United Bank Limited. The objectives of this study are to identify general practices that Banks in Pakistan use to recruit the employees. This study also aims to determine which recruitment policies and practices are most effective. Determine how the recruitment policies and practices affect organizational outcomes. For recruiting managerial/professional candidates, the Internet is the most popular advertising medium used by organizations. Organizations also regularly utilize internal resources (e.g., internal job postings and employee referrals) when recruiting both internal and external candidates. Different kinds of agencies are used to recruit for positions at different levels. Temporary and government agencies are used mainly to recruit non-management candidates. Employment agencies, colleges, and professional organizations are used more often to recruit managerial/professional candidates. Organizations with the most effective selection systems were more...
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...Sexual harassment is a form of bullying or coercion of a sexual nature. The effect of sexual harassment differs from person to person and depends on the severity of the incidence, but in all the cases is affects the well-being of a person and environment of an organization negatively. This form of intimidation is not new in Australian workplace. NSW Tribunal Observation says that “a person is sexually harassed if he or she is subjected to unsolicited and unwelcome sexual conduct by a person who stands in a position of power in relation to him or her”. [O’Callaghan v Loder (no 2) [1983] 3 NSW LR 89 at 92] The Sex Discrimination Act 1984 (Cth) makes sexual harassment unlawful. Sexual harassment continues to be a gender issue where one third of the women have experienced some kind of harassment from the age of 15 compared to one in ten men. (AHRC 2008 National Survey finidings) Nearly one in five complaints received by the Australian Human Rights Commission under theSex Discrimination Act 1984 (Cth) relate to sexual harassment. The vast majority of these take place in the workplace.2 (Australian Human Rights Commission, 'Annual Report 2006-2007') A telephone poll commissioned by the Commission in 2003 found that over 28 per cent of women had experienced sexual harassment in the workplace, compared to seven per cent of men. Less than one third of interviewees from the Commission's telephone survey who experienced sexual harassment in the workplace made a formal report or complaint...
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...our class discussion on Stratification. Countless people think of socio-economic inequality specifically as social class. Although this is a part of it, there are many other factors such as gender and racism that contribute to this matter. Furthermore, the overall thesis for this paper is that the causes of socio-economic inequality are caused by more than solely economic factors. The arguments that will support this thesis will be: 1) Gender inequality in the workplace; 2) Discrimination towards age and race 3) Unequal access to education and power; and 4) How the social behaviors of members of society, through forms of discrimination, affect the attitudes of others. This topic has a social relevance, being that countless people around the world are affected by socio-economic inequality. I INTRODUCTION A study done on national income distribution shows that families in the top twenty percent are making 47.2 percent of the nation’s income, while the bottom twenty percent are making only 4.3 percent of it. Correspondingly, ten percent of households in the United States own 68 percent of the nation’s wealth. This proves that there is a problem of uneven distribution of income, and the reasons behind it are due to the social problems society has been facing for centuries. Discrimination against varieties of people has gained so much influence on society that it affects not only others with the same socio-economic stance as the people discriminating, but also has impact on those...
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...were on worker productivity, organizational effectiveness and public scrutiny. The contrasts were centered on monetary focus, transparency of goals, the framework of governing, how to measure competence. Previous Research Analyzed The Authors analyzed previous studies of discrimination amongst the entities. Other readings have essentially investigated prejudice trends within each entity, with the majority of the studies centering on the public entities. Federal government’s equal employment opportunity recruitment programs, Federal Glass Ceiling Commission, and federal court cases were also examined. Studies that the authors mention reveal public sector may have less discrimination trends. However, these readings do not measure validity since they only measured prejudice-related variables. Method of Research Dr. Leasher and Dr. Miller used the OCRC database to research discrimination claims. The four leading bases of claims on record were race, gender, disability, and age which were under the state law of Ohio or federal the law. Analysis of Hypotheses Findings The Authors found: - Race counted for 34.1% of all claims - Gender counted for 17.7% of all claims - Disability counted for 15.1% of all claims - Age counted for 11.0% of all claims - Retaliation counted for 14.6% of all claims “Logistic regression...
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