The impact of law in reducing interpersonal discrimination against lesbian and gay job applicants

2014 ◽  
Author(s):  
Mikki Hebl ◽  
Laura Barron
Keyword(s):  
Job Applicants ◽  
Lesbian And Gay ◽  
Interpersonal Discrimination ◽  
The Impact

Experienced, Anticipated, and Vicarious Discrimination: Consequences and Resilience for Minority Adolescents’ School Engagement

2021 ◽  
pp. 232949652110031
Author(s):  
Daniel Herda
Keyword(s):  
School Engagement ◽  
Racial Minority ◽  
School Attitudes ◽  
Hispanic Adolescents ◽  
Children Of Color ◽  
Ripple Effects ◽  
Minority Adolescents ◽  
Schooling Experiences ◽  
Interpersonal Discrimination ◽  
The Impact

Racial discrimination presents challenges for children of color, particularly with regard to their schooling. Experiences of rejection and unfairness because of one’s race can prompt students to disengage from academics. The expansive discrimination literature finds that such experiences are commonplace. So much so that researchers have begun asking a new question: does one need to experience discrimination first-hand to feel its consequences? The current study continues in this direction by examining school attitudes as a potential outcome of anticipated and vicarious discrimination. Data are from black and Hispanic adolescents in the Project on Human Development in Chicago Neighborhoods. Results indicate that anticipated discrimination has the strongest and most direct associations with attitudes among African Americans, particularly when the police represent the discrimination source. However, parents can neutralize the impact of anticipated discrimination if they encourage reading at high levels. Experienced and vicarious discrimination exhibit weaker effects. Overall, the results confirm that the consequences of interpersonal discrimination do not stop with the intended victims. Instead, there are ripple effects that can negatively impact the worldviews of racial minority adolescents without them ever personally experiencing discrimination.

The impact of demographic factors on the way lesbian and gay employees manage their sexual orientation at work

2015 ◽  
Vol 38 (9) ◽  
pp. 992-1015 ◽  
Author(s):  
Thomas Köllen
Keyword(s):  
Sexual Orientation ◽  
Gay Men ◽  
Demographic Factors ◽  
Diversity Management ◽  
Coping Resources ◽  
Cross Sectional Survey ◽  
Content Type ◽  
Lesbian And Gay ◽  
The Impact ◽  
The Way

Purpose – The purpose of this paper is to explore the influence demographic factors have on the way lesbians and gay men manage their sexual orientation at work. Design/methodology/approach – Based on data taken from a cross-sectional survey of 1,308 gay and lesbian employees working in Germany, four regression models are proposed. The means of handling one’s homosexuality at work was measured by the 31 items containing Workplace Sexual Identity Management Measure from Anderson et al. (2001). Findings – Results indicate that being in a relationship is related to increased openness about one’s homosexuality at work. Furthermore, it appears that the older and the more religious lesbian and gay employees are, the more open (and therefore less hidden) about their sexuality they are. Having a migratory background is related to being more guarded about one’s sexual orientation, whereas personal mobility within the country is not related to the way one manages one’s sexual orientation at work. Lesbians tend to be a little more open and less guarded about their homosexuality compared to gay men. Research limitations/implications – The focus of this research (and the related limitations) offers several starting and connecting points for more intersectional research on workforce diversity and diversity management. Practical implications – The study’s findings indicate the need for an intersectional approach to organizational diversity management strategies. Exemplified by the dimension “sexual orientation”, it can be shown that the impact each dimension has for an employee’s everyday workplace experiences and behavior in terms of a certain manifestation of one dimension of diversity can only be understood in terms of its interplay with other dimensions of diversity. Originality/value – It is shown that manifestations of demographic factors that tend to broaden the individual’s coping resources for stigma-relevant stressors lead to more openness about one’s homosexuality in the workplace.

Play the White Man: The Social Construction of Fairness and Competition in Equal Opportunity Policies

1988 ◽  
Vol 36 (3) ◽  
pp. 532-551 ◽  
Author(s):  
Janette Webb ◽  
Sonia Liff
Keyword(s):  
Equal Opportunity ◽  
Occupational Segregation ◽  
Job Applicants ◽  
American University ◽  
Job Requirements ◽  
Economic Climate ◽  
Flexible Working ◽  
Alternative Approach ◽  
The Social ◽  
The Impact

This paper discusses the impact of equal opportunity projects on women's employment in two public sector organisations. It examines the limitations of the emerging liberal model and assesses the likely effectiveness of alternative approaches. An Affirmative Action Program in a North American university was examined five years after its initiation. Despite standardised procedures for access to jobs and systematic monitoring, there was very little change in the degree of occupational segregation between men and women. A women's committee project in a UK university examined the present situations of women staff, with the aim of producing a strategy for change which would benefit women currently employed. This resulted in the identification of training provision, flexible working arrangements and the restructuring of job requirements as the central aspects of an alternative approach to equal opportunity policy. It is argued that, particularly in a recessionary economic climate, policies requiring employers to rethink job requirements in ways that do not exclude competent women should provide a more effective challenge to occupational segregation than liberal policies which concentrate on assessing the ‘suitability’ of individual job applicants in terms of conventional criteria.

Evaluating the Impact of “Old” Criminal Conviction Decision Guidelines on Subsequent Employment and Arrest Outcomes

2016 ◽  
Vol 54 (3) ◽  
pp. 379-408 ◽  
Author(s):  
Megan Denver
Keyword(s):  
New York ◽  
Labor Market ◽  
Job Applicants ◽  
Causal Effects ◽  
Future Research ◽  
Threshold Values ◽  
Background Check ◽  
Criminal Background ◽  
Market Benefits ◽  
The Impact

Objectives: Redemption scholars estimate that after an average of 7-10 years pass without a new arrest or conviction, a person’s criminal record essentially loses its predictive value. This article provides the first labor market and recidivism estimates of implementing a criminal background check decision guideline based on this redemption research. Methods: The sample consists of provisionally hired job applicants in New York State’s healthcare industry with at least one prior conviction. A “10 years since last conviction” guideline situated within a highly formalized criminal background check process plausibly creates conditional random variation in clearance decisions, which allows for a regression model to estimate causal effects. Results: Individuals cleared to work because of the 10-year guideline experience meaningful improvements in employment and earnings, but not recidivism on average. However, men do experience reductions in subsequent arrests, which appears to be driven by more complex factors beyond simply time since last arrest. Conclusions: For some individuals, receiving clearance to work even a decade after their last conviction can have not only labor market benefits, but also important recidivism implications. Future research should explore the employment opportunity/recidivism trade-off in adjusting guideline threshold values and consider alternative redemption strategies.

Social Movements and Equality Seeking: The Case of Gay Liberation in Canada

1998 ◽  
Vol 31 (2) ◽  
pp. 285-309 ◽  
Author(s):  
Miriam Smith
Keyword(s):  
Social Movements ◽  
Social Movement ◽  
Gay Rights ◽  
Gay Liberation ◽  
Canadian Charter ◽  
Lesbian And Gay ◽  
Liberation Movement ◽  
Lesbian And Gay Rights ◽  
The Impact ◽  
Gay Liberation Movement

AbstractThis article examines the impact of the Canadian Charter of Rights and Freedoms on social movement politics in Canada using the case of the gay liberation movement. Drawing on the comparative social movement literature, the article situates equality seeking as a strategy and meaning game that legitimates new political identities and that is aimed at mobilizing a movement's constituency. The article demonstrates that equality seeking was a strategy and a meaning frame that was deployed in the lesbian and gay rights movement (exemplified by the gay liberation movement of the 1970s) prior to the entrenchment of the Charter. Thus, it concludes that some claims about the Charter's impact on social movement organizing have been exaggerated.

The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants

2010 ◽  
Vol 25 (4) ◽  
pp. 649-662 ◽  
Author(s):  
Diane Catanzaro ◽  
Heather Moore ◽  
Timothy R. Marshall
Keyword(s):  
Organizational Culture ◽  
Job Applicants ◽  
The Impact

scholarly journals The Effectiveness of E-Recruitment Method Through Social Media (Case Study at Pt Es Teh Tndonesia Makmur - West Java)

2021 ◽  
Vol 317 ◽  
pp. 05012
Author(s):  
Jazimatul Husna ◽  
Salsabila Sadiqin ◽  
Yahya Muhaimin ◽  
Fitriyana ◽  
Roisatul Wahdiyah
Keyword(s):  
Social Media ◽  
Job Applicants ◽  
Recruitment Process ◽  
Recruitment Method ◽  
Recruitment Methods ◽  
The Media ◽  
Recruitment System ◽  
One Year ◽  
The Impact

Several companies have reduced mass recovery efforts and in-person discussions for the Covid-19 pandemic password, one of which is PT Es Teh Indonesia Makmur. This study aims to: (1) Know the media for posting jobs and the application of the recruitment process through social media, including the stages and qualifications and competencies required at PT Es Teh Indonesia Makmur (2) Knowing the effectiveness of recruitment methods through social media to reduce the impact of the Covid-19 pandemic era and explains the comparison of the E-Recruitment method with the offline recruitment method at PT Es Teh Indonesia Makmur. The effectiveness of the Recruitment Method through social media by studying library data and observations shows that the electronic recruitment system for the workforce is suitable to be used to facilitate and improve human resource management in the Covid-19 Pandemic era. An increase in competent job applicants supports this, and PT Es Teh Indonesia Makmur is known to all circles to open job vacancies for more than 150 outlets in less than one year.

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