The Economics of Discrimination

2012 ◽  
pp. 20-38 ◽  
Author(s):  
Lawrence M. Kahn
Keyword(s):  
Gender Difference ◽  
Labor Markets ◽  
Racial Discrimination ◽  
Gender Discrimination ◽  
Point Of View ◽  
National Basketball Association ◽  
Methodological Issues ◽  
Professional Basketball ◽  
And Gender ◽  
Open Question

This article uses basketball as the laboratory to look at discrimination in pay, hiring, and retention against black National Basketball Association (NBA) players and coaches, and gender discrimination among college coaches. It describes Gary Becker's analysis of the possible sources of discrimination in labor markets. It then outlines the evidence on each of the possible forms of discrimination in basketball, including both a discussion of methodological issues and substantive findings. Racial discrimination in professional basketball seemed more prevalent in the 1980s than is the case today. The issue of whether a gender difference in revenue produced is a legitimate factor upon which to base a gender difference in coaching salaries is an open question from the legal point of view. The evidence for customer discrimination in the NBA in the 1990s and 2000s seems weaker than it was during the 1980s.

HOW PSYCHOLOGICAL SCIENCE IMPEDES INTERSECTIONAL THINKING

2013 ◽  
Vol 10 (2) ◽  
pp. 365-384 ◽  
Author(s):  
Phillip Atiba Goff ◽  
Kimberly Barsamian Kahn
Keyword(s):  
Racial Discrimination ◽  
Gender Discrimination ◽  
White Women ◽  
Social Psychological ◽  
Race And Gender ◽  
Individual Level ◽  
Lay Conceptions ◽  
Psychological Science ◽  
And Gender ◽  
Current Psychological

AbstractPsychological science that examines racial and gender bias, primarily located within social psychology, has tended to discount the ways in which race and gender mutually construct each other. Lay conceptions of racial and gender discrimination tend to see racism as primarily afflicting men and sexism primarily afflicting White women, when in fact race and gender are interrelated and work together intersectionally. Ignoring women's experiences of racial discrimination produces androcentric conceptions of racisms—in other words, many definitions of racial discrimination are to some degree sexist (Goff et al., 2008). Similarly, privileging the experiences of White women produces narrow definitions of gender discrimination—in other words, many definitions of gender discrimination are to some degree racist, such that they serve to reinforce the current societal hierarchies. Psychological science sometimes appears to reflect such conceptions. The result is that the social science principally responsible for explaining individual-level biases has developed a body of research that can undervalue the experiences of non-White women (Goff et al., 2008). This article examines features of social psychological science and its research processes to answer a question suggested by this framing: is the current psychological understanding of racism, to some extent, sexist and the understanding of sexism, to some extent, racist? We argue here that the instruments that much of social psychological science uses to measure racial and gender discrimination may play a role in producing inaccurate understandings of racial and gender discrimination. We also present original experimental data to suggest that lay conceptions parallel social psychology's biases: with lay persons also assuming that racism is about Black men and sexism is about White women.2 Finally, we provide some suggestions to increase the inclusivity of psychology's study of discrimination as well as reasons for optimism in this area.

scholarly journals Attitudes to Sexism and Gender Equity at a Danish University

2019 ◽  
pp. 71-85 ◽  
Author(s):  
Lea Skewes ◽  
Joshua C. Skewes ◽  
Michelle K. Ryan
Keyword(s):  
Gender Equity ◽  
Gender Discrimination ◽  
University Employees ◽  
Sexist Attitudes ◽  
Gender Policies ◽  
And Gender ◽  
Open Question

We designed this study to measure the degree of backlash a specific Danish university would encounter in response to gender equity interventions. To capture this resistance we used two standardized questionnaires: the Modern Sexism Scale, which measures explicit denial of gender discrimination and resentment towards gender equity demands (such as gender interventions) andthe Support for Discriminatory Practices which measures peoples explicit preferences for hiring men over women. We also asked an open question about attitudes towards the university’s current gender policies. The questionnaire was sent to 15,493 employees. With one prompt 1,805 completed the entire questionnaire. We found that university employees scored above the midpoint on modern sexism, indicating that, on average, they held sexist attitudes. We further showed that modern sexism scores varied depending on beliefs about what was being done forgender equity in the organization, such that those who thought that enough or too much was being done had significantly higher sexism scores than those who thought that not enough wasbeing done. Over all, our findings document explicit sexist attitudes within the target university and suggest that gender equity interventions are therefore likely to be met by great resistancefrom some.

scholarly journals Eroding the protection against discrimination: The procedural and de-contextualized approach to S.A.S. v France

2019 ◽  
Vol 19 (2) ◽  
pp. 69-88
Author(s):  
Kati Nieminen
Keyword(s):  
Human Rights ◽  
Gender Discrimination ◽  
Personal Autonomy ◽  
Point Of View ◽  
Vulnerable Groups ◽  
Procedural Approach ◽  
European Court ◽  
Previous Discussion ◽  
And Gender ◽  
Full Face

Can human rights law adequately address implicit modes of racism and gender discrimination? This question is discussed in this article through the analysis of the European Court of Human Rights case S.A.S. v. France (2014) concerning the ban on the Islamic full-face veil. The so-called ‘headscarf cases’ have been thoroughly discussed by many scholars, yet they seem to offer an endless source of different points of view. Departing from the previous discussion on the headscarf and full-face veil cases, which have largely concentrated on the questions of personal autonomy, identity and subjectivity, this article approaches S.A.S. v. France from the point of view of discrimination. It is suggested that the Court’s procedural and de-contextualized approach to rights results in eroding the protection against discrimination. Procedural approach refers to the Court’s tendency to emphasize procedural aspects of the Convention rights and not to engage sufficiently with substantive analysis. The de-contextual approach to rights on the other hand refers to lack of sensitivity to empirical information concerning the facts of the case at hand. Together the procedural and de-contextual approaches inadvertently erode the protection against discrimination of vulnerable groups, such as Muslim immigrant women.

scholarly journals Native Culture and Gender Politics in Nagaland: A Study of Easterine Iralu a Terrible Matriarchy

2021 ◽  
Vol 9 (2) ◽  
pp. 97-105
Author(s):  
Veena Gour ◽  
Dr. Shubhra Tripathi
Keyword(s):  
Gender Discrimination ◽  
Coming Of Age ◽  
Gender Politics ◽  
Point Of View ◽  
The Novel ◽  
Native Culture ◽  
The Status ◽  
Marginal Status ◽  
And Gender ◽  
Status Of Women

The paper aims at examining Easterine Kire Iralu’s novel A Terrible Matriarchy (2007) from feminist point of view.  The novel A Terrible Matriarchy is the coming-of-age story of a young girl, Dielieno. The narrative explores the suffering of innocent Dielieno and her confrontation with the traditional Angami society to which she belongs to. In the ethnic world of Nagaland, both patriarchal and matriarchal control co-exists but it also has a strong Tantric tradition from time immemorial. For various reasons the status of women in the northeast has not been different from the women in the mainstream of India. Easterine Iralu through her girl protagonist Dielieno depicts the severe gender discrimination where the grandmother neglected Lieno to the worst extent, always caring and preferring the boys. The grandmother's matriarchal hegemony makes Lieno revolt silently. The various aspects of women's marginal status and native culture have been analyzed in the paper.

scholarly journals Indian Penal Code 1860: gender analysis of practice

2019 ◽  
Vol 7 (1) ◽  
pp. 11-15
Author(s):  
Елена Трикоз ◽  
Elena Trikoz ◽  
Анна Швец ◽  
Anna Shvetz
Keyword(s):  
Gender Discrimination ◽  
Criminal Policy ◽  
Colonial Period ◽  
Point Of View ◽  
Penal Code ◽  
Crimes Against Women ◽  
And Gender ◽  
Xix Century ◽  
Women In India ◽  
Indian Penal Code

This article takes a critical analysis of the text and law practice of the Indian Penal Code, adopted in the colonial period in the middle of the XIX century. From the point of view of fundamental gender equality, regardless of their gender roles, the practice of dealing with crimes against women in India remains highly controversial. Traditionalism and gender discrimination remains a noticeable factor in legal field and criminal policy in this country.

scholarly journals Repression and Resistance in Dalit Feminist Literature

2021 ◽  
Vol 6 (3) ◽  
pp. 79-82
Author(s):  
Shuddhodhan P. Kamble
Keyword(s):  
Women Writers ◽  
Gender Discrimination ◽  
National Level ◽  
Gender Disparity ◽  
Point Of View ◽  
Second Grade ◽  
Social Violence ◽  
Feminist Literature ◽  
Dalit Women ◽  
And Gender

Feminist movements and Dalit feminist movement in India are mainly based on the experience of Repression and gender discrimination. Patriarchy, gender disparity and sexual violence are the basic reasons for these movements and they also find place prominently in the writings of Dalit women as they have come forward to write their experiences from women's point of view around 1980s. Baby Kamble, Urmila Pawar in Marathi, Geeta Nagabhushan in Kannada, P. Shivakami, Bama in Tamil have got national level consideration. Dalit women were raped; insulted and abused by the upper caste people. They are insecure in the society as they have been exploited on the various levels. This feeling of insecurity of the Dalit women is the central theme of their writings. These women writers have come forward to express their ideas, their experiences in social violence as well as in domestic violence and thus they protest their traditional existence with anger and anguish. Geeta Nagabhushan’s dalit novels, Barna’s Sangati (2005), P. Shivakani's Grip of Change (2006) are initial important writings of dalit feminism; Datit feminism writing is different from the conventional way of Feminist writing. Their experiences, expression, method of narration are extremely different from the upper caste women writers. It is found that every woman in the world has been degraded to second grade citizenship. The Dalit women in India suffer more due to their Dalit identity.

scholarly journals Gender diversity as an important element of diversity management in modern enterprises: case of Poland

2019 ◽  
Vol 2 (1) ◽  
pp. 7-30
Author(s):  
Mariola Dźwigoł-Barosz ◽  
Wojciech Leoński
Keyword(s):  
Gender Discrimination ◽  
Gender Diversity ◽  
Diversity Management ◽  
Point Of View ◽  
Support Programs ◽  
Theoretical Point ◽  
Unequal Treatment ◽  
Management Positions ◽  
Business Entities ◽  
And Gender

Diversified human resources have an enormous potential. Therefore, their proper use can be translated into the success of the organization on the market. One of the main areas of diversity management in Poland is gender. Gender diversity constitutes one of the most significant elements of diversity management, which is a challenge to contemporary enterprises. Many business entities still fail to recognize the potential that lies in gender diversity, as evidenced by the unequal treatment of women and men in some companies. Women on the labor market still have to face gender discrimination. That is why it is worth to draw attention to gender diversity and its potential. In the first part of the paper, diversity management is presented from the theoretical point of view on the basis of source literature and reports. The next chapter is focused on the issue of gender diversity based on studies conducted by various authors. The results of original studies concerning perception of women and men in management positions are presented in the subsequent part of the article. Furthermore, the authors have analyzed selected benefits and gender diversity support programs in contemporary enterprises. The main aim of the article is to draw attention to low participation of women in management positions in companies and to list arguments for eliminating this phenomenon by cautious use of diversity of competencies of both sexes. Empirical part of the article is, in turn, based on the results of the original survey conducted in Polish companies. The aim of the study was, inter alia, to compare the perception of women and men in management positions in the scope of 33 competences from 11 groups of competences from the domain of emotional intelligence. The study also refers to research on gender diversity carried out by other Polish and foreign authors. Furthermore, the authors have analyzed selected benefits and gender diversity support programs in contemporary enterprises. Discussion presented in this article can serve as methodological frame for developing actions in companies oriented at gender diversity as one of their organizational values.

scholarly journals Invisibility of Social Privilege to Those Who Have It

2020 ◽  
Author(s):  
Kaidi Wu ◽  
David Alan Dunning
Keyword(s):  
Racial Discrimination ◽  
Cognitive Deficits ◽  
Gender Discrimination ◽  
Conceptual Knowledge ◽  
Group Differences ◽  
Cognitive Representations ◽  
Male Privilege ◽  
Behavior Study ◽  
Discriminatory Behavior ◽  
And Gender

The U.S. faces deep social divides, with socially dominant and subordinate groups clashing in their views about how much privilege the former enjoys and hardship the latter endures. We suggest that these differences arise because privilege is invisible to those who have it. Compared to disadvantaged groups, socially dominant groups are hypocognitive of privilege, having only sparse cognitive representations of the concept. This deficit leads to poor cognitive performance when thinking about privilege and predicts group differences in privilege awareness and beliefs about the prevalence of discrimination. Across 8 studies, participants from advantaged groups showed cognitive signatures of hypocognition. Right-handers generated fewer handedness- related hassles than left-handers (Study 1). Men generated fewer instances of gender discrimination than women, recalled fewer previously presented items describing actions people take to defend themselves against violence, and showed poorer recall and recognition in memory of gender discrimination examples described in a TEDx talk (Studies 2a-2c). Whites generated fewer racial discrimination instances than Blacks and recalled fewer such instances from a presented list (Studies 3a-3b). Whites also generated fewer examples of racial discrimination than Asians and reacted more slowly when classifying examples as discriminatory behavior (Study 4). After watching a transgender woman describe her discrimination experience living as a woman, both men and women showed increased awareness of male privilege and gender discrimination (Study 5). Findings suggest that the invisibility of one’s privilege need not solely reflect identity-defensive motivations, but may also stem from cognitive deficits in conceptual knowledge about privilege and discrimination.

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