A Discriminação Inversa pelo Contributo de Dworkin

The purpose of this paper is to reconstruct Ronald Dworkin’s arguments about affirmative action applied by Universities, policies as measures capable of diminishing long-term racial awareness as a factor of negative discrimination, and to effectively fulfill human dignity in its collective dimension, in the face to concrete cases before the Northern Supreme Court-American. This is an explanatory research, in which we intend to answer questions related to the efficiency in the practical applicability and legality of reverse discrimination measures, before a Constitutional Rule of Law, that is willing to protect and guarantee the right to equality, not only through as a jurisprudential analysis.

A Bride Run Free Movement of People in the EU, the Fundamental Right to Family, Family Reunification, and the Case of Denmark

Danish legislation has made it increasingly difficult for Danish citizens who have not exercised their free movement (static EU citizens) to have their third country national (TCN) family member(s) reside with them in Denmark under family reunification. On the other hand, EU citizens (mobile EU citizens) who have exercised their free movement and reside in Denmark with their TCN family member(s), have access to far more generous EU family reunification legislation. This article explores the extent to which reverse discrimination effects Danish citizens compared to mobile EU compatriots living in Denmark and how this interacts with EU citizenship rights such as free movement and the fundamental right to family life.

System Justification or Social Dominance? A Multilevel Test of the Ideological Motivators of Perceived Discrimination

Although system-justifying beliefs often mitigate perceptions of discrimination, status-based asymmetries in the ideological motivators of perceived discrimination are unknown. Because the content and societal implications of discrimination claims are status-dependant, social dominance orientation (SDO) should motivate perceptions of (reverse) discrimination among members of high-status groups, whereas system justification should motivate the minimization of perceived discrimination among the disadvantaged. We tested these hypotheses using multilevel regressions among a nationwide random sample of New Zealand Europeans ( n = 29,169) and ethnic minorities ( n = 5,118). As hypothesized, group-based dominance correlated positively with perceived (reverse) discrimination among ethnic-majority group members, whereas system justification correlated negatively with perceived discrimination among the disadvantaged. Furthermore, the proportion of minorities within the region strengthened the victimizing effects of SDO-Dominance, but not SDO-Egalitarianism, among the advantaged. Together, these results reveal status-based asymmetries in the motives underlying perceptions of discrimination and identify a key contextual moderator of this association.

The ‘Person of Northern Ireland’: A Vestigial Form of EU Citizenship?

Northern Ireland – United Kingdom – Republic of Ireland – Divergent development of Irish and British nationality law – Citizenship of the European Union – Good Friday Agreement – Brexit – Emma DeSouza – Family unity as a source of constitutional conflict – Reverse discrimination – Cross-border equality as a means of representation reinforcement – Richard Plender

White Working-Class Support for Trump

Why do working-class Whites support Donald Trump? The accepted explanation points to racial and ethnic resentment and anxiety about immigration, with economic factors secondary. Based on a community study, the author argues that feelings of reverse discrimination and anti-immigrant sentiment reflect both racial and economic factors. This article explains why it is difficult to conclude that either factor was more important than the other.

Gender discrimination and perceived fairness in the promotion process of hotel employees

Purpose The purpose of this study is to examine hotel managers’ perspectives on the promotion process of hotel employees based on the promoted employee’s gender, their perceived organizational justice and perceived gender discrimination against women. The moderating role of anti-male bias beliefs in the promotion process was examined. Design/methodology/approach The study adopted an experimental design (female vs male promoted) with a sample of 87 hotel managers. Data were analyzed using mediation and moderated mediation analyses. Findings The results indicated procedural and distributed justice mediates the effect of gender of the promoted employee on perceived gender discrimination against women. It was found that perceptions of anti-male bias moderate the relationship between gender of the promoted employee and distributed justice, demonstrating higher levels of perceived fairness within the organization when a female is promoted, especially when low levels of anti-male bias exist. Practical implications Many organizations may refrain from offering more promotional opportunities to women for fear of reverse discrimination. This research demonstrates that the organization will be perceived as fairer if it offers more opportunities to women, should create a stronger organizational culture and higher financial performance. Originality/value To the best of the authors’ knowledge, this paper is the first to address the gender inequity in promotional opportunities of hotel employees and demonstrate the overall benefit of combating such inequality. This is the first time that anti-male bias has been addressed in the hospitality context, suggesting the need for more research on reverse discrimination, especially in promotional situations.