Employment Discrimination

In “Physician Burnout Calls for Legal Intervention” (November-December 2019), Sharona Hoffman calls for a “requirement” in the form of a “mandate that health care employers measure physician wellness using the [Maslach Burnout Inventory] (or another reliable tool) and report outcomes to [the Centers for Medicare and Medicaid Services]” (p. 9). Such a requirement would be unlawful under the Americans with Disabilities Act’s rules on prohibited medical examinations of employees.

Sharona Hoffman’s response to my letter states “employers may require periodic job-related medical examinations of all employees ‘in positions affecting public safety.’ As I argued in my commentary, doctors, to whom patients entrust their health every day, have safety-critical jobs.”

This comparison is inapt. As Ilene N. Moore, Screening Older Physicians for Cognitive Impairment: Justifiable or Discriminatory, 28 HEALTH MATRIX 95, 140 (2018) recently explained: “any interpretation suggesting that that physicians are in a position affecting public safety is not supported by the statutory language of the ADA, the EEOC Enforcement Guidance, or EEOC correspondence. Only one federal law defines some physicians as public safety officers: physicians who serve as part of a public rescue squad or ambulance as defined by the Omnibus Crime Control and Safe Streets Act of 1968.” (internal citations omitted).

Trans individuals face unique sets of obstacles when accessing resources to end the violence due to their marginalized identity and the feminist definitions of what intimate partner violence is. Kimberly Nixon, a transwoman who was refused a volunteer position within the Vancouver Rape Relief Society due to being a transwoman, exemplifies the struggles that trans individuals face due to structural violence and heteronormativity. The case of Nixon v. Vancouver Rape Relief Society demonstrates the additional obstacles that trans individuals face to accessing services to ending domestic violence, and supports the resistance to a heteronormative system which excludes trans individuals.

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.

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.

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.

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.

In April 2021, the credit card company Mastercard announced they would
be implementing updated adult content merchant guidelines. These went
into effect in October 2021. The requirements can be interpreted in many ways, and adult platforms have taken varied approaches to compliance. Since the changes were announced, there have been anecdotal reports of devastating impacts, but no formal or widescale study has been conducted. The goals of this research were twofold: to measure the impact of Mastercard’s policy on online sex workers in more quantifiable terms, and to investigate if some kinds of performers and some kinds of content are being disproportionately affected.

In 2017, a National Task Force on Lawyer Well-Being comprised mostly of representatives from lawyer assistance programs (LAPs) issued a report recommending “modify[ing] the rules of professional conduct to endorse well-being as part of a lawyer’s duty of competence.” This Article evaluates one of the premises underlying the report’s recommendations: “[t]o be a good lawyer, one has to be a healthy lawyer.” A review of medical studies and evidence offered by LAPs and others in support of these claims indicates that there is no empirical evidence that substance use and other mental health disorders “are leading causes of malpractice suits and ethical disciplinary actions against attorneys.” Further, medical evidence strongly suggests that many lawyer well-being interventions currently being proposed offer little to no mental health benefits and are more likely to prevent than encourage treatment engagement.

This Article then evaluates professional well-being (or wellness) policies, communications, and ideology, focusing specifically on discrimination based on mental health disorders and disabilities. It contends that lawyer well-being policies and communications are likely to result in biased appraisals of lawyers under the American Bar Association’s Model Rules of Professional Conduct 1.1, 1.16(a)(2), and 8.3(a), and act as a subterfuge for violating the Americans with Disabilities Act. It also discusses the potential for well-being policies to create and sustain hierarchy, and result in discretionary systems of discipline and social control over the private conduct of legal employees. Finally, it concludes with recommendations to reinforce the employment rights of legal employees; eliminate the role of LAPs and associated entities in providing education about mental health and well-being; improve protections from unwarranted mental health inquiries and evaluations; and reject lawyer well-being policies and derogatory rhetoric that put people with mental health disorders and disabilities down.

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.

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.

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.

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.

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.

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

Women continue to be in charge of most childrearing; men continue to be responsible for most breadwinning. There is no consensus on whether this state of affairs, and the informal norms that encourage it, are matters of justice to be tackled by state action. Feminists have criticized political liberalism for its alleged inability to embrace a full feminist agenda, inability explained by political liberals' commitment to the ideal of state neutrality. The debate continues on whether neutral states can accommodate two feminist demands: to enact policies aimed at dismantling the feminization of caregiving, especially childrearing, and to compensate women for some of the disadvantages they incur by being primary care-givers. I contribute to this debate with three arguments in support of policies meant to de-gender care-giving and compensate care-givers. The first appeals to equality of opportunity to positions of advantage and justifies policies that prevent or mitigate statistical discrimination and implicit biases. The second draws attention to a possible causal relationship between the specialization of women in early childcare and misogyny; since the latter is incompatible with political liberal justice, it yields the conclusion that political liberals ought to further investigate the causal hypothesis with the aim of establishing or refuting it. The third argument concludes that legitimate childrearing prohibits adults from socializing children or, at least girls, into gender norms; it justifies duties of justice on the side of parents, educators, and economic agents, and state policies meant to offset foreseeable breaches of some of these duties.

Cette analyse s'interroge sur la discrimination systémique de personnes migrantes et issues des migrations, originaires de pays extra-européens sur le marché de l'emploi belge 1. Nous envisageons la définition des discriminations systémiques en contexte professionnel, ainsi que l'identification de leurs origines psychosociales, à travers le fonctionnement sélectif des comportements économiques. Les effets socio-économiques de ces discriminations sont également décrits, tant sur les publics victimes que sur l'ensemble de la société. Discrimination systémique en emploi Les inégalités face à l'emploi constituent certains des symptômes de la discrimination systémique qui frappe, sur le marché du travail, entre autres, les travailleurs issus de l'immigration, en particulier hors UE. Des recherches montrent notamment que les minorités ethniques, et spécifiquement celles associées à la religion musulmane, ont plus de probabilités d'être discriminées que les autres (Carcillo et Valfort, 2018). Pour ces mêmes auteurs, la discrimination dans le champ de l'emploi est globalement le résultat d'un traitement inégal appliqué à des personnes similaires du point de vue de leurs performances professionnelles.

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

I was a senior lecturer at London South Bank University for 27 years. In that time I built up an international reputation for excellence in the fields of the production of urban public space and urban regeneration.
https://www.amazon.co.uk/Routledge-Handbook-Henri-Lefebvre-Society-ebook/dp/B07V8JY8QJ/ref=sr_1_1?crid=8UE10LNNDAHB&keywords=leary-owhin&qid=1646855484&s=books&sprefix=leary-owhin%2Cstripbooks%2C83&sr=1-1
I had a spotless reputation which was the jewel in the crown of my academic and professional life. My academic life was brought to an end when I was dismissed by the University for amongst other things being found guilty of harassment and bullying of two of my colleagues who had been friends for 15 years.
I knew the disciplinary investigation and the report by Prof Patrick Callaghan was incompetent and biased. I knew that no reasonable employer would have dismissed me in those circumstances based on that report. I made a claim with the Employment Tribunal (part of the England and Wales court system) in January 2020. The claims are as follows: unfair dismissal, unfair dismissal for whistleblowing, detriment for whistleblowing, skin colour, ethnic origins and race discrimination, racial harassment and racial victimisation. The Vice Chancellor, Prof David Phoenix and four governors are named in the claim which is a public document. In closing submissions the University accused me of being morally and intellectually bankrupt.

Sumario:
Esta investigación buscó analizar la existencia de edadismo en los procesos de reclutamiento y profundizar en los prejuicios asociados a ello, por lo medio de los métodos mixtos de indagación.
El contexto del estudio, fue la ciudad de Celaya en el estado de Guanajuato, México.
Se utilizó un diseño secuencial. La primera etapa cuantitativa pretendió identificar la presencia de discriminación por edad en las ofertas de trabajo publicadas en internet en dos bolsas de empleo públicas, una gratuita y una con costo para el empleador, las ofertas analizadas fueron las catalogadas  para el municipio antes citado, durante el mes de Junio del 2013.
Una vez que se demostró la existencia de edadismo en el reclutamiento, se implementó la segunda etapa cualitativa, la cual se enfocó en identificar los prejuicios que lo generan.
Palabras clave: edadismo, reclutamiento, discriminación, prejuicio.
Abstract
This research sought to examine whether there is ageism in the processes of recruitment and deepen prejudices associated with it, by the middle of the mixed methods of inquiry.
The context of the study was the city of Celaya in the State of Guanajuato, Mexico.
A sequential design was used. The first quantitative stage intended to analyze if there was age discrimination in job offers published in internet on two public employment exchanges, one free and one at cost to the employer, the analyzed offerings were the scheduled for the municipality, cited above, during the month of June of 2013.
Once shown the existence of ageism in recruitment, implemented the second qualitative phase, which focused on identifying the prejudices that generate it.
Key words: recruitment, discrimination, ageism, prejudice. 

For the 65 million Americans with a criminal record, it is cruelly ironic that perhaps the most important resource for turning their lives around — employment — is also often the most elusive. Shut out from legitimate job opportunities, many ex-offenders resort to illegal means of survival that hasten their return to prison. Recidivism has devastating consequences not only for the individual offender, but also the family, the community, and society at large. This Article proposes three amendments to Title VII of the Civil Rights Act of 1964 that seek to balance ex-offenders’ need for employment with employers’ safety concerns. First, employers should be prohibited from discriminating against an ex-offender whose criminal record is not directly related to the job in question or who does not pose an unreasonable threat to property or to the safety of others. Second, employer inquiries about an applicant’s criminal record should be delayed until after at least one job interview. Third, a negligent hiring provision should be added to Title VII that creates a rebuttable presumption against negligence and that caps damages in certain cases. These measures represent a sensible, middle-of-the-road approach that promotes the employment of ex-offenders in appropriate cases, while ensuring that neither employers nor the public is unduly burdened as a result.

In the realm of adults, name-calling is often a fact of life that one simply brushes off like water rolls off a duck’s back. At some point, however, racial slurs and ethnic epithets hurled at employees constitute actionable discrimination rooted in palpable and entrenched stereotypes. In the case of Muslims, Arabs, and South Asians, the September 11, 2001 terrorist attacks not only caused an upsurge in hatred, violence, and discrimination, but also entrenched preexisting negative stereotypes. Targeted law enforcement efforts and media images stereotyping dark-skinned, bearded males with Arabic-sounding names as representing the primary threat to the national security of the United States contribute to racial, national origin, and religious harassment in the workplace.

In the years immediately following the September 11th terrorist attacks, hate crimes and other forms of discrimination against these communities were on the rise at a troubling rate. For the last months of 2001, the FBI reported a 1500% increase in hate crimes against “people of Middle Eastern descent, Muslims, and South Asian Sikhs, who are often mistaken for Muslim” from 28 in 2000 to 481 in 2001. The New York City Police Department received 117 reports of hate crimes against Arab- and Muslim-Americans in the first six months after the attacks, compared to an average of seven hate crime reports per year before 2001. The American-Arab Anti-Discrimination Committee (“ADC”) reported over 700 violent incidents targeting Arab Americans, Muslims, and South Asians or those perceived as such in the first nine weeks following the September 11th terrorist attacks. ADC also documented several murders, 165 violent incidents from January 1, 2002 to October 11, 2002, over eighty cases of illegal and discriminatory removal of passengers from aircrafts based on the passenger’s perceived ethnicity, and over 800 cases of employment discrimination against Arab Americans from September 11, 2001 to October 11, 2002. Similarly, the Council on American-Islamic Relations reported 1717 complaints of discrimination by Muslims in the first six months after September 11.

Notwithstanding the passage of eight years, “post-9/11 discrimination” persists, most profoundly in the workplace. While the volume of cases has seemingly decreased, negative stereotypes of Muslims and Arabs have become entrenched into popular culture and consequently more prevalent in the workplace. One need only recall the 2008 presidential elections where allegations that Barack Obama was a Muslim or Arab were in effect racial slurs and ethnic epithets. Months after Barack Obama’s inauguration, anti-Muslim sentiment continues in the form of the growing “Birther” movement challenging the validity of President Obama’s Hawaiian birth certificate, and ultimately the legitimacy of his presidency, on grounds that he is a closeted Muslim born in a Muslim country. Despite the spuriousness of the allegations, the popularity of the Birther movement suggests that suspicion and distrust of Muslims in America will continue for years to come.

Litigation of civil rights employment claims, both under Title VII and 42 U.S.C. § 1981 et seq, offers an effective means of countering entrenched bias in the workplace. In addition to providing remedies to plaintiffs harmed by employment discrimination, such cases offer a powerful disincentive to employers who permit their workplace to become infested with insidious stereotypes against Muslims, Arabs, or South Asians.

Accordingly, this Article provides the legal framework for pursuing such claims. Part I lays out the theoretical backdrop of how immigrants and racial minorities have historically been targeted as a result of a misguided Eurocentric definition of “American.” Though Arabs, Muslims, and South Asians have historically experienced the adverse effects of such narrow and exclusive definitions of citizenship, the terrorist attacks directed long-standing nativist bias to these groups and permanently racialized them. Part II discusses how governmental racial profiling and targeted law enforcement action legitimizes private bias that is ultimately manifested as workplace harassment. To highlight the misconceptions and fallacies perpetuated by the racial slurs, Part III offers a general introduction to the Arab, Muslim, Middle Eastern, Sikh, and South Asian communities in the United States. Part IV discusses the availability of national origin and ethnic origin as a basis of liability under Title VII. Part V explains the theories of liability under which a plaintiff may pursue a hostile work environment claim on the basis of national origin or ethnic origin. Included is an analysis of the myriad of cases filed since September 11, 2001 that involve allegations of discrimination against Arabs, Muslims, Middle Easterners, Sikhs, or South Asians. Finally, the Article concludes by arguing that national or ethnic origin harassment expressed through accusations of being a terrorist, ethnic slurs about an employee’s Arab heritage, and allegations of condoning violence based on a profession of the Islamic faith are all results of the racialization of Arabs, Muslims, and South Asians as the “terrorist other” and the entrenchment of stereotypes that have surpassed being merely backlash.

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.

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.

(English follow) Les politiques d’immigration du Québec et du Canada visent à attirer des candidats très qualifiés. Pourtant, ces migrants font face à de nombreuses barrières sur le marché du travail local. L’expérience des médecins diplômés à l’étranger ayant immigré au Québec est particulière en raison de la complexité du processus de reconnaissance professionnelle. Basé sur une recherche qualitative menée auprès de diplômés internationaux en médecine (DIM) et d’acteurs clés, cet article traite du caractère dynamique et relationnel de ce processus de reconnaissance, influencé par des rapports sociaux témoignant des relations inégalitaires entre certaines populations. Comme les trajectoires d’intégration professionnelle sont différenciées et que certains DIM semblent devoir surmonter plus d’obstacles que d’autres, nous discutons des aspects souvent invisibilisés de mécanismes qui influencent la reconnaissance sociale et professionnelle de médecins tentant de faire carrière au Québec, au-delà des qualités individuelles des DIM concernés.

Mots-clés : Médecins diplômés à l’international, reconnaissance professionnelle, Québec, discrimination, ressources symboliques

Abstract
Quebec and Canada’s immigration policies aim to attract highly skilled candidates. Yet these migrants face multiple barriers in the labour market. International medical graduates (IMGs) encounter a complex process by which their skills are recognized (or not). Based on a qualitative research with IMGs and key figures in this knowledge & professional skills area, this article discusses the dynamic and relational nature of the recognition process, influenced by social relationships highlighting unequal relations between certain populations. Seeking to understand why some IMGs experience more obstacles than others, beyond factors related to personal characteristics, this article explores how subjective or invisibilized mechanisms at play colour the social and professional recognition of physicians whose aim is to practise medicine in Quebec.

Keywords: International Medical Graduate (IMG), professional recognition, Quebec, discrimination, symbolic resources

This manual was created in the context of the “DIONE” project for the main purpose of empowering current and future working mothers by providing basic information and guidelines with respect to their labour rights and addressing incidents of dismissal or discrimination on grounds of pregnancy or maternity. This manual is also a useful tool for professional bodies that offer support (counselling, psychological, legal, ancillary) services to working or dismissed women as well as employers and human resource managers, who wish to enhance their knowledge on this issue.

Disclaimer:
This publication was prepared with the financial support of the Rights, Equality and Citizenship (REC) Programme of the European Union. The contents of this publication are the sole responsibility of author and can in no way be taken to reflect the views of the European Commission.

Facebook should not be so greedy and try to save money to pay for understanding and sympathetic employees, who will assist visually impaired Facebook users, like me, to use Facebook to get the assistance they need to compensate for the shortcomings of their visual disabilities, instead of excluding visually Facebook users, like me, by default, just because my Facebook posting pattern cannot be predicted by any software unless somebody is at least taking to me and trying to understand why I need to post in the way I do.

Ez a tanulmánykötet a munkaerő-piaci integráció és dezintegráció, illetve befogadás és kirekesztés kontextusában vizsgálja meg a foglalkozási diszkrimináció jelenségét, különös tekintettel annak súlyosabb változatára, a halmozott diszkriminációra. A diszkrimináció a társadalmi viszonyoknak az egyik legkomplexebb jelensége, amely jelentős szereppel bír a hátrányos helyzetű csoportok társadalmi egyenlőtlenségeinek tartós újratermelődésében. A könyv a foglalkozási diszkriminációt mind az intézmények, mind az egyének szempontjából teszi vizsgálat tárgyává.
A kötet első részében, a foglalkozási diszkrimináció mértékét bemutató statisztikai helyzetkép után, az első tanulmány a munkaerő-piaci integrációs és dezintegrációs folyamatokat rendezi fogalmi keretbe. A kötet második részében két olyan tanulmány szerepel, amely a foglalkozási diszkriminációt intézményi szempontból vizsgálja. Az első az állami és magán munkaerő-közvetítő szervezetek körében elemzi az intézményi döntéshozók diszkriminációs percepcióit és cselekvéseit. A második a diszkrimináltak által elérhető munkakörök minőségét elemzi európai összehasonlításban. A kötet harmadik részében a diszkriminációt megtapasztalt személyekre koncentrálunk, és azt elemezzük, hogy egyéni szinten milyen típusai vannak a diszkrimináció percepciójának, az arra adott egyéni cselekvéseknek, és hogy a diszkrimináció milyen hatással volt az egyének életére. Végezetül a kötet negyedik részében azok a munkahelyi esélyegyenlőséggel és sokszínűséggel kapcsolatos vállalati gyakorlatok kerülnek bemutatásra, amelyek a dezintegrációs folyamatokkal ellentétben segíthetik a hátrányos helyzetű munkavállalók és álláskeresők munkaerő-piaci integrálódását, valamint társadalmi befogadását. Külön-külön tanulmány foglalkozik a családbarát munkahelyek szerepével a gyermekes nők munkaerő-piaci integrációjában, a megváltozott munkaképességű embereket foglalkoztató vállalatok jó gyakorlataival, és azokkal a munkahelyi gyakorlatokkal, amelyek az életkori sokszínűséget erősíthetik a munkahelyen.

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.”

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.

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.

LAMAČKOVÁ, D.: Metodológia vyšetrovania a sankcionovania diskriminácie v zamestnaní – príklady dobrej praxe v krajinách EÚ a Austrálii. Veľká Británia, Austrália. Kapitola 4.15, 4.16. In: DEBRECÉNIOVÁ, J.: Inšpekcia práce a zásada rovnakého zaobchádzania s dôrazom na pohlavie a rod: právne rámce, bariéry, príklady dobrej praxe a odporúčania pre legislatívu, politiky a prax v SR. Bratislava : Centrum vzdelávania MPSVR SR, 2014. ISBN 9788096982431. s. 255-277. autorský podiel: 100%

6% des avocats et jusqu’à 20% des étudiants de l’École du Barreau déclarent faire partie d’un groupe ethnoculturel. L’immigration, la mondialisation et la mobilité professionnelle vont façonner la profession et la société de demain. En droite ligne avec les nombreuses initiatives du Barreau en matière d’égalité, d’équité et de diversité, le projet « Forum – Pour une profession inclusive » est le plus vaste exercice de consultation d’avocats et d’étudiants de groupes ethnoculturels jamais entrepris au Québec sur les enjeux et les pistes de solution relatives aux trois thèmes suivants :

    L’accès à la profession : les études universitaires, le stage et la reconnaissance d’équivalences pour les avocats formés hors Québec;
    L’intégration à la pratique : la recherche d’emploi, le développement de la pratique et de la clientèle;
    La progression et le développement professionnel.

Le rapport présente les constats de la consultation et un plan d’action pour tendre vers une plus grande diversité et inclusion dans la profession.

Net als in voorgaande afleveringen van de Monitor (2012/2015/2017) wordt in dit rapport de stand van zaken weergegeven rond moslimdiscriminatie in Nederland in het algemeen. De focus ligt hierbij op de periode 2017-2019, met ook hier en daar aandacht voor 2020.
In deze monitor hebben de onderzoekers speciaal aandacht besteed aan discriminatie van moslims op de arbeidsmarkt.

¿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.