In this article, we argue that research concerning workplace discrimination could be advanced by considering ‘everyday discrimination,’ that is, the subtle, pervasive discriminatory acts experienced by members of stigmatized groups on a daily basis.
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This Note analyzes the National Football League’s (NFL) 2002 decision to implement an innovative—and controversial—policy aimed at increasing the League’s number of minority head coaches.
A web-based questionnaire survey of the opinions of SA quantity surveyors was undertaken to establish gender- and race-based differences in job satisfaction. Issues explored included demographic factors, issues of gender and race in the workplace, and gender and racial harassment and discrimination at work.
Those on the front line must figure out how to achieve inclusive institutions when the problems causing racial and gender under-participation are structural, and they must do this under conditions of considerable legal ambiguity. They have learned that studies alone do not produce significant change, nor does providing support or legal protection for individual women and people of color.
Consider this: Less than 15% of American men are over six foot tall, yet almost 60% of corporate CEOs are over six foot tall. Less than 4% of American men are over six foot, two inches tall, yet more than 36% of corporate CEOs are over six foot, two inches tall.1 Why does this happen? […]
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