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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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? […]
At the American Bar Association Section of Labor and Employment Law’s Ninth Annual Labor and Employment Law Conference, a group of esteemed individuals will address the issue of workplace equality and race, exploring questions of whether and how current events in America impact race relations in the workplace, why it has proven difficult to recruit and to retain a racially-diverse workforce, and ideas for improving the effectiveness of diversity and inclusion efforts. This seminar paper addresses some considerations concerning the roadblocks and routes for achieving a better racial equality outcome in the workplace.
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