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Employee Responsibilities and Rights Journal

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03.02.2023

Inequality, Mutability and Intersectionality Differences in Discrimination in the U.S. Federal Public Employment Sector

verfasst von: Helen LaVan, Marty Martin

Erschienen in: Employee Responsibilities and Rights Journal | Ausgabe 1/2024

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Abstract

How demographics and contextual factors impact findings of discrimination of claims filed by federal employees at the EEOC is the focus of this research. A 10% random sample was drawn from the 8,000 published EEOC claims in three years and included demographic and workplace context variables. Noted are that male versus female employees view the characteristics of the charges and the HR context differently. Suggestions for research on employment discrimination include exploring both demographics and context variables and intersectionality simultaneously, salience, and mutability of protected demographic variables.

Vorheriger Artikel Evaluating the Model of Causal Relations between Organizational Identity and Organizational Commitment in Hospital Nursing Staff through the Mediation of Organizational Culture

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This includes sex and race.

This includes national origin, age, and disability. National origin is not changeable but its salience can diminish over time. People age at different rates and that there is variation within the age range of over 40 that is protected. People have differing disabilities that have different impacts on the workplace and they vary in recoverability.

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Titel: Inequality, Mutability and Intersectionality Differences in Discrimination in the U.S. Federal Public Employment Sector
verfasst von: Helen LaVan
Marty Martin
Publikationsdatum: 03.02.2023
Verlag: Springer US
Erschienen in: Employee Responsibilities and Rights Journal / Ausgabe 1/2024
Print ISSN: 0892-7545
Elektronische ISSN: 1573-3378
DOI: https://doi.org/10.1007/s10672-023-09437-6

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