Demographic diversity, perceived workplace discrimination and workers' well-being: context matters

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2022-05-10 DOI:10.1108/ebhrm-08-2021-0179
M. Boulet, Marie Lachapelle, Sebastien Keiff
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引用次数: 2

Abstract

PurposeThe main objective of this article is to contribute to the advancement of scientific knowledge on the determinants of perceived workplace discrimination and its consequences on workers' well-being in Canada.Design/methodology/approachThe authors used a representative sample of 7,706 workers aged 18 to 65 based on data from the 2016 General Social Survey of Canadians at Work and Home to conduct logistic regression models.FindingsWomen and visible minorities are at greater risk of perceiving that they have experienced workplace discrimination, but immigrants' perceived workplace discrimination risk is no different from that of non-immigrants. This risk is higher in public administration than in other industries and varies between provinces. Perceived workplace discrimination increases stress and is associated with a lower level of self-reported mental health.Practical implicationsSince perceived discrimination has a detrimental effect on workers' well-being, organizations should pay special attention to their employees’ perceptions. Relying only on official complaints of discrimination can lead organizations to underestimate this issue because many employees are not inclined to file an official complaint, even if they believe they have been discriminated against.Originality/valueThe authors findings are original because they suggest that visible socio-demographic characteristics (gender and visible minority) affect perceived workplace discrimination, which is not the case for invisible socio-demographic characteristics (immigrant). They point out that the province of residence is an element of the context to be considered and they indicate that workers in the public sector are more likely to perceive discrimination than those in other industries. These empirical contributions highlight that, despite anti-discrimination laws and government efforts to promote equity, diversity and inclusion, perceived workplace discrimination persists in Canada, particularly among women and visible minorities and it has tangible impacts on the workers' well-being.
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人口多样性、工作场所歧视和工人福祉:背景问题
目的本文的主要目的是促进科学知识的进步,了解加拿大工作场所歧视的决定因素及其对工人幸福感的影响。设计/方法/方法作者根据2016年加拿大工作和家庭综合社会调查的数据,使用了7706名18至65岁的工人的代表性样本进行逻辑回归模型。发现女性和明显的少数群体更容易意识到自己经历过工作场所歧视,但移民感知的工作场所歧视风险与非移民没有什么不同。公共行政部门的这种风险比其他行业更高,各省之间也有所不同。感知到的工作场所歧视会增加压力,并与自我报告的心理健康水平较低有关。实际含义由于感知到的歧视对员工的幸福感有不利影响,组织应特别关注员工的感知。仅仅依靠官方对歧视的投诉可能会导致组织低估这一问题,因为许多员工不倾向于提出官方投诉,即使他们认为自己受到了歧视。独创性/价值作者的研究结果是独创的,因为它们表明可见的社会人口特征(性别和可见的少数群体)会影响感知到的工作场所歧视,而不可见的社会人口学特征(移民)则不然。他们指出,居住省份是需要考虑的背景因素,他们指出,公共部门的工人比其他行业的工人更容易受到歧视。这些实证贡献突出表明,尽管反歧视法律和政府努力促进公平、多样性和包容性,但加拿大的工作场所歧视现象依然存在,尤其是在妇女和明显的少数群体中,它对工人的福祉产生了实实在在的影响。
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CiteScore
2.70
自引率
6.20%
发文量
39
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