Pub Date : 2019-08-28DOI: 10.1108/S2051-233320190000006008
Arnfinn H. Midtbøen
This chapter reviews the historical and political context of immigration to Norway, patterns of ethnic inequality in the labour market, as well as how ethnic discrimination has been legislated, publically debated and studied in the Norwegian context. Drawing on the findings of a multimethod study of discrimination in the Norwegian labour market, combining a field experiment with employer-interviews, the chapter furthermore clarifies the extent of discrimination in ethnic minority applicants’ access to the labour market and discusses what mechanisms influence the level of ethnic discrimination ‘at work’. The field experiment reveals that young Norwegians of Pakistani heritage – the by far largest group among immigrant descendants in the country – face substantial discrimination when applying for work. However, it also demonstrates striking differences in the scope of discrimination between the public and the private sector, as well as across occupational contexts, indicating that discrimination should not be seen as mere reflections of individual bias, ethnic preferences or statistical uncertainty, but rather that such individual-level dispositions are mediated through factors at the organizational level. This conclusion has important implications for our theoretical understanding of why discrimination occurs, as well as for the further development of anti-discrimination measures.
{"title":"Discrimination at Work: The Case of Norway1","authors":"Arnfinn H. Midtbøen","doi":"10.1108/S2051-233320190000006008","DOIUrl":"https://doi.org/10.1108/S2051-233320190000006008","url":null,"abstract":"This chapter reviews the historical and political context of immigration to Norway, patterns of ethnic inequality in the labour market, as well as how ethnic discrimination has been legislated, publically debated and studied in the Norwegian context. Drawing on the findings of a multimethod study of discrimination in the Norwegian labour market, combining a field experiment with employer-interviews, the chapter furthermore clarifies the extent of discrimination in ethnic minority applicants’ access to the labour market and discusses what mechanisms influence the level of ethnic discrimination ‘at work’. The field experiment reveals that young Norwegians of Pakistani heritage – the by far largest group among immigrant descendants in the country – face substantial discrimination when applying for work. However, it also demonstrates striking differences in the scope of discrimination between the public and the private sector, as well as across occupational contexts, indicating that discrimination should not be seen as mere reflections of individual bias, ethnic preferences or statistical uncertainty, but rather that such individual-level dispositions are mediated through factors at the organizational level. This conclusion has important implications for our theoretical understanding of why discrimination occurs, as well as for the further development of anti-discrimination measures.","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"112 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2019-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88540101","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-08-28DOI: 10.1108/S2051-233320190000006012
Michael Privot
In this chapter, adopting a civil society perspective, the author is reflecting on the development of equality legislation in the European Union and its (lack of) impact on racial equality at the workplace. Presenting the development of the European Network against Racism and its organization, he highlights the thought process that led anti-racist activists to depart from a purely legal approach to discrimination and inequality to engage in a constructive conversation with public and private employers about diversity management. Since 2009, this organization has been through a long cycle of learning and exploration of the challenges of racially and ethnically diversifying a workforce and articulating business cases to that effect, while seeking to remain faithful to its founding principles of inclusion and equality. The author touches upon a variety of issues emerging from the practice of its organization: the difficulties, sometimes reluctance of HR managers to confront racism, their quest for tools, the blockings around equality data collection, the ambivalent role of trade unions as well as post-modern tensions between standardization and individualization which lie at the heart of diversity management.
{"title":"Race Discrimination at Work in Europe: A Civil Society Perspective","authors":"Michael Privot","doi":"10.1108/S2051-233320190000006012","DOIUrl":"https://doi.org/10.1108/S2051-233320190000006012","url":null,"abstract":"In this chapter, adopting a civil society perspective, the author is reflecting on the development of equality legislation in the European Union and its (lack of) impact on racial equality at the workplace. Presenting the development of the European Network against Racism and its organization, he highlights the thought process that led anti-racist activists to depart from a purely legal approach to discrimination and inequality to engage in a constructive conversation with public and private employers about diversity management. Since 2009, this organization has been through a long cycle of learning and exploration of the challenges of racially and ethnically diversifying a workforce and articulating business cases to that effect, while seeking to remain faithful to its founding principles of inclusion and equality. The author touches upon a variety of issues emerging from the practice of its organization: the difficulties, sometimes reluctance of HR managers to confront racism, their quest for tools, the blockings around equality data collection, the ambivalent role of trade unions as well as post-modern tensions between standardization and individualization which lie at the heart of diversity management.","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"53 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2019-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88689864","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-08-28DOI: 10.1108/S2051-233320190000006002
S. Karakas, Mustafa F. Özbilgin
{"title":"Reflections on Definitions, Methods, Challenges of and Ways Forward for Ethnic Counting in Europe","authors":"S. Karakas, Mustafa F. Özbilgin","doi":"10.1108/S2051-233320190000006002","DOIUrl":"https://doi.org/10.1108/S2051-233320190000006002","url":null,"abstract":"","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"49 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2019-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77846245","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-08-28DOI: 10.1108/S2051-233320190000006010
Andri Georgiadou
In this chapter, we investigate race discrimination and race equality policies in the workplace at two interrelated levels of analysis in Cyprus. At the macro-national level, the effectiveness and implications of the present legal system is evaluated, and the chapter discusses whether it brought about the desirable results of safeguarding a fairer and efficient legal system, eliminating any kind of discrimination at the European Union (EU) level. At the meso-organizational level, the chapter refers to the results of research presenting a number of organizational policies and practices that safeguard or hinder the inclusion of migrants at the workplace.
{"title":"Migrants in the Workplace: The Case of Cyprus","authors":"Andri Georgiadou","doi":"10.1108/S2051-233320190000006010","DOIUrl":"https://doi.org/10.1108/S2051-233320190000006010","url":null,"abstract":"In this chapter, we investigate race discrimination and race equality policies in the workplace at two interrelated levels of analysis in Cyprus. At the macro-national level, the effectiveness and implications of the present legal system is evaluated, and the chapter discusses whether it brought about the desirable results of safeguarding a fairer and efficient legal system, eliminating any kind of discrimination at the European Union (EU) level. At the meso-organizational level, the chapter refers to the results of research presenting a number of organizational policies and practices that safeguard or hinder the inclusion of migrants at the workplace.","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"1 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2019-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75250079","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-08-28DOI: 10.1108/S2051-233320190000006004
J. Vassilopoulou, A. Merx, Verena Bruchhagen
This chapter is partially based on an unpublished Organisation for Economic Co-operation and Development (OECD) background report, titled ‘OECD Research Project on Diversity in the Workplace: Country Report Germany’, which was written by the authors of this chapter. While the OECD country report illustrates how diversity policies and related diversity instruments targeting various diversity dimensions have developed in Germany over recent decades, this chapter focuses solely on the management of ethnic diversity and its related policies. Diversity policies are broadly understood as any policy that seeks to increase the representation of disadvantaged social groups such as migrants and ethnic minorities, women, disabled persons, older workers and lesbian, gay, bisexual, transgender/transsexual, intersex and queer/questioning (LGBTIQ) in the workplace, both in the public and in the private sector. The central idea of this chapter is to provide an overview of which policies and instruments have been implemented for migrants and ethnic minorities at the workplace and to evaluate their success or failure where possible. In doing so, this chapter also discusses obstacles, success factors and challenges for policy implementation for the past and for the future.
{"title":"An Overview of Diversity Policies in the Public and Private Sector That Seek to Increase the Representation of Migrants and Ethnic Minorities in the Workplace: The Case of Germany","authors":"J. Vassilopoulou, A. Merx, Verena Bruchhagen","doi":"10.1108/S2051-233320190000006004","DOIUrl":"https://doi.org/10.1108/S2051-233320190000006004","url":null,"abstract":"This chapter is partially based on an unpublished Organisation for Economic Co-operation and Development (OECD) background report, titled ‘OECD Research Project on Diversity in the Workplace: Country Report Germany’, which was written by the authors of this chapter. While the OECD country report illustrates how diversity policies and related diversity instruments targeting various diversity dimensions have developed in Germany over recent decades, this chapter focuses solely on the management of ethnic diversity and its related policies. Diversity policies are broadly understood as any policy that seeks to increase the representation of disadvantaged social groups such as migrants and ethnic minorities, women, disabled persons, older workers and lesbian, gay, bisexual, transgender/transsexual, intersex and queer/questioning (LGBTIQ) in the workplace, both in the public and in the private sector. The central idea of this chapter is to provide an overview of which policies and instruments have been implemented for migrants and ethnic minorities at the workplace and to evaluate their success or failure where possible. In doing so, this chapter also discusses obstacles, success factors and challenges for policy implementation for the past and for the future.","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"109 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2019-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80621655","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-08-28DOI: 10.1108/S2051-233320190000006001
J. Vassilopoulou, J. Brabet
{"title":"Setting the Context of Race Discrimination at Work in the European Union","authors":"J. Vassilopoulou, J. Brabet","doi":"10.1108/S2051-233320190000006001","DOIUrl":"https://doi.org/10.1108/S2051-233320190000006001","url":null,"abstract":"","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"119 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2019-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77959053","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-08-28DOI: 10.1108/S2051-233320190000006003
J. Brabet, Maria-Giuseppina Bruna, J. Chanlat, Florimond Labulle
French Republican Model and ‘laicite, the French version of secularism’, are supposed to protect the citizens, at work or elsewhere, against any form of discrimination and France has a long history of immigration. Ethnical and racial discriminations at work are nevertheless observable towards visible minorities today. People from North African ascendance as well as those from French overseas territories 1 ’ origins are heavily penalized in the job market. Neither direct and indirect laws nor the ‘voluntary initiatives’ introduced by companies seem able to solve this problem at a time when massive unemployment and terrorist Islamic attacks on the French soil are creating a situation of crisis.
{"title":"The French Model and the Discriminations towards Visible Minorities at Work","authors":"J. Brabet, Maria-Giuseppina Bruna, J. Chanlat, Florimond Labulle","doi":"10.1108/S2051-233320190000006003","DOIUrl":"https://doi.org/10.1108/S2051-233320190000006003","url":null,"abstract":"French Republican Model and ‘laicite, the French version of secularism’, are supposed to protect the citizens, at work or elsewhere, against any form of discrimination and France has a long history of immigration. Ethnical and racial discriminations at work are nevertheless observable towards visible minorities today. People from North African ascendance as well as those from French overseas territories 1 ’ origins are heavily penalized in the job market. Neither direct and indirect laws nor the ‘voluntary initiatives’ introduced by companies seem able to solve this problem at a time when massive unemployment and terrorist Islamic attacks on the French soil are creating a situation of crisis.","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"100 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2019-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80596868","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Framing the conversation","authors":"H. Kazeroony, Y. D. Plessis","doi":"10.4324/9780429054037-1","DOIUrl":"https://doi.org/10.4324/9780429054037-1","url":null,"abstract":"","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"11 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2019-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74706045","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Responsible research","authors":"H. Kazeroony, Y. du Plessis","doi":"10.4324/9780429054037-3","DOIUrl":"https://doi.org/10.4324/9780429054037-3","url":null,"abstract":"","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"1 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2019-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88092389","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Role of social justice and the researcher","authors":"H. Kazeroony, Y. du Plessis","doi":"10.4324/9780429054037-2","DOIUrl":"https://doi.org/10.4324/9780429054037-2","url":null,"abstract":"","PeriodicalId":46962,"journal":{"name":"Equality Diversity and Inclusion","volume":"2006 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2019-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82433630","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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