Discrimination in Workplace Dynamics:  Toward a Structural Account of Disparate Treatment Theory

Green, Tristin K.

doi:10.2139/ssrn.367701

Cited by 30 publications

(33 citation statements)

References 11 publications

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“…Legislation is not always able to address this type of age discrimination (Cheung et al 2010), where social factors, such as stereotypes, interpersonal relationships or work atmosphere can play a significant role. This suggests that the discrimination in employment might occur in two forms: one that aligns with the strict legal definitions, and second form that occurs in social interactions and is linked to workplace dynamics (Green 2001). In the analysis that follow, we intend to call these two types soft and hard discrimination.…”

Section: Legal and Social Understanding Of Age Discriminationmentioning

confidence: 99%

“…As Amiraux and Guiraudon emphasise: ''the social fluidity of discrimination contrasts with the boundaries of its legal existence' ' (2010: 1703), what calls for more interaction between the two spheres to enhance the efficiency of the legislation and to increase its social impact (Green 2001). Expanding the social understanding of age discrimination with a legal dimension has two strengths.…”

Section: Introductionmentioning

confidence: 99%

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Hard and soft age discrimination: the dual nature of workplace discrimination

2017

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The paper concentrates on the problem of age discrimination in the labour market and the way it can be conceptualised and measured in a multi-disciplinary way. The approach proposed here combines two understandings of age discrimination-a sociological and legal one, what allows for a fuller and expanded understanding of ageism in the workplace. At the heart of the study is a survey carried out in Poland with a sample of 1000 men and women aged 45-65 years. The study takes a deeper and innovative look into the issue of age discrimination in employment. Confirmatory factor analysis with WLSMV estimation and logistic regressions were used to test the hypotheses. The study shows that age discrimination in labour market can take on different forms: hard and soft, where the hard type of age discrimination mirrors the legally prohibited types of behaviours and those which relate to the actual decisions of employers which can impact on the employee's career development. The soft discrimination corresponds with those occurrences, which are not inscribed in the legal system per se, are occurring predominantly in the interpersonal sphere, but can nevertheless have negative consequences. Soft discrimination was experienced more often (28.6% of respondents) than hard discrimination (15.7%) with higher occurrences among women, persons in precarious job situation or residents of urban areas. The role of education was not confirmed to influence the levels of perceived age discrimination.

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Section: Legal and Social Understanding Of Age Discriminationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Hard and soft age discrimination: the dual nature of workplace discrimination

2017

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“…More important, claims and complaints regarding the impact and effects of racism as currently structured in our laws and administrative organizational procedures do not consider the systematic or structural impacts or outcomes of racism (Green, 2003).…”

Section: Psychology and The Law: The Need To Deconstruct Racismmentioning

confidence: 99%

“…Just as Green (2003) proposed a new approach to discrimination theories (structural disparate impact and structural disparate treatment), I offer new terms to classify particular types and classes of racism to facilitate connecting the types of racism (i.e., racial discrimination, racial harassment [quid pro quo racial harassment], and discriminatory harassment) to specific mental health effects and reactions.…”

Section: Psychology and The Law: The Need To Deconstruct Racismmentioning

confidence: 99%

Clarification and Purpose of the Race-Based Traumatic Stress Injury Model

Carter

2007

The Counseling Psychologist

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The author responds to the four reactions authored by Thompson-Miller and Feagin, Griffin, Speight, and Bryant-Davis in this issue. In responding, he clarifies the purpose of the model presented in his major contribution and adds information about the model's legal and forensic applications that he did not touch on with any detail. He also discusses the purpose of the use of "injury" to describe the harm of racism, the intersection of psychology and law, and how legal definitions are not useful in the effort to understand the mental health effects of racism. He further points out that both objective and subjective stressors are harmful since, where racism is concerned, there seems to be a tendency to discount subjective experience. Lastly, the author acknowledges points made by the reaction authors that extend and expand the model of racebased traumatic stress injury he presented.

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“…These dynamics are multilevel, crossinstitutional, and nontechnical, embedded in cultures and routines, and often hard wired into policies and structures (Green, 2003;Sturm, 2001Sturm, , 2014. They occur through cumulative advantages and disadvantages over a long period of time and produce isolation or marginalization from the experiences and relationships crucial to mobility and achievement.…”

Section: Structural Inequality Of Treatmentmentioning

confidence: 99%

Equality and Inequality: Legal Aspects

Sturm

2015

International Encyclopedia of the Social &Amp; Behavioral Sciences

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Discrimination in Workplace Dynamics: Toward a Structural Account of Disparate Treatment Theory

Cited by 30 publications

References 11 publications

Hard and soft age discrimination: the dual nature of workplace discrimination

Hard and soft age discrimination: the dual nature of workplace discrimination

Clarification and Purpose of the Race-Based Traumatic Stress Injury Model

Equality and Inequality: Legal Aspects

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