Discrimination: Motivation, Action, Effects, and Context

Feagin, Joe R.; Eckberg, Douglas Lee

doi:10.1146/annurev.so.06.080180.000245

Cited by 131 publications

(76 citation statements)

References 6 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…It has been emphasised that more general organisational approaches are needed to fully understand why employers discriminate (Feagin and Eckberg 1980;Pager and Shepherd 2008).…”

Section: An Organisational Model Of Personnel Selection: Satisficing mentioning

confidence: 99%

Understanding discrimination in hiring apprentices: how training companies use ethnicity to avoid organisational trouble

Imdorf

2017

Journal of Vocational Education & Training

View full text Add to dashboard Cite

Children of immigrants from non-EU countries face particular problems to access apprenticeship training in German-speaking countries. In this context this article asks how recruiters in small and medium sized companies (SME) make sense of national and ethnic origin when hiring new apprentices. The author proposes Boltanski and Thévenot's theory of justification in order to conceptualise ethnic discrimination in hiring. Accordingly, the social body of a company consists of multiple interweaved (industrial, domestic, market) 'worlds' of social coordination and justification. In order to avoid organisational trouble and to guarantee the further existence of the company, these worlds claim different principle of personnel assessment, some of them penalising applicants of specific ethnic origin. Empirically, the article refers to apprentice recruitment in Switzerland and Germany. It illustrates that employers in SME expect trouble in the domestic and in the market world of the company when hiring school leavers they perceive as foreigners. Hence, discriminatory categories such as ethnicity are used as symbolic and organisational resources for trouble avoidance in hiring apprentices.

show abstract

“…It has been emphasised that more general organisational approaches are needed to fully understand why employers discriminate (Feagin and Eckberg 1980;Pager and Shepherd 2008).…”

Section: An Organisational Model Of Personnel Selection: Satisficing mentioning

confidence: 99%

Understanding discrimination in hiring apprentices: how training companies use ethnicity to avoid organisational trouble

Imdorf

2017

Journal of Vocational Education & Training

View full text Add to dashboard Cite

show abstract

“…Feagin and Eckberg (1980) described racial-ethnic discrimination as the product of actions and practices on the part of the dominant racial-ethnic group that differentially and negatively affect a minority racial-ethnic group. Perceived discrimination is salient among Latino youths who report experiencing differential treatment in their educational settings and among peers (Benner & Graham, 2011Rosenbloom & Way, 2004).…”

Section: Discrimination and Erimentioning

confidence: 99%

In Pursuit of Belonging: Acculturation, Perceived Discrimination, and Ethnic–Racial Identity among Latino Youths

Baldwin‐White

Kiehne

Umaña‐Taylor³

et al. 2017

Social Work Research

View full text Add to dashboard Cite

Guided by Bronfenbrenner's ecological systems framework and informed by the rejectionidentification model, this study examined the relationship between acculturation, discrimination, and ethnic-racial identity (ERI) searching and affirmation among a sample of Latino youths (N = 830; mean age = 12.2 years). Results revealed that higher levels of acculturation were associated with lower levels of searching and affirmation. Furthermore, higher perceived discrimination was associated with higher affirmation, but unrelated to searching. Finally, perceived discrimination significantly attenuated the negative associations between acculturation and adolescents' ERI searching and affirmation. The article concludes with a discussion of practice implications.

show abstract

“…From a broad sociological perspective one can answer Yes. consider Feagin and Eckberg's (1980) We may also ask whether legally remediable discrimination exists. The question is more complicated than it appears, for the law applies different discrimination by the eviction board, Samoan tenants would have to show, not that they faced higher probabilities of eviction because they were Samoan, but that they were in fact evicted because they were Samoan rather than because of the lease provisions they violated.…”

Section: Conclasionmentioning

confidence: 99%

Cultural Differences and Discrimination: Samoans Before a Public Housing Eviction Board

Lempert¹,

Monsma²

1994

American Sociological Review

View full text Add to dashboard Cite

In Hawaii Samoans are a stigmatized ethnic group. We examine how this group is treated by a public housing eviction board. Statistical analysis suggests Samoans are discriminated against in financial cases.Interviews indicate^however, that Samoans are disadvantaged largely because their excuses are unpersuasive and would be so regardless of the ethnicity of the tenants making them. In this sense Samoans are treated "like any other tenant," and illegal discrimination, as defined by the Fourteenth Amendment, has not occurred. But Samoans make unpersuasive excuses more often than other tenants because excuses that are reasonable in the context of Samoan culture do not seem reasonable to judges from a different culture. Thus cunong tenants behind in their rent, Samoans fare worse than do non-Samoans, much as they might fare if board members held anti-Samoan prejudices. We call this implication of cultural hegemony "cultural discrimination" and note the dilemmas it poses, not the least of which is that it makes problematic the very concept of discrimination. Judges responding to these excuses similarly consider -and indeed discuss -the validity of the excuses they hear. Thus, our example shows how cultural understandings, can limit even conscious cognitive efforts to behave in ways acceptable to a dominant culture and can lead to considered decisions that reject another's cultural motivations, even while recognizing and on occasion appreciating them.In examining how Samoans fare before the HHh's eviction board, we are observing an unfamiliar minority group before an unusual court.This situation in fact enhances our ability to identify and explore HHA's case was briefly presented, usually by questioning the housing project manager, and the tenant could respond however he or she wanted.Almost always the HHA's charges were admitted. In three-quarters of the cases, the charge was nonpayment of rent, and the fact of nonpayment was almost always indisputable; but even when some other lease violation was charged like fighting or keeping pets, the tenant usually admitted the violation and made excuses for it. Ordinarily, after the tenant presented explanations, promises, or excuses, board members, the HHA's prosecutor, and occasionally the project manager questioned the tenant.Throughout, the tone was informal, and there was considerable effort to Overtime, while the informality of the basic hearing remained more or less the same, other features of the eviction process and the board's decision-making process changed. Changes are described in detail in Lempert [1989]. For example, the HHA's prosecutors changed, with lawyers eventually taking over this role, and the board at one point was divided into two panels to allow more frequent meetings. The "Period"variable in the models we present is designed to capture significant Only some of the HHA's eviction files included information on ethnicity. Where this information was missing, we coded ethnicity into two categories, Seunoan or non-Samoan, based on first and last na...

show abstract

Discrimination: Motivation, Action, Effects, and Context

Cited by 131 publications

References 6 publications

Understanding discrimination in hiring apprentices: how training companies use ethnicity to avoid organisational trouble

Understanding discrimination in hiring apprentices: how training companies use ethnicity to avoid organisational trouble

In Pursuit of Belonging: Acculturation, Perceived Discrimination, and Ethnic–Racial Identity among Latino Youths

Cultural Differences and Discrimination: Samoans Before a Public Housing Eviction Board

Contact Info

Product

Resources

About