Sources of discrimination among employees: A survey investigation.

Abstract

Five-hundred eighty-eight employees from the state of Illinois were interviewed to determine the types of discriminatory feelings that exist in the work environment. Using a2X2X2X2 repeated measures design, it was found that race, sex, age, and competence were significant forms of discrimination. Employees would prefer not to work with blacks, women, older individuals, or barely competent persons. One significant interaction, sex by competence, was found. Employees made little distinction between barely competent males and females, but in the choice between highly competent males and females, they indicated a clear preference for highly competent males. When the sample was split on the basis of the demographic characteristics of sex, age, and race, it was found that blacks preferred working with other blacks, whereas females preferred working with other females. Older employees indicated that age made no difference in their preference for fellow employees.Job discrimination has usually been associated with racial bars to employment. In recent years, however, the concept of job discrimination has been expanded to include women and older individuals. There may also be a more subtle form of discrimination based upon the competence of the individual seeking employment. As Zimpel (1971) indicates, those who bring inadequate skills to the marketplace often are wholly excluded from the labor force, or are permitted access "only to the outermost, car-washing, floor-sweeping fringes" (p. 1).The focus of job discrimination research has been on employers. Triandis (1963) found that American personnel directors gave considerable weight to competence, race, and sociability as factors involved in the hiring of job applicants for a series of middle-and upper-management positions. Goldsmith (1970) reported that business and industry are less willing to employ or to continue training women for executive positions, whereas Rosen

Gender differences within 360‐degree managerial performance appraisals

“…The second concerns those external factors such as organisational structures, general stereotypes and the attitudes of others that militate against their advancement some of which find expression in discriminatory performance ratings. Nieva and Gutek (1980) and Haefner (1977) argue that female employees who perform well may not always receive due credit because their performance is attributed to characteristics other than ability. For example, where males and females have been assessed as performing equally well in male-related tasks it is attributed to skill for males but luck for female employees (Deaux and Emswiller, 1974).…”

Effects of Ethnicity, Accent, and Job Status on Selection Decisions

“…Earlier research on the effect of applicant ethnicity has been reviewed by Arvey (1979). It was concluded that the research findings failed to show that black applicants are evaluated unfairly or are given lower ratings than white applicants (e.g., Wexley and Nemeroff 1974;Rand and Wexley 1975;Haefner 1977). There have been six more recent studies since Arvey's review.…”

Biasing effects of physical disability, race, and job skill level on assessment of applicants

“…The discrimination against racial minority groups, however, tends to decrease with job complexity and increase with the proportion of minority applicants in the applicant pool. In line with this, Haefner (1977b) found that a hypothetical white co-worker was preferred over a hypothetical black co-worker. Kim and Lewis (1997) found that Asians were as likely as blacks, and almost twice as likely as whites, to feel that discrimination blocked their career prospects.…”