Title VII Sex and Race Discrimination Litigation Settlements as Opportunities for Organizational Change

Deitch, Cynthia; Hegewisch, Ariane

doi:10.1007/s10869-013-9294-9

Cited by 13 publications

(19 citation statements)

References 23 publications

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“…In addition, temporary plans without reserved positions are favored. Moreover, Deitch and Hegewisch (2013) considered what happens to organizations that are subject to litigation. Their comprehensive examination of 502 consent decrees yielded substantial variability in this potential mechanism for change.…”

Section: Discussionmentioning

confidence: 99%

Editorial: Three Perspectives of Employment Discrimination 50 Years After the Civil Rights Act—A Promise Fulfilled?

2013

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Purpose In recognition of the 50th anniversary of the Civil Rights Act of 1964, this paper reviews contradictory perspectives of the status of employment discrimination. Design/Methodology/Approach Arguments are derived from psychology, management, law, and political science to contrast perspectives that civil rights legislation has (a) done its job, (b) gone too far, and (c) not gone far enough. Findings We determine that disagreement is inevitable and that no unified conclusion can be drawn. Recognition of the viewpoints embedded in opposing perspectives, however, offers direction for the future of organizational science and practice. Implications Consideration of these disparate views of civil rights legislation enables thoughtful reflection on the past, present, and future of civil rights legislation. Originality/Value This paper offers a variety of lenses through which to consider employment discrimination in the organizational sciences and underscores the value of the papers collected in the special issue.

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Section: Discussionmentioning

confidence: 99%

Editorial: Three Perspectives of Employment Discrimination 50 Years After the Civil Rights Act—A Promise Fulfilled?

2013

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“…Due to the historical subjugation of, and bias against, women in the workplace, workplace sexual harassment is a reminder of their continuing inequality. Women continue to experience employment discrimination with respect to pay and promotions (Deitch & Hegewisch, 2013) and female‐typed work is viewed as less valuable than male‐typed work and lower paid (England, 2010; Torre, 2014).…”

Section: Gender Differences In the Experience Of Sexual Harassmentmentioning

confidence: 99%

Organizational failure to ethically manage sexual harassment: Limits to #metoo

Clarke

2020

Business Ethics: A Eur Rev

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The recent deluge of sexual harassment allegations in the media serves as a reminder that sexual harassment remains a pervasive, destructive occurrence in the workplace. Organizations in the United States have taken a legal‐centric approach to managing workplace sexual harassment, resulting in impotent anti‐harassment policies, ineffective sexual harassment training, and underused reporting mechanisms. In this conceptual paper, I argue that men's differential perceptions of sociosexual behaviors have propagated this legal‐centric approach, which fails to meet organizations’ ethical obligation to provide a safe and healthy work environment. Specifically, men have a different psychological experience of sexual harassment, which may inhibit their ability to take the perspective of targets. This lack of perspective‐taking has influenced the jurisprudence on workplace sexual harassment, which has in turn informed organizations’ approach to managing the phenomenon. I contribute to research on both business ethics and workplace sexual harassment by integrating two bodies of scholarship that have developed largely independent of one another: organizational psychology and legal. In so doing, I offer an explanation for the continued pervasiveness of workplace sexual harassment despite decades of legal sanction, organizational interventions, and research.

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“…Discrimination is still widespread (Hinsdale, 2015: 19f;Nkomo & Hoobler, 2014; see, e.g., the incidents of racial discrimination in Ferguson, 2014, and Baltimore, 2015, as well as at U.S. universities). Dogmatic convictions exist not only in the religious sphere (Altemeyer & Hunsberger, 1992), but also in the political (Janoff-Bulman, 2009;McAdams, Hanek, & Dadabo, 2013) and corporate spheres, for instance in the form of prejudice against minorities (Deitch & Hegewisch, 2013;Hinsdale, 2015: 19f;Konrad, 2003). We can thus expect discrimination and dogmatic attitudes also to exist in corporate diversity training (Nkomo & Hoobler, 2014).…”

Section: Learning Conditions Learning Processes and Learning Outcommentioning

confidence: 99%

Tolerance: A Neglected Dimension in Diversity Training?

Gebert

Buengeler

Heinitz

2017

AMLE

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Title VII Sex and Race Discrimination Litigation Settlements as Opportunities for Organizational Change

Cited by 13 publications

References 23 publications

Editorial: Three Perspectives of Employment Discrimination 50 Years After the Civil Rights Act—A Promise Fulfilled?

Editorial: Three Perspectives of Employment Discrimination 50 Years After the Civil Rights Act—A Promise Fulfilled?

Organizational failure to ethically manage sexual harassment: Limits to #metoo

Tolerance: A Neglected Dimension in Diversity Training?

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