Thematische Bibliographien / Age discrimination in employment

Inhaltsverzeichnis

  1. Zeitschriftenartikel
  2. Dissertationen
  3. Bücher
  4. Buchteile
  5. Konferenzberichte
  6. Berichte der Organisationen

Auswahl der wissenschaftlichen Literatur zum Thema „Age discrimination in employment“

Autor: Grafiati
Veröffentlicht am 4. Juni 2021
Zuletzt aktualisiert am 30. Juli 2024

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Zeitschriftenartikel zum Thema "Age discrimination in employment"

1

Bessey, Barbara L., und Srijati M. Ananda. „Age Discrimination in Employment“. Research on Aging 13, Nr. 4 (Dezember 1991): 413–57. http://dx.doi.org/10.1177/0164027591134002.

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Emswiller, Byron B. „Age discrimination and the Age Discrimination in Employment Act“. Journal of the American Veterinary Medical Association 206, Nr. 5 (01.03.1995): 633–36. http://dx.doi.org/10.2460/javma.1995.206.05.633.

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Posner, Richard A. „Employment discrimination: age discrimination and sexual harassment“. International Review of Law and Economics 19, Nr. 4 (Dezember 1999): 421–46. http://dx.doi.org/10.1016/s0144-8188(99)00021-6.

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Martinez, Oscar R., und Brian H. Kleiner. „Discrimination in Employment by Age“. Equal Opportunities International 12, Nr. 5 (Mai 1993): 1–5. http://dx.doi.org/10.1108/eb010607.

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Koen, Cliff. „Age discrimination in employment law“. Employee Responsibilities and Rights Journal 4, Nr. 4 (Dezember 1991): 329–30. http://dx.doi.org/10.1007/bf01385036.

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Gunderson, Morley. „Age Discrimination in Employment in Canada“. Contemporary Economic Policy 21, Nr. 3 (Juli 2003): 318–28. http://dx.doi.org/10.1093/cep/byg013.

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Roscigno, V. J., S. Mong, R. Byron und G. Tester. „Age Discrimination, Social Closure and Employment“. Social Forces 86, Nr. 1 (01.09.2007): 313–34. http://dx.doi.org/10.1353/sof.2007.0109.

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Encel, S. „Age discrimination in employment in Australia“. Ageing International 25, Nr. 2 (September 1999): 69–84. http://dx.doi.org/10.1007/s12126-999-1017-1.

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Sargeant, Malcolm. „Young Workers and Age Discrimination“. International Journal of Comparative Labour Law and Industrial Relations 26, Issue 4 (01.12.2010): 467–78. http://dx.doi.org/10.54648/ijcl2010029.

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The Framework Directive on Equal Treatment in Employment and Occupation applies to all those in employment, with respect to preventing discrimination on the grounds of age. This article is concerned with the effects of this upon young workers, rather than older workers who are the traditional focus for much of the research on age. Consideration is given to relevant cases at the European Court of Justice (ECJ), as well as in the UK. There is also an examination of the limited research done on this subject and a justification of the need for more.
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Sargeant, Malcolm. „Justifying Age Discrimination“. Business Law Review 33, Issue 8/9 (01.08.2012): 204–5. http://dx.doi.org/10.54648/bula2012049.

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Age discrimination is the only protected characteristic contained in the Equality Act 2010 where it is possible to justify both direct and indirect discrimination. In relation to all the other protected characteristics, such as in race and sex discrimination, there is no possibility of justifying direct discrimination. The test, deriving from Art. 6 of the Framework Directive on Equal Treatment in Employment and Occupation (Directive 2000/78/EC), provides that the employer will need to show that they have a legitimate aim and that the potentially discriminatory action taken is a proportionate means (appropriate and necessary) of achieving that aim.
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Dissertationen zum Thema "Age discrimination in employment"

1

Weiss, Elizabeth Marie. „Age Discrimination in personnel decisions : a reexamination and extension“. Thesis, Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/31017.

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Jenkins, Andrew Kevin. „Perceptions of age discrimination in hotel employment“. Thesis, University of Strathclyde, 2008. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21693.

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Age discrimination is regarded by many individuals and organizations to be a problem. Indeed, the UK government has stated that it is "bad for the individual, bad for business and bad for the economy". However, relatively little research has been undertaken into age discrimination. To address this lack of research, this thesis investigates age discrimination in the workplace with a focus on hotel employment in Ireland and the UK. The study reports on evidence from a survey regarding managers' perceptions of older workers and from thirty three interviews with older employees and HR managers in the UK and Ireland. Despite the paucity of research and literature concerning age discrimination in hotel employment, there is a wide range of research and literature regarding age discrimination in the workplace and organisational employment policies and practices. In terms of workplace equality, four major types of social justice are examined: relative deprivation, distributive justice, procedural justice and retributive justice. Furthermore, liberal, radical and managing diversity approaches to equality are investigated and theories to ageing analysed. Human resource management policies and practices, especially in relation to the hospitality industry, are examined as these may perpetuate and legitimise age discrimination. The main findings from this thesis suggest that major differences exist in the age diversity of a hotel's workforce with older workers being under-represented in certain properties. Moreover, a number of organizational employment policies and practices were found to potentially disadvantage older workers and HR managers in the UK and Ireland possessed a poor knowledge of workplace equality initiatives. The varied experiences of older employees themselves highlight the heterogeneous nature of this group. The majority of older workers stated that, with some reservations, they felt they were treated fairly by management but a lack of IT skills, in particular, limited development opportunities for older workers.
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Oswick, Clifford. „An analysis of age discrimination in employment“. Thesis, King's College London (University of London), 1998. https://kclpure.kcl.ac.uk/portal/en/theses/an-analysis-of-age-discrimination-in-employment(fc1f3b13-9e90-4ec8-a2ab-d5bd75b08bfe).html.

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Beystehner, Kim M. „A study of age discrimination in job hiring /“. View online, 1985. http://repository.eiu.edu/theses/docs/32211130497773.pdf.

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Oosthuizen, Tania. „Discrimination based on age in labour law“. Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19484.

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This piece aims to prove that a compulsory retirement age can no longer be justified in South Africa as a constitutional state. In times where people are gradually reaching older ages due to advances in a variety of fields, it seemed that the concept of a compulsory retirement age requires an in depth consideration. This is especially measured against the backdrop of equality and discrimination legislation within The Republic of South Africa. The development of social security law provides the larger framework in which to understand the concept and intentions around retirement. Discrimination and equality legislation demonstrates that age as a listed ground for discrimination does not necessarily simplify the jurisprudence pertaining to it, especially where alternatives have been developed for continued employment. The main point of reference in the South African justice system concerning discrimination disputes is the Harksen v Lane test, whereas the principle encapsulated in Waco v Schweitzer, relates particularly to discrimination based on age. These judgements and subsequent application will be illustrated and considered during the course of this research. The influence of fund rules and fixed-term contracts on the situation will aim to show the reality of the situation. In an effort to show that the problem of an ageing workforce and retirement is not localised to South Africa, an international overview of other constitutional countries is included for context. The comparison goes further to include non-constitutional countries to illustrate the global issue. This comparison was also included in an effort to find alternative strategies that may be utilised in South Africa for retirement and age discrimination legislations and social policies.
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Arrowsmith, James. „Older worker employment : managerial attitudes and organisational practice“. Thesis, Manchester Metropolitan University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309884.

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Irving, L. D. „Challenging ageism in employment : an analysis of the implementation of age discrimination legislation in England and Wales“. Thesis, Coventry University, 2012. http://curve.coventry.ac.uk/open/items/ffc88163-6994-4400-bead-121298f52bd1/1.

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The Employment Equality (Age) Regulations were introduced in England and Wales in 2006, seeking to prohibit age discrimination in employment and vocational training. This thesis assesses whether the legislation adopted is an effective mechanism by which to address age discrimination in the workplace and achieve the dual but contradictory objectives of the European Union Framework Directive on Equal Treatment of achieving equal treatment between age cohorts whilst encouraging the active participation of older citizens in the workplace. The thesis sheds light on this hitherto unregulated suspect ground of discrimination by means of a quantitative and qualitative analysis of all employment tribunal judgments which relate to an age discrimination claim over a three and a half year period. This study shows that very few claimants were successful if their claim of age discrimination was considered by a tribunal and there was considerable inconsistency of implementation and interpretation of the legislation by individual tribunals. Employers have quickly developed defences against claims of age discrimination in order to maintain their freedom to contract and the imbalance between the two parties was particularly noticeable with claimant credibility often under scrutiny – a process claimants appeared unprepared for. Regional discrepancies were found in terms of success rates and compensation awards. A gender award gap was found in both overall compensation and injury to feelings awards, with women given smaller awards than men, whilst younger workers were given smaller awards than older workers. Legal representation made a substantial difference to success rates and compensation awards, but the majority of awards were low and many would not have covered legal costs. The low compensation awards do not provide an effective deterrent, as required by the Article 17 of the Directive. The legislation is particularly ineffective for those who claimed they had suffered multiple discrimination. Although an important first step in regulating ageist behaviour, the Regulations and the subsequent Equality Act 2010 will be unlikely to achieve the aims of the Directive as they provide little incentive for claimants to undertake the stressful process of making a claim under the legislation, which relies upon individual fault-finding.
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Thompson, David Martin Ogilvie. „Unfair discrimination and dismissal based on age“. Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1287.

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Section 187(2)(b) of the Labour Relations Act sets out certain justifications for what may seem to be unfair discrimination in the workplace. The purpose of this note is to discuss the provisions of Age Discrimination, with specific focus on the rights of older employees, who have reached, what some might term, the ‘normal or agreed retirement age’. In the discuss which follows reference will be made to the Constitution of the Republic of South Africa1 in order to investigate the provisions of our new democratic era, and what is said therein about discrimination, and age discrimination in particular. In our new Constitutional dispensation there have also been circumstances where certain kinds of discrimination have become accepted on society, for example Affirmative Action, and an enquiry into the difference between discrimination and differentiation will therefore also be necessary. The provisions of the Employment Equity Act,2 which deal specifically with eliminating unfair discrimination in the workplace, and the Labour Relations Act,3 which deals primarily with the rights of employees, employers and trade unions, and seeks to harmonize employer-employee relations will be discussed wherein specific reference will be made to section 187(2)(b) of the LRA. A further discussion will outline the circumstances of what is meant by dismissal in the context of age based dismissals, and whether such a dismissal is infact a dismissal and whether, within the requirements of the LRA such a dismissal, or termination of employment contract, is infact fair. Furthermore, a comparative perspective of other jurisdictions will give a more complete understanding of the issue of age-based dismissals within the current context. However, to refer to legislation and foreign decisions alone, while being of important reference, is not enough and a enquiry into our own case law will be of significant importance to determine a path of direction one can expect when faced with a question of dismissals based on mandatory retirement ages, and in particular, a dismissal which has been so executed with recourse to section 187(2)(b) of the LRA. In the various cases the reasoning and rationale behind the decision making will shed light on a seemingly unresolved area of labour law, and in reading further not only in the judgments but also in various articles, one will see that there are many arguments for and against the use of a mandatory retirement age, the most important of which will be highlighted.
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Malinen, Sanna. „Implicit and explicit attitudes towards older workers : their predictive utility and the role of attitude malleability : a thesis submitted in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Psychology in the University of canterbury /“. Thesis, University of Canterbury. Psychology, 2009. http://hdl.handle.net/10092/2849.

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Due to the ageing population, an increasing number of older workers form the labour force. Unfortunately discriminatory practices against older workers are well documented and the antecedents of such discrimination are assumed to be negative attitudes towards older workers. No previous research has investigated implicit attitudes towards older workers or their behavioural consequences. Accordingly, the present research aimed to investigate both implicit and explicit attitudes towards older workers, and their predictive utility in an employment-related context. In addition, attitude malleability and the role it may play in the attitude-behaviour relationship was investigated. This thesis reports findings from 5 studies, a pilot study and 4 main studies. The pilot study determined that the Implicit Association Test (IAT; A.G. Greenwald, D. E. McGhee & J. L. K. Schwartz, 1998) was to be used in the main studies. The 4 main studies investigated implicit attitudes, and the malleability of such attitudes towards older, relative to younger, workers. The malleability of attitudes was investigated with a mental imagery intervention where the experimental group participants were asked to imagine and describe respected and valued older workers in their surroundings. The control group participants were asked to imagine holiday destinations they would like to visit. In general, it was expected that negative implicit and explicit attitudes would be found towards older workers but that such bias could be alleviated with a mental imagery intervention. In all studies, negative implicit attitudes against older workers were found and such attitudes were relatively uninfluenced by the mental imagery manipulation. Three studies included explicit measures of attitudes. Although some variation was found between the studies and the measures used, overall positive attitudes towards older and younger workers were found. The mental imagery manipulation was also found to influence the explicit attitudes to a greater degree than implicit attitudes. The final study investigated the relationship between attitudes and behaviour. Specifically, both implicit and explicit attitudes’ relationships with spontaneous and controlled-type behaviours towards an older and a younger target were examined. Overall, some evidence for youth-bias in the participants’ behaviour was found, as well as evidence for the relationship between explicit attitudes and spontaneous behaviours. Implicit attitudes were largely unrelated to behaviour. In general, the mental imagery intervention did not impact the attitude-behaviour relationship. Implications for older workers are discussed, as well as educational methods for reducing discrimination older workers face in employment.
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McCaghren, Kathy L. (Kathy Lea). „The Influence of Age on Public Sector Managerial Evaluations“. Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc500979/.

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As the American population ages, the issues of aging and work have gradually come to the forefront. An older and increasingly diverse workforce has raised concerns over job performance, labor costs, and alternative work demands. At the same time, evidence indicates that older workers continue to experience extensive labor market problems due to false assumptions on the part of managers about the limiting effect of age on employee performance. The public sector's ability to respond to age-related issues in the workplace has largely been ignored by both public practitioners and researchers. This study addresses the questions of whether age negatively influences public personnel decisions, and if so, whether such influences adversely affect the treatment of older workers. The results of the survey indicate that public managers are susceptible to age bias when making personnel decisions.
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Bücher zum Thema "Age discrimination in employment"

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Sargeant, Malcolm. Age discrimination in employment. London: Institute of Employment Rights, 1999.

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1962-, Davies James, Hrsg. Age discrimination. Haywards Heath, West Sussex: Tottel Pub., 2007.

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Lindemann, Barbara. Age discrimination in employment law. Arlington, VA: Bloomberg BNA, 2015.

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Eglit, Howard C. Age discrimination. 2. Aufl. Colorado Springs, Colo: Shepard's/McGraw-Hill, 1994.

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United States. Equal Employment Opportunity Commission., Hrsg. Age discrimination: Employment discrimination prohibited by the Age Discrimination in Employment Act of 1967, as amended. [Washington, D.C.?]: U.S. Equal Employment Opportunity Commission Technical Assistance Program, 1998.

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United States. Equal Employment Opportunity Commission., Hrsg. Age discrimination: Employment discrimination prohibited by the Age Discrimination in Employment Act of 1967, as amended. [Washington, D.C.?]: United States Equal Employment Opportunity Commission Technical Assistance Program, 1996.

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United States. Equal Employment Opportunity Commission., Hrsg. Age discrimination: Employment discrimination prohibited by the Age Discrimination in Employment Act of 1967, as amended. [Washington, D.C.?]: U.S. Equal Employment Opportunity Commission, Technical Assistance Program, 1995.

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United States. Equal Employment Opportunity Commission., Hrsg. Age discrimination: Employment discrimination prohibited by the Age Discrimination in Employment Act of 1967, as amended. [Washington, D.C.?]: U.S. Equal Employment Opportunity Commission Technical Assistance Program, 1998.

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United States. Equal Employment Opportunity Commission., Hrsg. Age discrimination: Employment discrimination prohibited by the Age Discrimination in Employment Act of 1967, as amended. [Washington, D.C.?]: U.S. Equal Employment Opportunity Commission, Technical Assistance Program, 1995.

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United States. Equal Employment Opportunity Commission., Hrsg. Age discrimination: Employment discrimination prohibited by the Age Discrimination in Employment Act of 1967, as amended. [Washington, D.C.?]: U.S. Equal Employment Opportunity Commission, Technical Assistance Program, 1996.

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Buchteile zum Thema "Age discrimination in employment"

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Charles, Barrow, und Lyon Ann. „Discrimination on the grounds of age“. In Modern Employment Law, 292–308. Abingdon, Oxon; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315713861-15.

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Özdemir Ocaklı, Burcu. „Age Discrimination in Employment: Lack of Legislation in Turkey“. In Non-Discrimination in Turkey, 145–64. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-08399-0_8.

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Button, Patrick. „Population Aging, Age Discrimination, and Age Discrimination Protections at the 50th Anniversary of the Age Discrimination in Employment Act“. In Current and Emerging Trends in Aging and Work, 163–88. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-24135-3_9.

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Wilson, Katy Lynn. „Age Discrimination in Employment Act of 1967 (ADEA)“. In The Encyclopedia of Human Resource Management, 17–23. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch4.

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Oswick, Cliff, und Patrice Rosenthal. „Towards a Relevant Theory of Age Discrimination in Employment“. In Equality, Diversity and Disadvantage in Employment, 156–71. London: Palgrave Macmillan UK, 2001. http://dx.doi.org/10.1057/9780333977880_10.

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Plickert, Gabriele. „A Life Course Approach to Workplace Discrimination and Employment“. In Gender, Age and Inequality in the Professions, 134–54. New York : Routledge, 2019. | Series: Routledge studies in gender and organizations: Routledge, 2019. http://dx.doi.org/10.4324/9781351052467-8.

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Farnham, David. „Tackling Ageism in Employment: Age the Final Frontier of Discrimination?“ In Profiting from Diversity, 194–214. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230273887_11.

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Bennington, Lynne. „Age and Carer Discrimination in the Recruitment Process: Has the Australian Legislation Failed?“ In Equality, Diversity and Disadvantage in Employment, 65–79. London: Palgrave Macmillan UK, 2001. http://dx.doi.org/10.1057/9780333977880_5.

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Hendrickx, Frank. „Setting the Scene: Development of the CJEU Jurisprudence on Age Discrimination in Employment“. In Challenges of Active Ageing, 3–27. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-53251-0_1.

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Riches, Vivienne C. „The Importance of Economic Participation for Quality of Life“. In Disability Practice, 79–99. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-6143-6_5.

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AbstractWorking without discrimination is a right of citizenship and a desired outcome among people with intellectual and other disabilities. Greater workforce participation can benefit both society and individual quality of life for economic and non-economic reasons. However, unemployment and under-employment are significant problems affecting people with intellectual disabilities to a greater degree than other groups with disabilities and the general population. This chapter identifies key barriers and new opportunities for people with intellectual disabilities to get and retain jobs of their choice in open or supported employment. Although various vocational training and disability employment support programmes exist that aim to improve outcomes, these programmes vary widely in type, quality, and outcomes achieved. Evidence from national and international experience is presented to describe the most effective employment models and good practices from across different programme types. In particular, those programmes that support working-age youth and adults with intellectual disabilities to gain and retain employment are explored.
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Konferenzberichte zum Thema "Age discrimination in employment"

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Liu, Hairong. „Gender Discrimination Inside Employment“. In 2021 6th International Conference on Modern Management and Education Technology（MMET 2021）. Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.211011.080.

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Bublienė, Raimonda. „Internationalization and Multiple Discrimination: the Case of Employment Regulation“. In Contemporary Issues in Business, Management and Education. Vilnius Gediminas Technical University, 2017. http://dx.doi.org/10.3846/cbme.2017.061.

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The article analyses European Union anti-discrimination law development in Member States and differences between protected grounds of discrimination. On this basis, the analysis covers recognition of the social complexity, internationalization and discrimination of foreigners for different grounds. The process of internationalization and migration, covering social, political, economical, cultural, legal processes, the non-discriminatory protection of a foreigner as a member of the society has become complicated, when attempting not to discriminate people arriving from the other countries and to have equal possibilities. The problems of discrimination are valid and significant for the civil society itself. The article also discusses the concept of multiple discrimination in European Union anti-discrimination law, legal regulation and protection against multiple discrimination in Europe and separate legal regulation of the Member States. This article argues that internationalization processes bring new approaches of interpretation of European Union employment equality law and contemporary challenges, introduces recent cases of equal treatment of employees during employment at private companies.
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Loginovskikh, Uliana, und Tatiana Duran. „Women’s Employment in Railway Transport: Gender Equality or Discrimination?“ In INTERNATIONAL SCIENTIFIC AND PRACTICAL CONFERENCE TLC2M TRANSPORT: LOGISTICS, CONSTRUCTION, MAINTENANCE, MANAGEMENT. SCITEPRESS - Science and Technology Publications, 2022. http://dx.doi.org/10.5220/0011579200003527.

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Liu, Yu, und Zhaoqi Peng. „Decent Work and Gender Discrimination in Employment of College Students“. In 2017 3rd International Conference on Humanities and Social Science Research (ICHSSR 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/ichssr-17.2017.106.

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Chuikova, T. S. „University Professors In Changing Employment Conditions: Emotional Consequences“. In Humanistic Practice in Education in a Postmodern Age. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.11.115.

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Carey, Kevin. „Employment in the Digital Age for People with Impairments“. In W4A '17: Web For All 2017 - The Future of Accessible Work. New York, NY, USA: ACM, 2017. http://dx.doi.org/10.1145/3058555.3058558.

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Smith, Vivianne C., Joel Pokorny und Arlene Pass. „Development of blue-yellow discrimination loss with age“. In Noninvasive Assessment of Visual Function. Washington, D.C.: Optica Publishing Group, 1985. http://dx.doi.org/10.1364/navf.1985.tua6.

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The Farnsworth-Munsell 100-hue (FM 100-hue) test is a sensitive test for clinical evaluation of color vision discrimination. Norms both for total error scores in the population and for inter-eye comparisons as a function of age have been published (Verriest, J. Opt. Soc. Amer. 53:185, 1963; Verriest, van Laethem & Uvijls, Amer. J. Ophthal. 93: 635, 1982). However there are no data describing the development of a color axis with age.
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Zheng, Zhong-Xia, und Xing-Feng Liu. „Game analysis between government and enterprises in anti-employment discrimination policy“. In International conference on Management Innovation and Information Technology. Southampton, UK: WIT Press, 2014. http://dx.doi.org/10.2495/miit132542.

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Yuhong Wei. „China's new working-age population characteristics information and employment policy“. In 2011 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC). IEEE, 2011. http://dx.doi.org/10.1109/aimsec.2011.6010996.

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Hrazhevska, Nadiia, und Daryna Rozum. „EMPLOYMENT AND SOCIAL SECURITY IN THE AGE OF ARTIFICIAL INTELLIGENCE“. In Scientific Development of New Eastern Europe. Publishing House “Baltija Publishing”, 2019. http://dx.doi.org/10.30525/978-9934-588-13-6-20.

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Berichte der Organisationen zum Thema "Age discrimination in employment"

1

Button, Patrick. Population Aging, Age Discrimination, and Age Discrimination Protections at the 50th Anniversary of the Age Discrimination in Employment Act. Cambridge, MA: National Bureau of Economic Research, Mai 2019. http://dx.doi.org/10.3386/w25850.

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2

Lahey, Joanna. State Age Protection Laws and the Age Discrimination in Employment Act. Cambridge, MA: National Bureau of Economic Research, Februar 2006. http://dx.doi.org/10.3386/w12048.

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3

Neumark, David. The Age Discrimination in Employment Act and the Challenge of Population Aging. Cambridge, MA: National Bureau of Economic Research, September 2008. http://dx.doi.org/10.3386/w14317.

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4

Blackham, Alysia. Addressing Age Discrimination in Employment: a report on the findings of Australian Research Council Project DE170100228. University of Melbourne, November 2021. http://dx.doi.org/10.46580/124368.

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This project aimed to research the effectiveness of Australian age discrimination laws. While demographic ageing necessitates extending working lives, few question the effectiveness of Australian age discrimination laws in supporting this ambition. This project drew on mixed methods and comparative UK experiences to offer empirical and theoretical insights into Australian age discrimination law. It sought to create a normative model for legal reform in Australia, to inform public policy and debate and improve responses to demographic ageing, providing economic, health and social benefits.
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5

Johnson, Richard, und David Neumark. Age Discrimination, Job Separation, and Employment Status of Older Workers: Evidence from Self-Reports. Cambridge, MA: National Bureau of Economic Research, Juni 1996. http://dx.doi.org/10.3386/w5619.

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6

Doleac, Jennifer, und Benjamin Hansen. Does “Ban the Box” Help or Hurt Low-Skilled Workers? Statistical Discrimination and Employment Outcomes When Criminal Histories are Hidden. Cambridge, MA: National Bureau of Economic Research, Juli 2016. http://dx.doi.org/10.3386/w22469.

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7

Bravo, David, Sergio Urzúa und Claudia Sanhueza. An Experimental Study of Labor Market Discrimination: Gender, Social Class and Neighborhood in Chile. Inter-American Development Bank, Mai 2008. http://dx.doi.org/10.18235/0011269.

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The objective of this paper is to study the Chilean labor market and determine the presence or absence of gender discrimination. In order to transcend the limitations of earlier works, an experimental design is used, the first of its kind in Chile. This study also allows socioeconomic discrimination associated with names and places of residence to be addressed. The study consists of sending fictitious Curriculum Vitae for real job vacancies published weekly in the Santiago newspaper El Mercurio. A range of strictly equivalent CVs in terms of qualifications and employment experience of applicants are sent out, varying only in gender, name and surname, and place of residence. The results show no significant differences in callback rates across groups, in contrast with what is found in other international studies.
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8

Howard, Joanna. Vulnerability and Poverty During Covid-19: Religious Minorities in India. Institute of Development Studies (IDS), November 2021. http://dx.doi.org/10.19088/creid.2021.014.

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The Covid-19 pandemic has had direct and indirect effects on religiously marginalised groups, exacerbating existing inequities and undermining the ambitions of Sustainable Development Goals (SDGs) to reach (and include) those ‘furthest behind’. Religious inequalities intersect with other inequalities to compound vulnerabilities, particularly the convergence of low socioeconomic status, gender inequality, and location-specific discrimination and insecurity, to shape how people are experiencing the pandemic. This policy briefing, written by Dr Joanna Howard (IDS) and a co-author (who must remain anonymous for reasons of personal security), draws on research with religious minorities living in urban slums in Tamil Nadu and Karnataka states in India. Findings show that religiously motivated discrimination reduced their access to employment and statutory services during the pandemic. Harassment and violence experienced by Muslims worsened; and loss of livelihoods, distress, and despair were also acutely experienced by dalit Hindus. Government response and protection towards lower caste and religious minorities has been insufficient.
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Lazonick, William, Philip Moss und Joshua Weitz. Equality Denied: Tech and African Americans. Institute for New Economic Thinking, Februar 2022. http://dx.doi.org/10.36687/inetwp177.

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Thus far in reporting the findings of our project “Fifty Years After: Black Employment in the United States Under the Equal Employment Opportunity Commission,” our analysis of what has happened to African American employment over the past half century has documented the importance of manufacturing employment to the upward socioeconomic mobility of Blacks in the 1960s and 1970s and the devastating impact of rationalization—the permanent elimination of blue-collar employment—on their socioeconomic mobility in the 1980s and beyond. The upward mobility of Blacks in the earlier decades was based on the Old Economy business model (OEBM) with its characteristic “career-with-one-company” (CWOC) employment relations. At its launching in 1965, the policy approach of the Equal Employment Opportunity Commission assumed the existence of CWOC, providing corporate employees, Blacks included, with a potential path for upward socioeconomic mobility over the course of their working lives by gaining access to productive opportunities and higher pay through stable employment within companies. It was through these internal employment structures that Blacks could potentially overcome barriers to the long legacy of job and pay discrimination. In the 1960s and 1970s, the generally growing availability of unionized semiskilled jobs gave working people, including Blacks, the large measure of employment stability as well as rising wages and benefits characteristic of the lower levels of the middle class. The next stage in this process of upward socioeconomic mobility should have been—and in a nation as prosperous as the United States could have been—the entry of the offspring of the new Black blue-collar middle class into white-collar occupations requiring higher educations. Despite progress in the attainment of college degrees, however, Blacks have had very limited access to the best employment opportunities as professional, technical, and administrative personnel at U.S. technology companies. Since the 1980s, the barriers to African American upward socioeconomic mobility have occurred within the context of the marketization (the end of CWOC) and globalization (accessibility to transnational labor supplies) of high-tech employment relations in the United States. These new employment relations, which stress interfirm labor mobility instead of intrafirm employment structures in the building of careers, are characteristic of the rise of the New Economy business model (NEBM), as scrutinized in William Lazonick’s 2009 book, Sustainable Prosperity in the New Economy? Business Organization and High-Tech Employment in the United States (Upjohn Institute). In this paper, we analyze the exclusion of Blacks from STEM (science, technology, engineering, math) occupations, using EEO-1 employment data made public, voluntarily and exceptionally, for various years between 2014 and 2020 by major tech companies, including Alphabet (Google), Amazon, Apple, Cisco, Facebook (now Meta), Hewlett Packard Enterprise, HP Inc., Intel, Microsoft, PayPal, Salesforce, and Uber. These data document the vast over-representation of Asian Americans and vast under-representation of African Americans at these tech companies in recent years. The data also shine a light on the racial, ethnic, and gender composition of large masses of lower-paid labor in the United States at leading U.S. tech companies, including tens of thousands of sales workers at Apple and hundreds of thousands of laborers & helpers at Amazon. In the cases of Hewlett-Packard, IBM, and Intel, we have access to EEO-1 data from earlier decades that permit in-depth accounts of the employment transitions that characterized the demise of OEBM and the rise of NEBM. Given our findings from the EEO-1 data analysis, our paper then seeks to explain the enormous presence of Asian Americans and the glaring absence of African Americans in well-paid employment under NEBM. A cogent answer to this question requires an understanding of the institutional conditions that have determined the availability of qualified Asians and Blacks to fill these employment opportunities as well as the access of qualified people by race, ethnicity, and gender to the employment opportunities that are available. Our analysis of the racial/ethnic determinants of STEM employment focuses on a) stark differences among racial and ethnic groups in educational attainment and performance relevant to accessing STEM occupations, b) the decline in the implementation of affirmative-action legislation from the early 1980s, c) changes in U.S. immigration policy that favored the entry of well-educated Asians, especially with the passage of the Immigration Act of 1990, and d) consequent social barriers that qualified Blacks have faced relative to Asians and whites in accessing tech employment as a result of a combination of statistical discrimination against African Americans and their exclusion from effective social networks.
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10

Perron, Rebecca, und G. Oscar Anderson. Age Discrimination: Annotated Questionnaire. AARP Research, April 2020. http://dx.doi.org/10.26419/res.00382.002.

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