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Dissertations / Theses on the topic 'Race discrimination'

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Published: 4 June 2021
Last updated: 30 July 2024

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1

Guyaz, Alexandre. "L'incrimination de la discrimination raciale." Berne : Editions Staempli, 1996. http://catalog.hathitrust.org/api/volumes/oclc/38107369.html.

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2

Byron, Reginald Anthony. "Disposable Workers: Race, Gender, and Firing Discrimination." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1248449595.

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3

Williams, David R., Hector M. Gonzalez, Stacey L. Williams, Selina A. Mohammed, Hashim Moomal, and Dan J. Stein. "Perceived Discrimination, Race and Health in South Africa." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etsu-works/8029.

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To assess the levels of perceived acute and chronic racial and non-racial discrimination in South Africa, their association with health, and the extent to which they contribute to racial differences in physical and mental health, data were used from a national probability sample of adults, the South African Stress and Health Study (SASH). All Black groups in South Africa (African, Coloured and Indian) were two to four times more likely than Whites to report acute and chronic experiences of racial discrimination. Africans and Coloureds report higher levels of ill health than Whites, but acute and chronic racial discrimination were unrelated to ill health and unimportant in accounting for racial differences in self-rated health. In contrast, all Black groups had higher levels of psychological distress than Whites, and perceived chronic discrimination was positively associated with distress. Moreover, these experiences accounted for some of the residual racial differences in distress after adjustment for socioeconomic status. Our main findings indicate that, in a historically racialized society, perceived chronic racial and especially non-racial discrimination acts independently of demographic factors, other stressors, psychological factors (social desirability, self-esteem and personal mastery), and multiple SES indicators to adversely affect mental health.
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4

Richert, Jennifer Kathleen. "Changing attitudes Congressional rhetoric, race, & educational inequalities /." CONNECT TO THIS TITLE ONLINE, 2007. http://etd.lib.umt.edu/theses/available/etd-07182007-152948/.

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5

Reitman, Meredith Adrienne. "Race in the workplace : meritocracy, whiteness and belonging /." Thesis, Connect to this title online; UW restricted, 2004. http://hdl.handle.net/1773/5661.

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6

McInerney, Siobhán Alice. "A model for combating race discrimination within EU law." Thesis, University of Oxford, 2001. https://ora.ox.ac.uk/objects/uuid:c27a5c2f-5300-4a12-bed2-8913cf4ad4db.

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Values are operative in all of human rights law. That is an organizing principle of the entirety of this work. I have endevoured to remain true to a self-consciously value-orientated approach to elaborating a model against race discrimination in EU law, and 1 have made no attempt to disguise the substantive values which underpin it, or the commitment to protect fundamental human rights above market goals. While values are controversial, and while reasonable people will disagree on their application, it is submitted that attempting an articulation and exploration of those at work in antidiscrimination law is essential. Values are not, however, plucked from the abstract, and this is how context introduces itself, and remains central to this work. Context is viewed as determinative of values, and therefore of laws and their application. Chapter II offers a contextual definition of race and racism, looking to how a contextualised approach forces us to go beyond formalistic categorise and assumptions of objectivity in anti-discrimination law. The hope is that by freeing our legal conceptions of these categories, we may more fully appraise the extent of discrimination in context, and allow for more progressive strategies to combating it. Chapter III follows from the theoretic position established in Chapter II, looking to various aspects of the 'European context,' its history of immigration and the constitution of its diverse population. This chapter describes the political climate that prevails today and the rise of the extreme right in the past decade, as well as the social and economic consequences of racism in context. It examines also the emergence of 'Eurocentrism' as a new form of ethnocentrism specific to Europe, and partially reinforced by EU law. Chapter IV also relies on the contextual approach of Chapter 11 but applies it to a legal context. It examines the legal context of race discrimination in EU law, with special emphasis on the legal construction of race through the distinction between EU Nationals and Third Country Nationals. This discussion traces the roots of that foundational distinction to Member State laws and looks to the ways in which EU law has replicated and amplified it, and more importantly, to the ways in which it supports a racialised or even racist construct. The focus of this discussion is therefore de jure discrimination which effects race discrimination and how EU law participates in constructing racial Other. Chapter V concerns the corollary de facto discrimination affecting all minorities residing in the EU, but highlights this discrimination as the 'central case' because it afflicts minority EU citizens in the exercise of their EU law rights: in this way it is about insiders who are treated as Other. This chapter examines discriminatory contexts as they are reinforced by aspects of EU law, and as they generate an EU obligation to act from within EU law itself. Chapter VI is a theoretic excursus, which considers the multitude of choices which the anti-discrimination law may embody, dividing these into two basic poles: the liberal perspective and the alternative perspective. A number of central substantive tenets of anti-discrimination law are analysed from the perspective of these two poles. The second part of the chapter applies this theoretic modality to EU law, again considering substantive tenets in EU law in the light of the two poles of anti-discrimination law, with special emphasis on Article 13 and the new Race Directive. A final part of this chapter considers form and the adequacy of the current EU law anti-discrimination model in the light of other existing models. Chapter VII builds on Chapter VI but looks 'behind' the poles that present themselves in EU law, to the normative justifications and aims of anti-discrimination laws. Once again, this issue presents a multitude of choices. This chapter focuses on one such choice involving two distinct orientations in EU law: the Single Market and fundamental human rights. These are considered in tum as justifications for action against race discrimination, and it is argued that a balance between them is needed in EU law. Beyond that mutually defining coexistence, it is also argued that where they are irreconcilable, the normative prioritisation should favour fundamental human rights. An overarching theme of this work is the acknowledgment of the centrality of context and the duality of anti-discrimination law in terms of theoretic models, substantive choices and normative justification and aims. Acknowledging these offers a stronger model for combating discrimination in novel and sui generis contexts, such as the legal context of the EU, allowing us transcend existing legal models in search of more effective synergies. EU law cannot combat race discrimination without acknowledging the sui generis nature of its social and legal contexts and the politics and norms at work at all its levels, or without recognising the specific challenges presented by an economic law burgeoning fundamental rights provisions, or by the sheer diversity of standards and traditions and legal rules that exist within its boundaries.
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7

Gumataotao-Lowe, Catalina San Nicolas. "Institutional racism in higher education : perceptions of people of color /." Thesis, Connect to this title online; UW restricted, 1995. http://hdl.handle.net/1773/7888.

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8

Paradies, Yin Carl. "Race, racism, stress and indigenous health /." Connect to thesis, 2006. http://eprints.unimelb.edu.au/archive/00002514.

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9

Pierce, Kathleen Priscilla. "Asymmetrical perceptions of group-based employment disparities differences in subjective evaluations of advantage-based and disadvantage-based discrimination /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1150217547.

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10

Varghese, Anita Jenkins Sharon Rae. "Perceived racial discrimination and psychiatric outcomes among Asian Americans." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/ark:/67531/metadc12210.

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11

Kalunta, Anita Olanma. "Race, drug trials and claims-making." Thesis, Brunel University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262538.

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12

Krauz, Matthew B. "The impact of religiosity on midshipman adjustment and feelings of acceptance." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Jun%5FKrauz.pdf.

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Thesis (M.S. in Leadership and Human Resource Development)--Naval Postgraduate School, June 2006.
Thesis Advisor(s): Janice H. Laurence, Gail F. Thomas. "June 2006." Includes bibliographical references (p. 65-66). Also available in print.
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13

Bailey, Kari. "Race in the classroom identifying and uprooting bias /." Online pdf file accessible through the World Wide Web, 2009. http://archives.evergreen.edu/masterstheses/Accession89-10MIT/Bailey_KMITThesis2009.pdf.

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14

Carlsson, Magnus. "Essays on discrimination in hiring /." Växjö : Växjö University Press, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-5864.

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15

Lau, Kar-ning Edward, and 劉嘉寧. "The influence of race on sentencing in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1990. http://hub.hku.hk/bib/B31976323.

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16

Dawkins, Casey J. "Tiebout choice and residential segregation by race." Diss., Georgia Institute of Technology, 2003. http://hdl.handle.net/1853/23929.

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17

Dunbar, Anthony W. "Critical race information theory applying a CRITical race lens to information studies /." Diss., Restricted to subscribing institutions, 2008. http://proquest.umi.com/pqdweb?did=1779835191&sid=16&Fmt=2&clientId=48051&RQT=309&VName=PQD.

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18

Clark-Wiltz, Meredith. "Revising Constitutions: Race and Sex Discrimination in Jury Service, 1868-1979." The Ohio State University, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=osu1305652946.

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19

Brandford, Arica A. "RACE-BASED DISCRIMINATION, OCCUPATIONAL STRESS, AND DEPRESSION IN BLACK REGISTERED NURSES." UKnowledge, 2019. https://uknowledge.uky.edu/nursing_etds/46.

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The purpose of this dissertation was to examine depression, experiences of work-related racism, and occupational stress among black nurses. Nursing is a highly stressful and demanding profession that can negatively affect health. Underscoring this is the high rate of depression experienced by nurses. In fact, nurses experience depression at a rate twice that of individuals in other occupations. Examining depression in nurses can provide insights that can inform measures addressing the psychological health of this group. This may be particularly important in black nurses who, in addition to the already high occupational stress associated with nursing, may experience additional stress due to experiences of racism in the work environment. To better understand these factors, the specific aims of this dissertation were to: (1) evaluate the current state of the science of depression in registered nurses; (2) examine the psychometric properties of the two racism on the job subscales of the Perceived Racism Scale in black registered nurses; and (3) evaluate whether past-year or lifetime experiences of work-related racism and occupational stress predicted depressive symptoms and whether, controlling for depressive symptoms, past-year and lifetime experiences of work-related racism predicted occupational stress in a cohort of black registered nurses. For specific aim one a systematic review of the literature on depression in nurses was conducted. This review highlighted factors that underlie the high rates of depression among nurses, and the individual as well as work-related variables that contribute to nurses’ susceptibility to depression. For specific aim two the psychometric properties of two subscales of the Perceived Racism Scale in a sample of black registered nurses were evaluated. The two subscales were past year experiences of racism on the job (ROTJ-Y) and lifetime experiences of racism on the job (ROTJ-L). Reliability for each of the subscales was assessed by examining internal consistency. Construct validity was examined using principal components analysis to evaluate the factor structure of each subscale and by testing the hypothesis that job-related racism is predictive of workplace stress. These analyses demonstrated that the ROTJ-Y and ROTJ-L are valid and reliable instruments for the measurement of yearly and lifetime experiences of racism on the job in black registered nurses. Specific aim three was addressed by examining whether past-year or lifetime experiences of racism on the job and occupational stress were predictive of depression and whether work-related racism predicted occupational stress in a sample of black nurses. Multiple linear regression analyses were conducted to examine if (1) either past-year or lifetime experiences of work-related racism, and occupational stress predicted depression and (2) either past-year or lifetime experiences of racism predicted occupational stress, with control variables depressive symptoms, years of experience as a registered nurse, primary nursing practice position, work setting, work shift, and work status. Results indicated that experiences of work-related racism and occupational stress were not significant predictors of depression but that both past-year and lifetime experiences of racism were significant predictors of occupational stress. The results of the research conducted for this dissertation highlight the effects of depression on nurses as well as the relationship between race-based discrimination at work and occupational stress among black registered nurses. This evidence can inform the development of future strategies to improve the well-being of nurses in the workplace in general and especially of black nurses.
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20

Coleman, De'Nean MeChele. "The effect of discrimination on hiring practices." CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/524.

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21

Overstreet, Belinda G. "Clinical judgments : application of social psychology in counseling." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/897472.

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Clinicians are often required to make judgments regarding clients on the basis of relatively limited information. These judgments can have a substantial effect on the client's own self-perception and on the perceptions of others about the client. This study was designed to investigate the effect of demographic information on clinical judgments.A preliminary study was utilized to determine which demographic variables to vary in the demographic combination presented in the case study. A cluster analysis found that undergraduates reported differences in their perceptions of demographic combinations based on the age and socioeconomic status which was included. As only one part of the demographic combination was to be varied, age was selected.In the main study, graduate student clinicians were presented a case study. The gender, race and socioeconomic status of the client presented in the case study remained constant while the age of the client was varied. Half of the students received a case study where the demographic information represented a 74 year old and half received a case study where the demographic information represented a 35 year old. It was hypothesized that graduate student clinicians' ratings would vary based on the age of the client presented.In addition, it was hypothesized that placing demographic information at the beginning of the case study would result in different ratings than when demographic information was placed at the end of the case study. Half of those presented with the 74 year old client demographic information received that information early in the case study and half received that information near the end of the case study. The same manipulation was made for those presented with the demographic information representative of the 35 year old client.It was also hypothesized that those without demographic information would rate clients differently than those with demographic information. None of the hypotheses were supported; however, an effect for the time of rating was found. Later ratings were found to be more lenient than earlier ratings. Clinical implications and suggestions for future research are discussed.
Department of Counseling Psychology and Guidance Services
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22

Garcia, Lisette Marie. "The hidden injuries of racial employment discrimination a qualitative analysis of depression and psychological distress /." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1245362032.

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23

Imani, Armin. "Ethnic stereotypes and discrimination in the workplace /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17971.pdf.

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24

Huang, Belinda. "Gender, race, and power : the Chinese in Canada, 1920-1950." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0002/MQ43885.pdf.

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Hadjor, Kofi Buenor. "Race and the American nation : the role of racial politics in the shaping of modern America." Thesis, University of Manchester, 2000. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.673802.

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Baker, David N. "Forms of exclusion racism and community policing in Canada /." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0004/NQ43413.pdf.

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27

Williams, Kadifa. "Black people and criminal justice in England and Wales : a study on bail." [n.p.], 1999. http://dart.open.ac.uk/abstracts/page.php?thesisid=181.

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28

Anderson, Michelle Elizabeth. "Perceived discrimination and worldview the relationship to health status among patients with diabetes /." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1186599888.

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29

Susa, Kyle Joseph. "Examining the cross-race effect in face recognition from a temporal perspective." To access this resource online via ProQuest Dissertations and Theses @ UTEP, 2007. http://0-proquest.umi.com.lib.utep.edu/login?COPT=REJTPTU0YmImSU5UPTAmVkVSPTI=&clientId=2515.

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30

Benichou, Sarah. "Le droit à la non-discrimination "raciale" : instruments juridiques et politiques publiques." Thesis, Paris 10, 2011. http://www.theses.fr/2011PA100168/document.

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Depuis une dizaine d'années, la France s'est engagée dans la lutte contre les discriminations « raciales », c'est-à-dire contre les discriminations fondées sur l'origine réelle ou supposée des personnes à partir de leurs caractéristiques visibles. Sous l'influence du droit communautaire, la législation a intégré une définition objectivée de la discrimination : la discrimination directe n'est plus nécessairement rattachée à une intention discriminatoire ; et, la discrimination indirecte permet de vérifier que les mesures neutres en apparence n'ont pas d'impact particulièrement désavantageux sur les populations d'origine immigrée et ultra-marine. L'égalité de traitement est ainsi concrètement appréciée afin de mieux garantir l'effectivité du droit à la non-discrimination "raciale". L'aménagement de la preuve doit favoriser la juridictionnalisation des discriminations, étape nécessaire pour légitimer et préciser le droit rénové. Mais, la définition exigeante de la discrimination impose aussi des obligations positives aux personnes morales qui doivent réviser l’ensemble des critères et procédures de sélection. Elle implique une implication des pouvoirs publics, notamment via la HALDE, pour soutenir les victimes, diffuser le droit antidiscriminatoire et promouvoir le droit à l'égalité de traitement. Pour autant, l'articulation de ces nouvelles définitions n'est pas évidente sur le terrain des discriminations « raciales ». Il faut notamment tenir compte du contexte politique français et de l’interdit constitutionnel (art. 1er), qui induisent une protection maximale du droit à la non-discrimination « raciale » et interdisent la catégorisation des origines. Enfin, la recherche de l’effectivité du droit à la non-discrimination « raciale » semble être mise à mal par l’émergence du paradigme utilitariste de la diversité
For the past ten years, France has been committed to fighting "racial" discrimination, specifically discriminations based on the genuine or surmised origin of individuals based on their physical features or names. Influenced by EU Law, French legislation has adopted an objective definition of discrimination: direct discrimination that no longer requires an underlying intention to discriminate. Indirect discrimination serves to ensure that otherwise neutral measures do not have a deleterious effect on immigrant and Caribbean populations. Equal treatment can therefore be objectively appraised, which reinforces the effectiveness of the right not to be discriminated against. The admissibility of evidence must evolve to bring more discrimination cases to trial, which is a prerequisite to endow anti-discrimination law with more legitimacy and clarity. At the same time, a strict definition of discrimination creates positive obligations for legal entities to review their selection criteria and processes. It calls for a commitment among public authorities, including through HALDE, to support victims, to raise awareness of anti-discrimination law, and to promote the right to equal treatment. Nevertheless, implementing theses definitions is challenging, specifically in the context of “racial” discrimination. The French background, as well as the Constitutional ban on all discrimination (art. 1), which fully guarantees the right not to be discriminated against on racial grounds and bans the collection of ethnic data, must both be taken into account. Finally, the effectiveness of the right not to be discriminated against may be undermined by the rise of a utilitarian view of diversity
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31

Oaks, Kelly Denise. "Unconscious Bias: An Investigation of the Impact of Applicant Race on Curriculum Vita Review." Diss., Virginia Tech, 2002. http://hdl.handle.net/10919/77183.

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Diversity efforts have a long history on college campuses but faculty diversity efforts have experienced limited success (Smith, Turner, Osei-Kofi & Richards, 2004; Turner, 2002). While there is an abundance of literature exploring the challenges in achieving faculty diversity, there have been very few empirical studies exploring the actual search process. The limited research available regarding race suggests that traditional search processes do not result in hiring applicants of color (Smith et al., 2004) but there is no research that identifies factors that might be addressed to produce a more equitable search process. The purpose of this study is to identify which factors come into play when reviewing a vita. Of particular interest is the influence applicant race, as indicated by applicant name, has on the evaluation of the curriculum vita. A national sample was identified using the membership list of the Council of Industrial Engineering Academic Department Heads. A between subjects design was utilized. Participants were sent the curriculum vita of a Black applicant or a White applicant, a brief survey questionnaire and a self-addressed stamped envelope. All responses were anonymous. Data were analyzed using analysis of variance to determine if there is variance in responses to survey items based on applicant race. Demographic characteristics of the participants influenced the evaluation of the fictitious candidate. Participate age and participant race influenced candidate evaluation. There was evidence of same-race rating effect in which Black participants favored the Black applicant and White participants favored the White applicant. Findings suggest applicant race does influence the evaluation of a curriculum vita when the eligibility criteria is valued by the evaluator and candidate qualifications are ambigious.
Ph. D.
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Oaks, Kelly D. "Unconscious Bias: An Investigation of the Impact of Applicant Race on Curriculum Vita Review." Diss., Virginia Tech, 2010. http://hdl.handle.net/10919/77183.

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Diversity efforts have a long history on college campuses but faculty diversity efforts have experienced limited success (Smith, Turner, Osei-Kofi & Richards, 2004; Turner, 2002). While there is an abundance of literature exploring the challenges in achieving faculty diversity, there have been very few empirical studies exploring the actual search process. The limited research available regarding race suggests that traditional search processes do not result in hiring applicants of color (Smith et al., 2004) but there is no research that identifies factors that might be addressed to produce a more equitable search process. The purpose of this study is to identify which factors come into play when reviewing a vita. Of particular interest is the influence applicant race, as indicated by applicant name, has on the evaluation of the curriculum vita. A national sample was identified using the membership list of the Council of Industrial Engineering Academic Department Heads. A between subjects design was utilized. Participants were sent the curriculum vita of a Black applicant or a White applicant, a brief survey questionnaire and a self-addressed stamped envelope. All responses were anonymous. Data were analyzed using analysis of variance to determine if there is variance in responses to survey items based on applicant race. Demographic characteristics of the participants influenced the evaluation of the fictitious candidate. Participate age and participant race influenced candidate evaluation. There was evidence of same-race rating effect in which Black participants favored the Black applicant and White participants favored the White applicant. Findings suggest applicant race does influence the evaluation of a curriculum vita when the eligibility criteria is valued by the evaluator and candidate qualifications are ambigious.
Ph. D.
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Moore, Daniel T. "Referrals to employee assistance programs : the effects of supervisor and employee sex and race." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/897480.

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This research examined the effects of supervisor and subordinate biological sex and race on supervisory referrals to an EAP. The study tested Bayer and Gerstein's (1988a) similarity hypothesis from their Bystander-Equity Model of EAP Helping Behaviors. Four specific hypotheses were generated: 1) Female supervisors will more likely refer female subordinates than male subordinates to EAPs; 2) Male supervisors will refer equal numbers of female and male subordinates to EAPs; 3) Supervisors will refer more troubled workers of their own race than troubled workers of another race; and 4) Caucasian male supervisors will be the most likely to refer persons who are different from themselves (in terms of sex and race) to EAPs.Supervisors employed by a large southwestern County government who made referrals to their "inhouse" EAP were participants in this study. The sample included 146 supervisors who made 188 EAP referrals.A log-linear analysis that controlled for the sex and racial composition of the supervisors' subordinates was used to test the hypotheses. The independent variables were race (Caucasian, African American, & Hispanic) and sex (male & female) of the supervisors and their subordinates. The dependent variable was whether the subordinate was referred to the EAP or not. None of the hypotheses received support. Too few ethnic supervisors referred to the EAP to adequately test the race hypotheses (Hypotheses 3 & 4). Male and female supervisors were equally likely to refer male and female subordinates to the EAP.While none of the hypotheses received support, there were some interesting significant trends involving the employees' race and supervisors' sex. Hispanic subordinates were most likely to be referred to their EAP, and African-American subordinates were least likely to be referred. While Caucasian male supervisors followed this pattern, Caucasian female supervisors demonstrated an even stronger bias in this regard. Implications of these findings were discussed.
Department of Counseling Psychology and Guidance Services
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34

Scott, Bradley. "A comparative study of teacher perceptions of race and race relations in two selected school districts /." Full text (PDF) from UMI/Dissertation Abstracts International, 2001. http://wwwlib.umi.com/cr/utexas/fullcit?p3008438.

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35

Ortiz, Susan Y. "Women's Experience of Discrimination at Work: Intersections of Race and Class with Gender." The Ohio State University, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=osu1396454658.

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36

Nier, III Charles Lewis. "Race Financial Institutions, Credit Discrimination And African American Homeownership In Philadelphia, 1880-1960." Diss., Temple University Libraries, 2011. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/147848.

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History
Ph.D.
In the wake of Emancipation, African Americans viewed land and home ownership as an essential element of their "citizenship rights." However, efforts to achieve such ownership in the postbellum era were often stymied by credit discrimination as many blacks were ensnared in a system of debt peonage. Despite such obstacles, African Americans achieved land ownership in surprising numbers in rural and urban areas in the South. At the beginning of the twentieth century, millions of African Americans began leaving the South for the North with continued aspirations of homeownership. As blacks sought to fulfill the American Dream, many financial institutions refused to provide loans to them or provided loans with onerous terms and conditions. In response, a small group of African American leaders, working in conjunction with a number of the major black churches in Philadelphia, built the largest network of race financial institutions in the United States to provide credit to black home buyers. The leaders recognized economic development through homeownership as an integral piece of the larger civil rights movement dedicated to challenging white supremacy. The race financial institutions successfully provided hundreds of mortgage loans to African Americans and were a key reason for the tripling of the black homeownership rate in Philadelphia from 1910 to 1930. During the Great Depression, the federal government revolutionized home financing with a series of programs that greatly expanded homeownership. However, the programs, such as those of the Federal Housing Administration, resulted in blacks being subjected to redlining and denied access to credit. In response, blacks were often forced to turn to alternative sources of high cost credit to finance the purchase of homes. Nevertheless, as a new wave of African American migrants arrived to Philadelphia during post-World War II era, blacks fought to purchase homes and two major race financial institutions continued to provide mortgage loans to African Americans in Philadelphia. The resolve of blacks to overcome credit discrimination to purchase homes through the creation of race financial institutions was a key part of the broader struggle for civil rights in the United States.
Temple University--Theses
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37

Engelman, Shelly. "Justice vs. justification divergent responses among Whites to anti-Black injustice /." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 173 p, 2010. http://proquest.umi.com/pqdweb?did=1992442011&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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Furuichi, Satomi. "On understanding racial inequality in Brazil /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.

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39

Walker, Erin M. "Interracial couples the impact of race and gender on one's experience of discrimination based on the race of the partner /." College Park, Md. : University of Maryland, 2005. http://hdl.handle.net/1903/2556.

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Thesis (M.S.) -- University of Maryland, College Park, 2005.
Thesis research directed by: Dept. of Family Studies. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Roy-Woods, Sabrina M. Lumsden D. Barry. "Reflections on diversity graduate perceptions of campus climate at Dallas Theological Seminary, 1996-2005 /." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3621.

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41

Pierce, Kathleen P. "Asymmetrical perceptions of group-based employment disparities: differences in subjective evaluations of advantage-based and disadvantage-based discrimination." The Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=osu1150217547.

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42

McDowell, Charles. "The Effects of Interviewer Self-Monitoring on Male Appearance Discrimination in Employment Decisions." TopSCHOLAR®, 2000. http://digitalcommons.wku.edu/theses/728.

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This research examined the effects of appearance discrimination toward men as regards employment decisions and the extent to which the degree of interviewer selfmonitoring influences these decisions. Past research has indicated that discrimination does indeed occur for women, but no empirical research has been conducted on male discrimination in which hair length has been manipulated. Specifically, length of hair (shoulder length, approximately 1 inch, and balding) was manipulated for potential job applicants. These conditions were examined across different types of jobs (traditionally conservative, neutral, and traditionally liberal). Several hypotheses are offered, with most focused on the concept that those scoring high in self-monitoring will base decisions on the "fit" of the applicant appearance to the type of job, whereas those scoring low on selfmonitoring will base their decisions more on the qualifications of the applicant. Results indicate that male appearance discrimination does not occur and that employer levels of self-monitoring have no impact on hiring decisions.
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Pierro, Joseph. "Everything in My Power: Harry S. Truman and the Fight Against Racial Discrimination." Thesis, Virginia Tech, 2004. http://hdl.handle.net/10919/9901.

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Any attempt to tell the story of federal involvement in the dismantling of America's formalized systems of racial discrimination that positions the judiciary as the first branch of government to engage in this effort, identifies the 1954 Brown v. Board of Education decision as the beginning of the civil rights movement, or fails to recognize the centrality of President Harry S. Truman in the narrative of racial equality is in error. Driven by an ever-increasing recognition of the injustices of racial discrimination, Truman offered a comprehensive civil rights program to Congress on 2 February 1948. When his legislative proposals were rejected, he employed a unilateral policy of action despite grave political risk, and freed subsequent presidential nominees of the Democratic party from its southern segregationist bloc by winning re-election despite the States' Rights challenge of Strom Thurmond. The remainder of his administration witnessed a multi-faceted attack on prejudice involving vetoes, executive orders, public pronouncements, changes in enforcement policies, and amicus briefs submitted by his Department of Justice. The southern Democrat responsible for actualizing the promises of America's ideals of freedom for its black citizens is Harry Truman, not Lyndon Johnson. The shift in white American opinion necessary for the passage of the civil rights acts of the 1960s was generated by the cumulative effects of actions taken between 1945 and 1953.
Master of Arts
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Cobb, Michael L. "Racial blasphemies : religious irreverence and race in American literature /." New York : Routledge, 2005. http://catalogue.bnf.fr/ark:/12148/cb39232188k.

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Lyandvert, Shayna. "Does Discrimination Exist in the National Hockey League? An Analysis of Racial Salary Discrimination in the NHL (2012-2017)." Scholarship @ Claremont, 2018. http://scholarship.claremont.edu/cmc_theses/1916.

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This paper examines whether racial salary discrimination exists in the National Hockey League (NHL). I examine data from Hockey Reference and CapFriendly and find some evidence of racial salary discrimination, controlling for a rich set of demographic and performance characteristics. Specifically, when I solely control for race, I do not find any racial wage gap. This gap exists when I control for race and limited place of birth groups, however, the effect is wiped out by performance controls. When controlling for race and detailed place of birth groups, I find some evidence of a race gap even when controls for performance are included. Lastly, I discover that whites from all countries excluding the USA earn more than whites from the USA.
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Benichou, Patrick. "L'Influence du concept de race en politique." Lille 3 : ANRT, 1986. http://catalogue.bnf.fr/ark:/12148/cb375959013.

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Yaron, Gil. "Trade unions, race and sex discrimination : a theoretical and empirical analysis using UK data." Thesis, University of Oxford, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.305183.

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Law, Wai-fung Eric, and 羅偉鋒. "The Race Discrimination Ordinance of Hong Kong: its impact on the current penal system." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46774300.

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Short, Geoffrey A. "Unfair discrimination : age-related differences in children's understanding of 'race', gender and social class." Thesis, University of Newcastle Upon Tyne, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.235568.

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Miller, Aletha Rena Terrell Francis Kelly Kimberly. "The relationship between racial discrimination induced anger and smoking among black adolescents." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/permalink/meta-dc-11022.

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