Titlebook: Handbook of Employment Discrimination Research; Rights and Realities Laura Beth Nielsen,Robert L. Nelson Book 2005 Springer Science+Busines

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Discrimination and Diplomacy: Recovering the Fuller National Stake in 1960s Civil Rights Reformdebated whether the bill was really about commerce, or really about a moral issue, before passing the bill. This story leaves out an important issue, for a key Kennedy Administration witness before the Committee was Secretary of State Dean Rusk whose focus was neither commerce nor morality, but fore

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Rights or Quotas? The ADA as a Model for Disability Rights analyzes the resilience of the disability employment quota in light of cultural, constitutional, and labor marked differences. The chapter suggests that the injection of American-style disability rights discourse into two countries with positive employment rights poses important questions about the

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The Evolution of Employment Discrimination Law in the 1990s: A Preliminary Empirical Investigationiff win rates and the business cycle, to changes in the law that diminish the importance of back-pay damages. We conclude by tentatively suggesting how the meaning of and protection afforded by employment discrimination law have changed over the past 35 years.

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Discrimination against Caregivers? Gendered Family Responsibilities, Employer Practices, and Work Re economic marginalization of caregivers as discrimination would provide a new language and legitimacy for workers faced with work-family conflicts but the resulting organizational changes would not fully erase the inequalities documented here.

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https://doi.org/10.1007/978-1-4684-6333-0ase of potential discrimination claims and the small proportion of cases that receive favorable legal treatment supports the opposite view. A sociolegal model thus raises important avenues for new empirical study and begins to redefine the current debate. Rather than ask why there are so many discri

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I Competition in the Service of Self-esteem,e more conscious, hot, direct, and unambiguous. Blatant biases predict aggression, including hate crimes and probably the most overt kinds of harassment in the workplace. Such biases result from perceived intergroup conflict over economics and values, in a world perceived to be hierarchical and dang

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Claire Tanner,JaneMaree Maher,Suzanne Frasery at four levels of analysis—intrapsychic, interpersonal, societal, and organizational. Redirecting our attention from motives to mechanisms is essential for understanding inequality and—equally important—for contributing meaningfully to social policies that will promote social equality.

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Grievance