Employment Discrimination

Bibliographic Data

ID23719600
AuthorsAmanda J Anderson (George Mason University), Ashley Membere (0000-0002-6252-6388, George Mason University), Ashley A Membere, Isaac Sabat (0000-0002-4104-5761, George Mason University), Isaac E Sabat, Edward B King (0000-0002-7069-5130, George Mason University), Eden B King
Year2015
Pages1-10
Publication date2015-12-30
Peer ReviewedYes
Open AccessYes
TypeCHAPTER
VenueWiley Blackwell Encyclopedia of Race, Ethnicity and Nationalism (SOURCE_BOOK)
PublisherWiley (PUBLISHER • GB)
DOI10.1002/9781118663202.wberen382
OpenAlexW4235307237
ISBN9781118663202
LanguageEN
References cited22

Employment discrimination based on race, ethnicity, and nationality remains prevalent in many countries. Formal and interpersonal discrimination have a variety of negative individual and organizational consequences including employee attitudes, employee performance, and financial implications for the organization. Multiple strategies can be used to prevent or reduce the likelihood of discrimination, including establishing clear policies and holding employees accountable, diversity training programs, and maintaining nondiscriminatory selection and compensation systems. Areas for future research on employment discrimination related to race, ethnicity, and nationality are discussed.

Business · Compensation (psychology) · Diversity (politics) · Employment discrimination · Ethnic discrimination · Ethnic group · Immigration · Interpersonal communication · Nationality · Political science · Public relations · Race (biology) · Racism · Reverse discrimination · Selection (genetic algorithm) · Sociology · Variety (cybernetics) · Business Law and Ethics · Discrimination and Equality Law · Gender Diversity and Inequality · Gender Studies · Law · Psychology · Social Psychology

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