For a more detailed treatment of intersectional patterns using GSS data, see Harnois (2015). The first model for each includes baseline effects of status (i.e., race/ethnicity, gender, and age) along with controls for job tenure, organizational size, region, urban or rural status, and GSS wave. Berger, Joseph, Fisek, M. Hamit, Norman, Robert, Zelditch, Morris. 14These summary estimates are derived from staged modeling wherein the three respective clusters are introduced independently. 17This is in contrast to some recent work suggesting that higher status women, particularly those in supervisory positions, will somehow be more vulnerable to sexual harassment (McLaughlin et al. Restructuring and Ascriptive Inequality at Work, How You Downsize Is Who You Downsize: Biased Formalization, Accountability and Managerial Diversity, Best Practices or Best Guesses? The conditional modeling shows this to be the case, most notably for women and gender discrimination. The American Diabetes Association's Diabetes Care Tasks at School: What Key Personnel Need to Know is a 18-module training curriculum.Each module has a PowerPoint presentation and some a corresponding video segment. Horizontal and vertical relations on the job exhibit clear and mostly uniform effects in the expected directions. 2018). Inequality creation, of course, is not merely just about status vulnerabilities. Rather, I analyze the patterning of employment-based discrimination and harassment by race/ethnicity, gender, and age (or what I comfortably interpret and refer to as status-based social closure) and how it is more or less likely within high- and low-ranked occupational positions. Learn More 9Core sector employment includes industries such as construction, manufacturing, materials and food processing, communications, and transportation. Supplementary analyses, using a more standard listwise deletion procedure, generate results that are consistent with those reported below. … 202-663-4900 / (TTY) 202-663-4494, Call 1-800-669-4000 It is derived from two questions regarding whether “Coworkers can be relied upon when respondent needs help” (0–3, 3 = “very true”) and “The people with whom respondent works take a personal interest in respondent” (0–3, 3 = “very true”). 2007), each of which offers important launch points for understanding workplace discrimination and harassment. Baseline effects of poor supervisory relations persist across the board but are elevated even further for those of other nonwhite racial groups experiencing racial discrimination and mitigated somewhat, although not entirely, for women experiencing sexual harassment. Organizational size in the literature is sometimes equated with levels of bureaucracy (e.g., Astley 1985; Havemann 1993) and may also capture demographic implications for workplace experiences and social relations. Relative to general conceptions and according to scholars such as Ridgeway (2014), however, the literature has tended to lose sight of status vulnerability’s multipronged character as well as the ways in which it is fundamentally relational and power laden in activation and use. Earlier it was observed that those in higher occupational positions are more vulnerable when it comes to gender discrimination and age discrimination. Conditional effects surrounding age and occupational positioning do not reach statistical significance when it comes to age discrimination, although the overall vulnerability to age discrimination within high occupational positions, captured by the baseline coefficient, remains significant. The fact that neither occupational status nor coworker relations have a discernable impact on the likelihood of sexual harassment, whereas poor supervisory relations do, suggests that power relations and particularly the vertical character of workplace relations are consequential. Hout, Michael, Smith, Tom W., Marsden, Peter. Finally, it is essential to consider proximate workplace relations given their implications for interactional power and the fundamentally relational character of status, noted earlier. Cancio, A. Sivia, Evans, T. David, Maume, David J. Correll, Shelley J., Benard, Stephen, Paik, In. Time at current job (i.e., job tenure) is measured straightforwardly as the amount of time in years that the respondent has been working at the current place of employment. Federal Hazard Communication Standard, Title 29, Part 1910.1200 of the Code of Federal Regulations (29 CFR 1910.1200) mandates that “Workers have the right to know and understand the hazardous chemicals they use and how to work with them safely.”. Occupational Position and Workplace Relational Power: Safeguards or Liabilities? Supplementary and parallel analyses using linear modeling with robust standard errors, reported in Table A2 in the Appendix, reveal a high degree of directional consistency and statistical significance with the patterns thus far reported. A similar point can be made with regard to age and ageism. Tests for interactions were limited to and determined by the prevalent and statistically significant effects observed and reported earlier in Table 2. 12Younger workers often and report age discrimination in firsthand and survey accounts, and this is no less true with the GSS data. Drawing on model 1 coefficients, for instance, African Americans and other nonwhite respondents are, respectively, about 6 and 4 times more likely than their white counterparts to experience workplace racial discrimination. According to Gallup, 45% of their respondents experienced discrimination and/or harassment at work. 13There are two differences worth noting in these supplementary analyses. Right to know. Conversely, if closure pressures and mobility contests rise with occupation rank, then we might expect increased discrimination reports at higher levels. Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. info@eeoc.gov Importantly, and in each of these regards, good coworker relations provide a protective buffer. ), have followed through and provided tremendously valuable insights on key dimensions and select processes through which such disadvantage is generated. Getting a Job: Is There a Motherhood Penalty? Such patriarchy is evidenced within contemporary analyses of women’s devaluation and pay disparities (e.g., Budig and England 2001; Mandel and Semyonov 2014), gender segregation (e.g., England et al. The referent excluded from the modeling includes extractive industries and others that do not fit into the designations above. Tomaskovic-Devey, Donald, Avent-Holt, Dustin. Such scholarship suggests that status vulnerabilities, rather than necessarily mattering in unique, singular ways, might generate compounding disadvantages (e.g., Browne and Misra 2003; Harnois 2015; McCall 2005). They matter both directly (for reducing the incidence of reported race and age discrimination) and conditionally for women and gender discrimination, age and sexual harassment, and for aging worker’s experiences of age discrimination. Before sharing sensitive information, make sure you’re on a federal government site. Classic work in the field (e.g., Dubois, Addams, Weber, etc. Earlier it was suggested (via countervailing hypotheses) that occupational positioning and workplace relations might either provide cover or bolster the likelihood of discriminatory or harassing treatment. Age is directly meaningful for the experience of age discrimination, and this nonlinear relation is plotted and reported in Figure 1. The fact that no conditional effects surrounding occupational positioning were observed for sexual harassment suggests a general vulnerability for women across the occupational hierarchy.17 Further work in this last regard is surely needed. The indicator of poor relations with one’s supervisor is similarly a two-component scale (α = 0.7) ranging from 0 to 6. First, I use logistic regression to assess the degree to which status distinctions by race, gender and age affect vulnerabilities to workplace discrimination and sexual harassment. Hypothesis 5: Poor vertical relations (with one’s supervisor) will increase the likelihood of discriminatory treatment and sexual harassment on the job.
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