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.

This paper draws on theories of gendered organizations to examine discrimination against people with disabilities in the workplace. A sample of 200 cases which document disability discrimination lawsuits was drawn from the Westlaw legal database. Each case was coded for gender, job, disability and discrimination type and analyzed using multinomial logistic models. Of those 200 cases, 34 were selected for in depth qualitative analysis. This study finds that disability type and gender do have an influence on the type of discrimination someone is likely to experience. In addition, the qualitative analysis finds that the social processes of discrimination differ based on job type and gender pointing to intersections of disability and class as well as gender and disability. / Master of Science

Today it is no longer considered socially acceptable to blatantly endorse racist beliefs or actions. However, despite this apparent change in our collective social attitude, racial conflict still exists. This may be due, in part, to a modern type of racism that is believed to result from the simultaneous endorsement of two conflicting popular U.S. values, egalitarianism and individualism. This conflict creates ambivalence that may result in different actions toward minorities depending on the context of the situation. This study examines the relationship between modern racism and the context of the situation for hiring preferences for White verses Hispanic job applicants. Participants were pretested on the Modern Racism scale, and approximately two weeks later they rated job applicant resumes. It was predicted that when the stimulus resume had a Hispanic man's name and photo on it, those participants who scored high on the Modern Racism scale would rate the stimulus resume differently than the participants who scored low on the Modern Racism scale. It was predicted that presenting the Hispanic man's resume first would create a context where no social guidelines exist and the racially ambivalent participant would rate the applicant lower than normal without fear of appearing racist. Following, we predicted that presenting the Hispanic man's resume last, after two White applicant's resumes, would create a context in which race is highly salient and the racially ambivalent participant would rate it higher than normal. Of the 104 participants, 75 identified themselves as White. These 75 participants were used in data analyses. Hierarchical multiple regression was performed to examine if modern racism, ethnic background of the applicant and context of the situation were moderators in hiring judgments. The significant three-way interaction suggests that participants who scored high on modern racism rated the resume with a Hispanic man's photo on it lower than the same resume with a White man's photo on it when they reviewed it last, after two other White applicants' resumes with better credentials. These findings suggest that modern racism toward Hispanics exists and may be an important correlate of discrimination toward Hispanics. This suggests that there is a need for further research on this topic.

In the light of a massive migratory movement who in 2015 resulted in more than 160 000 asylum applications in Sweden, a need for a good integration arises, which is partly linked to employment and an open labor market for everyone. The aim of this study is to investigate an employer's right to set language requirement when recruiting and what consequences this may cause for people who do not have Swedish as their native language. In order to achieve the purpose of the study, a jurisprudential method is primarily used with elements of the EU legal method. There is also a social scientific method in the study to illustrate the consequences of the language requirement. The investigation shows that an employer may set language requirement when recruiting if there is a legitimate purpose and the means used are appropriate and necessary to achieve the purpose of the language requirement, otherwise this could result in indirect discrimination on grounds of ethnicity. The conclusion shows that the law is vague regarding the application of the language requirement and an employer can easily get around the legislation with convenient arguments used in court. Two future scenarios in the analysis also shows that the impact of language requirement could lead to ethnic systematic discrimination in cases of glibly using. It can also have the opposite effect in terms of strengthening integration in the workplace and in society in cases of restrictively using.

The Public Sector Equality Duties (PSEDs) are a radical development in anti-discrimination legislation due to the emphasis on the need for public authorities to be proactive in order to address institutional discrimination. They require public authorities to take a substantive approach to equality by removing institutional barriers and focussing on equality outcomes. The aim of this thesis is to consider the implementation and impact of this innovative legislative approach to equality, with specific attention given to race and disability within a Higher Education Institution (HEI). It is demonstrated that senior management are not sympathetic to the substantive equality approach which is required by the PSEDs and instead operate with a formal understanding of equality. In addition, as the external pressures on Higher Education Institutions to comply with the legal requirements diminish over time, the processes established to deal with equality as well as legal compliance within the case study institution have weakened. As a consequence, there is a gap between what the law requires and what is happening in practice. At the same time, the experiences of Black and Minority Ethnic (BME) and disabled staff and students indicate that they are still experiencing significant disadvantage within the case study institution. As well as enduring individual instances of discrimination, broader institutional barriers are also evident. An institutional response to address the disadvantage, which is required by the PSEDs, is not visible. It is surmised that this is due to the adoption of the fairness as opposed to a substantive approach to equality. Critical Race Theory (CRT) is employed in order to provide an explanation for the findings within the case study institution. Although it can be used to help account for the data in relation to race, there are limitations in terms of its application to the data regarding disability. CRT acknowledges the intersections between race and other forms of oppression, such as disability, although its focus is still on race as the primary factor for oppression. However, some of the key concepts utilised by Critical Race theorists, such as contradiction closing cases and interest convergence, can also be usefully applied to the data relating to disability.

The problem was to determine the levels of intellectual capacity necessary at various ages for acquiring rapid and efficient nonspatial discrimination learning sets on problems of increasing complexity.

This thesis explores the idea that an equality state has evolved in Britain since the 1960s. The policies and institutions that make up the equality state are those that seek to ensure some forms of equality between its citizens. Its latest development has been through the 2010 Equality Act that promotes equality in relation to nine protected characteristics, but just two of these are considered here, race and sex. The study will investigate the origins of the equality state under the 1964-1970 Labour governments through the formulation of policies that explicitly or implicitly promoted sex and racial equality. The main areas examined in relation to racial equality are the anti-discrimination provisions of the 1965 and 1968 Race Relations Acts; measures to promote the integration of immigrants, particularly in employment, education, housing and policing; the institutions which aided integration particularly the National Committee for Commonwealth Immigrants and Community Relations Commission; and the Urban Programme and other measures taken in response to Enoch Powell's 1968 'Rivers of Blood' speech. With sex equality the areas considered are the 1970 Equal Pay Act; the development of policy to promote equal opportunity in employment; and the reform of law relating to abortion, divorce and the availability of contraceptive services through state agencies. iv The primary focus of the thesis is on the policy making process and the research is based on government papers in The National Archives. Other influences on these policy areas have been researched through primary sources, particularly policies' origins in the Labour Party, the influence of the trade union movement, campaigning groups and, in the case of sex equality, the remaining first wave feminist organisations. Through this the thesis develops an understanding of the nature and limitations of the equality that the equality state promotes.

張佳羽. / "2013年9月". / "2013 nian 9 yue". / Thesis (Ph.D.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 226-242). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract in Chinese and English. / Zhang Jiayu.

Four pigeons had discrimination training that required the choice of a left side-key following completion of a fixed-ratio 10 an the center key, and a right side-key response after fixed-ratio 20. Correct choices were reinforced on various fixed-interval, fixed-ratio, random-interval, and random-ratio schedules. When accuracy was examined across quarters of intervals (fixed-interval schedules) or quarters of median interreinforcerrent intervals (fixed-ratio schedules), accuracy was usually laver in the second quarter than in the first, third, or fourth quarters. When accuracy was examined across quarters of ratios (fixed-ratio schedules) or quarters of median number of correct interreinforcement trials (fixed-interval schedules), accuracy increased across quarters. These accuracy patterns did not occur m random-interval or random-ratio schedules. The results indicate that, when choice patterns differed on fixed-interval and fixed-ratio schedules, these differences were due to the methods of data analyses.

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1983. / Vita. Abstract. Includes bibliographical references (leaves 265-269). Also available via the Internet.