The aim of this study is to examine what working methods and active measures there are tomanage the ethnic discrimination of care staff working within elderly care, and how the unitmanager of nursing homes and home care in Kalmar county uses them. This objective is tocreate a deeper understanding of how the unit managers work to manage ethnic discriminationin elderly care. This study was done with a qualitative research method performed with semi-structured interviews where unit managers in their own words described their experiences oftheir complex work, their professional discretion and the occurrence of ethnic discriminationin the working place. The results show that unit managers identify different types of ethnicdiscrimination such as derogatory comments and a refusal to receive help from staff born inother countries than Sweden. The unit managers perception of their professional discretionvaries. Factors such as budget, organizational conditions, the personality of the unit managersand working experience can affect the management of ethnic discrimination of the care staffby the caretakers. Through the interviews, we have also observed the unit manager’spercieved lack of clear guidelines and aids that could support them in dealing with ethnicdiscrimination in their workplace. This also means that it becomes difficult to workpreventively to counteract ethnic discrimination. Unit managers can thus find their ownstrategies and working methods to support their staff and strengthen individuals. The unitmanagers have been shown to use methods such as increased participation and conversationswith the vulnerable person and the elderly, which are strongly linked to empowerment.

Studies have identified perceived racism as one type of social stress that is believed to contribute to hypertension, though no studies to date have examined the relationship between perceived racism and blood pressure among foreign-born Mexicans living in the United States (U.S.). In addition, studies have shown that acculturation may increase levels of perceived discrimination among foreign-born Mexicans living in the U.S. The primary purpose of this study was to examine the relationship between perceived racism and ambulatory blood pressure among a convenience sample of 332 foreign-born Mexicans living in Utah County, Utah controlling for age, gender, body mass index (BMI), and acculturation. This was done through the use of several multiple regression analyses using archival data collected at Brigham Young University. The Perceived Ethnic Discrimination Questionnaire—Community Version (Brief PEDQ—CV) was used to measure perceived racism. The Acculturation Rating Scale for Mexican Americans (ARSMA-II) was used to measure both language and general acculturation. Four blood pressure variables, including waking systolic blood pressure (WSBP), waking diastolic blood pressure (WDBP), sleeping systolic blood pressure (SSBP), and sleeping diastolic blood pressure (SDBP) were used as outcome variables in the regression analyses. A relationship between perceived racism and any of the ambulatory blood pressure variables used in this study was not found. In addition, English-language acculturation was not found to moderate the relationship between perceived racism and blood pressure in the sample of first generation Mexicans participating in this study. A moderating effect of general acculturation on the relationship between perceived racism and blood pressure was found when controlling for age, BMI, and gender, though this moderating effect disappeared when WDBP was included in the regression model. Implications of findings, limitations, and directions for future research are discussed.

Ziel dieser Dissertation war es, ethnische Diskriminierung im zeitgenössischen Recruitment zu untersuchen. Diskriminierung im Recruitment wurde oft durch automatisches Aussortieren beim CV Screening oder durch unethisches Verhalten aufgrund von modernen Vorurteilen erklärt. Bisher war unklar, ob zeitgenössisches Recruitment von ethnischer Diskriminierung betroffen ist und welche psychologischen Mechanismen ggf. zu Diskriminierung führen. Um diese Forschungslücke zu füllen, habe ich in einem mixed-method-Ansatz drei empirische Studien durchgeführt: eine qualitative Interviewstudie, eine Analyse von Paneldaten und zwei Experimentalstudien. Die qualitative Inhaltsanalyse zeigte, dass aktive Suche und ausgelagertes Recruitment potenziell von Diskriminierung betroffen sind. Die Inhaltsanalyse deutete auf drei potenzielle Quellen für Diskriminierung hin: eigene Vorurteile von Recruiter*innen, Vorgaben von auftraggebenden Firmen, bestimmte Kandidat*innen auszuschließen und die Annahmen, dass Firmen bestimmte Kandidat*innen bevorzugen. In einem mixed logistic Model fand ich Evidenz in den Paneldaten dafür, dass Frauen, ältere Mitarbeiter*innen und Mitarbeiter*innen, die im südlichen/östlichen Europa geboren wurde, weniger aktiv angesprochen wurden und Frauen weniger Jobangebote erhielten. In den Online-Experimenten zeigte sich, dass Meta-Stereotypisierung, d.h. Annahmen über die Vorlieben von Firmen, größere Effekte auf die Einschätzung der Einstellungschancen von ethnischen Minoritäten hatte als eigene Vorurteile von Recruitern. Verringerte Einstellungschancen von ethnischen Minderheiten bei traditionellen Firmen wurden dabei von der Annahme vermittelt, dass eher deutsche Kandidat*innen und Kandidat*innen, die keiner Minderheit angehören, bevorzugt werden. Die Ergebnisse der drei Studien sind erste Belege dafür, dass zeitgenössisches Recruitment von Diskriminierung beeinflusst sein könnte. Meta-Stereotypisierung scheint dabei einen wichtigen Mechanismus darzustellen. / This dissertation focuses on ethnic discrimination in contemporary recruitment. According to dual process theories, attitudes can guide recruitment behavior when recruiters do not have sufficient time and motivation to control their behavior. But it is unclear whether contemporary recruitment is affected by ethnic discrimination and what psychological mechanisms drive this discrimination. I conducted three empirical studies to fill this research gap: a qualitative interview study, a panel study, and two online experiments. I found evidence that contemporary recruitment may indeed be affected by discrimination. The content analysis revealed that active sourcing approach and outside recruitment are potentially affected by ethnic discrimination. There was no support for the assumption that selection and assessment in contemporary recruitment is implicitly driven. A data-driven analysis revealed three sources of ethnic discrimination in contemporary recruitment: the recruiters’ own prejudices, the hiring managers’ request to sort certain candidate groups out, and the recruiters’ assumptions about companies’ preferences. The panel analysis found quantitative support for the assumption that marginalized group members are actively sourced less often. In a mixed logistic model, I found evidence that women, older employees, and employees born in Southern/Eastern Europe were actively sourced less often and that women were offered jobs less often. In the experiments, I compared the impact of recruiters’ own prejudices and meta-stereotyping—that is, assumptions about companies’ preferences—on the assessment of minority candidates. It turned out that meta-stereotyping showed larger effects on the assessment of the hiring chances of ethnic minorities than recruiters’ own prejudices. I consider these results first evidence that meta-stereotyping seems to reinforce stereotypical selections and lead to lower estimated job chances for minority candidates.

El presente trabajo de investigación tiene como objetivo principal determinar cómo se construyen y cómo se usan los estereotipos sobre la peruanidad en la narrativa del canal del youtuber Andynsane. Entre los objetivos específicos se encuentran describir la presencia y el uso de estereotipos sobre la peruanidad en las dimensiones del perfil de los personajes que presenta la narrativa de Andynsane, identificar las características de la estructura narrativa de los videos de Andynsane e identificar el tono comunicativo en la narrativa del youtuber Andynsane. En la metodología se usó el enfoque cualitativo por lo que se efectuó un análisis de contenido y revisión bibliográfica. Los resultados encontrados fueron que el youtuber Andynsane usa la comedia étnica en el desarrollo de los personajes aparecidos en sus dos sagas, que el tono de comunicación de Andynsane es ante todo irónico y satírico y, por último, que usa recursos narrativos como la exageración para dar más vistosidad a los personajes y contenido. / The main objective of this research work is to determine how stereotypes about Peruvian identity are constructed and used in the narrative of the YouTube channel Andynsane. Among the specific objectives are to describe the presence and uses of stereotypes about Peruvian identity in the dimensions of the profile of the characters that Andynsane interprets, identify the characteristics of the narrative structure of the videos of Andynsane and identify the communicative tone in the narrative of the youtuber Andynsane. In the methodology, the qualitative approach was used, for which content analysis and literature review was performed. The results found were that youtuber Andynsane uses ethnic comedy in the development of the characters featured in his two sagas, that Andynsane's communication tone is primarily ironic and satirical and, finally, that he uses narrative resources such as exaggeration to give more presence to the characters and content. / Trabajo de investigación