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A sorry fact: Most workplaces, despite a historic diversity, equity, and inclusion push, are still rife with racial and gender bias. For evidence, look to the macro landscape: Just 1.6% of Fortune ...
Occupational inequality is the unequal treatment of people based on gender, sexuality, age, disability, socioeconomic status, religion, height, weight, accent, or ethnicity in the workplace. When researchers study trends in occupational inequality they usually focus on distribution or allocation pattern of groups across occupations, for example ...
At the same time, employers systematically undervalue the work of women and racial/ethnic minorities in a concept known as valuative discrimination. For many jobs, in between the point of contact and the completion of the application, one of the roles of human resources is to direct applicants to certain jobs.
The racial wealth gap is visible in terms of dollar for dollar wage and wealth comparisons. For example, middle-class Blacks earn seventy cents for every dollar earned by similar middle-class whites. [14] Race can be seen as the "strongest predictor" of one's wealth. [30]
Idaho has the fifth-highest percentage in America of people who identify as white, but a low number of race-related discrimination cases.
Exacerbating inequality: Oxfam, in a report compiled using publicly available data, argued that the largest US firms have also reinforced gender and racial inequality in the workplace by ...
The wage disparities between African American and Caucasian workers is a substantial expression of racial discrimination in the workplace. The historical trend of wage inequality between African American workers and Caucasian workers from 1940s to 1960s can be characterized by alternating periods of progress and retrenchment.
In the last year alone, a court awarded a victim of sexual harassment a record payout ($95 million), the Supreme Court dismissed the biggest civil rights class action suit in U.S. history, and ...