register
key topic

Workplace discrimination

Discrimination is a complex, multi-factor phenomenon. Evidence shows widespread discrimination on various grounds, including ethnic origin, sexual orientation, gender identity, religion or beliefs, disability, being over 55 years old, or being a woman. It is not only unfair and potentially costly to the individuals who experience it, but also results in large economic costs for society.

Labor market discrimination based on physical attributes, for example, is widespread. Obese people are less likely to be employed and, when employed, are likely to earn lower wages; physically attractive people, on the other hand, earn more than those considered to be less attractive; and looks can even be pivotal in national elections. But, identifying discriminatory practices in the labor market is not an easy task. Anti-discrimination policies and blind recruitment methods can help in the fight to make workplaces more equal, but there is still a long way to go.

articles

  • Hiring discrimination across vulnerable groups

    Discrimination in hiring based on ethnicity or gender is widely debated but appears in fact less severe than discrimination based on disability, appearance, or age

    Louis LippensStijn BaertBrecht Neyt, February 2025

    Over the past decades, academics worldwide have conducted experiments with fictitious job applications to measure discrimination in hiring. This discrimination leads to underutilization of labor market potential and higher unemployment rates for individuals from vulnerable groups. Collectively, the insights from the published research suggest that three groups face more discrimination than ethnic minorities: people with disabilities, less physically attractive people, and older people. The discrimination found in Western economies generally persists across countries and is stable over time, although some variation exists.

    MoreLess

  • Anonymous job applications and hiring discrimination Updated

    Blind recruitment can level the playing field in access to jobs but cannot prevent all forms of discrimination

    Ulf Rinne, January 2025
    The use of anonymous job applications (or blind recruitment) to combat hiring discrimination is gaining attention and interest. Results from field experiments and pilot projects in European countries (France, Germany, the Netherlands, Finland and Sweden are considered here), Canada, and Australia shed light on their potential to reduce some of the discriminatory barriers to hiring for minority and other disadvantaged groups. But although this approach can achieve its primary aims, there are also important cautions to consider.
    MoreLess

  • Promoting internal whistleblowing in organizations

    Internal whistleblowing results in reduced fraud, a better brand image, and a higher overall performance

    Eve-Angeline LambertYannick Gabuthy, November 2024
    Internal whistleblowing refers to the decision of an employee observing a misconduct in a firm to report it through an internal channel, i.e. via a hotline or directly to an identified ombudsman. Whistleblowing is highly beneficial to firms in various ways. However, employees may be reluctant to blow the whistle, both for moral reasons and due to a fear of retaliation. Consequently, a firm aiming at encouraging whistleblowing in order to save judicial or reputation costs, fines, and to spare its reputation should consider a wide range of possible measures in addition to developing a global ethical culture.
    MoreLess

  • Sexual harassment in the workplace Updated

    The #MeToo movement brought heightened attention to sexual harassment and a search for new approaches to combat it

    Joni Hersch, July 2024
    Workplace sexual harassment is internationally condemned as sex discrimination and a violation of human rights, and more than 140 countries have enacted legislation prohibiting it. Sexual harassment increases absenteeism and turnover and lowers productivity and job satisfaction. Yet, it remains pervasive and underreported, as the #MeToo movement starkly revealed in October 2017. Standard workplace policies such as training and a complaints process have proven inadequate. Initiatives such as bans on confidential settlements and measures that support market incentives for deterrence may offer the most promise.
    MoreLess

  • Trans people, well-being, and labor market outcomes Updated

    Transitioning across gender is related to greater life and job satisfaction but also affects acceptance in one’s society

    Nick Drydakis, January 2024
    Acceptance of one’s gender identity and congruence between one’s gender identity and outward appearance are associated with less adverse mental health symptoms, and greater life and job satisfaction. However, trans people are subject to human rights violations, hate crimes, and experience higher unemployment and poverty than the general population. Trans people often feel that they are citizens who are not allowed to be themselves and practice their authentic identity. Many biased treatments of trans people could be attenuated if legal protections and inclusive workplace practices were in place.
    MoreLess

  • Eliminating discrimination in hiring isn’t enough

    Firms interested in workplace diversity should consider the post-hiring stage and why some minority employees choose to leave

    Mackenzie Alston, May 2023
    While many firms have recognized the importance of recruiting and hiring diverse job applicants, they should also pay attention to the challenges newly hired diverse candidates may face after entering the company. It is possible that they are being assessed by unequal or unequitable standards compared to their colleagues, and they may not have sufficient access to opportunities and resources that would benefit them. These disparities could affect the career trajectory, performance, satisfaction, and retention of minority employees. Potential solutions include randomizing task assignments and creating inclusive networking and support opportunities.
    MoreLess
show more
opinions