30 Facts About Employment discrimination

Employment discrimination is a form of illegal discrimination in the workplace based on legally protected characteristics.

In neoclassical economics theory, labor market Employment discrimination is defined as the different treatment of two equally qualified individuals on account of their gender, race, disability, religion, etc.

That is, Employment discrimination is not only about measurable outcomes but about unquantifiable consequences.

The key issue in the debate on employment discrimination is the persistence of discrimination, namely, why discrimination persists in a capitalist economy.

One very recent example of employment discrimination is to be seen among female Chief Financial Officers in the US.

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Some studies identified Employment discrimination based on attractiveness, less physically-attractive people being less likely to be hired.

However, Employment discrimination seems to persist in the long run; it declined only after the Civil Rights Act, as it was seen in the economic history.

Therefore, when the market is free of Employment discrimination, wages are the same for different types of jobs, provided that there is sufficient time for adjustment and attractiveness of each job is the same.

Institutional models of Employment discrimination indicate labor markets are not as flexible as it is explained in the competitive models.

However, institutional models do not explain Employment discrimination but describe how labor markets work to disadvantage women and blacks.

The dual labor market model combined with the gender Employment discrimination suggests that men dominate the primary jobs and that women are over-represented in the secondary jobs.

Employment discrimination argues that gender and race should not be marginal to the analysis but at the center and suggests a more dynamic analysis for discrimination.

Therefore, it is wrong to equate unexplained wage gap with Employment discrimination, although most of the gap is a result of Employment discrimination, but not all.

Employment discrimination's work is examined under a more judgmental gaze than her male coworkers because of her minority status.

Age Employment discrimination is prevalent because companies have to consider how long older works will stay and the costs of their health insurance accordingly.

Employment discrimination's theory is based on the assumption that in order to survive in the existence of competitive markets, employers cannot discriminate in the long run.

Therefore, human-capital and "taste-for-Employment discrimination" are not sufficient explanations and government intervention is effective.

At the turn of the 21st century, Employment discrimination is still practiced but to a lesser degree and less overtly.

Therefore, it is correct to say leaving Employment discrimination to diminish to the competitive markets is wrong, as Becker had claimed.

Since Employment discrimination is embedded in the labor market and affects its functioning, and Employment discrimination creates a basis for labor market segregation and for occupational segregation, labor markets institutions and policies can be used to reduce the inequalities.

One approach that mitigates Employment discrimination by emphasizing skills is workforce development programs.

Pervasive levels of ethnic labour market Employment discrimination are found in Belgium, Greece, Ireland, Sweden and the UK.

Ethnic Employment discrimination is lower among the high-educated and in larger firms.

Recent research shows that ethnic Employment discrimination isadays driven by employers' concern that co-workers and customers prefer collaborating with natives.

Pervasive levels of age Employment discrimination are found in Belgium, England, France, Spain and Sweden.

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Furthermore, European studies provide evidence for hiring discrimination based on former unemployment, trade union membership, beauty, HIV, religion, youth delinquency, former underemployment, and former depression.

Employment discrimination rates are lower for persons with developmental and communication disabilities, whereas employment rates are closer to average for persons with a hearing impairment or for those who have problems with pain, mobility, and agility.

James Heckman, a Nobel Prize-winning American economist, leads the argument that labour market Employment discrimination is no longer a first-order quantitative problem in American society, and supports the idea that blacks bring skill deficiencies to the labour market and cause the wage gap.

Formal Employment discrimination, referred to as overt Employment discrimination, defined as conscious, explicit biases against a protected group.

Interpersonal Employment discrimination, referred to as covert Employment discrimination, defined as being less cordial, more disinterested and curt with protected groups.