Race, Gender, and Perceived Employment Discrimination

This study investigates the effects of race and gender on perceived employment discrimination using the 2016 General Social Survey that provides new data on perceived employment discrimination that aligns more closely with the legal definition of employment discrimination. It is found that 19% of the American adults self-reported the experience of employment discrimination in job application, pay increase, or promotion in the past 5 years. The results of logistic regression analysis show that either controlling or not controlling for other factors, Blacks were much more likely to perceive being discriminated in employment than Whites, but other races were not significantly different from Whites in perceived employment discrimination after holding other variables constant. While gender did not have a significant independent effect on perceived job discrimination, it did interact with race to influence perceived job discrimination. Regardless of race, women were somewhat less likely than men to perceive job discrimination, but Black women were significantly even less likely than White women to self-report job discrimination, and Black men were much more likely to self-report employment discrimination than White men. These findings have implications for combating employment discrimination and addressing social inequalities.

Various Types of Perceived Job Discrimination and Sleep Health Among Working Women: Findings From the Sister Study

Job discrimination, a social stressor, may lead to sleep health disparities among workers; yet, limited research has examined this relationship and specific sources of job discrimination. We used a US sample of working women (n = 26,085), participants in the Sister Study (2008–2016), to examine the associations of perceived job discrimination due to sex, race, age, health conditions, and/or sexual orientation with sleep health. Cross-sectionally, linear or logistic regression models revealed that each source of job discrimination was independently associated with different sleep problems after controlling for other sources of job discrimination. Longitudinally, among participants without short sleep (<7 hours/night) at time 1 (2012–2014), age-specific job discrimination was associated with 21% increased odds of new-onset short sleep (odds ratio = 1.21, 95% confidence interval: 1.03, 1.43) at time 2 (2014–2016). Among those without insomnia symptoms at time 1, race-specific job discrimination was associated with 37% increased odds of new-onset insomnia symptoms (odds ratio = 1.37, 95% confidence interval: 1.07, 1.75) at time 2. Sex- and health-specific job discrimination also predicted new-onset sleepiness. There were dose-response relationships such that a greater number of sources of job discrimination (≥3) was associated with greater odds of prevalent and incident sleep problems. Perceived job discrimination may contribute to working women’s poor sleep health over time, raising concerns about sleep health disparities emanating from the workplace.

PERCEIVED JOB DISCRIMINATION AND SLEEP HEALTH AMONG WORKING WOMEN: FINDINGS FROM THE SISTER STUDY

Job discrimination is a social stressor that may lead to sleep health disparities in workers; however, limited research has examined the relationship, especially with specified sources of job discrimination. Using longitudinal data from the Sister Study, we tested the associations of perceived job discrimination (due to race, sex, age, and health conditions) with sleep health among working women (n=26,085). Among those without sleep difficulty at Time 1, race- and age-specific job discrimination was associated with increased odds of new onset sleep difficulty at Time 2. Moreover, among those without excessive sleepiness at Time 1, sex-, age-, and health-specific job discrimination predicted new onset of excessive sleepiness at Time 2. There was no association with sleep duration. We also found a dose-response relationship such that those who experienced job discrimination due to ≥3 reasons had greater odds of developing a sleep problem. Results suggest sleep health disparities emanating from the workplace.

PSYCHOLOGICAL AND SOCIAL FACTORS ASSOCIATED WITH SLEEP HEALTH ACROSS ADULTHOOD

Sleep is associated with all-cause mortality, cardiovascular disease, cognitive impairment, as well as daily social interactions and productivity. Studies often have focused on sleep duration only, lacking the ability to comprehensively understand the importance of age-related changes in varied facets of sleep health. Moreover, psychological and social factors that may be associated with sleep health in adulthood are still poorly understood. This symposium showcases contemporary endeavors towards understanding how diverse indicators of sleep health relate to psychological and social factors across adulthood. Paper 1 uses perceived job discrimination as a social stressor to test associations between perceived job discrimination and sleep health (difficulty falling/staying asleep, excessive daytime sleepiness, sleep duration) among working women. Paper 2 examines the relationship between personality traits and self-reported and actigraphy-measured sleep health (sleep duration, sleep quality, sleep latency, insomnia symptoms, wake-after-sleep-onset). Paper 3 uses daily diary data to examine the link between pain and sleep health (sleep disturbances, napping) in older adults’ everyday lives and test moderating effect of social support. Paper 4 examines sleep health (sleep latency, feeling unrested) as a mechanism linking physical activity and cognitive function. These papers use different project datasets that include diverse populations of middle-aged and older adults, such as the Sister Study, Midlife in the United States Study, and Daily Experiences and Well-being Study. At the end of these presentations, Dr. Buxton will discuss their theoretical and methodological contributions, and consider challenges and opportunities for future research.

Obesity, chronic job discrimination and social support

Purpose The purpose of this paper is to investigate the relationship between body mass index (BMI) and chronic job discrimination. Additionally, the authors explore the contribution of various forms of social support to that relationship. Design/methodology/approach The data for this study were obtained from the National Survey of Midlife Development in the USA (MIDUS). Only those who reported being employed participated in the study (n = 1,150). The variables of interest included BMI, supervisor support, coworker support, family support, friend support, religious support and chronic job discrimination. Analysis included correlations, ANOVA’s and hierarchical linear regression. Findings BMI was positively associated with chronic job discrimination. Respondents in the obese and morbidly obese categories reported higher job discrimination compared to normal weight respondents. Family support, supervisor support and coworker support were associated with less reported chronic job discrimination. Practical implications Organizational leaders should acknowledge that obesity is associated with discrimination. Organizations should thus create anti-discrimination policies covering weight-based discrimination, conduct sensitivity training for all employees and train and coach supervisors on effective ways of offering support to employees. Originality/value This study contributes to the understanding of the role various forms of social support can play in reducing perceptions of chronic job discrimination. The paper is unique in that it considers several sources from which people draw support in managing for stressors.

JD-R model on psychological well-being and the moderating effect of job discrimination in the model

Purpose The purpose of this study was to investigate the moderating effect of chronic job discrimination on the relationships among job demands, job resources, personal resources and psychological well-being among aged workers. Design/methodology/approach This study used “National Survey of Midlife Development in the United States (MIDUS Refresher)” data collected from 862 aged workers in the United States from 2011-2014. A moderated multiple regression analysis was adopted. Findings The results of the multiple regression analysis show that skill discretion, self-esteem, optimism and active coping had positive effects on psychological well-being, while chronic job discrimination had a negative effect on psychological well-being. Co-worker support, supervisor support, job demands and decision-making authority were not significant. Among the interaction terms, the moderating effect between optimism and chronic job discrimination was significant. Originality/value Based on the results, this study offers implications for understanding the effects of job discrimination in the workplace among aged workers and their perceived psychological well-being, in the context of job demands and resources (JD-R) model.

Gender-based discrimination during appointments, promotions and remuneration: Views of South African managers

Managers are key in the appointment, promotion and remuneration of staff, and as such, they are actively involved when discrimination occurs in the workplace. This also applies to gender-based discrimination. The objective of the current research was to identify the points in human resource processes where gender-based discrimination most often occurs, as seen and experienced by managers. Interviews were conducted with 75 managers from 15 organisations. Questions were posed about the prevalence and nature of gender discrimination during different human resource processes. The responses were categorised and the overall inter-observer reliability was .88. Most cases of gender-based discrimination occur during promotion processes, and this generally involves pro-female discrimination. Pro-male discrimination occurs at appointment level and is often due to the inherent requirements of the job. Discrimination at remuneration level seems to favour men, allowing them to receive higher salaries than women at the same organisational level. Discrimination occurs in structured (e.g. job descriptions) as well as less structured (e.g. decision-making after interviews) phases of human resource processes. It can be concluded that gender-based discrimination still occurs and that both genders are affected negatively. It is recommended that managers be vigilant in order to avoid these discriminatory tendencies.

Personality Traits, Beliefs, Race or Ethnicity, Language, and Religion as Contributors to Job Discrimination Towards Meranaw Job Applicants

In a highly competitive environment where job-seekers are vying against a pool of equally competent job applicants, the challenge to provide equal employment opportunity against ethnic and racial biases still overshadows the employers’ principle of “merit and fitness.” This study focused on the mechanisms of culture such as personality traits, beliefs, race or ethnicity, language, and religion that link to job discrimination among Meranaw job applicants and its implication to personnel management. It attempted to find out the correlation between the profile of the said minorities and the mechanisms of culture that link to job discrimination among them. In this study, the descriptive correlational design was utilized, and a survey was conducted to eighty-seven (87) respondents through the distribution of a researcher-structured questionnaire. By the data gathered, the findings revealed that respondents agreed that mechanisms of culture such as personality traits, beliefs, race or ethnicity, language, and religion contribute to job discrimination among Meranaw job applicants while profile has no significant relationship with most of the mechanisms identified. The study concludes that job discrimination based on culture towards Meranaws does exist, and the devices above of culture have a significant impact on the chance of Meranaw job applicants to be afforded with equal job opportunities in any workplace hierarchy.