Race and Workplace Promotions

Race and Workplace Promotions

Title: Prevalence and correlates of perceived workplace discrimination among older workers in the United States of America

File Name: Article Note One

Citation: Chou, R. J. A., & Choi, N. G. (2011). Prevalence and correlates of perceived workplace discrimination among older workers in the United States of America. Ageing & Society, 31(6), 1051-1070.

In-text citation: (Chou & Choi, 2011).

Abstract Summary: This article was used data from a national survey which included 420 workers at the age of 50 and above and majored on examining the prevalence of perceived workplace discrimination. The discrimination was based on gender, age, education, wage and occupation. Also, the existence of a non-linear relationship was established between the salaries and the perceived workplace discrimination.

Keywords: Older workers, attribution-sensitivity theory, perceived workplace discrimination.

Method Summary: Variables deployed in question were workplace discrimination, age, gender and ethnicity, education, support at work, and last year calendar wage. The data used was derived from Midlife in the United States II (MIDUS II) which preceded MIDUS I between 2004 and 2006. It included a telephone interview and a pair of a self-administered questionnaire. The response rate was 81 per cent. (Chou & Choi, 2011).

Article points:

Point 1: Age – Young male were associated with a higher prevalence of perceived workplace discrimination. The findings are similar to coincides with Gee, Pavalko and Long (2007)

Point 2: Gender – Most affected by workplace discrimination were women and young men. Sexual harassment was also observed among women and middle-aged men.

Point 3: Education level – Those with low levels of education were, in most instances, victims the workplace discrimination, with an average number being educated.

Race and Workplace Promotions

Title: Under promotion and underemployment on a racial basis

File Name: Article Note One

Citation: Gupta, T. D. (1996). Racism and Paid Work. doi:10.3138/9781442602892

Abstract Summary: The article obtained data from the organisations in the United Kingdom to examine the rate of under promotion and underemployment based on race. The information collected shows a significant difference, especially if it pertains the black people and minority ethnic background. The observation was also made in the outcomes of productivity in organisations with diversity in terms of race.

Keywords: Under the promotion, underemployment, racial discrimination

Method Summary: The research on the three interdependent variables show that there is quite a vast margin at the national level in the inclusion of black and minority ethnic in various organisations in discriminatively. The conclusions were established after a broad analysis of information from the McKinsey report in 2015 and the organisation’s intrinsic data in the same year (Gupta, 1996).

Article points:

Point 1: underemployment of the black and minority ethnic (BME)

In the year 2015, one in every eight employed adults was from the BME background giving a total of 10% in the workforce. The data showed a gap of 12% in comparison to white and the BME even though some are overqualified than the whites.

Point 2: under the promotion of the BME individuals

The data indicated that BME individuals occupy only 6% of the management top positions. Even though they possess skills required in the job, there is still a gap.

Notes: The article depicts racial differentiation as a contributor to the promotion rate at workplaces. From the analysis, we deduce that the economy can be significantly improved by 12% by forbidding discrimination on a racial basis.