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The Prejudice Paradox (Or Discrimination Is Not Dead): Systematic Discrimination In Forced Choice Employment Decisions, Paula M. Brochu
The Prejudice Paradox (Or Discrimination Is Not Dead): Systematic Discrimination In Forced Choice Employment Decisions, Paula M. Brochu
Electronic Thesis and Dissertation Repository
This research examined discriminatory responding in a forced choice employment decision paradigm, using a justification-suppression perspective to interpret the findings. In this paradigm, participants play the role of employers and make employment choices between two excellent and similarly qualified individuals that differ only on one dimension. In the first three studies, participants chose between two individuals who were described as differing only in ethnicity (European vs. Middle Eastern), gender (Male vs. Female), religion (Christian vs. Muslim), age (Young vs. Old), height (Tall vs. Short), weight (Average Weight vs. Overweight), nationality (Canadian vs. Immigrant), or sexual orientation (Heterosexual vs. Homosexual). Patterns …
Workforce Diversity Management In Ontario Municipalities, Jennifer Lajoie
Workforce Diversity Management In Ontario Municipalities, Jennifer Lajoie
MPA Major Research Papers
This paper examines why some municipalities have implemented workforce diversity management plans and policies, while others have not. A case study analysis of nine mid-sized Ontario municipalities – Chatham-Kent, Sudbury, Guelph, Kitchener, Lambton, London, St. Catharines, Thunder Bay, and Windsor – was conducted. The findings reveal that common patterns for the existence of workforce diversity management policies include: a wake-up call that helps trigger change; the creation of organizational buy-in; the existence of a champion for diversity; and a consideration of local environmental forces.