Ebook Diversity in organizations (2nd edition): Part 2

(BQ) Part 2 book Diversity in organizations has contents: American indians, alaska natives, and multiracial group members; sex and gender; work and family; sexual orientation; religion; age; physical and mental ability; weight and appearance; international diversity and facing the future.

American Indians, Alaska Natives, and Multiracial Group Members Chapter Objectives After completing this chapter, readers should have a greater understanding of American Indians, Alaska Natives, and multiracial group members in the United States Specifically, they should be able to: ❏ explain the historical background and current status of American Indians, Alaska Natives, and multiracial group members in the United States ❏ discuss education, workforce participation rates, employment, and income levels of American Indians and Alaska Natives in the United States ❏ explain the diversity among multiracial group members and issues unique to them ❏ identify similarities in experiences of native people in the United States and New Zealand ❏ explain legislation related to employment experiences of American Indians, Alaska Natives, and multiracial group members ❏ make recommendations for inclusion of these groups in diversity efforts CHAPTER Key Facts The 4.9 million people of American Indian and Alaskan Native descent comprise 1.6% of the U.S population About 12% of the American Indian and Alaskan Native population lives on reservations or trust lands Fourteen percent of American Indians and Alaska Natives have at least a bachelor’s degree—fewer than all racial and ethnic groups except Hispanics American Indians and Alaska Natives have the worst or nearly the worst unemployment, poverty, and health insurance rates in the United States In the 2000 Census, for the first time, people could report belonging to two or more races, and nearly million people did so By 2010, million people did so, a 32% increase Ninety-three percent of multiracial people are of two races and 6% are of three races Multirace people are younger than singlerace people; over 40% of multiracials are under 18, compared with 25% of single-race people 257 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 258 Examining Specific Groups and Categories Introduction and Overview This chapter considers American Indian, Alaskan Native (AI/AN), and multiracial group members and their experiences related to diversity in organizations We consider these groups in combination for several reasons First, as the original inhabitants of the United States, American Indians and Alaska Natives preceded any racial or ethnic diversity to speak of in the country Second, because they are a relatively small portion of the population, both groups are often overlooked in studies of diversity in organizations, yet their place in the history of diversity in the United States should not be ignored Next, multiracial group members—people who report belonging to two or more racial backgrounds—could perhaps be considered the “newest” minority groups, at least in terms of their ability to identify themselves as such in the U.S Census records Beginning with the 2000 Census, respondents had the option to self-identify using two or more races for the first time since Census data collection began This has provided more information about the increasing racial diversity of the United States and allowed recognition of the variety of identities in the population The chapter begins with a brief discussion of the history, population, education, earnings, and employment of American Indians and Alaska Natives We next discuss some of the limited research on the organizational experiences of AI/AN in the United States A feature on the Maori of New Zealand reveals striking similarities to the experiences of native people in the United States Next considered are the history and population of U.S multiracial group members.1 Terminology The term American Indian is used to refer to the descendants of the people indigenous to what is now the mainland United States (the lower 48) and is consistent with the usage of many other researchers, the Office of American Indian Trust, and the U.S Census Bureau when referring to that specific population Although Native American is often construed as more appropriate, American Indian is often used by group members themselves and is considered broadly acceptable.2 Further, the term Native American has been used to include American Indians, Alaska Natives, Native Hawaiians, and sometimes Chamorros and American Samoans, but the latter three groups are not the focus of this chapter.3 Thus, here we use the term American Indians or American Indians and Alaska Natives (AI/AN) as appropriate Much of the research investigates experiences of American Indians exclusively, and in those cases, we refer only to American Indians At times, data on American Indians and Alaska Natives are included in an “other” category, as described Lastly, we use the terms nation as well as tribe in referring to different groups of American Indians, respecting variations in the preferred terminology among Indians themselves and among researchers.4 When referring to persons of more than one racial background, we use the term multiracial This includes biracial people as well as those with more than two identified racial backgrounds Although some researchers have limited their studies to people with White/Black heritage, we not so.5 However, we acknowledge the importance to one’s diversity-related outcomes of the specific combination of multiracial categories (e.g., Black/ White, Asian/White) and their identifiability (which The diversity of people included in the multiracial group category prevents coherent discussions of their earnings, education, and unemployment, so we have not made the attempt Wildenthal, B H (2003) Native American Sovereignty on Trial Santa Barbara, CA: ABC-CLIO Ibid See Massey, G M (2004) “Making Sense of Work on the Wind River Indian Reservation.” American Indian Quarterly, 28(3/4): 786–816, footnote Rockquemore, K A., & Brunsma, D L (2002) Beyond Black Thousand Oaks, CA: Sage Publications Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Chapter 8: American Indians, Alaska Natives, and Multiracial Group Members enables people to be categorized, stereotyped, and singled out for differential treatment) Researchers studying multiracial individuals and their similarities to Whites and Blacks suggest that Asian/White and Hispanic/White multiracial individuals exhibit less so- 259 cial distance from Whites than Blacks and have proposed that this may be evidence of a trend toward more of a Black/non-Black U.S social divide and less of the White/non-White divide that has long existed.6 HISTORY OF AMERICAN INDIANS IN NORTH AMERICA Many people in the United States are familiar with American Indians only through television shows, movies, and sports teams These media images often reinforce perceptions of Indians as savage enemies, although there have been attempts recently to portray Indians more accurately and fairly Feature 8.1 considers the debate over stereotyping, insensitivity, and the use of American Indian images as mascots and sports symbols American Indians, the original inhabitants of North America, were already present when Columbus made the European discovery of America After an initial period of what appeared to be peaceful coexistence, relations between American Indians and Europeans began to decline Historical records document the violence against and near extermination of American Indians In 1830, the Indian Removal Act, passed under President Andrew Jackson, authorized the expulsion of 14,000 Indians from lands in the southeastern portion of the country to Arkansas and Oklahoma Thousands of Indians died on the “Trail of Tears” westward, continuing the decline in population begun by war, disease, and the annihilation of buffalo The U.S Census did not count American Indians until 1860, and then only if they were not living on reservations With the 1890 Census, all American Indians, both on and outside reservations were included in the data.7 Estimates of the number of American Indians in the United States at first European contact run from million to million, a very wide range.8 In 1890, the first complete Census count officially recorded 248,000 American Indians, far fewer than even the lowest of the estimates of the original Indian population.9 After their conquest and near extermination of the Indians, European Americans focused attention on assimilating them into American society Lee, J., & Bean, F D (2007) “Reinventing the Color Line: Immigration and America’s New Racial/ Ethnic Divide.” Social Forces, 86(2): 561–586 U.S Census Bureau (1993) “We the … first Americans.” Washington, D.C.: U.S Department of Commerce Thornton, R (2004) “Trends Among American Indians in the United States.” In J F Healey & E O’Brien (Eds.), Race, Ethnicity, and Gender Thousand Oaks, CA: Pine Forge Press, pp 195–210 U.S Census Bureau (1993) Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 260 Examining Specific Groups and Categories FEATURE 8.1 American Indians as Sports Symbols and Mascots In the 1970s, Oklahoma, Marquette, Stanford, Dartmouth, and Syracuse discontinued using Indian mascots.10 Debate over the use of American Indian mascots has waxed and waned since then, with some viewing it as insensitive and offensive with others viewing it as harmless In 2001, the U.S Commission on Civil Rights issued a statement on the use of Native American images and nicknames as sports symbols.11 The commission opined that the use of such symbols is insensitive and implies that stereotyping is acceptable, a “dangerous lesson in a diverse society.” Arguing that the use of stereotypical images of American Indians could create a hostile educational environment for Indian students, the commission cited Indians’ low rates of high school and college graduation The Civil Rights Commission rejected arguments that such images honor American Indians and stimulate interest in Indian cultures Instead, according to the commission, the images prevent people from learning about real American Indians and their current issues Researchers investigating the consequences of Indian mascots on AI students have found that students indicated positive associations with the mascots but reported depressed self-esteem, lower sense of community worth, and fewer expectations for self-achievement Along with the Civil Rights Commission, the National Association for the Advancement of Colored People, the United Methodist Church, and the National Collegiate Athletic Association (NCAA) have also called for institutions to cease using Indian mascots and sports symbols Taking a strong stance, the NCAA voted to penalize eighteen schools if they continued using American Indian nicknames, mascots, or images, generating heated debates, threats, and considerable media attention Prohibited were the use of American Indian imagery and nicknames, performance of mascots at NCAA tournament games, and use of Indian images on athletes’, cheerleaders’, and band uniforms.12 The Florida State University (FSU) Seminoles and the University of Illinois Fighting Illini were on the original list of eighteen schools targeted by the NCAA University administrators, alumni, supporters, and politicians from Florida were outraged at the proposed sanctions and vowed to pursue all legal avenues available to fight the NCAA’s decision In both states, legislation was introduced to solidify the use of the Indian symbols and mascots, although the legislation did not pass After reviewing statements of apparent support for continued use of the symbols from Seminoles in Florida and Oklahoma, the NCAA decided to allow FSU to use the Seminole mascot and symbols, removing FSU from the list of restricted schools However, some American Indians continue to protest the use of such images, focusing on the political pressures placed on the Florida Seminoles to grant their approval of the use of the mascot.13 According to NCAA Senior Vice President Bernard Franklin, “The decision of a namesake sovereign tribe, regarding when and how its name and imagery can be used, must be respected even when others may not agree.”14 10 Saraceno, J (2005, August 10) “Some Colleges Have a Lot to Learn about Racism.” USAToday, p 2C United States Commission on Civil Rights http://aistm.org/2001usccr.htm, accessed August 24, 2010 12 Associated Press (2005, August 19) “ NCAA: Tribes Must OK Use of Their Names.” http://www.msnbc.msn.com/id/8838557/, accessed August 14, 2010 13 American Indian Sports Team Mascots http://aistm.org/1indexpage.htm, accessed August 14, 2010 14 Associated Press (2005, August 23) “Florida State Threatened to Sue over Postseason Ban.” http://sports.espn.go.com/ncaa/news/ story?id=2141197, accessed August 14, 2010 11 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Chapter 8: American Indians, Alaska Natives, and Multiracial Group Members Franklin said that the NCAA will handle reviews from other schools on a case-by-case basis and that the NCAA remains committed to ensuring an atmosphere of respect and sensitivity for those participating in and attending its championships In contrast to FSU, Illinois discontinued in 2007 its use of Chief Illiniwek, the mascot well known to students, alumni, and supporters Although the decision making was contentious, the board of trustees’ vote was implemented campuswide A statement by the university’s Office of Inclusion and Intercultural Relations stated that “the continued use of Chief Illiniwek is an obstacle to fulfilling our mission of promoting a diverse and welcoming environment that supports full inclusion for all members of the University community We strive to respect the human dignity of all individuals and communities.… Therefore, the retirement of Chief Illiniwek is in the best interest of our community." QUESTIONS TO CONSIDER Colleges and schools are unique organizations, with diverse students, alumni, and faculty, and the general public as customers 261 and constituents How might the use of an American Indian name and mascot affect individuals from these groups of customers and constituents? What should be done to effectively address disputes that will inevitably arise when a decision is made to continue using or to discontinue using a particular mascot? Compare the use of the Seminole and other American Indian mascots to the “Fighting Irish” mascot at the University of Notre Dame How might the size of the American Indian population be related to continued use of AI images and mascots? How might the size of the population be related to people not knowing any “real” Indians? How might AI images and mascots affect such people? What factors make elected officials introduce laws calling for continued use of certain mascots? What you think about this practice? Many American Indian children were forced to attend American schools where they were forbidden to speak their native languages as part of attempts to “civilize” them The language and religious practices lost through attempts to convert American Indians to Christianity resulted in the disappearance of many cultural values and customs.15 Throughout the nineteenth century and into the twentieth, laws were passed and court decisions rendered regarding the rights and fates of American Indians in the United States Assimilation, tribal termination, and self-determination were the stated purposes of various of these decisions.16 For example, the 1924 Indian Citizenship Act gave citizenship to Indians born in the United States.17 In 1953, laws were passed to terminate Indian tribes, causing more than 100 tribes to cease to be 15 Wildenthal (2003) Deloria, V., Jr., & Lytle, C M (1983) American Indians, American Justice Austin, TX: University of Texas Press 17 Recall that for long periods of time, only White men in the United States were allowed to become citizens 16 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 262 Examining Specific Groups and Categories recognized Most recently, the pendulum has swung the other way, toward the goal of self-determination, with American Indians again allowed certain rights of self-governance and decision making The 1978 Indian Child Welfare Act, which restricted the removal of Indian children from their families by the courts, the American Indian Religious Freedom Act (1978), and the Tribal Self-Governance Act of 1994 were significant steps toward self-determination POPULATION After the decimation experienced in the 1700s and 1800s, the American Indian population began to recover during the 1900s due to declining mortality rates and increasing fertility rates Increases in self-identification have also contributed to the growth of this population.18 As of July 1, 2008, 4.9 million people in the United States were classified as American Indians and Alaska Natives, alone or in combination with one or more other races, comprising 1.6% of the U.S population.19 Although they are counted as a single group for Census purposes, the AI/AN population is diverse in language, religion, culture, beliefs, values, and geographic location.20 In addition, estimates suggest that 60% of American Indians marry those who are not Indians, which contributes to the diversity among those with AI ancestry and to increases in the multiracial category.21 The self-reporting aspect of data collection for the U.S Census allows flexibility when claiming a racial identity If a respondent reports that he or she is American Indian, the data is counted as valid, even though the identification may change, even within the same year For example, only 42% of the people who identified as American Indian did so on both the 1990 Census and the follow-up reinterview survey later that year In comparison, 96% of Whites and 91% of Blacks reported the same racial identity in both surveys One-quarter American Indian ancestry and/or tribal membership has generally been required for recognition by the Bureau of Indian Affairs Among Indian nations, there is wide variation Deloria & Lytle (1983) See also Eschbach, K., Supple, K., & Snipp, C M (1998) “Changes in Racial Identification and the Educational Attainment of American Indians, 1970–1990.” Demography, 35(1): 35–43 19 Facts for Features “American Indian and Alaska Native Heritage Month: November 2009.” http://www.census.gov/newsroom/releases/pdf/cb09-ff20.pdf, accessed August 16, 2010 20 Green, D E (1999) “Native Americans.” In A G Dworkin & R J Dworkin (Eds.), The Minority Report, 3rd ed Fort Worth, TX: Harcourt Brace Publishers, pp 255–277; Wildenthal (2003) 21 Thornton, R (2004) “Trends Among American Indians in the United States.” In J F Healey & E O’Brien (Eds.), Race, Ethnicity, and Gender Thousand Oaks, CA: Pine Forge Press, pp 195–225 18 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Chapter 8: American Indians, Alaska Natives, and Multiracial Group Members 263 in the degree of Indian ancestry required for people to be officially recognized as American Indian.22 In 2003, there were 562 federally recognized American Indian tribes in the United States “Recognized” tribes have certain rights and privileges, including funding and services from the Bureau of Indian Affairs and the power of self-government (e.g., the right to make and enforce laws, tax, establish membership, license and regulate activities, and exclude people from tribal territories) Nearly 30% of American Indians and Alaska Natives speak a language other than English at home.23 The most common language is Navajo, spoken by 178,014 people More than half a million American Indians live on reservations or trust lands, including 175,200 residing on Navajo lands in Arizona, New Mexico, and Utah California has the most American Indian residents—687,400—followed by Oklahoma with 398,200 and Arizona with 322,200 Misperception: The majority of American Indians live on reservations Reality: About 12% of Indians live on reservations American Indians and Alaska Natives are a youthful people, significantly younger than the general population, and thus will compose a larger portion of the workforce as these youths age Nearly one-third of the 4.9 million AI/AN are under age 18 Eight percent of the AI/AN population are in the 14 to 17 age range, which is the largest proportion in this age category of all racial and ethnic groups As examples, 6% of Latinos and 5% of Whites fall into the 14- to 17-year-old age group The median age of the AI/AN population is 29.7, younger than the U.S population as a whole, at 36.8.24 In general, indigenous people in various other countries are younger than their fellow countrymen, including the Ma¯ori of New Zealand, as discussed in International Feature 8.1 Fifty-seven percent of AI/AN now live in metropolitan areas, which is a smaller proportion than any other racial group but a larger proportion than at any time in the past Until 1990, more than half of the AI/AN population lived outside metropolitan areas This growth in metropolitan population reflects concerted efforts to move American Indians to places having more employment opportunities than rural or reservation lands In the 1950s, U.S government relocation programs contributed to the large-scale migration of American Indians from reservations that had 22 Ibid Facts for Features (2009) 24 Facts for Features (2009) 23 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 264 Examining Specific Groups and Categories INTERNATIONAL FEATURE 8.1 Ma¯ori: Native New Zealanders Ma¯ori are people indigenous to New Zealand who inhabited the country prior to any other racial or ethnic group At the time of their first European contact, in 1769, an estimated 100,000 Ma¯ori lived in New Zealand By 1896, the population of Ma¯ori had declined to about 42,000, but in the 2006 Census, there were more than 600,000 people of Ma¯ori ancestry in New Zealand, comprising nearly 18% of its total population The New Zealand Census captures people of Ma¯ori ancestry in three ways: Ma¯ori only, Ma¯ori ethnic group, and Ma¯ori ancestry Some of the people who identified with the Ma¯ori ethnic group in the 2006 Census reported uncertainty about whether they did or did not have Ma¯ori ancestry As with determining who is Native American in the United States, determining Ma¯ori ancestry is important for constitutional and legal reasons in New Zealand.25 Ma¯ori are growing faster than the general population and are projected to make up a larger proportion of the population in the future Between 1991 and 2001, the New Zealand European population (Pakeha) grew by 2.1%, while the New Zealand Ma¯ori population grew by 21.1%.26 Higher Ma¯ori growth rates are due to higher fertility rates, births between non-Ma¯ori and Ma¯ori, and a younger population (who are at the childbearing age) than the general population.27 In 2001, Ma¯ori children under age 15 made up 25% of all New Zealand children, and their percentage is projected to grow to 28% by 2021, compared with 15% of Ma¯ori in the general population The large proportion of Ma¯ori children makes full inclusion of Ma¯ori in educational and employment opportunities in New Zealand particularly important Ma¯ori have lower education, employment, and income than non-Ma¯ori and higher levels of poverty, incarceration, and unemployment rates Ma¯ori are two to three times as likely to be unemployed as are Pakeha and are more likely to be long-term unemployed As are minorities in the United States, Ma¯ori tend to be residentially segregated, which contributes further to the polarization and disadvantages of non-dominant groups.28 The New Zealand 1977 Human Rights Act prohibits discrimination in organizational policies and practices against minorities and indigenous people, women, people with disabilities, sexual minorities, religious minorities, and other non-dominant group members.29 Diversity issues, including discrimination against non-dominant groups, changing demographics, equity in employment, and other issues are of importance to New Zealand researchers as well as to those in other countries QUESTIONS TO CONSIDER How the past and current experiences of Ma¯ori in New Zealand compare with those of American Indians in the United States? How effective is the New Zealand Human Rights Act? Investigate 25 Cormack, D (n.d.) “The Ma¯ori Population.” http://www.hauora.ma¯ori.nz/downloads/hauora_chapter02_web.pdf, accessed August 24, 2010 26 Johnston, R J., Poulsen, M F., & Forrest, J (2003) “The Ethnic Geography of New Zealand: A Decade of Growth and Change, 1991–2001.” Asia Pacific Viewpoint, 44(2): 109–130 27 See Cormack (n.d.) 28 Johnston et al (2003) 29 The Human Rights Commission http://www.hrc.co.nz/index.php?p=13814, accessed August 24, 2010; Jones, D., Pringle, J., & Shepherd, D (2000) “‘Managing Diversity’ Meets Aoetearoa/New Zealand.” Personnel Review, 29: 364–380 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Chapter 8: American Indians, Alaska Natives, and Multiracial Group Members 265 few economic opportunities to cities that had greater opportunities for employment.30 The migration resulted in more job opportunities, but less cohesion, fewer relationships with other American Indians and family members, and other problems for American Indians EDUCATION, EMPLOYMENT, AND EARNINGS As shown in Table 8.1, 14% of American Indians aged 25 and older have a college degree and 76% have at least a high school diploma These education levels are higher than those for persons of Hispanic ethnicity but lower than those of Asians, Whites, and Blacks The workforce participation rates of American Indians are about 3% lower than those of the total population American Indian men participate at a rate about 5% lower than rates for all men, and American Indian women participate at a rate about 2% lower than rates for all women.31 Overall, employment and earnings for AI/AN are significantly lower than those of Whites and similar to those of Blacks and Hispanics, and the poverty rates for AI/AN are higher than for all groups except TABLE 8.1 Educational Attainment of Population 25 Years and Over: 2008 All Groups High School Graduate or More (%) College Degree or More (%) 86.6 29.4 Non-Hispanic White 87.1 29.8 Black 83.0 19.6 Asian 88.7 52.6 Hispanic 62.3 13.3 American Indian/Alaska Native 76.0 14.0 Notes: Total for All Groups includes other races not shown separately Persons of Hispanic origin may be of any race White, Black, and Asian include respondents reporting one race only Asians not include Pacific Islanders Sources: Data for all figures except American Indians from: Table 224 Educational Attainment by Race and Hispanic Origin: 1970 to 2008 http://www.census.gov/compendia/statab/2010/tables/10s0224.pdf, accessed August 24, 2010; American Indians: Facts for Features “American Indian and Alaska Native Heritage Month: November 2009.” http://www.census.gov/newsroom/releases/archives/facts_for_ features_special_editions/cb09-ff20.html, accessed August 24, 2010 30 Green (1999), p 265 U.S Census Bureau (1993); “American Indians and Alaska Natives.” (1999) Washington, D.C.: Office of American Indian Trust, Department of the Interior 31 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 266 Examining Specific Groups and Categories TABLE 8.2 Poverty and Lack of Health Insurance by Race and Hispanic Origin: 2008 Poverty (%) All Non-Hispanic White Without Health Insurance (%) 13.2 15.4 8.6 10.8 19.1 Black 24.7 Hispanic (any race) 23.2 30.7 Asian* 11.8 17.6 American Indian/Alaska Native 24.2 31.7 *Does not include Native Hawaiian/Other Pacific Islanders Sources: Data for all races except American Indian/Alaska Natives taken from DeNavas-Walt, C., Proctor, B D., & Smith, J C (2009) U.S Census Bureau, Current Population Reports, P60-236, Income, Poverty, and Health Insurance Coverage in the United States: 2008 U.S Government Printing Office: Washington, D.C.; American Indians/Alaska Natives data from: American Indians: Facts for Features “American Indian and Alaska Native Heritage Month: November 2009.” http://www.census.gov/newsroom/releases/ archives/facts_for_features_special_editions/cb09-ff20.html, accessed August 24, 2010 Blacks.32 Of people who are AI/AN alone (one race), 24.2% live in poverty, compared with 8.6% of non-Hispanic Whites As shown in Table 8.2, AI/AN have the worst or nearly the worst poverty and health insurance rates in the United States An Urban Institute study investigating the status of American families concluded that overall, AI/AN “seem to fare the worst of all the racial and ethnic groups.”33 Although the Census and much other data present summary figures for AI/AN as a group, there are important differences among AI/AN members in terms of education, employment, earnings, values, beliefs, and traditions Those who work with, recruit, or employ American Indians and Alaska Natives are encouraged to investigate the attributes of the specific population and, more important, the individual applicant or employee Further, people who have lived primarily on reservation or trust lands will have extremely different experiences, expectations, and backgrounds than those who have primarily (or totally) lived elsewhere or for whom being Indian is not a strong source of their identity.34 Education, employment, and earnings of AI/AN differ depending on residence, appearance, and language, among other things Those who live on or near reservations, closely identify with the culture, speak a native 32 Ibid Staveteig, S., & Wigton, A (2000) Racial and Ethnic Disparities: Key Findings from the National Survey of America’s Families Washington, D.C.: The Urban Institute, p 34 Massey (2004) 33 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 530 Name Index Schoenrade, P., 371, 373 Schrader, C A., 309 Schull, W J., 464 Schulsigner, F., 464 Schwarz, J L., 353, 362, 374 Schwerner, Michael, 116, 229 Seale, Bobby, 271 Sears, D O., 56 Sedar, Carolyn, 80 Segal, D R., 367, 368 Segal, M W., 367, 368 Segal, N., 333 Segura, D A., 167 Sessa, V I., 22 Sewell, S K., 115 Shaffer, D R., 463 Shaffer, M A., 304, 498, 499 Shah, H., 209 Shapiro, T M., 114 Shaw, A., 181, 270, 312 Shelton, J N., 14 Shen, J., 6, 45 Shepherd, D., 264, 492 Shevell, M I., 433 Shih, J., 169 Shore, L M., 415 Sidanius, J., 25 Siegel, R B., 134 Siegelman, A., 138, 139 Siegelman, P., 138, 139 Simmons, T., 347 Simon, M C., 500 Simon, R J., 87 Simonko, V., 505 Singletary, S L., 327 Smith, A S., 276 Smith, B W., 133 Smith, C., 293 Smith, D., 293, 309, 420 Smith, J C., 198 Smith, P., 110 Smith, R S., 4, 374 Smith, T W., 379 Snipp, C M., 262, 270, 400 Sobal, H., 465 Sobol, A M., 467 Soehendro, M., 23, 216 Solis, D., 168 Solis, Secretary of Labor Hilda L., 328 Solovay, S., 461, 466, 471, 472, 473 Song, Y., 331 Sonnenfeld, J A., 130, 307 Sorensen, C H., 464 Sorin, G S., 116 Sotomayor, Justice Sonja, 152 Spadoro, Jim, 204 Spearing, M., 477 Speight, S., 52 Sprecher, S., 468 Spring, B., 466 Stadiem, W., 274 Staffieri, J R., 460 Stainback, K., 223, 245 Staveteig, S., 266 Stecklein, J., 177 Stegman, M A., 137 Stein, J H., 42 Steinberger, M., 357 Stern, Jamey, 90, 91, 92 Stewart, M M., 378 Stockdale, G D., 413 Stockdale, M S., 117, 316, 355, 463 Stone, D L., 515 Stone-Romero, E F., 468 Stowe, Harriet Beecher, 229 Strachan, G., 492 Stringer, D Y., 448 Struyk, R J., 113, 114, 124, 245 Stubben, J D., 269 Stunkard, A J., 460, 464, 465 Su, H., 465 Sullins, P., 389 Sun, C R., 463 Supple, K., 262 Surgevil, O., 370 Swan, S., 92 Swinburn, B A., 465 Syed, J., 5, 6, 493 T Tagler, M J., 506 Tajfel, H., 43 Takagi, D Y., 190 Takaki, R., 110, 116, 189, 203, 216, 226 Tamara, E H., 482 Tamayo, William R., 80 Tanner, J., 175, 493 Tapper, J., 394, 395 Tatum, B D., 44 Taylor, F., 229 Taylor, G A., 15 Taylor, L., 357 Taylor, L J., 358 Taylor, R., 228 Taylor, T., 126 Teasdale, T W., 464 ten Brummelhuis, L L, 338, 349 Tenenbaum, H R., 411, 413 Terborg, J R., 297 Terpstra, D E., 468 Thomas, D A., 165 Thomas, K M., 15, 124 Thomas, P., 505 Thomas, R., Thomas, S., 305 Thompson, C A., 328, 349 Thoreau, Henry David, 229 Thorkild, I A., 464 Thornton, R., 259, 262, 267 Thorogood, M., 476 Thurmond, Strom, 274 Tickamyer, A R., 507 Tienda, M., 152 Tiggemann, M., 122, 425 Tilly, C., 167, 169, 217 Tindale, R S., 466 Tipps, H C., 122 Tkaczyk, C., 216 Tobias, C., 104 Tolbert, P., 22 Tomaskovic-Devey, D., 126, 223, 245, 252 Tomlinson, Kathryn, 300 Toossi, M., 409 Tormala, T T., 111, 132 Torres, J M C., 425 Tougas, F., 57 Townsend, B., 317 Tredeau, L., 305 Trejo, S J., 205 Triana, M C., 13 Trice, R., 507 Tsui, A S., 13, 22, 248 Turner, M A., 114, 192 Twenge, J M., 410 Tyson, L D., 494 U Ueda, R., 41, 42 Ullah, P., 122 Urwin, P., 409 V Valdez, Lupe, 369 Valencia, R R., 150 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Name Index Valenti, M T., 425 Valrie, C R., 131 Van Der Lippe, T., 338, 349 Van Hook, J V W., 205 van Laar, C., 25 van Zanten, Josefine, 501, 502, 503 VanDeVeer, C., 87, 211 Varma, A., 447 Vaslow, J B., 86 Villalpando, O., 25 Visram, R., 213 Voser, Peter, 501 W Wadden, T A., 460 Wagatsuma, A., 493 Wallis, M., 271 Walters, J., 388 Wang, P., 353, 362, 374 Warren, Chief Justice Earl, 230 Washington-Williams, E., 274 Wasti, S A., 304, 499 Waters, M C., 132 Watrous-Rodriguez, K M., 370 Watson, W E., 18, 22 Wayne, S J., 334 Weaver, C., 269 Wei, X., 415 Weinberg, G., 355 Weinrich, J D., 357 Weiss, L., 420 Welbourne, T M., 21 Wellington, E., 481 Weltman, D., 349 Wentz, L., 179 Werschkul, M., 181, 270, 312 Wessel, J., 385 Western, B., 126, 480 Whelan-Berry, K S., 349 Whitbeck, L B., 269 White, M B., 355 White, P., 401, 421 Whitley, B E., Jr., 413 Widener, D., 192 Wiethoff, C., 355 Wigton, A., 266 Wijeyesinghe, C L.I., 148 Wildenthal, B H., 258, 261 Wildman, S M., 234 Wilkins, D B., 247 Wilkinson, A V., 506 Williams, C L., 310 Williams, D R., 467 Williams, J C., 110, 136, 180, 322, 323, 333, 336, 338, 342, 343 Williams, Patricia, 273 Williamson, I., 378 Wilson, M., 88, 210 Wilson, W J., 208 Winefield, A H., 122, 425 Winefield, H R., 122, 425 Winter, G., 129 Winter, S., 22 Winters, P C., 465 Wittenbrink, B., 133 Wokutch, R E., 21 Wolf, A M., 475 Wolf, N., 478 Wolkinson, B., 71 Wollenberg, C., 150 Wolper, A., 498 Wong, J., 188 Woo, D., 206 Wood, D., 28 Wood, P B., 367 531 Woods, J D., 374 Wormley, W M., 4, 124 Wortley, S., 175, 493 Wray, M., 225 Wright, L., Wright, M., 88 Wright, P., 16, 20, 21 Wu, C.-H., 463 X Xu, J., 334 Y Yanadori, Y., 341 Yancey, G., 240 Yen, H., 195, 242 Yinger, J., 113 Youngblood, S A., 14 Yun, G., 85, 86 Z Zahidi, S., 494 Zaiceva, A., 32 Zalenski, C M., 418 Zatzick, C D., 224, 240 Zhu, C., 347 Zia, H., 189, 192, 193 Zimmer, C., 126 Zimmerman, K F., 32 Ziolkowski, S M., 462, 466, 473 Zonia, S C., 26 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Subject Index Page numbers followed by f indicate figures; and those followed by t indicate tables A Abercrombie and Fitch, diversity concerns at, 480–482 Access discrimination, 4, 124–128 Accommodations, reasonable, 438–440 ADA See Age Discrimination Act (ADA); Americans With Disabilities Act (ADA) ADA Amendments Act See Americans with Disabilities Act Amendments Act (ADA Amendments Act) of 2008 ADEA See Age Discrimination in Employment Act (ADEA) of 1967 Adults, school enrollment status of young, 412f Advanced degree holders by sex, 412t Adverse impact, disparate or, 72, 299 Affirmative action in education and employment, 85–88 Affirmative action in employment, 82–88 affirmative action in education and employment, 85–88 affirmative action programs, 82–85 miscellaneous beneficiaries of affirmative action programs, 88 African Americans See also Black/ African Americans African Americans, research on employment experiences of, 124–137 access discrimination, 124–128 African American women at work, 133–135 discrimination against customers, 136–137 glass ceiling and walls, 129–130 immigrant blacks and their descendants, 131–133 native-born blacks, 131–133 negative health effects of discrimination, 130–131 treatment discrimination, 128–129 Age, 399–430 education, 410–413 employment experiences of older workers, 413–421 employment experiences of younger workers, 421–426 historical background, 401 intergenerational workforce, 409–410 legal protections for younger workers, 406–407 legislation for older workers, 401–406 population, participation rates, and employment, 408–409 prime, 401 recommendations for individuals, 426–427 recommendations for organizations, 427–429 sex ratios by, 287t Age Discrimination Act (ADA), Australia’s, 407 Age discrimination claims, EEOC cases involving older, 403–406 Age Discrimination in Employment Act (ADEA) of 1967, 88–89 Age groups, U S population by, 408t AI/AN See American Indians/Alaskan Natives (AI/AN) Alaskan native women, American Indian and, 269–271 Alaskan Natives See American Indians/ Alaskan Natives (AI/AN) Allen, Sharon - Deloitte & Touche chairman, 308 Ambivalent sexism, 56 Amerasians, 277–278 American Indian and Alaskan native women, 269–271 American Indians as sports symbols and mascots, 260–261 American Indians at work, 269 American Indians in North America, history of, 259–262 American Indians/Alaskan Natives (AI/AN) and multiracial group members, 257–282 American Indian and Alaskan native women, 269–271 American Indians at work, 269 education, employment, and earnings, 265–267 history of American Indians in North America, 259–262 population, 262–265 recommendations for individuals and organizations, 278–280 relevant legislation, 267–269 Americans, Asian, 187–221 Americans with Disabilities Act (ADA) of 1990, 96–98 and weight, 469–471 Americans with Disabilities Act Amendments Act (ADA Amendments Act) of 2008, 101–102 Ann Hopkins v Price Waterhouse, 296 Anti-Asian statements, Jersey guys disc jockeys and racist, 204 Anti-gay sentiment among youth in Belgium and Canada, 506 API employed civilian labor force, occupation distribution of White and, 200f Appearance, weight and, 459–487 appearance - cases and legislation, 479–482 education, employment levels, types, and income, 466–469 effects of weight on health and on cost to employers, 473–476 legislation relevant to, 469–473 533 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 534 Subject Index Appearance, weight and (continued) population, 463–465 recommendations for individuals and organizations, 482–486 stigma of overweight, 476–479 Appearance discrimination minimizing, 485–486 state and local statutes prohibiting weight and, 471–472 Appearance on employment and income, effects of, 467–469 Arab Americans and Muslims in United States, diversity among, 387–388 Arabs, racial profiling, 387–388 Asian American women at work, 212–215 Asian Americans, discrimination, and affirmative action in employment, 211–212 Asian Americans, focus on selected, 215–218 Asian Indians, 217–218 Chinese, 215–217 Southeast Asians, 218 Asian and Pacific Islander-owned firms, 207f Asian Indians living in United States, 217–218 Asian population by detailed group, 195f Asians See also Amerasians as model minority, 201–206 money earnings for non-Hispanic Whites and, 239t money earnings for White, non-Hispanic and, 202t Southeast, 218 in United Kingdom (UK), 213 Asians and Asian Americans, 187–221 Asian American entrepreneurs, 206–209 Asians and civil rights movement, 192 Asians as model minority, 201–206 education, employment, and earnings, 196–201 focus on selected Asian Americans, 215–218 Helen Zia, 193 history of Asians in United States, 189–191 participation and occupations, 200–201 population, 195–196 recommendations for individuals and organizations, 218–219 relevant legislation, 191–195 research on experiences of Asian Americans at work, 209–215 selected EEOC cases, 192–195 small business owners, 208–209 Asians in United States, history of, 189–191 Attribution error, fundamental, 47–50 Australia’s Age Discrimination Act (ADA), 407 Aversive racism, 53 Aversive racism, ambivalent sexism, and other new isms, 53–57 B B&Q Hardware Stores hiring older workers, 417 Bad check accusation, negative consequences of, 54–55 Beauty, stature, and labor market, 470 Belgium and Canada, anti-gay sentiment among youth in, 506 Benevolent sexism, 56 Benjamin, Regina - U.S Surgeon General, 141 Bias in selection, structured interviews to reduce, 46–47 Biases, out-group, 45–47 Black/African Americans, 109–146 consumer/customer service recommendations, 143 earnings by educational attainment, 120–123 education, employment, and earnings, 118–123 history of Blacks in United States, 111–116 participation rates, 119–120 population, 117–118 recommendations, 137–143 recommendations for blacks, 139–140 recommendations for organizational change, 140–143 relevant legislation, 116–117 research on employment experiences of African Americans, 124–137 Blacks in military, 112–115 and racial determination, 273–274 socioeconomic characteristics by Hispanic groups and non-Hispanic, 162t Blacks at work, Latinos and, 169–170 Blacks in United States, history of, 111–116 Black/White accumulation of wealth, differences in, 113 BMI See Body mass index (BMI) Body mass index (BMI), calculating, 462 Book, terminology, 8–9 Book, organization of, 26–34 education, 30 employment, unemployment and participation rates, 30–32 focal issues, 32–33 individual and organizational recommendations, 33 international feature, 33 introduction and overview, 28–29 miscellaneous features, 34 population, 29 types of employment and income levels, 32 Boundaries, group memberships and permeability of, 6–8 Business, lost, 15 Business owners, small, 208–209 C Canada, anti-gay sentiment among youth in Belgium and, 506 Capital, human, 339 Car pricing, race and gender discrimination in new, 138–139 Career aspirations and work, 331–332 Career outcomes for younger workers, diversity issues and, 426t Categorization and identity, 42–53 Ceiling, glass, 99 Census demographic profiles, 2008 and 2000, 11t Chinese, Asian American, 215–217 City ordinances, 102–103 Civil Rights Act (CRA) of 1964, Title VII of, 71–82 Equal Employment Opportunity Commission (EEOC), 73–74 exceptions - bona fide occupational qualifications, 81–82 exceptions - business necessity, 81–82 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Subject Index race and national origin, 75–76 religion, 77–81 sex, 76–77 Civil Rights Act (CRA) of 1991, 98–99 Civil rights movement, 115–116 Asians and, 192 Color, women of, 310–312 Companies See also Firms Competitiveness, organizational, 12–24 Constructive discharge, 89, 93 Constructively discharging, 64 Convicted felons - differences by race and ethnicity, 178 Cook, Bonnie - fat but clearly competent, 472 Costs of overweight and obesity at General Motors, 475t Costs of thinness, 477 Countries equal employment legislation in, 496t family policies in selected, 343–345, 344t CRA See Civil Rights Act (CRA) of 1991 Cracker Barrel reverses antigay stance, and diversity problems, 361–362 Creativity and problem solving, 18–19 Cubans, 152–154 Cultures, gendered organizational, 339, 341 Customers with disabilities, 450 discrimination against Hispanic, 180–181 Latinos as, 179–181 D Deaf applicant, hiring experienced, 436 Dees, Morris - Southern Poverty Law Center, 235 Degree holders by sex, advanced, 412t Demographics for racial/ethnic groups, socioeconomic statistics and, 199t Descriptive stereotyping, 42 Disabilities See also Americans with Disabilities Act (ADA) of 1990; Physical and mental ability customers with, 450 DuPont and employment of people with, 449–450 earnings of workers with and without, 443t education of people with and without work, 442t employees acquiring, 448–449 employment experiences of people with, 443–450 employment status and, 441t intellectual, 443–450 Marriott’s helping employers and people with, 454–455 perceptions of performance inadequacies, 447–448 secondary job markets for people with, 447 Disabilities, people with, 500–505 disabled people’s experiences in workplace in England, 504–505 legislation, 504 population and participation, 503–504 Disabilities and Walmart, employees with, 444–445 Discouraged workers, 122 Discrimination, 41, 124 access, 4, 124–128 and differential treatment as worldwide phenomena, 495–497 EEOC settlement for religious and national origin, 386t effects of slavery and generations of, 113 against Hispanic customers, 180–181 labor market, legislation prohibiting sexual orientation, 505–506 minimizing appearance, 485–486 negative health effects of, 130–131 religious, 383t reverse, 244–248 sex, 299–302 state and local statutes prohibiting weight and appearance, 471–472 statistical, 125 treatment, 128–129 treatments, against Whites in favor of Hispanics, 236–237 Discrimination against minorities, termination of Whites for refusing to comply with, 237–238 Discrimination and federal law, size, 472–473 Discrimination cases, selected pregnancy, 326–327 535 Discrimination claims, EEOC cases involving older age, 403–406 Discrimination in health care, obesity, 478–479 Disparate or adverse impact, 72, 299 Disparate treatment, 72, 299 Diversity against Arab Americans and Muslims in United States, 387–388 climate, 26 defined, 4–5 global, 501–503 history of Whites as allies of, 229–231 increasing of non-dominant group members, 248 increasing through holistic means, 160–161 on individual and organizational outcomes, 27f individual benefits of, 24–25 individual outcomes, and organizational effectiveness, 25–26 in international context, 5–6 in judiciary and judicial decisions, 103–104 research on Whites and, 241–248 for service providers, 516–518 stimulus for focus on, 9–12 in United States, 520–521 Diversity, international, 491–522 broad reach of diversity in organizations, 509–510 discrimination and differential treatment as worldwide phenomena, 495–497 diversity in United States, 520–521 facing future, 491–522 people with disabilities, 500–505 poverty, 506–509 recommendation for change at individual level, 518–520 recommendations for change at organizational level, 511–518 recommendations for change at societal level, 511 sexual orientation, 505–506 status of women around world, 497–500 Diversity, theories and thinking about, 37–61 aversive racism, ambivalent sexism, and other new isms, 53–57 categorization and identity, 42–53 minority defined, 38–42 recommendations for individuals and organizations, 57–59 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 536 Subject Index Diversity and organizational competitiveness, 12–24 areas where diversity can be advantageous, 20–21 cost, 13–15 creativity and problem solving, 18–19 increased diversity and organizational responses, 22–23 marketing, 16–18 moral and social reasons for valuing diversity, 21–22 negative impacts of diversity, 23–24 resource acquisition, 15–16 system flexibility, 19–20 Diversity concerns at Abercrombie & Fitch, 480–482 poverty as, 507–508 Diversity in organizations, broad reach of, 509–510 Diversity in organizations, federal acts affecting, 67–68f Diversity in organizations, federal acts related to, 66–102 affirmative action in employment, 82–88 Age Discrimination in Employment Act (ADEA) of 1967, 88–89 Americans with Disabilities Act (ADA) of 1990, 96–98 Americans with Disabilities Act Amendments Act (ADA Amendments Act) of 2008, 101–102 Civil Rights Act (CRA) of 1991, 98–99 EEOC guidelines on sexual harassment (1980), 90–95 Family and Medical Leave Act (FMLA) of 1993, 100–101 Genetic Nondiscrimination Act (GINA) of 2008, 101 Lilly Ledbetter Fair Pay Act of 2009, 102 Older Workers Benefit Protection Act (OWBPA), 95–96 Pregnancy Discrimination Act (PDA) of 1978, 89–90 Diversity in sexual orientation at work, religion and, 390–395 Diversity issues and career outcomes for younger workers, 426t non-dominant group members and, 494f Dominant group members, increasing diversity on, 248 Donald-Mims, Jacquelyn - Imani Community Church, 391 Drivers, women, 298–299 DuPont and employment of people with disabilities, 449–450 E Earnings part-time work and, 334–335 and percent female in teaching profession, 294t of workers with and without disabilities, 443t Education career aspirations, and work, 331–332 of people with and without work disabilities, 442t Education and employment, affirmative action in, 85–88 Educational attainment money earnings by, 289t of population, 411t of population by sex, race and Hispanic origin, 288t of populations 25 years and over, 265t Educational attainment and race/ ethnicity, unemployment level by, 205t Educational attainment by race Hispanic origin, and sex, 119t, 197t unemployment level by, 121t, 161t, 240t EEOC See Equal Employment Opportunity Commission (EEOC) Egalitarian values, 53 Einstein, Albert - genius and antiracist, 228–229 Elder care, 345–346 Employed women, occupations of, 291–292t Employee considerations about weight, 484–485 Employees acquiring disabilities, 448–449 with disabilities and Walmart, 444–445 Employer considerations about weight discrimination, 482–484 Employer preferences - white convicted felons or black persons with clean records, 127 Employment See also Work Asian Americans and, 211–212 hardship among Mexican-origin women, 171 or labor market discrimination, status and disability, 441t Employment, affirmative action in, 82–88 affirmative action in education and employment, 85–88 affirmative action programs, 82–85 miscellaneous beneficiaries of affirmative action programs, 88 Employment and income, effects of appearance on, 467–469 Employment experiences of people with disabilities, 443–450 of younger workers, 421–426 Employment experiences of African Americans, research on, 124–137 access discrimination, 124–128 African American women at work, 133–135 discrimination against customers, 136–137 glass ceiling and walls, 129–130 immigrant blacks and their descendants, 131–133 native-born blacks, 131–133 negative health effects of discrimination, 130–131 treatment discrimination, 128–129 Employment experiences of older workers, 413–421 age, accidents, and injuries at work, 414 bridge employment and layoffs, 416 older women at work, 418–421 training and development, 414–416 Employment legislation in countries, equal, 496t Employment of people with disabilities, DuPont and, 449–450 Employment outcomes, race and Hispanic ethnicity and, 163 England, disabled people’s experiences in workplace in, 504–505 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Subject Index Entrepreneurs, Asian American, 206–209 Equal employment legislation in countries, 496t Equal Employment Opportunity Commission (EEOC), 73–74 cases involving older age discrimination claims, 403–406 charge receipts for 2000–2010, 74t charge receipts, resolutions, and settlements by statute 2010, 78t guidelines on religious exercise, 382 guidelines on sexual harassment (1980), 90–95 settlement for religious and national origin discrimination, 386t Youth@Work Initiative, 422–425 Equal Pay Act and Title VII, 324–325 Equal Pay Act of 1963, 68–71 effectiveness of, 70 litigation under, 70–71 Error, fundamental attribution, 47–50 Escalator, glass, 309 Ethnicity, unemployment by race and, 31t Ethnicity for Whites, meaning of, 243–244 European Americans See Whites/ European Americans Examinations, medical, 440 F Fair Labor Standards Act (FLSA) of 1938, 66–71 Family, work and, 321–351 career outcomes for employees who take leaves of absence, 339–340 earnings, 332–335 elder care, 345–346 Equal Pay Act and Title VII, 324–325 Family and Medical Leave Act (FMLA) of 1993, 328–329 family policies in selected countries, 343–345 flexible schedules, 335–338 grandparents caring for grandchildren, 346–347 history of, 323 Lilly Ledbetter Fair Pay Act of 2009, 329 men, work, and family, 341–342 population, participation, and education, 329–332 Pregnancy Discrimination Act (PDA) of 1978, 325–328 recommendations for individuals, 347–348 recommendations for organizations, 348–349 relevant legislation, 323–329 same-sex couples in family relationships, 340 society, organizations, and family issues, 342–343 unpaid and paid leaves, 338–340 Family and Medical Leave Act (FMLA) of 1993, 100–101, 328–329 Family policies in selected countries, 343–345, 344t Family relationships, same-sex couples in, 340 Fat women fare worse than fat men, 467 Favoritism, in-group, 45–47 Federal acts affecting diversity in organizations, 67–68f Federal acts, future of, 103 Federal acts related to diversity in organizations, 66–102 affirmative action in employment, 82–88 Age Discrimination in Employment Act (ADEA) of 1967, 88–89 Americans with Disabilities Act (ADA) of 1990, 96–98 Americans with Disabilities Act Amendments Act (ADA Amendments Act) of 2008, 101–102 Civil Rights Act (CRA) of 1991, 98–99 EEOC guidelines on sexual harassment (1980), 90–95 Equal Pay Act of 1963, 68–71 Family and Medical Leave Act (FMLA) of 1993, 100–101 Genetic Information Nondiscrimination Act (GINA) of 2008, 101 Lilly Ledbetter Fair Pay Act of 2009, 102 Older Workers Benefit Protection Act (OWBPA), 95–96 Pregnancy Discrimination Act (PDA) of 1978, 89–90 Title VII of Civil Rights Act of 1964, 71–82 537 Federal Express payment to woman truck driver, 306 Federal law, size discrimination and, 472–473 Felons, convicted, 178 Female in teaching profession, earnings and percent, 294t Fictitious Company, Inc - case study, 17 Filipino registered nurses, Woodbine Healthcare Center’s treatment of, 214–215 Firms, Asian and Pacific Islanderowned, 207f Flexible schedules, 335–338 for singles, 338 Flexible schedules for full-time wage and salary workers, 337t Floors, sticky, 307 Florida Highway Patrol officer characteristics and hit rate, 176t FLSA See Fair Labor Standards Act (FLSA) of 1938 FMLA See Family and Medical Leave Act (FMLA) of 1993 Full-time wage and salary workers, flexible schedules for, 337t Fundamental attribution error, 47–50 G Gay rights in United States, history of, 355–356 Gays and lesbians, determinants of attitudes towards, 367 Gender, sex and, 283–319 education, 287 gender and poverty, 312–313 gender role socialization, 293–299 glass ceiling and other boundaries, 307–310 income, 292–293 negotiating pay, 313–314 participation and earnings, 287–293 participation rates, 288–290 population, 286–287 recommendations for individuals and organizations, 314–318 relevant legislation, 285–286 sex, race, and ethnicity, 310–312 sex discrimination, 299–302 sex segregation, 290–292 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 538 Subject Index Gender, sex and (continued) sexual harassment, 302–307 unique gender issues, 312–314 Gender discrimination in new car pricing, race and, 138–139 Gender identity or expression, 355 Gender role socialization, 69, 293–299 Gendered organizational cultures, 339, 341 General Motors, costs of overweight and obesity at, 475t Generation, sandwich, 346 Genetic Nondiscrimination Act (GINA) of 2008, 101 Germans in World War II, internment of Italians and, 230–231 GINA See Genetic Information Nondiscrimination Act (GINA) of 2008 Glass ceilings, 99 breaking, 317–318 and other boundaries, 307–310 stained, 389 wage inequity and, 499–500 and walls, 129–130, 447 Glass escalators, 309 Glass walls, 309 Global diversity and inclusion at Shell, 501–503 Grandchildren, grandparents caring for, 346–347 Grandparents caring for grandchildren, 346–347 Great Britain See United Kingdom (UK) Group awareness, 41 Group members, increasing diversity on dominant, 248 Group memberships multiple, 6–8, 50–51 and permeability of boundaries, 6–8 Groups identity, non-dominant, 51–53 H Harassment of younger workers, 425–426 Health care, obesity discrimination in, 478–479 Health effects of discrimination, negative, 130–131 Health insurance by race and Hispanic origin, poverty and lack of, 266t Heterosexism, 355 Hewlett-Packard’s sexual orientation policies, 365–366 Hiring experienced deaf applicant, 436 Hiring older workers, B&Q Hardware Stores, 417 Hispanic customers, discrimination against, 180–181 Hispanic groups and non-Hispanic Blacks, socioeconomic characteristics by, 162t Hispanic origin detailed, 156t educational attainment by, 119t, 197t educational attainment of population by sex, race and, 288t poverty and lack of health insurance by race and, 266t Hispanic underrepresentation in managerial and professional occupations, 173 Hispanics See also Latino/Hispanics, discrimination against Whites in favor of, 236–237 Hispanics, organizational experiences of, 162–179 access and treatment discrimination, 163–166 bilingualism - uncompensated skill, 173–175 Hispanic immigrants at work, 166–168 Latinas at work, 170–173 Latinos and Blacks at work, 169–170 race and Hispanic ethnicity and employment outcomes, 163 racial profiling, police misconduct in judicial treatment, 175–179 Hispanics and non-Hispanics population by race for, 157–158 racial self-identification among, 158t Hispanics by race, national origin of, 158t Hispanics in United States, history of, 148–154 HIV/AIDS at work, 364–367 Holistic means, increasing diversity through, 160–161 Homophobia, 355 Hopkins, Ann, 296 Hostile environment, 92 Hostile sexism, 56 Hudson Institute, 10 Human capital, 339 Human resource needs, 452–456 I Identity groups, Immigrants at work, Hispanic, 166–168 Inclusion, Income, effects of appearance on employment and, 467–469 Indians See American Indians Individual and organizational outcomes, diversity on, 27f Individual level, recommendation for change at, 518–520 In-group, 51–53 In-group favoritism and out-group biases, 45–47 Intellectual disabilities, 443–450 Intergenerational workforce, 409–410 Internalized racism, 52 International context, diversity in, 5–6 International diversity and facing future, 491–522 broad reach of diversity in organizations, 509–510 discrimination and differential treatment as worldwide phenomena, 495–497 diversity in United States, 520–521 facing future, 491–522 people with disabilities, 500–505 poverty, 506–509 recommendation for change at individual level, 518–520 recommendations for change at organizational level, 511–518 recommendations for change at societal level, 511 sexual orientation, 505–506 status of women around world, 497–500 Internment of Italians and Germans in World War II, 230–231 Italians and Germans in World War II, internment of, 230–231 J Japanese, Internment of in World War II, 190 Jazzercise appearance standards, 474 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Subject Index Jersey guys disc jockeys and racist anti-Asian statements, 204 Jewelry, makeup, and carry purse, 296 Job markets for people with disabilities, secondary, 447 Judicial decisions, diversity on judiciary and, 103–104 Judiciary and judicial decisions, diversity on, 103–104 L Labor force, occupation distribution of White and API employed civilian, 200f Labor force size, 246t Labor market beauty, stature and, 470 primary, secondary, Labor market discrimination, employment or, Latinas at work, 170–173 Latino/Hispanics, 147–185 earnings, 162 education, 158–159 employment, 159–161 English-only rules, 154–155 history of Hispanics in United States, 148–154 Latinos as customers, 179–181 organizational experiences of Hispanics, 162–179 population, 156–158 recommendations for individuals, 181–182 recommendations for organizations, 182–183 relevant legislation, 154–155 Latinos, and Blacks at work, 169–170 Latinos as customers, 179–181 discrimination against Hispanic customers, 180–181 marketing advantage, 179–180 Ledbetter, Lilly, 102, 329 Legal protections for younger workers, 406–407 Legislation, 63–106 effects of diversity on judiciary and judicial decisions, 103–104 federal acts related to diversity in organizations, 66–102 future federal acts, 103 historical background, 65–66 miscellaneous relevant state, local, and city ordinances, 102–103 for older workers, 401–406 prohibiting sexual orientation discrimination, 505–506 Legislation in countries, equal employment, 496t Lepine, Pascal - president of Atypic Multimedia marketing firm, 372 Lesbians, determinants of attitudes towards gays and, 367 Lilly Ledbetter Fair Pay Act of 2009, 102, 329 Local ordinances, 102–103 L’Oréal, 419–420 Lost business, 15 M Makeup, jewelry, and carry purse, 296 Managerial and professional occupations, Hispanic underrepresentation in, 173 Mankiller, Wilma - Chief of Cherokee Nation, 271 Maori (native New Zealanders), 264 Marriott’s spirit to serve, 454–455 Mascots, American Indians as sports symbols and, 260–261 McCloskey, Frank - Georgia Power VP of Diversity, 251–252 Media and promulgation of stereotypes, 49–50 Medical examinations, 440 Medical leave See Family and Medical Leave Act (FMLA) of 1993 Memberships, multiple group, 50–51 Men fat women and, 467 sexual harassment of, 305–307 Mental ability, physical and, 431–457 accommodations, 456 changing negative attitudes at work, 452 customers with disabilities, 450 employment experiences of people with disabilities, 443–450 539 essential and marginal functions, 436–438 history, 433 human resource needs, 452–456 medical examinations, 440 population, education, and employment, 440–443 reasonable accommodations, 438–440 recommendations for individuals, 451 recommendations for organizations, 451–456 relevant legislation, 433–440 Meritocracy, White privilege and myth of, 232–234 Mexican-origin women, employment hardship among, 171 Mexicans, 149–151 Military, Blacks in, 112–115 Minorities sexual, 355 termination of Whites for refusing to comply with discrimination against, 237–238 Minority, Asians as model, 201–206 Minority defined, 38–42 analysis of characteristics, 41–42 differential power, 40–41 discrimination, 41 group awareness, 41 identifiability, 40 Model minority, Asians as, 201–206 Modern racism, new or, 127–128 Money earnings by educational attainment, 289t mean total, 123t for non-Hispanic Whites and Asians, 239t for White, non-Hispanic, and Asians, 202t Multiple group memberships, 50–51 Multiracial group members, 257, 272–278 Amerasians, 277–278 Blacks and racial determination, 273–274 introduction and history, 272–273 population, 276–277 recommendations for individuals and organizations, 278–280 relevant legislation, 277 Muslims in United States, diversity among Arab Americans and, 387–388 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 540 Subject Index N National origin of Hispanics by race, 158t race and, 75–76 National origin discrimination, EEOC settlement for religious and, 386t Native New Zealanders, 264 Negative attitudes at work, changing, 452 Negative health effects of discrimination, 130–131 New car pricing, race and gender discrimination in, 138–139 New or modern racism, 127–128 New Zealanders, native, 264 Non-dominant group members and diversity issues, 494f Non-dominant groups and in-group, 51–53 Non-Hispanic, and Asians, money earnings for White, 202t Non-Hispanic Blacks, socioeconomic characteristics by Hispanic groups and, 162t Non-Hispanic Whites and Asians, money earnings for, 239t Non-Hispanics population by race for Hispanics and, 157–158 racial self-identification among Hispanics and, 158t Nooyi, Indra - CEO of PepsiCo, 216 North America, history of American Indians in, 259–262 Nurses, Filipino registered, 214–215 O Obama, Barack - 44th President of the United States, 275 Obesity at General Motors, costs of overweight and, 475t Obesity discrimination in health care, 478–479 Occupation distribution of White and API employed civilian labor force, 200f Occupations of employed women, 291–292t Hispanic underrepresentation in managerial and professional, 173 OFCCP See Office of Federal Contract Compliance Programs (OFCCP) Office of Federal Contract Compliance Programs (OFCCP), 82 Older age discrimination claims, EEOC cases involving, 403–406 Older workers B&Q Hardware Stores hiring, 417 legislation for, 401–406 Older Workers Benefit Protection Act (OWBPA), 95–96 Older workers, employment experiences of, 413–421 age, accidents, and injuries at work, 414 bridge employment and layoffs, 416 older women at work, 418–421 training and development, 414–416 Organizational competitiveness, diversity and, 12–24 areas where diversity can be advantageous, 20–21 cost, 13–15 creativity and problem solving, 18–19 increased diversity and organizational responses, 22–23 marketing, 16–18 moral and social reasons for valuing diversity, 21–22 negative impacts of diversity, 23–24 resource acquisition, 15–16 system flexibility, 19–20 Organizational level, recommendations for change at, 511–518 changes in human resource practices, 513–516 diversity for service providers, 516–518 management commitment to diversity in organizations, 512–513 miscellaneous employment considerations, 516 role of media, 518 Organizational outcomes, diversity on individual and, 27f Organizations, broad reach of diversity in, 509–510 Out-group biases, 45–47 Overweight, stigma of, 476–479 Overweight and obesity at General Motors, costs of, 475t OWBPA See Older Workers Benefit Protection Act (OWBPA) P Pacific Islander-owned firms, Asian and, 207f Paid leaves, unpaid and, 338–340 Parents again, 346 Participation rates, 26 Participation rates by race/ethnicity and sex, 120t, 290t Part-time work and earnings, 334–335 Pawns, unsuspecting, 208–209 PDA See Pregnancy Discrimination Act (PDA) of 1978 People with disabilities, 500–505 Performance inadequacies, perceptions of, 447–448 PhD project - increasing diversity through holistic means, 160–161 Phoenix Suns and Sports Magic sex discrimination settlement, 300 Physical and mental ability, 431–457 accommodations, 456 changing negative attitudes at work, 452 customers with disabilities, 450 employment experiences of people with disabilities, 443–450 essential and marginal functions, 436–438 history, 433 human resource needs, 452–456 medical examinations, 440 population, education, and employment, 440–443 reasonable accommodations, 438–440 recommendations for individuals, 451 recommendations for organizations, 451–456 relevant legislation, 433–440 Population Asian, 195f educational attainment of, 288t, 411t by race for Hispanics and non-Hispanics, 157–158 Population by age groups, U S., 408t Populations 25 years and over, educational attainment of, 265t Portnick, Jennifer - fit but not up to Jazzercise appearance standards, 474 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Subject Index Poverty, 506–509 gender and, 312–313 and lack of health insurance by race and Hispanic origin, 266t Pregnancy discrimination cases, 326–327 at Walmart, 91–92 Pregnancy Discrimination Act (PDA) of 1978, 89–90, 325–328 Prejudice, 42 Prescriptive stereotyping, 42 Price Waterhouse, Ann Hopkins v., 296 Primary labor market, Prime age, 401 Problem solving, creativity and, 18–19 Productive characteristics, Professional occupations, Hispanic underrepresentation in managerial and, 173 Puerto Ricans, 151–152 Purse, carry, 296 Q Quid pro quo, 92 Quotas and reverse discrimination, 244–248 R Race discrimination against Whites, 234–236 educational attainment by, 119t, 197t and gender discrimination in new car pricing, 138–139 and Hispanic ethnicity and employment outcomes, 163 and national origin, 75–76 national origin of Hispanics by, 158t unemployment level by educational attainment by, 121t, 161t, 240t Race and ethnicity, unemployment by, 31t Race and Hispanic origin educational attainment of population by sex, 288t poverty and lack of health insurance by, 266t Race for Hispanics and non-Hispanics, population by, 157–158 Race for Whites, meaning of, 226–229 Race/ethnicity, unemployment level by educational attainment and, 205t Race/ethnicity and sex, participation rates by, 120t, 290t Race-sex composition, 246t Racial determination, Blacks and, 273–274 Racial profiling of Arabs, 387–388 Racial self-identification among Hispanics and non-Hispanics, 158t Racial socialization, 131 Racial/ethnic groups, socioeconomic statistics and demographics for, 199t Racism aversive, 53 internalize, 52 new or modern, 127–128 Racist anti-Asian statements, Jersey guys disc jockeys and, 204 Reasonable accommodations, 438–440 and estimated costs, 439–440 Religion, 77–81, 377–398 claims and selected cases under Title VII, 386–387 discrimination in work situations and harassment, 382–384 diversity among Arab Americans and Muslims in United States, 387–388 and diversity in sexual orientation at work, 390–395 EEOC guidelines on religious exercise, 382 history of religious diversity in U.S, 379 as invisible identity, 388–389 legislation, 381–387 population and variations among beliefs, 379–380 race, ethnicity, and religion, 380–381 reasonable accommodations, 384–386 recommendations for individuals, 395–396 recommendations for organizations, 396–397 religious expression in federal workplace, 382 resolving conflicts, 394–395 women’s roles in organized, 389–390 541 Religion and sexual orientation, conflicts between, 392–393 Religiosity, 378 Religious and national origin discrimination, EEOC settlement for, 386t Religious discrimination, 383t Religious self-identification, comparison of, 380t Reverse discrimination, quotas and, 244–248 S Salary workers, flexible schedules for full-time wage and, 337t Same-sex couples in family relationships, 340 Sandwich generation, 346 School enrollment status of young adults, 412f Secondary labor market, Service providers, diversity for, 516–518 Sex, 76–77 advanced degree holders by, 412t composition See Race-sex composition educational attainment by, 119t, 197t participation rates by, 120t, 290t ratios by age, 287t segregation, 290–292 Sex, race and Hispanic origin, educational attainment of population by, 288t Sex and gender, 283–319 education, 287 gender and poverty, 312–313 gender role socialization, 293–299 glass ceiling and other boundaries, 307–310 income, 292–293 negotiating pay, 313–314 participation and earnings, 287–293 participation rates, 288–290 population, 286–287 recommendations for individuals and organizations, 314–318 relevant legislation, 285–286 sex, race, and ethnicity, 310–312 sex discrimination, 299–302 sex segregation, 290–292 sexual harassment, 302–307 unique gender issues, 312–314 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 542 Subject Index Sex discrimination, 299–302 Sex discrimination settlement, Phoenix Suns and Sports Magic, 300 Sexism ambivalence, 56 benevolent, 56 hostile, 56 Sexual harassment, 302–307 curbing, 316–317 of men, 305–307 prevention of, 94–95 segregation, discrimination, and other inequities, 498–499 of teen workers, 422–425 in various places worldwide, 499t of women, 303–305 Sexual harassment, EEOC guidelines on, 90–95 customer harassment, 94 prevention of sexual harassment, 94–95 Sexual minorities, 355 Sexual orientation, 353–376, 505–506 codes of silence not just in U S military, 367–369 conflicts between religion and, 392–393 determinants of attitudes towards gays and lesbians, 367 education and income levels, 357–359 history of gay rights in United States, 355–356 HIV/AIDS at work, 364–367 legislation, 359–362 out at work, 370–372 partner benefits, 362–364 population, 357 recommendations for individuals, 372–373 recommendations for organizations, 373–375 Sexual orientation at work, religion and diversity in, 390–395 Sexual orientation discrimination, legislation prohibiting, 505–506 Sexual orientation policies, HewlettPackard’s, 365–366 Shell, global diversity and inclusion at, 501–503 Singles, flexible schedules for, 338 Size discrimination and federal law, 472–473 Slavery and generations of discrimination, effects of, 113 Small business owners, 208–209 Social categorization and social identity, 45–53 fundamental attribution error, 47–50 in-group favoritism and out-group biases, 45–47 multiple group memberships, 50–51 non-dominant groups and in-group, 51–53 Social categorization and stereotyping, 43–44 Social identity, 44 Social identity, social categorization and, 45–53 Socialization gender role, 293–299 general role, 69 racial, 131 Societal level, recommendations for change at, 511 Socioeconomic characteristics by Hispanic groups and nonHispanic Blacks, 162t Socioeconomic statistics and demographics for racial/ethnic groups, 199t Sotomayor, Sonia (Supreme Court Justice), 153 Southeast Asians living in United States, 218 Sports Magic sex discrimination settlement, Phoenix Suns and, 300 Sports symbols and mascots, American Indians as, 260–261 Stained glass ceiling, 389 State and local statutes prohibiting weight and appearance discrimination, 471–472 State ordinances, 102–103 Statistical discrimination, 125 Stereotypes, 42 media and promulgation of, 49–50 Stereotyping, social categorization and, 43–44 Sticky floors, 307 T Teaching profession, earnings and percent female in, 294t Teen workers, sexual harassment of, 422–425 Thinness, costs of, 477 Title VII, Equal Pay Act and, 324–325 Title VII of Civil Rights Act of 1964, 71–82 Equal Employment Opportunity Commission (EEOC), 73–74 exceptions - bona fide occupational qualifications, 81–82 exceptions - business necessity, 81–82 race and national origin, 75–76 religion, 77–81 sex, 76–77 Treatment discrimination, 4, 124, 128–129 disparate, 299 Truck driver, woman, 306 U U S population by age groups, 408t UK See United Kingdom (UK) Underemployed, 30 Underemployment, 122 Unemployment level by educational attainment and race/ethnicity, 205t level by educational attainment by race, 121t, 161t, 240t by race and ethnicity, 31t underemployment, and discouraged workers, 122 United Kingdom (UK), Asians in, 213 United States diversity among Arab Americans and Muslims in, 387–388 diversity in, 520–521 history of Asians in, 189–191 history of Blacks in, 111–116 history of gay rights in, 355–356 history of Hispanics in, 148–154 history of Whites in, 225–231 Unpaid and paid leaves, 338–340 V Valdez, Lupe - Sheriff, Dallas County, Texas, 369 W Wage inequity and glass ceiling, 499–500 Walls, glass, 129–130, 309 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it Subject Index Walmart employees with disabilities and, 444–445 pregnancy discrimination at, 91–92 Wealth, differences in Black/White accumulation of, 113 Weight Americans With Disabilities Act (ADA) and, 469–471 employee considerations about, 484–485 employer considerations about, 482–484 Weight and appearance, 459–487 appearance - cases and legislation, 479–482 education, employment levels, types, and income, 466–469 effects of weight on health and on cost to employers, 473–476 legislation relevant to, 469–473 population, 463–465 recommendations for individuals and organizations, 482–486 stigma of overweight, 476–479 Weight and appearance discrimination, state and local statutes prohibiting, 471–472 White, non-Hispanic, and Asians, money earnings for, 202t White and API employed civilian labor force, 200f White privilege and myth of meritocracy, 232–234 White women and women of color, 310–312 Whites meaning of ethnicity for, 243–244 meaning of race for, 226–229 race discrimination against, 234–236 termination for refusing to comply with discrimination against minorities, 237–238 Whites and Asians, money earnings for non-Hispanic, 239t Whites and diversity, research on, 241–248 experiences of White women and men, 241–242 increasing diversity on dominant group members, 248 meaning of ethnicity for Whites, 243–244 quotas and reverse discrimination, 244–248 Whites as allies of diversity, history of, 229–231 Whites in favor of Hispanics, discrimination against, 236–237 Whites in United States, history of, 225–231 history of Whites as allies of diversity, 229–231 meaning of race for Whites, 226–229 Whites/European Americans, 223–255 education, earnings, and employment, 239–240 history of Whites in United States, 225–231 population, 238–239 recommendations for individuals, 249–250 recommendations for organizations, 250–252 relevant legislation, 231–238 research on Whites and diversity, 241–248 Woman truck driver, Federal Express payment to, 306 Women American Indian and Alaskan native, 269–271 of color, 310–312 drivers need not apply, 298–299 employment hardship among Mexican-origin, 171 occupations of employed, 291–292t sexual harassment of, 303–305 White, 310–312 Women and men, fat, 467 Women around world, status of, 497–500 population and participation rates, 497–498 sexual harassment, segregation, discrimination, and other inequities, 498–499 think manager, think male worldwide, 500 wage inequity and glass ceiling, 499–500 Women at work Asian American, 212–215 older, 418–421 Women’s roles in organized religion, 389–390 Woodbine Healthcare Center’ s treatment of Filipino registered nurses, 214–215 543 Work American Indians at, 269 Asian American women at, 212–215 changing negative attitudes at, 452 education, and career aspirations, 331–332 Hispanic immigrants at, 166–168 HIV/AIDS at, 364–367 Latinas at, 170–173 Latinos and Blacks at, 169–170 older women at, 418–421 part-time, 334–335 religion and diversity in sexual orientation at, 390–395 research on experiences of Asian Americans at, 209–215 Work and family, 321–351 career outcomes for employees who take leaves of absence, 339–340 earnings, 332–335 elder care, 345–346 Equal Pay Act and Title VII, 324–325 Family and Medical Leave Act (FMLA) of 1993, 328–329 family policies in selected countries, 343–345 flexible schedules, 335–338 grandparents caring for grandchildren, 346–347 history of, 323 Lilly Ledbetter Fair Pay Act of 2009, 329 men, work, and family, 341–342 population, participation, and education, 329–332 Pregnancy Discrimination Act (PDA) of 1978, 325–328 recommendations for individuals, 347–348 recommendations for organizations, 348–349 relevant legislation, 323–329 same-sex couples in family relationships, 340 society, organizations, and family issues, 342–343 unpaid and paid leaves, 338–340 Work disabilities, education of people with and without, 442t Workers B&Q Hardware Stores hiring older, 417 discouraged, 122 diversity issues and career outcomes for younger, 426t Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it 544 Subject Index Workers (continued) employment experiences of older, 413–421 employment experiences of younger, 421–426 flexible schedules for full-time wage and salary, 337t harassment of younger, 425–426 legal protections for younger, 406–407 legislation for older, 401–406 sexual harassment of teen, 422–425 Workers with and without disabilities, earnings of, 443t Workforce, intergenerational, 409–410 Workforce 2000, 9–12 World, status of women around, 497–500 World War II, internment of Italians and Germans in, 230–231 Worldwide, sexual harassment in various places, 499t Worldwide phenomena, discrimination and differential treatment as, 495–497 Y Young adults, school enrollment status of, 412f Younger workers diversity issues and career outcomes for, 426t employment experiences of, 421–426 harassment of, 425–426 legal protections for, 406–407 Youth in Belgium and Canada, anti-gay sentiment among, 506 Youth@Work Initiative, EEOC’s, 422–425 Z Zia, Helen, 193 Copyright 2011 Cengage Learning All Rights Reserved May not be copied, scanned, or duplicated, in whole or in part Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s) Editorial review has deemed that any suppressed content does not materially affect the overall learning experience Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it ... 6.0 2. 8 3.3 13.1 9.0 n/a 1970 13.5 8.1 14.4 8.4 4 .2 4.6 23 .5 17.3 7.8 4.3 1980 20 .1 12. 8 21 .3 13.3 8.4 8.3 39.8 27 .0 9.4 6.0 1990 24 .4 18.4 25 .3 19.0 11.9 10.8 44.9 35.4 9.8 8.7 20 00 27 .8 23 .6 28 .5... housekeeping cleaners 1 ,28 2 89.8* 371 444 73 Customer service representatives 1 ,26 3 67.9 587 617 30 Child care workers 1 ,22 8 95.1* 364 — ** Bookkeeping, accounting, and auditing clerks 1 ,20 5 92. 3* 627 ... “Enhancing Women’s Inclusion in Firefighting in the USA.” International Journal of Diversity in Organizations, Communities, & Nations, 8: 1? ?24 37 See also Padavic & Reskin (20 02) 38 “EEOC Sues