Doctoral Dissertation Research: Organizational Response to Discrimination Charges

博士论文研究：组织对歧视指控的反应

• 批准号: 0602496
• 负责人: Barbara Reskin
• 金额: $ 0.63万
• 依托单位: University of Washington
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2006
• 资助国家: 美国
• 起止时间: 2006-05-01 至 2007-04-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0602496&HistoricalAwards=false
• 关键词: Doctoral; Dissertation; Research; Organizational; Response

SES-0602496Barbara ReskinElizabeth HirshABSTRACTDo antidiscrimination laws actually enhance equality of opportunity in the workplace? Using longitudinal data obtained the federal Equal Employment Opportunity Commission combined with firm-level data collected from an online business directory, we address this question by examining how work organizations respond to discrimination charges filed under federal antidiscrimination laws. Enforcement statistics reveal that fewer than one in five workers win discrimination claims against their employers. Given this clear employer advantage, the first stage of this research examines the mechanisms by which work organizations successfully defend discrimination charges, with specific attention to the role legal resources and experience play in ensuring victory for employers. Second, in an effort to identify the long term impact of discrimination claims, this research assesses whether discrimination charges, settlements, and lawsuits affects firms' progress toward sex and racial diversity. Research findings will identify the extent to which organizations improve employment opportunities for women and racial minorities in the wake of discrimination charges, and provide insight into an ongoing theoretical debate regarding the potential of civil rights law to bring about social change. Beyond its theoretical contribution, this research has direct policy implications for the enforcement of federal antidiscrimination laws. First, analyses will detail the mechanisms by which employers maintain an advantage in resolving discrimination charges and identify the rare conditions under which workers win. This information will aid regulatory agents in securing fair charge outcomes for complainants and employers alike. In addition, analyses will detail the consequence of antidiscrimination enforcement efforts -- including complaint filings, settlements, and litigation-- for obtaining employers' compliance with equal employment opportunity laws. By disseminating research findings to fair employment agencies, this project will enable regulatory officials to identify the enforcement mechanisms that facilitate progress toward gender and racial equity in the workplace.

反歧视法真的能促进工作场所的机会平等吗？ 使用纵向数据获得的联邦平等就业机会委员会结合公司层面的数据收集的在线业务目录，我们解决这个问题，研究工作组织如何应对歧视指控提交下联邦反歧视法。 执法统计数据显示，只有不到五分之一的工人赢得了对雇主的歧视索赔。 鉴于这一明显的雇主优势，本研究的第一阶段审查了工作组织成功捍卫歧视指控的机制，特别关注法律的资源和经验在确保雇主获胜方面的作用。其次，为了确定歧视索赔的长期影响，本研究评估了歧视指控，和解和诉讼是否影响公司在性别和种族多样性方面的进展。 研究结果将确定组织在多大程度上改善了歧视指控后妇女和少数民族的就业机会，并提供深入了解正在进行的关于民权法带来社会变革的潜力的理论辩论。 除了其理论贡献之外，这项研究对联邦反歧视法的执行有直接的政策影响。 首先，分析将详细说明雇主在解决歧视指控方面保持优势的机制，并确定工人获胜的罕见条件。 这些信息将有助于监管机构确保投诉人和雇主的公平收费结果。 此外，分析将详细说明反歧视执法工作的后果-包括投诉、和解和诉讼-以促使雇主遵守平等就业机会法。 通过向公平就业机构传播研究结果，该项目将使监管官员能够确定促进工作场所性别和种族平等的执行机制。