Notwithstanding an ongoing concern about the low representation of certain groups in higher education, there is reluctance on the part of politicians and policy makers to adopt positive discrimination as an appropriate means of widening participation. This article offers an account of the different objections to positive discrimination and, thereafter, clarifies and criticises the view that universities ought to select those applicants who are expected to be most successful as students. It distinguishes arguments from meritocracy, desert, (...) respect, and productivity and shows how these arguments are compatible with the use of positive discrimination in higher education. (shrink)

We examine whether sex discrimination contributes to the underrepresentation of female executives in large corporations. China’s strong cultural preference for sons has made newborn boys greatly outnumber newborn girls. Using the male-to-female sex ratio at birth as the proxy for discrimination against women, we find that firms headquartered in more discriminatory areas hire fewer female executives. Even conditional on a woman reaching an executive position, she faces a higher likelihood of dismissal and receives lower compensation than her male (...) counterparts. Overall, our findings suggest that sex discrimination plays an important role in preventing women from climbing the corporate ladder. (shrink)

Many theorists think that discrimination is wrongful because it involves treating discriminatees as if they have a lower moral status than others when in fact all people are moral equals. However, there are strong reasons, expounded by Peter Singer and others, to doubt that all people are indeed moral equals. While it may turn out that, ultimately, these reasons can be shown to be unsound, we cannot rule out the possibility that we are not all moral equals. If we (...) are not, discrimination cannot be wrong because it involves failure to treat people as moral equals. With this in mind, I propose two anti-inegalitarian accounts of the wrongness of discrimination – “anti-inegalitarian” rather than “egalitarian” because, strictly speaking, they do not posit equality of status, and “anti-inegalitarian” rather than “inegalitarian” because they reject almost all (and in the case of one of them, all) inequalities in status. These two accounts have many of the attractions of the moral equality account. Being immune to Singerian doubts about moral equality is also a strength of the accounts because it means that they are not hostage to the outcome of the intricate debate over moral equality. Lastly, the anti-inegalitarian accounts I propose are in some ways preferable to the moral equality account because they have certain implications for the wrongness of discrimination that an account given in terms of moral equality does not have, and which egalitarians so far have not theorized. (shrink)

This article argues that, as commonly understood, indirect discrimination is not necessarily unjust: 1) indirect discrimination involves the disadvantaging in relation to a particular benefit and such disadvantages are not unjust if the overall distribution of benefits and burdens is just; 2) indirect discrimination focuses on groups and group averages and ignores the distribution of harms and benefits within groups subjected to discrimination, but distributive justice is concerned with individuals; and 3) if indirect discrimination as (...) such is unjust, strict egalitarianism has to be the correct account of distributive justice, but such egalitarianism appears vulnerable to the leveling down objection (whether decisively or not), and many theorists explicitly reject strict egalitarianism anyway. The last point threatens the position of liberals who oppose indirect discrimination but think significant inequalities can be just. (shrink)

Philosophers have assumed that as long as discriminatory admission and exclusion policies are off the table, it is possible for one to adopt a restrictionist position on the issue of immigration without having to worry that this position might entail discriminatory outcomes. The problem with this assumption emerges, however,when two important points are taken into consideration. First, immigration controls are not simply discriminatory because they are based on racist or ethnocentric attitudes and beliefs, but can themselves also be the source (...) of social and civic ostracism. Second, by focusing so much on questions of admission and exclusion, philosophers have tended to overlook the discriminatory potential of immigration enforcement mechanisms. In this essay, I make the case that philosophers who deal with the issue of immigration cannot dispense with the potential for discrimination in a state's enforcement mechanism as easily as they have with the potential for discrimination in a state’s admission and exclusions criteria. In addition, I put forth the positive claim that the way to combat this potential for discrimination (e.g., xenophobia) must begin with a defense of, and advocacy for, immigrant rights. (shrink)

Several leading theorists embrace the Simple Desert Account of Discrimination. This account involves two claims: it claims that a mismatch between what people deserve, on the one hand, and what they get, on the other hand, is (a) integral to discrimination, and (b) wrong. I shall query (a). First, I challenge what I see as the principal, positive argument for the Simple Desert Account. Second, in some cases wrongful discrimination brings about a better match between desert (...) and what people get. Situations in which this could be the case include those where: the discriminatee is a serial discriminator herself; the person wrongfully discriminated in favour of deserves greater advantages than she enjoys; by engaging in wrongful discrimination the discriminator reduces her moral deservingness and thereby the gap between her level of deservingness and her otherwise unfittingly low level of advantage. (shrink)

In this paper I show that a variety of Cartesian Conceptions of the mental are unworkable. In particular, I offer a much weaker conception of limited discrimination than the one advanced by Williamson (2000) and show that this weaker conception, together with some plausible background assumptions, is not only able to undermine the claim that our core mental states are luminous (roughly: if one is in such a state then one is in a position to know that one is) (...) but also the claim that introspection is infallible with respect to our core mental states (where a belief that C obtains is infallible just in case if one believes that C obtains then C obtains). The upshot is a broader and much more powerful case against the Cartesian conception of the mental than has been advanced hitherto. (shrink)

ABSTRACT The public controversy over sex‐based differentials in insurance pricing makes heavy use of terms like ‘fairness’ and ‘discrimination’; in particular, both sides argue that their position is the one dictated by considerations of fairness. Appeal to a basic principle of distributive justice shows that these differentials are not fair. Nevertheless, there is a substantial ethical argument to be made for the industry's status quo, based on the liberty of the low‐risk insurees. The paper considers an alternative reform proposal, (...) with a qualitatively different freedom cost; seven factors are then identified as useful in evaluating the trade‐off between the freedom and justice at stake in any questionable insurance classification variable. A brief concluding section attempts to generalise this analysis to provide a broad framework for the analysis of other discrimination issues. (shrink)

We report a series of experiments in which subjects were required to make spatial discriminations about naturally obtained images, as follows. Subjects were shown two natural images on a computer screen, side by side and for a period of 500 ms. Subjects were then shown, on a separate part of the computer screen, a small patch of one of the images selected at random. Subjects were required to decide which of the two full images the patch comes from, and whereabouts (...) in that image it is taken from. They indicated their response by clicking the mouse cursor at the appropriate point on the screen. -/- The proportion of trials on which the subjects selected the correct image and the accuracy of the spatial position of their correct responses were calculated. These two measures independently indicate the general discriminability of the two image sets, and the extent to which the spatial layout of the image has been perceived. By comparing response accuracy for images that are from different sets (such as mountain or town scenes) with response accuracy when the two images are from the same set it is possible to establish the image properties that underlie coarse scene apprehension. By using sets of images that are perhaps best described as being natural textures (such as patterns of foliage or rock surface) it is possible to measure the extent to which texture is processed spatially. Our results are interpreted in the light of statistical differences between the image sets that we have used. (shrink)

The vegan ideal is entailed by arguments for ethical veganism based on traditional moral theory (rights and/or utilitarianism) extended to animals. The most ideal lifestyle would abjure the use of animals or their products for food since animals suffer and have rights not to be killed. The ideal is discriminatory because the arguments presuppose a male physiological norm that gives a privileged position to adult, middle-class males living in industrialized countries. Women, children, the aged, and others have substantially different nutritional (...) requirements and would bear a greater burden on vegetarian and vegan diets with respect to health and economic risks, than do these males. The poor and many persons in Third World nations live in circumstances that make the obligatory adoption of such diets, where they are not already a matter of sheer necessity, even more risky.Traditional moral theorists (such as Evelyn Pluhar and Gary Varner whose essays appear in this issue) argue that those who are at risk would beexcused from a duty to attain the virtue associated with ethical vegan lifestyles. The routine excuse of nearly everyone in the world besides adult, middle-class males in industrialized countries suggests bias in the perspective from which traditional arguments for animal rights and (utilitarian) animal welfare are formulated. (shrink)

Previous studies suggest a relationship between second-language learning and voice recognition processes, but the nature of such relation remains poorly understood. The present study investigates whether phoneme learning relates to voice recognition. A group of bilinguals that varied in their discrimination of a second-language phoneme contrast participated in this study. We assessed participants’ voice recognition skills in their native language at the behavioral and brain electrophysiological levels during a voice-avatar learning paradigm. Second-language phoneme discrimination positively correlated with behavioral (...) and brain measures of voice recognition. At the electrophysiological level, correlations were present at two time windows and are interpreted within the dual-process model of recognition memory. The results are relevant to understanding the processes involved in language learning as they show a common variability for second-language phoneme and voice recognition processes. (shrink)

Tom Beauchamp has pointed out that there are three major positions advocated on the issue of “reverse discrimination”. In this article, I will argue that all three of these positions overlook a central issue which is at stake in this controversy and I will suggest that a fourth position exists. Furthermore, I will argue that the programs usually supported by those in favor of preferential treatment (e.g., the setting of educational or employmental goals or quotas) are, while unquestionably worthwhile (...) in their aims, in fact only superficial “band-aid” type solutions to a problemwhich requires much more fundamental changes in our attitudes concerning the distribution of wealth and opportunities in our society. (shrink)

In a study concerning visual body part recognition, a “self-advantage” effect, whereby self-related body stimuli are processed faster and more accurately than other-related body stimuli, was revealed, and the emergence of this effect is assumed to be tightly linked to implicit motor simulation, which is activated when performing a hand laterality judgment task in which hand ownership is not explicitly required. Here, we ran two visual hand recognition tasks, namely, a hand laterality judgment task and a self-other discrimination task, (...) to investigate whether the self-advantage emerged even if implicit motor imagery was assumed to be working less efficiently and how individual traits [such as autistic traits and the extent of positive self-body image, as assessed via the Autism Spectrum Quotient and the Body Appreciation Scale-2, respectively] modulate performance in these hand recognition tasks. Participants were presented with hand images in two orientations [i.e., upright and upside-down ] and asked to judge whether it was a left or right hand. They were also asked to determine whether it was their own, or another person’s hand. Data collected from men and women were analyzed separately. The self-advantage effect in the hand laterality judgment task was not revealed, suggesting that only two orientation conditions are not enough to trigger this motor simulation. Furthermore, the men’s group showed a significant positive correlation between AQ scores and reaction times in the laterality judgment task, while the women’s group showed a significant negative correlation between AQ scores and differences in RTs and a significant positive correlation between BAS-2 scores and dprime in the self-other discrimination task. These results suggest that men and women differentially adopt specific strategies and/or execution processes for implicit and explicit hand recognition tasks. (shrink)

Niebuhr's definitions of "Christ" and "culture" set up a problematic dualism that leads to a misrepresentation of the Christ-against-culture type. The paper proposes that instead of Niebuhr's "idealized" Christ, an embodied Christology locates Christ within culture. The tension, then, is not between Christ and culture, but between different cultural visions. A cultural vision with Christ as norm provides a discriminating ethic of normative practices to engage culture. Many scholars have recognized that Niebuhr not only develops a descriptive typology in Christ (...) and Culture, he also argues that the fifth type, Christ-the-transformer-of-culture, is the most adequate position. Almost everyone identifies with this type. Why is that? The problem is that the variety of meanings of "transformation" is not illuminated by Niebuhr's typology. An alternative typology is proposed which addresses these two problems: a richer development of three types that Niebuhr lumps together in his Christ-against-culture type; and the development of a typology to show that there are four different ways to understand what the church has meant by Christ-the-transformer-of-culture. (shrink)

Since its first delivery in 1993, J.L. Schellenberg’s atheistic argument from divine hiddenness keeps generating lively debate in various quarters in the philosophy of religion. Over time, the author has responded to many criticisms of his argument, both in its original evidentialist version and in its subsequent conceptualist version. One central problem that has gone undetected in these exchanges to date, we argue, is how Schellenberg’s explicit-recognition criterion for revelation contains discriminatory tendencies against mentally handicapped persons. Viewed from this angle, (...) our present critique imparts Schellenberg’s position with a philosophical dilemma: (1) endorsing divine discrimination to the effect that God does not love ‘cognitive-affective outsiders’ or (2) giving up on explicit recognition. Either way, the hiddenness argument does not succeed. (shrink)

Background: Discrimination in nursing has led to the formation of some taboos that often impact the individual’s professional development. Nurses use strategies to overcome discrimination that can lead to consequences. Research objective: This study assessed nurses’ experiences to explore the consequences of Iranian nurses’ strategies to overcome intra-professional discrimination. Research design: This qualitative content analysis study employed purposive sampling to reach 25 nurses working at educational hospitals in Tehran, Tabriz, and Ilam, Iran. The data were collected using (...) deep and unstructured interviews along with notes in a period of time between April 2016 and May 2017. Interviews were simultaneously analyzed using inductive and conventional content analysis method after being transcribed. Ethical consideration: This study was approved by the Regional Committee of Medical Research Ethics. Also, voluntary participation, anonymity, and confidentiality were considered. Findings: Two themes emerged from our analysis due to consequences of nurses’ efforts to overcome intra-professional discrimination: “seeking justice” and “passivity.” Discussion: Nurses’ efforts to overcome professional discrimination have led to outcomes. These outcomes can be affect on their individual effort to achieve organizational goals, provide better care or feel disabling or nurses turnover. Conclusion: Strategies adopted by nurses to overcome intra-professional discrimination have led to consequences which vary from negative to positive and impact their performance. (shrink)

Background: Discrimination is a situation in which individuals receive unequal social benefits in return for equal roles they play. They react to such a situation in different ways. Objective: This study aims at identifying the strategies used by Iranian nurses to overcome professional discrimination. Research design: This qualitative study was conducted with the participation of 23 nurses who worked in hospitals in the cities of Tehran, Tabriz, and Ilam. They were selected based on purposive sampling. Data were collected (...) using deep and unstructured interviews in a period of time between May 2013 and June 2014. Interviews were simultaneously analyzed using conventional content analysis method after being transcribed. Ethical consideration: This study was approved by the Regional Committee of Medical Research Ethics. Also, voluntary participation, anonymity, and confidentiality were considered. Finding: “Presenting a positive image of oneself,” “objection,” and “expectation” were three themes extracted through data analysis. Discussion: Organizational discrimination puts nurses under stress and pressure. Nurses react to unfair behavior in different ways. These reactions are harmful to an organization and lead to negative consequences. Conclusion: Professional discrimination has made nurses adopt strategies which would lead to such consequences, which in turn influences their performance as nurses. (shrink)

How should liberal societies select prospective members? A conventional reading of immigration history posits that whereas ascriptive characteristics drove immigration policy in the past, contemporary policy is based on the principle of nondiscrimination. Yet a closer look at the characteristics of those admitted reveals systematic group biases that run counter to liberalism’s core moral commitments. This article first discusses liberal states’ basic moral obligation to treat their citizens with equal respect. It then identifies ways in which the group biases produced (...) by immigration policy violate that principle, when states either deprive their citizens of fundamental rights or stigmatize them through hierarchical constructions of citizenship. Three mechanisms are presented—structural bias, profiling, and positive selection—by which seemingly liberal admissions policies produce illiberal outcomes. The empirical analysis explores the resulting discriminatory group biases in the context of language and income conditionalities on family migration, excessive demand restrictions against economic migrants, and visa waivers for international travelers. We conclude that immigration reforms that mitigate, if not erase, these morally problematic patterns are within the reach of liberal states. (shrink)

Research on gender inequality has posited the importance of gender discrimination for women’s experiences at work. Previous studies have suggested that gender stereotyping and organizational factors may contribute to discrimination. Yet it is not well understood how these elements connect to foster gender discrimination in everyday workplaces. This work contributes to our understanding of these relationships by analyzing 219 discrimination narratives constructed from sex discrimination cases brought before the Ohio Civil Rights Commission. By looking across (...) a variety of actual work settings, the analysis sheds light on the cultural underpinnings and structural contexts in which discriminatory actions occur. The analyses reveal how gender stereotyping combines in predictable ways with sex composition of workplaces and organizational policies, often through interactional dynamics of discretionary policy usage, to result in discrimination. The findings suggest the importance of cultural, structural, and interactional influences on gender discrimination. (shrink)

In this article, we discuss the relationships between discrimination, harassment, and the glass ceiling, arguing that many of the factors that preclude women from occupying executive and managerial positions also foster sexual harassment. We suggest that measures designed to increase numbers of women in higher level positions will reduce sexual harassment. We first define and discuss discrimination, harassment, and the glass ceiling, relationships between each, and relevant legislation. We next discuss the relationships between gender and sexual harassment, emphasizing (...) the influence of gender inequality on sexual harassment. We then present recommendations for organizations seeking to reduce sexual harassment, emphasizing the role that women executives may play in such efforts and, importantly, the recursive effects of such efforts on increasing the numbers of women in higher level positions in organizations. (shrink)

The urgency of the issue in question lies in the need to improve anti-discrimination legislation in Ukraine. The article aims to summarize the current state of combating discrimination in sports. Research methods include analysis, generalization, and the formal-logical method. The article summarizes international acts that promote the prohibition of discrimination and the need to combat it. One of the main problems in world sport is racial discrimination, and there are three types of racism in sports. The (...) main disadvantage of laws that lead to imperfect prosecution mechanism is entirely criminal liability for discrimination, even though the law on preventing and combating discrimination also implies administrative and civil liability. The article analyzes some positive foreign experience in combating and counteracting in sports. It shows that the priority areas for combating and counteracting discrimination in sports in Ukraine should be: improving the legislation in terms of prosecution; establishing a special body responsible for combating and counteracting discrimination in sports; introducing educational tools in schools and among members of sports organizations that promote human rights, regardless of race, colour or other characteristics. Emphasis is placed on the fact that an effective mechanism of legal regulation together with preventive measures should guarantee the protection of the rights of both athletes and fans. The obtained results can serve as the basis of legislative proposals to improve the fight against discrimination in sports, which will ensure the protection of human rights. (shrink)

The UNESCO Statements on Race of the early 1950s are understood to have marked a consensus amongst natural scientists and social scientists that ‘race’ is a social construct. Human biological diversity was shown to be predominantly clinal, or gradual, not discreet, and clustered, as racial naturalism implied. From the seventies social constructionists added that the vast majority of human genetic diversity resides within any given racialised group. While social constructionism about race became the majority consensus view on the topic, social (...) constructionism has always had its critics. Sesardic (2010) has compiled these criticisms into one of the strongest defences of racial naturalism in recent times. In this paper I argue that Sesardic equivocates between two versions of racial naturalism: a weak version and a strong version. As I shall argue, the strong version is not supported by the relevant science. The weak version, on the other hand, does not contrast properly with what social constructionists think about ‘race’. By leaning on this weak view Sesardic’s racial naturalism intermittently gains an appearance of plausibility, but this view is too weak to revive racial naturalism. As Sesardic demonstrates, there are new arguments for racial naturalism post-Human Genome Diversity Project. The positive message behind my critique is how to be a social constructionist about race in the post-genomic era. (shrink)

The aim of this paper is to demonstrate: 1) that the notions of positive and natural law are not incompatible; 2) that positive and natural law are two species of the same genus "law," conceived as an obligatory prescription; 3) that the obligatory force of both laws depends on a rational justification, discriminating juridical norms from mere impositions; 4) that the difference between those laws depends on the universality or the particularity of their justification.

Explore the influence mechanism of discrimination perception on higher vocational Students’ career exploration, it provides empirical evidence for promoting vocational college Students’ career exploration and career development. Using the questionnaire survey method, 893 higher vocational students from four higher vocational colleges in Jiangsu Province were investigated by using the Discrimination Perception Scale, the Core Self-Evaluation Scale, the Chinese version of the Acceptance and Action Questionnaire, the Chinese version of the Cognitive Fusion Questionnaire and the Career Exploration Scale. The (...) data were analyzed using SPSS26.0 and Amos23.0, and the results showed that discrimination perception was significantly negatively correlated with core self-evaluation, psychological flexibility and career exploration, core self-evaluation was significantly positively correlated with psychological flexibility and career exploration, and psychological flexibility was significantly positively correlated with career exploration ; Core self-evaluation and psychological flexibility mediated the effect between discrimination perception and career exploration with effect sizes of −0.054 and −0.061, respectively; Core self-evaluation and psychological flexibility mediated the chain effect between discrimination perception and career exploration of higher vocational students with effect sizes of −0.030. Therefore, discrimination perception not only directly influences career exploration of higher vocational students, but also indirectly influences career exploration of higher vocational students through the separate mediating effects of core self-evaluation and psychological flexibility and the chain mediating effects of core self-evaluation and psychological flexibility. Accordingly, the following suggestions are put forward, which should pay attention to the cultivation of core self-evaluation and psychological flexibility of higher vocational students, strengthen the teaching quality and improve the image of vocational colleges. (shrink)

Gender discrimination continues to be a problem in organizations. It is therefore important that organizations use performance evaluation methods that ensure equal opportunities for men and women. This article reports the results of an experiment to investigate whether and, if so, how the gender of the rater and that of the ratee moderate the relationship between the level of subjectivity in performance appraisals and organizational attractiveness. Participants in the experiment were 313 undergraduate students. We predicted, and indeed established, that (...) as the probability increases that employee performance is evaluated by a female manager, women expect more positive outcomes of subjective, but not objective evaluation processes. Our data did not support our expectation that as the probability of being evaluated by a female manager increases, men expect less positive outcomes of subjective evaluation processes. The findings of this study contribute to our understanding of why women are over-represented in jobs with objective formula-based reward systems, such as piece-rate systems. They are also of interest to organizations that are looking for more ethical human resource management practices. (shrink)

This study investigates the relationship between religious identity and life satisfaction, exploring the potential mediating roles of perceived social support and perceived discrimination. The study included 182 Afghan immigrants (age range: 18–65 years, with mean age = 29.73 ± 9.16) residing in Agri, Turkey. They completed self-reported measures of religious identity, perceived social support, perceived discrimination, and life satisfaction using a paper-and-pencil format. The results suggest that religious identity is positively associated with perceived social support and negatively associated (...) with perceived discrimination and that both perceived social support and perceived discrimination play fully mediating roles in the relationship between religious identity and life satisfaction. Individuals with a stronger religious identity are more likely to experience higher levels of perceived social support and lower levels of perceived discrimination, which, in turn, contribute to greater life satisfaction. The findings suggest that both perceived social support and perceived discrimination explain the relationship between religious identity and life satisfaction. These findings have important implications for individuals and communities seeking to enhance life satisfaction among migrants with strong religious identities and highlight the significance of considering perceived social support and perceived discrimination as key mediators in the relationship between religious identity and well-being. (shrink)

Machine learning algorithms bring out an under-appreciated puzzle of discrimination, namely figuring out when a decision made on the basis of a factor correlated with race is a decision made on the basis of race. I argue that prevailing approaches, which are based on identifying and then distinguishing among causal effects of race, in their metaphysical timidity, fail to get off the ground. I suggest, instead, that adopting a constructivist theory of race answers this puzzle in a principled manner. (...) On what I call a “thick constructivist” account of race, to be raced is to be socially positioned in the way indicated by a certain set of statistical regularities on the basis of particular phenotypical traits. A thick constructivist sees that acting on the basis of correlations that constitute race qua social position just is acting on the basis of race, because races just are social positions that subject their member individuals to a particular matrix of social relations that define the raced position. This conclusion has considerable ramifications for our understanding of discrimination, algorithms and beyond. (shrink)

This article examines the sexist work experiences of a sample of women lawyers in a mediumsized midwestern city. Specifically, it focuses on reports of discrimination, gender disparagement, and sexual harassment as components of gendered systems that maintain and reinforce inequalities between men and women on the job. The relationships between these experiences, professional role orientation and structural work characteristics are explored. Respondents report lower levels of discrimination at the more visible and legally protected “front door” than on the (...) job. For the most part, private sector employees and those in token positions report higher levels of sexist behavior. Contrary to expectations, those with careerist orientations report more sexual harassment. The interrelations and implications of these findings for women's careers in the law are discussed. (shrink)

In the article “On Avoiding Deep Dementia,” Norman Cantor defends a position that I suspect many readers share. In my years writing and speaking on advance directives and dementia, I've found that most people support one of two positions. They are convinced either that advance choices should control the treatment dementia patients receive or that the welfare of a person with dementia should sometimes take priority over earlier choices. As Cantor points out, I support the second position.I agree with several (...) of Cantor's arguments. Where Cantor and I part ways is over the degree of control that advance directives should exert over the care of persons with moderate dementia. Although I don't welcome the prospect of living with dementia, I believe that people with the condition should be represented in the debate over treatment standards. It's not surprising that many, perhaps most, people unaffected by dementia think that their preferences should control the care they would receive as dementia patients. But people taking this position are neglecting the concerns and interests they may have as dementia patients. (shrink)

In the late 1980s workforce became more diverse in terms of demographic changes, cultural differences and other characteristics of organizational members. This diversity was a reflection of changing global markets. Workforce diversity has both positive and negative effects on organizational performance. Therefore, it is becoming important especially for medium- and large-scale businesses. In order to manage increasingly workforce diversity and to prevent discrimination, diversity management is now considered as a major part of strategic human resource management. The purpose (...) of this study is to establish the dimensions of discrimination that occur due to demographic differences in Turkish manufacturing industry. The findings of the research indicate that demographic characteristics, socio-cultural structure, managerial policy and behaviors, union tendency and regional differences, laws and local community, gender, educational and age differences, and political opinions have influence on discrimination. According to the results, discrimination has been observed mostly in job processes such as promotions and appointments, human resource selection, job/employment examination and interviews, and performance appraisal. (shrink)

While standard forms of discrimination are widely considered morally wrong, philosophers disagree about what makes them so. Two accounts have risen to prominence in this debate: One stressing how wrongful discrimination disrespects the discriminatee, the other how the harms involved make discrimination wrong. While these accounts are based on carefully constructed thought experiments, proponents of both sides see their positions as in line with and, in part, supported by the folk theory of the moral wrongness of (...) class='Hi'>discrimination. This article presents a vignette-based experiment to test empirically what, in the eyes of “folks”, makes discrimination wrong. Interestingly, we find that, according to folks, both disrespect and harm make discrimination wrong. Our findings offer some support for a pluralistic account of the wrongness of discrimination over both monist respect-based and monist harm-based accounts. (shrink)