FACT SHEET

Index

Author

Variables

Questions

Testing Tool

Results

Sample size

Importance

01

Marc Bendick, Jr.

RekhaEanni
Rodriguez.(2009)

yes

Regression

+ive

426 persons

02

Christine Redecker,
Alexandra Hach
and Clara
Centeno(2010)

Low skills
prejudice
Low wages
Low qualified
Social
integration,
empowerment,
Employment
opportunity,
Upgrade skills
Inequality,
Low pay ,
Career
opportunity,
Education,
trainings
Unconscious
bias, Limited
employment
opportunities
In equality,
gender disparity,
racial problems.

Yes

Regression and
training comparison
tools

+ive

1000 persons

Yes

Regression and cross

tabulation

+ive

327 persons

No

Nill

+ive

None

Yes

Regression

+ive

800 persons

No

Nill

+ive

None

No

Nill

+ive

None

Upgrading working conditions

across the board in the
restaurants and expanding equal
employment opportunities.
Facilitate the successful
integration of migrant children
and youth into Education and
Training; and enhance vocational
training and employment
opportunities.
Inequality within the legal
profession is determined by
factors such as gender, age,
ethnic background and social
class, impacting on outcomes
such as pay and career.
To enhance quality and diversity
and reduce racism,
discrimination and other form of
exclusion.
To finish the racial and gender
disparity in economy and also
finish the inequality from the
employment peoples.
Focus on conditions under which
markets will tend to eliminate
discrimination. And also serves
the economic role of antidiscrimination laws.
To ensure that minorities are
well positioned for success in
high technology in their fields.

03
Rosaline
Sullivan(2010).

04

Audrey J. Lee.
(2002)

05

Darity and Mason

(2008)

06

STEWART J.
SCHWAB*
STEVEN L.
WILLBORN(1999)

07

Dorrisa griffin
Kemal lauren
(2011)

Un-Reasonable
accommodations
Un-due hardship
Unsatisfied,
un-violated
Low skills,
ineffective,
Immigrants

19

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Devah Pager, Bruce
Western, and Bart
Bonikowski (2009)

Racial bias, low

wages, hiring
practices,
opportunities

Yes

chi-square test,

+ive

340 persons

09

Devah Pager and

Hana Shepherd
(2008)

Racial, persistent
socio inequality.
Disparities, racial
prejudice

No

Statistical
tests(names not
mentioned)
No

+ive

None

10

Leo Kaas, Christian

Manger(2010)

ethnic and hiring

discrimination,
job opportunities
promotions

No

Regression

+ive

263 interview
calls

11

JANE ASTON,
DARCY HILL &
NII DJAN
TACKEY(2006)

Yes

Nill

+ive

40 persons

12

Floyd D.
Weatherspoon and
Kendall
Isaac(1990)

Race
discrimination,
gender disparity,
work place
difficulties,
satisfaction
Equal
employment
opportunity,
Race
discrimination,
Hiring criteria,
Negative impact
Policies

No

Nill

+ive

None

08

20

To shape employment
opportunities for low wage
workers and hire practices for
them.
This discussion seeks to orient
readers to some of the key
debates in the study of
discrimination and to provide a
roadmap for those interested in
building upon this long and
important line of research.
Importance is that larger firms
have more often a standardized
recruitment process; they also
discriminate less than smaller
firms.
This research provides some
insight into the in-depth
experiences of claimants who
sought an Employment Tribunal
hearing on the grounds of race
Discrimination.
By engaging in a prompt
mediation process, the parties
can resolve race discrimination
disputes in a more efficient and
cost effective manner.
Additionally, they can also shed
light on faulty internal policies
and practices of offending
employees that can ultimately
help to eradicate racial
discrimination and retaliation in
The workplace.

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