This paper focuses on the two possible determinants of workplace discriminations in general, union membership and workplace demography. The relationship between the demography of the organization and discrimination incidents has been studied extensively (Avery et al., 2008). On the other hand, the relationship between discrimination claims and the status of union membership has a “sizeable” literature (Myles and Naylor 1994). The literature review section outlines the former followed by the later.
First, the substantial number of studies of demography’s contribution to the likelihood of discrimination in the workplace itself highlights how important diversity is in the workplace. Most of the early researches were focused, particularly, on …show more content…
Their intensive study based in California firms (Bielby & Baron 1984, Baron & Bielby 1986) and California state agencies (Baron et al 1991, Baron & Newman 1989). They argued that “firms link the macro and micro dimensions of work organization and inequality” (p. 738). Tsui et al. (1992) further this study by examining 151 different units within large organizations and found that the organizational “attachment of men and whites dropped as the race and sex heterogeneity of their work groups increased.” They explained that the implication is that the greater presence of women and minorities in a predominantly white man workplace, the higher the turnover rates of all workers. In three of the 151 organizations, they found that “sex heterogeneity” has a positive relationship with “men’s intention to leave the organization” but not for …show more content…
As aforementioned, the literature of this argument is relatively minimal and most the existing studies are purely economics perspectives using economics models such as the Nash bargaining model. It is assumed that at a State level, the greater the number of unionised workers, the lesser the relative number of discrimination related charges filed with EEOC. One of the most important works that contributed to the literature of unions and discrimination is an Economic analysis by Myles and Naylor (1994). They provided an economics model that combines union-firm bargaining and employer discrimination analysis. The two labor economists claimed that “the presence of a union reduces the wage gap between the different worker groups and the wage gap falls monotonically as union bargaining power increases”. Myles and Naylor went further explaining that at the firm level, an increased discrimination by the firm leads the union to bargain a higher wage for the discriminated group while a higher discrimination committed by the Union may lower the wages (Myles and Naylor
First, the substantial number of studies of demography’s contribution to the likelihood of discrimination in the workplace itself highlights how important diversity is in the workplace. Most of the early researches were focused, particularly, on …show more content…
Their intensive study based in California firms (Bielby & Baron 1984, Baron & Bielby 1986) and California state agencies (Baron et al 1991, Baron & Newman 1989). They argued that “firms link the macro and micro dimensions of work organization and inequality” (p. 738). Tsui et al. (1992) further this study by examining 151 different units within large organizations and found that the organizational “attachment of men and whites dropped as the race and sex heterogeneity of their work groups increased.” They explained that the implication is that the greater presence of women and minorities in a predominantly white man workplace, the higher the turnover rates of all workers. In three of the 151 organizations, they found that “sex heterogeneity” has a positive relationship with “men’s intention to leave the organization” but not for …show more content…
As aforementioned, the literature of this argument is relatively minimal and most the existing studies are purely economics perspectives using economics models such as the Nash bargaining model. It is assumed that at a State level, the greater the number of unionised workers, the lesser the relative number of discrimination related charges filed with EEOC. One of the most important works that contributed to the literature of unions and discrimination is an Economic analysis by Myles and Naylor (1994). They provided an economics model that combines union-firm bargaining and employer discrimination analysis. The two labor economists claimed that “the presence of a union reduces the wage gap between the different worker groups and the wage gap falls monotonically as union bargaining power increases”. Myles and Naylor went further explaining that at the firm level, an increased discrimination by the firm leads the union to bargain a higher wage for the discriminated group while a higher discrimination committed by the Union may lower the wages (Myles and Naylor