Abstract
Using the U.S. National Study of the Changing Workforce survey, we show that claims of racial and gender discrimination emerge less frequently in workplaces with established worker voice mechanisms. This result accords with the hypothesis that participation enhances perceptions of workplace fairness. We show that while having a supervisor of the same race or gender is associated with reduced discrimination claims, the role of voice tends to be larger when the race or gender of the supervisor is different from that of the worker. This suggests that voice may be particularly important in heterogeneous workplaces.
| Original language | English |
|---|---|
| Pages (from-to) | 133-153 |
| Number of pages | 21 |
| Journal | Industrial Relations Journal |
| Volume | 48 |
| Issue number | 2 |
| Early online date | 26 Apr 2017 |
| DOIs | |
| Publication status | Published - Apr 2017 |
Access to Document
- Accepted Manuscript
This is the peer reviewed version of the following article: Bender, K. A., Heywood, J. S., and Kidd, M. P. (2017) Claims of employment discrimination and worker voice. Industrial Relations Journal, 48: 133–153, which has been published in final form at DOI: 10.1111/irj.12172. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Self-Archiving.
Fingerprint
Dive into the research topics of 'Claims of employment discrimination and worker voice'. Together they form a unique fingerprint.Profiles
-
Keith Bender
- Business School, Economics - SIRE Chair in Economics
- Business School, Centre for Labour Market Research (CeLMR)
Person: Academic