Immigrants and Workplace Training: Evidence from Canadian Linked Employer Employee Data

Dostie, Benoît; Javdani, Mohsen

doi:10.2139/ssrn.3435386

Cited by 2 publications

(3 citation statements)

References 63 publications

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“…This fact consequently affects the wages and career paths of these employees. No significant differences were found in on-the-job training (Dostie & Javdani, 2019).…”

Section: Personal-level Factorsmentioning

confidence: 67%

Exploring the Factors of Firm-Provided Continuing Education and Training: A Systematic Literature Review

Neycheva

2024

EUROPEAN J ED RES

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<p style="text-align:justify">Given the insufficient involvement of business investments in adult education, this study focused on the factors that motivate managers and entrepreneurs to invest in continuing education. For this purpose, we conducted a systematic literature review of studies referenced in Scopus and Web of Science since 2015. The factors for training were classified into four levels: personal, organizational, industry-related, and national. The results indicated that the inside firm-related determinants are the most studied and essential. A consensus emerged in the relevant literature on the positive impact of a supportive workplace culture, a learning orientation, formalized human resource development practices, and employee voice. The long-term orientation of managers and the perception of employees’ flexibility and adaptability to change also play a role. The study highlights the increasing pressure from regulations and market competition, as well as the (in)capability of universities to provide training tailored to the specific needs of companies. Although institutional factors appeared to predominate, economic considerations also influence training decisions; the latter means that the two underlying theories – institutional theory and human capital theory – complement each other when explaining employers' incentives to invest in training.</p>

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“…This fact consequently affects the wages and career paths of these employees. No significant differences were found in on-the-job training (Dostie & Javdani, 2019).…”

Section: Personal-level Factorsmentioning

confidence: 67%

Exploring the Factors of Firm-Provided Continuing Education and Training: A Systematic Literature Review

Neycheva

2024

EUROPEAN J ED RES

View full text Add to dashboard Cite

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“…For example, a study that experimentally changed the race/ethnicity of an employee in a photo while asking study participants to evaluate their performance demonstrated that simple acts such as being late for work led to a significantly greater negative impact on the appraisal of hypothetical employees when the photo showed a Black or Latinx employee than when the photo showed a white employee (Luksyte et al, 2013). Visible minorities are also less likely to receive training opportunities that can influence upward mobility in the labor force (Dostie and Javdani, 2020).…”

Section: Discrimination In Promotionsmentioning

confidence: 99%

“…, 2013). Visible minorities are also less likely to receive training opportunities that can influence upward mobility in the labor force (Dostie and Javdani, 2020).…”

Section: Introductionmentioning

confidence: 99%

Race, ethnicity, and discrimination at work: a new analysis of legal protections and gaps in all 193 UN countries

Heymann

Varvaro-Toney

Raub

et al. 2023

EDI

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PurposeWhile only one aspect of fulfilling equal rights, effectively addressing workplace discrimination is integral to creating economies, and countries, that allow for everyone's full and equal participation.Design/methodology/approachLabor, anti-discrimination, and other relevant pieces of legislation were identified through the International Labor Organization's NATLEX database, supplemented with legislation identified through country websites. For each country, two researchers independently coded legislation and answered questions about key policy features. Systematic quality checks and outlier verifications were conducted.FindingsMore than 1 in 5 countries do not explicitly prohibit racial discrimination in employment. 54 countries fail to prohibit unequal pay based on race. 107 countries prohibit racial and/or ethnic discrimination but do not explicitly require employers to take preventive measures against discrimination. The gaps are even larger with respect to multiple and intersectional discrimination. 112 countries fail to prohibit discrimination based on both migration status and race and/or ethnicity; 103 fail to do so for foreign national origin and race and/or ethnicity.Practical implicationsBoth recent and decades-old international treaties and agreements require every country globally to uphold equal rights regardless of race. However, specific national legislation that operationalizes these commitments and prohibits discrimination in the workplace is essential to their impact. This research highlights progress and gaps that must be addressed.Originality/valueThis is the first study to measure legal protections against employment discrimination based on race and ethnicity in all 193 UN countries. This study also examines protection in all countries from discrimination on the basis of characteristics that have been used in a number of settings as a proxy for racial/ethnic discrimination and exclusion, including SES, migration status, and religion.

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Immigrants and Workplace Training: Evidence from Canadian Linked Employer Employee Data

Cited by 2 publications

References 63 publications

Exploring the Factors of Firm-Provided Continuing Education and Training: A Systematic Literature Review

Exploring the Factors of Firm-Provided Continuing Education and Training: A Systematic Literature Review

Race, ethnicity, and discrimination at work: a new analysis of legal protections and gaps in all 193 UN countries

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