Religious Discrimination in the Workplace: A Review and Examination of Current and Future Trends

Ghumman, Sonia; Ryan, Ann Marie; Barclay, Lizabeth A.; Markel, Karen S.

doi:10.1007/s10869-013-9290-0

Cited by 91 publications

(82 citation statements)

References 52 publications

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“…Ghumman (2013) explains that hiring prejudices may exist towards religious groups because certain religious beliefs of applicants could pose challenges to the smooth functioning of the organisation. This is especially apparent in observable religious beliefs such as wearing a religious head-dress (Ball and Haque, 2003).…”

Section: Religionmentioning

confidence: 99%

“…Specifically, therapists in the mental health field seem to prefer patients who share their religious beliefs; however, whether or not this effect extends to the employer-employee relationship is uncertain. More recently, Ghumman et al (2013) explained that organisations affiliated to particular religions may hire employees that display and share similar religious beliefs. Meta-reviews on the similarity effect describe religion as a significant moderator of liking when religion is common between two people (Ben-Ner et al, 2006).…”

Section: Religionmentioning

confidence: 99%

“…First, while earlier studies (e.g. Lippi-Green, 1997;Carlsson and Rooth, 2007;Hosoda and Stone-Romero, 2010;Ghumman et al, 2013;King and Ahmad, 2010;Oreopoulos, 2011) have focused on the difficulties faced by migrants in seeking employment, the focus has largely been on surfacelevel factors that do not fully capture why the human capital of migrants are undervalued.…”

Section: Introductionmentioning

confidence: 99%

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Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Almeida

Fernando

Hannif³

et al. 2015

The International Journal of Human Resource Management

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Human capital theory presumes that skill-accredited immigrant professionals can access positions in the labour market to match their skills and qualifications. It implies that employers have little power to influence the labour market outcomes of immigrant professionals. Using social identity theory, we examine the influence of similarity effect in recruitment decision-making involving immigrant information technology (IT) professionals in New South Wales, Australia. We assess how decision makers (N = 331) hiring IT professionals need to associate and identify with people that resemble themselves in some way more than those that do not, can influence their perception of the immigrant candidate's fit into their organisation. Particularly, we examine how the level of exposure to diversity, the decision maker's origin and the diversity of clientele can moderate the assessment of the candidate's fit to the organisation. We also assess how attire, name, accent and any overtly expressed religious affiliations influence employer perceptions. The findings indicate decision makers with lower levels of exposure to diversity or working in organisations with mostly Anglo clients tend to be more concerned of the fit regarding the Indians, South-east Asians and the Chinese. They were also more likely to be negatively influenced by the non-Anglo personal attributes.

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Section: Religionmentioning

confidence: 99%

Section: Religionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Almeida

Fernando

Hannif³

et al. 2015

The International Journal of Human Resource Management

View full text Add to dashboard Cite

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“…For example, Ghumman and colleagues (Ghumman et al 2013) and Martinez and colleagues (Martinez et al 2013) point to groups that are targeted by discrimination, but about which research and case law is insufficient. The former paper reviews research on religious discrimination and concludes that the increasing religious diversity of American workers, increasing expression of religious beliefs, and unique attributes of religious identities, taken with ambiguity in legal standards, compels focused attention.…”

Section: Discussionmentioning

confidence: 99%

“…For instance, a, nationally representative survey (Avery et al 2008) indicated that more than 4 % of employees believe they have been discriminated against on the basis of sex within the past year alone and more than 3 % feel that their race or ethnicity was held against them during that same period. Regarding religion, King and Ahmad (2010) recently reported that Muslim job applicants, a particularly controversial religious group in the U.S. since September 11, 2001, received more negative reactions than those who were not visibly Muslim (see Ghumman et al 2013 for a more comprehensive discussion of the literature on religious discrimination). A recent investigation by Harrison and Thomas (2009) showed colorism to be alive and well in that skin color influenced the level of bias exhibited against Black applicants to the disadvantage of those with darker skin.…”

Section: Discrimination Is Still Prevalent On Protected Categoriesmentioning

confidence: 99%

Editorial: Three Perspectives of Employment Discrimination 50 Years After the Civil Rights Act—A Promise Fulfilled?

2013

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Purpose In recognition of the 50th anniversary of the Civil Rights Act of 1964, this paper reviews contradictory perspectives of the status of employment discrimination. Design/Methodology/Approach Arguments are derived from psychology, management, law, and political science to contrast perspectives that civil rights legislation has (a) done its job, (b) gone too far, and (c) not gone far enough. Findings We determine that disagreement is inevitable and that no unified conclusion can be drawn. Recognition of the viewpoints embedded in opposing perspectives, however, offers direction for the future of organizational science and practice. Implications Consideration of these disparate views of civil rights legislation enables thoughtful reflection on the past, present, and future of civil rights legislation. Originality/Value This paper offers a variety of lenses through which to consider employment discrimination in the organizational sciences and underscores the value of the papers collected in the special issue.

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Religious identity in the workplace: A systematic review, research agenda, and practical implications

Héliot

Gleibs

Coyle

et al. 2019

Human Resource Management

114

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We conducted a systematic review of relevant literature to address how religious and occupational identities relate to each other in the workplace. We identified 53 relevant publications for analysis and synthesis. Studies addressed value differences associated with religion and occupation, identity tensions, unmet expectations, and the connection of religious identity to well‐being and work outcomes. Key variables in the connection between religious and occupational identities included personal preferences, the fit between religious identity and job‐related concerns, and the organization's policies, practices, and expectations. We highlight the personal and organizational consequences of being able to express religious identity at work and the conditions that promote high congruence between religious identity and its expression in the workplace. From these findings, we develop a research agenda and offer recommendations for management practice that focus on support for expression of religious identity at work while maintaining a broader climate of inclusion.

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Religious Discrimination in the Workplace: A Review and Examination of Current and Future Trends

Cited by 91 publications

References 52 publications

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Fitting the mould: the role of employer perceptions in immigrant recruitment decision-making

Editorial: Three Perspectives of Employment Discrimination 50 Years After the Civil Rights Act—A Promise Fulfilled?

Religious identity in the workplace: A systematic review, research agenda, and practical implications

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