Demographic diversity, perceived workplace discrimination, and workers’ well-being : context matters

Boulet, Maude et Lachapelle, Marie et Keiff, Sebastien (2022). Demographic diversity, perceived workplace discrimination, and workers’ well-being : context matters. Dans: Evidence-based HRM : a global forum for empirical scholarship . pp. 1-41. ISSN 2049-3983 Validé par les pairs: Oui

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Résumé

Purpose: The main objective of this article is to contribute to the advancement of scientific knowledge on the determinants of perceived workplace discrimination and its consequences on workers’ well-being in Canada. Design/methodology: We used a representative sample of 7,706 workers aged 18 to 65 based on data from the 2016 General Social Survey of Canadians at Work and Home to conduct logistic regression models. Findings: Women and visible minorities are at greater risk of perceiving that they have experienced workplace discrimination, but immigrants’ perceived workplace discrimination risk is no different from that of non immigrants. This risk is higher in public administration than in other industries and varies between provinces. Perceived workplace discrimination increases stress and is associated with a lower level of self-reported mental health. Originality/value: Our findings are original because they suggest that visible sociodemographic characteristics (gender and visible minority) affect perceived workplace discrimination, which is not the case for invisible socio-demographic characteristics (immigrant). They point out that the province of residence is an element of the context to be considered, and they indicate that workers in the public sector are more likely to perceive discrimination than those in other industries. These empirical contributions highlight that, despite anti-discrimination laws and government efforts to promote equity, diversity and inclusion, perceived workplace discrimination persists in Canada, particularly among women and visible minorities, and it has tangible impacts on the workers’ well-being. Practical implications: Since perceived discrimination has a detrimental effect on workers’ well-being, organizations should pay special attention to their employees’ perceptions. Relying only on official complaints of discrimination can lead organizations to underestimate this issue because many employees are not inclined to file an official complaint, even if they believe they have been discriminated against.

Type de document:	Article
Notes publiques:	Manuscript ID : EBHRM-08-2021-0179.R1. Manuscript Type: Research Paper. Ahead-of-print. Comprend des références bibliographiques (pages 30-38).
Mots-clés:	Bien-être; Travail; Épuisement professionnel; Professionnels de la fonction personnel; Fonction publique.
URL Officielle:	https://doi.org/10.1108/EBHRM-08-2021-0179
ISSN:	2049-3983
Maison d’édition:	Emerald Publishing Limited
Déposé par:	Julie Hardy
Date de dépôt:	30 mai 2022 19:34
Dernière modification:	31 mai 2022 13:47
URI:	https://espace.enap.ca/id/eprint/364

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