The context of discrimination: workplace conditions, institutional environments, and sex and race discrimination charges

This article explores the organizational conditions under which discrimination charges occur. Drawing on structural and organizational theories of the workplace, the authors demonstrate how organizational conditions affect workers' and regulatory agents' understandings of unlawful discrimination. Using a national sample of work establishments, matched to discrimination-charge data obtained from the Equal Employment Opportunity Commission (EEOC), the authors examine how characteristics of the workplace and institutional environment affect variation in the incidence of workers' charges of sex and race discrimination and in the subset of discrimination claims that are verified by EEOC investigators. The findings indicate that workplace conditions, including size, composition, and minority management, affect workers' charges as well as verified claims; the latter are also affected by institutional factors, such as affirmative action requirements, subsidiary status, and industrial sector. These results suggest that internal workplace conditions affect both workers' and regulatory agents' interpretations of potentially discriminatory experiences, while institutional conditions matter only for regulatory agents' interpretations of those events.

Sexual harassment in the workplace: it is your problem

AIM

Sexual harassment and hostile work environments are explored. Managerial roles are discussed, including taking a proactive approach and dealing appropriately with an employee's claim.

BACKGROUND

Nurse managers must confront the issue of sexual harassment as complaints continue to develop throughout the industry. Because managers are responsible for employees' actions, it is essential that they familiarize themselves with what constitutes the act and how to handle a claim.

EVALUATION

Sexual harassment is defined by US Civil Rights Acts (1964 and 1991), US Equal Employment Opportunity Commission, UK's Equal Opportunities Commission, American Nurses Association and the Royal College of Nursing. Frederick Herzberg's Two-Factor Theory of Motivation is also related to workplace sexual harassment.

KEY ISSUES

Sexual harassment is a widespread problem within the industry, claiming both men and women as its victims. Managers can be held responsible for sexual harassment even if they are unaware of the existence of behaviour.

Performance appraisals in the OR: everyone's business

Performance appraisals affect everyone. Perioperative nurses often participate in staff orientations and act as preceptors for other learners. Nurses also participate in their own performance appraisal process. This article discusses performance appraisal forms and performance interview processes. Examples of a performance appraisal form design and performance indicators for perioperative nurses are included. Potential problems with performance appraisals are identified and the impact of Canadian law on performance appraisals is discussed.

Making sense of grievance procedures

In the previous edition of the British Journal of Perioperative Nursing, Susan Pirie, AfPP Professional Officer outlined the purpose of the disciplinary process and best practice for employers managing such a process. As part of the continued human resources series John Beesley, Lead Professional Officer outlines why the grievance procedure for employers and perioperative staff is every bit as important with regard to best practice and legislative changes.

Disciplinary and appeal procedures

Many employers produce a staff handbook with information on a wide range of topics, including disciplinary and appeal procedures, which is given to employees at the start of their employment. For the majority of perioperative practitioners, the staff handbook will be kept in a safe place and not necessarily referred to during the course of their employment in the job, or indeed throughout their working life.

Donʼt Let the Grievance Process Cause Grief

Faculty in a division of nursing at a state university has developed a unique way to handle student grievances. Community nurses serve on arbitration boards. These boards hear relevant evidence from both sides and render decisions, which are binding within the division. The process has been successful and has helped take "grief" out of the grievance process.