The Stigma of Obesity
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Mixed-Income Housing As Discrimination Management
University of Baltimore Law ScholarWorks@University of Baltimore School of Law All Faculty Scholarship Faculty Scholarship 2019 The Properties of Integration: Mixed-Income Housing as Discrimination Management Audrey McFarlane University of Baltimore School of Law, [email protected] Follow this and additional works at: https://scholarworks.law.ubalt.edu/all_fac Part of the Housing Law Commons Recommended Citation Audrey McFarlane, The Properties of Integration: Mixed-Income Housing as Discrimination Management, 66 U.C.L.A. Law Review 1140 (2019). Available at: https://scholarworks.law.ubalt.edu/all_fac/1090 This Article is brought to you for free and open access by the Faculty Scholarship at ScholarWorks@University of Baltimore School of Law. It has been accepted for inclusion in All Faculty Scholarship by an authorized administrator of ScholarWorks@University of Baltimore School of Law. For more information, please contact [email protected]. U.C.L.A. Law Review The Properties of Integration: Mixed-Income Housing as Discrimination Management Audrey G. McFarlane ABSTRACT Mixed-income housing is an increasingly popular approach to providing affordable housing. The technique largely went unnoticed until developers of mixed-income housing constructed buildings containing separate entrances for rich and poor residents. The ensuing “poor door” controversy illustrated that mixed-income housing, as both a method of affordable housing production and an integration strategy, is in unacknowledged tension with itself. This Article argues that, mixed- income housing is implemented as a surreptitious form of racial and economic integration that accommodates and replicates prevailing race and class assumptions detrimental to the needs and interests of low to moderate-income individuals in need of housing. -
The Oregon Pay Equity Act Is Here
THE OREGON PAY EQUITY ACT IS HERE by Jeffrey D. Jones and Tamara E. Jones When Congress passed the Equal Pay Act of 1963, it did so to “insure, where men and women are doing the same job under the same working conditions that they will receive the same pay.” Fifty-five years later, we are still not there. The ACS Census estimates that for 2018 the gender wage gap is 80 cents. That is, women earn 80 cents for each dollar men earn. According the National Women’s Law Center, women in Oregon earn 79.3 cents for every dollar earned by men. In the last few years, numerous states have passed equal pay laws designed to correct for the shortcomings of federal law. With a few excep- tions, enforcement of Oregon’s latest effort at pay equality, the Oregon Pay Equity Act of 2017 (OPEA), begins January 1, 2019. In this Article we an- ticipate legal issues that will arise from the OPEA’s enforcement, raise uncer- tainties and address the proposed regulations issued by the Oregon Bureau of Labor and Industries. We pay particular attention to complexities involved in conducting pay equity analyses that will prove sufficient for employers to enjoy the OPEA’s “safe harbor” provision. In the end, we conclude that the OPEA is a welcome step toward pay equity for the incentives it creates for employers to voluntarily investigate wage structures within their workplaces. INTRODUCTION .................................................................................................. 2 I. THE FEDERAL EPA IN BRIEF..................................................................... 4 II. THE OREGON PAY EQUITY ACT OF 2017 ................................................. 5 A. Scope ................................................................................................ -
The Nigerian Novels of Buchi Emecheta
Atlantis Vol. 11 No. 1 Fall Automne 1985 Changing Worlds: The Nigerian Novels of Buchi Emecheta Christine St. Peter University of Victoria ABSTRACT Buchi Emecheta, an expatriate Nigerian living in England, balances cross-cultural points of view and literary forms in her tales of West African Women. This essay discusses six of her African-based novels; these span distinct historical periods, from the establishment of the British "Protectorate" in 1900 to the comtemporary era of industrialization in post-colonial Nigeria. Emecheta's novels present progressively more radical perceptions of the meaning of female experience as she shows her women characters struggling to find their way amongst the bewildering shifts in cultural values. In 1972, a Nigerian expatriate named Buchi from this summary it should be clear that the life Emecheta published in England the first of her and times of Buchi Emecheta make for exhilarat• eight novels.1 This book, In the Ditch, and her ing reading and the title of a forthcoming auto- second novel, Second Class Citzen, fictionalize biograpy, Head Above Water, would seem to her own life and record the process by which she promise an even more triumphal progress. But if found a literary voice by making a story of the some brief reference to Emecheta's life is neces• sexual, racial and class discrimination she suf• sary background here, it is not these autobiogra• fered in both Nigeria and England. Orphaned at phical works that are the subject of this paper an early age, Emecheta managed to win a state but the six novels, written between 1976 and scholarship to a Nigerian high school, but when 1983, which are set in Nigeria. -
Nationalism, Caste-Blindness, and the Continuing Problems of War-Displaced Panchamars in Post-War Jaffna Society
Article CASTE: A Global Journal on Social Exclusion Vol. 1, No. 1, pp. 51–70 February 2020 brandeis.edu/j-caste ISSN 2639-4928 DOI: 10.26812/caste.v1i1.145 Nationalism, Caste-Blindness, and the Continuing Problems of War-Displaced Panchamars in Post-War Jaffna Society Kalinga Tudor Silva1 Abstract More than a decade after the end of the 26-year old LTTE—led civil war in Sri Lanka, a particular section of the Jaffna society continues to stay as Internally Displaced People (IDP). This paper tries to unravel why some low caste groups have failed to end their displacement and move out of the camps while everybody else has moved on to become a settled population regardless of the limitations they experience in the post-war era. Using both quantitative and qualitative data from the affected communities the paper argues that ethnic-biases and ‘caste-blindness’ of state policies, as well as Sinhala and Tamil politicians largely informed by rival nationalist perspectives are among the underlying causes of the prolonged IDP problem in the Jaffna Peninsula. In search of an appropriate solution to the intractable IDP problem, the author calls for an increased participation of these subaltern caste groups in political decision making and policy dialogues, release of land in high security zones for the affected IDPs wherever possible, and provision of adequate incentives for remaining people to move to alternative locations arranged by the state in consultation with IDPs themselves and members of neighbouring communities where they cannot be relocated at their original sites. Keywords Caste, caste-blindness, ethnicity, nationalism, social class, IDPs, Panchamars, Sri Lanka 1Department of Sociology, University of Peradeniya, Peradeniya, Sri Lanka E-mail: [email protected] © 2020 Kalinga Tudor Silva. -
Racialization and Aporophobia: Intersecting Discriminations in the Experiences of Non-Western Migrants and Spanish Roma
social sciences $€ £ ¥ Article Racialization and Aporophobia: Intersecting Discriminations in the Experiences of Non-Western Migrants and Spanish Roma Zenia Hellgren * and Lorenzo Gabrielli * GRITIM-UPF, Department of Political and Social Sciences, Pompeu Fabra University, 08005 Barcelona, Spain * Correspondence: [email protected] (Z.H.); [email protected] (L.G.) Abstract: In this article, we address a gap in the scholarship on (super)diversity, discrimination and racism by placing the experiences of non-western migrants and Roma people in the same concep- tual framework of stigmatization based on racialization and aporophobia. Including a (formally non-recognized) national minority, the Spanish Roma, in such an analysis implies moving from a framework of superdiversity applied to immigrants to a broader one, which also applies the notion of superdiversity to the racialized citizens of a country, shifting the focus from inner-group features to exogenous othering processes by the mainstream society. We aim to also contribute to the literature on the race–class binary with our empirically grounded analysis of how racialization and aporopho- bia intersect in the negative stereotyping of people who are cast as outsiders based on both their race/ethnicity and (assumed) socio-economic status. Data from several different research projects on migrant and Roma inclusion/exclusion in Spain were used for the analysis, which focuses on the intersections between race and class in the narratives on exclusion and discrimination by 185 migrant and Roma men and women that were interviewed between 2004 and 2021. The analysis shows that our Roma and migrant respondents perceive forms of discrimination based on racialization and Citation: Hellgren, Zenia, and aporophobia that are similar in several ways. -
A Comparative Labour Law Perspective on Categories of Appearance-Based Prejudice In
A COMPARATIVE LABOUR LAW PERSPECTIVE ON CATEGORIES OF APPEARANCE-BASED PREJUDICE IN EMPLOYMENT Damian John Viviers ___________________________________________________________________ A COMPARATIVE LABOUR LAW PERSPECTIVE ON CATEGORIES OF APPEARANCE-BASED PREJUDICE IN EMPLOYMENT by Damian John Viviers Submitted in fulfilment of the requirements in respect of the master‟s degree qualification Magister Legum, LL.M, in the Department of Mercantile Law, in the Faculty of Law at the UNIVERSITY OF THE FREE STATE Supervisor: Dr D.M. Smit (University of the Free State) November 2014 Declaration I, Damian John Viviers, declare that the master‘s research dissertation (dissertation) that I herewith submit for the master‘s degree qualification Magister Legum, LL.M, at the University of the Free State, is my independent work and that I have not previously submitted it for a qualification at another institution of higher education. I, Damian John Viviers, hereby declare that I am aware that the copyright is vested in the University of the Free State. I, Damian John Viviers, hereby declare that all royalties as regards intellectual property that was developed during the course of and/or in connection with this study at the University of the Free State, will accrue to the University. I, Damian John Viviers, hereby declare that the research may only be published with the Dean‘s approval. ________________________ __________________ Signature Date Acknowledgements To my supervisor, Dr Denine Smit, thank you for your valuable guidance and insight, as well as your support, encouragement and willingness to always go above and beyond for me. My gratitude and appreciation can never be fully expressed. -
The Gendered Effect of Social Class Signals in an Elite Labor Market Lauren A
1 Class Advantage, Commitment Penalty: The Gendered Effect of Social Class Signals in an Elite Labor Market Lauren A. Rivera and András Tilcsik Forthcoming: American Sociological Review ABSTRACT Research on the mechanisms that reproduce social class advantages in the United States has focused primarily on formal schooling and paid less attention to social class discrimination in labor markets. We conducted a résumé audit study to examine the effect of social class signals on entry into large American law firms. We sent applications from fictitious students at selective but non-elite law schools to 316 law firm offices in fourteen cities, randomly assigning signals of social class background and gender to otherwise identical résumés. Higher-class male applicants received significantly more callbacks than higher-class women, lower-class women, and lower- class men. A survey experiment and interviews with lawyers at large firms suggest that, relative to lower-class applicants, higher-class candidates are seen as better fits with the elite culture and clientele of large law firms. But, while higher-class men receive a corresponding overall boost in evaluations, higher-class women do not because they face a competing, negative stereotype portraying them as less committed to full-time, intensive careers. This commitment penalty faced by higher-class women offsets class-based advantages these applicants may receive in evaluations. Consequently, signals of higher-class origin provide an advantage for men but not women in this elite labor market. 2 Social class—defined as one’s relative socioeconomic rank in society—powerfully shapes educational and economic trajectories. Economic inequality in the United States is now at its highest since the Gilded Age, and rates of intergenerational mobility are lower than in many other Western industrialized nations (Couch and Dunn 1997; Saez 2008). -
Gender Pay Equity and Wellbeing: an Intersectional Study of Engineering and Caring Occupations
New Zealand Journal of Employment Relations, 42(3): 29-45 Gender pay equity and wellbeing: an intersectional study of engineering and caring occupations JUDITH K PRINGLE*, SHARYN DAVIES**, LYNNE GIDDINGS*** and JUDY McGREGOR**** Abstract This article discusses the complexity of gender pay within the occupations of engineering and caring. Applying an intersectional framework, we examine the role the gender pay gap plays in the perceived wellbeing of women engineers and care workers. The salient identities (micro level) for the two groups were identified through analysis of the professional context (meso) and the socio-political environment (macro). The two participant groups were situated in different class positions. The intersections of identities revealed unexpected advantages and disadvantages for women seeking fair and decent pay, with various implications for perceived wellbeing. Key Words Pay gap, women engineers, care workers, intersectionality, wellbeing Introduction The call for ‘equal pay for equal work’ has rung out for decades, yet the gender pay gap remains. Along with early motivational theorists (Herzberg, Mausner & Snyderman, 1959; 2010), we argue that fair pay is foundational for wellbeing at work. While much of the previous wellbeing research have used survey responses, we explore this topic by probing deeper into participants’ experiences by using qualitative methodology. Through two linked case studies, we discuss perceptions of women professional engineers and women care workers in aged care facilities, in terms of equal pay and pay equity, respectively. While the two cases are not strictly comparable in sectoral terms, each afforded valuable information on the difficulties of achieving equal pay (engineers) and pay equity (care workers). -
2004 Annual Report I
CONGRESSIONAL-EXECUTIVE COMMISSION ON CHINA ANNUAL REPORT 2004 ONE HUNDRED EIGHTH CONGRESS SECOND SESSION OCTOBER 5, 2004 Printed for the use of the Congressional-Executive Commission on China ( Available via the World Wide Web: http://www.cecc.gov U.S. GOVERNMENT PRINTING OFFICE 95–764 PDF WASHINGTON : 2004 For sale by the Superintendent of Documents, U.S. Government Printing Office Internet: bookstore.gpo.gov Phone: toll free (866) 512–1800; DC area (202) 512–1800 Fax: (202) 512–2250 Mail: Stop SSOP, Washington, DC 20402–0001 VerDate 11-MAY-2000 16:26 Sep 24, 2004 Jkt 000000 PO 00000 Frm 00001 Fmt 5011 Sfmt 5011 95764.TXT China1 PsN: China1 CONGRESSIONAL-EXECUTIVE COMMISSION ON CHINA LEGISLATIVE BRANCH COMMISSIONERS House Senate JIM LEACH, Iowa, Chairman CHUCK HAGEL, Nebraska, Co-Chairman DOUG BEREUTER, Nebraska CRAIG THOMAS, Wyoming DAVID DREIER, California SAM BROWNBACK, Kansas FRANK WOLF, Virginia PAT ROBERTS, Kansas JOE PITTS, Pennsylvania GORDON SMITH, Oregon SANDER LEVIN, Michigan MAX BAUCUS, Montana MARCY KAPTUR, Ohio CARL LEVIN, Michigan SHERROD BROWN, Ohio DIANNE FEINSTEIN, California DAVID WU, Oregon BYRON DORGAN, North Dakota EXECUTIVE BRANCH COMMISSIONERS STEPHEN J. LAW, Department of Labor PAULA DOBRIANSKY, Department of State GRANT ALDONAS, Department of Commerce LORNE CRANER, Department of State JAMES KELLY, Department of State JOHN FOARDE, Staff Director DAVID DORMAN, Deputy Staff Director (II) VerDate 11-MAY-2000 16:26 Sep 24, 2004 Jkt 000000 PO 00000 Frm 00002 Fmt 0486 Sfmt 0486 95764.TXT China1 PsN: China1 C O N T E N T S Page I. Executive Summary and List of Recommendations .......................................... 1 II. Introduction: Corruption—The Current Crisis in China ................................ -
Not "Fit" for Hire: the United States and France on Weight Discrimination in Employment
View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Fordham University School of Law Fordham International Law Journal Volume 38, Issue 3 2015 Article 6 Not “Fit” for Hire: The United States and France on Weight Discrimination in Employment Michael L. Huggins∗ ∗Fordham University School of Law Copyright c 2015 by the authors. Fordham International Law Journal is produced by The Berke- ley Electronic Press (bepress). http://ir.lawnet.fordham.edu/ilj Not “Fit” for Hire: The United States and France on Weight Discrimination in Employment Michael L. Huggins Abstract Part I will examine past and present attitudes regarding obesity in US society and will discuss the employment challenges obese individuals face because of weight discrimination. Further, Part I will survey US statutory laws at the federal, state, and local levels that currently protect against particular instances of weight discrimination. In sum, this Part aims to provide the current legal and social landscape in the United States for protecting individuals against employment discrimination based on their weight. Part II will look at France’s cultural bias against obesity and its laws against physical appearance discrimination. Part II then will analyze French statutory law and legislative history. This Part will ground the discussion in cases that have arisen in French media involving physical appearance discrimination based on weight, including an investigation by France’s human rights watch institution, Le Defenseur´ des droits. Overall, this perspective on French law will form the foundation for analyzing the extent of protection that the United States may feasibly adopt to protect individuals against weight discrimination. -
Diverse Democracy Snapshot Worksheet • THIS SNAPSHOT IS a GENERAL OVERVIEW of SOCIAL IDENTITIES and FORMS of OPPRESSION in the U.S.A
Diverse Democracy Snapshot Worksheet • THIS SNAPSHOT IS A GENERAL OVERVIEW OF SOCIAL IDENTITIES AND FORMS OF OPPRESSION IN THE U.S.A. WITH CONTEMPORARY AND HISTORICAL EVIDENCE AND OBSERVATIONS. THE MANIFESTATIONS OF IDENTITIES AND SYSTEMS OF OPPRESSION AND PRIVILEGE HAVE EVOLVED OVERTIME. • SOCIAL IDENTITIES ARE INTERSECTIONAL, THUS CREATING UNIQUE EXPERIENCES PER INDIVIDUAL. • DISCRIMINATION & PREJUDICE MAY BE EXPERIENCED BY PRIVILEGED GROUPS FROM THE OPPRESSED GROUP BASED ON ENVIRONMENT AND OTHER FACTORS. HOWEVER, FORMS OF OPPRESSION IDENTIFIED BELOW ARE SYSTEMIC. • PRIVILEGED GROUPS ARE NOT ABSENT OF HARDSHIP, BUT ARE OFTEN ABSENT OF A PARTICULAR TYPE(S) OF SYSTEMIC OPPRESSION. • PRIVILEGED AND OPPRESSED GROUPS CAN WORK FOR POSITIVE SOCIAL CHANGE, TOGETHER AND SEPARATELY. COMMON FORM PRIVILEGED GROUPS OPPRESSED GROUPS UNIQUE/COMPLICATED SOCIAL IDENTITY OF OPPRESSION (DOMINANT CULTURE) (UNDERREPRESENTED SITUATIONS (INSTITUTIONAL & GROUPS) PERSONAL) AGE AGEISM AGE 25-40 AGE 41 + & --24 SOCIO-ECONOMIC CLASS CLASSISM “UPPER” “MIDDLE” & “UNDER”, “WORKING” “MIDDLE” & “MIDDLE CLASS” INVOLVES THE “RULING” CLASS; WEALTHY IN “LOWER” CLASS; THOSE WITHOUT POTENTIAL FOR SOCIAL, POLITICAL & CRITICAL FINANCES, EDUCATION, CRITICAL ACCESS TO RESOURCES, FINANCIAL CAPITAL THAT CAN BE REAL TRAINING, RESOURCES, EDUCATION, TRAINING, AND BENEFITS OR FICTITIOUS. BASED ON STIGMA & BENEFITS & OPPORTUNITIES; WITHIN THEIR DAILY NETWORKS; STEREOTYPES OF THE OTHER SOCIAL, POLITICAL, SAFETY & POOR; LACK SOCIAL, SAFETY, CATEGORIES, IT BECOMES A PLACE FOR FINANCIAL CAPITAL POLITICAL & FINANCIAL CAPITAL. MANY TO CLAIM, WHICH CAN PERPETUATE CLASSISM. NATIONAL ORIGIN XENOPHOBIA; GLOBAL U.S. BORN CITIZEN/ MOST IMMIGRANTS; NATIVE RACISM; ETHNOCENTRISM NATURALIZED CITIZEN/ AMERICANS/FIRST NATION PEOPLE; DOCUMENTED AMERICAN UNDOCUMENTED PEOPLE; REFUGEES; INTERNATIONAL PEOPLE RELIGION/SPIRITUALITY/FAITH/ RELIGIOUS BIAS; CHRISTIAN ATHEIST, AGNOSTIC, MUSLIM, EX: A PERSON RAISED IN A BI- MEANING ISLAMOPHOBIA; BUDDHIST, ISLAM, PAGAN & MANY RELIGIOUS HOUSEHOLD. -
Locked in Inequality: the Persistence of Discrimination
Michigan Journal of Race and Law Volume 9 2003 Locked in Inequality: The Persistence of Discrimination Daria Roithmayr University of Illinois College of Law Follow this and additional works at: https://repository.law.umich.edu/mjrl Part of the Comparative and Foreign Law Commons, Constitutional Law Commons, Education Law Commons, and the Law and Race Commons Recommended Citation Daria Roithmayr, Locked in Inequality: The Persistence of Discrimination, 9 MICH. J. RACE & L. 31 (2003). Available at: https://repository.law.umich.edu/mjrl/vol9/iss1/3 This Article is brought to you for free and open access by the Journals at University of Michigan Law School Scholarship Repository. It has been accepted for inclusion in Michigan Journal of Race and Law by an authorized editor of University of Michigan Law School Scholarship Repository. For more information, please contact [email protected]. LOCKED IN INEQUALITY: THE PERSISTENCE OF DISCRIMINATIONt Daria Roithmayr* In this Article, I argue that the practice of charging school fees to attend public school is an example of locked-in discrimination that persists over time, even in the absence of intentional discrimination. Exploring the lock-in model of discrimination in the unique context of South Africa, I make two central points. First, discriminatory practices often become locked into institutional structures because high switching costs-the costs of moving fiom a discriminatorypractice to an inclusive one--make it too difficult for an institution to discontinue discriminating. Even when institutional actors are filly committed to eradicating racial disparity, they may be constrainedfrom doing so by high switching costs. Second, contemporary anti- discrimination law in the U.S.