Praeger Handbook on Understanding and Preventing Workplace Discrimination
by Michele A. Paludi, Carmen A. Paludi, Jr., and Eros R. DeSouza, Editors
November 2010, 571pp, 6 1/8x9 1/4
2 volumes, Praeger

Hardcover: 978-0-313-37974-1
$110, £85, 96€, A151
eBook Available: 978-0-313-37975-8
Please contact your preferred eBook vendor for pricing.

Equal Employment Opportunity Commission statistics for 2008 reported 24,582 complaints of age discrimination, 19,453 complaints of disability discrimination, and 33,937 complaints of race/color discrimination. Employers have a legal responsibility to exercise “reasonable care” to prevent hostile work environments. How can they put that into practice—protecting their employees and themselves?

This comprehensive, two-volume handbook compiles the current case law, management practices, and social science research on workplace discrimination, including federal- and state-protected categories.

Despite guidelines for investigating complaints of discrimination and establishing preventative measures, statistics indicate that employers may not be properly implementing antidiscrimination laws in their organizations. The Praeger Handbook on Understanding and Preventing Workplace Discrimination was written to provide companies with the necessary toolkits to prevent all types of discrimination in the workplace—and to deal with them if and when they occur.

This two-volume handbook offers employers a comprehensive approach to understanding, preventing, and dealing with hostile work environments through an integrated model that encompasses legal responsibilities, management theories and practice, and social science research. Volume one provides an overview of workplace discrimination through an examination of federally protected categories, such as age, disability, equal compensation, national origin, pregnancy, race/color, religion, sex, and sexual harassment. Volume two offers strategies related to “reasonable care” in terms of preventing workplace discrimination through policies, procedures, and training programs.

Features

  • A chapter is included on each type of workplace discrimination per the Equal Employment Opportunity Commission, including sex discrimination, race/color discrimination, and equal compensation discrimination
  • Contributions from distinguished attorneys, management consultants, scholars, and academicians working in the area of workplace discrimination
  • An overview of the chronology of case law in each type of workplace discrimination
  • A bibliography accompanying each chapter with additional references provided in appendices
Michele A. Paludi is president of human resources management solutions and coordinator of the human resource management and management and leadership certificate programs at Union Graduate College, Schenectady, NY.

Carmen A. Paludi, Jr., is an expert in risk management. He has held positions as senior principle engineer, member of the technical staff, and senior scientific advisor for the United States Air Force, Sanders Associates, The MITRE Corporation, Titan Corporation, and L-3 Communications, Inc.

Eros R. DeSouza is professor of psychology at Illinois State University, Normal, IL. He has carried out qualitative and quantitative research on sexuality and gender issues, including sexual orientation and sexual harassment, from a cross-cultural perspective.

Reviews

Unlike many works that focus on a particular type of workplace discrimination such as gender or race, this two-volume set is comprehensive in covering all types of discrimination that may occur in the work setting. . . . Recommended"—Choice, May 1, 2011

"In sum, the Praeger Handbook on Understanding and Preventing Workplace Discrimination provides practical information, guidelines, and some relevant psychological research on a variety of areas of workplace discrimination. It includes some fairly novel chapters on topics relative to other books of this sort (e.g., regarding GINA, Retaliation, ENDA). Although primarily intended for an audience of practitioners, it is also recommended for those conducting research in the area of workplace discrimination."—PsycCRITIQUES, February 22, 2012
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