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Labour Discrimination a Symptom of HIV Experimental Evaluation: The Greek Case
Labour Discrimination a Symptom of HIV Experimental Evaluation: The Greek Case
Nick Drydakis: Department of Economics - University of Crete,
Greece No 808, Working Papers from University of Crete, Department of Economics
Abstract: In the spirit of the International Labour Organisation Code (2001) of decent work and respect for the human rights and dignity of persons infected or affected by HIV/AIDS, there should be no discrimination against applicants for work on the basis of real or perceived HIV status. Whilst, the successful implementation of an HIV/AIDS policy requires cooperation and trust between firms and employees, with the active involvement of workers infected and affected by HIV/AIDS (ILO [2007]).
In the current study having considered the fundamental points the first ever correspondence testing was conducted in order to test whether job applicants living with HIV (still) face prejudices in the crucial stage of the selection process in Greece. Resumes differed only in applicants' health status were faxed to advertised job openings. We suggest that a HIV-positive applicant may want to identify whether firms are prone to provide any reasonable adjustments for the recruitment and interview process.
Definitely, the outcomes must imply that employers use health condition as a factor when reviewing resumes, which matches the legal definition of discrimination. The rate of net discrimination against male (female) HIV positives is found to be between 82.6% and 97.8% (81.6%-98.8%) among sectors. Whilst, the degree of discrimination is randomly assigned across occupations disrelated to education level and job status.
The current study initiates a key methodology which can drive world-wide researchers to conduct relevant surveys. As efforts grow up to address HIV discrimination, so does the need for a set of standard tested and validated discrimination indicators. Measurements and discrimination trends are a key tool for identifying effective anti-stigma programming.
In the current study having considered the fundamental points the first ever correspondence testing was conducted in order to test whether job applicants living with HIV (still) face prejudices in the crucial stage of the selection process in Greece. Resumes differed only in applicants' health status were faxed to advertised job openings. We suggest that a HIV-positive applicant may want to identify whether firms are prone to provide any reasonable adjustments for the recruitment and interview process.
Definitely, the outcomes must imply that employers use health condition as a factor when reviewing resumes, which matches the legal definition of discrimination. The rate of net discrimination against male (female) HIV positives is found to be between 82.6% and 97.8% (81.6%-98.8%) among sectors. Whilst, the degree of discrimination is randomly assigned across occupations disrelated to education level and job status.
The current study initiates a key methodology which can drive world-wide researchers to conduct relevant surveys. As efforts grow up to address HIV discrimination, so does the need for a set of standard tested and validated discrimination indicators. Measurements and discrimination trends are a key tool for identifying effective anti-stigma programming.
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Διαβάστε ολόκληρη την εργασία του Ν. Δρυδάκη πιέζοντας εδώ:
http://www.soc.uoc.gr/econ/wpa/docs/HIV_TEST.pdf First version (application/pdf)
3 σχόλια:
Labour Discrimination a Symptom of HIV
Summary from The Communication Initiative
"The current study initiates a key methodology which can drive world-wide researchers to conduct relevant surveys. As efforts grow...to address HIV discrimination, so does the need for a set of standard tested and validated discrimination indicators. Measurements and discrimination trends are a key tool for identifying effective anti-stigma programming."
This 29-page document details a methodology, developed in Greece by Dr Drydakis, that is designed to assist researchers, worldwide, to conduct surveys in tune with the spirit of the International Labour Organisation Code (2001). This code, meant to secure decent work and respect for the human rights and dignity of persons infected or affected by HIV/AIDS, holds that there should be no discrimination against applicants for work on the basis of real or perceived HIV status. It outlines 10 key principles intended to guide governments and employees' and employers' organisations in member states on policy and practice in specific areas, including the adoption of legislation to cover HIV/AIDS in the workplace.
In this context, a study drawing upon "correspondence testing" was conducted in order to test whether job applicants living with HIV face prejudices in the crucial stage of the selection process in Greece. Resumes that, according to researchers, differed only in applicants' health status, were faxed to personnel advertising job openings. The study led to the conclusion that "employers use health condition as a factor when reviewing resumes, which matches the legal definition of discrimination." The rate of net discrimination against men who are HIV-positive was found to be between 82.6% and 97.8%; that rate ranged from 81.6% to 98.8% among HIV-positive women."
The probability of receiving a job interview is estimated as what is called here a "Probit model"; this approach is detailed beginning on page 10 of the document. In short, the author's message is that such tests "can both enhance our ability to measure discrimination and increase the effectiveness of civil rights law and enforcement designed to counteract it. The link between d]iscrimination tests...[and] public policy is especially close. Because of this, strong documentation of discrimination such as that presented can influence the terms of the debate over strengthening equal opportunity legislation."
αν θες να δεις την ομοφοβία στο διαδύκτιο απλά ρίξε μια ματιά εδώ:
http://manolisvardis.wordpress.com/2008/07/11/koiey-0364/#comment-11374
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