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TARGETS

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What Makes People Targets: A Multi-Actor Study of How Ethnic Discrimination is P...

What Makes People Targets: A Multi-Actor Study of How Ethnic Discrimination is Perceived, Tackled and Avoided Despite progressive anti-discrimination legislation and the popularity of diversity policies touted as the key to a culturally diverse workplace, discrimination of ethnic minorities in the labor market is remarkably persistent and... ver más

31/08/2027

1M€

Presupuesto del proyecto: 1M€

Líder del proyecto

UNIVERSITEIT UTRECHT No se ha especificado una descripción o un objeto social para esta compañía.

TRL 4-5

Fecha límite participación Sin fecha límite de participación.

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Financiación concedida El organismo HORIZON EUROPE notifico la concesión del proyecto el día 2022-05-11

ERC-2021-STG: ERC STARTING GRANTS Scope:Objectives

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2 Participantes

1.50M€ | Lider

BIBLIOTECA NAZIONALE CENTRAL...

1.18M€ | Participante

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Duración del proyecto: 63 meses Fecha Inicio: 2022-05-11
Fecha Fin: 2027-08-31

Líder del proyecto

UNIVERSITEIT UTRECHT No se ha especificado una descripción o un objeto social para esta compañía.

TRL 4-5

Presupuesto del proyecto 1M€

Fecha límite de participación Sin fecha límite de participación.

Descripción del proyecto Despite progressive anti-discrimination legislation and the popularity of diversity policies touted as the key to a culturally diverse workplace, discrimination of ethnic minorities in the labor market is remarkably persistent and pervasive. TARGETS integrates literature from sociology, social psychology, organization and sociolegal studies into a novel multi-actor and dynamic theoretical framework to examine what makes people targets of ethnic discrimination. Both conceptually and empirically, the key contribution of our approach is that we define and operationalize discrimination claims as, inherently, relational. We test the core proposition that relational claims-making is the key mechanism through which discrimination is perceived, legitimated or contested by multiple actors. We develop and test this theory at two levels of analysis. At the macro level, we map how structures and practices, such as anti-discrimination laws and diversity management policies, can confer or deny legitimacy to discrimination claims, in the workplace and courtroom. These structures may create an 'illusion of fairness' that reproduce durable inequalities in the distribution of organizational resources, such as access to jobs and career opportunities. We then zoom in on the micro-foundations of the claims-making process, focusing on its relational and dynamic nature, respectively. First, using an innovative research design, we pioneer the use of linked, multi-actor factorial survey experiments to capture the discrimination attributions made by multiple actors (targets, perpetrators, allies and bystanders), simultaneously. Second, we collect real-time longitudinal data on the job search strategies that ethnic minorities adopt to avoid becoming targets. Our dynamic approach improves on existing accounts that all too often treat them as passive labor market agents, and contributes to theory development on how supply-side behavior can counteract labor market inequalities.

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