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It has been known, for at least 80 years, that micro‐organisms existed which have the capability of attacking aliphatic and aromatic hydro‐carbon materials; it has only been in the last decade that any attempt has been made to exploit the practical implications of the earlier work. Now that the attention of the metal‐working industries has been drawn to the economic and hygienic consequences of bacterial and fungal infections, the subject is beginning to attract the attention that it deserves.

THE PURPOSE of the following report is to describe a trial set up to test the practicability of extending the effective working life of a cutting emulsion and to investigate the nature of the problems associated with biochemical breakdown. The trial covered a period of more than two years, with a break of two months in the middle, when the treatment was withdrawn to assess the validity of the results of the initial period. It is hoped that the success of this work will be of interest and value to others working in this field.

Even more than 50 years after the Civil Rights Act of 1964 prohibited discrimination toward a number of groups in employment settings in the United States, workplace discrimination remains a persistent problem in organizations. This chapter provides a comprehensive review and analysis of contemporary theory and evidence on the nature, causes, and consequences of discrimination before synthesizing potential methods for its reduction. We note the strengths and weaknesses of this scholarship and highlight meaningful future directions. In so doing, we hope to both inform and inspire organizational and scholarly efforts to understand and eliminate workplace discrimination.

A comparison of distributive justice strategies was made between a collectivistic culture, i.e., Mexico, and an individualistic culture, i.e., the United States. This study is the first to include the effect of ingroup/outgroup on the distribution strategies as Fischer and Smith (2003) called for in their extensive meta‐analysis of the topic. Distributive justice was operationalized as the monetary rewards given by Northern Mexicans and Americans in sixteen different allocation vignettes. The results showed that the two groups were significantly different in only one of the allocation vignettes. These results indicate a convergence between the cultures of the northern maquiladora region of Mexico and of the United States. Northern Mexicans and Americans were not significantly different in their distributive justice strategies.

Although statistical evidence clearly demonstrates discrimination against foreign‐accented individuals in the workplace, surprisingly little research attention has been paid to how such individuals are evaluated when they apply for jobs. Thus, the aim of this paper is to examine the effects of applicant accent on access‐related employment decisions across four jobs that differed on job status and communication demands.

The study used a 3 (applicant accent: Standard American English, French, and Japanese) × 2 (job status: low vs high)×2 (communication demands: low vs high) mixed‐factorial design, and data from 286 college students at two different locations.

Results show that in comparison with French‐accented applicants, Japanese‐accented applicants fared worse on employment‐related decisions, especially for jobs that had high communication demands, even after controlling for applicant understandability and location. French‐accented applicants were viewed as favorably as, or more favorably than, Standard American English‐accented applicants.

Applicant accent was confounded with applicant names. Thus, it is not known whether the obtained results are due to applicant accent, names, or both.

It was found that organizations could do one of the following: use structured interviews; train interviewers on potential biases against foreign‐accented applicants; and provide more individuating information to reduce the effects of accent‐based stereotypes on employment‐related decisions.

The paper considers the communication demands of jobs and job status as influences on the evaluation of foreign‐accented applicants.

Although employee race has been an actively investigated area of scientific inquiry for decades, a thorough and informed understanding of the role of race in the organizational sciences has eluded us for a number of reasons. The relationship of race and stress in organizations is a prime example of this neglect and deficiency in our knowledge base, as little work has been done in this area. We attempt to address this limitation in the literature by proposing an inductively derived, review-centric framework that attempts to articulate the multiple intermediate linkages that explain the process dynamics taking place in the relationship between employee race and health and well-being in organizations. We argue that socialization processes, social networks, information and resource access, and mentoring contribute to distance and differences between racial minorities and nonminorities concerning control, reputation, performance, and political understanding and skill, which in turn, creates barriers to success, and increased stress and strain for racial minorities. The implications of this framework along with directions for future theory and research are discussed in this chapter.

In this chapter, we seek to bring greater attention to language-based stigma at work and how it affects employees speaking English as their second language. We integrate research findings across multiple disciplines, including management, psychology, linguistics, education, and business ethics, identifying three major themes and knowledge gaps in this research domain. Based on the multidisciplinary knowledge integration, we suggest six promising future directions for organizational and business ethics scholars to pursue. We call for more empirical research focusing on how language-based stigma may harm nonnative English speakers (NNESs) with and without actual mistreatment or discrimination at work and how organizations may intervene to support NNESs. We hope our chapter will spark conducive conversations about mitigating language-based stigma in the workplace.

Despite the fact that Hispanics are the largest and fastest growing segment of the population and that 44 percent of Hispanics of 18 years of age and older speak English less than very well, research examining the impact of Spanish‐accented English on employment‐related decisions has been scarce. Therefore, the present study aimed to examine the effects of the accent (standard American English and Mexican Spanish) of a hypothetical job applicant on employment‐related judgments and hiring decisions.

Participants made employment‐related decisions (i.e. job suitability ratings, likelihood of a promotion, and hiring decision) and judgments of personal attributes (i.e. perceived competence and warmth) of a hypothetical applicant for an entry‐level software engineering job. The accent of the applicant was manipulated using the matched‐guise technique.

Results showed that compared to an applicant with a standard American‐English accent, one with a Mexican‐Spanish accent was at a disadvantage when applying for the software engineering job. The Mexican‐Spanish‐accented applicant was rated as less suitable for the job and viewed as less likely to be promoted to a managerial position. In addition, fewer participants decided to hire the Mexican‐Spanish‐accented applicant than the standard American English‐accented applicant.

Given the negative evaluations of the Mexican‐Spanish‐accented applicant, recruiters and interviewers should be selected who do not view foreign accents negatively. Furthermore, organizations should make a conscious effort to regard foreign accents as assets to their businesses.

This research contributes to our understanding of how foreign accents influence decisions that have important economic consequences for individuals.

Circular 547. Ministry of Health, Whitehall, S.W. 1. 29th December, 1924. Sir, I am directed by the Minister of Health to forward for the information of the Authority a copy of the Public Health (Meat) Regulations, 1924, which are based on the recommendations of the Departmental Committee on Meat Inspection to which reference was made in Circular 282 and are designed to secure more adequate inspection of animals slaughtered in this country and improvements in the handling, transport, and distribution of meat.