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Managing Workplace Inequality in Mexico: An Analysis of Gender, Age, and (Dis)Ability Status

Abstract 
Purpose 
The purpose of this chapter is to analyze gaps in effectiveness of Mexico’s labor legislation, in terms of equality in employment. Early adoption of progressive legislation should enable equal access for women, elder and disabled people to workplaces. 
 
 
Design/Methodology/Approach 
This chapter is based on an extensive review and examination of secondary data reports from reliable sources, as well as an analysis of primary data drawn from job boards operating in Mexico. 
 
 
Findings 
This study reveals a large gap between the legal framework and practice on diversity management in Mexico. Notwithstanding the existing legislation in Mexico to promote equity and equality in employment, age and gender are factors of discrimination in almost 60% of job offers. This study also shows that the intersection of different forms of diversity, such as gender, age, and disability, augment discrimination at work. Our analysis suggests that older women with disabilities suffer disproportionally from discrimination compared to older men and people with disabilities in general. 
 
 
Practical Implications 
We outline practical implications for public policy and courses of action for managers interested in diversity management. Greater consideration should be given to those who face an intersection of factors related to discrimination. 
 
 
Originality/Value 
This study contributes to the literature by exploring diversity management issues at workplaces in Mexico, which is an under-researched country. Furthermore, it attempts to combine macro-institutional and meso-organizational levels focusing on three characteristics traditionally related to increased marginalization: women, elders, and persons with disabilities. The results indicate that strong legal frameworks, though necessary, are not sufficient to ensure equality. Other crucial factors such as national and organizational cultural change, trust in government and enforcement mechanisms are necessary to improve diversity management practices.