Moskva, Moscow, Russian Federation
Komarno, Slovakia
Russian Federation
The article deals with the problem of discrimination of talents in an organization from the position of reducing the potential of an organization in the competitive struggle in the market of goods and services and the labor market. In the conditions of economic instability, the leadership of various states and organizations is looking for additional opportunities to increase competitiveness. The most important of these is human potential. However, its implementation, especially among talented employees, is hampered for a number of objective and subjective reasons. Identifying the causes and identifying ways to overcome discrimination of talent is a pressing issue for both Russia and the entire world community, which was the goal of this work. Discrimination of talents is investigated for various reasons: by gender, age, national and racial characteristics, religious motives, belonging to a political party or to a social movement and other reasons. The article presents a comparative analysis of discrimination of talents of the population of the Moscow region of Russia and a number of countries of the European Union, the South Asian region, the United States based on data obtained using such methods as a questionnaire using Google Form online service, a secondary analysis of data from sociological research, focus groups, interviewing, etc. In the course of the study, it was possible to establish that there is discrimination in organizations in the Moscow region on various grounds. So says 40% of respondents. The management of organizations is doing some work, but due to insufficient training, it has not managed to achieve the elimination of talent discrimination in organizations. 76% of the respondents consider gender discrimination of talents as a fact, while women with children are worse off. Age discrimination is most acute among employees of retirement age. Their potential in the future is really considered only in 6% of cases, while young people — in 52%. Discrimination on ethnic, racial or religious grounds reaches 34%. For belonging to political parties and (or) social movement, they are constantly subjected to persecution in no more than 4% of cases. In general, the statistics obtained is correlated with foreign experience and shows that discrimination of talents is limited. However, it should be remembered that the number of talented employees is usually not large, and each of them can significantly improve the efficiency of the organization. The article suggests ways to overcome discrimination of talents. The research results can be applied in the public sector and business structures in Russia and abroad.
talent, discrimination, potential, efficiency, competitiveness
1. Abdulrahim S., James S. A, Yamout R., Baker W. (2012). Discrimination and Psychologic Distress: Does Whiteness Matter for Arab Americans? Social Scienceand Medicine, 75(12): 2116-2123.
2. Alan Robertson, Graham Abbey (2004). Managing Talented People: Getting on with - And Getting the Best from Top Talent. The Balance Club, 2004. 184 p.
3. Antropov, V.A., Akatov, N.B., Podbelsky, N.V. (2010). Foundations for special-purpose modeling in the regional systems of administrative reserve. Economy of Region. Issue 1, 2010, Pages 11-20
4. Astakhov, Y.V., Konev, I.V. (2016). Human resources capacity of municipal administration: Ways out of crisis. Social Sciences (Pakistan). Volume 11, Issue 4, 2016, Pages 535-539
5. Batteris, M., and Reuter B., 2005. Corporate diamonds: how to retain talented employees in the company. M.: GrossMedia. pp. 256.
6. Baynova, M.S., Evstratova, T.A., Petrov, A.V., Petrova, A.A. & Volchenkova, O.A. (2016). Modern Transformation of Labor Culture and Aesthetics in the Light of Sergei Bulgakov’s Religious Philosophy. The Social Sciences, 11, 1414-1421.
7. Bednova N.A. (2014). Innovative technologies in personnel management in the formation of the personnel reserve. Technology "talent management" or "talent management". // Young people in science: New arguments Collection of scientific works of the I-st International Competition. Lipetsk, 2014. pp. 35-38
8. Bondaletov A.A. (2015). Evolution of self-organization ideas, Sotsiologicheskie Issledovaniya, 3: 132-139.
9. Cheng, L., Hua, M. , Zheng, L. (2009). Success factors for third-party private logistics enterprise in the past and future. International Conference on Management of e-Commerce and e-Government, ICMeCG 2009, Article number 5279872, Pages 306-309.
10. Cohen, G.H., Sampson, L.A., Fink, D.S. Wang, J., Russell, D., Gifford, R.,Fullerton, C., Ursano, R., Galea, S. (2016), Gender, Position of Authority, and the Risk of Depression and Posttraumatic Stress Disorder among a National Sample of U.S. Reserve Component Personnel. Women's Health Issues. Volume 26, Issue 3, 1 May 2016, Pages 268-277
11. Chulanova O.L., Mokryanskaya N.A. (2017). Methodical aspects of improving the development of the personnel reserve with the use of talent management technology. // Internet Journal of Science. 2017. T. 9. № 2. P. 55.
12. Demeneva N.A. (2007). The European Community in combating discrimination on the basis of sex. Bulletin of the State University of Communications and Information Technologies. Issue 18. p.111-117.
13. Georgieva, J., Georgiev, R. La mise en valeur de i'autonomie du stagiaire au sein de i'interdependance: Comment la formation (plus particulièrement dans les «nouvelles democraties») répond-elle aux besoins liés au contexte du développement personnel Cahiers Critiques de Therapie Familiale et de Pratiques de Reseaux, Volume 41, Issue 2, 2008, Pages 131-150
14. Goldbeter, E. (2008). Formation et processus: Un voyage aller-retour entre développement professionnel et développement personnel. Cahiers Critiques de Therapie Familiale et de Pratiques de Reseaux. Volume 41, Issue 2, 2008, Pages 107-117
15. Effron, M., Orth, M. (2014) , Talent Management - a short course: Azbuka Biznesa p. 224
16. Estrada, A.X., Harbke, C.R. (2008). Gender and ethnic differences in perceptions of equal opportunity climate and job outcomes of US Army Reserve component personnel. International Journal of Intercultural Relations. Volume 32, Issue 5, September 2008, Pages 466-478
17. Ficke H. Rawung, Nikolas F. Wuryaningrat and Lenny E. Elvinita (2015), The influence of transformational and transactional leadership on knowledge sharing: an empirical study on small and medium businesses in Indonesia, Asian Academy of Management Journal, Vol. 20, No. 1, 123-145, 2015
18. Francis, V. (2017). What influences professional women’s career advancement in construction? Construction Management and Economics. Volume 35, Issue 5, 4 May 2017, Pages 254-275.
19. Frances Goldscheider, Pierre Turcotte and Alexander Kopp (2000) Determinants of women’s first union formation in the United States, Canada, and Sweden Flagship. Conference of the Family and Fertility Surveys Project, Brussels, May 29-31, 2000 http://www.unece.org/fileadmin/DAM/pau/_docs/ffs/FFS_2000_FFConf_ContriGoldsche.pdf).
20. Frolova E.V., Kabanova E.E., Medvedeva N.V. The Development of Inner Tourism: Problems and Prospects under the Modern Russian Conditions.Journal of Environmental Management and Tourism. Volume VII, Spring. 1(13): 126 - 132. DOI:https://doi.org/10.14505/jemt.v7.1(13).13.
21. Frolova, E.V., Vinichenko, M.V., Kirillov, A.V., Rogach O. V. &. Kabanova E. E. (2016). Development of Social Infrastructure in the Management Practices of Local Authorities: Trends and Factors International Journal of Environmental and Science Education. Vol 11 No 15, 7421-7430
22. Hans-Peter Blossfeld, and Johannes Huinink (1991). Human Capital Investments or Norms of Role Transition? How Women's Schooling and Career Affect the Process of Family Formation. American Journal of Sociology Volume 97 Number 1 Jul. 1991 http://www.journals.uchicago.edu/doi/abs/10.1086/229743
23. Hannah Carliner, Erin Delker, David S. Fink, Katherine M. Keyes, Deborah S. Hasin (2016) Racial discrimination, socioeconomic position, and illicit drug use among US Blacks. Social Psychiatry and Psychiatric Epidemiology April 2016, Volume 51, Issue 4, pp 551-560 https://link.springer.com/article/10.1007/s00127-016-1174-y;
24. Gerard M, Stock M.L., Roberts M.E., Gibbons F.X. O`Hara R.E., Weng C-Y, Wills T.A. (2012) Coping with racial discrimination: the role of substance use. Psychol Addict Behav 26(3):550
25. Kalimullin, A.M., Yungblud, V.T., Khodyreva, E.A. (2016) Characteristic features of innovation project management aimed at university human resource development. International Journal of Environmental and Science Education Volume 11, Issue 9, August 2016, Pages 2237-2253 http://www.ijese.net/makale/404
26. Kataeva V.I., Kaurova O.V., Koludarova S.V., Sulyagina J.O., Fomicheva T.V., Kryuko E.M. Barriers of inequality in social institutions of Russia // Biosciences Biotechnology Research Asia. Vol. 12. 2015. No. 3. P. 2813-2820.
27. Kidwell, R.E , Valentine, S.R (2009). Positive group context, work attitudes, and organizational misbehavior: The case of withholding job effort. Journal of Business Ethics Volume 86, Issue 1, April 2009, Pages 15-28
28. Kirillov Andrey V., Ushakov Denis S., Vinichenko Mikhail V., Makuchkin Sergey A., Melnichuk Alexander V. (2017). Career Opportunities for the Management’s Personnel Reserve. Eurasian Journal of Analytical Chemistry. 2017 12(5b):723-733 DOIhttps://doi.org/10.12973/ejac.2017.00205a
29. Kont, K.-R., Jantson, S. (2013). Intra-organizational careers in Estonian university libraries: A necessity and a possibility? Library Review, Volume 62, Issue 8, 2013, Pages 492-507
30. Kosic, A. (2006). Ethnic categorization of immigrants: The role of prejudice, perceived acculturation strategies and group size / A. Kosic, K. Phalet // Intern. J. of Intercultural Relations. 2006. Vol. 30, is. 6. P. 769-782.
31. Lv, N., Qiao, Y.-J., Li, S.-Q. The studying on effects of academic competitons in training outstanding engineering: Take Harbin science and techonology university for instance . 10th International Conference on Computer Science and Education, ICCSE 2015 . Fitzwilliam College, Cambridge UniversityCambridge; United Kingdom; 9 September 2015, Article number 7250377, Pages 901-904.
32. Michaels E., Handfield-Jones E., Ekselrod E. War for talents. The 2 nd. - Mann, Ivanov and Ferber, 2006.
33. Mysnik V.G., Marchelya N.V. (2014). Discrimination of hired workers in the Russian labour market. International scientific research journal. №4 (23) 2014. Part 3.P.60-61.
34. Nina van Loon, Anne Mette Kjeldsen, Lotte Bøgh Andersen, Wouter Vandenabeele, and Peter Leisink (2016). Only When the Societal Impact Potential Is High? A Panel Study of the Relationship Between Public Service Motivation and Perceived Performance. Review of Public Personnel Administration, 0734371X16639111, first published on April 6, 2016.
35. Pilnik N. B., Guschina A.A. (2014). The role of culture in the process of formation of innovative-active labour resources. International scientific research journal №4 (23) 2014. Part 3.P.14-15.
36. Pogontseva DV (2013). Ethnolukism - discrimination of ethnic groups in appearance. Bulletin of Chelyabinsk State University. 2013. No. 26 (317). Education and health. Issue. 1. P. 89-91.
37. Smilansky J. The Systematic Management of Executive Talent, Hydrogen, London, 2005
38. Schweyer, Allan (2004). Talent Management Systems: Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning.
39. Tsitskari E., Goudas M., Tsalouchou E., Michalopoulou M. (2017). Employers’ expectations of the employability skills needed in the sport and recreation environment. Journal of Hospitality, Leisure, Sport and Tourism Education Volume 20, 1 June 2017, Pages 1-9 http://www.sciencedirect.com/science/article/pii/S1473837616301009
40. Vinichenko Mikhail V., Peter Karácsony, Demcheko Tatiana S., Melnichuk Alexander V., Makuchkin Sergey A. (2017). Satisfaction of Employees of Moscow Region Organizations by Implementation of Youth Personnel Policy. Eurasian Journal of Analytical Chemistry, 2017 12(5b):697-704 DOIhttps://doi.org/10.12973/ejac.2017.00203a
41. Ushakov, D.S. (2016). Labor migration management: Factors of national efficiency and regional competitiveness (the case of Pattaya-City, Thailand). Actual Problems of Economics, 2, 305-313.
