Minority status in an ethnic democracy: The status of the Arab minority in Israel

It is commonly assumed that democracy in deeply divided societies takes either a majoritarian or consociational form. While the state in both types is ethnically neutral, there are some countries that combine viable democratic institutions with institutionalized ethnic dominance. The article introduces this third, so far not recognized, general type of ‘ethnic democracy’ and demonstrates its utility for Israel in treating its Arab minority. The tensions and contradictions in Israel's dual character as a Jewish democratic state give rise to five Arab demands that the Jewish majority reject: making Israel non‐Jewish and non‐Zionist, accepting Palestinian nationalism, lifting all restrictions on Arab individual rights, granting Arabs certain national collective rights and incorporating Arabs into the national power structure. Each Arab demand is discussed in detail and the rationale for Jewish objections is spelled out. The problem can be reduced, but not resolved, by establishing a separate Palestinian state in the West Bank and Gaza Strip for the Palestinian people and by according Israeli Arabs the status of a Palestinian national minority within the Jewish state. These issues are not unique to Israel but rather common to ethnic democracies. It is concluded that the Israeli experience is becoming increasingly relevant to states which are democratizing but keeping appreciable ethnic dominance.     

State and minority in Israel: the case of ethnic state and the predicament of its minority

The connection between ethnicity and democracy has been the subject of much debate among scholars in various disciplines. This article deals with the ethnic divisions and the debate over democracy in Israel. How Israel should be defined, with regard to the democracy-ethnic affiliation nexus, has long been debated by scholars in the field. Some present Israel as a consociational democracy. Some Israeli scholars consider Israel to be a liberal democracy. Others define it as an 'ethnic democracy' that balances the ethnic and democratic components in its dealings with its Arab-Palestinian citizen. In this article I claim that Israel, like many other countries (Romania, Slovakia, Estonia, Latvia, Canada until the sixties, Malaysia) is not a democracy, if our criterion is the ethnic preference it shows for Jews. It is, instead, a textbook example of an ethnic state, applying sophisticated policies of exclusion and discrimination towards the Arab minority. In principle, it invites its Arab citizens to participate in its life; but under no circumstances does it offer them equality. It maintains Jewish superiority in all fields and grants them preference symbolically, structurally and practically.     

Inter-ethnic coexistence in Israeli plants: the job experiences and attitudes of Arab and Jewish workers

Through personal interviews, we examine the job experiences and attitudes of Arab and Jewish workers sharing the same work site in five manufacturing facilities. We find that Arabs and Jews differ in terms of demographic, job status, and job treatment factors, as well as in levels of job satisfaction. Using hierarchical multiple regression analyses, we determine that average Arab-Jewish differences in job satisfaction are not related to generic racial/ethnic differences. Rather, group disparities in job satisfaction primarily derive from differences in worker perceptions of their environment as well as in the nature of inter-ethnic work relations. Our results suggest employer efforts to establish a more supportive work environment and the promotion of positive cross-ethnic relationships at work may reduce the Arab-Jewish job satisfaction gap.     

Participation of non‐English‐speaking‐background immigrants in work‐related training

This article uses representative data on a sample of Australian workers to examine whether non‐English‐speaking‐background [NESB] immigrants are disadvantaged in terms of access to, and participation in, employment‐related training. Results from the estimation of logit models explaining participation in various types of training indicate that NESB immigrant workers have much lower probabilities of receiving training, even after holding other individual and employment characteristics constant. Further, this differential was generally found to be most pronounced for those immigrants with English‐language difficulties. Decomposition of the training differential, however, suggests that part of the explanation for the lesser incidence of training among NESB immigrants may well lie in employer‐based discrimination.     

Are the costs of employer-sponsored health insurance passed on to workers at the individual level?

Because employer-sponsored health insurance (ESI) is experience rated, employers have an incentive to try to offset its cost by paying lower wages to employees who have greater medical expenditures. The existing evidence on this topic, however, illustrates only that ESI is associated with lower wages for groups of workers who are costlier to cover. In contrast, I use the variation provided by the Affordable Care Act's employer mandate to examine if differences in medical expenditures are passed on to workers at the individual level. My estimates rely on Medical Expenditure Panel Survey data in a dose response difference-in-difference framework that examines how wages change for workers with varying medical expenditures when they must soon be offered ESI. I find that each $1 difference in medical expenditures is associated with a $0.35 to $0.51 wage offset after the employer mandate's announcement wherever ESI must soon be offered to workers. Placebo analyses, focusing on workers whose employers are not affected by the mandate, provide support for a causal interpretation. I also show that my findings are not sensitive to sample selection or data reliability issues and that they cannot be explained by the effects of the Great Recession, demographic characteristics that correlate with medical expenditures, or location- or industry-specific idiosyncratic shocks.     

Two states for three peoples: the ‘Palestinian-Israeli’ in the Future Vision Documents of the Palestinians in Israel

This article focuses on the Vision Documents of the Arab civil society organizations in Israel as an act of citizenship and an expression of the politics of contention used by the Palestinians in Israel. We argue that these documents challenge both the political inclusiveness of the identity of Israel as a ‘Jewish and democratic’ state, and the political continuity of collective identity of the Palestinian people. With these documents, the Arab civil society organizations reclaim responsibility over their political future by clinging to the Israeli citizenship framework, but at the same time attempt to change its nature from within, by re-associating the Palestinians in Israel with the core issues of the stumbling peace process, especially in regard to the ‘Right of Return’. The paper contends that for the Palestinians in Israel, the national and the civic frameworks do not circulate in separate orbits, but constitute and reframe each other.     

Arab football in Israel as an 'integrative enclave'

Over the last two decades, football (soccer) has become a major institution within the popular culture of the Arab-Palestinian citizens of Israel. The centrality of football has given different identity agents opportunities to impose different meanings on the sport, depending on the agents' definitions of collective identity. This article utilizes ethnographic observation in the football stadium and coverage by Arab and Hebrew sports media to illustrate and analyse this battle over meaning. The Hebrew sports media, the Arab sports press, and the Arab audience are three different agents that attach divergent meanings to the notable presence of Arab players in the Israeli football leagues. The article argues that the overlapping interests of the Hebrew sports media on the one hand and the Arab football fans, players, and bureaucrats on the other lead to the construction of the football sphere as an integrative enclave in the general Israeli public sphere. The article considers the relevance of Gramsci's theory of hegemony to explain the production of the integrative meaning of football, and it suggests integrating this explanation with other recent theories regarding the tensions between different discourses of citizenship.     

The good Arab: conditional inclusion and settler colonial citizenship among Palestinian citizens of Israel in Jewish Tel Aviv

Dominant majorities often use idealized categories to validate the ‘goodness’ and deservingness of minority citizens. For Palestinian citizens of Israel, this category is the ‘good Arab’. Since its origins in early Jewish settlement of Palestine, it has become a powerful and controversial metaphor in Israeli public discourse. As an experienced condition of limited inclusion, the ‘good Arab’ exemplifies the Palestinian dilemma of accessing socioeconomic opportunities in Jewish Israeli spaces that stigmatize and fend off their ethnonational identity. Combining a historical genealogy of the ‘good Arab’ with ethnographic research among Palestinians in Tel Aviv, this article shows how a historically evolved logic of settler colonial control and indigenous erasure continues to define liberal frameworks of conditional citizenship and inclusion. Theorized through the emerging concept of conditional inclusion, these insights open up new avenues for analysis and comparison in anthropological debates surrounding indigenous struggles, settler colonialism, urban inclusion, and citizenship.     

Culture at work: Polish migrants in the ethnic division of labour on Norwegian construction sites

Following large-scale labour migration from Poland to the Norwegian construction sector since 2004, new ethnic divisions of labour have been established between the usually native core workforces of construction firms, and Polish migrant workers hired through temporary subcontracting and staffing agencies. Survey data suggest that there is very little mobility between these segments of the labour market. The establishment and reproduction of this ethnic division of labour is analysed through qualitative interviews with Norwegian employers and Polish migrant workers. Polish migrants and their particular ‘work culture’ are perceived by Norwegian employers as well-suited for work in the firms’ temporary external workforces but unfit for permanent positions unless they assimilate to a ‘Norwegian work culture’. These stereotyped employment practices are reinforced by the migrants’ own tactical use of the cultural capital available to them when negotiating the conflicting expectations in different job segments.     

Influence of maternal characteristics and oceanographic conditions on survival and recruitment probabilities of Weddell seals

For long‐lived animals, maternal age and breeding experience can vary widely and affect offspring survival and recruitment probabilities. In addition, these vital rates may be influenced by annual variation in environmental conditions. We evaluated various hypotheses regarding how offspring survival and recruitment probabilities vary as functions of maternal characteristics and oceanographic conditions, using 25 years of data from a study of individually‐marked Weddell seals in Erebus Bay, Antarctica. We predicted that survival and recruitment would be positively related to maternal age and experience up to some threshold value and considered three hypothesized shapes for the relationship beyond the threshold age (steadily increasing, pseudo‐threshold, or decreasing). We predicted an inverse relationship between maternal age at first reproduction and offspring survival and recruitment probabilities. We predicted that sea‐ice extent, which positively influences primary productivity, would be positively related to annual recruitment probabilities. Results revealed contrasting influences of maternal age on probabilities of survival and recruitment of young. Survival rate was best modeled by a pseudo‐threshold relationship with maternal age, e.g. in 1999, survival rate was estimated as 0.61, 0.69 and 0.72, respectively, for seals born to 6‐, 14‐ and 22‐yr‐old mothers. In contrast, estimated recruitment probability was highest for seals born to young mothers, e.g. recruitment probability for a 7‐yr‐old who had not yet had a pup was estimated as 0.51 vs 0.30, respectively, if she was born to a 6‐ versus a 14‐yr‐old mother. The combined results for offspring survival and recruitment suggest countervailing selection where genotypes favored for reproductive success are generally selected against as juveniles, resulting in high recruitment probabilities for individuals that had low juvenile survival rates. Finally, we found support for our prediction that oceanographic conditions affected annual recruitment rates, but not survival rates. Specifically, annual recruitment probability was positively related to the sea‐ice extent in September of the previous year.     

Renal cell cancer in Israel: Sex and ethnic differences in incidence and mortality, 1980–2004

Background: The causes of renal cell cancer (RCC) remain largely unexplained. While the incidence is generally higher in men than in women, little has been reported on ethnic differences. We examine trends in RCC incidence and mortality rates among Israeli Arab and Jewish populations and compared with the rates in other countries. Methods: Age-adjusted RCC incidence and mortality rates in Israel, during 1980–2004, were calculated by sex and population group, using the National Cancer Registry. They were compared with the United States based on the Surveillance Epidemiology and End Results [SEER] program and the IARC database for international comparisons. Results: While RCC incidence rates in Israel are similar to the United States and the European average, the rates are significantly higher among Israeli Jews than Arabs. Men are affected more than women. Incidence rates over the last 24 years have increased among all men and Jewish women, but not among Arab women. Among men, the incidence rate ratio for Jews to Arabs declined from 3.96 in 1980–1982 to 2.34 in 2001–2004, whereas for women there was no change. The mortality rates were higher among Jews than Arab and among men than women. There were no significant change in the mortality rates and rate ratios. Conclusions: Our findings demonstrate marked ethnic differences in RCC in Israel. The lower incidence among Arabs stands in contrast to the higher prevalence of potential risk factors for RCC in this population group. Genetic factors, diet and other lifestyle factors could play protective roles.     

The origin of sickle cell alleles in Israel

Summary Molecular genetic studies were undertaken to determine the source of chromosomes carrying the sickle cell allele in Israeli patients. Analysis of restriction fragment length polymorphism (RFLP) patterns (haplotypes) along the -globin gene cluster was performed on 31 sickle chromosomes obtained from 10 unrelated families living in Israel. One is a Caucasian Jewish family, recently found to be carrying the sickle allele, and the other 9 are Arab families of various communities. The Jewish family, previously noted not to carry African red blood cell markers, was discovered to have the most common African haplotype of the -globin gene cluster, Benin. Similarly, 8 of the Arab families were also found to carry the Benin haplotype, whereas the ninth has the CAR (Central African Republic or Bantu) haplotype. The results suggest that sickle alleles in Israel originated in Africa, probably in two different regions, and migrated north into Arab and Jewish populations.     

The Costs and Benefits of Employing an Adult with Autism Spectrum Disorder: A Systematic Review

Background

Despite an ambition from adults with Autism Spectrum Disorder (ASD) to be employed, there are limited opportunities for competitive employment for this group. Employment is not only an entitlement enjoyed by others in society, but employing adults with ASD also has economic benefits by decreasing lost productivity and resource costs for this group. Few studies have explored the cost-benefit ratio for employing adults with ASD and even fewer have taken the viewpoint of the employer, particularly applying this situation to ASD. Until such study occurs, employers may continue to be reluctant to employ adults from this group.

Objective

This review aimed to examine the costs, benefits and the cost-benefit ratio of employing adults with ASD, from a societal perspective and from the perspective of employers.

Methods

Eight databases were searched for scientific studies within defined inclusion criteria. These databases included CINAHL Plus, Cochrane Library, Emerald, Ovid Medline, ProQuest, PsycINFO, Scopus and Web of Science.

Results and Conclusion

Enhancing the opportunities for adults with ASD to join the workforce is beneficial from a societal perspective, not only from an inclusiveness viewpoint, but also from a strict economic standpoint. Providing supported employment services for adults with ASD does not only cut the cost compared with providing standard care, it also results in better outcomes for adults with ASD. Despite the fact that ASD was the most expensive group to provide vocational rehabilitation services for, adults with ASD have a strong chance of becoming employed once appropriate measures are in place. Hence, rehabilitation services could be considered as a worthwhile investment. The current systematic review uncovered the fact that very few studies have examined the benefits, the costs and the cost-benefit ratio of employing an adult with ASD from the perspective of employers indicating a need for this topic to be further explored.     

A note on the effect of variation of lactation length on the efficiency of tropical cattle selection for milk yield

Summary The effects of procedures generally used to reduce variation of lactation length on the efficiency of selection for milk yield are examined applying existing theory to a set of average literature estimates of heritabilities and correlations between lactation yield and length. Adjustment of milk yield for lactation length should be expected to remove more genetic than phenotypic variation, thus reducing selection efficiency in relation to unadjusted yield. Selecting individuals on an optimum index of lactation yield and length would be more efficient for improving yield than selecting on yield alone, while both criteria would have practically the same efficiency for selection on progeny test. This result could be applied to reduce milk recording frequency without losing selection accuracy. Culling on lactation length before selecting on yield would have little effect on individual selection efficiency. However, excluding short lactation records should be expected to reduce both selection accuracy of the progeny test and genetic variation in yield.     

The white coat trap: pharmacy as an ethnic-dominated occupation in Israel

Health professions are perceived by the Arab minority in Israel as a desired path of education and employment. Arabs in Israel are thus highly represented in these professions, especially pharmacy. This study analyses the unique ethnic and gender composition of pharmacists in Israel and explores their career experiences and perceptions. Both quantitative and qualitative methodologies are employed. The findings reflect dual marginality in the pharmacy profession in Israel, that is currently both female and ethnic-dominated. This situation is described in the Arab pharmacists’ stories, that delineate the disparity between their aspirations when starting their careers and their hardships after working for several years as pharmacists. Arabs in Israel face unique difficulties in the labour market. Many choose the health professions, including pharmacy, as a path of mobility. Pharmacy, however, is perceived as a niche (ethnic and female-dominated) profession in Israel. Hence, its practitioners suffer from devaluation in wage and prestige.     

Arab sounds in a contested space: life quality,cultural hierarchies and national silencing

Sounds and sonic norms and regimes characterize both spaces/territories and individual bodies. This article explores the meanings of and reactions to Arab sounds in Israel – political struggles over muezzins, stereotypical representations of Israeli Palestinians as loud, and so on – in order to offer general insights into the role of the sonic (both actual sounds and their discursive representations) in the new ‘cultural’ racism, in the everyday ethnicized experience of one's body, and in shaping relations between ethnic and national groups.     

Speaking the conflict,or how the Druze became bilingual: a study of Druze translators in the Israeli military courts in the West Bank and Gaza

The Druze community occupies a distinctive niche in the broader context of Israel/Palestine, one which is located in the interstices of various socio-political cross-currents, notably Jewish/Arab and Israeli/Palestinian. Druze Israeli identity is built around a politics of difference and separation from all other population groups residing in this area, yet it is an ambivalent and contradictory designation. This article focuses on those Druze who, through their service in the army, have been used as translators in the military courts in the occupied territories. The preference of Druze for this role relates to the fact that they have both bilingual skills (Hebrew and Arabic) and a socio-political status as 'non-Arab Arabs'. Following a general discussion of the politicization of Druze identity, I analyse the state's uses of Druze bilingualism for the purposes of maintaining and legitimizing the occupation, and the effects that fulfilling such a role have had on those who have functioned in this capacity.     

Influence of Flexibility and Variability of Working Hours on Health and Well‐Being

Flexible working hours can have several meanings and can be arranged in a number of ways to suit the worker and/or employer. Two aspects of “flexible” arrangement of working hours were considered: one more subjected to company control and decision (variability) and one more connected to individual discretion and autonomy (flexibility). The aim of the study was to analyze these two dimensions in relation to health and well‐being, taking into consideration the interaction with some relevant background variables related to demographics plus working and social conditions. The dataset of the Third European Survey on working conditions, conducted in 2000 and involving 21,505 workers, was used. Nineteen health disorders and four psycho‐social conditions were tested by means of multiple logistic regression analysis, in which mutually adjusted odds ratios were calculated for age, gender, marital status, number of children, occupation, mode of employment, shift work, night work, time pressure, mental and physical workload, job satisfaction, and participation in work organization. The flexibility and variability of working hours appeared inversely related to health and psycho‐social well‐being: the most favorable effects were associated with higher flexibility and lower variability. The analysis of the interactions with the twelve intervening variables showed that physical work, age, and flexibility are the three most important factors affecting health and well‐being. Flexibility resulted as the most important factor to influence work satisfaction; the second to affect family and social commitment and the ability to do the same job when 60 years old, as well as trauma, overall fatigue, irritability, and headache; and the third to influence heart disease, stomachache, anxiety, injury, and the feeling that health being at risk because of work. Variability was the third most important factor influencing family and social commitments. Moreover, shift and night work confirmed to have a significant influence on sleep, digestive and cardiovascular troubles, as well and health and safety at work. Time pressure also showed a relevant influence, both on individual stress and social life. Therefore, suitable arrangements of flexible working time, aimed at supporting workers' coping strategies, appear to have a clear beneficial effect on worker health and well‐being, with positive consequences also at the company and social level, as evidenced by the higher “feeling to be able to work until 60 years of age”.     

Ethnicity- and Sex-Based Discrimination and the Maintenance of Self-Esteem

The psychological underpinnings of labor market discrimination were investigated by having participants from Israel, the West Bank and Germany (N = 205) act as employers in a stylized employment task in which they ranked, set wages, and imposed a minimum effort level on applicants. State self-esteem was measured before and after the employment task, in which applicant ethnicity and sex were salient. The applicants were real people and all behavior was monetarily incentivized. Supporting the full self-esteem hypothesis of the social identity approach, low self-esteem in women was associated with assigning higher wages to women than to men, and such behavior was related to the maintenance of self-esteem. The narrower hypothesis that successful intergroup discrimination serves to protect self-esteem received broader support. Across all participants, both ethnicity- and sex-based discrimination of out-groups were associated with the maintenance of self-esteem, with the former showing a stronger association than the latter.