Methodology

Sample and Procedures

The research type is quantitative and qualitative in nature. The empirical data has been
obtained from employees working in restaurants. Sample of this study has been taken from
ten restaurants Usmania, Lyallpur Gymkhana, Serena, Al-Aziz, The Feast, Tabbaq, Hazara
hotel, Al-Nakhal, Chenab and Lasania hotel and restaurant. Employees of both high class and
middle class restaurants have participated in this study. Total 170 Questionnaire have been
floated to the respondents. 8% were self administrated and remaining solved from employees
personally. Total 157 received back, so the respondent rate is 92%. 7 were out liars. The
actual numbers of respondent are 150. The method of convenient sampling procedure has
been used to ensure an adequate representation of respondents from all higher and lower
groups and levels. The respondent has been classified into seven categories in context to their
age group: (a) 16-25 (b) 26-30 (c) 31-35 (d) 36-40 (e) 41-45 (f) 46-50
(g) 50 and above.
Control variables are Age, Gender, Religion, and Experience, Years of education, Martial
Status and number of family members. Questionnaire is self made and it consist of two pages
in length, contained seven sections assessing Unconscious-bias, Hiring practices, Gender
disparity, Immigrant workers, Job satisfaction, Rewards and Racial prejudice. The reliability
and validity of the tool were tested through pilot testing and then the questionnaire was used
for actual data collection. After data collection the analysis done through SPSS (Statistical
Package for the Social Sciences) were tabulated and the binary logistic regression, descriptive
and correlation statistical analyses were performed. In analysis, the issue of missing data was
handled by eliminating all respondents with any missing items. The (45%) respondents are
belong to 16-25 and (21%) respondents are belong to 26-30 and (12%) respondents are
belong to 31-35 and (11%) respondents are belong to 36-40 and again (11%) respondents

15

are belong to 41-45 age group. The majorities are males (82%), and (18%) are female
employees working in different restaurants and all are from minorities including the religion
Islam. From which (69%) are married and (31%) are unmarried. The family members above
5 are (55%) and below and between 3-5 are (45%).
Employees with over all qualification, (78%) are studied less than and equal to matriculation
and most of them are students and (15%) are studied till then intermediate and only
(7%) are graduate. Average number of years experience is 6 years, with maximum reported
experience 30 and minimum 0. However demographic control variables show that
participants belong to different age groups, genders, religion, martial status, family members,
education and years of experience.
Measurement
All the scales used to measure the constructs in this study were derived from instruments
designed for previous studies in which their reliability and validity were checked and
reported. In the present study, each item in the scale for each construct has been assessed to
determine if it is appropriate for use among minority employees of restaurants. First, after
selecting the appropriate items and changing if it is needed, a pilot study has been conducted
to access reliability and validity of construct although it is already done by previous
researches. It yields the average reliability coefficient cronbach alpha 0.745. Then the final
questionnaire has been distributed among selected sample. The scale has overall cronbach
reliability coefficient of all I.V is 0.69.
Unconscious bias
The questionnaire is self made and a five-point likert scale from 1 = strongly disagree to 5
= strongly agree has been used to measure all items. The scale has reliability by Cronbach's
alpha which yielded of 0.64.

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Hiring practices
The questionnaire is self made and a five-point likert scale from 1 = strongly disagree to 5
= strongly agree has been used to measure all items. The scale has reliability by Cronbach's
alpha which yielded of 0.61.
Gender disparity
The questionnaire is self made and a five-point likert scale from 1 = strongly disagree to 5
= strongly agree has been used to measure all items. The scale has reliability by Cronbach's
alpha which yielded of 0.80.
Immigrant worker
The questionnaire is self made and a five-point likert scale from 1 = strongly disagree to 5
= strongly agree has been used to measure all items. The scale has reliability by Cronbach's
alpha which yielded of 0.61.
Job satisfaction
Satisfaction is defined as the worker's affective response to the total work situation. This
scale was constructed from three commonly used global items. This scale was used and tested
by (Clifford, 1985). This study used a five point Likert-scale format to measure the job
satisfaction. Degree of agreement varies from 1-5 representing 1 for strongly disagree to 5 for
strongly agree and accordingly in between. Clifford (1985) reported reliability by Cronbach's
alpha which yielded of 0.772.
Rewards
Rewards associated with the work context were included in the analysis. The items used to
measure these factors were draw n from several widely used scales reported in Robinson et al
(1969) and Clifford (1985). The items of these scales were modified accordingly to present
stage, due to our societal changes. Clifford (1985) recorded reliability by Cronbach's alpha
which yielded reliability coefficients of 0.822 and 0.821 for the two scales respectively

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organizational rewards and social rewards. Degree of agreement varies from 1-5, representing
1 for strongly disagree to 5 for strongly agree and accordingly in between.
Racial prejudice
The questionnaire is self made and a five-point likert scale from 1 = strongly disagree to 5
= strongly agree has been used to measure all items. The scale has reliability by Cronbach's
alpha which yielded of 0.61.
Statistical methods
Following appropriate statistical tools was used for data analysis
Pearson correlation
According to the requirements of the theoretical model (fig.1), the test of measuring the
association of variables is Pearson correlation, because it tests the interdependency of the
variables discussed in the model.
Regression Analysis
To measure the relative strength of I.Vs on D.V and significance of the model the binary
logistic regression is used because there are more than one independent variable exist in the
model.
Results
The results are discussed in the following section.
Correlations (Table-1)
Ub

hp

Gd

Iw

1
ub
-.049
1
hp
**
**
.258
-.335
1
Gd
**
-.018
.361
-.150
1
Iw
*
**
-.205
.117
-.123
.242
js
*
.010
-.144
.181
-.101
R
**
**
-.028
.495
-.226
.218**
Rp
N=150
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).

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js

Rp

1
**

.368
.083

1
.014

The Pearson correlation matrix shows that hiring practices are negative and not correlated
with unconscious bias (-0.049).

Hiring practices are negatively correlated with gender

disparity (-0.335**, P<0.01). Unconscious bias is positive and significantly related with
Gender disparity (0.258**, p<0.01). Gender disparity is negative and not correlated with
Immigrant worker (-0.150). Hiring practice is positive and significantly related with
Immigrant worker (0.361**, p<0.001). Unconscious bias is negative and not correlated with
immigrant worker (-0.018). Immigrant workers are positive and significantly related with job
satisfaction (0.242**. p<0.001). Gender disparity is negative and not correlated with job
satisfaction (-0.123). Hiring practices is not predicted by job satisfaction as the correlation is
(0.117) which is not significant. This result also support the theoretical model proposed
relationships. Unconscious bias and job satisfaction are negatively correlated (-0.205*,
p<0.05). Job satisfaction is positive and strongly correlated with rewards (0.368**, p<0.01).
Immigrant worker is negative and not correlated with rewards (-0.101). Gender disparity is
positively correlated with rewards (0.181*, p<0.05). Hiring practices is negatively and not
correlated with rewards (-0.144). Unconscious bias is positive and significantly related with
rewards (0.01). Reward is positive and significantly related with racial prejudice (0.014). Job
satisfaction is positively correlated with racial prejudice (0.083). Immigrant worker is
positive and correlated with racial prejudice (0.218**, p<0.001). Gender disparity is
negatively correlated with racial prejudice (-0.226**, p<0.001). Hiring practice is positive
and significantly correlated with racial prejudice (0.495**, P<0.001). if inter comparison is
considered, the Hiring practices are more significantly related to racial prejudice then gender
disparity and immigrant worker and it is the strongest relationship tested in the model.
Unconscious bias is negatively and not correlated with racial prejudice (-0.28).

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Descriptive (Table 2)
Minimum

Maximum

Mean

Std. Deviation

ub

1.00

5.00

3.3333

1.00112

hp

1.33

5.00

3.5733

.93974

Gd

1.00

5.00

2.9933

1.23488

Iw

1.33

5.00

3.5622

.95783

js

1.00

4.67

2.8222

.85893

1.50

5.00

2.8417

.64208

Rp

1.00

5.00

3.5578

.86656

Valid N (list wise)

N=150
The overall responses of respondents are different according to their independent variables.
In Unconscious bias people mostly report the value neutral and above than neutral
(3.3333).and the standard deviation value is deviate (1.00112) from its mean. And in Hiring
practices people report their behavior mostly in agree and the mean value is (3.5733) and its
standard deviation deviate from its mean is (0.93974). In gender disparity people show their
behavior minimum (2.9933) and its std. deviation deviate (1.23488) from its mean. In
Immigrant worker mean value is in maximum side with (3.5622) points and its std. deviation
deviate (0.95783) points from its mean. Job satisfaction reports behavior of people mostly in
(2.8222) which is minimum and negative and std. deviation is (0.85893) deviate from its
mean. In rewards mean value is minimum and negative with value (2.8417) and std. deviation
deviate from its mean is (0.64208). In racial prejudice respondents response mostly maximum
with mean value (3.5578) and its std. deviation deviate from its mean is (0.86656) points.

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Binary logistic regression

In theoretical model (see figure 1) a dependent variable is checked by its independent
variable. To test our assumptions there is one step to measure the D.V religion with respect to
its I.V. a binary logistic regression is used to measure the R square and beta and significance
of our I.V with respect to D.V, following are the results.
Model Summary (Table 3)
Step

-2 Log likelihood

Cox & Snell R Square

Nagelkerke R Square

154.983a

.213

.296

a. Estimation terminated at iteration number 5 because parameter estimates changed by

less than .001.

Cox & Snell R square value is also called R square. The value of R square is (0.213). This is
21%.
Variables in the equation (Table 4)
B

Step 1a

Sig.

ub

-1.294

.000

hp
Gd

.153
.320

.562
.089

.444
-.618
.322
-.095
3.329

.063
.030
.366
.733
.067

Iw
js
R
Rp
Constant

A: variables entered on step 1: ub, hp, gd, iw, js, r, rp.

Table-4 shows that the linear model tested is also significant (P<0.05).The regression
Analysis accounted for 21% which is = 21 % simple regression result table-3.). Value of beta
also shows the steady rate of change by dependent variables (simple regression result table-4)
with independent variable. Value of beta in unconscious bias also shows the negative rate of
change by dependent variables (-1.294) with independent variable is significant at (0.00, <
0.05). Beta value in hiring practice shows the positive rate of change by dependent variable
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(0.153) with independent variable is insignificant (0.562, >0.05). Beta value in gender
disparity shows the positive rate of change by dependent variable (0.320) with independent
variable is significant (0.089, >0.05). Beta value in immigrant worker shows the positive rate
of change by dependent variable (0.444) with independent variable is significant (0.063,
>0.05). Beta value in job satisfaction shows the negative rate of change by dependent variable
(-0.618) with independent variable is significant (0.030, <0.05). Beta value in rewards shows
the positive rate of change by dependent variable (0.322) with independent variable is
insignificant (0.366, >0.05). Beta value in racial prejudice shows the negative rate of change
by dependent variable (-0.095) with independent variable is insignificant (0.733, >0.05).
Discussion and implications
The study is to find out the factors that results in employment discrimination among
minorities in the restaurants. Because of these factors what kind of discrimination comes out?
In Pakistan discrimination in restaurant industry is mostly focus on minorities because of
their religion factor. But in our study we focus some of the Muslims and some of the
minoritys workers in restaurant industry to sort out that what hypothesis we made is right or
wrong. After interpretation of results our H1 is sustained as there is a significant relationship
between employment discrimination among minorities and conscious bias. In restaurant
industry discrimination is because of conscious bias by the management and the supervisor
workers that discriminate them during the work and just this biasness create a large number
of turnovers of employees. In this turn over mostly employees that left their job are
minorities. To cover this biasness of employees instead of discriminate the employees and
make them to left the restaurant 1st to remove the person or the managerial staff that are
involved in conscious biasness. In our H2 there is insignificant relationship between hiring
practices and employment discrimination among minorities. Discrimination among minorities
is not depending on hiring practice. Because in restaurant industry hiring process is held by

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supervisors or the co-workers or some time the head of their departments like in food
department hiring process is held by head chef. In H3 there is a significant relationship
between gender disparity and discrimination. Most of the restaurants in Pakistan are focusing
on hiring of female workers instead of male workers because of that the managers think that
the female gender is most important factor in the running of restaurant so the hire more
female than male. In H4 a significant relationship is found between immigrant worker and
discrimination among minorities. Discrimination depends on immigrant workers. In
restaurant industry most of the restaurants not only in Pakistan in foreign also managers focus
on those employees who were native instead of immigrant because they had there on life
style. So they take a large time to setup their behavior according to the culture. In H5 there is
significant relationship between job satisfaction and discrimination. If a person is satisfied
with his job the he will never do any wrong work and never be discriminate. And if a person
is not satisfied with his job then he will be discriminate because of his work. In H6 rewards
are insignificant of employment discrimination among minorities. Because of that in hotel
industry rewards are miner given by the customer or the management. In H7 there is an
insignificant relationship between racial prejudice and discrimination of employees. In
restaurant of foreign countries discrimination is given on the base of cast earlier but now
these days there is no discrimination on the base of cast. In Pakistan discrimination is caused
some time because of cast system and some time because of their race. Actually the setup of
restaurants in Pakistan and the culture develop in it is different from other foreign restaurants.
In Pakistan the restaurant industry hasnt a large number of setups. Workers are not highly
qualified like in foreign restaurants workers. Management is not strong to handle them and
because of these factors discrimination increases day by day.

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Limitations
First of all we are the students and havent enough resources to complete our research in a
broad area of restaurants. Our sample size is limited and the city which we select for our
sample is Faisalabad. Where the restaurant industry is not too much strong compared to other
cities like Lahore, Islamabad and Karachi where the restaurant industry is in large area and
too strong. We have not enough references to visit the restaurants that have a value in
Faisalabad. So we are limited to visit the restaurants and the questionnaires that we filled
from the employees are some of them out liars and some of them are not filled them with
serious behavior.

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