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Racial disparities in postdisplacement outcomes are investigated while controlling for predisplacement experience and earnings of individual workers. Applying data from the Displaced Workers Survey, no racial difference is demonstrated in the reemployment wage. Significant disparity is shown in the prospects of reemployment among workers with equivalent experience and characteristics.

This article examines post-Civil Rights Act trends in private sector managerial representation for white men, white women, black men, and black women. We examine how three factors affect changing access to managerial positions: (1) industrial restructuring, (2) the process of bottom-up ascription, and (3) organizational characteristics. Accounting for compositional shifts in the labor supply, we find that white male managerial overrepresentation remains virtually unchanged since 1966, even while other status groups make gains. A significant portion of the observed equal opportunity advance for women and blacks takes place in the expanding service sectors of the economy. We also find that female and minority gains are enhanced in larger and more managerially intensive workplaces. For all groups, managerial representation is increasingly tied to the presence of similar others in nonmanagerial jobs. Further examination reveals a new status hierarchy of managers and subordinates--a hierarchy wherein white men are likely to manage men of all races. White women, in comparison, are realizing a growing racial privilege in managing women of color.

This paper examines inequalities between white and black and brown populations in Brazil within occupations that require university degree. The main result confirms that once reached the university degree, blacks/brown usually obtain smaller but comparable income to that of whites. Although some racial discrimination in labor market may exist, such result corroborates other studies that identify schooling differentials as the main reason for the high income inequality found in Brazil. Keywords Labor market. Social inequalities- Racial inequalities. Labor discrimination. Inequalities in Brazil

Race and sex differentials in labor market outcomes in Brazil appear substantial, phenomena often tied to occupational segregation. This paper presents an array of Duncan indices of dissimilarity to investigate the magnitude and contours of occupational differentiation in Brazil, as well as changes in the recent past, constructed from Pesquisa Nacional pot Amostra de Domicilios (PNAD) microdata for 1989 and 2001. Findings include the facts that measurable occupational differentation by sex is over twice as high as that by race and that differentiation on both counts is highest among people 35 and older and outside the Northeastern region. Occupational differentiation by race appears comparable among women and men, but may be higher among women if accurately measured. Racial differentiation grows with education, while sexual segregation declines. Differentiation has declined modestly since 1989 in almost all categories except by race among younger people, men and the most educated. Keywords Occupational segregation. Race- Ethnicity. Sex. Brazil-Labor markets. Discrimination

Objectives. We examined the association between work discrimination and morbidity among Filipinos in the United States, independent of more-global measures of discrimination. Methods. Data were collected from the Filipino American Community Epidemiological Survey. Our analysis focused on 1652 participants who were employed at the time of data collection, and we used negative binomial regression to determine the association between work discrimination and health conditions. Results. The report of workplace discrimination specific to being Filipino was associated with an increased number of health conditions. This association persisted even after we controlled for everyday discrimination, a general assessment of discrimination; job concerns, a general assessment of unpleasant work circumstances; having immigrated for employment reasons; job category; income; education; gender; and other sociodemographic factors. Conclusions. Racial discrimination in the workplace was positively associated with poor health among Filipino Americans after we controlled for reports of everyday discrimination and general concerns about one's job. This finding shows the importance of considering the work setting as a source of discrimination and its effect on morbidity among racial minorities. (doi:10.2105/AJPH.2007.110163)

Occupational inequality by sex and race play an important role in elections in the U.S. at county-level.

Numerous commentators have concluded that the Civil Rights Act was effective in promoting increased access to quality jobs for racial minorities. Many have worried as well that the pace of change has been too slow or stalled, particularly after 1980. Few have directly discussed under what conditions we might expect equal employment opportunity (EEO) to flourish. Explanations of status inequalities in the workplace have primarily relied on theories of social conflict and discrimination. Organizational perspectives on stratification, while not completely absent from previous research, remain a road less traveled. In this paper we present trends in race-sex inequality in U.S. workplaces since the Civil Rights Act of 1964 and describe the organizational practices and discrimination processes that are likely to maintain status inequalities in the workplace and those which might be catalysts of change. Keywords: race; sex; workplace; segregation; inequality

The theory of ability misperception posits that employers will offer greater rewards to whites than nonwhites for similar levels of prior experience (Proposition 1) but that racial/ethnic differences in the return to additional tenure or seniority with the current employer will be smaller (Proposition 2). To advance the existing empirical literature, this paper evaluates the validity of these propositions by using data on black, Latino, and white workers drawn from the Multi-City Study of Urban Inequality. The analysis is conducted separately for women and men and controls for a wider range of workplace setting descriptors than was used in previous studies. Our results offer support for Proposition 1 and for Proposition 2. We find that nonwhites, regardless of job setting, receive relatively poor returns to prior workplace experience (the lone exception is Latinas). Second, nonwhites typically receive greater wage gains for accumulating additional tenure than whites. JEL Classification: J31, J71, 1. Overview There is an extensive literature documenting the lower wages of black and Latino workers relative to white workers in the United States. The explanations for these racial and [...]

Number of discursive devices used by employers when talking about employment market issues for migrants in Australia is explored based on data obtained from a research project, which sought to understand barriers to employment for 'visibly different' refugees and new migrants. Analysis reveals that employers use a number of rhetorical strategies, embedded within broader racist discourses, to deflect attention from their own possible culpability in discriminating against those from migrant and refugee backgrounds.

A simple version of a statistical-discrimination learning model is presented. This model analyzes the role of self-perpetuating negative racial attitudes in discriminatory social outcomes in labor markets.

Racism in the United States has assumed critical proportions as official focus shifts from civil rights to affirmative action. The persistence of intentional racial discrimination in the US supports demands for the retention of the civil rights regime. Findings showing racial favoritism in official programs negate the very idea of social justice based on racial recompense. Targeted affirmative action is still needed to help in overcoming the glass ceiling in managerial jobs and increasing minority representation.

I. Introduction There has been extensive study of racial wage differentials and labor market discrimination, yet scant attention has been given to how wage rates vary with the racial composition [...]

Recent work by labor economists has suggested that differential labor market treatment of minorities (e.g., occupational segregation) may vary across local labor markets. This study assesses whether changing economic conditions in a local labor market affects the degree of occupational segregation by race and gender in the United States. Our empirical analysis finds evidence that the relative occupational structures of white women and black males are systematically related to changes in certain local labor market conditions.

The link between racial differences in residential location or residential segregation and racial disparities in unemployment durations is examined by a special geo-coded tabulation of the US Panel Study of Income Dynamics (PSID). It is found that residential segregation affects racial differences in unemployment durations by aggravating racial differences in job accessibility and neighborhood peer effects.

African Americans are able to get into big law firms in elite settings where they compete against whites with better academic records because of racial preferences at the time of hiring but this backfires against them. Such racial preferences bring disparities in expectations and performance and after a year or two on the job, most minority associates get less desirable assignments and less training than their white counterparts which makes them embittered and discouraged and they leave these firms.