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What is the effect of minority co-ethnic employment on income? While the business organizations literature argues diversity allows for knowledge accumulation, optimal labour allocation, and efficient interactions, absent is any consideration of language – e.g. language competency or language ideology. We argue when co-ethnic minorities work together, this shared language allows for bounded trust to develop; it also ensures there are preference similarities – factors that can increase firm productivity and individual wages. Using survey data of minority Hungarians in three Central and Eastern European countries (Romania, Slovakia, and Serbia), we find (1) diversity has no positive effect on income; and in fact, (2) co-ethnic employment increases wages in Southern Slovakia and Vojvodina. Additionally, we confirm that co-ethnic employment is not happening simply because of demographics. Instead, with one exception, the proportion of Hungarians in the workplace is significantly higher than in the areas where these jobs are located – suggesting a strategic behaviour by minority Hungarians. The implication is not that we endorse homogeneous workplaces per se, but that we remain cognizant of how asymmetric linguistic competencies and the underlying linguistic ideologies can shape power hierarchies – thereby limiting the benefits of diversity. [ABSTRACT FROM AUTHOR]

"Mega-threats"--negative, identity-relevant societal events that receive significant media attention--are frequent occurrences in society, yet the influence of these events on employees remains unclear. We draw on the theory of racialized organizations to explain the process whereby exposure to mega-threats leads to heightened avoidant work behaviors for racialminority employees. We theorize and find--across two studies centered upon various mega-threats, including a mass shooting targeting Asian Americans and police killings of Black civilians--that event observers who share identities with mega-threat victims become vicarious victims, which triggers an experience of "embodied threat," an appraisal of the increased likelihood of personally encountering identity-based harm. The experience of embodied threat coupled with the racialized nature of organizational structures, which limits the agency of racial minorities, then compels employees to engage in threat suppression. Furthermore, we find that threat suppression consumes psychological resources, leading to heightened avoidant work behaviors, or higher work withdrawal and lower social engagement, but, when the psychological safety of identity-based discussions is high, it attenuates this effect. Altogether, our paper advances research on mega-threats and race in organizations, and yields practical insights that can assist managers in reducing the detrimental effects of mega-threats on employees. [ABSTRACT FROM AUTHOR]

In the wake of several social justice movements, including the #MeToo movement in 2017 and the Black Lives Matter Movement in 2020, corporations increasingly emphasized their commitments to diversity, equity, and inclusion (DEI) in a variety of ways. Amid shifts in both public attitudes and the corporate landscape, a new trend in shareholder derivative actions emerged: shareholders began suing boards of directors for corporate failures related to DEI shortcomings. As a result, major corporations like Meta, Cisco, and Gap have faced suits brought by shareholders seeking to hold boards accountable for corporations' public pledges to DEI values and initiatives. Although these actions have experienced limited legal success so far, this Comment argues for a reconceptualization of "success" in shareholder derivative suits related to board and executive-level diversity that recognizes these actions may carry value in serving a deterrent purpose, inducing corporate action through public shaming, and acting as a positive social force that demands industry attention on matters of DEI accountability. Next, this Comment proposes a modification to the substantial benefit doctrine that recognizes benefits may be derived from diversity-related derivative suits for the corporation or broader class of shareholders based on a fact-intensive inquiry as to whether the action resulted in changes which reduce the risk of reputational harm and future litigation or increase investment opportunities. Further, as regulators and state legislatures consider novel strategies to encourage leadership diversity, these suits may also complement public sector initiatives as a private enforcement mechanism. [ABSTRACT FROM AUTHOR]

Recent technological developments related to the extraction and processing of data have given rise to concerns about a reduction of privacy in the workplace. For many low-income and subordinated racial minority workforces in the United States, however, on-the-job data collection and algorithmic decisionmaking systems are having a more profound yet overlooked impact: These technologies are fundamentally altering the experience of labor and undermining economic stability and job mobility. Drawing on a multi-year, first-of-its-kind ethnographic study of organizing on-demand workers, this Article examines the historical rupture in wage calculation, coordination, and distribution arising from the logic of informational capitalism: the use of granular data to produce unpredictable, variable, and personalized hourly pay. The Article constructs a novel framework rooted in worker on-thejob experiences to understand the ascent of digitalized variable pay practices, or the importation of price discrimination from the consumer context to the labor context—what this Article identifies as algorithmic wage discrimination. Across firms, the opaque practices that constitute algorithmic wage discrimination raise fundamental questions about the changing nature of work and its regulation. What makes payment for labor in platform work fair? How does algorithmic wage discrimination affect the experience of work? And how should the law intervene in this moment of rupture? Algorithmic wage discrimination runs afoul of both longstanding precedent on fairness in wage setting and the spirit of equal pay for equal work laws. For workers, these practices produce unsettling moral expectations about work and remuneration. The Article proposes a nonwaivable restriction on these practices. [ABSTRACT FROM AUTHOR]

The article summarizes the arguments of the social debate regarding white delusion in the organization. This article delves into the phenomenon of white delusion, a term coined by the author, Stacey Morin, which signifies a lack of awareness and denial of systemic racial disparities in marginalized communities. The analysis focuses on Morin's and Bishop's conceptualization of white delusion in the organization and the subsequent development of the Unmasking White Delusion: DEI model. This model, grounded in the framework of critical race theory, explores the denial, evaluation, and implementation phases, which aim to address and eliminate white delusion within organizations. The research contributes to the ongoing dialogue surrounding diversity and inclusion and addresses a gap in knowledge. The systematization of literary sources and approaches to solving the problem indicates that the white delusion is harmful to the organization. The urgency of addressing this problem stems from the absence of an inclusive and diverse culture, leading to diminished productivity and innovation. Our research methodology followed a logical sequence, beginning with a systematic literature review that critically analyzed the issue of white delusion within the organizational context. The objective was to unravel its complexities and comprehend how it impedes progress toward a more inclusive and equitable culture. The literature was critically analyzed based on concepts aligned with each phase of the Unmasking White Delusion: DEI model within the overarching framework of critical race theory. We contend that adopting the Unmasking White Delusion DEI model will play a pivotal role in mitigating the adverse effects of white delusion within the organization. The results from our thorough analysis of the literature review spurred the development of the Unmasking White Delusion: DEI model. This model serves as a visual guide and strategic tool for organizations seeking to eradicate white delusion and cultivate a culture of psychological safety for minority employees. By applying this model and integrating the Critical Race Theory framework, organizations can effectively confront white delusion through a comprehensive three-phase approach--denial, evaluation, and implementation. This entails organizations recognizing, assessing, and translating insights into actionable strategies, fostering a more inclusive and equitable workplace. The main conclusions of the research highlight the multifaceted process of eliminating white delusion in the organization. [ABSTRACT FROM AUTHOR]

This Article considers the role of the "less discriminatory alternative" (LDA) in disparate impact litigation under Title VII of the Civil Rights Act and related statutes. The question posed is: has assigning the burden ofproof of identifying LDAs to plaintiffs resulted in the adoption of these alternatives? The answer is no. But well-meaning employers have been reluctant to adopt practices that might increase the presence of minority employees in the workplace because the anti-discrimination laws prohibit reverse discrimination. This Article discusses the legal constraints that impinge on employers who wish to unilaterally search for and adopt an LDA, and explains how artificial intelligence (predictive analytics, specifically) can prove helpful. Artificial intelligence may improve the accuracy of employee selections and, by constraining the algorithm regarding its analysis of seed data but not selections themselves, can lawfully enhance the presence ofminorities and women in the workplace. [ABSTRACT FROM AUTHOR]

Social network researchers have shown that, compared to their effect on majority employees, structural constraints can cause minority employees to end up in network positions that limit their access to resources (i.e., social capital) and that consequently limit their access to professional opportunities. These findings, however, do not explain why structurally equivalent minority and majority employees achieve differential returns of social capital on their leadership advancement. We propose that majority and minority employees differ in terms of network utilization, which is the extent to which individuals utilize their existing network ties. We theorize why and how network utilization processes—career and work utilization of network ties—can explain employees' (i.e., actors) influence on their leadership advancement. We also explicate the process through which actors' direct and indirect network connections (i.e., alters) contribute to such outcomes through both career-supporting utilization and work-supporting utilization with actors. We conclude by outlining the boundary conditions of network utilization theory, a theory that changes the current understanding of how existing social network ties can perpetuate the underrepresentation of minorities in leadership positions. [ABSTRACT FROM AUTHOR]

The onset of the COVID-19 pandemic has intensified the need for online food delivery services (such as Deliveroo and Foodpanda), creating new job opportunities for South Asian youths. However, outbreaks of infected cases in districts populated by South Asians have spurred 'racist' remarks by customers, perhaps triggered by a flurry of negative mainstream news reports and social media outbursts targeted at South Asians. These behaviours reveal the added precariousness of ethnic minority employment. This paper examines the inter-sectional politics of race and class involved in platformed work, in the case of food delivery services. It discusses how the algorithmically controlled platformed economy may have an impact on racial minority workers. Employing the conceptual framing of 'invisibility', and notions around 'platformed/ gig labour', it argues that neo-liberalised infrastructural capitalism aggravates algorithmic surveillance of racial minority workers. It suggests the possible resilience of racial minority workers in the globally popular business model. [ABSTRACT FROM AUTHOR]

To mitigate ethnic labour market discrimination, it is essential to understand its underlying mechanisms because different mechanisms call for different counteracting measures. To this end, we reviewed the recent literature that confronts the theories of taste-based and statistical discrimination against the empirical reality. Whereas the empirical evidence for both mechanisms is generally mixed, (field) experimental research, which predominantly focuses on hiring outcomes, appears to yield proportionately more evidence in favour of taste-based discrimination vis-à-vis statistical discrimination. This finding suggests that the taste-based mechanism may better explain ethnic discrimination in hiring. However, we also observe that the measurement operationalisations of the mechanisms vary substantially between studies and that alternative theoretical interpretations of some of the evidence are plausible. Taken together, additional research efforts, using clear measurement standards and appropriate synthesis methods, are required to solidify the review's main finding. [ABSTRACT FROM AUTHOR]

A diverse workforce has long been associated with multiple firm benefits, but this is sometimes difficult to achieve due to employer discrimination. Although multiple institutional arrangements have been put in place to ban discriminatory behavior, the effects of such regulations remain relatively unexplored, often neglecting start‐ups. We propose that institutional changes aiming to outlaw employment discrimination will trigger two main effects: they will (a) depress start‐up founding rates through enhancement of wage‐work appeal, and (b) increase the average start‐up quality due to a higher threshold for leaving wage‐work. We test our predictions by exploiting the staggered enactment of Employment Non‐Discrimination Acts in the U.S. Consistent with our theory, we find that this institutional protection reduced the quantity of entrepreneurship but increased its quality. Managerial Summary: Do laws that protect traditionally oppressed groups from discrimination in the workplace affect the propensity of workers to leave their company and start an entrepreneurial venture? Our study shows that legislative changes that ban the discrimination against members of the LGBT community in the labor market have a two‐fold effect on entrepreneurship. First, they reduce the workers' propensity to start a new venture (thus reducing the loss of human capital) because of an increased relative appeal of the workplace. Second, they increase the overall quality of the startups founded in the region, increasing the overall welfare. Additionally, we find that these effects are more likely to be present when litigation against employment discrimination is more frequent and when the protected minorities are more prevalent. [ABSTRACT FROM AUTHOR]

Members of the United States House of Representatives disproportionately hire Black and Hispanic staffers into constituent service focussed roles as compared to policy development positions. Minority staffers are also underrepresented in the highest paid (arguably the most influential) positions in Congressional offices. I demonstrate these racial employment patterns using a Dirichlet-multinomial likelihood model to investigate a novel dataset that includes information on all of the staffers employed in the offices of 211 US House Members in the 108th Congress. This research compares the patterns of both Black and Hispanic staffers and draws from a more comprehensive sample than previous studies on staff race. The racial asymmetries found in staffers' roles and responsibilities are cause for concern regarding the voice minorities have in Congressional policymaking. [ABSTRACT FROM AUTHOR]

In most EU countries, ethnic minorities have lower wages than does the ethnic majority. To what extent these wage gaps are the result of prejudice toward ethnic minority workers is virtually unknown. The authors examine the role that prejudice plays in the creation of the ethnic wage gap in one of Europe’s most egalitarian countries, Sweden. The analysis takes into account the important distinction between average employer attitudes and the attitude of the marginal employer (the attitude of the most prejudiced employer hiring the ethnic minority). Results confirm that the attitudes of the marginal employer—but not those of the average employer—are important for explaining the ethnic wage gap. [ABSTRACT FROM AUTHOR]

During the COVID-19 pandemic, federal and state governments have disregarded racial and ethnic minorities' unequal access to employment and health care, which has resulted in racial inequities in infections and deaths. In addition, they have enacted laws that further exacerbate these inequities. Consequently, many racial and ethnic minorities are employed in low-wage essential jobs that lack paid sick leave and health insurance. This lack of benefits causes them to go to work even when they are sick and prevents them from receiving appropriate medical treatment. As a result, racial and ethnic minorities have disproportionately been infected and died *om COVID-19. Although these actions seem race "neutral," they exempli* systemic racism, wherein racial and ethnic minorities are deemed inferior to white people, and thus do not receive the same access to resources, such as employment and health care. This Essay illustrates how systemic racism has resulted in racial inequities in COVID-19 infections and deaths through case studies in employment and health care. Using the health justice jramework, it concludes with suggestions to eradicate systemic racism, redress harm, and engage communities in implementing an equitable pandemic response. [ABSTRACT FROM AUTHOR]

Focusing on birthplace (foreign vs. domestic) and origin group (European vs. Middle Eastern or African), this article examines the effects of cultural distance signals on discrimination against ethnic minority job applicants. Drawing on a cross-nationally harmonised correspondence test (N = 5780), we investigate how employers in five Western European destination countries (Germany, the Netherlands, Norway, Spain, and the U.K.) respond to job applications from majority and minority group members, with minority job applicants being either very similar (domestic-born and/or European origin) to the majority population or rather different (foreign-born and/or Middle Eastern/African). Our results are generally consistent with taste-based discrimination theory. Employers pay attention to signals of cultural distance, which results in particularly high levels of discrimination against foreign-born minorities and against minorities originating from Middle Eastern and African countries. Although origin group has a stronger effect on employer responses than birthplace, they jointly exert an additive effect. This results in particularly low labour market chances for foreign-born minorities of Middle Eastern and African origin. Separate country analyses, however, reveal important country differences, both with respect to the size of the minority penalty and the joint effect of birthplace and origin group. [ABSTRACT FROM AUTHOR]

This is the first harmonised correspondence study on the recruitment behaviour of employers in the US and in Spain. By comparing the call-back rates of Latino minority and majority group applicants, we measure the labour market discrimination that Latinos experience in these two national contexts. Due to their proximity in terms of culture and language, Latinos are expected to experience less discrimination in Spain than in the US. This is supported by our findings, as the level of discrimination against Latinos in the US is high and statistically significant, while we find no evidence of statistically significant discrimination against Latinos in Spain. In line with research on the intersection between ethnicity and gender in stereotyping, we find gender differences regarding discrimination in both countries, though in opposite directions. While Latino males are more discriminated than Latino females in the US, Latino females experience more discrimination than their male counterparts in Spain, who are not treated differently from Spanish native men. Our results indicate that ethnic group stereotypes are country-specific and different for males and females of the same ethnicity. Moreover, we find partial evidence that ethnic group stereotypes can be counteracted when favourable information on warmth and competence is provided. [ABSTRACT FROM AUTHOR]

This paper examines discrimination against job candidates of Moroccan origin in Spain and the Netherlands. By drawing on insights from group threat theory, we specifically examine how latent ethnic conflicts regarding economic goods or cultural values at the regional level affect discrimination rates of Moroccan minorities in both countries. To this aim, we make use of a cross-nationally standardised field experiment with fictitious candidates applying for real job vacancies in Spain and the Netherlands (n = 3681). We find higher levels of discrimination against job applicants of Moroccan origin in the Netherlands. Whereas job candidates of Moroccan origin are six percentage points less likely to receive a positive response from an employer in Spain, the predicted ethnic gap in call-back rates is fourteen percentage points in the Netherlands. Furthermore, while regional differences in discrimination are not related to regional unemployment figures, we do find some evidence that in the Netherlands a larger share of Moroccans in the region exacerbates discrimination against Moroccan minorities. Altogether, the findings point to the need to give greater weight to the impact of widespread negative beliefs about ethnic minorities and how these beliefs can have a profound adverse impact on the integration of disadvantaged ethnic groups within the labour market. [ABSTRACT FROM AUTHOR]

We use data from a cross-nationally harmonised field experiment to examine discrimination towards Muslim job applicants in five European countries (Germany, the Netherlands, Norway, Spain and the United Kingdom). We focus on job applicants originating from countries that have a substantial Muslim population: of these, some signalled closeness to Islam in their job application while others did not. With this design, we can empirically disentangle anti-Muslim discrimination (a 'disclosed Muslim' effect) from the possible stigma of originating from countries where Islam is prevalent (a 'Muslim by default' effect). Our double-comparative design allows us to compare the extent of anti-Muslim discrimination faced by different origin groups in destination countries characterised by a varying history of church-state relations and distinctive approaches to grant cultural and religious rights to minorities. We find alarming levels of discrimination, especially towards male applicants from more visible groups. Anti-Muslim discrimination and origin-based discrimination independently contribute to the severe disadvantage faced by ethnic and religious minorities, a disadvantage that is especially severe in the Norwegian labour market. [ABSTRACT FROM AUTHOR]

Previous studies have found that the labour market outcomes of Turkish minorities are slightly better in Germany than in the Netherlands. In this paper we test one of the explanations: differences in ethnic discrimination in hiring. We use a harmonised field experiment to test whether discrimination against job candidates of Turkish origin (age 23–25) varies across Germany and the Netherlands, while holding individual characteristics of job seekers constant. We find that, compared to majority candidates, job candidates of Turkish origin are on average eleven percentage points less likely to receive a positive call-back. Moreover, we find that discrimination against Turkish minorities is significantly higher in the Netherlands than in Germany. In Germany, job candidates of Turkish origin are five percentage points less likely to receive a call-back than equally qualified majority candidates, whereas in the Netherlands this ethnic gap is fifteen percentage points. However, the presented evidence does not support the often-mentioned argument that the amount of diagnostic information in application materials explains why discrimination against Turkish minorities is lower in Germany. Overall, adding diagnostic information has little effect on the relative employment chances of job applicants of Turkish origin, both in Germany and the Netherlands. [ABSTRACT FROM AUTHOR]

Existing field experimental research unequivocally shows the existence of ethnic discrimination in the labour market. Furthermore, studies have documented considerable variation in discrimination rates across countries. However, while the field of discrimination research is rapidly expanding, there are at present no harmonised comparative studies. This is unfortunate, as we do not know why there are cross-national differences in discrimination. In this paper, I present the GEMM study (N = 19,181), a harmonised cross-national field experiment on hiring discrimination. The GEMM study contains 53 ethnic minority groups and is carried out in six countries: Germany, Norway, The Netherlands, Spain, United Kingdom and the United States. Furthermore, I discuss the need and potential for a comparative analysis of discrimination and outline the methodological challenges of carrying out a cross-national field experiment. The special issue presents results for the major ethnic minority groups in six countries and compares discrimination rates across national contexts. [ABSTRACT FROM AUTHOR]

Experimental research on ethnic discrimination in labour markets is often concerned with individual-level mechanisms. Structural macro-level drivers of discrimination, however, are more difficult to address. We present the results of a harmonised correspondence test conducted in Norway and the UK, two contexts that differ significantly along several dimensions expected to matter for the prevalence of ethnic discrimination. We focus on discrimination towards a particular minority group that holds a socio-economically disadvantaged position in both national contexts: Pakistani migrants and their descendants. Based on differences in labour market flexibility and anti-discrimination policies, we expect there a lower level of discrimination than in Norway. In addition, colonial ties and a longer history of immigration in Britain could potentially reduce discriminatory behaviour towards ethnic minorities in general. We show that in both countries Pakistani applicants receive significantly fewer positive responses from employers than the majority group. In line with expectations, discrimination is more severe in Norway, although this cross-national difference is only statistically significant when using a strict definition of positive callbacks. More nuanced analyses reveal an additional negative effect of disclosing one's affiliation to Islam, which further reduces the likelihood of Pakistani applicants to receive a callback in Norway. [ABSTRACT FROM AUTHOR]

Burakumin (部落民), the largest minority in Japan, are a (re)construction of the modern period, much like race and ethnicity. Since Japan's modernization, the Burakumin have been discriminated against in various ways; for example, young Burakumin have been driven to suicide due to discrimination in marriage and employment. The terms Buraku （部落） and Burakumin were established during Japan's period of modernization. They settled in the Japanese language by the early 1900s. Existing studies, however, locate Buraku discrimination as originating in feudalism, or as reflecting Japan's fixed system of society. Alternatively, Western researchers have attempted to understand Burakumin in relation to India's system of outcastes. Both approaches are wanting, since the existence of Burakumin has experienced repeated (re)construction and reconceptualizing. Non-Burakumin have been integrated into existing or formed new Buraku communities; for example, this paper explores the formation of four new Buraku in a city where the Japanese Naval Station required a huge supply of day laborers. I show that agreements to supply Burakumin laborers reflected the mobility of capital and bio-power, as defined by Michel Foucault. [ABSTRACT FROM AUTHOR]

Diversity initiatives and efforts are broad-based and well established in the financial services industry. Nevertheless, the level of inclusion of women and minorities within the industry has continually been the focus of Congressional hearings and legislation, including the Dodd-Frank Act. Recent studies conducted by the Equal Employment Opportunity Commission and the Government Accountability Office present insight into the industry's efforts to achieve greater diversity, including changes in the composition of the industry's workforce. Since 1993 the industry has had limited success in increasing the representation of women and minorities. The industry faces a number of recruiting and retention issues that have been ongoing challenges. [ABSTRACT FROM AUTHOR]

Demographic group representation in medium and large private-sector employers was analyzed using multiple regression and EEO-1 data. Across 21 years (1996-2016), these data show an underrepresentation of white women and nonwhites in official and managerial positions, though this is increasing. Nonwhite men are also underrepresented in professional positions, and increasing. Nonwhite employees are overrepresented and increasing representation across other occupational categories. Unemployment rates, a Democratic president, and charges of discrimination are among the control variables with model significance. Across the workforce, we are making progress toward more diversity, but significant issues remain, especially for nonwhite employees. [ABSTRACT FROM AUTHOR]

The article discusses the adverse effects of the COVID-19 pandemic in the U.S. labor sector, particularly the widening disparities for workers of color like African Americans and Indigenous people. Topics include how the said workers are exposed to jobs with high exposure rates, the need to advocate for change in the workplace to eliminate the disparities, and the challenges faced by workers of color like insufficient access to healthcare and other employment benefits.

Integration of Muslim immigrants has become an increasingly important policy issue in Europe and North America over the last twenty years due to marked growth in the number of Muslim immigrants, the refugee crisis, and the current geopolitical turbulence between Western nations and political Islamist groups. This article explores the factors facilitating and impeding integration of Muslim immigrants in France, the Netherlands, the United States and Canada. Based on the analysis of integration policies and in-depth interviews with integration experts in these four countries, the authors tentatively conclude that equal employment opportunity and social inclusion are key factors that facilitate successful integration of Muslim immigrants. To better integrate its Muslim population, governments are advised to strengthen employment equity laws and implement policies that are more accepting of minority religious practices that foster feelings of inclusivity as well as public campaigns against Islamophobic stereotypes. [ABSTRACT FROM AUTHOR]

As in many developed countries, in the UK the unemployment rate of ethnic minorities is higher than the unemployment rate of the white British majority. These differences may be due to a higher probability of ethnic minorities entering unemployment by losing a job, or to a lower probability of exiting unemployment by finding a job. Using Understanding Society, the UK Household Longitudinal Study, this paper analyses what individual and job characteristics contribute to job loss, what contribute to job finding, and to what extent ethnic unemployment differentials can be explained by such characteristics. For both men and women the results show no relevant ethnic differences in the probability to transition from a paid job into unemployment. Only Indian UK born women seem more likely to transition than white British majority women, while for other groups the small differences are in favour of ethnic minorities. Segregation in occupations characterised by low wages and less stable jobs does not seem to contribute to the higher unemployment rate of ethnic minorities. The main determinant of ethnic unemployment differentials seems to be the longer duration of unemployment for ethnic minorities, which, however, remains largely unexplained after the inclusion of individual and household characteristics. [ABSTRACT FROM AUTHOR]

An important claim made for affirmative action programs has been that they need not be permanent: they can be discontinued, the argument runs, once they have transformed employers' attitudes. Proposition 209, enacted in California in 1996 and made effective the following year, represents a natural experiment testing that claim. It ended long-standing state affirmative action programs not only in education, but also in public employment and government contracting. The author uses Current Population Survey data to gauge the labor market effects of this policy change. The key finding is that employment among women and minorities dropped sharply, almost wholly because of a decline in labor force participation rather than an increase in unemployment. This finding suggests that affirmative action programs in California either had been inefficient--that is, resulted in sub-optimal employment outcomes--or had been effective while in place but had failed to create lasting change in employers' prejudicial attitudes. [ABSTRACT FROM AUTHOR]

In this study, we examined the moderating effects of individual differences and sources of support on the negative relationship between work-family, conflict and career satisfaction. Data from 975 managers indicated that the relationship was significant for women irrespective of age but was significant for men only in later career. Moreover, the relationship was stronger for individuals who were in the minority gender in their work groups, but it was weaker for those who had strong community ties. Implications are discussed. [ABSTRACT FROM AUTHOR]

Focuses on the use of tools to retain diverse employees. Lack of understanding of the factor that influence employees to stay in an organization; Examination of factors why employees leave or stay; Inclusion of mentoring, networking, career and learning opportunities, balance between work and home life in the tools.

The authors use data from a survey of employers to investigate how Affirmative Action in recruiting and hiring influences hiring practices, personnel policies, and ultimately employment outcomes. They find that Affirmative Action increases the number of recruitment and screening practices used by employers, raises employers' willingness to hire stigmatized applicants, increases the number of minority or female applicants as well as employees, and increases employers' tendencies to provide training and formally evaluate employees. When Affirmative Action is used in recruiting, it generally does not lead to lower credentials or performance of women and minorities hired. When it is also used in hiring, it yields minority employees whose credentials are somewhat weaker, though performance generally is not. Overall, the more intensive search, evaluation, and training that accompany Affirmative Action appear to offset any tendencies of the policy to lead to hiring of less-qualified or less-productive women and minorities. [ABSTRACT FROM AUTHOR]

It is argued that employees' attraction to and trust in their peers, and their organization-based self-esteem mediate the effect of demographic dissimilarity on organizational citizenship behavior (OCB). Data from a field study support a model in which the relationship between demographic dissimilarity and OCB is contingent on demographic characteristics and work group composition and mediated to an extent by the proposed mediators. The influence of race dissimilarity varied in strength for white and minority employees, but the influence of age dissimilarity varied in direction for older and younger employees. [ABSTRACT FROM AUTHOR]

The article presents a study which examines the extent to which efficiency and morality concerns shape minimum wage preferences in the U.S. It shows that respondents are 11.1 percentage points less probably to support a system with a minimum wage when minorities and females are affected disproportionately. The results suggest that minimum wage support is not explained through a desire to maximize workers' aggregate income.

The article discusses Employment Equity Act 1995 of Canada, federal Canadian law requires federal jurisdiction employers to engage in proactive employment practices to increase the representation of four designated groups including women, people with disabilities, aboriginal peoples and visible minorities. Topics include civil rights and equal employment opportunities as well as to assess racial disparities in health and environmental risks, distinctions between different minority groups and impacts on intergroup relations.

There is a significant lack of diversity within the teaching population nationwide that reflects historical, political, and institutional racialized inequality. In the context of physical education, ethnic minority teachers often report feeling 'different,' marginalized, and struggle to negotiate the dominant school culture they feel they do not belong to. Purpose: To explore how race and gender intersect in the lived experiences of ethnic minority female PE teachers in predominantly white schools in the United States. Methods: This study used narrative and visual research methods. Results: Participants often felt isolated and uncomfortable in their educational contexts, actively seeking out other ethnic minorities to make meaningful connections and validate their lived experiences. Discussion: The intersection of race and gender in participants' embodied identities reflects sexist and racist systems in which white privilege is positioned as normal or universal. PE and PE teacher education programs must actively work to disrupt and destabilize these norms. [ABSTRACT FROM AUTHOR]

Many scholarly works have identified potential strategies for hiring underrepresented minority faculty members. However, no known nationwide study of business schools has explored whether these various strategies are associated with more faculty diversity. The authors explored best practices in corporations and higher education in the following areas: diversity priorities, strategic planning, outreach to underrepresented minority communities, administrative structures, and diversity training. The nationwide survey of business school deans showed that authority structures, which have proven to work in business, also are effective in academia. Similar to business results, training programs by themselves do not seem to be effective in increasing diversity. [ABSTRACT FROM AUTHOR]

Diversity within civil engineering has been limited by the sector's failure to recruit and retain minorities. A contributing factor to this disproportionate turnover of out - group members is hostile and discriminatory treatment from peers and managers. When evaluated critically, equality approaches intended to reduce discrimination within organisations have been found to have either no impact, or even a negative impact. It is posited that employee perceptions of organisational fairness influence employee attitudes towards equality approaches and must be considered before undertaking further work in this area. Regression analysis is used to evaluate survey data from 700 employees of large civil engineering main contractor organisations (MCOs) in order to determine if a relationship between employee perceptions of organisational fairness and attitudes towards equality approaches exists. The analysis found a significant correlation between the two variables. Although causality cannot be established from this research alone, the findings suggest that perceptions of fairness may shape employee responses to equality approaches, which in turn may impact on their behaviour towards minority group members. These findings imply that failure to implement such a behavioural approach to issues of equality--one that considers the organisational perceptions of employees--may limit diversity within organisations. [ABSTRACT FROM AUTHOR]

Two experts on increasing women and underrepresented minorities in computing discuss the current landscape in academia and industry, presenting steps that organizations—and you the reader—can take to bring about changes to increase diversity and inclusion. [ABSTRACT FROM AUTHOR]

The article focuses on the problems and perspectives of employing the disadvantaged. There has been growing evidence of late to suggest a secretive attention of private and public institutions to the employment problems of the black disadvantaged. The formulation of the National Alliance of Businessmen (NAB) in 1968, charged with securing the active participation of the U.S. business in minority employment and the modest gains achieved by this group by 1972 are only one instance of growing concerns and actions seeking to ameliorate these problems. Yet, the formation of NAB was simply a manifestation of wide changes in the society. Growing expectations among many population segments that business assume a major responsibility for curing social ills. Vast and rapid erection of a legislative framework of supportive acts and programs at national, state and local levels. Manpower shortage of the early and mid sixties. Increasing attention and pressure by community members and action groups in response to the long-standing injustice and deep-rooted racial prejudices against minorities.

An Indian, a Jew, and Newt Gingrich are driving in the countryside one evening and have engine trouble. They seek help in a nearby farmhouse. The farmer assures them that nothing can be done until the following morning but offers to let them spend the night. Unfortunately, there are only two spare beds inside the house, but the third person is welcome to sleep in the barn. The Jew goes off to sleep in the barn. A few minutes later there's a knock on the door, and it's the Jew. He says that there's a pig in the barn, and because of his religion, he's uncomfortable sleeping there. The Indian offers to go. A few minutes later there's a knock on the door, and it's the Indian. He says that there's a cow in the barn, and for religious reasons he would prefer not to sleep there. Newt Gingrich offers to go. A few minutes later there's a knock on the door . . . and it's the pig and the cow. [ABSTRACT FROM AUTHOR]

Despite voluminous research indicating that women and minorities have limited access to or are excluded from organizational networks, two central questions remain unanswered: (a) In what specific ways, if any, do the interaction networks of men and women and whites and racial minorities differ? and (b) What mechanisms produce those differences? The central thesis of the article is that the organizational context in which interaction networks are embedded produces unique constraints on women and racial minorities, causing their networks to differ from those of their white male counterparts in composition and characteristics of their relationships with network members. Organizational context is hypothesized to affect personal networks directly, as well as through its impact on individuals' strategies for managing constraints. A theoretical perspective that views women and minorities as active agents who make strategic choices among structurally limited alternatives is offered. [ABSTRACT FROM AUTHOR]

This article analyzes how race has been studied in organization scholarship and demonstrates how our approaches to the study of race reflect and reify particular historical and social meanings of race. It is argued that the production of knowledge about race must be understood within a racial ideology embedded in a Eurocentric view of the world. Finally, a "re-vision" of the very concept of race and its historical and political meaning is suggested for rewriting "race" as a necessary and productive analytical category for theorizing about organizations. [ABSTRACT FROM AUTHOR]

Do formalized human resources management (HRM) structures promote goals of equal employment opportunity and affirmative action or symbolize good faith in the absence of real change? We examined the antecedents and outcomes of formalized HRM structures in over a hundred organizations, assessing the presence of "identity-conscious" and "identity-blind" HRM structures. Findings indicated that identity-conscious structures were associated with some positive indicators of the employment status of women and people of color. It was concluded that such practices, although perhaps adopted for symbolic purposes, improved the employment status of protected groups. [ABSTRACT FROM AUTHOR]

The relation of age to pay rates for 197 Hispanic, black, and white non-managerial workers of both sexes was examined in two organizations. Disparity between the pay rates of women and minority group members, relative to white men, increased with age when organizational tenure, education, and skills were controlled. [ABSTRACT FROM AUTHOR]