Enacted nearly fifty years ago, the Civil Rights Act codified a new vision for American society by formally ending segregation and banning race and gender discrimination in the workplace. But how much change did the legislation actually produce? As employers responded to the law, did new and more subtle forms of inequality emerge in the workplace? In an insightful analysis that combines history with a rigorous empirical analysis of newly available data, Documenting Desegregation offers the most comprehensive account to date of what has happened to equal opportunity in America—and what needs to be done in order to achieve a truly integrated workforce. Weaving strands of history, cognitive psychology, and demography, Documenting Desgregation provides a compelling exploration of the ways legislation can affect employer behavior and produce change. Authors Kevin Stainback and Donald Tomaskovic-Devey use a remarkable historical record—data from more than six million workplaces collected by the U.S. Equal Employment Opportunity Commission (EEOC) since 1966—to present a sobering portrait of race and gender in the American workplace. Progress has been decidedly uneven: black men, black women, and white women have prospered in firms that rely on educational credentials when hiring, though white women have advanced more quickly. And white men have hardly fallen behind—they now hold more managerial positions than they did in 1964. The authors argue that the Civil Rights Act's equal opportunity clauses have been most effective when accompanied by social movements demanding changes. EEOC data show that African American men made rapid gains in the 1960s at the height of the Civil Rights movement. Similarly, white women gained access to more professional and managerial jobs in the 1970s as regulators and policymakers began to enact and enforce gender discrimination laws. By the 1980s, however, racial desegregation had stalled, reflecting the dimmed status of the Civil Rights agenda. Racial and gender employment segregation remain high today, and, alarmingly, many firms, particularly in high-wage industries, seem to be moving in the wrong direction and have shown signs of resegregating since the 1980s. To counter this worrying trend, the authors propose new methods to increase diversity by changing industry norms, holding human resources managers to account, and exerting renewed government pressure on large corporations to make equal employment opportunity a national priority. At a time of high unemployment and rising inequality, Documenting Desegregation provides an incisive re-examination of America's tortured pursuit of equal employment opportunity. This important new book will be an indispensable guide for those seeking to understand where America stands in fulfilling its promise of a workplace free from discrimination.

The introduction of the Affordable Care Act in the United States, the increasing use of prescription drugs, and the alleged abuse of racial profiling by police are just some of the factors contributing to twenty-first-century social problems. The Cambridge Handbook of Social Problems offers a wide-ranging roster of the social problems currently pressing for attention and amelioration. Unlike other works in this area, it also gives great consideration to theoretical and methodological discussions. This Handbook will benefit both undergraduate and graduate students eager to understand the sociology of social problems. It is suitable for classes in social problems, current events, and social theory. Featuring the most current research, the Handbook provides an especially useful resource for sociologists and graduate students conducting research.

Managing Workplace Diversity, Equity, and Inclusion bridges the gap between social science theory and research and the practical concerns of those working in diversity, equity, and inclusion by presenting an applied psychological perspective. Using foundational ideas in the field of diversity, equity, and inclusion as well as concepts in the social sciences, this book provides a set of cognitive tools for dealing with situations related to workplace diversity and applies both classic theories and new ideas to topics such as United States employment law, teamwork, gender, race and ethnicity, sexual orientation, and other areas. Each chapter includes engaging scenarios and real-world applications to stimulate learning and help students conceptualize and contextualize diversity in the workplace. Intended for upper-level undergraduates as well as graduate students, this textbook brings together foundational theories with research-based and practical, real-world applications to build a strong understanding of managing diversity, equity, and inclusion in the workplace. This text also has its own companion website, which has been designed to give students and instructors a comprehensive look into Workplace Diversity, Equity, and Inclusion, offering case studies, practical applications, tests, and essay questions.

This book uncovers legal shifts founded on misunderstandings about discrimination and describes how law and organizations can do better.

Richard Alba argues that the social cleavages that separate Americans into distinct, unequal ethno-racial groups could narrow dramatically in the coming decades. During the mid-twentieth century, the dominant position of the United States in the postwar world economy led to a rapid expansion of education and labor opportunities. As a result of their newfound access to training and jobs, many ethnic and religious outsiders, among them Jews and Italians, finally gained full acceptance as members of the mainstream. Alba proposes that this large-scale assimilation of white ethnics was a result of Ònon-zero-sum mobility,Ó which he defines as the social ascent of members of disadvantaged groups that can take place without affecting the life chances of those who are already members of the established majority. Alba shows that non-zero-sum mobility could play out positively in the future as the baby-boom generation retires, opening up the higher rungs of the labor market. Because of the changing demography of the country, many fewer whites will be coming of age than will be retiring. Hence, the opportunity exists for members of other groups to move up. However, Alba cautions, this demographic shift will only benefit disadvantaged American minorities if they are provided with access to education and training. In Blurring the Color Line, Alba explores a future in which socially mobile minorities could blur stark boundaries and gain much more control over the social expression of racial differences.

Sociologist-lawyer Larry D. Barnett advances the macrosociological thesis that, in nations that are structurally complex and democratically governed, concepts and doctrines of law on society-central social activities are fashioned by society-level conditions, not by particular (or even prominent) individuals. Because a substantial body of social science research has found that law in a modern nation does not have a large, permanent effect on the frequency of such activities, the book contends that the content of law on the activities is a product, not a determinant, of the society in which the law exists. Explaining Law bolsters this contention with several original studies, and illustrates types of quantitative evidence that can be used to build a macrosociological theory of law.

Includes articles that examine the intersection of gender with other characteristics in a variety of settings including factory floors and corporate offices, welfare offices, state legislatures, the armed forces, universities, social clubs and playing fields.

Examine the evolving roles and experiences of women and men in the global workplace. In the Fifth Edition of Women and Men in Management, author Gary N. Powell provides a comprehensive survey and review of the literature on gender and organizations. This new edition is more intersectional than ever with expanded coverage of how race and ethnicity, sexual orientation, gender identify and expression, and generational differences intersect with gender in the workplace. Packed with the latest statistics, research, and examples, the text explores important issues like the gender pay gap, stereotypes and biases, sexual harassment in the workplace, work-life balance, and practical strategies for creating inclusive cultures. New to this Edition Includes references to nearly 1,000 sources to reflect the growing of research since the last edition from 2010. Includes the latest research and statistics on a wide range of important issues like labor force participation, educational attainment, occupational attainment, and more. Public events and trends since the last edition, such as increased public attention to rampant sexual harassment by corporate executives, have been incorporated. New attention is devoted to issues such as the effect of social media on gender socialization and how tech companies lose women of color during the hiring process.

This volume illuminates the processes by which social networks in work organizations can effectively generate, sustain and ameliorate social inequalities across individuals, firms and occupational fields. It offers valuable insights that inform researchers and policy makers regarding issues of workplace discrimination, diversity and innovation.

Contends that desegregation is destroying Black's most vital institutional base, the Black educational system of partnership between Black elementary and secondary schools and Black colleges. The author maintains that desegregation without equitable control for Blacks and without equitable allocation of tax dollars is as unconstitutional as segregation. He suggests a policy of equity for Blacks.