Gender And Racial Inequality At Work

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Insights from professionals in the fields of organizational development and diversity provide practical tools to help employees and managers—regardless of race or gender—collaborate in reaching their workplace potential. The contributions of more than 30 experts reframe the discussion on gender, race, and ethnicity in the U.S. workforce, examining the complex identity concerns facing workers who fall within minority groups and recommending practical solutions for dealing with workplace inequities. Through focused essays, experts explore new perspectives to persistent challenges and discuss progress made in addressing unequal treatment based on race and gender in the past eight years. This detailed reference explores every aspect of the issue, including mentoring, family leaves, pay inequity, multiracial and transgender identities, community involvement, and illegal harassment. The first part of the book identifies employment discrimination based on multiracial identity, appearance, and transgender status. The second section unveils the psychology behind harassment on the job; the third section provides strategies for overcoming traditional obstacles for the disenfranchised. The final section discusses updates on laws dealing with the Family and Medical Leave Act. The book closes with success stories of women of color in U.S. leadership roles as well as others achieving success in their professions outside of the country. Accompanying tables, charts, and graphs illustrate the field's most poignant research, such as the relationship between organizational effectiveness and diversity and the characteristics of those taking family and medical leave.

What happens to black health care professionals in the new economy, where work is insecure and organizational resources are scarce? In Flatlining, Adia Harvey Wingfield exposes how hospitals, clinics, and other institutions participate in “racial outsourcing,” relying heavily on black doctors, nurses, technicians, and physician assistants to do “equity work”—extra labor that makes organizations and their services more accessible to communities of color. Wingfield argues that as these organizations become more profit driven, they come to depend on black health care professionals to perform equity work to serve increasingly diverse constituencies. Yet black workers often do this labor without recognition, compensation, or support. Operating at the intersection of work, race, gender, and class, Wingfield makes plain the challenges that black employees must overcome and reveals the complicated issues of inequality in today’s workplaces and communities.

Highlighting cutting-edge research by notable and highly visible scholars working in the area of gender, race and management, this text will inspire new directions for future empirical research in this important area.

The Great Recession punished American workers, leaving many underemployed or trapped in jobs that did not provide the income or opportunities they needed. Moreover, the gap between the wealthy and the poor had widened in past decades as mobility remained stubbornly unchanged. Against this deepening economic divide, a dominant cultural narrative took root: immobility, especially for the working class, is driven by shifts in demand for labor. In this context, and with right-to-work policies proliferating nationwide, workers are encouraged to avoid government dependency by arming themselves with education and training. Drawing on archival material and interviews with African American women transit workers in the San Francisco Bay Area, Katrinell Davis grapples with our understanding of mobility as it intersects with race and gender in the postindustrial and post–civil rights United States. Considering the consequences of declining working conditions within the public transit workplace of Alameda County, Davis illustrates how worker experience--on and off the job--has been undermined by workplace norms and administrative practices designed to address flagging worker commitment and morale. Providing a comprehensive account of how political, social, and economic factors work together to shape the culture of opportunity in a postindustrial workplace, she shows how government manpower policies, administrative policies, and drastic shifts in unionization have influenced the prospects of low-skilled workers.

Race, Gender, and Discrimination at Work is a review of the determinants of wage and employment discrimination by firms against minorities and women. Aimed at sociology undergraduates, the book assumes no pre-existing social scientific knowledge. Downplaying family and cultural factors in favour of an analysis of the roles played by organizational,

This volume examines the connections between race and work, focusing how racial minorities deal with identity in the workplace; how workers of color encounter exclusion, marginalization and sidelining; and strategies minority workers use to combat and change patterns of workplace inequality.

This collection of original research articles explores how race, ethnicity, and social class have shaped the work lives of women. Women and Work explores womenÆs working conditions, their wages and salaries, their abilities to control their work environments, and how they see themselves and their options in the workplace. A great deal of importance is given to women of color, non-citizens, and working-class womenùgroups that are often neglected in other treatments of this subject. The integration of work and family, womenÆs vision of their own work and consciousness as employees, and womenÆs resistance to exploitative and limiting work are themes are also addressed throughout this book. Written by and interdisciplinary group of women scholars, Women and Work will be of interest to faculty, researchers, and advanced students in the fields of sociology, organization studies, psychology, gender studies, womenÆs history, and economics.