The Impact of Changes in Local Labor Market Conditions on Estimates of Occupational Segregation

1992 ◽  
Vol 21 (1) ◽  
pp. 45-58
Author(s):  
Susanne Schmitz ◽  
Paul E. Gabriel
Keyword(s):  
Labor Market ◽  
White Women ◽  
Occupational Segregation ◽  
The United States ◽  
Local Labor Market ◽  
Market Conditions ◽  
Labor Market Conditions ◽  
Race And Gender ◽  
And Gender ◽  
The Impact

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.

Black Women's Labor Market Status: Occupational Segregation in the United States and Great Britain

1995 ◽  
Vol 24 (1) ◽  
pp. 23-43 ◽  
Author(s):  
Mary C. King
Keyword(s):  
United States ◽  
Labor Market ◽  
Great Britain ◽  
Black Women ◽  
Occupational Segregation ◽  
The United States ◽  
Race And Gender ◽  
Market Situation ◽  
Labor Market Dynamics ◽  
And Gender

An initial exploration of the comparative labor market situation of black women in the United States and Great Britain reveals that race and gender play similar roles in allocating people among broad occupations in both nations despite differences in historical circumstances. However, a closer examination based upon measures of occupational segregation shows that labor market dynamics are quite different. Public employment and education do not reduce racial segregation in Britain as they do in the United States, and the immigrant status of many black Britons does not explain these differences. Only youth is associated with reduced segregation in both countries.

Race, Gender, and National Identity in the American and British Telephone Industries

2001 ◽  
Vol 46 (2) ◽  
pp. 185-205 ◽  
Author(s):  
Venus Green
Keyword(s):  
National Identity ◽  
Black Women ◽  
White Women ◽  
The United States ◽  
Race And Gender ◽  
Gender Constructions ◽  
Telephone Operators ◽  
Telephone Industry ◽  
And Gender ◽  
The Impact

This article compares the racially heterogeneous, privately-owned American telephone industry, and the relatively homogeneous, publicly-owned British system, to examine how race and gender constructions implicit in the national identities of the two countries influence employment opportunities. For all the differences in the histories of the two telephone industries and variations in the construction of racial, national, and gender identities, blacks in the United States and Britain had remarkably similar experiences in obtaining employment as telephone operators. This leads to the conclusion that the power of national identity in the workplace is strongly based on “whiteness”. Despite their limited access to national identity, white women experienced advantages that were denied to black women, which illustrates how race modified the impact of gender on the privileges of national identity.

Sometimes Leaving Means Staying: Race and White Teachers’ Emotional Investments

2019 ◽  
Vol 121 (13) ◽  
pp. 1-22
Author(s):  
Zeus Leonardo ◽  
Blanca Gamez-Djokic
Keyword(s):  
Teaching And Learning ◽  
White Women ◽  
The United States ◽  
Race And Gender ◽  
Modern Education ◽  
Critical Knowledge ◽  
Educational Spaces ◽  
Critical Understanding ◽  
And Gender ◽  
The Relationship

Emotional praxis is not a phrase usually associated with teaching and teacher education. Yet when race enters educational spaces, emotions frequently run high. In particular, Whites are often ill-equipped to handle emotions about race, either becoming debilitated by them or consistently evading them. Without critically understanding the relationship between race and emotions—or, simply, racialized emotions—teachers are unprepared to teach one of the most important topics in modern education. This chapter addresses this gap in education and teacher training by surveying the philosophical, sociological, and burgeoning literature on emotion in education to arrive at critical knowledge about the function and constitutive role it plays in discourses on race. Specifically, the argument delves into white racial emotions in light of the known fact that most teachers in the United States are White women. This means that our critical understanding of emotion during the teaching and learning interaction entails appreciation of both its racialized and gendered dimensions, and attention to both race and gender becomes part of emotional praxis. Finally, the essay ends with a proposal for an intersubjective race theory of emotion in education.

Progress Toward Increasing Women’s and Minorities’ Access to Top State Government Jobs?

2021 ◽  
pp. 009102602110565
Author(s):  
Greg Lewis ◽  
Jonathan Boyd ◽  
Rahul Pathak
Keyword(s):  
Private Sector ◽  
State Government ◽  
White Women ◽  
White Men ◽  
Good News ◽  
State Governments ◽  
Race And Gender ◽  
Veteran Status ◽  
And Gender ◽  
The Impact

This study examines the impact of qualifications and hiring advantages on women’s and minorities’ access to state government jobs, both in managerial and high-salary positions and overall. It also looks at how race and gender differences in representation have changed since 1990 and how they compare with the private sector. All groups, except Latino and Asian men, are more likely than White men to work for state governments, and all groups are more likely to do so than comparable White men. White men remain more likely to be managers and to earn top-decile salaries than comparable White women and people of color. Differences in education, experience, veteran status, and citizenship contribute, in different ways, to each group’s underrepresentation at top levels, but sizable unexplained gaps remain. The good news is that access to top jobs is better in state governments than in the private sector and has improved since 1990.

Introduction

2021 ◽  
pp. 1-28
Author(s):  
Christian Dyogi Phillips
Keyword(s):  
Asian American ◽  
White Women ◽  
The United States ◽  
Racial Groups ◽  
Asian American Women ◽  
Political Ambition ◽  
Race And Gender ◽  
Candidate Emergence ◽  
And Gender

Chapter 1 begins by presenting an overview of the vicissitudes of descriptive representation in state legislatures for women and men from the four largest racial groups in the United States, from 1996 to 2015. The chapter then previews the book’s main finding: factors related to representation and candidate emergence, such as the relationship between district populations and descriptive representatives or political ambition, are shaped by race and gender simultaneously. To account for the persistence of underrepresentation among women and minorities, Chapter 1 then advances the intersectional model of electoral opportunity. The model accounts for external and internal, multilevel pressures that constrain and facilitate the realistic candidacy opportunities for white women, white men, men of color, and women of color. The chapter closes by discussing the necessity of studying Asian American women and men, and Latinas and Latinos, in order to better understand representation in a nation shaped by immigration and immigrant communities.

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