Perceived Discrimination in the Context of Multiple Group Memberships

2002 ◽  
Vol 13 (6) ◽  
pp. 557-560 ◽  
Author(s):  
Shana Levin ◽  
Stacey Sinclair ◽  
Rosemary C. Veniegas ◽  
Pamela L. Taylor
Keyword(s):  
Ethnic Minority ◽  
Gender Discrimination ◽  
White Women ◽  
White Men ◽  
Ethnic Discrimination ◽  
Double Jeopardy ◽  
Multiple Group ◽  
Men Of Color ◽  
Minority Men ◽  
Group Memberships

This study examined the joint impact of gender and ethnicity on expectations of general discrimination against oneself and one's group. According to the double-jeopardy hypothesis, women of color will expect to experience more general discrimination than men of color, White women, and White men because they belong to both a low-status ethnic group and a low-status gender group. Alternatively, the ethnic-prominence hypothesis predicts that ethnic-minority women will not differ from ethnic-minority men in their expectations of general discrimination because these expectations will be influenced more by perceptions of ethnic discrimination, which they share with men of color, than by perceptions of gender discrimination. All results were consistent with the ethnic-prominence hypothesis rather than the double-jeopardy hypothesis.

scholarly journals Balancing Research and Service in Academia: Gender, Race, and Laboratory Tasks

2019 ◽  
Vol 34 (1) ◽  
pp. 131-152 ◽  
Author(s):  
Candace Miller ◽  
Josipa Roksa
Keyword(s):  
Ethnic Minority ◽  
White Men ◽  
Racial Groups ◽  
Gender And Race ◽  
Race And Gender ◽  
Gendered Organizations ◽  
Minority Men ◽  
And Gender ◽  
Racial Ethnic ◽  
Depth Interviews

Our study highlights specific ways in which race and gender create inequality in the workplace. Using in-depth interviews with 67 biology PhD students, we show how engagement with research and service varies by both gender and race. By considering the intersection between gender and race, we find not only that women biology graduate students do more service than men, but also that racial and ethnic minority men do more service than white men. White men benefit from a combination of racial and gender privilege, which places them in the most advantaged position with respect to protected research time and opportunities to build collaborations and networks beyond their labs. Racial/ethnic minority women emerge as uniquely disadvantaged in terms of their experiences relative to other groups. These findings illuminate how gendered organizations are also racialized, producing distinct experiences for women and men from different racial groups, and thus contribute to theorizing the intersectional nature of inequality in the workplace.

The Earnings of Women and Ethnic Minorities, 1959–1979

ILR Review ◽  
1988 ◽  
Vol 41 (4) ◽  
pp. 530-546 ◽  
Author(s):  
Leonard A. Carlson ◽  
Caroline Swartz
Keyword(s):  
Asian Indian ◽  
White Women ◽  
Census Data ◽  
White Men ◽  
Racial Groups ◽  
Japanese Men ◽  
Men And Women ◽  
Earnings Gap ◽  
Minority Men ◽  
Annual Earnings

Using 1980 Census data, the authors present estimates of annual earnings equations for twelve ethnic and racial groups, by gender, for 1979, and compare their results with an earlier study's estimates for 1959 and 1969. All minority men and women except Asian Indian and Japanese men earned less than white men in the years for which data were available. The earnings gap for most groups of men and women, however, declined over those years, and the portion of that gap that might be assignable to discrimination (the unexplained “residual”) also declined. A notable exception was white women, whose mean earnings relative to white men's changed little between 1969 and 1979, even when corrected for differences in productive characteristics.

Equality of Opportunity? Sex, Race, and Occupational Advantages in Promotion to Top-Level Management

2020 ◽  
Author(s):  
John D Marvel
Keyword(s):  
Women Of Color ◽  
White Women ◽  
White Men ◽  
Occupational Group ◽  
Federal Agencies ◽  
Senior Executive ◽  
Senior Executive Service ◽  
Occupational Groups ◽  
Men Of Color ◽  
Micro Level

Abstract We examine how occupation, race, and sex interact to affect employees’ probability of promotion to the upper reaches of federal agencies’ personnel hierarchies. Three interrelated questions draw our attention. First, we are interested in whether employees who are members of an agency’s dominant occupational group are more likely to be promoted to Senior Executive Service (SES) positions than employees who are members of non-dominant occupational groups. Second, we are interested in whether any such occupational advantage, if it exists, is enjoyed equally by white men, white women, men of color, and women of color. Third, we examine whether the magnitude of dominant occupational advantages varies between agencies. We use rich, micro-level personnel data that span the years 1979–2013 to address these questions. Our results suggest that members of dominant occupations are more likely to be promoted than members of non-dominant occupations; that white men, white women, men of color, and women of color tend to benefit from this advantage equally; and that occupational advantages vary considerably between agencies.

Abstract WP265: Individual and System Contributions to Race and Sex Disparities in Thrombolysis Use for Stroke Patients

Stroke ◽  
2017 ◽  
Vol 48 (suppl_1) ◽  
Author(s):  
Roland Faigle ◽  
Victor C Urrutia ◽  
Lisa A Cooper ◽  
Rebecca F Gottesman
Keyword(s):  
Nationwide Inpatient Sample ◽  
White Women ◽  
Intravenous Thrombolysis ◽  
White Men ◽  
Minority Women ◽  
Stroke Patients ◽  
Race Disparities ◽  
Sex Disparities ◽  
Minority Men ◽  
Acute Stroke Therapy

Background: Intravenous thrombolysis (IVT) is the cornerstone of acute stroke therapy; however, is underutilized in minorities and women. In order to disentangle individual and system-based factors determining disparities in IVT use, we investigated race/sex differences in IVT utilization among hospitals serving varying proportions of minority patients. Methods: Inpatient admissions for ischemic stroke patients were identified from the Nationwide Inpatient Sample between 2007 and 2011. Hospitals were categorized based on the percentage of minority patients admitted with stroke (<25% minority patients [“white hospitals”], 25-50% minority patients [“mixed hospitals”], or >50% minority patients [“minority hospitals”]). Logistic regression was used to evaluate the association between race/sex and IVT use within and between the different hospital strata. Results: A total of 337,201 stroke admissions were examined. Compared to white women, minority men, and minority women, the odds of IVT were highest for white men in any hospital strata; the odds of IVT for white men did not differ by hospital strata. For white women and minority men the odds of IVT were significantly lower in minority hospitals compared to white hospitals (OR 0.83, 95% CI 0.71-0.97, for white women; and OR 0.82, 95% CI 0.69-0.99, for minority men). The odds of IVT for minority women did not significantly differ by hospital strata. Race disparities in IVT use among women were observed in white hospitals (OR 0.88, 95% CI 0.78-0.99, in minority compared to white women), but not in minority hospitals (OR 0.94, 95% CI 0.82-1.09). Sex disparities in IVT use were observed among whites, but not minorities. Conclusion: Minority men and white women have significantly lower odds of IVT in minority hospitals compared to white hospitals. IVT use in white men does not differ by hospital strata.

The link between stereotypical leader traits and perceived electability: Do Black women politicians face double jeopardy?

2021 ◽  
Author(s):  
Amanda Elizabeth Mosier ◽  
Evava Pietri
Keyword(s):  
Black Women ◽  
White Women ◽  
White Male ◽  
White Men ◽  
Political Polarization ◽  
White Female ◽  
Future Research ◽  
Double Jeopardy ◽  
Leader Traits ◽  
Voting Intentions

This paper examined whether Black women political candidates face double jeopardy in voter perceptions of electability due to Black women being perceived as having fewer traditional leader traits compared to White male, White female, and Black male candidates. Due to increasing political polarization in the U.S., concerns over electability are at the forefront of many voters’ minds when casting their ballots. Traditional conceptions of electability are built upon racialized and gendered notions of what traits connote an effective leader; thus, women and racial minority candidates are often perceived as less electable compared to White men. However, research has not adequately examined the intersectional aspect of electability bias. The current study proposed a double jeopardy effect: we expected that participants (n = 454) would perceive Black women, compared to White men, White women, and Black men, as lower in competence and leadership ability, which would lead to lower electability perceptions and voting intentions. Unexpectedly, there were mixed findings for the effects of race/gender on competence and leadership ability, and we did not find any evidence that candidate race/gender related to electability or voting intentions. We discuss potential explanations for these null findings and suggest avenues for future research.

scholarly journals The Racialized Glass Escalator and Safety Net: Wages and Job Quality in “Meds and Eds” among Working-Class Men

2020 ◽  
Author(s):  
Janette Dill ◽  
Melissa J Hodges
Keyword(s):  
Health Care ◽  
Working Class ◽  
White Men ◽  
Past Research ◽  
Safety Net ◽  
Job Quality ◽  
Education And Health ◽  
Men Of Color ◽  
Glass Escalator ◽  
Minority Men

Abstract Past research has shown that minority men are more likely than others to enter female-dominated occupations, but less is known about the quality of their jobs in these fields in contrast to other employment options. We use the 2004 and 2008 panels of the Survey of Income and Program Participation (SIPP) to examine whether the female-dominated industries of education and health care produce better job quality in terms of wages, benefits, hours, and job security for working-class men relative to other industries, with emphasis on differences by race-ethnicity. We find that although workers in the education and health care industries fared better during the Great Recession compared to those in other industries, effects for wages, health insurance, hours, and layoff for working-class Men of Color were substantially lower compared to those of White men. We find strong evidence of a racialized glass escalator, but also a racialized safety net in the care sector post-recession: the health care and education industries provide better job quality for White men than for Men of Color, though they are less likely to be in these jobs, and these sectors were more protective of White men as compared to minorities during the recession.

scholarly journals The racialized glass escalator and safety net: Wages and job quality in “meds and eds” among working-class men

2020 ◽  
Author(s):  
Janette Dill ◽  
Melissa Hodges
Keyword(s):  
Health Care ◽  
Working Class ◽  
White Men ◽  
Past Research ◽  
Safety Net ◽  
Job Quality ◽  
Education And Health ◽  
Men Of Color ◽  
Glass Escalator ◽  
Minority Men

Past research has shown that minority men are more likely to enter female-dominated occupations, but less is known about their job quality in these fields in contrast to other employment options. In this study, we use the 2004 and 2008 panels of the Survey of Income and Program Participation (SIPP) to examine whether the female-dominated industries of education and health care produce better job quality in terms of wages, benefits, hours, and job security for working-class men relative to other industries, with emphasis on differences by race-ethnicity. We find that although workers in the education and health care industries fared better during the Great Recession as compared to other industries, effects for wages, health insurance, hours, and layoff for working-class men of color were substantially lower as compared to white men. We find strong evidence of a racialized glass escalator, but also a racialized safety net in the care sector post-recession: the health care and education industries provide better job quality for white men than men of color, though they are less likely to be in these jobs, and these sectors were more protective of white men as compared to minorities during the recession.

Factors Influencing Electrophysiologic Responsivity in Normal Adults

1965 ◽  
Vol 8 (4) ◽  
pp. 323-347
Author(s):  
Robert Goldstein ◽  
Benjamin RosenblÜt
Keyword(s):  
Conditioned Stimulus ◽  
White Light ◽  
Pure Tone ◽  
Alpha Rhythm ◽  
White Women ◽  
White Men ◽  
Inverse Relation ◽  
Factors Influencing ◽  
Electrodermal Responses ◽  
Normal Adults

Electrodermal and electroencephalic responsivity to sound and to light was studied in 96 normal-hearing adults in three separate sessions. The subjects were subdivided into equal groups of white men, white women, colored men, and colored women. A 1 000 cps pure tone was the conditioned stimulus in two sessions and white light was used in a third session. Heat was the unconditioned stimulus in all sessions. Previously, an inverse relation had been found in white men between the prominence of alpha rhythm in the EEG and the ease with which electrodermal responses could be elicited. This relation did not hold true for white women. The main purpose of the present study was to answer the following questions: (1) are the previous findings on white subjects applicable to colored subjects? (2) are subjects who are most (or least) responsive electrophysiologically on one day equally responsive (or unresponsive) on another day? and (3) are subjects who are most (or least) responsive to sound equally responsive (or unresponsive) to light? In general, each question was answered affirmatively. Other factors influencing responsivity were also studied.

Race Difference in Auditory Sensitivity

1964 ◽  
Vol 7 (4) ◽  
pp. 389-393 ◽  
Author(s):  
David C. Shepherd ◽  
Robert Goldstein ◽  
Benjamin Rosenblüt
Keyword(s):  
White Women ◽  
White Men ◽  
Sensitivity Study ◽  
Auditory Sensitivity ◽  
Race Difference ◽  
Men And Women ◽  
Auditory Thresholds ◽  
Békésy Audiometry ◽  
Method Of Adjustment ◽  
Better Than

Two separate studies investigated race and sex differences in normal auditory sensitivity. Study I measured thresholds at 500, 1000, and 2000 cps of 23 white men, 26 white women, 21 negro men, and 24 negro women using the method of limits. In Study II thresholds of 10 white men, 10 white women, 10 negro men, and 10 negro women were measured at 1000 cps using four different stimulus conditions and the method of adjustment by means of Bekesy audiometry. Results indicated that the white men and women in Study I heard significantly better than their negro counterparts at 1000 and 2000 cps. There were no significant differences between the average thresholds measured at 1000 cps of the white and negro men in Study II. White women produced better auditory thresholds with three stimulus conditions and significantly more sensitive thresholds with the slow pulsed stimulus than did the negro women in Study II.

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