The Good Worker: Race and Gender in a 1970s Southern City

1994 ◽  
Vol 37 (2) ◽  
pp. 269-292
Author(s):  
Shirley Harkess ◽  
Carol Warren
Keyword(s):  
Affirmative Action ◽  
Mental Image ◽  
Gender Segregation ◽  
Race And Gender ◽  
Entry Level ◽  
And Gender ◽  
Southern City ◽  
Almost All ◽  
High Degree ◽  
Ideal Worker

By the end of the 1970s, the effort to end employment discrimination in the South by means of affirmative action was directed toward women as well as blacks. This study, based on interviews with owners or personnel managers in 29 local or national manufacturing firms in a medium-sized city, reveals that those selecting entry-level operatives do so in terms of an elaborated mental image of the “good worker.” Essentially, the ideal worker is acquiescent as well as ever-present. The race and gender components and implications of the image tended to undermine the intent and effect of affirmative action in jobs that had few qualifications but many applicants. Almost all of those actually hired were previously known to the employer. In this context, some degree of racial integration occurred, while a high degree of gender segregation continued. Of interest from the vantage point of today, at no time was age discrimination a consideration. We conclude by noting the difficulty of altering the employer's need for control as expressed by insuring a compliant workforce.

US Interventions and Occupations in Latin America

2019 ◽  
Author(s):  
Alan McPherson
Keyword(s):  
Latin America ◽  
Cold War ◽  
Local Governments ◽  
The United States ◽  
Post Cold War ◽  
Race And Gender ◽  
And Gender ◽  
Good Neighbor ◽  
Almost All ◽  
The Cold War

From 1800 to the present, US troops have intervened thousands of times in Latin America and have occupied its countries on dozens of occasions. Interventions were short-term and superficial, while occupations lasted longer and controlled local governments. The causes of these troop landings reflected the United States’ motivations as it expanded from a strong, large republic into first a continental and then an overseas empire at the expense of its smaller, weaker neighbors. Those motivations included colonial land hunger, cultural chauvinism, the exploitation of resources, the search for markets abroad, competition against other great powers, political reformism, global ideological struggle, and the perception that US domestic problems originated in Latin America. US troops undertook almost all these interventions and occupations, although private groups sometimes joined. The major periods were the expansion of the continental republic from 1811 to 1897, the war in Cuba and the apex of occupations (1898–1933), the Good Neighbor years (1934–1953), the Cold War (1954–1990), and the post-Cold War period (1991–2018 and ongoing). Scholars of these events have become increasingly critical and diverse, not only seeing them often as unnecessary brutal failures but also foregrounding extra-military aspects of these episodes, such as economics, race, and gender.

Disruption in Detroit

2018 ◽  
Author(s):  
Daniel J Clark
Keyword(s):  
World War Ii ◽  
White Women ◽  
Cold Weather ◽  
United Auto Workers ◽  
Race And Gender ◽  
Auto Workers ◽  
Hot Weather ◽  
Job Instability ◽  
And Gender ◽  
Almost All

It is conventional wisdom that because of lucrative contracts negotiated by the United Auto Workers (UAW) under Walter Reuther's leadership, most autoworkers in the U.S. enjoyed steady work, increasing wages, and improved benefits in the postwar boom following World War II. In short, autoworkers entered the middle class. In contrast, this book argues that for Detroit autoworkers there was no postwar boom. Instead, the years from 1945 to 1960 were dominated by job instability and economic insecurity. This argument is based largely on oral history interviews and research in local newspapers, which covered the auto industry extensively. Conditions were worse for African Americans and white women, but almost all autoworkers experienced precarious, often dire circumstances. Recessions, automation, decentralization, and the collapse of independent automakers in Detroit are part of the story, but materials shortages, steel, coal, and copper strikes, parts supplier strikes, wildcat strikes, overproduction (especially in 1955), hot weather, cold weather, plant explosions, age, race, and gender workplace discrimination, and the inability of autoworkers to afford new cars contributed to instability and insecurity. Hardly anyone in the 1950s—whether ordinary autoworkers, union leaders, auto company executives, business analysts, or local shopkeepers—thought that the decade was marked by steady work, improving wages, or anything resembling predictable income for autoworkers.

Beyond “Genetic Discrimination”: Toward the Broader Harm of Geneticism

1995 ◽  
Vol 23 (4) ◽  
pp. 345-353 ◽  
Author(s):  
Susan M. Wolf
Keyword(s):  
Health Insurance ◽  
Genetic Information ◽  
Genetic Discrimination ◽  
Genetic Knowledge ◽  
Analytic Framework ◽  
Genetic Tests ◽  
Race And Gender ◽  
And Gender ◽  
Almost All ◽  
As If

The current explosion of genetic knowledge and the rapid proliferation of genetic tests has rightly provoked concern that we are approaching a future in which people will be labeled and disadvantaged based on genetic information. Indeed, some have already suffered harm, including denial of health insurance. This concern has prompted an outpouring of analysis. Yet almost all of it approaches the problem of genetic disadvantage under the rubric of “genetic discrimination.”This rubric is woefully inadequate to the task at hand. It ignores years of commentary on race and gender demonstrating the limits of antidiscrimination analysis as an analytic framework and corrective tool. Too much discussion of genetic disadvantage proceeds as if scholars of race and gender had not spent decades critiquing and developing antidiscrimination theory.Indeed, there are multiple links among race, gender, and genetics. Dorothy Roberts has discussed the historical links between racism and genetics, while she and others have begun to map connections between gender and genetics.

Minority Graduates from Michigan Law School: Differently Successful

2000 ◽  
Vol 25 (02) ◽  
pp. 521-526 ◽  
Author(s):  
Robert L. Nelson ◽  
Monique R. Payne
Keyword(s):  
Affirmative Action ◽  
Legal Education ◽  
Legal Profession ◽  
Law School ◽  
Race And Gender ◽  
Empirical Results ◽  
Admissions Policies ◽  
And Gender ◽  
White Graduates

Lempert, Chambers, and Adams (2000; hereafter LCA) make an important contribution to both the debate on affirmative action in legal education and the sociology of the legal profession. We find their empirical results credible and agree with their interpretations of the data related to arguments about the role of affirmative action in Michigan's admissions policies. Yet, in crafting an analysis to demonstrate the similarities in the career outcomes of minority and white graduates, they have minimized evidence that points to substantial continuing patterns of inequality by race and gender within the legal profession. Moreover, LCA only begin to illuminate the mechanisms that produce the career patterns they document. Of particular importance is the question of how race, class, and gender interact to shape lawyers' careers-a topic LCA largely reserve for future analyses.

scholarly journals Is Affirmative Action Still Necessary? Analysis of Minority-Working Adults’ Perceptions

2021 ◽  
Vol 9 (1) ◽  
pp. 93-103
Author(s):  
Steven Cates
Keyword(s):  
Affirmative Action ◽  
Corporate America ◽  
Social Scientists ◽  
Race And Gender ◽  
Working Adults ◽  
Mixed Support ◽  
The Supreme Court ◽  
Protected Class ◽  
Prejudice And Discrimination ◽  
And Gender

Over the past three decades, the Unites States has struggle valiantly to overcome that disgusting legacy as it moves toward to eliminate race, and gender inequality, and the uprooting of prejudice and discrimination. Out of this struggle, came the birth of affirmative action. It has left politicians, social scientists, and economists debating its merits and possible alternatives. From the Supreme Court to the dinner table, the potential effects of this policy on our legal, political and social system have been argued. This study analyzes the perceptions protected class employees in terms of the affirmative action in employment. Utilizing a sample of 151 protected class working adults, data analysis provided mixed support to the stated hypotheses which suggested that affirmative action had eliminated most discriminatory practices in corporate America. The results of this study answer the question of this study asserting the necessity of the affirmative action.

Abstract MP30: Longitudinal Tracking of Obesity From Childhood and Adolescence Into Adulthood: The International Childhood Cardiovascular Cohort (i3C) Consortium

Circulation ◽  
2018 ◽  
Vol 137 (suppl_1) ◽  
Author(s):  
Justin R Ryder ◽  
Alan R Sinaiko ◽  
David R Jacobs ◽  
Tian Hu ◽  
Trudy Burns ◽  
...  
Keyword(s):  
Children And Adolescents ◽  
Normal Weight ◽  
Childhood And Adolescence ◽  
Overweight Children ◽  
Obese Children ◽  
Obese Adults ◽  
Obese Adolescent ◽  
Race And Gender ◽  
And Gender ◽  
Almost All

Obesity in childhood and adolescence tracks into adulthood. However, limited longitudinal data exist on variation in tracking in relation to pediatric development periods, race, and gender. The study objective was to relate adult (age>30) weight status to that in childhood (3-11, mean 8.5 yrs; adult 36.6 yrs; N=4,511) and adolescence (12-17, mean 14 yrs; adult 39.9 yrs; N=7,215) from seven i3C cohorts. Overall tracking of BMI into adulthood was highly significant (p<0.0001) and similar from childhood and adolescence. Almost all obese children (74.3%) and adolescents (81.6%) became obese adults, and few obese children (6.5%) or adolescents (4.2%) became normal-weight adults. Overweight children and adolescents also were more likely to become obese adults (60.7% and 65.2%, respectively), and few became normal weight (11.7% and 6.6%). Normal weight children and adolescents tended to remain normal weight into adulthood (43% and 40.3%), but 22.7% of both normal-weight children and adolescents became obese. Patterns differed by race and gender (both p<0.001). Obese adolescent females had the highest persistence of obesity in adulthood (84.2%), followed by obese adolescent males (79.3%), obese male children (78.1%) and obese female children (70.6%). Normal weight male and female children and adolescents had a similar low prevalence of obesity as adults (22-23%), but females were more likely than males to remain normal weight from childhood (51.2% and 33.1%) and adolescence (48.7% and 30.6%). Tracking by race (see Table) showed that blacks had greater risk of adult obesity regardless of childhood or adolescent weight category. The results show that: 1) almost all obese and most overweight children and adolescents became obese adults; 2) one-fifth of white normal weight children and adolescents became obese adults; 3) even normal weight black children and adolescents are at significant risk of becoming obese adults. These data strongly suggest the need for early intervention to prevent adult obesity-related morbidity.

scholarly journals Identifying the barriers to affirmative action training: Perceptions of affirmative action appointees in Mpumalanga public hospitals

2010 ◽  
Vol 8 (1) ◽  
Author(s):  
Edward Rankhumise ◽  
Fulufhelo G. Netswera
Keyword(s):  
Affirmative Action ◽  
Quantitative Research ◽  
Public Hospital ◽  
Hospital Management ◽  
Health Department ◽  
Public Hospitals ◽  
Race And Gender ◽  
Training Interventions ◽  
Internal Policy ◽  
And Gender

Orientation: Since the advent of democracy in 1994 numerous policies and programmes were put in place to address the imbalances of race and gender in the South African labour force.Research purpose: The aim of this study is to gauge the perceptions about existing barriers in the implementation of affirmative action (AA) training interventions at public hospitals in the Mpumalanga Province.Motivations for the study: The research conducted in this study provides valuable information which would enable the Mpumalanga health department and public hospital management to develop improved interventions associated with AA training interventions.Research design, approach and method: The population of the study consists of two groups of participants which are AA appointees and AA mentors. The study mixed qualitative and quantitative research methodological processes.Main findings: Results of this study show that there are differences in perceptions between Black respondents who believe that mentors should be held liable for the failure of the mentees and White respondents who disagreed. The findings suggest that employees are of the opinion that internal policy guidelines on the implementation of AA are not communicated to all employees.Practical implications: Public hospital management should articulate the purpose of AA interventions and its targets to both mentors and mentees and continuously review the implementation thereof.Contribution: The study contributes towards explaining the importance of training interventions that are useful for the success of AA appointees in their respective duties and also give account of barriers that are experienced by these appointees.

scholarly journals Relevant and current issues faced by American institutions of higher education as they attempt to design and implement affirmative action plans vis-à-vis admissions and faculty/staff hiring policies and practices

2020 ◽  
Vol 3 (2) ◽  
pp. 66-98
Author(s):  
Angel Wazin
Keyword(s):  
Affirmative Action ◽  
Structural Diversity ◽  
Psychological Climate ◽  
Numerical Representation ◽  
Race And Gender ◽  
Legal Implications ◽  
Perceptions And Attitudes ◽  
And Gender ◽  
Hiring Policies ◽  
Legal Guidelines

This article provides an overview of opposing perspectives on affirmative action and makes a case for affirmative action on the grounds of diversity and from the perspective of a necessity to remedy past discrimination (Hasnas, 2018; Wright & Garces, 2018; Kaplin & Lee, 2013).  My argument employs Hurtado, Milem, Clayton-Pedersen, and Allen’s (2010) four (4) dimensions of educational programs and practices needed in assessing diversity in the institution: historical legacy of inclusion/exclusion of racial/ethnic groups;  structural diversity regarding numerical representation ; the psychological climate of perceptions and attitudes ; and the behavioral climate dimension. Additionally, because the expressed consideration of race and gender in admissions and hiring processes have legal implications, I provide legal guidelines and precedents to mitigate litigation. 

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