Source: Rupa Banerjee, Jeffrey G. Reitz, Phil Oreopoulos, University of Toronto, January 25, 2017
Analysis of amended data from a large e-scale Canadian employment audit study (Oreopoulos 2011) shows that large employers with over 500 employees discriminate against applicants with Asian (Chinese, Indian or Pakistani) names in the decision to call for an interview, about half as often as smaller employers. The audit involved submission of nearly 13,000 computer-generated resumes to a sample of 3,225 jobs offered online in Toronto and Montreal in 2008 and 2009 for which university-trained applicants were requested by email submission. An organization-size difference in employer response to Asian names on the resume exists when the Asian-named applicant has all Canadian qualifications (20% disadvantage for large employers, almost 40% disadvantage for small employers) and when they have some or all foreign qualifications (35% disadvantage for large employers, over 60% disadvantage for small employers). Discrimination in smaller organizations is most pronounced in considering applicants for jobs at the highest skill levels. As well, whereas the Asian-name disadvantage is overcome in large organizations when the applicant has an additional Canadian master’s degree, this is not the case in smaller organizations. It is suggested that large organizations discriminate less frequently because they have more resources devoted to recruitment, a more professionalized human resources recruitment process, and greater experience with a diverse staff complement. Experimentation with anonymized resume review may be an inexpensive way that organizations can test their own hiring procedures for discrimination.
Asian Last Names Lead To Fewer Job Interviews, Still
Source: Jenny J. Chen, NPR, February 23, 2017
Why Do Skilled Immigrants Struggle in the Labor Market? A Field Experiment with Thirteen Thousand Resumes
Source: Philip Oreopoulos, American Economic Journal: Economic Policy, vol. 3, no. 4, November 2011
Source: Angela Glover Blackwell, Stanford Social Innovation Review, Volume 15 Number 1, Winter 2017
Laws and programs designed to benefit vulnerable groups, such as the disabled or people of color, often end up benefiting all of society
Source: James W. Buehler, American Journal of Public Health, Vol. 107 No. 2, February 2017
From the abstract:
Objectives. To update previous examinations of racial/ethnic disparities in the use of lethal force by US police.
Methods. I examined online national vital statistics data for deaths assigned an underlying cause of “legal intervention” … for the 5-year period 2010 to 2014.
Results. Death certificates identified 2285 legal intervention deaths (1.5 per million population per year) from 2010 to 2014. Among males aged 10 years or older, who represented 96% of these deaths, the mortality rate among non-Hispanic Black and Hispanic individuals was 2.8 and 1.7 times higher, respectively, than that among White individuals.
Conclusions. Substantial racial/ethnic disparities in legal intervention deaths remain an ongoing problem in the United States.
Source: Boston Review, Forum I, 2017
Walter Johnson, Harvard historian and author of the acclaimed River of Dark Dreams, urges us to embrace a vision of justice attentive to the history of slavery—not through the lens of human rights, but instead through an honest accounting of how slavery was the foundation of capitalism, a legacy that continues to afflict people of color and the poor. Inspired by Cedric J. Robinson’s work on racial capitalism, as well as Black Lives Matter and its forebears—including the black radical tradition, the Black Panthers, South African anti-apartheid struggles, and organized labor—contributors to this volume offer a critical handbook to racial justice in the age of Trump.
Source: Rob Griffin, William H. Frey, and Ruy Teixeira, Center for American Progress, February 17, 2017
….Historically, our political institutions have struggled to represent a society that is demographically different than its electorate. The systematic disenfranchisement of women and communities of color, for example, contributed to a public policy process that ignored and underserved large portions of the population. Functionally, they created what we will refer to as representation gaps—the difference between the percentage of voters who belong to a given group and the percentage of the whole population that belong to that same group. While an electorate that resembles the general population is no guarantee of a representative polity, we believe it creates conditions favorable to one.
Representational gaps such as these persist in modern America politics. They are obviously different in size and arise as the result of different processes, but the problems they induce are similar. Given their continued existence, the goal of this report is as follows:
– Document the representation gaps we have observed along age, education, gender, and race lines over the last several decades.
– Predict what those gaps might look like going into the future using the best available demographic projections and turnout data.
– Facilitate a conversation about the representational challenges the United States is likely to face in the coming decades and what solutions might work best to confront them.
Our analysis finds the white overrepresentation and minority underrepresentation has been a defining feature of American politics for decades. In fact, we may currently be at peak levels of both overrepresentation and underrepresentation. We also find that white overrepresentation is likely to decline in the future, as underrepresentation of Latinos and Asians declines significantly due to projected increases in citizenship among these groups. This trend will be especially noticeable in states that currently have the highest white representation gaps, such as Arizona, California, and Texas. By 2060, we expect the states with the highest white representation gaps to be interior states, such as Kansas, Utah, and Wyoming…..
Source: Brandon Ellington Patterson, Mother Jones, February 7, 2017
Donald Trump repeatedly expressed hostility towards Black Lives Matter activists during his presidential campaign, particularly for their efforts to confront police brutality. Now, faced with a Trump agenda whose repercussions for African Americans could reach far beyond policing, BLM organizers say they are broadly expanding their mission. …. In the wake of Trump’s immigration order, BLM organizers mobilized their networks to turn out at airports to protest. The groups also fired up their social media networks to amplify calls for the release of detained travelers. BLM leaders say their strategy will evolve as more details become known about what Trump plans to do on matters ranging from policing and reproductive rights to climate change and LGBT issues. They will focus on combating what they see as Trump’s hostile, retrograde agenda—and that of right-wing politicians emboldened by Trump—primarily at the state and local levels. ….
Source: Kate Aronoff, In These Times, December 20, 2016
Anti-fascist organizing in post-Brexit Britain offers lessons for Trump’s America. ….
….For months, organizers in Britain have been grappling with questions their U.S. counterparts are now facing. What does defending those communities most vulnerable to xenophobic attacks entail, and what does bringing those same communities into the ground-floor of a multi-racial movement-building strategy look like? Why are progressive organizations—most housed in major cities—so out of touch with voters who feel the economy has left them behind? And how can movements honor feelings of voicelessness and economic pain while excising white supremacy? What does taking back power look like?….
Source: Khatera Sahibzada, The Conversation, December 19, 2016
Giving feedback is unquestionably one of the most challenging tasks for any leader, as it can be painful to both the giver and receiver. It is nonetheless invaluable: Research has shown that employees recognize the importance of feedback – whether positive or negative – to their career development.
Many even welcome it, provided it’s given well. One study of nearly a thousand employees both in the U.S. and abroad found that 92 percent believed that negative feedback is effective at improving performance – “if delivered appropriately.”….
….In another example, a study conducted at New York University found that men and women received different evaluations after demonstrating the same altruistic behavior, such as volunteering to help a co-worker who was in a bind even though the employee would end up being late for another co-worker’s party.
The employees were then given performance evaluations and reward recommendations – that is whether they should get salary increases, promotions, high-profile projects or bonus pay. Women were consistently evaluated more harshly than their male counterparts and were penalized to a greater degree if they were unwilling to help…..
Source: Rebekah Barber, Facing South, December 1, 2016
This week the Southern Poverty Law Center (SPLC) released two reports documenting the correlation between hate incidents and President-elect Donald Trump’s win on Nov. 8. The reports shows that racist, sexist, xenophobic and homophobic people nationwide have been emboldened by Trump’s win and the divisive campaign he led…..
Ten Days After: Harassment and Intimidation in the Aftermath of the Election
Source: Southern Poverty Law Center, November 29, 2016
The Trump Effect: The Impact of The 2016 Presidential Election on Our Nation’s Schools
Source: Southern Poverty Law Center, November 28, 2016