Source: Brandie Temple and Jasmine Tucker, National Women’s Law Center, Fact Sheet, July 2017
From the summary:
When comparing all men and women who work full time, year round in the United States, women are paid just 80 cents for every dollar paid to their male counterparts. But the wage gap is even larger when looking specifically at Black women who work full time, year round—they are paid only 63 cents for every dollar paid to white, non-Hispanic men. This gap, which amounts to a loss of $21,001 a year, means that Black women have to work more than 19 months—until the very last day of July—to make as much as white, non-Hispanic men did in the previous 12-month calendar year.
Source: Sarah Thebaud, Laura Doering, The Conversation, July 23, 2017
….When men direct others, they’re often assumed to be assertive and competent. But when women direct others, they’re often disliked and labeled abrasive or bossy.
Our new study puts a twist on this narrative. Gender bias doesn’t merely disadvantage women, it also can disadvantage men. The reason? We don’t just stereotype men and women. We stereotype jobs. ….
The Effects of Gendered Occupational Roles on Men’s and Women’s Workplace Authority: Evidence from Microfinance
Laura Doering, Sarah Thébaud, American Sociological Review, Volume 82, Issue 3, June 2017
From the abstract:
The gendering of occupational roles affects a variety of outcomes for workers and organizations. We examine how the gender of an initial role occupant influences the authority enjoyed by individuals who subsequently fill that role. We use data from a microfinance bank in Central America to examine how working initially with a male or female loan manager shapes borrowers’ compliance with future managers’ directives. First, we show that borrowers originally paired with female managers continue to be less compliant with subsequent managers, regardless of subsequent managers’ gender. Next, we demonstrate how compliance is shaped by the gender-typing of the role and the gender of the individual who fills that role. We find that men enjoy significantly greater compliance in male-typed roles, but male and female managers experience similar levels of compliance in female-typed roles. Further analyses reveal that these gendered patterns become especially pronounced after managers demonstrate their authority by disciplining borrowers. Overall, we show how quickly gendered expectations become inscribed into occupational roles, and we identify their lasting organizational consequences. More broadly, we suggest authority mechanisms that may contribute to the “stalled” gender revolution in the workplace.
Source: Wei-hsin Yu, Janet Chen-Lan Kuo, American Sociological Review, OnlineFirst, Published July 3, 2017
From the abstract:
Mothers are shown to receive lower wages than childless women across industrial countries. Although research on mothers’ wage disadvantage has noted that the extent of this disadvantage is not universal among mothers, it has paid relatively little attention to how the structural characteristics of jobs moderate the price women pay for motherhood. Using data from 16 waves of the National Longitudinal Survey of Youth that began in 1997, we examine how the pay gap between mothers and non-mothers varies by occupational characteristics. Deriving hypotheses from three prominent explanations for the motherhood wage penalty—stressing work-family conflict and job performance, compensating differentials, and employer discrimination, respectively—we test whether this penalty changes with an occupation’s exposure to hazardous conditions, schedule regularity, required on-the-job training, competitiveness, level of autonomy, and emphasis on teamwork. Results from fixed-effects models show that the wage reduction for each child is less in occupations with greater autonomy and lower teamwork requirements. Moreover, mothers encounter a smaller penalty when their occupations impose less competitive pressure. On the whole, these findings are consistent with the model focusing on job strain and work-family conflict, adding evidence to the importance of improving job conditions to alleviate work-family conflict.
Source: Dragana Stojmenovska, Thijs Bol, Thomas Leopold, First Published July 7, 2017
From the abstract:
In an influential article published in the American Sociological Review in 2009, Herring finds that diverse workforces are beneficial for business. His analysis supports seven out of eight hypotheses on the positive effects of gender and racial diversity on sales revenue, number of customers, perceived relative market share, and perceived relative profitability. This comment points out that Herring’s analysis contains two errors. First, missing codes on the outcome variables are treated as substantive codes. Second, two control variables—company size and establishment size—are highly skewed, and this skew obscures their positive associations with the predictor and outcome variables. We replicate Herring’s analysis correcting for both errors. The findings support only one of the original eight hypotheses, suggesting that diversity is nonconsequential, rather than beneficial, to business success.
Source: Jocelyn Frye and Kaitlin Holmes, Center for American Progress, July 5, 2017
Equal pay is often framed in the public debate as being solely a women’s issue. But a close look at the data reveals that wage discrimination is a problem experienced by many different groups, including women, men, older workers, and workers with disabilities.
A review of Equal Employment Opportunity Commission (EEOC) charge filings data—both public and unpublished—helps paint a diverse and nuanced picture of wage discrimination claims. Having a clearer, more accurate understanding of wage discrimination is essential in identifying the breadth of the challenges facing workers and the most effective solutions in response to the needs of workers.
The majority of wage discrimination charges alleging discrimination based on gender are filed by women. But a portion of gender-based wage discrimination charges are also filed by men. A review of unpublished EEOC data from the past four fiscal years shows that men filed, on average, 15 percent of gender-based wage discrimination charges…..
Source: Eric Cortellessa, American Prospect, June 5, 2017
Undocumented immigrant workers now fear reporting their victimization to the authorities.
Source: Alana Semuels, The Atlantic, June 6, 2017
Research suggests that states with homogenous populations are more willing to spend on the safety net than those with higher shares of minorities.
Source: Will Evans, Reveal, May 23, 2017
There’s a hidden form of discrimination blocking job seekers across the country.
It’s not a cabal of racist, sexist hiring managers colluding to give white men an advantage – though it can have the same effect.
It’s the misuse of employment tests – which measure reading, math and other cognitive skills – that can unfairly disadvantage minorities and women without the employers or the job applicants even realizing it…..
Source: Kristen Clarke and Ezra Rosenberg, SCOTUSblog, May 22, 2017
As we prepare for the upcoming round of 2020 redistricting, the opinions in Bethune-Hill v. Virginia State Board of Elections and Cooper v. Harris make clear that what constitutes unlawful racial gerrymandering will prove critical. Although states and localities can act intentionally to preserve and create majority-minority districts, they must do so in a way that complies with the Constitution. First, and put simply, race cannot predominate over every other consideration. And, second, unlawful racial gerrymandering cannot be justified as an attempt to achieve partisan ends.
The decisions provide a workable approach for addressing allegations of unconstitutional racial gerrymanders, while at the same time rejecting the proposition that the intentional creation of a majority-minority election district automatically triggers strict scrutiny. This is clear from the sum and substance of the majority opinions, and from the explicit language in the separate opinions of Justices Samuel Alito and Clarence Thomas in Bethune-Hill and that of Thomas in Cooper. A contrary result would have imperiled legitimate attempts by state legislatures to create majority-minority districts….
Source: Jasmine Tucker, National Women’s Law Center, Fact Sheet, May 2017
From the summary:
More than 22.8 million mothers with children under 18 are in the workforce, making up nearly 1 in 6 – or 15.5 percent – of all workers. The great majority of these mothers work full time. In 2015, 42 percent of mothers were sole or primary family breadwinners, while 22.4 percent of mothers were co-breadwinners, meaning families are increasingly relying on mothers’ earnings.
While women in the U.S. who work full time, year round are typically paid just 80 cents for every dollar paid to their male counterparts, the wage gap between mothers and fathers is even larger. Mothers working full time, year round outside the home are paid just 71 cents for every dollar paid to fathers, a gap that translates to a loss of $16,000 annually. The wage gap between mothers and fathers exists across education level, age, location, race, and occupation, and compromises families’ economic security….