Source: January Angeles and Stephen A. Somers, Center for Health Care Strategies, Issue Brief, August 2007
Despite improvements in the overall health status of Americans, minorities continue to lag behind whites in health status and access to care. Since the 2002 release of the Institute of Medicine report, Unequal Treatment: Confronting Racial and Ethnic Disparities in Health Care (purchase required), a significant amount of analytic work has enhanced our understanding of the scope and causes of disparities in health and health care. It is now time to move beyond documenting disparities and to focus our efforts on actionable steps to eliminate them.
A comprehensive, multi-stakeholder strategy is needed to reduce racial and ethnic disparities in health care delivery. Progress in this area requires the engagement of the entire health care stakeholder community — purchasers, managed care organizations, providers, consumers, and community- based organizations. This brief outlines innovative, practical strategies that states and Medicaid managed care organizations nationally are implementing to address documented gaps in care.
Source: Maureen Minehan, Employment Alert, Vol. 24, no. 15, July 19, 2007
New guidance from the Equal Employment Opportunity Commission (EEOC) means employers must be extra cautious when it comes to employees with care giving responsibilities. While no federal law specifically bans discrimination against caregivers, the EEOC says Title VII of the Civil Rights Act and the Americans with Disabilities Act (ADA) extend protections to individuals caring for children, parents and others.
Source: M.V. Lee Badgett, Holning Lau, Brad Sears, Deborah Ho, The Williams Institute, UCLA School of Law, June 2007
This report reviews more than 50 studies over the last decade and demonstrates a disturbing and consistent pattern: sexual orientation-based and gender identity discrimination is a common occurrence in many workplaces across the country. Surveys of GLBT individuals, studies of the sexual orientation earnings gap, and controlled experiments all provide evidence of discriminatory treatment.
Source: U.S. Equal Employment Opportunity Commission, Annual Report on the Federal Work Force, Fiscal Year 2006
From press release:
Naomi C. Earp, Chair of the U.S. Equal Employment Opportunity Commission (EEOC), today released the Annual Report on the Federal Work Force for Fiscal Year (FY) 2006, covering October 2005 through September 2006. The comprehensive report, which informs and advises the President and the U.S. Congress on the state of equal employment opportunity (EEO) government-wide, is available on the agency’s web site.
The 58-page annual report follows the structure of the requirements set forth in the EEOC’s Management Directive (MD)-715 and includes practical tips for improving EEO performance. Data in the report are presented both in individual agency profiles and in government-wide aggregate form. MD-715, which became effective in October 2003, is an extensive guidance document for federal agencies promoting EEO principles and best practices.
The report shows that in FY 2006, federal employees and applicants filed 16,723 complaints alleging employment discrimination on the basis of race, color, sex, national origin, religion, age, disability and reprisal – down seven percent from just over 18,000 complaints in FY 2005 and nearly 20,000 complaints in prior years.
Source: Robert K. Robinson, Ph.D., SPHR, Geralyn McClure Franklin, Ph.D., and Karen Epermanis, Ph.D., Public Personnel Management, Volume 36, No. 1, Spring 2007
On June 23, 2003, the Supreme Court of the United States, in a five to four decision, substantially altered the nature of state imposed affirmative action permissible under the Equal Protection Clause of the Fourteenth Amendment when it held that diversity could serve as a compelling government interest, thus justifying public sector preferential programs. Though this ruling pertained specifically to race-based preferential university admissions, it is likely to have wide ranging implications for all public sector affirmative action programs. One implication may include making it easier to justify state initiated affirmative action by diminishing the requirement to demonstrate the remedial motive behind such action. This article discusses the impact that the Grutter v. Bollinger and Gratz v. Bollinger decisions are likely to have on preferential admissions policies in public higher education.
Source: Nina Williams-Mbengue and Steve Christian, State Legislatures, Vol. 33 no. 4, April 2007
Legislators are seeking answers to difficult questions about race and child welfare.
Thirty-three percent of kids in foster care are African American, but they make up only 15 percent of the child population. Yet federal studies indicate that child abuse and neglect is actually lower for black families than it is for whites.
Source: Victor Narro, Kent Wong, and Janna Shadduck-Hernández, New Labor Forum, Vol. 16 no. 1, Winter 2007
For three months between March 10 and May 1, 2006, five million mostly Latino Immigrants and their supporters demonstrated in over one hundred cities throughout the United States. The marches and rallies demanded full rights for immigrants, and opposed the anti-immigrant legislation pending in Congress. Immigrant families – women and men, grandparents and grandchildren – came out of the shadows of society to demand justice and equality.
Source: Steven Pitts, New Labor Forum, Vol. 16 no. 1, Winter 2007
Thirty-five years after the end of the modern civil rights movement and the end of legal segregation, the United States still has a blind spot which renders invisible the impact of institutional racism on black life. In the arena of employment, this blind spot results in the limited view of the job crisis in the Black community – a view which focuses exclusively on unemployment. Just as white supremacy is rarely seen as a constituent aspect of U.S society, the plight of low-wage Black workers is rarely seen. The racism which only sees two segments of Black society – the elite who have made it and the “underclass” who has not – also keeps Blacks who toil in bad jobs in the shadows. This limited view results in a set of policies and programs which are ill equipped to address the complexities surrounding the reality of work facing Black Americans.
Source: Joshua Green, The Atlantic, Vol. 299 no. 2, March 2007
The software mogul Tim Gill has a mission: Stop the Rick Santorums of tomorrow before they get started. How a network of gay political donors is stealthily fighting sexual discrimination and reshaping American politics.
Source: Sally Coleman Selden, Public Administration Review, November/December 2006, Vol. 66 no. 6
Since the arrival of equal opportunity and affirmative action in the 1960s, government employment has become a major force for social mobility among disadvantaged groups and had made the public workforce more broadly representative of the population at large. Is a representative workforce still necessary to ensure equitable outcomes? Alternatively, have societal attitudes changed sufficiently that a competent workforce – assembled on the basis of merit alone, irrespective of race, ethnicity, or gender – is capable of ensuring desired policy outcomes?