Drawing on Jacobs’s (1961) and Taylor’s (1988) discussions of the social control implications of mixed land use, the authors explore the link between commercial and residential density and violent crime in urban neighborhoods. Using crime, census, and tax parcel data for Columbus, Ohio, the authors find evidence of a curvilinear association between commercial and residential density and both homicide and aggravated assault, consistent with Jacobs’s expectations. At low levels, increasing commercial and residential density is positively associated with homicide and aggravated assault. Beyond a threshold, however, increasing commercial and residential density serves to reduce the likelihood of both outcomes. In contrast, the association between commercial and residential density and robbery rates is positive and linear. The implications of these findings for understanding the sources of informal social control in urban neighborhoods are discussed.

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Does employment discrimination vary in degree or character across public and private labor market sectors? Prior research cannot fully address this question because it typically relies on one dimension of discriminationestimates of wage gaps. This study extends the literature by analyzing 11,528 legally verified cases of race and sex discrimination from the Ohio Civil Rights Commission (1986)(1987)(1988)(1989)(1990)(1991)(1992)(1993)(1994)(1995)(1996)(1997)(1998)(1999)(2000)(2001)(2002)(2003). Quantitative analyses demonstrate that aggregate rates of verified discrimination vary little by sector, yet there are elevated rates of public sector promotion discrimination and elevated rates of private sector firing discrimination. In-depth qualitative analyses show that specific sectoral processes contribute to these aggregate patterns. In the public sector, limited accountability for promotion decisions allows managers to devalue seniority, augment "soft skills," and sabotage multiple stages of formalized proceedings. Moreover, the very devices intended to curb discriminatory promotion may inadvertently multiply the stages for bias to enter decisions. In the private sector, managers exploit the latitude afforded by the employment-at-will doctrine to differentially terminate workers, sometimes justifying their actions as cost saving in a competitive market. The author argues that these processes are in line with statistical discrimination and social closure theories and concludes by discussing their implications for understandings of workplace inequality.

Pregnancy-based employment discrimination has long been a topic of interest for gender

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