From Sameness to Differentness

Riccucci, Norma M.

doi:10.4324/9781315718958-9

Cited by 5 publications

(3 citation statements)

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“…The social equity literature prior to 2018 began to evince paired dynamics, namely linking social equity to related concepts and drawing from other fields. On the first dynamic, scholarly works began linking concepts of diversity, cultural competency, inclusion, methodologies and philosophies of knowledge, representative bureaucracy, and emotional labor to equity issues, noting that these concepts were all necessary, albeit not sufficient, conditions for understanding and fostering fairness for all (see Guy & McCandless, 2012;Guy et al, 2008;Norman-Major & Gooden, 2012;Riccucci, 2010;Riccucci, 2015;Riccucci & Van Ryzin, 2017). On the second dynamic, scholars in public administration began drawing more often from other literatures, whether explicitly or implicitly, in other fields to bring new analytical tools to the field, especially regarding feminism and queer theory (Swan, 2004), critical race theory (Alkadry & Blessett, 2010;Gaynor, 2018), theories of justice (Federickson, 2010;Rawls, 1971), and intersectionality (Blessett, 2018;Love et al, 2016).…”

Section: Toward Greater Conceptual and Operational Claritymentioning

confidence: 99%

Social Equity in Public Administration: Past, Present, and the Future

Yu,

McCandless,

Rauhaus

2023

J. Public Nonprof Aff.

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By 2018, the United States was (again) faced with a number of turbulent and divisive issues. In response, the Minnowbrook at 50 conference identified several critical areas of emphasis to advance social equity in research, teaching, and the practice of public administration. In this essay, we highlight these renewed efforts to describe its progress during the past five years (e.g., 2018–2023), as well as review the conceptual development of social equity in public administration prior to the Minnowbrook at 50 conference (e.g., pre-2018). We conclude with a re-examination of the future of social equity in public administration by upholding past principles, while encouraging new practices, pedagogy, and scholarship within the social equity domain (e.g., post-2023).

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Section: Toward Greater Conceptual and Operational Claritymentioning

confidence: 99%

Social Equity in Public Administration: Past, Present, and the Future

Yu,

McCandless,

Rauhaus

2023

J. Public Nonprof Aff.

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“…However, there is a relatively small literature base on FRD, focusing mostly on legal theories and employment claims (see, for example, Albiston et al, 2008; Bornstein, 2012; Still, 2008; Williams & Bornstein, 2006, 2008). Also, FRD is cited as one of the three areas for research where “greater progress is needed” in the public sector (Riccucci, 2015, p. 197). Very few empirical studies have examined FRD from the perspective of employer practices or policies.…”

Section: Frdmentioning

confidence: 99%

The Effects of Family Responsibilities Discrimination on Public Employees’ Satisfaction and Turnover Intentions: Can Flexible Work Arrangements Help?

Mullins

Charbonneau

Riccucci

2020

Review of Public Personnel Administration

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Discrimination against caregivers is a topic of interest for the public sector workplace. This study assesses the degree to which family responsibilities discrimination (FRD) can diminish work satisfaction and lead to intentions of leaving the public service. It also examines the effects of flexible work arrangements on work satisfaction and intentions to leave. Applying Mahalanobis Distance Matching, we examine the Canadian Public Service Employee Survey and find evidence that family status discrimination has some impact on employees’ intention to leave the public service and can diminish satisfaction with work arrangements. We also find that federal public servants who feel like work and family/personal obligations adversely affected their career progression were less satisfied with their work arrangements and were more likely to want to leave their positions.

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“…Williams, as well as her colleagues, transcended the norms of the time by maintaining racial data beyond that which was explicitly required (Gooding ). In fact, scholars who examine demographic representation in the federal sector typically provide data comparisons starting in the 1960s, after the passage of Title VII of the landmark Civil Rights Act of 1964, which prohibited discrimination on the basis of sex, race color, national origin, and religion and applied to all federal, state, and local governments (see, e.g., Riccucci ). Williams achieved at least 13 percent African American employment at the OPA in 1945, almost 20 years prior to passage of the Civil Rights Act.…”

Section: Williams Social Equity and The Opamentioning

confidence: 99%

Frances Harriet Williams: Unsung Social Equity Pioneer

Gooden

2017

Public Administration Review

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Frances Harriet Williams was an unsung social equity pioneer in the field of public administration. Long before the Minnowbrook I Conference convened in the 1960s to discuss the importance of fairness in the provision of public services, Williams successfully promoted values of social equity and racial fairness within public administration scholarly and practitioner communities. Raised by progressive parents in the South, Williams was the only high‐ranking African‐American woman in the federal government during President Franklin D. Roosevelt's administration. She was directly involved in leading the Office of Price Administration to a staff that was at least 13 percent black when the rest of government was no more than 1 percent black. This work was the focus of her 1947 article in Public Administration Review, the first publication on racial equity to appear in the field's flagship journal. Her efforts and accomplishments undergird many of the ideals and practices that constitute the concept of social equity in public administration today.

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From Sameness to Differentness

Cited by 5 publications

References 0 publications

Social Equity in Public Administration: Past, Present, and the Future

Social Equity in Public Administration: Past, Present, and the Future

The Effects of Family Responsibilities Discrimination on Public Employees’ Satisfaction and Turnover Intentions: Can Flexible Work Arrangements Help?

Frances Harriet Williams: Unsung Social Equity Pioneer

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