Race and Unemployment Amidst the New Diversity: More Evidence of a Black/Non-Black Divide

Emeka, Amon

doi:10.1007/s12552-009-9012-4

Cited by 9 publications

(4 citation statements)

References 36 publications

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“…As many workplace statistics imply, some managers, especially individuals who identify with the dominant culture, are reluctant to employ ethnic minorities, disabled individuals and women in specific, and often prized, jobs and roles (Emeka, 2009). Consequently, organizations do not enjoy the benefits of a diverse workforce, such as vital innovations and respect from ethnic or disadvantaged communities (Hofhuis et al, 2015).…”

Section: Discussionmentioning

confidence: 99%

Can workplaces foster an openness to diversity surreptitiously?

Moss¹,

Ennis²,

Zander³

et al. 2018

EDI

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Purpose To enhance their innovation and reputation, many organizations introduce programs that are intended to attract, retain and support diverse communities. Yet, these programs are often unsuccessful, partly because explicit references to diversity tend to evoke defensive reactions in employees from the dominant culture. To circumvent this problem, the purpose of this paper is to explore the hypothesis that individuals tend to be more receptive to diversity whenever they experience meaning in life. Furthermore, four workplace characteristics – informational justice, a manageable workload, equality in status and a compelling vision of the future – should foster this meaning in life. Design/methodology/approach To assess these possibilities, 177 employees completed a survey that assessed workplace practices, meaning in life and openness to diversity. Findings The results showed that informational justice, a manageable workload and a compelling vision were positively associated with openness to other cultures, constituencies and perspectives, and these relationships were partly or wholly mediated by meaning in life. Originality/value These findings imply that leaders might be able to foster an openness to diversity, but without explicit references to this diversity, circumventing the likelihood of defensive reactions. Specifically, a program that simultaneously encourages transparent communication, diminishes workload and clarifies the vision or aspirations of the future may represent an inexpensive but powerful means to foster an openness to diversity.

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Section: Discussionmentioning

confidence: 99%

Can workplaces foster an openness to diversity surreptitiously?

Moss¹,

Ennis²,

Zander³

et al. 2018

EDI

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“…Although it is impossible to account for all the factors that influence unemployment in Florida, it is important to consider race's possible impact on employment opportunities. According to Couch and Fairlie (2010), Black individuals are the first to be fired as business weakens, and Emeka (2009) found Black men and women to experience the highest rates of unemployment nationally. Perhaps not surprisingly, almost half the present sample identified as African American.…”

Section: Methodsmentioning

confidence: 99%

Examining a model of life satisfaction among unemployed adults.

Duffy¹,

Bott²,

Allan³

et al. 2013

Journal of Counseling Psychology

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The present study examined a model of life satisfaction among a diverse sample of 184 adults who had been unemployed for an average of 10.60 months. Using the Lent (2004) model of life satisfaction as a framework, a model was tested with 5 hypothesized predictor variables: optimism, job search self-efficacy, job search support, job search behaviors, and work volition. After adding a path in the model from optimism to work volition, the hypothesized model was found to be a good fit for the data and a better fit than a more parsimonious, alternative model. In the hypothesized model, optimism, work volition, job search self-efficacy, and job search support were each found to significantly relate to life satisfaction, accounting for 35% of the variance. Additionally, using 50,000 bootstrapped samples, optimism was found to have a significant indirect effect on life satisfaction as mediated by job search self-efficacy, job search support, and work volition. Implications for research and practice are discussed.

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“…Gans ( 1999 ) also predicted that the U.S. racial hierarchy was moving towards a Black/nonblack binary with a “residual” group of unclassified individuals. Numerous empirical studies have offered support for such binary distinctions, whether framed as a Black/White divide (e.g., Bratter & Gorman, 2011 ; Charles & Hurst, 2006 ; Couch & Fairlie, 2010 ; King & Johnson, 2016 ; Kreisman & Rangel, 2015 ; Rugh et al, 2015 ; Sharp & Hall, 2014 ) or as a Black/nonblack divide (e.g., Emeka, 2009 ; Fischer & Hout, 2006 ).…”

Section: Debating the Racial Hierarchymentioning

confidence: 99%

Consistent Divisions or Methodological Decisions? Assessing the U.S. Racial Hierarchy Across Outcomes

Guluma

Saperstein

2022

Race Soc Probl

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Scholars have offered a range of perspectives on the twenty-first century racial landscape with little consensus about either the current state of the U.S. racial hierarchy or its future trajectory. We offer a more comprehensive assessment, using data from the National Longitudinal Study of Adolescent to Adult Health (Add Health) to study racial stratification across a number of socioeconomic outcomes. We pay particular attention to the robustness of results across different categorization schemes that account for self-identification and interviewer classification, as well as racial fluidity. Although we observe that White and Asian Americans generally have the best socioeconomic outcomes, on average, while Black Americans and American Indians have the worst, we also find meaningful differences in patterns of stratification both across outcomes and depending on how race is operationalized. These differences in stratification are reflected in the estimated number of strata as well as the rank order of racial categories. Our results suggest that ongoing debates about the nature of the U.S. racial hierarchy can be partly explained by methodological decisions about which outcomes to study and how best to measure race. Supplementary Information The online version contains supplementary material available at 10.1007/s12552-021-09351-2.

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Race and Unemployment Amidst the New Diversity: More Evidence of a Black/Non-Black Divide

Cited by 9 publications

References 36 publications

Can workplaces foster an openness to diversity surreptitiously?

Can workplaces foster an openness to diversity surreptitiously?

Examining a model of life satisfaction among unemployed adults.

Consistent Divisions or Methodological Decisions? Assessing the U.S. Racial Hierarchy Across Outcomes

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