Race, Sex, and Clarence Thomas: Representation Change in the EEOC

Meier, Kenneth J.; Pennington, Michael; Eller, Warren S.

doi:10.1111/j.1540-6210.2005.00442.x

Cited by 41 publications

(43 citation statements)

References 31 publications

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“…Female representation was analyzed at various levels of the federal bureaucracy—including overall female representation in an agency, female representation in senior executive positions, and female representation among contracting officers—and in no case was evidence found of passive gender representation translating into overall substantive benefits for women. This finding is consistent with some previous research (Meier, Pennington, and Eller ). There are several possible explanations for this overall trend in the agencies that we observed.…”

Section: Resultssupporting

confidence: 94%

Race, Gender, and Government Contracting: Different Explanations or New Prospects for Theory?

Fernández

Malatesta

Smith

2012

Public Administration Review

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The U.S. Congress created the Small Disadvantaged Business (SDB) and Women‐Owned Small Business (WOSB) programs to promote fairness in government contracting. In this article, the authors examine whether increases in racial and gender representation in federal agencies correlate with the proportion of contract dollars awarded to women‐ and minority‐owned firms. Using the theory of representative bureaucracy as a starting point, they find evidence that increases in passive minority representation result in a larger proportion of contract dollars awarded to minority‐owned firms, which comports with previous empirical research. There is no evidence, however, that female representation leads directly or indirectly to substantive benefits for women‐owned small businesses. Given that the findings for women do not support representative bureaucracy, the authors provide potential alternative explanations. Specifically, they consider gender bias, social identity, and the “queen bee” phenomenon as possible explanations for why women are less inclined to advocate for other women.

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Section: Resultssupporting

confidence: 94%

Race, Gender, and Government Contracting: Different Explanations or New Prospects for Theory?

Fernández

Malatesta

Smith

2012

Public Administration Review

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“…Most of the PAR scholarship that includes an equity focus on race/ethnicity and/or gender is concentrated in the area of representative bureaucracy. This literature examines an assorted combination of these groups and their representation in the public sector relative to employment, wages, or position (see, e.g., Brereton ; Cayer and Sigelman ; Cornwell and Kellough ; Dometrius and Sigelman ; Hopkins ; Howard ; Hellriegel and Short ; Kellough ; Lewis , ; Lewis and Frank ; Meier and Nigro ; Meier, Pennington, and Eller ; Naff and Crum ; Rehfuss ; Riccucci and Saidel ; Saltzstein, Ting, and Saltzstein ; Soni ; Wise ).…”

Section: Milestones On the Social Equity Timelinementioning

confidence: 99%

“…Th e fi rst PAR article focused on Latinos, "Th e Chicano Experience with Nativism in Public Administration" appeared in the November/December 1974 issue. As Diaz de Krofcheck and Jackson explain, "Th e Spanish-surname minority group is the second largest minority in the U.S., but has been perceived by some as a nonminority, or as an 'invisible minority Meier and Nigro 1976;Meier, Pennington, and Eller 2005;Naff and Crum 2000;Rehfuss 1986;Riccucci and Saidel 1997;Saltzstein, Ting, and Saltzstein 2001;Soni 2000;Wise 1990).…”

Section: Rose and Chia's Analysis Of The Equalmentioning

confidence: 99%

PAR’s Social Equity Footprint

Gooden

2015

Public Administration Review

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During the 75th anniversary of Public Administration Review (PAR), this article examines the social equity scholarship published in PAR from 1940 to 2013. Less than 5 percent of all articles published in PAR since its inception focus on social equity. The articles published in PAR are primarily concentrated within the areas of personnel and public policy. Very few articles were published in the areas of budgeting or ethics. While social equity scholarship published in PAR has made a valuable contribution to understanding the career inequities of women and minorities in the public sector, scholars and professionals need to more thoroughly examine the black box of agency practice and structural inequities to examine why they persist. The challenge for future social equity research in public administration is to examine broader dimensions of equity and to understand how social inequities in administration can be mitigated.

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“…Research related to representative bureaucracy has remained central to the study of race and gender. Meier, Pennington, and Eller (2005) demonstrated that despite the fact that more women were employed at the Equal Employment Opportunity Committee, the increased representation did not result in an increase of complaints filed by women. Important studies have focused on the representation of women in state agencies, including agency leadership (Bowling, Kelleher, Jones, & Wright, 2006;Saidel & Loscocco, 2005), the representation of women in leadership in non-profit organizations (Pynes, 2000), and explorations of differences in salary between male and female school superintendents (Meier & Wilkins, 2002).…”

Section: A Time For Reflectionmentioning

confidence: 99%