Second Generation Employment Discrimination: A Structural Approach

Sturm, Susan

doi:10.2307/1123737

Cited by 284 publications

(180 citation statements)

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“…Mechanisms of homosocial reproduction, or informal preferences for members of one's own group, can lead to network configurations of informal mentorship and sponsorship that contribute to the preservation of existing status hierarchies (Kanter 1977;see also Elliot & Smith 2001, Sturm 2001. The wide-ranging economic consequences that follow from segregated social networks corresponds to what Loury (2001, p. 452) refers to as the move from "discrimination in contract" to "discrimination in contact."…”

Section: Organizational Factorsmentioning

confidence: 99%

The Sociology of Discrimination: Racial Discrimination in Employment, Housing, Credit, and Consumer Markets

2008

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Persistent racial inequality in employment, housing, and a wide range of other social domains has renewed interest in the possible role of discrimination. And yet, unlike in the pre-civil rights era, when racial prejudice and discrimination were overt and widespread, today discrimination is less readily identifiable, posing problems for social scientific conceptualization and measurement. This article reviews the relevant literature on discrimination, with an emphasis on racial discrimination in employment, housing, credit markets, and consumer interactions. We begin by defining discrimination and discussing relevant methods of measurement. We then provide an overview of major findings from studies of discrimination in each of the four domains; and, finally, we turn to a discussion of the individual, organizational, and structural mechanisms that may underlie contemporary forms of discrimination. This discussion seeks to orient readers to some of the key debates in the study of discrimination and to provide a roadmap for those interested in building upon this long and important line of research. Keywordsrace; inequality; measurement; mechanisms; African Americans; racial minorities Persistent racial inequality in employment, housing, and other social domains has renewed interest in the possible role of discrimination. Contemporary forms of discrimination, however, are often subtle and covert, posing problems for social scientific conceptualization and measurement. This article reviews the relevant literature on racial discrimination, providing a roadmap for scholars who wish to build on this rich and important tradition. The charge for this article was a focus on racial discrimination in employment, housing, credit markets, and consumer interactions, but many of the arguments reviewed here may also extend to other domains (e.g., education, health care, the criminal justice system) and to other types of discrimination (e.g., gender, age, sexual orientation). We begin this discussion by defining discrimination and discussing methods for measuring discrimination. We then provide an overview of major findings from studies of discrimination in employment, housing, and credit and consumer markets. Finally, we turn to a discussion of the individual, organizational, and structural mechanisms that may underlie contemporary forms of discrimination.

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Section: Organizational Factorsmentioning

confidence: 99%

The Sociology of Discrimination: Racial Discrimination in Employment, Housing, Credit, and Consumer Markets

2008

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“…Whilst they struggle with issues of authenticity in gender imbalanced work environments, women also suffer the subtle biases of second generation discrimination (Sturm, 2001) and have to make choices between identities of competency and likeability (see Heilman & Parks-Stamm for review, 2007). This gendered leadership identity appears resistant to change.…”

Section: Identifying Societal (Macro) Level Influencesmentioning

confidence: 99%

Promoting women to MD in investment banking: multi-level influences

Pryce

Sealy

2013

Gender in Management: An International Journal

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This is the accepted version of the paper.This version of the publication may differ from the final published version. Permanent repository link AbstractPurpose: Women remain underrepresented at senior levels in global investment banks. By investigating promotion processes in this sector, and using the concept of a multi-level, relational framework, this paper seeks to examine macro, micro, and meso-level influences, and the interplay between them, as explanations for why more progress is not being made.Design/Approach: Data is taken from two projects with a total of 50 semi-structured interviews with male and female directors and managing directors, across six investment banks discussing careers and promotions. An inductive approach was taken to data analysis. Findings:Women's lack of representation at the top of investment banks is not simply an individual level problem but is the result of the dynamic interplay between macro and mesolevel influences which impact individual agency, identity and perception of fit. Research Limitations

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“…181 But such reforms may be most effective when they are developed internally than when externally imposed. 182 In addition, the Court has repeatedly signaled a reluctance to intrude upon federal agency management, insisting on addressing only specific agency actions instead of broader attacks on federal programs.…”

mentioning

confidence: 99%

Ordinary Administrative Law as Constitutional Common Law

Metzger

2009

SSRN Journal

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Second Generation Employment Discrimination: A Structural Approach

Cited by 284 publications

References 0 publications

The Sociology of Discrimination: Racial Discrimination in Employment, Housing, Credit, and Consumer Markets

The Sociology of Discrimination: Racial Discrimination in Employment, Housing, Credit, and Consumer Markets

Promoting women to MD in investment banking: multi-level influences

Ordinary Administrative Law as Constitutional Common Law

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