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Relevant bibliographies by topics / Employment opportunities

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Academic literature on the topic 'Employment opportunities'

Author: Grafiati

Published: 4 June 2021

Last updated: 24 January 2023

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Journal articles on the topic "Employment opportunities"

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Pozner, Adam. "Employment Opportunities." A Life in the Day 3, no. 3 (August 1999): 19. http://dx.doi.org/10.1108/13666282199900026.

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"Employment Opportunities." ASA News 36, no. 1 (January 2003): 5–6. http://dx.doi.org/10.1017/s0278221900604996.

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"Employment Opportunities." ASA News 25, no. 2 (June 1992): 22. http://dx.doi.org/10.1017/s0278221900607162.

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"Employment Opportunities." ASA News 25, no. 1 (March 1992): 34–35. http://dx.doi.org/10.1017/s0278221900598514.

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"Employment Opportunities." ASA News 21, no. 1 (March 1988): 41–43. http://dx.doi.org/10.1017/s0278221900595376.

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"Employment Opportunities." ASA News 24, no. 3 (September 1991): 24. http://dx.doi.org/10.1017/s0278221900598095.

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"Employment Opportunities." ASA News 24, no. 2 (June 1991): 14. http://dx.doi.org/10.1017/s0278221900597867.

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"Employment Opportunities." ASA News 25, no. 4 (December 1992): 15–16. http://dx.doi.org/10.1017/s027822190059885x.

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"Employment Opportunities." ASA News 24, no. 1 (March 1991): 38–39. http://dx.doi.org/10.1017/s0278221900597648.

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"Employment Opportunities." ASA News 21, no. 3 (September 1988): 38. http://dx.doi.org/10.1017/s0278221900595698.

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Dissertations / Theses on the topic "Employment opportunities"

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Woodhams, Carol Anne Cruttenden. "Disability, equality and employment - on whose terms?" Thesis, Manchester Metropolitan University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.284865.

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Driscole, Robert E. "Employment opportunities and skills necessary for entry-level employment in the timber industry." Morgantown, W. Va. : [West Virginia University Libraries], 2004. https://etd.wvu.edu/etd/controller.jsp?moduleName=documentdata&jsp%5FetdId=3304.

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Thesis (M.S.)--West Virginia University, 2004.
Title from document title page. Document formatted into pages; contains vii, 35 p. Vita. Includes abstract. Includes bibliographical references (p. 21).

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Tran, Thi Minh Thu. "Employment Opportunities for Adolescents with Autism - A Vietnamese Case." Thesis, Linnéuniversitetet, Institutionen för socialt arbete, SA, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-13463.

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Baird, Jim. "Black Employment Opportunities: The Role of Immigrant Job Concentrations." Digital Archive @ GSU, 2006. http://digitalarchive.gsu.edu/sociology_theses/6.

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Recent, post-1980, immigration patterns have had a dramatic effect on U.S. labor markets, leading to considerable debate about the impact of immigration on native-born black workers. This research examines immigrant and black labor markets, across metropolitan areas, using Public Use Microdata and Summary File data from Census 2000 to generate low, mid, and high classifications of immigrant and black occupations based on socio-economic index (SEI). Multivariate findings indicate that the effect of recent immigration on black labor market outcomes differs by occupational level. Competition for low-skilled jobs is identified for native-born blacks in low-level jobs while a “bump-up” effect is identified for blacks in mid-level jobs. For example, production occupations with low language and skill requirements are shown to be contested among the groups. On the other hand, service and administrative functions emerge as bump-up mechanisms that create opportunity for black workers who amass the human capital required of these occupations. Thus, the ramifications of immigration for native-born blacks are shown to be quite different for low- and mid-SEI jobs.

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Lam, Alice. "Equal employment opportunities for Japanese women : changing company practice." Thesis, London School of Economics and Political Science (University of London), 1990. http://etheses.lse.ac.uk/126/.

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The central aim of this thesis is to examine the extent to which the growing pressures for equal opportunity between the sexes has forced Japanese companies to adapt and modify their employment and personnel management practices in recent years. It analyses the major social and economic factors prompting Japanese companies to adopt more open employment policies towards women since the mid-1970s and the change programmes introduced by management. The thesis especially looks at how companies have reacted to the 1985 Equal Employment Opportunity Law and in the light of this considers how far the present legislation will bring about fundamental changes in the Japanese employment system towards more egalitarian treatment of women workers. A detailed case study was conducted at Seibu Department Stores Ltd., both before and after the introduction of the EEO Law, as a critical test of the possibility of introducing equal opportunities for women in a large Japanese company. Seibu was chosen because it is a big employer of women and is a company operating in an industry which has strong economic and- commercial incentives to offer women better career opportunities. All the more important, Seibu is regarded as a 'leading edge' company in personnel management reforms. The study reveals that despite many economic and social reasons that were in favour of change towards greater sexual equality in Seibu, and especially after the introduction of the EEO Law, change towards more egalitarian treatment of women has been very limited. This study illustrates the depth of the resistance to change in the core employment practices in large Japanese companies. The present EEO Law has little potential for undermining the structural mechanisms which perpetúate sexual job segregation in the employment system. The final part of the thesis speculates on the future prospects of introducing equal opportunities for women in Japanese companies. In the light of the present socio-legal constraints, the author puts forward a number of practical policy suggestions for engendering more pervasive long-term changes towards equal employment for Japanese women.

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Alghamedi, Ahmad. "Enhancing employment opportunities in the Saudi Arabian private sector." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10250406.

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The history of unemployment in Saudi Arabia has been a decades-long struggle, and is considered among the biggest challenges facing the Saudi Arabian government. The youth and women, unfortunately, have been the most affected groups of the high unemployment rate in Saudi Arabia. In an effort to decrease the number of unemployed, the government of Saudi Arabia introduced the Saudization program in an attempt to create jobs for Saudi job seekers. The Saudization policy was created by the government and implemented through the Ministry of Labor. The main objective of this program was to maximize efforts in decreasing labor opportunities for foreign workers, while increasing the number of opportunities for Saudis in the private sector. However, the Saudization policy was not as successful as had been anticipated. Therefore, new efforts to alter the policy were rolled out under the Nitaqat scheme in the year 2011. Despite the government’s efforts to improve the employment situation in Saudi Arabia, research indicates that progress to reduce unemployment levels during the past 5 years since Nitaqat was implemented by the Ministry of Labor have been minimal. The main purpose of this research paper was to investigate and draw practical solutions to the unemployment challenges facing Saudi Arabia. This study was based on quantitative method using 2 online surveys: (a) Ministry of Labor employees, and (b) Saudi business owners. The most important findings for this study were a need of reforming the employment policy, changing the education system, and implement and/ or edit policy to create middle-class jobs. Additionally, the study found that there was a mismatch between the market needs and educational outcomes. The study also recommended the need for creating more jobs for women. Last, the study findings called for increasing the cooperation between the private sector and Ministry of Labor to create a more effective employment policy that will generate jobs for the Saudi job seekers.

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Rosenblum, Amy. "The Influence of Employment Status and Sex on Job Opportunities." Thesis, Southern Illinois University at Edwardsville, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1544513.

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Millions of Americans are unemployed, looking for work, and hoping to secure job interviews. A job applicant's employment status and sex have the potential to influence hiring managers' judgments as to who is interviewed and, ultimately, hired. In this study, participants reviewed and evaluated fictitious job applicants' resumes. Six resumes which portrayed various combinations of applicant employment status (currently employed, short-term unemployed, long-term unemployed) and sex were developed. However, each participant was only asked to review one resume. Despite the resumes depicting different employment conditions, all of the job applicants had equivalent work experience relevant to the job for which they were applying. Results indicated that employment status and sex did not affect whether applicants were seen as possessing characteristics often associated with the unemployed. However, employment status and sex had a significant interaction when it came to hiring decisions. When making hiring decisions, long-term unemployed females were rated significantly less favorably than employed females, short-term unemployed females, and long-term unemployed males. The data suggest that the effects of unemployment may differ for males and females, and these factors may affect job opportunities. To hire the best employees, hiring managers need to be aware of their biases when making interview and hiring decisions because the factors on a resume can work together to impact these decisions.

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Broomhall, David E. "The influence of perceived employment opportunities on educational performance in Appalachia." Diss., This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-08062007-094402/.

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Duckworth, Stephen Charles. "Disability and equality in employment : the imperative for a new approach." Thesis, University of Southampton, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.295608.

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McNickle, Cathy, and n/a. "Enhanced access for re-entry into education, training is is seen to enable women to achieve self-fulfilment and to enhance employment opportunities." University of Canberra. Education, 1994. http://erl.canberra.edu.au./public/adt-AUC20061013.143535.

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The study topic undertaken was "Enhanced access for re-entry into education, training is seen to enable women to achieve self-fulfilment and enhance employment opportunities". Thesis Proposition and Study Problem : The topic was undertaken to study groups of women during different stages of education, training to see whether they did achieve self-fulfilment and had better employment opportunities if they did have enhanced access for re-entry into education, training. The study briefly looks at the progress by women chronologically, from the late nineteenth century until today, noting the major changes that have given greater gender eguity within the workplace. Methodology : The study focused on four different case studies; each case study focusing on different women who were at different stages of education, training. The study ensured it also focused on women who had gone into nontraditional roles to gain a greater insight as a result of women being given greater access, whether it has played a role in women having the opportunity to gain greater career opportunities and self-fulfilment as a result. Results : Some of the key results were that if women were given the opportunities of education, training that they were able to achieve self-fulfilment and their employment opportunities were enhanced. It was also evident that women were increasing in numbers to study at university. There were a number of inequalities noted still, although there have been a number of changes in recent times. These changes were also noted, as well as the barriers that are still evident. The study identifies different areas within education/employment whereby there are barriers and inequalities. The changes in training/legislation are also noted. Conclusions : The study is concluded by compiling the results of the four case studies and presenting these as well as other evidence from a variety of sources clarifying the investigation that "Enhanced access for re-entry into education, training is seen to enable women to achieve self-fulfilment and enhance employment opportunities".

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Books on the topic "Employment opportunities"

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United States. Environmental Protection Agency. Personnel Management Division. Employment opportunities. Washington, DC: The Division, 1985.

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Fund, European Social. Employment-NOW: New employment opportunities for women. [Brussels]: European Commission, 1997.

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West Midlands Regional Health Authority. Equal opportunities in employment policy. Birmingham: West MidlandsRegional Health Authority, 1991.

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Birmingham (England). Personnel and Equal Opportunities Department. Equal opportunities in employment policy. Birmingham: Department of Personnel and Equal Opportunities, 1987.

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Illinois. Dept. of Transportation. Design your future: Employment opportunities. Springfield, Ill.]: Illinois Dept. of Transportation, 2011.

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Social network-powered employment opportunities. New York: Rosen Publishing, 2014.

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Michael, Fix, and Struyk Raymond J, eds. Opportunities denied, opportunities diminished: Racial discrimination in hiring. Washington, D.C: Urban Institute Press, 1991.

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US DEPARTMENT OF AGRICULTURE. Applying for a job with the Forest Service. [Washington, D.C.]: U.S. Dept. of Agriculture, 1990.

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Fund, European Social. Employment-HORIZON: Better employment opportunities for people with disabilities. [Brussels]: European Commission, 1997.

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Levitan, Sar A. Spending to save: Expanding employment opportunities. Washington, D.C: Center for Social Policy Studies, George Washington University, 1992.

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Book chapters on the topic "Employment opportunities"

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Willis, David O. "Employment Opportunities." In Business Basics for Dentists, 361–68. West Sussex, UK: John Wiley & Sons, Inc., 2013. http://dx.doi.org/10.1002/9781118783368.ch24.

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Ma, Huateng, Xiaorong Zhang, Yi Sun, and Xiongshan Cai. "Employment Opportunities." In The Chinese Sharing Economy, 101–11. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-33-6494-3_12.

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Reday-Mulvey, Geneviève. "Employment Changes and Opportunities." In Working Beyond 60, 57–73. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230504981_5.

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McMills, Anne E. "US-based Employment Opportunities." In The Assistant Lighting Designer's Toolkit, 315–35. 2nd ed. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780367823870-15.

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Badger, Helen. "Equal Opportunities." In Employment Policy in the European Union, 66–92. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-10650-6_4.

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Schefold, Bertram. "Environmental Problems and Employment Opportunities." In Barriers to Full Employment, 273–94. London: Palgrave Macmillan UK, 1988. http://dx.doi.org/10.1007/978-1-349-19233-5_11.

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Côté, James. "Work and Changing Employment Opportunities." In Youth Studies, 99–113. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-11214-9_6.

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Saha, Bibhas. "Household Self-Employment Eliminates Child Labour." In Opportunities and Challenges in Development, 357–66. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-9981-7_16.

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Morley, John, and Terry Ward. "Cohesion, real incomes and employment opportunities." In Improving Economic and Social Cohesion in the European Community, 73–90. London: Palgrave Macmillan UK, 1994. http://dx.doi.org/10.1007/978-1-349-23438-7_6.

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Mohd Salleh, Noorziah, Jabil Mapjabil, and Rafeah Legino. "Graduate Work-Readiness in Malaysia: Challenges, Skills and Opportunities." In Work, Organization, and Employment, 125–42. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-0974-8_8.

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Conference papers on the topic "Employment opportunities"

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Rahmatika, Maula Fadhilata, M. Pudjihardjo, and Sasongko. "Planning Tourism Employment Opportunities." In 23rd Asian Forum of Business Education(AFBE 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200606.069.

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Wallace, Ronald J. "GEOLOGY EMPLOYMENT OPPORTUNITIES WITH STATE AGENCIES." In 66th Annual GSA Southeastern Section Meeting - 2017. Geological Society of America, 2017. http://dx.doi.org/10.1130/abs/2017se-289879.

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Gawade, Mrunal, Rajan Vaish, Mercy Nduta Waihumbu, and James Davis. "Exploring Employment Opportunities through Microtasks via Cybercafes." In 2012 IEEE Global Humanitarian Technology Conference (GHTC). IEEE, 2012. http://dx.doi.org/10.1109/ghtc.2012.21.

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Wallace, Ron James. "GEOLOGY EMPLOYMENT OPPORTUNITIES WITH STATE ENVIRONMENTAL PROTECTION PROGRAMS." In Joint 69th Annual Southeastern / 55th Annual Northeastern GSA Section Meeting - 2020. Geological Society of America, 2020. http://dx.doi.org/10.1130/abs/2020se-343619.

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Csák, Csilla, and György Kenderes. "New Organizational and Employment Opportunities of the Multifunctional Agriculture." In MultiScience - XXX. microCAD International Multidisciplinary Scientific Conference. University of Miskolc, 2016. http://dx.doi.org/10.26649/musci.2016.115.

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Davidavičienė, Vida, and Ingrida Lolat. "MIGRANT ENTREPRENEURSHIP IN EUROPE: CHALLENGES AND OPPORTUNITIES." In Business and Management 2016. VGTU Technika, 2016. http://dx.doi.org/10.3846/bm.2016.72.

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In the last decades a handful of scientist investigated the topic of migrant entrepreneurship in Europe. Therefore historical background, reasons of migrant self-employment or the impacts for host countries, home countries and at the European level could be identified. Still nowadays, there exist no corporate understanding of the term and the limited statistics do not use common definitions or measurements. The purpose of this article identify migrant self-employment in Europe challenges and identify migrant friendly EU countries in terms of e-services for new business establishment. Consequently existing literature and institutions were taken into consideration, analysis of statistics and countries e-government development were analysed.

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Winoto, Suhartono. "Effect of Online Transportation on Open Unemployment and Employment Opportunities." In Proceedings of the Annual International Conference of Business and Public Administration (AICoBPA 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/aicobpa-18.2019.52.

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Terziev, Venelin, and Ekaterina Arabska. "Opportunities of Quality and Efficiency Improvement in Public Employment Services." In The 3rd Human and Social Sciences at the Common Conference. Publishing Society, 2015. http://dx.doi.org/10.18638/hassacc.2015.3.1.152.

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Kutaev, Shihragim. "Challenges And Opportunities Of Youth Employment In Russian Labor Market." In SCTCMG 2019 - Social and Cultural Transformations in the Context of Modern Globalism. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.12.04.253.

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Martin-Gutierrez, Jorge, Carlos Efren Mora-Luis, Carmen Hernández Jorge, and Rodrigo Trujillo González. "TRANSVERSAL SKILLS: THE KEY TO IMPROVE EMPLOYMENT OPPORTUNITIES THROUGH MOOCS." In International Conference on Education and New Learning Technologies. IATED, 2017. http://dx.doi.org/10.21125/edulearn.2017.2628.

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Reports on the topic "Employment opportunities"

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Ventura, Jonathan. Employment Opportunities at the Nation’s Premier National Security Laboratory. Office of Scientific and Technical Information (OSTI), February 2021. http://dx.doi.org/10.2172/1764882.

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Raei, Lamia. Exploring the Links: Youth participation and employment opportunities in Jordan. Oxfam IBIS, August 2021. http://dx.doi.org/10.21201/2021.7981.

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Oxfam partners with the Jordanian Hashemite Fund for Human Development (JOHUD) through its Youth Participation and Employment (YPE) programme in order to connect with communities and train local community-based organizations (CBOs). JOHUD’s aim is to build the job-seeking capacity of youth in four governorates in Jordan. The programme organizes informal activities involving peer-to-peer education to help young people engage in the community as volunteers, and links them to various governmental and non-governmental institutions. COVID-19 and the associated lockdowns have altered the organization’s operations, with most projects shifting online. JOHUD has adopted a youth-led initiative aimed at matching young people’s skills with labour-market demand in each governorate where the programme operates. This case study presents examples of how the programme has helped young people transform into professionals, and how youth-led employment centres can contribute to youth development activities.

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Borjas, George, Jeffrey Grogger, and Gordon Hanson. Immigration and African-American Employment Opportunities: The Response of Wages, Employment, and Incarceration to Labor Supply Shocks. Cambridge, MA: National Bureau of Economic Research, September 2006. http://dx.doi.org/10.3386/w12518.

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Carney, Megan, Julie Gilbertsen, Kristine Andrews, and Shantai Peckoo. Lessons for Employer-School Partnerships to Provide Meaningful Youth Employment Opportunities. Child Trends, Inc., December 2022. http://dx.doi.org/10.56417/934t1514t.

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Nogales, Ricardo, Pamela Córdova, and Manuel Urquidi. The Impact of University Reputation on Employment Opportunities: Experimental Evidence from Bolivia. Inter-American Development Bank, July 2020. http://dx.doi.org/10.18235/0002822.

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Bodenhorn, Howard, and Gregory Price. Crime and Body Weight in the Nineteenth Century: Was there a Relationship between Brawn, Employment Opportunities and Crime? Cambridge, MA: National Bureau of Economic Research, June 2009. http://dx.doi.org/10.3386/w15099.

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Rudman, Debbie Laliberte, and Rebecca M. Aldrich. Social Isolation, Third Places, and Precarious Employment Circumstances: A Scoping Review. University of Western Ontario, 2022. http://dx.doi.org/10.5206/otpub.2022.54.

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Rising rates of social isolation in Canada and other middle- and high-income countries have turned scholarly attention to the kinds of places that facilitate social connections. “Third places” - physical and virtual places beyond home (first places) and work (second places) - are thought to foster social interaction, connection, belonging, and support. This evidence brief reports on a SSHRC funded knowledge synthesis that linked understandings about “third places” with situations of precarious employment, given that people facing precarious employment circumstances often lack the social opportunities and resources associated with stable workplaces. This scoping review assessed what is known about the types and characteristics of “third places” that help maintain social connectedness and address social isolation for adults experiencing precarious employment circumstances. The project examined English-language research articles published in multidisciplinary academic journals between 2012 and 2022. The review captured diverse forms of employment (i.e., gig work, involuntary part-time work, seasonal work, temporary migrant work) characterized as transient, non-permanent, unpredictable, having few worker protections or rights, and associated with low or unpredictable remuneration, as well as cyclical and long-term unemployment. In addition to synthesizing study results, findings attend to how studies addressed diverse social positions and studies’ geographic locations, methodologies, methods, and quality. The goal of the project was to understand the current state of knowledge on this topic; create dialogue about how social isolation can be addressed through precarious workers’ engagement with “third places”; and identify opportunities for stakeholders to partner on place-based interventions with people experiencing precarious employment circumstances.

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Ahmed AlGarf, Yasmine. AUC Venture Lab: Encouraging an entrepreneurial culture to increase youth employment. Oxfam IBIS, August 2021. http://dx.doi.org/10.21201/2021.7888.

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The American University in Cairo Venture Lab (V-Lab) is the first university-based startup accelerator in Egypt. Oxfam’s Youth Participation and Employment (YPE) programme in Egypt partnered with V-Lab to support youth in entrepreneurship and business startups. V-Lab provides dynamic business support to entrepreneurs with innovative and scalable ideas. Its work has brought about change in Egypt’s culture and business environment. In this case study, YPE and V-Lab make useful recommendations on how to strengthen the sustainability and growth of entrepreneurship in Egypt. V-Lab’s other initiatives include connecting graduates with potential investors. The accelerator’s startups have played an important role during the COVID-19 pandemic by helping to create employment opportunities, both directly and indirectly.

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Mpofu, David, Michael Ndiweni, Kwanele Moyo, Samuel Wadzai, and Marjoke Oosterom. Youth Active Citizenship for Decent Jobs: A Handbook for Policy & Practice. Institute of Development Studies (IDS), March 2022. http://dx.doi.org/10.19088/ids.2022.017.

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This Handbook has been created for development partners and civil society actors that design and implement youth employment interventions, particularly in contexts marked by fragility and political-economic crises. Youth employment programmes usually strengthen young people’s business and entrepreneurship skills. They fail to consider the civic and political competencies needed by young people in order to negotiate fair, safe, and decent working conditions and influence the wider policy environment for decent work. The Handbook offers suggestions for integrating youth active citizenship strategies into youth employment interventions, thus building young people’s civic and political skills. Adopting these strategies will strengthen the capacities of young people to engage both private sector and government actors, foster inclusion, and strengthen coalitions that can influence a enabling environment for decent jobs for youth. Recognising that many young people start their trade and businesses in theinformal economy, the Handbook takes their experiences as the point of departure. It is widely recognised that political economy matters for development and development interventions. This also applies to youth employment programming. Ideas in this Handbook recognise that politics influence youth employment opportunities. This is particularly the case in contexts commonly referred to as fragile, conflict-affected and violent settings (FCVS). Approaches to youth employment interventions need to respond to these dynamics to avoid that powerful actors capture them to serve their interests and avoid increasing risks to conflict. Moreover, the Covid-19 pandemic has proved that fragility is multidimensional and manifests in many countries across the globe. Early on in the pandemic, it quickly became clear that the informal economy would be hard hit. In addition, the challenging politics of FCVS influence opportunities for both formal and informal employment.

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Lazonick, William, Philip Moss, and Joshua Weitz. Equality Denied: Tech and African Americans. Institute for New Economic Thinking, February 2022. http://dx.doi.org/10.36687/inetwp177.

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Thus far in reporting the findings of our project “Fifty Years After: Black Employment in the United States Under the Equal Employment Opportunity Commission,” our analysis of what has happened to African American employment over the past half century has documented the importance of manufacturing employment to the upward socioeconomic mobility of Blacks in the 1960s and 1970s and the devastating impact of rationalization—the permanent elimination of blue-collar employment—on their socioeconomic mobility in the 1980s and beyond. The upward mobility of Blacks in the earlier decades was based on the Old Economy business model (OEBM) with its characteristic “career-with-one-company” (CWOC) employment relations. At its launching in 1965, the policy approach of the Equal Employment Opportunity Commission assumed the existence of CWOC, providing corporate employees, Blacks included, with a potential path for upward socioeconomic mobility over the course of their working lives by gaining access to productive opportunities and higher pay through stable employment within companies. It was through these internal employment structures that Blacks could potentially overcome barriers to the long legacy of job and pay discrimination. In the 1960s and 1970s, the generally growing availability of unionized semiskilled jobs gave working people, including Blacks, the large measure of employment stability as well as rising wages and benefits characteristic of the lower levels of the middle class. The next stage in this process of upward socioeconomic mobility should have been—and in a nation as prosperous as the United States could have been—the entry of the offspring of the new Black blue-collar middle class into white-collar occupations requiring higher educations. Despite progress in the attainment of college degrees, however, Blacks have had very limited access to the best employment opportunities as professional, technical, and administrative personnel at U.S. technology companies. Since the 1980s, the barriers to African American upward socioeconomic mobility have occurred within the context of the marketization (the end of CWOC) and globalization (accessibility to transnational labor supplies) of high-tech employment relations in the United States. These new employment relations, which stress interfirm labor mobility instead of intrafirm employment structures in the building of careers, are characteristic of the rise of the New Economy business model (NEBM), as scrutinized in William Lazonick’s 2009 book, Sustainable Prosperity in the New Economy? Business Organization and High-Tech Employment in the United States (Upjohn Institute). In this paper, we analyze the exclusion of Blacks from STEM (science, technology, engineering, math) occupations, using EEO-1 employment data made public, voluntarily and exceptionally, for various years between 2014 and 2020 by major tech companies, including Alphabet (Google), Amazon, Apple, Cisco, Facebook (now Meta), Hewlett Packard Enterprise, HP Inc., Intel, Microsoft, PayPal, Salesforce, and Uber. These data document the vast over-representation of Asian Americans and vast under-representation of African Americans at these tech companies in recent years. The data also shine a light on the racial, ethnic, and gender composition of large masses of lower-paid labor in the United States at leading U.S. tech companies, including tens of thousands of sales workers at Apple and hundreds of thousands of laborers & helpers at Amazon. In the cases of Hewlett-Packard, IBM, and Intel, we have access to EEO-1 data from earlier decades that permit in-depth accounts of the employment transitions that characterized the demise of OEBM and the rise of NEBM. Given our findings from the EEO-1 data analysis, our paper then seeks to explain the enormous presence of Asian Americans and the glaring absence of African Americans in well-paid employment under NEBM. A cogent answer to this question requires an understanding of the institutional conditions that have determined the availability of qualified Asians and Blacks to fill these employment opportunities as well as the access of qualified people by race, ethnicity, and gender to the employment opportunities that are available. Our analysis of the racial/ethnic determinants of STEM employment focuses on a) stark differences among racial and ethnic groups in educational attainment and performance relevant to accessing STEM occupations, b) the decline in the implementation of affirmative-action legislation from the early 1980s, c) changes in U.S. immigration policy that favored the entry of well-educated Asians, especially with the passage of the Immigration Act of 1990, and d) consequent social barriers that qualified Blacks have faced relative to Asians and whites in accessing tech employment as a result of a combination of statistical discrimination against African Americans and their exclusion from effective social networks.

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