Relevant bibliographies by topics / Equal Employment Opportunity

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Equal Employment Opportunity'

Author: Grafiati
Published: 4 June 2021
Last updated: 31 January 2023

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Journal articles on the topic "Equal Employment Opportunity"

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MacDermott, Kathy. "Repositioning Equal Employment Opportunity." Australian Journal of Public Administration 55, no. 3 (September 1996): 126–28. http://dx.doi.org/10.1111/j.1467-8500.1996.tb01231.x.

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Orife, John N., and Manmohan D. Chaubey. "Models of Equal Employment Opportunity." Journal of African Business 2, no. 3 (September 2001): 93–113. http://dx.doi.org/10.1300/j156v02n03_06.

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Marinoff, Lou. "Equal opportunity versus employment equity." Sexuality and Culture 4, no. 4 (December 2000): 23–44. http://dx.doi.org/10.1007/s12119-000-1003-y.

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Thompson, Pat. "SMALL BUSINESS: AN EQUAL EMPLOYMENT OPPORTUNITY." Journal of Small Business & Entrepreneurship 12, no. 4 (January 1995): 81–96. http://dx.doi.org/10.1080/08276331.1995.10600506.

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Larwood, Laurie. "Attributional Effects of Equal Employment Opportunity." Group & Organization Management 20, no. 4 (December 1995): 391–408. http://dx.doi.org/10.1177/1059601195204002.

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Prenzler, Tim. "Equal Employment Opportunity and Policewomen in Australia*." Australian & New Zealand Journal of Criminology 28, no. 3 (December 1995): 258–77. http://dx.doi.org/10.1177/000486589502800302.

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Limited statistics make for difficulties in producing a clear picture of the impact of equal employment opportunity policies in Australian police services. Available figures indicate that pre-entry physical ability tests are a significant source of attrition of aspiring policewomen. Women also appear to be disproportionately more likely to separate as a result of maternal obligations, and report higher incidents of sexual harassment and sex discrimination in promotion and deployment. Considering the historical marginalisation of women in policing, Australian police services have made large steps forward in reducing discrimination in a relatively short period of time. Improvements can nonetheless be made in making policing a more viable career option for women, and recruiting appears to be the main area where proactive measures are needed.
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Kellough, J. Edward. "Affirmative Action and Equal Employment Opportunity Reconsidered." Review of Public Personnel Administration 17, no. 4 (October 1997): 5–8. http://dx.doi.org/10.1177/0734371x9701700402.

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Hersch, Joni. "Equal Employment Opportunity Law and Firm Profitability." Journal of Human Resources 26, no. 1 (1991): 139. http://dx.doi.org/10.2307/145719.

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Teicher, Julian, and Katie Spearitt. "From equal employment opportunity to diversity management." International Journal of Manpower 17, no. 4/5 (June 1996): 109–33. http://dx.doi.org/10.1108/01437729610127622.

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Jacobs, Lesley A. "Equal Opportunity and Gender Disadvantage." Canadian Journal of Law & Jurisprudence 7, no. 1 (January 1994): 61–71. http://dx.doi.org/10.1017/s0841820900002563.

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Recently, in Canada both the Federal Government and various provincial governments have introduced a series of measures intended to address gender inequalities in the workplace. These measures are of two basic types. Employment equity policies involve the implementation of affirmative action programmes designed to encourage the hiring and promotion of more women in, for example, the civil service. Pay equity policies have sought to institutionalize the principle of equal pay for work of equal value or, to use the American terminology, comparable worth. The aim of this paper is to resurrect the presently out of fashion view that the principles of affirmative action and comparative worth that underlie employment equity and pay equity can be defended on the grounds that they contribute to the realization of an ideal of equality of opportunity between men and women in Canadian society. This view, although once prevalent among those concerned with gender issues, has been pushed aside, largely because of doubts about the visionary depth of the ideal of equality of opportunity. It has been replaced instead by an ideal of equality of results which emphasizes the goal of reducing the gender wage gap. It is my intention here to formulate a principle of equality of opportunity that can incorporate recent feminist legal and political philosophy in a way that offers a promising way to analyze issues posed by gender inequalities in the workplace and, as a result, provide a clear rationale for the recent employment equity and pay equity initiatives in Canada.
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Dissertations / Theses on the topic "Equal Employment Opportunity"

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Kaase, Kristopher Jerome. "Equal Employment Opportunity and Educational Achievement Gaps." NCSU, 2003. http://www.lib.ncsu.edu/theses/available/etd-12312002-131419/.

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Despite over 30 years of awareness, intervention, and research regarding race, class, and gender differences in educational achievement, large differences still persist. These differences have a significant impact on individuals? quality of life. Research on educational achievement gaps has been largely focused on schools or families; while policy efforts to address these gaps have been focused on schools, with limited success. This study examines the broader community context in which schools and families are embedded. Specifically, this study addressed the policy question: Is relative inequality in employment opportunity in local areas related to relative inequality in educational achievement in the same areas in North Carolina? Employment opportunity was conceptualized as quality of employment and as earnings. Relative inequality was measured by comparing a race (Black or White), class (high school education or less vs. education beyond high school), and gender group to White males with parental education beyond high school. Relative inequality in Biology and English I achievement were measured at the school level and at a modified Public Use Microdata Area (PUMA) level. Relative inequality in quality of employment and earnings were measured at the modified PUMA level, and measured separately for the local area and neighboring area. This study was unique in that it a) examined the variation in employment opportunity across communities and b) examined race, class, and gender inequality as simultaneously experienced rather than as separate inequalities. Relative inequality in local earnings had a positive relationship with relative inequality in high school Biology for most Black and White student groups. Relative inequality in local earnings had a positive relationship with relative inequality in English I for Black students. There was little support for the hypothesis that relative inequality in the local quality of employment had an effect on relative inequality in achievement. There was also little support for the effect of neighboring community employment factors on inequality in achievement. This study found reason to support policies that would reduce relative inequality in earnings in local areas as a means to reducing educational achievement gaps.
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Kleps, Christopher. "Equal Law, Unequal Process:How Context and Judges Shape Equal Opportunity Decision-Making in the Courts." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1503073597694633.

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Zhou, Jing. "A different way to solve the missing value problem the case of equal employment opportunity data /." College Park, Md. : University of Maryland, 2006. http://hdl.handle.net/1903/3830.

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Thesis (M.A.)--University of Maryland, College Park, 2006.
Thesis research directed by: Dept. of Mathematics. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Taylor, Cheryl L. (Cheryl Leigh). "Sharing equal opportunity : minority business enterprises and their effects on minority employment in inner city neighborhoods." Thesis, Massachusetts Institute of Technology, 1995. http://hdl.handle.net/1721.1/70257.

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Pedriana, Nicholas, and Robin Stryker. "From Legal Doctrine to Social Transformation? Comparing U.S. Voting Rights, Equal Employment Opportunity, and Fair Housing Legislation." UNIV CHICAGO PRESS, 2017. http://hdl.handle.net/10150/625059.

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In 1964-68, the U.S. Congress enacted comprehensive legislation prohibiting discrimination in employment (1964 Civil Rights Act), voting (1965 Voting Rights Act), and housing (1968 Fair Housing Act). A half-century later, most scholars concur that voting rights was by far the most successful, fair housing was a general failure, and Title VII fell somewhere in between. Explanations of civil rights effectiveness in political sociology that emphasize state-internal resources and capacities, policy entrepreneurship, and/or the degree of white resentment cannot explain this specific outcome hierarchy. Pertinent to President Trump's policies, the authors propose an alternative hypothesis grounded in the sociology of law: the comparative effectiveness of civil rights policies is best explained by the extent to which each policy incorporated a group-centered effects (GCE) statutory and enforcement framework. Focusing on systemic group disadvantage rather than individual harm, discriminatory consequences rather than discriminatory intent, and substantive group results over individual justice, GCE offers an alternative theoretical framework for analyzing comparative civil rights outcomes.
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Al-Ghailani, Rashid M. "Equal employment opportunity in public office in principle and practice : an empirical study of the Omani civil service." Thesis, University of Hull, 2005. http://hydra.hull.ac.uk/resources/hull:5650.

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The conceptual focus of this thesis is equal employment opportunity (EEO) when applied to a public personnel management system. In particular it fills a void in evaluating the concepts of Representative Bureaucracy and Management Diversity in both principle and practice, and in comprehending the extent to which their objectives can be translated into practical recruitment procedures. Moreover, the importance of organisational context is crucial. The study investigates how the merit principle can be sustained in a work environment where culture adversely affects organisational efficiency and EEO issues. The Omani public bureaucracy was taken as a case study. The study evaluates whether merit recruitment is embedded into the HRM system as demanded by the country's 1996 Basic Law. Oman faces serious challenges that necessitate efficient recruitment policy that can lead to an effective workforce. On the economic front, while population is rising, oil reserves are decreasing. Thus, the hiring of qualified civil servants is now essential for the country's future development. Politically, the governing elite gather public institutions under their command and operate on informal, personalistic and tribally-oriented work values. The result is a personnel and administrative system where public posts are filled based on nepotism, favouritism and ascriptive criteria, rather than on the basis of achievement and merit. The study argues that the time for reform has arrived to deal with challenges efficiently. After building a generic model of merit-based HRM, analysing the context of the public bureaucracy in Oman, examining the functions of personnel laws and institutions, and evaluating current recruitment activity in both policy and practice, a field study was undertaken to answer the study's questions and to test its hypotheses. The findings suggest that a Weberian type of rational-legal bureaucracy needs to be established. Despite the argument of the collapse of this approach in some western liberal democracies public personnel systems, the research shows that the basic concept of merit still survives in professional practice in other parts of the world where cultural values and social norms are preserved in the work-place. It particularly 'fits' the Omani context and provides an efficient EEO approach. The study confirms that blind imitation of western approaches may not be applicable or useful in developing states. Finally, the theoretical implications of the research are highlighted, with specific recommendations to ensure responsiveness to the merit-based recruitment model adopted by the study. The thesis should be of interest to both students and practitioners of public administration in the Arab Gulf region in particular, and developing countries in general.
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DeGeorge, Bradley Victor. "Equal employment opportunity in a climate of managing diversity : an institutional study of personnel processes of the Pennsylvania State Police /." Diss., This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-08082007-114523/.

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Maxwell, Jewerl T. "Presidential Affirmative Action: The Role of Presidential Executive Orders in the Establishment, Institutionalization, & Expansion of Federal Equal Employment Opportunity Policies." Miami University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=miami1216044992.

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Maxwell, Jewerl Thomas. "Presidential affirmative action the role of presidential executive orders in the establishment, institutionalization, & expansion of federal equal employment opportunity policies /." Oxford, Ohio : Miami University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1216044992.

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Halvorson-Fried, Sarah Marie. "Exploring Factors Influencing Employer Attitudes and Practices toward Equity, Diversity, and Inclusion in the New River Valley." Thesis, Virginia Tech, 2016. http://hdl.handle.net/10919/71705.

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Although Congress enacted civil rights legislation in the 1960s to address racial inequities in income and employment, the executive branch and the courts have since retreated from efforts to pursue those policies aggressively. Meanwhile, anti-racism advocates, including the Montgomery County, Virginia based Dialogue on Race, have continued to promote strategies aimed at securing employment and income equity for all citizens. This study analyzed the social and economic costs of continued racial inequality in employment and income, and examined the ways in which local employers are addressing this challenge in the Blacksburg, Virginia region by exploring their self-reported rationales for action on the basis of economic efficiency or profit, moral obligation to fairness and justice, adherence to legal requirements, or leader influence. I addressed these concerns through population data analysis, key informant interviews, and a survey of major local employers. I found that New River Valley employers appear to be motivated by economic and moral reasons, as well as legal compliance. I conclude that activists should use this apparent openness to multiple rationales to work to help community leaders and local employers recognize racial equality as a moral imperative rather than as an instrumental claim incidental to its perceived utility.
Master of Urban and Regional Planning
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Books on the topic "Equal Employment Opportunity"

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Lizik, Kathryn. Alaska equal employment opportunity. [Juneau]: State of Alaska, Dept. of Labor, 1985.

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Twomey, David P. Equal employment opportunity law. 3rd ed. Cincinnati, Ohio: South-Western Pub. Co., 1994.

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United States. Internal Revenue Service. Equal employment opportunity handbook. [Washington, D.C.?]: Dept. of the Treasury, Internal Revenue Service, 1988.

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Authority, Massachusetts Bay Transportation. Equal employment opportunity agreement. Boston, Mass.]: [Massachusetts Bay Transportation Authority], 1997.

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United States. Defense Fuel Supply Center. Equal employment opportunity handbook. Alexandria, VA: Defense Fuel Supply Center, 1990.

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Twomey, David P. Equal employment opportunity law. 2nd ed. Cincinnati, OH: South-Western Pub. Co., 1990.

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Lewis, Gareth. Employment and equal opportunity. Leicester: Community and Employment ResearchUnit, Department of Geography, University of Leicester, 1985.

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1942-, Bowie Norman E., ed. Equal opportunity. Boulder: Westview Press, 1988.

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Chrissie, Vidas, ed. Primer on equal employment opportunity. 6th ed. Washington, D.C: Bureau of National Affairs, 1994.

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King, C. J. Equal employment opportunity: Survey report. Bentley, W.A: Produced by Curtin University for the Western Australian College of Advanced Education, 1987.

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Book chapters on the topic "Equal Employment Opportunity"

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Heitlinger, Alena. "Protective Legislation and Equal Employment Opportunity." In Women’s Equality, Demography and Public Policies, 169–89. London: Palgrave Macmillan UK, 1993. http://dx.doi.org/10.1057/9780230374782_7.

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DiPrete, Thomas A. "Equal Employment Opportunity and the Bridging of Job Ladders." In The Bureaucratic Labor Market, 197–230. Boston, MA: Springer US, 1989. http://dx.doi.org/10.1007/978-1-4899-0849-0_8.

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Gelb, Joyce. "Equal Employment Opportunity Policy in the United States and Japan." In Gender Policies in Japan and the United States, 41–63. New York: Palgrave Macmillan US, 2003. http://dx.doi.org/10.1057/9781403976789_3.

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Bridges, William. "Racial Equality Without Equal Employment Opportunity? Lessons from a Labor Market for Professional Athletes." In Handbook of Employment Discrimination Research, 149–65. New York, NY: Springer New York, 2005. http://dx.doi.org/10.1007/978-0-387-09467-0_7.

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Kurihara, Tomoko. "Gender Segregation and the Japanese Labor Market: Equal Employment Opportunity Law." In Japanese Corporate Transition in Time and Space, 47–73. New York: Palgrave Macmillan US, 2009. http://dx.doi.org/10.1057/9780230101135_3.

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Beauchamp, Edward R. "Japan′s Equal Employment Opportunity Law: An Alternative Approach to Social Change." In The Japanese Economy and Economic Issues since 1945, 140–97. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781315052045-9.

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Inoue, Yukiko. "Working Women in Japan — After Enforcement of the Equal Opportunity in Employment Law." In Human-Centred Systems in the Global Economy, 11–20. London: Springer London, 1992. http://dx.doi.org/10.1007/978-1-4471-1967-8_2.

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Nicholson-Crotty, Sean, and Jill Nicholson-Crotty. "Efficiency, Enforcement, and Political Control: The Case of the Equal Employment Opportunity Commission." In President George W. Bush’s Influence over Bureaucracy and Policy, 187–201. New York: Palgrave Macmillan US, 2009. http://dx.doi.org/10.1057/9780230620162_10.

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Charlesworth, Sara. "Paying the price: The cost of the equal employment opportunity in the Australian banking industry." In Gender — from Costs to Benefits, 221–35. Wiesbaden: VS Verlag für Sozialwissenschaften, 2003. http://dx.doi.org/10.1007/978-3-322-80475-4_16.

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Le Feuvre, Nicky. "The Adoption and Enforcement of Equal Opportunity Measures in Employment: The Case of France in Comparative Perspective." In Women’s Social Rights and Entitlements, 82–103. London: Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1007/978-1-349-73033-9_6.

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Conference papers on the topic "Equal Employment Opportunity"

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Suwarno, Peter. "Equality in Education and Employment for Sustainable Development of Diverse Indonesia: Enhancing Equal Opportunity, Volunteerism, and Philanthropy." In Proceedings of the 1st Non Formal Education International Conference (NFEIC 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/nfeic-18.2019.1.

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Dzhumalieva, Ana. "OPPORTUNITIES FOR APPLICATION OF MEDIATION IN DISCRIMINATION PROCEEDINGS." In THE MEDIATION IN THE DIFFERENT PUBLIC SPHERES 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/mdps2021.11.

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The report examines the potential applications of mediation in anti-discrimination proceedings. In order to achieve an objective assessment, on one hand is considered the Bulgarian Protection against Discrimination Act and the Commission for Protection against Discrimination, as an independent specialized body, and on the other hand, the experience of the Equal Employment Opportunity Commission in the USA and the UK.
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Dzhumalieva, Ana. "OPPORTUNITIES FOR APPLICATION OF MEDIATION IN DISCRIMINATION PROCEEDINGS." In THE MEDIATION IN THE DIFFERENT PUBLIC SPHERES 2021. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/mdps2021.1.

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The report examines the potential applications of mediation in anti-discrimination proceedings. In order to achieve an objective assessment, on one hand is considered the Bulgarian Protection against Discrimination Act and the Commission for Protection against Discrimination, as an independent specialized body, and on the other hand, the experience of the Equal Employment Opportunity Commission in the USA and the UK.
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Reports on the topic "Equal Employment Opportunity"

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Vuono, Carl E. Civilian Personnel: Equal Employment Opportunity Discrimination Complaints. Fort Belvoir, VA: Defense Technical Information Center, September 1989. http://dx.doi.org/10.21236/ada402307.

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Vuono, Carl E. Civilian Personnel: Equal Employment Opportunity and Affirmative Action. Fort Belvoir, VA: Defense Technical Information Center, March 1988. http://dx.doi.org/10.21236/ada402309.

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Edwards, Jack E. Equal Employment Opportunity Enhancement Program for Civilian Navy Employees: End of Fellowship Report. Fort Belvoir, VA: Defense Technical Information Center, January 1988. http://dx.doi.org/10.21236/ada203350.

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Lewis, Pat. Implementing an Impartial Panel as a Cost Avoidance Mechanism in Equal Employment Opportunity Complaint Resolution. Fort Belvoir, VA: Defense Technical Information Center, January 1995. http://dx.doi.org/10.21236/ada298251.

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Leibbrandt, Andreas, and John List. Do Equal Employment Opportunity Statements Backfire? Evidence From A Natural Field Experiment On Job-Entry Decisions. Cambridge, MA: National Bureau of Economic Research, September 2018. http://dx.doi.org/10.3386/w25035.

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Ravillard, Pauline, J. Enrique Chueca, Mariana Weiss, and Michelle Carvalho Metanias Hallack. Implications of the Energy Transition on Employment: Today’s Results, Tomorrow’s Needs. Inter-American Development Bank, November 2021. http://dx.doi.org/10.18235/0003765.

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As countries progress in their energy transitions, new investments have the potential to create employment. This is crucial, as countries enter their post-pandemic recovery phase. An opportunity also arises to close the gender gap in the energy sector. However, how much will need to be invested, how many jobs will be created, and for whom, remain empirical questions. Little is also known about the needs of each country and their sectors in terms of future skills and training. The present work sheds light on these questions by carrying out a harmonized firm-level survey on employment in Chile, Uruguay, and Bolivia. Findings are manifold. First, firms in emerging sectors such as energy efficiency, electric mobility, battery, storage, hydrogen, and demand management, create more direct jobs than generation firms, including renewables. Second, these firms also have the potential to create employment that is local, permanent, and direct. Finally, they can contribute to closing the gender gap. However, this employment creation will not come on its own and will not be equal between countries. It will require improving the workforces qualifications and considering each countrys labor market and market structures specificities.
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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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Lazonick, William, Philip Moss, and Joshua Weitz. The Unmaking of the Black Blue-Collar Middle Class. Institute for New Economic Thinking Working Paper Series, May 2021. http://dx.doi.org/10.36687/inetwp159.

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In the decade after the Civil Rights Act of 1964, African Americans made historic gains in accessing employment opportunities in racially integrated workplaces in U.S. business firms and government agencies. In the previous working papers in this series, we have shown that in the 1960s and 1970s, Blacks without college degrees were gaining access to the American middle class by moving into well-paid unionized jobs in capital-intensive mass production industries. At that time, major U.S. companies paid these blue-collar workers middle-class wages, offered stable employment, and provided employees with health and retirement benefits. Of particular importance to Blacks was the opening up to them of unionized semiskilled operative and skilled craft jobs, for which in a number of industries, and particularly those in the automobile and electronic manufacturing sectors, there was strong demand. In addition, by the end of the 1970s, buoyed by affirmative action and the growth of public-service employment, Blacks were experiencing upward mobility through employment in government agencies at local, state, and federal levels as well as in civil-society organizations, largely funded by government, to operate social and community development programs aimed at urban areas where Blacks lived. By the end of the 1970s, there was an emergent blue-collar Black middle class in the United States. Most of these workers had no more than high-school educations but had sufficient earnings and benefits to provide their families with economic security, including realistic expectations that their children would have the opportunity to move up the economic ladder to join the ranks of the college-educated white-collar middle class. That is what had happened for whites in the post-World War II decades, and given the momentum provided by the dominant position of the United States in global manufacturing and the nation’s equal employment opportunity legislation, there was every reason to believe that Blacks would experience intergenerational upward mobility along a similar education-and-employment career path. That did not happen. Overall, the 1980s and 1990s were decades of economic growth in the United States. For the emerging blue-collar Black middle class, however, the experience was of job loss, economic insecurity, and downward mobility. As the twentieth century ended and the twenty-first century began, moreover, it became apparent that this downward spiral was not confined to Blacks. Whites with only high-school educations also saw their blue-collar employment opportunities disappear, accompanied by lower wages, fewer benefits, and less security for those who continued to find employment in these jobs. The distress experienced by white Americans with the decline of the blue-collar middle class follows the downward trajectory that has adversely affected the socioeconomic positions of the much more vulnerable blue-collar Black middle class from the early 1980s. In this paper, we document when, how, and why the unmaking of the blue-collar Black middle class occurred and intergenerational upward mobility of Blacks to the college-educated middle class was stifled. We focus on blue-collar layoffs and manufacturing-plant closings in an important sector for Black employment, the automobile industry from the early 1980s. We then document the adverse impact on Blacks that has occurred in government-sector employment in a financialized economy in which the dominant ideology is that concentration of income among the richest households promotes productive investment, with government spending only impeding that objective. Reduction of taxes primarily on the wealthy and the corporate sector, the ascendancy of political and economic beliefs that celebrate the efficiency and dynamism of “free market” business enterprise, and the denigration of the idea that government can solve social problems all combined to shrink government budgets, diminish regulatory enforcement, and scuttle initiatives that previously provided greater opportunity for African Americans in the government and civil-society sectors.
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9

Kumar, Indraneel, Lionel Beaulieu, Annie Cruz-Porter, Chun Song, Benjamin St. Germain, and Andrey Zhalnin. An Assessment of the Workforce and Occupations in the Highway, Street, and Bridge Construction Industries in Indiana. Purdue University, 2020. http://dx.doi.org/10.5703/1288284315018.

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Abstract:
This project explores workforce and occupations within the highway, street, and bridge construction industries (NAICS 237310) in Indiana. There are five specific deliverable comprised of three data reports, one policy document, and a website. The first data report includes an assessment of the workforce based on the eight-part framework, which are industry, occupations, job postings, hard-to-fill jobs, Classification of Instructional Programs (CIP), GAP Analysis, compatibility, and automation. The report defines a cluster followed by a detailed analysis of the occupations, skills, job postings, etc., in the NAICS 237310 industry in Indiana. The report makes use of specialized labor market databases, such as the Economic Modeling Specialists International (EMSI), CHMURA JobsEQ, etc. The analysis is based only on the jobs covered under the unemployment insurance or the Quarterly Census of Employment and Wages (QCEW) data. The second data report analyzes jobs to jobs flows to and from the construction industry in Indiana, with a particular emphasis on the Great Recession, by utilizing the Bureau of Labor Statistics (BLS) data. The third data report looks into the equal employment opportunity or Section 1391 and 1392 data for Indiana and analyzes specific characteristics of that data. The policy report includes a set of recommendations for workforce development for INDOT and a summary of the three data reports. The key data on occupations within the NAICS 237310 are provided in an interactive website. The website provides a data dashboard for individual INDOT Districts. The policy document recommends steps for development of the highways, streets and bridges construction workforce in INDOT Districts.
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