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On the fiftieth anniversary of the Civil Rights Act of 1964, Raymond F. Gregory evaluates our progress towards the full implementation of Title VII, which prohibits discrimination in the workplace, and how the law has come to protect against discrimination based on more than just race, but on gender, age, ethnicity, and sexual orientation.

Discrimination in employment --- Bias, Job --- Employment discrimination --- Equal employment opportunity --- Equal opportunity in employment --- Fair employment practice --- Job bias --- Job discrimination --- Race discrimination in employment --- Employment (Economic theory) --- Affirmative action programs --- Law and legislation --- History --- United States.

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A revelatory assessment of workplace inequality in high-status jobs that focuses on a new explanation for a pernicious problem: racial discomfort. America's elite law firms, investment banks, and management consulting firms are known for grueling hours, low odds of promotion, and personnel practices that push out any employees who don't advance. While most people who begin their careers in these institutions leave within several years, work there is especially difficult for Black professionals, who exit more quickly and receive far fewer promotions than their White counterparts, hitting a "Black ceiling." Sociologist and law professor Kevin Woodson knows firsthand what life at a top law firm feels like as a Black man. Examining the experiences of more than one hundred Black professionals at prestigious firms, Woodson discovers that their biggest obstacle in the workplace isn't explicit bias but racial discomfort, or the unease Black employees feel in workplaces that are steeped in Whiteness. He identifies two types of racial discomfort: social alienation, the isolation stemming from the cultural exclusion Black professionals experience in White spaces, and stigma anxiety, the trepidation they feel over the risk of discriminatory treatment. While racial discomfort is caused by America's segregated social structures, it can exist even in the absence of racial discrimination, which highlights the inadequacy of the unconscious bias training now prevalent in corporate workplaces. Firms must do more than prevent discrimination, Woodson explains, outlining the steps that firms and Black professionals can take to ease racial discomfort. Offering a new perspective on a pressing social issue, The Black Ceiling is a vital resource for leaders at preeminent firms, Black professionals and students, managers within mostly White organizations, and anyone committed to cultivating diverse workplaces.

Racism in the workplace. --- racial bias, inequality, job discrimination, high-status job, social alienation, employees, career, black professionals, african-american, white privilege, corporate, America, sociology, social structures, cultural exclusion.

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This book moves the discussion of affirmative action beyond the United States to other countries that have had similar policies, often for a longer time than Americans have. It also moves the discussion beyond the theories, principles, and laws that have been so often debated to the actual empirical consequences of affirmative action in the United States and in India, Nigeria, Malaysia, Sri Lanka, and other countries. Both common patterns and national differences are examined. Much of what emerges from a factual examination of these policies flatly contradicts much of what was expected and much of what has been claimed.

Economic order --- Affirmative action programs in education --- Discrimination in employment --- Discrimination in education --- E-books --- Bias, Job --- Employment discrimination --- Equal employment opportunity --- Equal opportunity in employment --- Fair employment practice --- Job bias --- Job discrimination --- Race discrimination in employment --- Employment (Economic theory) --- Educational discrimination --- Race discrimination in education --- Education --- Segregation in education --- Educational equalization --- Affirmative action programs

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This volume contains revised versions of the papers presented in 1971 at the Princeton University Conference on Discrimination in Labor Markets, and the formal discussions of them.This paper is by Kenneth Arrow, winner of the Nobel Prize in Economics, who lays the theoretical foundations of the economic analysis of discrimination in labor markets. Finis Welch discusses the relationship between schooling and labor market discrimination. Orley Ashenfelter's paper presents a method for estimating the effect of an important institution-trade unionism-on the wages of black workers relative to whites. Ronald Oaxaca provides a framework for measuring the extent of discrimination against women. Finally, Phyllis Wallace examines public policy on discrimination and suggests strategies for public policy in this area.Originally published in 1974.The Princeton Legacy Library uses the latest print-on-demand technology to again make available previously out-of-print books from the distinguished backlist of Princeton University Press. These editions preserve the original texts of these important books while presenting them in durable paperback and hardcover editions. The goal of the Princeton Legacy Library is to vastly increase access to the rich scholarly heritage found in the thousands of books published by Princeton University Press since its founding in 1905.

Discrimination in employment --- Congresses --- 331.5 --- -Bias, Job --- Employment discrimination --- Equal employment opportunity --- Equal opportunity in employment --- Fair employment practice --- Job bias --- Job discrimination --- Race discrimination in employment --- Employment (Economic theory) --- Arbeidsmarkt. Werkgelegenheid --(algemeen) --- -Arbeidsmarkt. Werkgelegenheid --(algemeen) --- 331.5 Arbeidsmarkt. Werkgelegenheid --(algemeen) --- Bias, Job --- Congresses. --- Affirmative action programs --- Discrimination in employment - United States - Congresses

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Minority youth --- -Discrimination in employment --- -#KVHB:Discriminatie --- #KVHB:Migranten --- #KVHB:Cross-culturele psychologie --- #KVHB:Racisme --- discriminatie --- etnische minderheid --- Nederland --- jongeren --- sociologie --- Bias, Job --- Employment discrimination --- Equal employment opportunity --- Equal opportunity in employment --- Fair employment practice --- Job bias --- Job discrimination --- Race discrimination in employment --- Employment (Economic theory) --- Youth --- Employment --- -Minority youth --- Discrimination in employment --- #KVHB:Discriminatie --- Affirmative action programs