THE CAREER ATTAINMENT OF CAUCASIAN AND ASIAN ENGINEERS

This article explores the influence of race and nativity on the one hand and assimilation, human capital, and market structure on the other to explain patterns of income and career transitions of Caucasians and Asians in the engineering profession. Multiple and logistic regression techniques are employed to analyze the career histories of 12,200 Caucasian and Asian engineers followed from 1982 through 1986. The objective is to determine how well Asians have performed in the American engineering labor market in terms of wages, occupational status, and promotion in comparison to Caucasians. The results indicate more racial disparity in managerial representation and upward mobility than in earnings, and more disparity in career attainment between foreign-born Asians and Caucasians than between native-born Asians and Caucasians. The data suggest that Asian engineers, except recent immigrants, have achieved earnings parity but have not yet attained occupational equality with Caucasians.     

NOT SO FAST,MY FRIEND: SOCIAL CAPITAL AND THE RACE DISPARITY IN PROMOTIONS AMONG COLLEGE FOOTBALL COACHES

To better understand persistent racial inequality in occupational mobility, we examine the influence of race and social capital on the promotions of 320 assistant college football coaches. The results from quantitative analyses demonstrate that social capital matters a great deal for promotions, but its impact is contingent on the race of the respondent. Specifically, network connections to heterogeneous contacts (racially heterophilous ties, weak ties, and high-status ties) appear to be more effective for black coaches than for white coaches. The findings underscore the importance and complexity of the relationships between race, social capital, and occupational mobility.     

THE EFFECTS OF OCCUPATIONAL GENDER SEGREGATION ACROSS RACE

The general relationship between occupational gender segregation and earnings inequality is well documented, although few studies have examined the relationship separately by race/ethnicity. This article investigates occupational gender segregation effects across whites, African Americans, Hispanics, and Asians. In addition, we explore two ways in which segregation may affect earnings: (1) by lowering the earnings of workers in female-dominated occupations and (2) by lowering the earnings of all workers in highly segregated labor markets. Our central findings are that both segregation effects contribute to earnings inequality and that the effects are observed quite broadly across racial/ethnic groups, although they particularly impact the earnings of African American women.     

Occupational Stereotyping of Asian Americans

This study investigated the presence of occupational stereotypes in the ratings by 194 White college students of 16 occupations identified in the literature as representative of Asian-White group differences. Three dimensions of stereotypes were measured (probability of success, qualifications for training, and acceptance by others). Questionnaires were varied by race (Oriental versus White) and gender (male versus female). Significant race and gender differences were noted on two dimensions (qualifications for training and probability of success). Both positive and negative stereotypes were found across race and gender groupings. Asians were rated as less likely to succeed as insurance salespersons but more likely to succeed as engineers, computer scientists, and mathematicians. Women were viewed as less qualified to seek training as engineers, police officers, and economists but more qualified to seek training as secretaries.     

RACE AND GENDER DIFFERENCES IN WAGES: The Role of Occupational Sorting at the Point of Hire

Previous work suggests that occupational sorting and differences in starting salary play a large role in race and gender wage gaps. This study uses unique data from the human resources department of a financial company to examine the role of occupational sorting in race and gender differences in initial salary offers. While this company exhibits large race and gender differences in salary offers, controlling for occupational differences accounts for all of the race effects and reduces the gender effect to substantive insignificance. These findings underscore the importance of occupational sorting mechanisms in creating race and gender differences in wages.     

Upgraded to Bad Jobs: Low‐Wage Black Women's Relative Status since 1970

Labor market changes complicate the analysis of black women's status relative to white women because education, occupational attainment, and race–gender are now less predictive of earnings. Low‐wage black women's relative status has improved somewhat from 1970 to 2000, contrary to the well‐documented decrease in relative status reported for all black women wage earners since 1980, but their dramatic occupational upgrading was not responsible for the trend. White‐collar occupational positions formerly responsible for white women's relative earnings advantage no longer deliver that reward, as restructuring has produced a proliferation of bad jobs across occupational groups. This study argues that increasing exposure to precarious work is crucial to understanding changes in low‐wage black women's relative economic status since 1970.     

MEN, WOMEN, AND THE CULTURE OF ENGINEERING

This study focuses on women's position in engineering. A conflict model that emphasizes the interplay of structural and interactional resources is developed to explain the occupational positions of women engineers. A central feature of this model is the "culture of engineering"—the socially defined standard of behavior and interaction among engineers. This model is used to explain the occupational experiences of a cohort of male and female engineers. Males and females with virtually identical qualifications and occupational attitudes show dissimilar current job status. It is argued that the culture of engineering, strongly identified with the male gender role, works against women. Where that culture is strongest, women do most poorly in occupational status and mobility.     

Occupational status and mobility among undocumented immigrants by gender

Immigration has long been a national and state concern. The 1989 Legalized Population Survey (LPS-1) collected data on illegal immigrants to the US who subsequently became legalized aliens under the provisions of the 1986 Immigration Reform and Control Act. These data are used in a study assessing whether undocumented male and female immigrants improve their earnings and occupational status over time and the extent of variation in occupational status and mobility by gender and region. The data indicate that both undocumented men and women, on average, improved their earnings and occupational status between their first jobs in the US and their jobs just before applying for legalization under the 1986 Immigration Reform and Control Act. However, the earnings, occupational status, and occupational mobility of men were greater than for women.     

Man Up,Man Down: Race–Ethnicity and the Hierarchy of Men in Female‐Dominated Work

Scholars have largely overlooked the significance of race and socioeconomic status in determining which men traverse gender boundaries into female‐dominated, typically devalued, work. Examining the gender composition of the jobs that racial minority men occupy provides critical insights into mechanisms of broader racial disparities in the labor market—in addition to stalled occupational desegregation trends between men and women. Using nationally representative data from the three‐year American Community Survey (2010–2012), we examine racial/ethnic and educational differences in which men occupy gender‐typed jobs. We find that racial minority men are more likely than white men to occupy female‐dominated jobs at all levels of education—except highly educated Asian/Pacific Islander men—and that these patterns are more pronounced at lower levels of education. These findings have implications for broader occupational inequality patterns among men as well as between men and women.     

Occupational concentration in work establishments

The failure of sociological and economic models premised on individual decision-making to account for persistent patterns of occupational concentration by race and gender has been a matter of considerable recent interest and debate. One response to this debate has been to explore the impact of various organizational dimensions on the social division of labor as experienced by males and females and/or blacks and whites. The importance of the work place as a locus of occupational restrictions has been widely acknowledged, but empirical research on this topic has been limited by the availability of establishment-level data. This paper seeks to contribute to our understanding of occupational concentration by race and gender through analysis of 1980 EEOC data on business establishments. The first phase of analysis examines the importance of the work place for occupational concentration by race and gender and places the EEOC data within the context of the 1980 U.S. economy. The second phase of analysis explores the impact of several organizational characteristics on occupational concentration within work establishments.     

Conditional occupational segregation of minorities in the US

We analyze the role of the demographic and human capital characteristics of minorities in the US in explaining their high occupational segregation with respect to whites and the extent to which they are locked into low-paying jobs. We measure conditional segregation based on an estimated counterfactual distribution in which minorities are given the relevant characteristics of whites. Our results show that the different levels of attained education by ethnicity and race explain a substantial share of occupational segregation among non-whites in the US, while English skills or immigration status are especially relevant for explaining segregation among Hispanics and Asians.     

Is it Race,Immigrant Status,or Both? An Analysis of Wage Disparities among Men in the United States1

The intersection of race and immigrant status forms a unique social space where minority group members and immigrants are afforded or denied the privileges that are routinely accorded to native-born, non-Hispanic whites. Yet recent research on the intersection of race and immigrant status is inconsistent in its findings, limited to a small number of racial groups, and does not account for the geographic distribution of racial/ethnic groups. In this paper, we shed light on the intersection of race and immigrant status by answering two questions: (1) Do racial disparities in socioeconomic outcomes vary by nativity? and (2) Do native-immigrant disparities in socioeconomic outcomes vary by race? Using 2000 Census data linked to metropolitan area and sending country data, we find that racial disparities are similar and significant among natives and immigrants (Question 1). Asians, blacks, and Latinos fare significantly worse than their white counterparts in both the native and immigrant populations. Furthermore, our analysis of native-immigrant wage disparities by race reveals that the immigrant experience is considerably worse for Asians, blacks, and Latinos (Question 2). These groups also receive fewer wage returns to years spent in the U.S. and their wage disparities are magnified by the percentage of immigrants in a metropolitan area – whereas all whites receive a wage premium when living in an area with a larger share of immigrants. The results suggest that race and immigrant status work in concert to uniquely influence the social experience of immigrant minorities in the U.S.     

Intersections on the road to skills’ transferability: The role of international training,gender, and visible minority status in shaping immigrant engineers’ career attainment in Canada

This paper focuses on the engineering profession in Canada, a regulated field with a large proportion of internationally trained professionals. Using Canadian census data, this study addresses two main questions. First, I ask whether immigrant engineers who were trained abroad are at increased disadvantage in gaining access (1) to employment in general, (2) to the engineering field, and (3) to professional and managerial employment within the field. Second, I ask how immigration status and the origin of training intersect with gender and visible minority status to shape immigrant engineers’ occupational outcomes. The results reveal that immigrant engineers who were trained abroad are at increased risk of occupational mismatch and this risk is two-fold and intersectional. First, they are at a disadvantage to enter the engineering field. Second, those employed in the engineering field are more likely to occupy technical positions. These forms of disadvantage intensify and diversify for women and racial/ethnic minority immigrants. The paper concludes with a discussion of immigrants’ skills transferability in regulated fields from an intersectional perspective.     

Factors Influencing STEM Career Aspirations of Underrepresented High School Students

A shortage of female and minority students pursuing science, technology, engineering, and mathematics (STEM) careers has prompted researchers and policy makers to examine the current STEM supply pipeline. This study examined factors influencing STEM career aspirations of a nationally representative sample of 9th‐grade students (N = 21,444). Characteristics of students who aspired to STEM careers and non‐STEM careers were examined. Guided by the career aspirations model (Mau & Bikos, 2000 ), the authors conducted logistic regression analyses to investigate variables predicting STEM career aspirations. Results indicated that race, gender, socioeconomic status, math interest, and science self‐efficacy were the most important predictors of STEM career aspirations. Counselors in school and related career services contexts are encouraged to consider these important factors in identifying high school students who are interested in STEM career choices, as well as in planning career interventions to facilitate their career paths. Future researchers could test the applicability of this model with middle school students or adults.     

DISCRIMINATION, WOMEN, AND WORK: Processes and Variations by Race and Class

Research on gender and workplace stratification has made clear that persistent employment, wage, and mobility gaps exist, and that discrimination at organizational and interactional levels is playing a role. Few studies, however, have been able to directly capture processes involved. In this article, we draw on unique qualitative and quantitative data pertaining to verified cases of workplace sex and race discrimination (1988 to 2003), and analyze the discriminatory experiences of African-American and white women across various occupational statuses. Notable are high levels of discriminatory firing for both groups, but higher instances of race-based promotional discrimination for black women—a pattern partially linked to their disparate concentration in sex-segregated workplaces and in positions of lower occupational prestige. Our qualitative immersion into case materials reveals influential mechanisms and employer justifications, unique manifestations of differential treatment on the job, and the use of "soft skill" criteria in gatekeeper decision making. We conclude by discussing important dimensions of workplace discrimination for women, variations by social class and race status, and how complexities of status matter for what women experience and gatekeeper behavior.     

Kenya's tourist industry and global production networks: gender,race and inequality

In this article, I consider the position of gender and race in the tourism global production network in Kenya. To address a gap in scholarship on global production networks, I explore the racial and gender characteristics evident in functionally upgraded national tour operators and socially upgraded workers and community members around the Maasai Mara National Reserve. The main findings address the relation of race and gender to disarticulation practices identified in ‘societal’, ‘network’ and ‘territorial’ forms of embeddedness supported by racial and gender representations of skill capabilities and tourist desires. These practices and representations support a production network symbolized by whites, Kenyan‐Asians and expatriates in the highest value segments and jobs, and indigenous African, Maasai and female workers in the lowest value positions. The findings highlight how disarticulation in economic and social upgrading is a gendered and racial process that perpetuates social difference and hierarchy.     

CONVERGENCE,POLARIZATION, OR WHAT?

Wilson (1978, 1987) argues that since the 1960s, race has become a less important determinant of the life chances and outlooks of individual blacks than has sociocconomic status; moreover, he suggests that as race has declined in its significance, the black community has become more socioeconomically differentiated and polarized. Using data from the 1964 through 1984 American National Election Surveys, this article examines hypotheses derived from both Wilson's "declining significance of race" thesis and his "polarization" thesis. The results show that (1) race declined in its significance to a limited degree, but continued to be an important determinant of attitudes and outlooks; (2) blacks at all income levels continued to be more similar to other blacks with different incomes than to nonblacks with incomes similar to their own; (3) the black community did not undergo social, political, and economic polarization; and (4) socioeconomic standing did not become more important than race as a determinant of the social, political, and economic attitudes and outlooks examined.     

Work/Family Policy Stratification: The Examples of Family Support and Family Leave

In the past decade the United States Congress has debated and passed legislative policies concerned with women's work, both in the family and in the labor force. The Family Support Act of 1988 and the Family and Medical Leave Act of 1993 fall into this category of legislative policy. A comparative study of Congressional testimony in each case reveals that these two pieces of legislation are excellent examples of how federal policies—and the debates which fashion these policies—maintain and promote a system of policy stratification that perpetuates differences based on gender, race, class and marital and occupational status.     

Leaving Science: Gender Differences in Career Continuity Following a Job Loss

This study investigates gender differences in the postdisplacement experience of nonacademic science and engineering (S&E) workers. Using a pooled sample created from the Displaced Worker Surveys conducted between 1994 and 2008, it finds that (1) this S&E work force is particularly vulnerable to job loss and potential career disruption; (2) displaced female S&E workers are more likely than comparable male workers to exit the work force, a gender difference that is conditional on and explained by marital and parental status; and (3) reemployed female S&E workers are also more likely to leave science for non‐S&E occupations, but this gender difference is limited to unmarried workers. A concluding section discusses the implications of these findings for interpreting gender differences in career outcomes.