Skin color,sex, and educational attainment in the post-civil rights era

We assess the relationship between skin color and educational attainment for native-born non-Hispanic Black and White men and women, using data from the Coronary Artery Risk Development in Young Adults (CARDIA) Study. CARDIA is a medical cohort study with twenty years of social background data and a continuous measure of skin color, recorded as the percent of light reflected off skin. For Black men and women, we find a one-standard-deviation increase in skin lightness to be associated with a quarter-year increase in educational attainment. For White women, we find an association approximately equal in magnitude to that found for Black respondents, and the pattern of significance across educational transitions suggests that skin color for White women is not simply a proxy for family background. For White men, any relationship between skin color and attainment is not robust and, analyses suggest, might primarily reflect differences in family background. Findings suggest that discrimination on the basis of skin color may be less specific to race than previously thought.     

Family leaves, the FMLA and gender neutrality: The intersection of race and gender

Using nationally representative data on the employed, we assess the effects of gender as well as the intersection of race and gender on family leave taking post-FMLA. We find that White men are significantly less likely to take family leaves than White women and men and women of color. Although men across race are less likely to take leaves for newborns, they are almost as likely as women to take leaves for seriously ill children and parents and as likely to take leaves for spouses. Men, regardless of race, tend to take shorter leaves than women. Our results have important implications for the design of leave policy: the broadening of family leaves beyond parental leaves reduces inequality in likelihood of leave; the introduction of leaves for routine family demands probably does little to reduce gender inequality; unpaid leaves mandated by the FMLA may sustain inequality.     

Race,ageism and the slide from privileged occupations

The sociological literature on workplace inequality has been relatively clear regarding racial disparities and ongoing vulnerabilities to contemporary structural and employer biases. We still know little, however, about the consequences of age and ageism for minority workers and susceptibilities to downward mobility. Coupling insights regarding race with recent work on employment-based age discrimination, we interrogate in this article African Americans and Whites, aged 55 and older, and the extent to which they experience job loss across time. Our analyses, beyond controlling for key background attributes, distinguish and disaggregate patterns for higher and lower level status managers and professionals and for men and women. Results, derived from data from the Panel Study of Income Dynamics, reveal unique and significant inequalities. Relative to their White and gender specific counterparts, older African American men and women experience notably higher rates of downward mobility—downward mobility that is not explained by conventional explanations (i.e., human capital credentials, job/labor market characteristics, etc.). Such inequalities are especially pronounced among men and for those initially occupying higher status white-collar managerial and professional jobs compared to technical/skilled professional and blue-collar “first line” supervisors. We tie our results to contemporary concerns regarding ageism in the workplace as well as minority vulnerability. We also suggest an ageism-centered corrective to existing race and labor market scholarship.     

Cross-national variation in the social origins and religious consequences of religious non-affiliation

I argue that the social implications of religious non-affiliation vary across cultural contexts, leading to differences across nations in both who is likely to be unaffiliated and the religious consequences of such non-affiliation. I test these propositions by examining cross-national variation in associations with non-affiliation using multilevel models and cross-sectional survey data from almost 70,000 respondents in 52 nations. The results indicate that: 1) both individual characteristics (gender, age, and marital status) and nation-level attributes (GDP, communism, and regulation of religion) strongly predict religious non-affiliation; 2) differences in non-affiliation by individual-level attributes—women vs. men, old vs. young, and married vs. single—are greatest in nations with low levels of religious regulation and high levels of economic development; and 3) the effect of religious non-affiliation on religiosity varies considerably by the political and religious context, and to a lesser extent by the level of economic development in each nation. These results highlight cultural variation in what it means to be religiously unaffiliated.     

Gendered styles of student-faculty interaction among college students

Scholars have examined gender differences in many areas of college life, but we know little about how men and women may interact differently with faculty—an activity with strong links to student outcomes. Using data from the National Survey of Student Engagement, I investigate whether men and women demonstrate different styles of interaction with faculty. I find that women are more likely than men to engage frequently in instrumental interactions, such as emailing and discussing course logistics with faculty. In contrast, men are more likely than women to have frequent higher order interactions, such as discussing ideas and participating in research. These findings introduce a new typology of student-faculty interaction and contribute to our understanding of gendered pathways through higher education.     

Gendered tri-racial stratification and health disparities

Despite extensive evidence confirming racial and gender health disparities, little research considers how race theory might aid in understanding these patterns. Using the Collaborative Psychiatric Epidemiology Surveys (CPES), this study fills this void by integrating two research areas—sociology of race and medical sociology—to assess the utility of Bonilla-Silva's tri-racial stratification perspective in predicting health patterns. More specifically, I address the following questions: is the tri-racial stratification thesis aligned with the health profiles of racial groups in the U.S.? Does the applicability of this perspective differ for women and men? Last, do the health patterns suggested by tri-racial stratification persist after adjusting for social factors (socioeconomic status and social support) often invoked to explain health disparities? Results indicate that the racial patterning of life-threatening conditions lend partial support for tri-racial stratification for women and men. Self-rated health findings yield counterintuitive patterns. Furthermore, social factors do not explain the majority of ethnic differences in health. Research and theoretical implications of these findings are discussed.     

Reciprocal relationships between attitudes about gender and social contexts during young adulthood

Using data from a 31-year panel study, we investigate reciprocal relationships between individuals’ attitudes about gender and their experience with a range of social settings commonly associated with the transition to adulthood. These settings include school, the labor market, independent living arrangements, cohabitation, marriage, and parenthood. We consider the extent to which gender and age moderate the relationships between attitudes about gender and exposure to these social contexts. Ordinary least squares regression and hazard models demonstrate that support for egalitarian roles for women and men in families is positively linked to subsequent school enrollment, women’s full-time employment, and independent living, but negatively associated with the subsequent timing of entry into marriage and marital parenthood. Accumulated schooling, independent living, and full-time employment are associated with changes in individuals’ attitudes about gender. Despite careful attention to gender differences, we find surprisingly little evidence that the causes and consequences of attitudes about gender differ for women and men, with the primary exception being the positive association of employment and egalitarian gender attitudes for women but not for men.     

I wouldn’t, but you can: Attitudes toward interracial relationships

Using the 2008 Cooperative Congressional Election Study (CCES), we study Whites’ attitudes towards dating, cohabiting with, marrying, and having children with African Americans and Asian Americans. We find that 29% of White respondents reject all types of relationships with both groups whereas 31% endorse all types. Second, Whites are somewhat less willing to marry and bear children interracially than to date interracially. These attitudes and behaviors are related to warmth toward racial outgroups, political conservatism, age, gender, education, and region. Third, White women are likely to approve of interracial relationships for others but not themselves, while White men express more willingness to engage in such relationships personally, particularly with Asians. However, neither White men nor White women are very likely to actually engage in interracial relationships. Thus, positive globalattitudes toward interracial relationships do not translate into high rates of actual interracial cohabitation or marriage.     

The source of Black-White inequality in early language acquisition: Evidence from Early Head Start

I compare language learning trajectories for Black and White children over the first 3 years of life using data from the Early Head Start Research and Evaluation study (EHSRE) in order to determine the timing and source of divergence in early language skill. Results indicate that that while controlling for racial differences in family background and a measure of the home language environment cannot entirely account for disparities in language acquisition, interactions between age, race and maternal education, and between race and a time-varying measure of the home language environment play a significant role. I show that returns to parental education and the home language environment, in terms of language learning, are higher for White children than their Black peers. Specification checks confirm that these results are robust to alternate definitions of child language and the home language environment, and that no interactions between race, age and any of the other covariates are significant. I discuss possible explanations for these race specific education gradients, including measurement error and test bias. In addition, I address relevant empirical issues in estimating language growth with respect to linguistic inputs and the home language environment.     

We trust in government,just not in yours: Race,partisanship, and political trust, 1958–2012

Although it is generally accepted that political trust is reflective of satisfaction with the performance of the incumbent administration, this is only considered true for White Americans. Because their trust reflects a larger discontent with the political system, Black Americans, it is held, do not respond in the same way in the short term. This argument has yet to be tested with over-time data. Time matters. Not only does the race gap in trust change over time but the impact of partisanship and political winning is, by definition, time-dependent. The results of an analysis of the 1958–2012 American National Election Studies data show that Black Americans and White Americans are equally likely to tie short-term performance to trust in government. However, the relationship between partisanship and political trust and, therefore, system discontent, clearly differs for the two groups. Aggregate models that do not take race-partisan sub-group differences into account will therefore be misleading.     

Unequal on top: Gender profiling and the income gap among high earner male and female professionals

We develop a comprehensive, multi-level model of income inequality between high earner men and women during the early career stages. We argue that young women are routinely subjected to “gender profiling” by employers—women’s potential contribution to the organization is interpreted through the lens of social stereotypes and cultural norms that attribute to them weaker labor market commitment than men. We investigate two specific mechanisms that arise from this profiling and lead to income inequality: First, women have diminished access to resources and advancement opportunities within the firm which results in lower returns to tenure for women than for men. Second, external mobility is greatly beneficial for men but much less so for women because it reinforces the image of weak commitment. Salary regressions of early career history data of young MBA alumni of a prestigious U.S. business school accord with our conjectures.     

Another cost of being a young black male: Race, weaponry, and lethal outcomes in assaults

We examine the effect of the race, age, and gender of victims of assault on the offenders’ use of weapons and lethal intent. Evidence from the National Incident Based Reporting System (NIBRS) suggests that offenders are particularly likely to use guns against young black men—a three-way interaction - and to kill black males and young black adults. Black offenders respond more strongly to the victim’s race than do white offenders. As a result of these effects, a violent incident between two young black men is about six times more likely to involve a gun than a violent incident between two young white men. We suggest that adversary effects, i.e., an offender’s tactical response to the threat posed by adversaries, help explain why violence in black communities tends to be much more serious than violence in white communities.     

Workplace bullying,perceived job stressors,and psychological distress: Gender and race differences in the stress process

A large body of empirical research documents the adverse mental health consequences of workplace bullying. However, less is known about gender and race differences in the processes that link workplace bullying and poor mental health. In the current study, we use structural equation modeling of survey data from the 2010 Health and Retirement Study (N = 2292) and draw on stress process theory to examine coworker support as a buffering mechanism against workplace bullying, and gender and race differences in the relationships between bullying and psychological distress. The results of the analysis indicate that coworker support serves as a protective buffer against workplace bullying, although the buffering effect is relatively small. We also find that the effects of workplace bullying more heavily impact women and persons of color. Specifically, women and African American individuals in our sample were less protected from the buffering mechanism of co-worker social support.     

Seclusion,decision-making power,and gender disparities in adult health: Examining hypertension in India

Research on the social determinants of health in developing countries is increasingly focusing on the importance of gender. Cardiovascular conditions such as hypertension are a growing concern in developing countries, where they are now the leading cause of death. Researchers have documented differences in hypertension between men and women, but the importance of gendered practices in shaping these differences has been left unexamined. Using national data from the India Human Development Survey 2005 (N = 101,593), this study assesses the moderating role of two salient and widespread gendered practices—women’s seclusion and decision-making power—on hypertension disparities between women and men. Both seclusion and low decision-making power are associated with increased odds of hypertension for women, but in the case of seclusion reduced hypertension for men. Results also show the gender gap in hypertension is exacerbated with women’s seclusion and low decision-making power.     

Collective religiosity and the gender gap in attitudes towards economic redistribution in 86 countries, 1990–2008

What is the relationship between gender and the demand for redistribution? Because, on average, women face more economic deprivation than men, in many countries women favor redistribution more than men. However, this is not the case in a number of other countries, where women do not support redistribution more than men. To explain this cross-national paradox, we stress the role of collective religiosity. In many religions, theological principles both militate against public policies designed to redistribute income, and also promote traditionally gendered patterns of work and family involvement. Hence, we hypothesize that, in those countries where religion remains influential either through closer church-state ties or an intensely religious population, men and women should differ less in their attitudes towards redistribution. Drawing upon the World Values Survey, we estimate three-level regression models that test our religiosity-based approach and two alternative explanations in 86 countries and 175 country-years. The results are consistent with our hypothesis. Moreover, in further support of our theoretical approach, societal religiosity undermines pro-redistribution preferences more among women than men. Our findings suggest that collective religiosity matters more to the gender gap in redistributive attitudes than traditional political and labor force factors.     

Gender and venture capital decision-making: The effects of technical background and social capital on entrepreneurial evaluations

Research on gender and workplace decision-making tends to address either supply-side disparities between men’s and women’s human and social capital, or demand-side differences in the status expectations of women and men workers. In addition, this work often relies on causal inferences drawn from empirical data collected on worker characteristics and their workplace outcomes. In this study, we demonstrate how tangible education and work history credentials – typically associated with supply-side characteristics – work in tandem with cultural beliefs about gender to influence the evaluative process that underlies venture capital decisions made in high-growth, high-tech entrepreneurship. Using an experimental design, we simulate funding decisions by venture capitalists (VCs) for men and women entrepreneurs that differ in technical background and the presence of important social ties. We demonstrate the presence of two distinct aspects of VCs’ evaluation: that of the venture and that of the entrepreneur, and find that the gender of the entrepreneur influences evaluations most when the person, rather than the venture, is the target of evaluation. Technical background qualifications moderate the influence of gendered expectations, and women receive more of a payoff than men from having a close contact to the evaluating VC. We discuss the implications for future research on gender and work.     

Assessing the oppositional culture explanation for Mexican students

Using nationally representative data from the High School Longitudinal Study (HSLS), I assess the oppositional culture explanation for Mexican students. First, I examine if there are differences between Mexican and White students in their academic behaviors, attitudes, and friends' academic orientation. Second, I examine if these measures account for the racial disparity in academic outcomes between Mexican and White students. The results show that there are few differences between Mexican and White students in measures of school-related behaviors, attitudes, and friends' academic orientation. The second part of the analysis suggests that, in general, these measures for behaviors, attitudes, and friends’ academic orientation do not explain much of the differences in academic achievement between Mexican and White students. The findings from the study indicate that the oppositional culture explanation does not account for this disparity in achievement.     

Sex stratification in the workplace: Male-female differences in economic returns to occupation

Employing data from the 1974–1977 NORC General Social Surveys, I investigate differences in the earnings attainment of currently employed white men and women age 25 to 64. I focus special attention on the explanatory effects of job characteristics other than those traditionally employed in prestige and status-defined earnings models. The results, based on a multivariate regression analysis and a regression standardization procedure, suggest that a nontrivial portion of the earnings gap between men and women is due to women's concentration in jobs which are low-paying and heavily female and because women are less likely than men to exercise authority in their jobs or to control the means of production. Including these factors in an earnings model statistically increases women's earnings as a percentage of men's by over 7%, accounting for approximately 13% of the earnings gap. Net of these job characteristics, gender differences in industry distribution are not substantively important in explaining why women earn less than men, accounting for only 0.4% of the earnings gap. When single women's earnings are adjusted to take account of their occupational concentration, 10% of the male-single female earnings gap is explained, providing preliminary evidence that the job characteristics I specify are not mere proxies for work experience. Including job characteristics as measures of the context of employment thus usefully extends the human capital and prestige or statusdefined models traditionally employed in explanations of the male-female earnings differential.     

Incarceration and Black–White inequality in Homeownership: A state-level analysis

Rising incarceration rates in the United States, as well as the concentration of incarceration among already marginalized individuals, has led some scholars to suggest that incarceration increases economic inequality among American men. But little is known about the consequences of incarceration for wealth, about incarceration’s contribution to Black–White disparities in wealth, or about the broader effects of incarceration on communities. In this article, we use state-level panel data (from 1985 to 2005) to examine the relationship between incarceration rates and the Black–White gap in homeownership, a distinct and important measure of wealth. Results, which are robust to an array of model specifications and robustness checks, show that incarceration rates diminish homeownership rates among Blacks and, in doing so, widen Black–White inequalities in homeownership. Therefore, the findings suggest that the consequences of incarceration extend beyond the offender and may increase inequality in household wealth.     

How do sexual harassment policies shape gender beliefs? An exploration of the moderating effects of norm adherence and gender

Sexual harassment laws have led to important organizational changes in the workplace yet research continues to document resistance to their implementation and backlash against the people who mobilize such laws. Employing experimental research methods, this study proposes and tests a theory specifying the mechanisms through which sexual harassment policies affect gender beliefs. The findings show evidence that sexual harassment policies strengthen unequal gender beliefs among men and women most committed to traditional gender interaction norms. I also find that men and women’s different structural locations in the status hierarchy lead to different, but related sets of concerns about the status threats posed by sexual harassment policies. By specifying the social psychological processes through which sexual harassment law affects beliefs about men and women, this study sets the stage for investigating ways to make laws designed to reduce inequality between social groups more effective.