And Neither Are We Saved: Asian Americans' Elusive Quest for Racial Justice

Derrick Bell, Civil Rights activist, legal scholar, and a founder of critical race theory, dedicated much of his life and scholarship to the pursuit of racial justice. Twenty‐six years ago, in his work And We Are Not Saved, he recognized that racial progress has been stalled and racial equality would not be a reality in his lifetime. Bell passed away in October 2011, and we are reminded that there is still much work to do. He presented a conundrum that race scholars have said all there is to say about racial problems in the United States; yet, he encouraged scholars to keep moving the work forward. At the time And We Are Not Saved was written, much of the racial scholarship was centered on the Black–White paradigm. In the 26 years since Bell wrote it, there has been a growth of Asian American research. This essay surveys some critical racial analysis of Asian Americans. There have been major contributions to the literature extending racial scholarship beyond the Black–White paradigm. Additionally, intersectional scholarship extends the discussion into other systems of oppression, highlighting how racism can be veiled in different systems. Critical race scholarship is imperative to keep Bell's dream of racial equality alive.     

A comparison of “black” and “white” integration attitudes on a deep‐south campus: A research note

A survey of “racial” attitudes on a deep‐South university campus indicates that both “black” and “white” students strongly support desegregation—equality of political and economic rights including access to public facilities. Although “blacks” are receptive to integration also, the majority of “whites” reject “blacks” socially.     

Advancement in social work education: fostering a supportive environment for students of non-dominant racial and ethnic backgrounds

Doctoral students from non-dominant racial and ethnic backgrounds continue to be underrepresented in programs of social work despite efforts to increase student diversity. This paper highlights the unique challenges experienced by non-dominant racial and ethnic students and offers suggestions for addressing retention and attrition concerns among these students across systems within doctoral social work programs. The authors identify structural inequalities, marginalization, discrimination, minority stress, and lack of support as potential barriers to student success. Suggestions for increasing diversity and retention are rooted in critical multiculturalism and involvement theory, emphasizing institutional change, socialization, recruitment, and social support.     

Network assessment: Design of a framework and indicators for monitoring and self-assessment of a customized gender equality plan in the Mediterranean Engineering Education context

With more than 28 active members, the Mediterranean Engineering Schools Network (RMEI) is the most active network on gender equality in the Mediterranean area. Supported by the HORIZON2020 TARGET project ‘Taking a Reflexive Approach to Gender Equality for Institutional Transformation’, in conceptualizing gender equality learning and system change, the network took a context-specific approach based on a theory of change and other STEM organizational frameworks, to design a self-assessment framework and indicators, considering the systemic view of SDG5 horizontally connected to all SDGs, national context complexity, and transdisciplinary requirements. 95 simple, practical, user-friendly indicators were designed, fitting in the specificities of the Mediterranean-Engineering context. The analysis showed that the network realized its vision, made the ‘passage’ from theory to praxis on gender equality change, effectively developed meaningful processes/structures, formulated a policy statement, built a community of practice and inspired members. It also achieved trustful relationships and inspired outputs, effective communication, sharing of information and resources, and top management commitment. Critical aspects are a) the analysis in depth of issues linked to the existence of gender-based stereotypes and bias in engineering schools of the Mediterranean that entails tackling gender ideologies considering the whole national social system and existing structures; b) sustainability of gender equality structures created at the member institutions with the support of TARGET project which is depending on the willingness of institution’s leaders to continue/advance with gender-sensitive strategies in their institution.     

Racial Attitudes in the Deep South: Persistence and Change at the University of Alabama, 1963–2013*

Using data from a unique series of surveys collected between 1963 and 2013, this study examines racial attitudes among young white adults in the Deep South over a 50-year period. Repeated surveys of University of Alabama students in 1963, 1966, 1969, 1972, 1983, 1988, and 2013 measured racial stereotypes, support for racial segregation, and in the 2013 study, racial resentment and support for ameliorative racial policies. Analyses show that in the 1960s endorsement of racial stereotypes was a powerful predictor of support for racial segregation. By the early 1970s, racial integration became a reality in the Deep South and, paralleling broad trends in U.S. society, endorsement of racial stereotypes and support for racial segregation declined. Simultaneously, threats to whites' position in the form of ameliorative racial policies (including affirmative action) emerged along with racial resentment. By 2013, racial resentment, rather than racial stereotyping, was the primary determinant of white students' opposition to racial change. Our findings support Herbert Blumer's (1958) argument that racial prejudice exists in a sense of group position, and that it functions to preserve the advantaged position of the dominant group regardless of changes in the form that prejudice takes.     

Equality for all? Support for equal opportunity among professors in Europe

Equal Opportunity programs (EO) continue to be at the center of the debate about promoting equality in higher education. While support for EO has been well-studied in American higher education, this research is the first to investigate the attitudes towards and support for a range of EO policies among professors in Europe. We specifically examine faculty support for seven different EO measures used in European universities that require varying levels of involvement and commitment. From a sample of 689 professors, findings show that women professors tend to show more support for all EO programs compared to men professors. We also see differences across disciplines. Professors from the humanities and social sciences are more likely to endorse such programs than their counterparts in STEM disciplines. Moreover, the differences across disciplines and gender decrease substantially when controlling for racial and gender attitudes. Finally, soft/differential programs, which prioritize merit but take group membership into account are preferred over hard/preferential programs which prioritize achieving equality by targeting members from marginalized groups. This research is innovative for its geographical location, sample of study, and range of included measures.     

The Role of Contact and Information in Racial Attitude Change among White College Students*

While much research has been done on the determinants of change in prejudice among whites, relatively little is known about the process of change in contemporary racial attitudes, variously described as symbolic racism, laissez‐faire racism, or color‐blind racism. This article uses data from a sample of white college students to examine the impact of intergroup contact and exposure to information about racial issues on changes in contemporary racial attitudes and feelings toward blacks (a key component of prejudice), using Pettigrew's (1998) model of the process by which contact produces change in racial attitudes. Results provide support for Pettigrew's model, showing while contact is important in changing whites’ feelings about blacks, both contact and exposure to information about race are important predictors of changes in contemporary racial attitudes. A comparison of longitudinal and cross‐sectional models of contemporary racial attitudes suggests that contact, especially in setting with “friendship potential,” has an impact on attitudes both directly and indirectly, through providing avenues through which racial information can be obtained as well as by providing motivation to pay attention to it.     

The Representation of the Holocaust in the Soviet Press, 1941–1945

Abstract

The article presents the first in-depth examination of the representation of the Holocaust in the Soviet press during the period of its perpetration, 1941–1945. The article illustrates that alongside growing anti-Semitism, both among the population and the regime, Soviet journalists, primarily Il'ya Ehrenburg and Vasilii Grossman, reported on the suffering and murder of European Jewry. The article examines the Soviet presentation of Nazi racial theory and compares it to the representation of Nazi racial theory in the American and British press during the war. The article looks at the reasons behind Soviet press coverage of the Holocaust, such as the use of atrocities to motivate the people to fight. It also examines the way in which the Soviet press used the Nazi persecution of the Jewish population as a means of distinguishing the fascist and socialist systems and highlighting the equality of all peoples, which it claimed existed in the Soviet Union. The article examines the Soviet representation of the behaviour of the Jews under occupation, focusing on the three main attributes — resistance, dignity and the brotherhood of the peoples. In general, the article strives to illustrate that the Soviet press reported on the Holocaust during the war and recognized the racial nature of the Nazi persecution and extermination of European Jewry.     

Sophistication and the Antecedents of Whites' Racial Policy Attitudes: Racism, Ideology, and Affirmative Action in America

A number of researchers have argued that the effects of prejudiceon the racial policy attitudes and general political beliefsof white Americans may be restricted to the poorly educatedand politically unsophisticated. In contrast, rather than beingmotivated by prejudice, the racial policy attitudes and ideologicalvalues of the politically sophisticated white Americans shouldbe more firmly informed and motivated by the tolerant valuesat the heart of American political culture. These values includesuch things as individualism, notions of fair play, and devotionto the principle of equality of opportunity. We tested thishypothesis using white respondents from the 1986 and 1992 NationalElection Studies. Our evidence generally indicated that racialpolicy attitudes and political ideology were more powerfullyassociated with ideologies of racial dominance and superiorityamong politically sophisticated white Americans than among politicalunsophisticated white Americans. Moreover, even among the sophisticated,we found that various forms of egalitarianism predicted supportfor—affirmative action and that support for equal opportunityis not uniformly distributed across the political spectrum.     

SOCIOECONOMIC STATUS AND RACIAL GROUP INTERESTS AMONG BLACK AMERICANS

ABSTRACT

This study assesses predictions from the dominant ideology thesis and theory of group interest concerning the relationship between socioeconomic status and racial solidarity across three domains of racial ideology. Findings from a local area sample (N = 184) in Cleveland, Ohio, provide considerable support for the theory of group interest. Racial solidarity indicators, such as the perception of discrimination, transcend individual socioeconomic status in constructing a group-based racial viewpoint. Conversely, traditional measures of class position, such as income and education, fail to induce attitudinal variation across the analyzed domains, namely causal attributions, racial politics, and attitudes toward interracial intimacy. In fact, the subjective social class measure, occupational prestige, tends to promote differences favorable to racial solidarity. These findings undermine the long-established conclusion that increased socioeconomic status exerts a conservatizing influence over racially/ethnically-specific attitudes. The implications shed light on the extent to which racial worldviews exist and directions for future research are mentioned.     

Change agents or defending the status quo? How senior leaders frame workplace gender equality

Senior leaders are usually understood to be ideally positioned to drive the organizational changes needed to promote workplace gender equality. Yet seniority also influences leaders' values and attitudes, and how they interpret evidence of inequalities, determine organizational priorities, and design and implement remedies. This article examines leaders' perceptions of workplace gender equality using system justification theory to explain survey data from Australia's public sector (n = 2292). Multivariate analysis indicates that male and female leaders more positively rate the gender equality climate in their agencies, compared with lower-level staff, and that male leaders show most propensity to defend the status quo. Findings call into question the effectiveness of change strategies that rely on leadership and buy-in of those whose privilege is embedded in existing arrangements, and problematize dominant organizational approaches casting senior leaders as effective change agents for gender equality. The article helps to explain gendered power dynamics, which produce and sustain organizational inequalities and make workplace equality so hard to achieve, and points to ways to strengthen practical approaches to promote equality in organizations.     

Myriad potential for mentoring: Understanding the process of transformational change through a gender equality intervention

This article contributes to understanding transformational change towards gender equality by examining the transformational change potential of a mentoring programme for women, a type of gender equality intervention both criticized and praised for its ability to bring about change. Drawing upon an empirical case study of a mentoring programme for women academics in a Dutch university, we explore three dimensions of transformational change: organizational members (i) discussing and reflecting upon gendered organizational norms and work practices; (ii) creating new narratives; and (iii) experimenting with new work practices. Our findings indicate five specific conditions that enable transformational change: cross‐mentoring, questioning what is taken for granted, repeating participation and individual stories, facilitating peer support networks and addressing and equipping all participants as change agents. We suggest that these conditions should be taken into account when (re)designing effective organizational gender equality interventions.     

Critical standpoint: Leaders of color advancing racial equality in predominantly white organizations

Organizations are often core sites for the production and perpetuation of social inequality. Although the United States is becoming more racially diverse, organizational elites remain disproportionately white, and this mismatch contributes to increasing racial inequality. This article examines whether and how leaders of color within predominantly white organizations can help their organizations address racial inequality. Our analysis uses data from a national study of politically oriented civic organizations and ethnographic fieldwork within one predominantly white organization. We draw on institutional work research, the outsider‐within concept, and insights from critical whiteness theory to explain how leaders of color can use their position and “critical standpoint” to help guide their organization toward advancing racial equality. The qualitative analysis shows how such leaders, when empowered, help their organization address race internally by (a) providing alternatives to white‐dominated perspectives, (b) developing tools to educate white members about racial inequality, and (c) identifying and addressing barriers to becoming a more racially diverse organization. The qualitative analysis also shows how leaders of color help their organization address race externally by (a) sharing personal narratives about living in a white‐dominated society and (b) brokering collaborations with organizations led by people of color. This research has implications for organizations seeking to promote social equality: Organizational leaders from marginalized status groups can help their organizations address social inequality, if those leaders possess a critical standpoint and sufficient organizational authority.     

Metropolitan Heterogeneity and Minority Neighborhood Attainment: Spatial Assimilation or Place Stratification?

Using geo-referenced data from the Panel Study of Income Dynamics, in conjunction with decennial census data, this research examines metropolitan-area variation in the ability of residentially mobile blacks, Hispanics, and whites to convert their income into two types of neighborhood outcomes-neighborhood racial composition and neighborhood socioeconomic status. For destination tract racial composition, we find strong and near-universal support for the "weak version" of place stratification theory; relative to whites, the effect of individual income on the percent of the destination tract population that is non-Hispanic white is stronger for blacks and Hispanics, but even the highest earning minority group members move to tracts that are "less white" than the tracts that the highest-earning whites move to. In contrast, for moves into neighborhoods characterized by higher levels of average family income, we find substantial heterogeneity across metropolitan areas in minorities' capacity to convert income into neighborhood quality. A slight majority of metropolitan areas evince support for the "strong version" of place stratification theory, in which blacks and Hispanics are less able than whites to convert income into neighborhood socioeconomic status. However, a nontrivial number of metropolitan areas also evince support for spatial assimilation theory, where the highest-earning minorities achieve neighborhood parity with the highest-earning whites. Several metropolitan-area characteristics, including residential segregation, racial and ethnic composition, immigrant population size, poverty rates, and municipal fragmentation, emerge as significant predictors of minority-white differences in neighborhood attainment.     

Race,Ethnicity, and Underemployment in Nonmetropolitan America: A 30‐Year Profile*

Abstract Historically, rural racial and ethnic minorities have been among the most economically disadvantaged groups in the United States. Key to understanding economic deprivation is employment hardship, trends in which serve as a benchmark for progress toward racial and ethnic equality. We conceptualize employment hardship as underemployment, which goes beyond unemployment to include discouraged workers, involuntary part‐time workers, and the working poor. Analyzing data from the March Current Population Surveys of 1968 through 1998, we find that (1) there are large and persistent racial and ethnic inequalities in underemployment prevalence; (2) these disadvantages are explained only partially by other predictors of underemployment; (3) nonmetropolitan (nonmetro) minorities are more likely than either all metropolitan (metro) or central‐city minorities to be underemployed; (4) black‐white inequality has held steady overall, though it has declined markedly in nonmetro areas; and (5) Hispanic‐white inequality has increased; this trend, however, is restricted to metro areas, central cities in particular.     

“Taking Back Our Country”: Tea Party Membership and Support for Punitive Crime Control Policies

The Tea Party Movement (TPM) emerged shortly after the 2008 election, with members rallying behind the call to “take back our country.” Many observers suggest that the movement represents, in part, a racialized backlash against the election of Barack Obama, the nation's first black president, motivated by perceived threats to the racial hierarchy. Racial threat theory predicts that if the TPM is motivated by and reinforces racial concerns, racialized support for punitive crime policies that disproportionately impact blacks should be higher among Tea Partiers. Drawing on recent national survey data, this study tests this prediction. The results show that TPM membership is positively associated with punitiveness and that this relationship is mediated, in part, by Tea Partiers’ animus toward blacks. We discuss the import of these findings for competing accounts of the TPM, racial threat theory, and the argument that the United States has become a “post‐racial society.”     

The Integration of Racial and Ethnic Minorities into White Congregations

Drawing from the homophily principle and organizational ecology theory, I follow previous literature and predict racial minorities will have lower levels of belonging and commitment when attending predominantly white congregations. Going beyond this literature, I incorporate contemporary racial stratification literature and propose integration into white congregations would vary by racial group as a result of the differing symbolic group positioning of minorities in America's racial hierarchy. Results from multilevel models using a national dataset generally support my hypotheses. The findings from this study reveal distinctions between minority racial groups within predominantly white congregations. Thus, the homophily principle and organizational ecology are not sufficient when studying race within congregations, as it is not enough to rely solely on the numeric representation of racial groups in congregations without taking into account the social positioning of these groups. These results, their implications, and potential directions for future studies are further discussed.     

When Does Race Matter? Race,Sex, and Dating at an Elite University

This paper unites quantitative and qualitative data from the College Social Life Survey (n = 732) to describe and explain patterns of racial homophily in undergraduate sexual/romantic relationships at an elite university, a closed social setting. It expands the literature on interracial romantic unions by comparing homophily in hookups (uncommitted sexual interactions), dates, and long‐term relationships. Although this population embodies many characteristics associated with greater racial mixing (youth, education, status equality, geographical proximity, racial diversity, independence from family), racial homophily is still strongly evident. Variation in levels of homophily among relationship types and among racial groups is explained by differences in desired homophily, social network segregation, and participation in formal race‐based student organizations. Black students are particularly socially isolated.     

Racial Disparity Under Sentencing Guidelines: A Survey of Recent Research and Emerging Perspectives

Recent concerns over racial disparities in sentencing have led to dramatic reform in criminal sentencing, including the widespread promulgation of sentencing guidelines that are designed to constrain judicial discretion and create greater fairness, transparency, and equality in punishment. Although there is broad consensus that guidelines have increased uniformity in sentencing, contemporary research continues to identify important racial and ethnic disparities in criminal punishment. This essay reviews recent empirical research on racial and ethnic disparities under guidelines, highlighting recent advancements in the field and identifying important directions for future research.     

Races without Racism?: everyday race relations in Singapore

In Singapore, race has a prominent place in the city state’s national policies. Its political ideology of multiracialism proclaims racial equality and protection for minority groups from racial discrimination. However, despite official rhetoric and policies aimed at managing and integrating the different ethnic groups, some scholars have argued that institutional racism does exist in Singapore. While it is public knowledge, with few exceptions, racist provocations and experiences of racism are not publicly discussed. In recent years, the advent of social media has made it possible for Singaporeans oftentimes unwittingly to express racially derogatory remarks. This has highlighted that racism is much more deep rooted. Yet, it still remains the white elephant in the room. This paper examines the sociopolitical context that has contributed to everyday racial discrimination and calls for a public acknowledgement of racism so as to combat racist practices.