Affirmative Action at Work: Corporate Compliance Activites and Workforce Composition

工作中的平权行动：公司合规活动和员工构成

• 批准号: 0336642
• 负责人: Frank Dobbin
• 金额: $ 3.11万
• 依托单位: Harvard University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2003
• 资助国家: 美国
• 起止时间: 2003-04-01 至 2004-03-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0336642&HistoricalAwards=false
• 关键词: Affirmative; Action; Work; Corporate; Compliance

In 1964, Congress passed the Civil Rights Act, which outlawed employment discrimination, but did not outline specific means of compliance. Employers experimented with dozens of different compliance measures. Many were largely symbolic, such as anti-discrimination policies, while others offered procedural guarantees of equal treatment, such as in dealing with sexual harassment and formal promotion. Still others were more substantive in that they involved positive steps to increase diversity, such as special management training for women and minority mentoring programs. Which of these measures have worked? How did the law matter, and through what kinds of changes in employment practices did it have influence? This project builds on institutional theories of organizational action to address these questions. It distinguishes between symbolic, procedural, and substantive anti-discrimination activities, and specifies hypotheses about the relative effectiveness of each strategy.The project tests the hypotheses using employment data from the annual reports that 412 large employers submitted to the government from 1978 through 1993. These publicly available reports detail employment by race, ethnicity, and gender in nine occupational categories. It also surveys these companies to chart the history of their personnel practices, and merges the survey data with the annual reports. It then analyzes how particular employment practices of the companies (obtained from the survey data) affect the gender, racial, and ethnic composition of their workforce (obtained from the annual reports). The project represents the first sustained effort to sort out the effects of employment practices on workforce composition, and to measure the effectiveness of activities designed to satisfy anti-discrimination laws in making the workforce more diverse.

1964年，国会通过了《民权法案》，禁止就业歧视，但没有概述具体的遵守方式。 雇主尝试了数十种不同的合规措施。 许多政策在很大程度上是象征性的，例如反歧视政策，而其他政策则提供平等待遇的程序保障，例如处理性骚扰和正式晋升。 还有一些更具实质性，因为它们涉及增加多样性的积极措施，例如针对女性的特殊管理培训和少数族裔辅导计划。这些措施中哪些有效？ 法律有何影响？它通过就业实践的哪些变化产生了影响？ 该项目以组织行动的制度理论为基础来解决这些问题。 它区分了象征性、程序性和实质性的反歧视活动，并详细说明了关于每种策略的相对有效性的假设。该项目使用 1978 年至 1993 年 412 家大型雇主向政府提交的年度报告中的就业数据来测试这些假设。这些公开的报告详细介绍了九个职业类别中按种族、民族和性别划分的就业情况。 它还对这些公司进行调查，绘制其人事实践的历史记录，并将调查数据与年度报告合并。 然后分析公司的特定雇佣实践（从调查数据中获得）如何影响其劳动力的性别、种族和民族构成（从年度报告中获得）。 该项目是首次持续努力，旨在理清就业实践对劳动力构成的影响，并衡量旨在满足反歧视法、使劳动力更加多元化的活动的有效性。