Doctoral Dissertation Research: The Effect of Employers' Compliance with Equal Employment Opportunity and Affirmative Action Legislation on Sex and Racial Workforce Composition

博士论文研究：雇主遵守平等就业机会和平权行动立法对性别和种族劳动力构成的影响

• 批准号: 0402576
• 负责人: Bruce Western
• 金额: $ 0.65万
• 依托单位: Princeton University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2004
• 资助国家: 美国
• 起止时间: 2004-05-01 至 2005-04-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0402576&HistoricalAwards=false
• 关键词: Doctoral; Dissertation; Research; Effect; Employers

Equal Employment Opportunity (EEO) and Affirmative Action (AA) are two of the most controversial legislative initiatives since the abolition of slavery. Employers have radically changed their personnel systems in reaction to these laws, billions of dollars have been invested in "diversity management," federal courts have endorsed selected strategies for responding to changes associated with EEO and AA regulations and rulings, and federal agencies have defined certain compliance measures as "best practices." But have employers' compliance efforts been at all effective in changing gender and racial inequality? Were they effective in the same way for workers from high-skill and low-skill jobs? And how do these measures work in harsh economic conditions? We have surprisingly little knowledge with which to answer such questions. This research will examine the ways employers' EEO and AA compliance measures affected the integration of women and African Americans in managerial and non-managerial jobs within American work establishments across varying legal, economic and labor market conditions from 1971 to 1999. The analysis will use a unique longitudinal dataset composed of annual Federal EEO-1 reports of the demographic composition of American work establishments, merged with survey data about the life histories of a representative sample of more than 800 of these establishments and supplemented with legal, labor market and economic archival data. Together, these components comprise the best available dataset for analyzing changes in employment inequality over time. This research will contribute to our research and teaching about workplace inequality by: improving our understanding of the impact of EEO/AA law across varying legal, labor market and economic conditions, rather than assuming that one type is inherently better than another; refining organizational theory by identifying mechanisms that produce or reduce sex and racial inequality; and improving upon previous research by using pooled time-series fixed-effects methods. The study's broader impact will be to provide policy makers, civic organizations and organizational consultants with a comprehensive empirical evaluation of the effectiveness of a wide range of EEO/AA compliance measures. This knowledge is key for taking effective steps towards the equal inclusion of women and minorities in American work organizations.

自废除奴隶制以来，平等就业机会（EEO）和平权行动（AA）是最有争议的立法倡议。雇主对这些法律的反应进行了从根本上改变其人事系统，数十亿美元已投资于“多样性管理”，联邦法院认可了对与EEO和AA法规和裁决相关的变化做出响应的选定策略，联邦机构已将某些合规措施定义为“最佳实践”。但是，雇主的合规性努力是否在改变性别和种族不平等方面有效？对于高技能和低技能工作的工人，它们是否有效？这些措施如何在恶劣的经济条件下起作用？我们几乎没有回答此类问题的知识。这项研究将研究雇主的EEO和AA合规性措施如何影响妇女和非裔美国人在1971年至1999年之间在不同的法律，经济和劳动力市场的美国工作机构中的管理和非经理工作中的整合。该分析将使用与美国联邦eeo-1的范围构成的范围的纵向数据组成的独特纵向数据集，该数据的范围更大，而不是美国联邦EEO的报告，该数据的范围是一定范围的范围。这些机构中有800个补充了法律，劳动力市场和经济档案数据。这些组件共同包含最佳可用数据集，用于分析随着时间的推移就业不平等的变化。这项研究将通过以下方式为我们的研究和教学做出贡献：提高我们对EEO/AA法律在不同的法律，劳动力市场和经济状况中的影响的理解，而不是假设一种类型本质上比另一种类型更好；通过确定产生或减少性别和种族不平等的机制来提炼组织理论；并通过使用合并的时间序列固定效果方法来改善先前的研究。该研究的广泛影响是为政策制定者，公民组织和组织顾问提供对广泛EEO/AA合规性措施的有效性的全面经验评估。这些知识是采取有效步骤在美国工作组织中平等纳入妇女和少数民族的关键。