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.

平等就业机会（EEO）和肯定行动（AA）是自废除奴隶制以来最具争议的两项立法举措。雇主们根据这些法律从根本上改变了他们的人事制度，数十亿美元投资于“多样性管理”，联邦法院批准了一些战略，以应对与平等就业机会和AA条例和裁决有关的变化，联邦机构将某些遵守措施定义为“最佳做法”。“但是，雇主的合规努力在改变性别和种族不平等方面是否有效？它们对从事高技能和低技能工作的工人是否同样有效？这些措施如何在恶劣的经济条件下发挥作用？令人惊讶的是，我们几乎没有什么知识来回答这些问题。这项研究将审查1971年至1999年期间，在不同的法律的、经济和劳动力市场条件下，雇主的平等就业机会和AA遵守措施如何影响妇女和非裔美国人在美国工作机构中担任管理和非管理职务。该分析将使用一个独特的纵向数据集，该数据集由关于美国工作机构人口构成的年度联邦EEO-1报告组成，与关于800多个这些机构的代表性样本的生活史的调查数据合并，并补充了法律的，劳动力市场和经济档案数据。这些组成部分共同构成了分析就业不平等随时间变化的最佳数据集。这项研究将有助于我们的研究和教学有关工作场所的不平等：提高我们的EEO/AA法律的影响，在不同的法律的，劳动力市场和经济条件的理解，而不是假设一种类型是天生比另一个更好;通过确定机制，生产或减少性别和种族不平等，完善组织理论;并通过使用合并时间序列固定效应方法改进了以前的研究。这项研究的更广泛影响将是为决策者、民间组织和组织顾问提供对广泛的平等就业机会/AA遵守措施的有效性的综合经验评价。这方面的知识是采取有效措施，使妇女和少数民族平等地融入美国工作组织的关键。