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

平等就业机会（EEO）和平权行动（AA）是自废除奴隶制以来最具争议的两项立法举措。为了应对这些法律，雇主们从根本上改变了他们的人事制度，在“多元化管理”上投入了数十亿美元，联邦法院已经批准了一些策略，以应对与EEO和AA法规和裁决相关的变化，联邦机构已经将某些合规措施定义为“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？这些措施如何在严酷的经济条件下发挥作用？令人惊讶的是，我们对回答这些问题所知甚少。本研究将考察1971年至1999年间，在不同的法律、经济和劳动力市场条件下，雇主的EEO和AA合规措施对美国工作机构中管理和非管理工作中女性和非裔美国人的融合方式。该分析将使用一个独特的纵向数据集，该数据集由美国工作机构人口构成的年度联邦EEO-1报告组成，与800多家这些机构的代表性样本的生活史调查数据合并，并辅以法律、劳动力市场和经济档案数据。总之，这些组成部分构成了分析就业不平等随时间变化的最佳可用数据集。这项研究将有助于我们对工作场所不平等的研究和教学：提高我们对EEO/AA法在不同法律、劳动力市场和经济条件下的影响的理解，而不是假设一种类型本质上比另一种更好；通过确定产生或减少性别和种族不平等的机制来完善组织理论；并利用集合时间序列固定效应方法对前人的研究进行了改进。该研究的更广泛影响将是为政策制定者、民间组织和组织顾问提供广泛的平等就业机会/AA合规措施有效性的综合实证评估。这一认识是采取有效步骤，使妇女和少数族裔平等融入美国工作组织的关键。

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.