Management Matters: Consequences of Managerial Composition

作为看门人和决策者，管理者是劳动力市场不平等的核心。管理职位是一种稀缺资源，分配不均。然而，很少有人研究管理者自己是如何影响下属的相对地位的。我们通过研究管理人员组成与非管理人员不平等之间的关系来解决这个问题。我们使用来自平等就业机会委员会（Equal Employment Opportunity Commission）的特定组织的长期数据，以及来自2000年美国人口普查的美国工人的全国样本。将下属群体的成员排除在权威职位之外，被认为是劳动力市场不平等的重要组成部分。我们转移了注意力，询问处于权威地位的下属群体成员是否会给处于非管理职位的人带来好处。我们的观点是独特的，明确地考虑了相关行动者所处的社会背景：组织机构、行业和当地劳动力市场。我们的研究还有助于解答一个更为普遍的社会学问题：跨越社会等级界限的下属群体成员之间的联系是什么？我们的分析将使用纵向数据和基于人口的美国人口普查中工人工资不平等的统计模型来分析企业之间职业隔离的轨迹。我们对个体机构的纵向分析和基于人口的关系的横断面分析都使用适当的统计方法明确考虑了上下文动态。更广泛的影响。我们讨论与紧迫的政策问题有关的问题。自引入平权法案和随后的“玻璃天花板”调查以来，谁担任管理职位一直是一个挥之不去的问题。然而，尽管有广泛的假设，但几乎没有关于种族/民族和性别管理渗透对其他人的影响的直接研究。如果女性和少数族裔管理者与其下属之间的不平等程度较低有关，那么平权行动可能会对更广泛的工人群体有利。然而，如果对非管理人员没有好处，那么可能需要在非管理级别上付出更多努力。这些措施包括反歧视立法和执法，或促进同工同酬的政策。这个项目也明确地以发展未来的研究能力为目标。我们将在与本研究相关的知识和实践方面培养研究生；这些学生将成为积极的研究伙伴，发展自己的想法和项目。我们将产生数据集、测量和统计程序，可用于研究更广泛的问题。

As gatekeepers and policymakers, managers are central to labor market inequality. Managerial positions are a scarce resource, unequally distributed. However, much less frequently studied is how managers themselves affect the relative status of their subordinates. We address this question by examining the association between managerial composition and inequality among nonmanagerial workers. We use data on specific organizations over time from the Equal Employment Opportunity Commission and a national sample of U.S. workers from the 2000 U.S. Census.The exclusion of members of subordinate groups from positions of authority is known to be an important part of labor market inequality. We shift the focus by asking whether the presence of members of subordinate groups in positions of authority brings benefits to those who are in nonmanagerial positions. Our perspective is unique, explicitly considering the social context within which the relevant actors are found: the organizational establishment, the industry, and the local labor market. Our research also contributes to a much more general sociological question: What are the connections between members of subordinate groups across the boundaries of social hierarchies?Our analysis will feature statistical models of trajectories of occupational segregation among establishments, using longitudinal data, and population-based analysis of wage inequality among workers in the U.S. Census. Both our longitudinal analysis of individual establishments and our cross-sectional analysis of population-based relationships explicitly take into account contextual dynamics using appropriate statistical methods.Broader impact. We address issues relevant to pressing policy problems. Who holds management positions has been a persistent question since the introduction of affirmative action and subsequent "glass ceiling" investigations. However, despite widespread assumptions, there is almost no direct research on the effects for others of the race/ethnic and gender permeability of management. If female and minority managers are associated with lower levels of inequality among their subordinates, then affirmative action may emerge as beneficial to a wider population of workers. However, if there are no benefits for nonmanagerial workers, then more efforts at nonmanagerial levels may be called for. These include anti-discrimination legislation and enforcement, or policies to promote equal pay for comparable work.This project also aims explicitly at developing future research capacity. We will train graduate students in the knowledge and practices associated with this research; these students will be active research partners, developing their own ideas and projects. We will produce datasets, measures and statistical procedures that can be used to study a wider array of questions.