Suchergebnisse

To increase employment from desired race or gender groups, employers nearly always first turn to recruiting from outside their organization. But a few years after such initiatives are undertaken, diversity numbers typically remain low or even decrease, turnover among recruits from the sought‐after groups is high, and the efforts are threatened by their recurrent cost. Employers need to break this fruitless cycle by thinking more strategically. Without an inclusive organizational climate that retains and fully utilizes minority employees after hire, simply recruiting more such employees will not lead to sustainable changes in workforce demographics. Drawing on empirical research, this paper describes six "red flags" that identify workplaces not ready to recruit. Only after organizational changes address the deficiencies identified by the red flags will the time for minority recruitment be at hand. But by then special focused recruitment may not be necessary; when employers change their workplace cultures to become truly inclusive, word gets around.

The study investigates whether the proportion of U.S. federal civil service agencies with representative workforces has increased between 1982 and 1990. The study reveals several important findings: 1) the proportion of federal agencies with representative workforces remained constant between 1982 and 1990, 2) a significant number of agencies continue to have racially unrepresentative workforces with respect to the total U.S. minority population and individual minority groups, and 3) during the years 1982 and 1990, American-Indians experienced the most racial integration in U.S. federal agencies in comparison to African-Americans, Asian-Americans, and Hispanics. The study also indicates that Hispanics continue to be drastically under-represented in a large percentage of U.S. federal agencies.

This paper assesses the relative impact of the major design components of the Urban Development Action Grant (UDAG) targeted partnership development initiative on minority employment in the Pittsburgh, Pennsylvania Primary Metropolitan Statistical Area (PMSA). Data are drawn from records obtained from the Department of Housing and Urban Development of completed UDAG projects between 1978 and 1988 for the Pittsburgh PMSA. The results suggest that targeting geographic projects by leveraging private investment in a central city does not yield a significant increase in minority employment. Moreover, the geographic emphasis of UDAG projects do not exhibit an ability to increase minority employment. These findings support the benefit capitalization and ecological fallacy arguments, which propose that the benefits of targeted partnerships (i.e., employment) is shifted away from the original beneficiaries. The paper concludes by discussing the implications of these findings and directions for future research.

Based on data from 74 US cities, 1976 and 1981. Effect of craft unions on the employment status of women and minorities.

Since the 1972 Equal Employment Opportunity Act, government employees and unions have been required to strive for equal employment opportunity (EEO) in the public sector. Explains the relationship between unions and EEO in city government work forces referring to women and minorities. Based on a sample of 74 cities, concludes that 'unionism' has little effect on the employment of this group. The findings defy common knowledge as they suggest that unfit unions do not deter the employment of women and minorities in police and fire departments. Thus if this group is underrepresented in these departments, the disparity may be attributed to factors other than unionism. (AM)