https://science.sciencemag.org/content/sci/5/110/206.full.pdf

The american psychological association.

Preface Introduction: Traditions of Nationhood in France and Germany I. The Institution of Citizenship 1. Citizenship as Social Closure 2. The French Revolution and the Invention of National Citizenship 3. State, State-System, and Citizenship in Germany II. Defining The Citizenry: The Bounds of Belonging 4. Citizenship and Naturalization in France and Germany 5. Migrants into Citizens: The Crystallization of Jus Soli in Late-Nineteenth-Century France 6. The Citizenry as Community of Descent: The Nationalization of Citizenship in Wilhelmine Germany 7. \"Etre Francais, Cela se Merite\": Immigration and the Politics of Citizenship in France in the 1980s 8. Continuities in the German Politics of Citizenship Conclusion Notes Bibliography Index

Citizenship and Nationhood in France and Germany.

https://www.thelancet.com/pdfs/journals/lancet/PIIS0140-6736(17)30569-X.pdf

Structural racism and health inequities in the USA: evidence and interventions

Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science. In a randomized double-blind study (n = 127), science faculty from research-intensive universities rated the application materials of a student—who was randomly assigned either a male or female name—for a laboratory manager position. Faculty participants rated the male applicant as significantly more competent and hireable than the (identical) female applicant. These participants also selected a higher starting salary and offered more career mentoring to the male applicant. The gender of the faculty participants did not affect responses, such that female and male faculty were equally likely to exhibit bias against the female student. Mediation analyses indicated that the female student was less likely to be hired because she was viewed as less competent. We also assessed faculty participants’ preexisting subtle bias against women using a standard instrument and found that preexisting subtle bias against women played a moderating role, such that subtle bias against women was associated with less support for the female student, but was unrelated to reactions to the male student. These results suggest that interventions addressing faculty gender bias might advance the goal of increasing the participation of women in science.

/pdf/science-faculty-s-subtle-gender-biases-favor-male-students-1999g000ej.pdf

Science faculty’s subtle gender biases favor male students

With over 2 million individuals currently incarcerated, and over half a million prisoners released each year, the large and growing number of men being processed through the criminal justice system raises important questions about the consequences of this massive institutional intervention. This article focuses on the consequences of incarceration for the employment outcomes of black and white job seekers. The present study adopts an experimental audit approach—in which matched pairs of individuals applied for real entry‐level jobs—to formally test the degree to which a criminal record affects subsequent employment opportunities. The findings of this study reveal an important, and much underrecognized, mechanism of stratification. A criminal record presents a major barrier to employment, with important implications for racial disparities.

/pdf/the-mark-of-a-criminal-record-3ycahdp97x.pdf

The Mark of a Criminal Record

Racial disparities persist throughout the employment process, with African Americans experiencing significant barriers compared to whites. This article advances the understanding of racial labor ma...

Race and Networks in the Job Search Process

Antidiscrimination law offers protection to workers who have been treated unfairly on the basis of their race, gender, religion, or national origin. In order for these protections to be invoked, however, potential plaintiffs must be aware of and able to document discriminatory treatment. Given the subtlety of contemporary forms of discrimination, it is often difficult to identify discrimination when it has taken place. The methodology of field experiments offers one approach to measuring and detecting hiring discrimination, providing direct observation of discrimination in real-world settings. In this article, we discuss the findings of two recent field experiments measuring racial discrimination in low wage labor markets. This research provides several relevant findings for researchers and those interested in civil rights enforcement: (1) it produces estimates of the rate of discrimination at the point of hire; (2) it yields evidence about the interactions associated with discrimination (many of which reveal the subtlety with which contemporary discrimination is practiced); and (3) it provides a vehicle for both research on and enforcement of antidiscrimination law.

/pdf/identifying-discrimination-at-work-the-use-of-field-3pji0awv1f.pdf

Identifying Discrimination at Work: The Use of Field Experiments

While existing research has documented persistent barriers facing African-American job seekers, far less research has questioned how job seekers respond to this reality. Do minorities self-select into particular segments of the labor market to avoid discrimination? Such questions have remained unanswered due to the lack of data available on the positions to which job seekers apply. Drawing on two original data sets with application-specific information, we find little evidence that blacks target or avoid particular job types. Rather, blacks cast a wider net in their search than similarly situated whites, including a greater range of occupational categories and characteristics in their pool of job applications. Additionally, we show that perceptions of discrimination are associated with increased search breadth, suggesting that broad search among African-Americans represents an adaptation to labor market discrimination. Together these findings provide novel evidence on the role of race and self-selection in the job search process.

Race, Self-Selection, and the Job Search Process: A Case Study of the Unemployed in New Jersey

/pdf/race-self-selection-and-the-job-search-process-3xxk1qcgy3.pdf

Race, self-selection, and the job search process.

After decades of steady expansion, state prison populations declined in recent years for the first time since 1972. Though the size of the decrease was small, it masks substantial state heterogeneity. This article investigates variation in state-level incarceration rates from 1980 through 2013, examining the factors associated with the rise and decline in prison populations. We find evidence for four key stories in explaining the prison decline: crime, budgets, politics, and inequality. Many of these relationships are consistent across decades, including the role of racial composition, violent crime, and Republican political dominance. In contrast, states’ fiscal capacity and economic inequality became more important after 2000. This research emphasizes the importance of examining changes over time in the correlates of incarceration growth and decline and represents the first effort to systematically understand the recent reversal in the trajectory of incarceration practices in the United States.

Devah Pager

Papers

Race and Networks in the Job Search Process

Identifying Discrimination at Work: The Use of Field Experiments

Race, Self-Selection, and the Job Search Process: A Case Study of the Unemployed in New Jersey

Race, self-selection, and the job search process.

Inequality and Punishment: A Turning Point for Mass Incarceration?