The Strength of Weak Enforcement
The Impact of Discrimination Charges, Legal Environments, and Organizational Conditions on Workplace Segregation
Bibliographic Data
| ID | 4522335 |
|---|---|
| Authors | C Elizabeth Hirsh (0000-0001-6701-0164, Cornell University, corresponding author) |
| Year | 2009 |
| Volume | 74 |
| Issue | 2 |
| Pages | 245-271 |
| Publication date | 2009-04-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | American Sociological Review (JOURNAL) |
| Journal identifiers | ISSN: 0003-1224 • E-ISSN: 1939-8271 |
| Publisher | SAGE Publications Inc (PUBLISHER) |
| DOI | 10.1177/000312240907400205 |
| OpenAlex | W2105363928 |
| Language | EN |
| Citations received | 60 |
| References cited | 71 |
Much research examines the organizational changes brought by equal employment opportunity (EEO) law, but it remains unclear whether establishments formally charged with employment discrimination and found in violation of EEO laws actually improve workplace conditions for women and racial minorities. Building on economic and institutional accounts of organizational responses to legal intervention, this article assesses the effects of discrimination charges and their resolutions on changes in establishment-level occupational segregation by sex and race from 1990 to 2002. Using data from a national random sample of work establishments matched to discriminationcharge data, I examine the direct impact of charges on workplaces, as well as the indirect pressures that establishments experience in their legal and organizational environments. For sex segregation, I find that establishments do not desegregate in the wake of discrimination charges filed directly against them, but they do respond to EEO enforcement in their industrial fields and legal environments. For race segregation, organizational factors-rather than legal intervention-are the primary predictors of desegregation. To the extent that EEO enforcement encourages organizational change, it does so indirectly, operating through establishments' industrial and legal environments
Business · Demographic economics · Desegregation · Economics · Employment discrimination · Enforcement · Equal employment opportunity · Intervention (counseling · Labour economics · Law enforcement · Political science · Race (biology · Sociology · Work (physics · Employment and Welfare Studies · Engineering · Gender Diversity and Inequality · Gender Studies · Labor Movements and Unions · Law · Psychology
Negotiating Legal Compliance and Social Commitments in Graduate Admissions
The Theory of the Collective Unconscious and Social Coercion
Strangers and Neighbors
The 'State' of Equal Employment Opportunity Law and Managerial Gender Diversity
The Scarring Effect of "Women's Work"
Black Women Talk About Workplace Stress and How They Cope
Transformative Institutional Change
Pastoral power in leadership work
The Rise of Programming and the Stalled Gender Revolution
Getting a Foot in the Door
Minority Threat, Worker Power, and Discriminatory Complaints
The Persistence of Workplace Gender Segregation in the US
How organizational characteristics shape gender difference and inequality at work
Gender Inequalities in Markets
Legal Discrimination
Information culture
From Glass Ceiling to Firewalls
An Intersectional Approach to the Glass Ceiling
Do EU Anti-discrimination Provisions Make a Difference
Can Customers Affect Racial Discrimination in Hiring
Demographic Group Representation in Occupational Categories
Negative Compliance as an Organizational Response to Legal Pressures
The Intersection of Race/Ethnicity and Gender in Occupational Segregation
National Board Quotas and the Gender Pay Gap among European Managers
Financialization and U.S. Income Inequality, 1970–2008
From Legal Doctrine to Social Transformation? Comparing U.S. Voting Rights, Equal Employment Opportunity, and Fair Housing Legislation
Inertia, Progress, or Regress? Observing and Explaining Heterogenous Tech Firm Demographic Diversity Trajectories
What Counts as Religion? A Study of Federal Endorsing Agencies as Hiring Gatekeepers
Female Leaders, Organizational Power, and Sex Segregation
House of Green Cards
Race, gender, and place
The Relational Foundations of Inequality at Work I
How You Downsize Is Who You Downsize
Representation through Participation
Overwork and the Slow Convergence in the Gender Gap in Wages
Order in the Court
The hunt for red flags
Perceiving Discrimination on the Job
Beyond Treatment and Impact
Mandating Change
Discrimination, Sexual Harassment, and the Impact of Workplace Power
Caregivers, Gender, and the Law
Women in Power
The Gender Revolution
Delineating Differences in How US High Schools are Racialized
The Civil Rights Revolution at Work
Comparative Perspectives on Racial Discrimination in Hiring
Organizational Approaches to Inequality
Gendered Dignity at Work
Shaking Things Up
For Law and Markets
Disciplined to diversity
Mobilizing Equal Employment Rights
Generational Changes in Racial Inequality in Occupational Attainment, 1950-2010
State-level contexts and sexual minority occupational segregation in the United States
Value in diversity
Racial and gender trends and trajectories in access to managerial jobs
Period effects, cohort effects, and the narrowing gender wage gap
Shaking things up or business as usual? The influence of female corporate executives and board of directors on women's managerial representation
Running Ahead or Running in Place? Educational Expansion and Gender Inequality in the Labor Market
Black corporate executives
Corporate Crime, Law, and Social Control
The New Institutionalism in Organizational Analysis
Occupational Ghettos
Gender and Racial Inequality at Work
The iron cage revisited institutional isomorphism and collective rationality in organizational fields
Social Psychology of Intergroup Relations
Institutions, Institutional Change and Economic Performance
The Ironies of Affirmative Action
Employment and Occupational Advance Under Affirmative Action
Legal Rational Myths
Enforcement of Civil Rights Law in Private Workplaces
Minimizing Workplace Gender and Racial Bias
The Changing Nature of Employment Discrimination Litigation
Occupational Segregation and the Devaluation of Women's Work across U.S. Labor Markets
Gender Stereotypes, Same-Gender Preferences, and Organizational Variation in the Hiring of Women
The Proximate Causes of Employment Discrimination
The Two Faces of Governance
When and Why do Plants Comply? Paper Mills in the 1980s
Legal Ambiguity and the Politics of Compliance
General Deterrence and Corporate Environmental Behavior
Second Generation Employment Discrimination
Categorical Imperatives
Resolving Employment Disputes without Litigation
The Iron Cage Revisited
Professional Construction of Law
Urbanization, Technology, and the Division of Labor
The Changing Character of Lawyers' Work
Bad Jobs in America
Documenting Desegregation
Race and Workplace Integration
Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies
Why Not Ascription? Organizations' Employment of Male and Female Managers
Legal-Political Pressures and African American Access to Managerial Jobs
Settling for Less? Organizational Determinants of Discrimination-Charge Outcomes
The Impact of Employment Discrimination Litigation on Racial Disparity in Earnings
Does Regulatory Enforcement Work? A Panel Analysis of Osha Enforcement
The Dimensions of Residential Segregation
Glass Ceilings and Glass Escalators
Studying Race or Ethnic and Sex Segregation at the Establishment Level
Where Do Women's Jobs Come from
The Legal Environments of Organizations
Sex Segregation in the Workplace
The Meaning of Race to Employers
Producing Change or Bagging Opportunity? The Effects of Discrimination Litigation on Women in Supermarket Management
How to Stop Harassment
The Strength of a Weak Agency
Diversity Rhetoric and the Managerialization of Law
Separate and Unequal
Equal Opportunity Law and the Construction of Internal Labor Markets
Legal Ambiguity and Symbolic Structures
Targets of Opportunity
Legal Environments and Organizational Governance
Long-Term Trends in Occupational Segregation by Sex
Institutionalized Organizations
The Endogeneity of Legal Regulation
The Strength of a Weak State
| Unique citing works | 60 |
|---|---|
| Citations per year | 3,75 |
| Citation span | 2010 - 2026 (17) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 60 |