In Race and Gender Discrimination at Work Samuel Cohns provides a fascinating, unorthodox account of the causes of discrimination at work. The book is packed with statistics, yet witty; rigorous, yet light. Cohn introduces readers to the fundamental realities of race and gender barriers in the workplace, and he goes beyond these as well by introducing startling new reinterpretations. Cohn is tactful enough to appeal to the conservative student, but honest enough to appeal to the feminist student. In the first several chapters, Cohn provides a description of the historical and current states of race and gender inequality and explains how employers persist in seemingly irrational actions, even in the face of more profitable alternatives. Cohn then turns to an introduction of the five primary social and economic theories of wages: marginal productivity theory, human capital theory, dual sector theory, union strength theory, and internal labor market theory. He follows with a review of the implications for pay differentials between blacks and whites. In subsequent chapters, he explores racial and gendered theories of wages for employment and unemployment. Finally, Cohn concludes with a review of the trends and causes of white male exclusionary attitudes towards blacks and women. This book is ideal for gender courses at all levels. Cohn's compelling, non-standard reformulations of traditional explanations of workplace inequalities make the book important for all serious scholars of gender studies.
Table of Contents
Has the Problem of Inequality Gone Away?, Some Introductory Definitions, Recent Trends in Inequality, Racial Inequality, Gender Inequality, Occupational Typing Versus Status Segregation, Conclusion, Technical Appendix, Notes, Discrimination and Market Competition, The Becker Model: Core Assumptions, The Becker Model: Operation, The Feminist Gary Becker: Heidi Hartmann, Decision Theory: Why Organizations Don't Behave So Rationally After All, The Link Between Decision Theory and Discrimination: Buffering from Competition, Conclusion, Notes, What Determines If a Job Is Male or Female?, The Myth That Women Exclude Themselves from Employment: Supply-Side Theories of Occupational Sex-Typing, Demand -Side Theories of Occupational Sex-Typing: Some Preliminary Dead Ends, Demand-Side Theories of Occupational Sex-Typing: Buffering Models, Empirical Studies of Buffering and Sex-Typing, Notes, Why Are Women Confined to Low-Status Jobs?, Human Capital Theory, Problems with Human Capital Theory, Synthetic Turnover, Differential Visibility Models, The Simplest Theory: Employee Discrimination, Conclusion, Notes, Why Are Women Paid Less Than Men?, The Overcrowding Hypothesis, Human Capital Theory, Comparable Worth Theory, Production Constraint Theory, Notes, Why Are Blacks More Likely to Be Unemployed Than Are Whites?, A Cartographic Analysis of Race and Employment, Shiftlessness, IQ and Human Capital, Spatial Mismatch, Employer Discrimination, Notes, Twenty-Six Things to Remember About Discrimination Appendix A: Glossary, Appendix B: A Socratic Guide to Race and Gender Discrimination at Work, Appendix C: Problems for Deeper Thought, References, Index