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Discrimination and Desegregation: Equal Opportunity Progress in U.S. Private Sector Workplaces since the Civil Rights Act

University of Massachusetts, Amherst

Kevin Stainback

University of Massachusetts

Numerous commentators have concluded that the Civil Rights Act was effective in promoting increased access to quality jobs for racial minorities. Many have worried as well that the pace of change has been too slow or stalled, particularly after 1980. Few have directly discussed under what conditions we might expect equal employment opportunity (EEO) to flourish. Explanations of status inequalities in the workplace have primarily relied on theories of social conflict and discrimination. Organizational perspectives on stratification, while not completely absent from previous research, remain a road less traveled. In this paper we present trends in race-sex inequality in U.S. workplaces since the Civil Rights Act of 1964 and describe the organizational practices and discrimination processes that are likely to maintain status inequalities in the workplace and those which might be catalysts of change.

Key Words: race • sex • workplace • segregation • inequality

The ANNALS of the American Academy of Political and Social Science, Vol. 609, No. 1, 49-84 (2007)
DOI: 10.1177/0002716206294809


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