Questions the validity of Braddock and McPartland's generalization from a youthful sample of workers to all workers. Also questions Pettigrew and Martin's conclusion from research on women's reluctance to compete for high-status jobs and that Black ambivalence may be partly responsible for smaller pools of black candidates. (PS)

Questions whether racism by individuals plays as large a part in job discrimination as Pettigrew and Martin suggest. Disagrees with Braddock and McPartland's recommendation that new federal regulations are needed to force employers to improve their employment practices. (PS)

Assesses the Braddock-McPartland and Pettigrew-Martin articles and suggests a few limitations and extensions of their analyses. Concludes that race relations analysts need to go beyond the usual discussions of interracial prejudice, employment barriers, and tokenism to extend research to issues such as multifaceted methodologies and changing…

Examines the implications of one interpretation of employer behavior that may be inferred from the Braddock and McPartland analysis: while many White employers would not reject Black applicants through personal prejudice and discrimination, they are sufficiently uninvolved in the goal of Black employment to use hiring methods that might lessen it.

Barriers to equal occupational opportunities for minorities are examined at three stages of the employment process: the job candidate stage, the job entry stage, and the job promotion stage. (PS)

Reviews the problems that arise at the recruitment, entry, and promotional stages for Black Americans. The problems arise from two interrelated sources: the structure of the situations themselves and the operation of anti-Black prejudice in both its traditional and modern forms. (PS)

When American businesses hire, promote, and reward on the basis of race,they are not countering a trend, but behaving in accordance with the general norms of this society. To run counter to the trend they need only place Black managers in positions of power over the livelihood of other (White) employees. (PS)

Discusses ways in which historical wage structures still influence current salaries and underpay for female-dominated jobs. Examines the origins of the California State Civil Service's compensation structure, and finds that gender discrimination explicitly lowered wages for female-dominated jobs. Provides quantitative and qualitative evidence of…

Pettigrew and Martin overstate the causal priority of structure over social psychology in maintaining barriers to equal employment and downplay the importance of the research they review. Braddock and McPartland present a plausible case for the existence of institutional barriers to equal employment, but their research is not conclusive. (PS)

Examines the following possible sources of measurement error in pay analysis and proposes methods to alleviate the problems: (1) choice of the number and type of job factors; (2) method of assigning values to each job factor; (3) method of selecting factor weights; and (4) political modifications made when a plan is implemented. (JS)

Reviews evidence of sex bias in job evaluation judgments and analyzes research methods used to study the issue. Explores the following types of bias: (1) direct; (2) indirect; and (3) sex of rater. Findings indicate evidence of indirect bias, showing that high paying jobs tend to be evaluated higher than those with low pay. (JS)

Describes the development of a job evaluation plan by the University of Minnesota based on employee values of job worth. Items for the point-factor plan were selected by employee committees, grouped into factors, and weighted by means of a general employee survey. Discusses the plan's use in implementing comparable worth. (JS)

Addresses the role of comparison processes in the persistence of the gender wage gap, its toleration by those disadvantaged by it, and resistance to comparable worth as a corrective strategy. Argues that gender segregation and undercompensation for women's jobs leads women to use different comparison standards when evaluating what they deserve.…

Discusses ways to close the gap between the courts' approach to applying Federal law to sex-based and race-based wage discrimination and the law's potential to change wage inequities. Discusses the Equal Pay Act and Title VII of the Civil Rights Act of 1964. Explores ways the court applies these laws. (JS)

Surveys theories in labor economics about how the female labor supply is affected by the wage offers that women receive. Summarizes the implications concerning expected effects of comparable worth wage adjustments on female labor supply. Examines empirical evidence pertaining to the theory of female labor supply. (JS)