Women of Color student affairs staff experience the nexus of gendered and racialized traumatization regularly in their institutional environments; yet, their experiences are underrepresented in both student affairs leadership and in scholarly literature. Furthermore, identity-conscious, trauma-aware supervision is a promising protective strategy…

Despite the massive influx of new Diversity, Equity, and Inclusion roles created across the public and private sectors since 2020, there remains a glaring gap in research in this critical area. While existing research showcases the disparities that systems of oppression created for Black women, what's missing is research providing actionable…

The COVID-19 pandemic caused an unprecedented public health emergency that crippled the child care market in the United States. This crisis highlighted the essential role of the early care and education (ECE) workforce in the nation's economic stability and growth. The pandemic's disproportionate effect on Black, Hispanic, and Native American…

The science and engineering (S&E) labor force helps to create and advance our scientific and technological knowledge, transform these advances into goods and services, and fuel America's economy, security, and quality of life. This report details several aspects of the U.S. S&E workforce, including growth, demographic makeup, earnings, and…

"Science and Engineering Indicators" (SEI) is first and foremost a volume of record comprising high-quality quantitative data on the U.S. and international science and engineering enterprise. SEI includes an overview and seven chapters that follow a generally consistent pattern. The chapter titles are as follows: (1) Elementary and…

The issues of equity and access are becoming increasingly important as the workforce becomes diversified. As the number of minority groups in the ranks of organizations grows, there is a need to examine the issues related to equity and access from a perspective that strives for equality, e.g. feminist theory. This paper examines feminism's…

This study examines the association between work-related insecurity and health, with a focus on how this relationship is moderated by social location (gender, age and race). Drawing on longitudinal data from a Canadian labour market survey (1999-2004) the findings show that certain groups have a higher prevalence of exposure to certain types of…

The data suggest that minority males might provide a major source of potential talent for upgrading into middle-management levels and above and also yield no support for the hypothesis that white female managerial potential for upgrading is less than that of white male managers. (Author)

A survey of 202 Massachusetts union leaders received 94 responses indicating that women are overrepresented as union secretaries and underrepresented as presidents. They rarely chair grievance or negotiation committees. Both male and female leaders would like to see more women leaders, but males felt that women's issues were adequately represented…

Replicates previous study (1970) and discusses similarities and differences between 1970 and 1972. Public, four-year plus'' institutions report the largest number and proportion of both female and minority staff personnel, although most function at entry levels or in programs with women or minority students. There appears to be a need for strong,…

Two studies compare the job satisfaction of black, white, and Spanish-surname female production and clerical employees. In both studies, black women were more dissatisfied than white. Spanish-surname employees (in the first study) were generally more satisfied than blacks but less satisfied than whites. (Author)

Addresses these questions: (1) how has the National Vocational Guidance Association/National Career Development Association (NVGA/NCDA) implemented commitments for extending equity in career development planning and services to all individuals; (2) how do biases exist as major obstacles to equity in career development; and (3) what should be…

Over the past 20 years, women's real earnings rose whereas those of men declined. Even as the gender pay gap narrowed, earnings differences between white women and black and Hispanic women continued to grow. (Author)

Women and nonwhite men may be able to overcome career barriers posed by lack of mentors through organizational career management and assessment systems (CMAS). CMAS could fulfill such mentoring functions as sponsorship, visibility, coaching, protection, and challenge. (SK)

Recounts themes in Hoyt's article on the career development status of women and minorities. Concludes that although social initiatives must certainly continue to be pursued, more immediate impact on clients' situations might be gained through efforts to help individuals overcome internal barriers to the quality of life they desire. (ABL)