An Intersectional perspective or framework encourages policymakers and social change leaders to identify the ways in which race, class, gender, ethnicity, sexual orientation, ability and status influence public policy outcomes at the national, state and local levels. This approach can also inform advocacy efforts aimed at increasing equity and equality in society.
Tagged under African Americans, Equity/Diversity/Inclusion, Guides and Reports, Latinos, Women
The Strategic Plan to Advance Racial Equity, Diversity and Inclusion is the culmination of Metro’s efforts to articulate how the agency intends to advance equity in its crucial work in the Portland metropolitan region. The Strategic Plan builds on the extensive equity work that Metro departments and venues have been conducting for a number of years. Moving forward, the Strategic Plan will provide a unified strategic direction and additional focus for the crucial equity work currently underway at Metro, both agency-wide and in specific departments and venues. (2016)
Tagged under Child Care Access, Data/Evaluation, Equity/Diversity/Inclusion, Guides and Reports, Homelessness/Housing Security, Initiatives, Public Agencies, Public Policy, Transportation Access, Women, Workforce Development, Youth and Young Adults
This article outlines both challenges and opportunities for psychology of issues related to diversity in education and work by looking at four groups currently marginalized in the U.S. workplace: women, people of color, sexual minorities, and people with disabilities. An overview of employment participation patterns for these groups is presented, workplace barriers arising from marginalized status are highlighted, and the article concludes with a discussion of work-related legislative and public policy fronts that can be informed and influenced by the contributions of psychologists.
This paper reviews theories of race discrimination in the labor market. Taste-based models can generate wage
and unemployment duration differentials when combined with either random or directed search even
when strong prejudice is not widespread, but no existing model explains the unemployment rate differential.
Models of statistical discrimination based on differential observability of productivity across races
can explain the pattern and magnitudes of wage differentials but do not address employment and unemployment.
At their current state of development, models of statistical discrimination based on rational stereotypes
have little empirical content.