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The present study assesses the contextual racial effects on police decisions to arrest in traffic stops.

A hierarchical logistic regression model is conducted using data collected from the Houston Police Department and US census.

The authors’ multilevel analysis indicates that the racial effect on police decision to arrest is more likely to be contextual than individual. Black and Hispanic drivers have no significant difference from White drivers in police decisions to arrest when area variations are controlled. In contrast, the concentrations of Blacks and other racial minorities in areas are significantly associated with the chance of being arrested by police in traffic stops. However, as the level of racial diversity increases in an area, the chance of being arrested is likely to decrease.

This study demonstrates the importance of racial characteristics of areas in the study of racial profiling and related police practice.

The current study examines the effects of race, agency and environment on traffic stops in rural and non-rural spaces.

Using traffic stop data collected in a Midwest US County from January 1, 2020 to December 31, 2021, the current study uses logistic regression to examine racial disparities in traffic stops.

The results indicate that police decision-making in traffic stops may be influenced by other factors besides a driver’s race or ethnicity. In other words, the police officer’s decision making in a traffic stop varies between small and large agencies as well as rural and non-rural places.

This study provides one of the few examinations of racial disparities in traffic stops in rural places.

Several comprehensive reviews are united in drawing the conclusion that the cumulative research evidence on work team diversity is equivocal. Rather than review the extant state of diversity research, in this paper we redirect attention to the context of workplace diversity as a possible explanation for these mixed findings. We discuss how diversity context may be conceptualized, specify various aspects of this context at multiple levels of analysis, and consider how contextual variables can shape the outcomes of work team diversity. We present findings from a literature review (1999–2006) to identify key trends and patterns of results reported in recent research as well as contextual factors that have received attention to date. This paper also considers how the non-significant, positive, negative, and curvilinear effects of diversity reported in studies can be explained by the contextual factors outlined. Implications for future research are also discussed.

Organizational approaches to racial inequality have provided contextual insight into a host of traditional stratification outcomes (e.g., hiring, earnings, authority). This chapter extends the organizational approach by drawing on the health-stress framework to explore how organizational context affects experiential and health-related outcomes – discrimination, social support, and psychological distress. Drawing on a sample of Black workers in the United States, we examine the relationship between workplace racial composition and psychological distress, as well as two potential mediators – racial discrimination and workplace social support. Our findings reveal that psychological distress is similar for Black workers in token (<25% Black coworkers), tilted other race (25–49.99% Black coworkers), and tilted same race (50–74.99% Black coworkers) job contexts. Workers in Black-dominated jobs (>75% Black coworkers), however, experience significantly less psychological distress than other compositional thresholds, net of individual, job, and workplace characteristics. This relationship is not explained by either racial discrimination experiences or supervisor and coworker social support. This finding suggests that researchers need to theorize and examine other protective factors stemming from coworker racial similarity.

Although employee race has been an actively investigated area of scientific inquiry for decades, a thorough and informed understanding of the role of race in the organizational sciences has eluded us for a number of reasons. The relationship of race and stress in organizations is a prime example of this neglect and deficiency in our knowledge base, as little work has been done in this area. We attempt to address this limitation in the literature by proposing an inductively derived, review-centric framework that attempts to articulate the multiple intermediate linkages that explain the process dynamics taking place in the relationship between employee race and health and well-being in organizations. We argue that socialization processes, social networks, information and resource access, and mentoring contribute to distance and differences between racial minorities and nonminorities concerning control, reputation, performance, and political understanding and skill, which in turn, creates barriers to success, and increased stress and strain for racial minorities. The implications of this framework along with directions for future theory and research are discussed in this chapter.

Although some researchers have recognized that context can play an important role in explaining the mixed findings of past diversity research, to date a comprehensive framework for specifying these contextual influences has been lacking. In order to address this gap, we propose a framework for future research that incorporates contextual variables at extra-organizational, organizational, and team levels. We consider how these various aspects of diversity influence categorization-based or elaboration-based diversity outcomes. We also present findings of a literature review that identifies aspects of diversity context that have received attention directly or indirectly in research conducted between 1999 and 2007.

Prior studies of criminal sentencing have largely focused on individual-level predictors of sentencing outcomes. The purpose of this paper is to examine the effects of a variety of theoretically derived community measurements of social threat and disadvantage on the criminal sentencing of convicted felons. This analysis permits an evaluation of whether legal ideals such as equality before the law and policy goals of equal treatment for like offenders are achieved.

The study examines data of individuals sentenced in the state of Florida and community level measurements of racial and ethnic threat and community disadvantage. Hierarchical generalized linear model is used to analyze the effect of these measures on the dichotomous in/out imprisonment variable, and standard hierarchical linear regression analysis is used to model the continuous dependent variable of sentence length.

The results provide support for the racial threat perspective though not for ethnic threat nor community disadvantage. The findings and their implications are discussed in terms of theory, research and policy.

Racial disparity in criminal justice practices is receiving increasing public and policy attention, as evidenced by the growing Black Lives Matter movement. Regarding sentencing, racial disparity remains a major research and policy question. While the current research and theoretical literature on sentencing is not conclusive, it is clear that race matters. As a result, racial disparity in sentencing needs to be a priority in subsequent “transitional criminology” efforts between researchers and policy makers to identify, explain and ultimately predict exactly how race impacts sentencing, and how to reduce it as a consideration from sentencing.

This study contributes to a growing body of literature that examines the social context of punishments by using several community level measurements of threat and disadvantage, while modeling the two-step sentencing outcome of imprisonment and sentence length.

Over the past decade, the U.S. workforce has become increasingly diverse. In response, scholars and practitioners have sought to uncover ways to leverage this increasing diversity to enhance business performance. To date, research evidence has failed to provide consistent support for the value of diversity to organizational effectiveness. Accordingly, scholars have shifted their attention to diversity management as a means to fully realize the potential benefits of diversity in organizations. The principal aim of this chapter is to review the current wisdom on the study of diversity climate in organizations. Defined as the extent that employees view an organization as utilizing fair personnel practices and socially integrating all personnel into the work environment, diversity climate has been proposed as a catalyst for unlocking the full value of diversity in organizations. During our review, we discuss the existent individual- and aggregate-level research, describe the theoretical foundations of such work, summarize the key research findings and themes gleaned from work in each domain, and note the limitations of diversity climate research. Finally, we highlight the domains of uncertainty regarding diversity climate research, and offer recommendations for future work that can enhance knowledge of diversity climate effects on organizational outcomes.

School transitions have long been associated with drops in academic motivation. Literature is reviewed on both the transition from elementary school to middle school and the transition from middle school to high school, showing how changes in school context, combined with developmental changes in the child, may lead to either positive or negative changes in academic motivation. We summarize literature on school transitions for American youth in general as well as the limited literature on these transitions and their motivational consequences among African American youth. Contextual changes that occur with school transitions (e.g., race composition of schools and classrooms) co-occur with youths’ growing awareness of race, influencing the identity development and academic motivation of African American youth through several mechanisms. Three such mechanisms are discussed in detail. Race and gender academic stereotypes have the potential to shape youths’ self-perceptions, values, and goals. Racial discrimination occurs both at an institutional level (e.g., differences in school quality that place African American youth at a disadvantage) and at a personal level (e.g., a teacher’s failure to recommend a high-achieving Black child for an honors class). Racial identity can serve both as a protective factor and as a risk factor. Suggestions for future research include a closer study of specific aspects of school contexts that shape motivation, the role of families, ways in which school policies and pedagogical practices affect transition experiences, and the examination of ways in which school transitions are opportunities for fresh starts and positive change in African American youth.

Studies repeatedly have found social disparities of health at many levels of spatial aggregation. A second body of empirical research, demonstrating relationships between an area's racial and class composition and its environmental conditions, has led to the rise of an environmental justice movement. However, few studies have connected these two sets of findings to ask whether social disparities in health outcomes are due to local environmental disparities. This chapter investigates whether the association between racial and socioeconomic composition and multiple health conditions across New York City zip codes is partly mediated by neighborhood physical, built, and social environments.