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This paper explores the wages of White, Black, Hispanic, Asian, Native American and “other race” women and men once differences in basic characteristics among these 12 groups are accounted for. The authors aim to extend comparisons beyond those of women and men of the same race or the various races within a given gender.

To undertake the conditional analysis, first, the authors propose a simple re-weighing scheme that allows to build a counterfactual economy in which workers' attributes for all gender–race/ethnicity groups are the same. Second, the authors use a well-known re-weighting scheme that involves logit estimations.

Only Hispanic men, Native American men and Asian women have conditional wages around average. Black men and, especially, White, Black, Hispanic, Native American and “other race” women have conditional wages clearly below average, whereas those of Asian and White men are well above average. The wage differential between a privileged and a deprived group is disentangled into the premium of the former and the penalty of the latter, which brings a new perspective to what has been done in the literature based on pairwise comparisons. In this intersectional framework, the authors document that gender penalizes more than race.

This paper examines intergroup earnings differentials using a methodology that allows to examine 12 gender–race/ethnicity groups jointly, which is this work's distinctive feature. The authors' intersectional framework allows to picture the effect of gender and race/ethnicity more broadly than what the literature has shown thus far.

Applying an intersectional approach to the analysis of nationally representative population data collected through the National Health Interview Survey (NHIS), this chapter attempts to address the congruence between functional status (disability) and other relevant socio-demographic background variables (gender, race, self-reported health status, etc.) that may potentially result in disparate access to education and employment.

Disability is defined and measured using the six American Community Survey (ACS) disability questions. Disability, intersectionality, and equalization of opportunities are assessed in a representative sample of the U.S. adult population as measured on the 2010 NHIS. Data on approximately 32,000 adults age 18 years and over are used to explore, using multivariate techniques, the intersection between disability, age, gender, race/ethnicity, marital status, health insurance, and reported health status, and education and employment outcomes.

The results presented describe a disparity in outcomes of education and employment between disabled and nondisabled adults when controlling for several important background and socio-demographic variables. Exploring the relationships between these variables provides a richer understanding of disability as it exists within the social world.

In order to further improve our understanding of the population dynamics of disability, disability data must be routinely incorporated into national statistics programs. The ACS questions provide a common approach to the definition and measurement of disability within the Federal Statistical System.

Within the past twenty years, the transition to adulthood has become a burgeoning area of research. The status attainment process, an early model for transition to adulthood research, has given way to research focusing on singular outcomes such as completing formal education, leaving home, obtaining employment, forming a union through marriage or cohabitation, and becoming a parent. As young adults continue to delay family formation, some argue that one’s first experience of heterosexual intercourse is also a symbol of adult status (Meier, 2001). Although most scholars agree that these outcomes along with chronological age symbolize being an adult, relatively few empirical studies examine them as inter-dependent transitions. A recent comparison of these indicators by gender, race, and social class is also needed.

The purpose of this paper is to examine how gender, interacting with race and ethnicity, plays a role in women entrepreneurship process and how women entrepreneurs’ experiences shape and are shaped by their communities.

First, five-year 2010-2014 American Community Survey data are analyzed. Then, in-depth interview and focus groups discussion are conducted with 40 women business owners and the data are analyzed using the software package QSR Nvivo.

Women entrepreneurs face the challenges and the difficulties of managing both family roles and work. However, they have strategically negotiating with their multiple roles through entrepreneurship to gain independence and purpose, as well as the opportunity to contribute to society. In particular, their embeddedness within local communities provides meanings, opportunities, and functional strategies for their entrepreneurial activities.

The study is based on only one study area. A larger sample size with more cases from multiple study areas can provide further insights.

Findings from this study have profound implications for practices of equitable growth, community development, and urban planning under the rapid growth of immigration.

First, extending focus on the social identity of “motherhood,” this study argues for considering multiple social identities of women entrepreneurs and the intersectionality of multiple identities. Second, it extends the traditional focus of entrepreneurship studies from a singular focus on economic growth to include additional dimensions of work-life balance and sense of community. Third, place is not only a context but also acts powerfully into the entrepreneurial process. It argues that women entrepreneurs and their businesses are deeply embedded in local communities as their multiple identities are shaped at both home and work.

Purpose – We seek to understand how gender shapes the practice of concerted cultivation in connection to other key social locations of race and class.Design/methodology/approach – This quantitative research paper uses multi-level modeling to provide an intersectional analysis of parenting practices across diverse social and institutional settings.Findings – We find gender matters: across three aspects of “concerted cultivation” (involvement in schooling, extracurricular activities, and cultural outings), parents invest more time and resources in girls compared to boys. More importantly, using an intersectional approach, we find distinct racial/ethnic differences in engendering concerted cultivation. Gender differences occur among Black and Hispanic but not white parents’ involvement in their child's schooling. Additionally, parents cultivate girls’ participation in certain kinds of extracurricular activities more so than for boys, but this difference is greatest at the highest socioeconomic levels.Social and practical implications – The ways in which parents’ shape young children's activities and experiences in daily life vary greatly across gender, race, and class statuses.Originality/value – Gender shapes access and exclusion to various social settings across the life course; this paper adds to literature on socialization, incorporating other social statuses into understandings of processes of the social reproduction of inequality. These results are of value to parents, schools, and social scientists.

Worker cooperative practitioners and developers often claim that democratic worker ownership advances egalitarianism within and beyond the workplace, but most of the empirical evidence in the USA is based on ethnographic case studies or small-scale surveys. This study aims to leverage the first national survey about individuals' experiences in these unique firms to test for the presence of inequalities by gender, race and immigration status in the broader sector.

The study uses a 2017 survey comprising a sample of 1,147 workers from 82 firms. This study focuses on measures of workplace benefits that capture material and psychological ownership, wealth accumulation, wages, workplace autonomy and participation in governance. This study uses ordinary least squares regression models with fixed effects alongside pooled models to determine the effects of gender, race, immigration status and the intersection of gender and race on these outcomes, both within and between firms.

This study finds no evidence of wage gaps by gender, race or immigration status within worker cooperatives, with job type, tenure and worker ownership status instead explaining within-firm variation in pay. Still, this study documents sector-wide disparities in material and non-material outcomes by gender, race and immigration status, reflecting differences in individual-level human capital and job characteristics as well as widespread occupational segregation and homophily.

The paper offers a novel contribution to the literature on workplace empowerment and inequality in participatory firms by analyzing race, gender and immigration status in the most robust dataset that has been collected on worker cooperatives in the USA.

During Strauss's formative years as a sociologist, neither sex nor gender, nor for that matter race/ethnicity, was central to the broader American sociological agenda. Social class and mobility were, and Strauss wrote on these issues, both in terms of their social psychological dimensions vis-à-vis transformations of identity (1959) and their situatedness (1971b/2006). Immigration issues were also vivid for American sociology (especially for Chicago School sociologists) and for Strauss, a child of German Jews. He took up these concerns most directly in his urban sociology (Strauss, 1961, 1991, pp. 287–312), and in his work on large-scale symbolization (1971a, 1971b/2006, 1993, pp. 162–167).

To determine the age at which influence peaks for men and women at work, then use empirical data to develop procedures predicting complex combining effects of diffuse status characteristics.

A survey experiment with a nationally representative sample is used to measure the age at which the status value of men and women at work reaches a maximum. Research results are then incorporated into equations adapted from current status characteristics theory (SCT) procedures to model the combined effects of age, gender, race/ethnicity, education, income, occupation, and beauty.

Analyses reveal that the status value of men and women reaches a maximum in middle age, and that women reach a maximum status value at work at an earlier age than men.

This approach maintains core assumptions of SCT and uses ongoing research results to calibrate a model predicting complex combining effects of diffuse status characteristics. Limitations include the need to develop additional empirical constants to make predictions in new research settings.

Predictions from the model can be used in hiring situations to adjust for interviewers’ nonconscious expectations related to status characteristics of job applicants.

The disadvantage for women at work that increases through mid-career helps to explain the continuing underrepresentation of women in senior leadership positions. Awareness of the impact of socially valued characteristics like age and gender can help individuals respond more effectively to challenging social situations.

Extend the current SCT model to make predictions in contexts where people are being evaluated such as elections, hiring, and promotions.

The relationship between demographic factors and worker well-being has garnered increased attention, but empirical studies have shown to inconsistent results. This chapter addresses this issue by examining how age, gender, and race/ethnicity relate to worker well-being using large, representative samples. Data from the Gallup Healthways Index and Gallup World Poll provided information on both job and life satisfaction outcomes for full-time workers in the United States and 156 countries, respectively. In general, results indicated that increasing age was associated with more workers reporting job satisfaction and fewer people reporting stress and negative affect. Women were comparable to men in reported job satisfaction and well-being, but more women reported experiencing negative affect and stress. Less consistent well-being differences in ethnic/racial groups were found. Finally, we found strong evidence for direct and indirect national demographic effects on worker well-being showing need for considering workforce demography in future theory building. Theoretical and practical implications are discussed.

The purpose of this paper is to behaviorally validate the Rudeness Scale (RS), a self-report measure of the propensity to verbally abuse strangers, using both a retrospective design (Study 1) and a prospective design (Study 2).

In Study 1, participants (n=280) completed an online survey that contained the RS and a retrospective checklist measure that assessed how often they had engaged in specific confrontational behaviors during the past year. In Study 2 (n=109), participants first completed an online survey that contained the RS and then later completed an experimental session in which they received, and immediately responded to, rude instant messages sent by another “participant.”

In Study 1, a multiple regression analysis revealed that scores on the RS were positively associated (β=0.39) with scores on the retrospective checklist measure of ugly confrontational behaviors. In Study 2, a multiple regression analysis revealed that scores on the RS were positively associated (β=0.30) with the level of “retaliatory” rude behavior the participants displayed in their instant messaging conversation. Together, these findings reveal that people with high RS scores are more likely, first, to have acted in offensive and confrontational ways in the past (Study 1), and second, to act this way in the present (Study 2).

Although previous studies have provided evidence for the convergent validity of the RS and established a preliminary personality profile of rude individuals, the present studies are the first to explore the behavioral validity of the scale.