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This article is presented as a summary of the authors' experience, over the last decade, of the use of cold applied self‐adhesive pipewraps for the refurbishment, in situ, of operational pipelines where coating failures had occurred and other similar occasions when the coating application had to be carried out on an excavated but operational pipeline.

Research on racial inequality in organizations typically (1) assumes constraining effects of bureaucratic structure on the capacity of powerful actors to discriminate or (2) reverts to individualistic interpretations emphasizing implicit biases or self-expressed motivations of gatekeepers. Such orientations are theoretically problematic because they ignore how bureaucratic structures and practices are immersed within and permeated by culturally normative racial meanings and hierarchies. This decoupling ultimately provides a protective, legitimating umbrella for organizational practices and gatekeeping actors – an umbrella under which differential treatment is enabled and discursively portrayed as meritocratic or even organizationally good. In this chapter, we develop a race-centered conception of organizational practices by drawing from a sample of over 100 content-coded workplace discrimination cases and analyzing both discriminatory encounters and employer justifications for inequality-generating conduct. Results show three non-mutually exclusive patterns that highlight the fundamentally racial character of organizations: (1) the racialization of bureaucracies themselves via the organizational valuation and pursuit of “ideal workers,” (2) the ostensibly bureaucratic and neutral, yet inequitable, policing of minority worker performance, and; (3) the everyday enforcement of racial status boundaries through harassment on the job, protection afforded to perpetrators, and bureaucratically enforced retaliation aimed at victims. The permeation of race-laden presumptions into organizations, their activation relative to oversight and bureaucratic policing, and the invoking of colorblind bureaucratic discourses and policies to legitimate discriminatory conduct are crucial to understanding the organizational dimensions of racial inequality production. We end by discussing the implications of our argument and results for future theory and research.

Black professionals in predominantly white workspaces must often make use of the professional pose – styles, behaviors, and practices meant to help navigate middle-class white professional settings – to assuage interactions with white colleagues and clients at work. Previous research has noted the emotional toll this often takes upon black workers. Based on two years of observations and interviews with a college organization of black men, this project builds upon previous work and investigates how collegiate black men frame those practices associated with the professional pose. Instead of framing these behaviors as only being emotionally taxing, these college men expressed that these behaviors were a necessity meant to prepare them for the real world of working alongside white coworkers, as a performance they could take pride in, and as a way to combat negative stereotypes regarding black men. These behaviors, though not necessary for their white peers, were necessary for the men if they sought to find success in the labor market they were preparing to enter.

Research indicates that work in predominantly white professional settings generates stress for minority professionals. However, certain occupations may enable or constrain these race-related stressors. In this paper, we use affect control theory to examine the identity dynamics present in professions that explicitly require workers to highlight racial issues. We might expect that occupations that require attention to racial inequalities could produce heightened stress for these workers. However, our research on diversity officers indicates that the opportunity to advocate for disadvantaged groups and address racial bias explicitly creates emotions of satisfaction and fulfillment, and removes some of the common pressures to manage negative emotions that arise as a result of cross-race interactions. Importantly, these emotions are achieved when minority diversity workers perceive institutional supports that buttress their work. Thus, our findings offer a more nuanced assessment of the ways professionals of color engage in various types of emotional performance, and emphasize the importance of both occupational role and institutional support.

The purpose of this paper is to investigate the distribution of dwelling airtightness test results for a developer, between 2007 and 2011. The changes in airtightness test results over time are discussed, and links between the airtightness test results and the construction technique are investigated.

A data set of airtightness test results was statistically analysed by applying probabilistic model of the distribution and using Bayesian parameter estimation techniques.

The inferred background distributions, those estimated to describe dwelling performance before secondary sealing, suggest an improvement in airtightness between 2008 and 2011, the mode decreases from 5.46±0.09 m³/m²h to 4.12±0.07 m³/m²h with a corresponding shift in practice towards a more target-driven approach. The most airtight dwellings are constructed from reinforced concrete frame, followed by “traditional” (dry lined masonry), timber frame and lightweight steel frame.

This study is limited by the size of the available data set (901 dwellings), and by the fact that the data set contains a larger proportion of flats to houses; however, the metadata has enabled the exploration of the link between construction practices and airtightness.

Developers need better guidance surrounding how to meet more stringent airtightness requirements through improvements to the primary air barrier, with incentives and support to deliver changes in practice. Furthermore, if a large number of dwellings undergo secondary sealing, this may have implications for the long-term efficiency of the dwelling stock.

This analysis investigates two issues that have not previously been studied on a significant number of dwellings: the changes to the distribution of airtightness results over time and the link between construction methods and airtightness.

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.

This paper aims to describe patterns of experiences and perceptions of inclusion and accuracy of Arab American culture in the multicultural paradigm in schools through the voices of Arab American youth.

This study was carried out using a survey research design. Qualitative reports of experiences in school were obtained using open-ended questionnaires.

The reports were examined for themes regarding specific types of experiences and for types of inaccuracies taught about Arab culture in schools. Categories that arose for experiences included bullying/harassment, racial stereotyping and religious stereotyping of Arabs. Half of the sample reported that the culture is not represented in the multicultural paradigm in their school. Themes arising from curricular inaccuracies include misinformation involving stereotypes and biases.

Limitations include generalizability due to research design and sampling methods. Future research may use multiple methods of collecting this type of information, such as focus groups, observations and face-to-face interviews with participants.

These experiences may affect students’ sense of belonging and inclusion in their schools, which may affect academic and social growth. Strategies for school staff to implement in their schools are provided. Results may be used to inform environmental, policy and curricular reform in schools.

This study is one of the few to provide qualitative descriptions of Arab American’s experiences in the schools.

African American student-athletes represent the largest racial minority group of athletes in the National Collegiate Athletic Association (NCAA) and the majority of male student-athletes in football and basketball. The NCAA has partnered with It’s On Us, an awareness campaign to help end sexual violence on college campuses. Intercollegiate athletics is a viable context, then, to consider transformative Black masculinity and sexual violence prevention. Transformative Black masculinity is when an African American or Black man intentionally employs his identity in the service of social justice and purposefully engages other Black males, as well as others, for that cause. This chapter considers transformative Black masculinity as a conceptual tool for the intentional engagement of Black male student-athletes within institutions of higher education for sexual violence prevention. Recommendations for policy, education and practice, and research are provided.

Racism in the United States is complex given the cultural logics that uphold notions of “post-race” or “colorblindness” as a means for understanding racialized events. The various forces at play within media institutions create paradoxes in the power that the media wields in society. Utilizing the concept of “media spectacle” and putting it into dialogue with colorblind racism, the author looks at local coverage of the 2009 arrest of Henry Louis Gates. The author’s primary concern is to identify not only the narratives that uphold or challenge colorblind racism during racialized events, but also the dynamic in which racialized events are mediated in contemporary society. Through a critical discourse analysis of two Boston newspapers, the author demonstrates the way colorblind racism adapts during a racialized event. This study demonstrates the contested nature of the media and nuance to the ways we understand colorblind racism in an increasingly mediated society.