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Given that global advertising often originates in the West, this study aimed to investigate whether the same racial cues in advertising had different effects on US and Chinese readers who belonged to the majority group in their own country but occupied varied positions in the global racial hierarchy.

The study included two experiments that used US and Chinese college students as participants to test the effect of model race on model likeability, ad attitude, and brand attitude.

The experiments confirmed that model race affected the effectiveness of advertising, though the nature and extent of its effects were mediated by factors such as country and product category. The effects of model race were much more pronounced for the Chinese data than for the US data, and for computer than for beer.

The findings illustrate the inadequacy of the center-periphery approach to global advertising planning, expose the limitations of the social identity theory in predicting racial attitudes in international settings, and outline the ethical challenge for global advertisers to develop effective multicultural advertising.

To date, most studies on racial cues in advertising have focused on the USA, and very few have explored the topic in the context of other markets. As an initial cross-country comparative investigation, this study suggests that multicultural advertising does not have the same effect in international markets.

This paper tests whether employers responded particularly negatively to African American job applicants during the deep U.S. recession that began in 2007. Theories of labor queuing and social closure posit that members of privileged groups will act to minimize labor market competition in times of economic turbulence, which could advantage Whites relative to African Americans. Although social closure should be weakest in the less desirable, low-wage job market, it may extend downward during recessions, pushing minority groups further down the labor queue and exacerbating racial inequalities in hiring. We consider two complementary data sources: (1) a field experiment with a randomized block design and (2) the nationally representative NLSY97 sample. Contrary to expectations, both analyses reveal a comparable recession-based decline in job prospects for White and African American male applicants, implying that hiring managers did not adapt new forms of social closure and demonstrating the durability of inequality even in times of structural change. Despite this proportionate drop, however, the recession left African Americans in an extremely disadvantaged position. Whites during the recession obtained favorable responses from employers at rates similar to African Americans prior to the recession. The combination of experimental methods and nationally representative longitudinal data yields strong evidence on how race and recession affect job prospects in the low-wage labor market.

The testing of measurement invariance is important in cross-cultural research to establish whether the psychometric properties of an instrument remain valid and reliable across different sample groups as these assumptions are rarely tested statistically. The purpose of this paper is to determine the factorial invariance of the employee engagement questionnaire across the various race groups by means of structural equation modelling.

Cross-sectional and descriptive research designs were followed in this study in the form of non-probability, convenience sampling to attract a sample of 1,175 employees in financial institutions. The employee engagement instrument (EEI) was electronically administered to 285,000 people who form part of a research database.

The results confirmed the reliability and validity of the instrument as determined by the exploratory and confirmatory factor analysis. Lastly, the results indicated that invariance can be assumed across race groups for financial institutions.

It is important for organisations to take cognisance of how specific socio-demographic variables influence the measurement of employee engagement, in this case race. The conclusion reached was that the EEI can be used with confidence in the financial sector for future employee engagement assessments.

These findings add to the current body of literature that exists on employee engagement and race in the South African work context and addresses one of the complexities assessment practitioners might have to comply with regarding questionnaire validity across race groups.

The purpose of this paper is to gain a better understanding of the flow field structure around the race car in two cases: stationary wheel and rotating wheel. In addition, this paper also illustrates and clarifies the influence of wheel rotation on the aerodynamic characteristics around the race car.

The author uses steady Reynolds-Averaged Navier-Stokes (RANS) equations with the Realizable k-ε model to study model open-wheel race car. Two cases are considered, a rotating wheel and stationary wheel.

The results obtained from the study are presented graphically, pressure, velocity distribution, the flow field structure, lift coefficient (C_l) and drag coefficient (C_d) for two cases and the significant influence of rotating case on flow field structure around wheel and aerodynamic characteristics of race car. The decreases in C_d and C_l values in the rotating case for the race car are 16.83 and 13.25 per cent, respectively, when compared to the stationary case.

Understanding the flow field structures and aerodynamic characteristics around the race car in two cases by the steady RANS equations with the Realizable k-ε turbulence model.

In an earlier issue of this journal (Vol.7, 1987, pp. 30–96) Gordon presented a model based on IQ which, he claimed, explains black‐white differences in rates of juvenile delinquency. The explanations involved the demonstration that prevelance rates of juvenile delinquency satisfys a property which Gordon termed “commensurability” with IQ (IQ‐commensurability). Furthermore, he argued that similar models based on SES or education are unsatisfactory because these variables fail the test of commensurability with respect to delinquency rates. Largely on the basis of these analyses, he concluded that the black‐white difference in IQ is much more credible than the difference in either education or SES as an important cause of race differences in delinquency. The purpose here is to show that the property of IQ‐commensurability is largely irrelevant to any reasonable explanation of the race difference in delinquency rates. Furthermore, IQ‐commensurability can be partially explained by an existing model which is highly plausible, has demonstrated construct validity, and can be viewed as a logical extension of Gordon's own model.

Achieving the elimination of racial differences in test performance, as set forth in the No Child Left Behind Act of 2001 (NCLB), requires education policies that engage the reality that African American test performances are not only about race but also about gender and residential status. In an effort to inform education policymaking with research that explores race–gender and residential inequality, I assess the growth of reading gaps in school and non-school contexts using a national and city sample of children from the Early Childhood Longitudinal, Kindergarten Cohort 1998–1999. I found that inequality in test performances was greater in the city than elsewhere, and African American boys shoulder a disproportionate educational burden related to city residency and enrollment in city schools. Additionally, children in city neighborhoods – where drugs and burglary are big problems – experience large shortfalls in reading in school and non-school contexts. I conclude with a discussion of the study’s implications for future educational policy, practice, and research, especially NCLB, which mandates that public schools achieve parity among racial groups by the end of the 2013–2014 academic year.

Are White and Asian job applicants advantaged in access to professional jobs relative to Black and Latinx job applicants at the initial screening stage of the hiring process? And, are the mechanisms of advantage for White applicants different than the mechanisms for Asian applicants? In this chapter, the author proposes a theoretical framework of “parallel mechanisms” of White and Asian advantage during hiring screening – that White and Asian applicants are advantaged compared to Black and Latinx applicants, but that the mechanisms of advantage subtly differ. The author focuses specifically on mechanisms related to two important factors at the hiring interface: referrals and educational attainment. The author applies the concept of parallel mechanisms to a case study of software engineering hiring at a midsized high technology firm in Silicon Valley. The author finds that at this firm, White applicants are advantaged at initial screening relative to Black and Latinx applicants due to average racial differences in applicant characteristics – namely having a referral – as well as differences in treatment by recruiters. For Asian applicants, average racial differences in possession of elite educational credentials, as well as racial differences in recruiter treatment, explain the racial disparity in callbacks. The author discusses the implications of parallel mechanisms of advantage for racial inequality in a multiracial context, and for organizational policy meant to address racial disparities during organizational hiring processes.

The quest for national security through the expansion of military force has been a dominant feature of international relations for the past three decades. Since the Second World War this quest has given rise to an arms race which has seen the development, production and deployment of weapons of mass destruction in numbers great enough to threaten the termination of human society. It is thus only reasonable to try to understand the forces which have propelled this process forward and to ask whether the process has, in fact, resulted in the achievement of its alleged primary objective — the improvement, or at least the maintenance of the military security of the participants.

Developing leaders for a diverse democracy is an increasingly important aim of higher education and social justice is ever more a goal of leadership education efforts. Accordingly, it is important to explore how dominant leadership models, as blueprints for student leadership development, account for and may unwittingly reinforce systems of domination, like racism. This critical discourse analysis, rooted in racialization and color-evasiveness, examines three prominent college student leadership development models to examine how leaders and leadership are racialized. We find that all three leadership texts frame leaders and leadership in color-evasive ways. Specifically, the texts’ discourses reveal three mechanisms for evading race in leadership: focusing on individual identities, emphasizing universality, and centering collaboration. Implications for race in leadership development, the social construction of leadership more broadly, and future scholarship are discussed.

As the new Patient Protection and Affordable Care Act (ACA) achieves full implementation in 2014–2015, public perceptions regarding improvement in access and quality of care due to the ACA provide a fertile area for sociological research. The aim of this chapter is to determine if race is independently associated with perceptions of quality of care and access to care after ACA implementation. And, secondarily, we examined if such a relationship remained stable after considering SES (education and income) alone and SES with other relevant individual characteristics.

Data come from a telephone survey of a representative sample of Georgia residents aged 18 years or older. For each domain of the dependent variables (quality of care and access to care), three models were fitted with a nested design. The first model included only race. The second model included only race and SES. Model 3 included race, SES, and the following individual characteristics: (1) self-rated health status; (2) sense of coherence (SOC; a construct used to explain why some people are more disposed than others to illness after stressful situations); (3) travel time to doctor’s office; (4) importance of short wait times as doctor’s office; (5) political affiliation; and (6) geographic location (rural/non-rural).

Race was significantly associated with both the quality of care and the access to care. Non-White respondents were more likely to perceive improvements to both as a result of the ACA. Likewise, respondents with either higher education or income were also more likely to perceive improvements in quality and access as a result of the ACA. However, these associations were partly explained by respondents’ self-reported political affiliations.

Results of this study show that public perceptions toward the ACA and its impact on quality and access to care seem to differ based on an individuals’ race, income level and political affiliation. This may be a reflection of the media blitzkrieg that surrounds the ACA rather than a direct consequence of the policy itself. A concerted effort to develop communication strategies and outreach efforts by race and SES that can better educate the general population on the ACA may alleviate some of the reservations that are inherent to any major policy implementation, especially in terms of healthcare quality and access.