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Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their workplaces, it is incumbent upon the management field to offer insights that address obstacles to work. Although barriers to employment have been addressed in various fields such as psychology and economics, management scholars have addressed this issue in a piecemeal fashion. As such, our review will offer a comprehensive, integrative model of barriers to employment that addresses both individual and organizational perspectives. We will also address societal-level concerns involving these barriers. An integrative perspective is necessary for research to progress in this area because many individuals with barriers to employment face multiple challenges that prevent them from obtaining and maintaining full employment. While the additive, or possibly multiplicative, effect of employment barriers have been acknowledged in related fields like rehabilitation counseling and vocational psychology, the Human Resource Management (HRM) literature has virtually ignored this issue. We discuss suggestions for the reduction or elimination of barriers to employment. We also provide an integrative model of employment barriers that addresses the mutable (amenable to change) nature of some barriers, while acknowledging the less mutable nature of others.

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.

This paper explores organizational restructuring in corporate law firms. We review recent changes in law firms’ business models and structures, specifically as they relate to the externalization of work – or the unbundling of work and its placement with outside entities, which redefines the division of labor and the nature of the employment relationship. We draw from the extensive scholarship on the legal profession to raise empirical and theoretical implications of market-driven change to the careers of lawyers as well as the shifting patterns of stratification within corporate firms and the profession at large.