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Our primary aim is to discuss the variability that exists in the operationalization of race/ethnicity in research on genetic and biological markers. We employ Stuart Hall’s “floating signifiers” of race approach to explain the ambiguous manner in which researchers discuss the links between race and genetics.

We examine articles that use race/ethnicity and genetic or biological markers between 2000 and 2013 within three prominent genetic journals. We focused on original, empirical articles only. We utilize various race/ethnic-related search terms to obtain our sample and to categorize how terms were used.

A total of 336 articles fit our search criteria. The number of articles mentioning race/ethnicity and genetic or biological information increased over the time. A significant percentage of publications base their research on whites only. When discussions of race are included in studies, scientists often use multiple categories of race/ethnicity without much explanation.

We omit non-research articles and commentary for each journal, which could contain important discussions regarding race and genetics. This work highlights how race/ethnicity can vary in application and interpretation.

Our discussion of race/ethnicity as “floating signifiers” adds a layer of complexity to the longstanding debate regarding the importance of race/ethnicity in genetic research. The “floating” nature of race/ethnicity underlines how subjective the characterizations of samples are and how possible interpretations of results for groups can impact health disparities research. Given the increased use of genetic data by social scientists, there is a need for more cross-disciplinary discussions on the race–gene relationship.

When we take the lens of race, ethnicity, gender, and class to the collected academic work on women business owners, what does it reveal? What do we really know? Are there differing definitions of success across segments of the women businessowner demographics? Do the challenges faced by African American women entrepreneurs differ from those confronting white female entrepreneurs? Do immigrant female women businessowners face more significant institutional barriers than their counterparts who have been U.S. citizens for at least two generations? Are there similar reasons for starting their businesses?

The chapter revisits and updates an earlier analysis to assess the extent to which sociological social psychology’s treatment of race has changed since 2000, and evaluates the degree to which issues of intersectionality and sexuality are engaged in social psychological scholarship.

The chapter provides a content analysis of articles published between 2000 and 2012 in Social Psychology Quarterly, a leading journal in sociological social psychology, and of chapters published in two influential handbooks in social psychology.

It documents a notable increase in the percentage of articles in Social Psychology Quarterly in which race/ethnicity is referred to, included in the analysis, or seriously engaged. Patterns vary by methodological approach used in these articles. Social psychological attention to intersectionality and sexuality, as measured by the percentage of articles that broach these topics, is minimal.

This chapter restricts its analysis to the leading journal in sociological social psychology, but still demonstrates that there is potential for greater movement toward the incorporation of race/ethnicity, intersectionality, and sexuality in social psychological scholarship.

It calls attention to core topics in sociology that would benefit from greater scholarly engagement by social psychologists.

Race and ethnicity, BMI and other factors can affect ratings of one’s experiences in school, work and other settings. The purpose of this study is to examine the effect of BMI, race and ethnicity and body satisfaction on the experiences of victimization in a work or academic setting. Additionally, experiences of weight/appearance-based perpetration were explored within the context of prior victimization, perpetration, BMI, race and ethnicity and body satisfaction.

A diverse sample of 1,161 female undergraduates completed a series of questionnaires online. A series of hierarchical regression analyses were conducted to examine the association between body satisfaction, BMI and race and ethnicity and weight/appearance-based teasing perpetration and victimization.

Results indicated that lower body satisfaction was significantly related to an increase in weight/appearance-based victimization. Additional analyses examining the perpetration of weight/appearance-based teasing were conducted. Participants who reported experiencing victimization were also more likely to perpetrate weight/appearance-based teasing, although BMI was not associated with perpetration.

Implications of these findings and future research directions are discussed. In particular, academic settings provide a landscape for reducing and preventing victimization because of the resources available for students in addition to policies and procedures that can be implemented.

The findings of this study provide evidence that various identities and beliefs, such as race and ethnicity, BMI and body satisfaction, play a role in victimization and perpetration. This study used a novel, emerging adulthood population.

This chapter considers whether and how race/ethnicity can be examined using experimental methods.

We begin by discussing the highly contextual nature of race/ethnicity and reviewing the properties of experiments. After examining existing experimental literature that focuses on race/ethnicity, we turn to our current study that uses the incompatible complexity condition to examine the multilevel interactions of diverse racial/ethnic groups composed of Mexican American and White participants in Texas and Black and White participants in Ohio.

We argue that experiments, when guided by formal theoretical approaches that allow for general inquiries of theoretical principles, are especially suitable for studying interactional characteristics such as race/ethnicity.

We suggest a particular approach that emphasizes interactional aspects of race/ethnicity and how these aspects can be utilized to diminish inequality in group processes.

The purpose of this paper is to evaluate officer and civilian race/ethnicity disparities during ten years of officer-involved shootings (OIS).

Internal affairs, personnel and geospatial data were triangulated for 253 OIS at the Dallas Police Department from 2005 to 2015. Multinomial regression models were used to evaluate the relationship between civilian and officer race/ethnicity in OIS, controlling for officer, situational and neighborhood factors.

In total, 48 percent of unique OIS involved a non-Hispanic black civilian and most OIS occurred in Hispanic majority neighborhoods (48 percent). Officer age and number of shooters on scene were the only variables significantly associated with officer race/ethnicity. Most notably, officer race/ethnicity was not associated with the race/ethnicity of the civilian during OIS incidents.

There is limited scientific evidence on whether officers of certain races/ethnicities are disproportionately likely to engage in OIS with civilians of a particular race/ethnicity due to the relative rarity of such events.

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.

Every employee embodies manifestations of every demographic that attach to him or her different minority and majority statuses at the same time. As these statuses are often related to organizational hierarchies, employees frequently hold positions of dominance and subordination at the same time. Thus, a given individual’s coping strategies (or coping behavior) in terms of minority stress due to organizational processes of hierarchization, marginalization, and discrimination, are very often a simultaneous coping in terms of more than one demographic. Research on minority stress mostly focuses on single demographics representing only single facets of workforce diversity. By integrating the demographics of age, disability status, nationality, ethnicity, race, sexual orientation, and religion into one framework, the intersectional model proposed in this chapter broadens the perspective on minorities and related minority stress in the workplace. It is shown that coping with minority stress because of one demographic must always be interpreted in relation to the other demographics. The manifestation of one demographic can limit or broaden one’s coping resources for coping with minority stress because of another dimension. Thus, the manifestation of one demographic can determine the coping opportunities and coping behavior one applies to situations because of the minority status of another demographic. This coping behavior can include disclosure decisions about invisible demographics. Therefore, organizational interventions aiming to create a supportive workplace environment and equal opportunities for every employee (e.g., diversity management approaches) should include more demographics instead of focusing only on few.