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It has been acknowledged that the disparities and inequalities for black and minority ethnic (BME) communities in mental health in the United Kingdom (UK) has reached such proportions that it is considered a public health issue. This paper reviews training as one of the strategies that have been employed to address these inequalities and draws on a historical review and a scoping exercise in England which mapped approaches to race equality training in mental health services. The historical review showed that the concept of race and racism has been replaced by culturalism as an explanation for all racial inequalities and is the central framework for race equality training. Whilst the survey showed that the majority of mental health services were providing training for their staff, there is much fragmentation and a lack of robust evaluation demonstrating effectiveness. While education and training have a key role to play in developing knowledge and skills to address racial inequality, current approaches are fundamentally flawed.

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.

The purpose of this paper is to discuss how equality and diversity are experienced in everyday work within Finnish work organizations and how equality policy and diversity management participate in maintaining the inequality regimes of the organizations.

The empirical findings are based on 31 interviews, which were collected in two private sector work organizations. Inequality regimes, the interlocked practices, and processes that result in continuing inequalities in all work organizations, are used as an analytic tool.

There is an individualizing tendency of equality in Finnish work organizations, which is also the premise of diversity management. Accordingly, the organizations cannot address structural and historical discrimination based on gender, race, and class. Also, when diversity is intrinsic to the corporate image, the members of the organization downplay and legitimize inequalities in their organization.

The paper analyzes inequality regimes in a context that should be ideal for equality and diversity: Finland, where gender equality policies are relatively progressive, and organizations that strive for equality and diversity. This gives new insight on why inequalities are difficult to change.

Purpose – The introductory chapter to this special issue highlights contemporary scholarship on networks, work, and inequality.Methodology – We review the last decade of research on this topic, identifying four key areas investigation: (1) networks and hiring, (2) networks and the labor process, (3) networks and outcomes at work, and (4) networks and institutional dynamics.Findings – Social networks play an important role in understanding the mechanisms by which and the conditions under which economic inequality is reproduced across gender, race, and social class distinctions. Throughout the review, we point to numerous opportunities for future research to enhance our understanding of these social processes.

Social policy in the UK has subsumed race inequality into a wider framework of inequalities, managing diversity and social exclusion. However, the David Bennett Inquiry and the Race Relations Amendment Act (2000) have placed ‘race’ firmly back onto the policy agenda, particularly within mental health services. In response to the Inquiry and as part of a wider strategy, the Department of Health has set out proposals to improve mental health services to black and minority ethnic (BME) communities. Although there is a long history of race equality training to address race inequality in public services in the UK, the definition and effectiveness of race equality training remains unclear.This paper presents an overview of approaches to training in the UK, the evidence of effectiveness and explores whether cultural competency is an appropriate and adequate framework to address race inequality.

To date, most research that takes up race as a theoretical or empirical category remains focused on uncovering the processes that lead to disparities in individual-level organizational outcomes such as pay and promotion. We aim to shift analytic attention away from people to organizations. This volume represents a collection of nine chapters that investigate how race shapes organizations and an organization’s ability to get the cultural, political, and material resources it needs to survive, that is, the organizing process. This interlocution argues for the importance of understanding organizations as social actors that also contend with race. Additionally, the introduction provides an overview of the chapters in the volume by briefly summarizing each contribution and highlighting the connections between them. The introduction closes with a discussion of the direction future research studies in this area might take.

This paper seeks to explore the difficult territory of intersectionality as it relates to inequality and disadvantage in the labour market of the arts and cultural sector. It aims to first examine the way Acker's concept of inequality regimes is located in the extant literature. Then, it aims to study the dynamics of intersectionality in the arts and cultural sector, which offers an ideal setting with interesting and counter‐intuitive outcomes of intersectionality.

The paper draws on a qualitative study which generated interviews with students, employers and higher education institutions which are involved in industrial placements (internships) in the arts and cultural sector in Britain.

In line with Acker, the paper also disputes a‐contextual and cumulative formulations of intersecting inequalities that rely on multiplying the unequal outcomes on the basis of traditional categories of disadvantage. Instead, it argues that multiplicity of identities and forms of disadvantage introduce complexity and contextual depth into the analysis of inequality if we are to understand interplay between different forms of disadvantage. In addition, the paper maintains that intersectionality produces surprising outcomes which vary across industrial contexts, in particular across different sectors of employment. It uses the case of work undergraduate and postgraduate placement practices in the arts and cultural sector, in order to demonstrate the unexpected nature of intersectionality in producing disadvantage.

The study draws on a selection of students, employers and higher education staff from London. A larger selection of institutions outside London could reveal differences between London and other cities and regions in Britain.

Intersectionality is an important concern for diversity and human resources management professionals. This paper provides an assessment of it in an unusual sectoral context.

There is need to develop an emic understanding of intersectionality in each sector.

In the literature, intersectionality is problematised at workplace and individual levels. This paper's view of intersectionality is original in the sense that it explores how intersectionality operates at a sectoral level. In doing so, it demonstrates that salience of a strand of inequality in terms of producing intersectional disadvantage depends on the context.

This paper examines the efforts of National Health Service (England) (NHSE) to respond to employee-based racial inequalities via its Workforce Race Equality Standard (WRES). The WRES constitutes a hybridised accountability initiative with characteristics of the moral and imposed regimes of accountability.

The study conceptualises the notion of responsive race accountability with recourse to Favotto et al.’s (2022) moral accountability model and critical race theory (CRT), and through it, examines the enactment of WRES at 40 NHSE trusts using qualitative content analysis.

Despite the progressive nature of the WRES that seeks to nurture corrective actions, results suggest that trusts tend to adopt an instrumental approach to the exercise. Whilst there is some evidence of good practice, the instrumental approach prevails across both the metric reporting that trusts engage in to guide their actions, and the planned actions for progress. These planned actions not only often fail to coalesce with the trust-specific data but also include generic NHSE or equality, diversity and inclusion initiatives and mimetic adoptions of best practice guidance that only superficially address racial concerns.

Whilst the WRES is a laudable voluntary achievement, its moral imperative does not appear to have translated into a moral accountability within individual trusts.

Responding to calls for more research at the accounting-race nexus, this study uniquely draws on CRT to conceptualise and examine race accountability.

Although established theoretical models suggest that race differences in physical health are partially explained by exposures to environmental toxins, there is little empirical evidence to support these processes. We build on previous research by formally testing whether black–white differences in self-rated physical health are mediated by the embodiment of environmental toxins.

Using cross-sectional data from the National Health and Nutrition Examination Surveys (2007–2008), we employ ordinary least squares regression to model environmental toxins (from urine specimens) and overall self-rated health as a function of race and ethnicity. We employ the Sobel test of indirect effects to formally assess mediation.

Our results show that non-Hispanic black respondents tend to exhibit higher levels of total toxins, lead, and cadmium in their urine and poorer physical health than non-Hispanic whites, even with adjustments for age, gender, and socioeconomic status (SES). Our mediation analyses suggest that blacks may exhibit poorer physical health than whites because they tend to embody higher levels of cadmium.

Research limitations include cross-sectional data and restricted indicators of SES.

This study contributes to previous work by bridging the fields of social epidemiology and environmental inequality and by formally testing established theoretical models.

This paper examines the role of occupational segregation in the evolution of wage differentials by gender and race in the Brazilian labor market between 2005 and 2015.

The author uses microdata from the National Household Sample Survey and adopts two occupational integration typology to capture both horizontal and vertical segregation. The decomposition method proposed by Firpo et al. (2009) is employed to investigate the determinants of changes in differentials along the wage distribution.

Results suggest a glass ceiling effect for all groups compared to white men. Gender and racial discrimination persist, especially at the top of the distribution. For both black women and men, observable characteristics account for most of the wage differentials, while for white women, the opposite occurs because of their education level. Vertical segregation behavior indicates that white men continue over-represented in higher-paid occupations. Although women improved their relative position in the occupational hierarchy, horizontal segregation behavior shows that their concentration in female-dominated occupations has not reduced, except in extreme quantiles. Education played a crucial role in reducing wage gaps, and regional differences stood out as a significant factor of the racial disadvantage.

The paper shows significant differences between the groups regarding verticalization and horizontalization of occupational structure along the wage distribution and over time, contributing to filling some gaps in the literature concerning the wage stratification based on gender and race in Brazil. Occupational segregation as a composition factor of the groups determines their positions in a vertically hierarchical and socially stratified occupational structure. The behavior of horizontal and vertical segregations evidences the continue under-valorization of female occupations and the barriers faced by racial and gendered groups to overcome the glass ceiling effect. Recognize the intersectionality of gender and race in addressing inequalities is fundamental to promote policies that overcome them.