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by Phyllis A. Wallace,Annette M. LaMond
Women, minorities, and employment discrimination. Phyllis Ann. Wallace, Annette M. LaMond. Competition in the General Freight Motor-Carrier Industry.
Women, minorities, and employment discrimination.
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Women, minorities and employment discrimination (1977) Lexington, MA: Lexington Books. Phyllis Ann Wallace; Linda Datcher; Julianne Malveaux (1982). Black Women in the Labor Force. ISBN 978-0-262-73063-1.
With Linda Datcher and Julianne Malveaux) Black Women in the Labor Force, MIT Press, 1980
With Linda Datcher and Julianne Malveaux) Black Women in the Labor Force, MIT Press, 1980. Author of foreword) Edward D. Irons, Black Managers: The Case of the Banking Industry, Praeger, 1985. Notable Black American Women, Gale, 1992, p. 1197.
Employment discrimination is a form of discrimination based on race, gender, religion, national origin, physical or mental disability, age, sexual orientation, and gender identity by employers. Earnings differentials or occupational e differences in pay come from differences in qualifications or uld not be confused with employment discrimination.
Black Women In The Labor Force. In analyzing the recent economic literature on black women workers, this book offers forthright recommendations for improving their status in the labor market. Phyllis A. Wallace 1980. A comprehensive analysis of the economic literature on black women workers, offering forthright recommendations for improving their status in the labor market. Are you sure you want to remove Annette M. LaMond from your list?
Women, minorities, and employment discrimination. The Competitive status of the . electronics industry. Congresses, Discrimination in employment, Electronic industries, International Competition, Trucking, Wages. LaMond from your list?
Women are considered a minority group, because . Biologists such as Alfred Russel Wallace quickly applied his theory to mankind.
In economics, the term glass ceiling refers to institutional barriers that prevent minorities and women from advancing beyond a certain point in the corporate world, despite their qualifications and successes.
Enduring discriminatory practices are no doubt part of the explanation (Bertrand and Mul-lainathan, 2004). These may be motivated by racial prejudice or hostility, but need not be– statistical discrimination is sucient, as the contributions of Arrow (1973), Phelps (1972), and others have shown. Here we explore what may be another aspect of the explanation: racial assor-tation in social networks.
Phyllis A. Wallace, a labor economist at the Massachusetts Institute of Technology . The suit led to a 1973 decision that found the company guilty of discrimination and produced significant changes in its employment practices. Two Funds in Her Honor. Wallace, a labor economist at the Massachusetts Institute of Technology, died last weekend at her home in Boston. She was 69. Officials at . said yesterday that she had died of natural causes. Her book, "Equal Employment Opportunity and the . Case," published in 1976 by the . Press, discussed the strategy and importance of the case. Dr. Wallace retired in 1986. The Sloan School endowed two funds in her honor to support black doctoral candidates and black visiting scholars at the school.