![]() ![]() ![]() ![]() A recent high quality estimate suggests that in the U.S. Most alarmingly, there is no evidence of any decline in hiring discrimination against African Americans, although there appears to be some decline in discrimination against Latinos. Hiring: There is consistent high quality evidence of employer discrimination in hiring based on race as well as past unemployment and incarceration, both of which are correlated with race. This is where the opportunities for regulatory targeting of managerial innovations in human resource practices are most promising. There is also good evidence that when firms set goals and hold managers accountable, EEO progress follows.Regulators are more effective when they provide normative leadership, empower EEO stakeholders within firms, and set benchmarks to steer firm behavior. Exceptions to this conclusion involve systemic case selection and innovations in regulatory practices that motivate employer managerial, rather than legal defense, responses. There is evidence that current regulatory practice at the EEOC and OFCCP fail to reduce employment segregation or lessen pay or other forms of discrimination.We lack good data to explore these processes at the workplace or firm level. Available evidence supports the conclusion that firm and job employment segregation and direct employment discrimination are widespread on the basis of race, sex, age, and disability. National progress toward equal opportunity and closing wage gaps has been stalled for twenty years or more. ![]()
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