Annotated bibliography

Annotated Bibliography

Florian, Sandra M. “Racial Variation in the Effect of Motherhood on Women’s Employment:

Temporary or Enduring Effect?” Social Science Research, vol. 73, July 2018, pp. 80–91.

EBSCOhost, https://doi-org.libaccess.sjlibrary.org/10.1016/j.ssresearch.2018.02.012.

This academic journal focuses on the treatment of women of color and the effects of

motherhood on their employment. Florian explains how difficult it is for mothers to find

full-time work and how employers discriminate against people of color by using work

experience as an excuse. She also explains the motherhood wage penalty. Her purpose was to

research and investigate how motherhood affects work experience and the long-term impact on

employment. The method she used as well as her analysis is explained This source gives a

different perspective on employment discrimination based on race by showing the effects on a

specific group - women of color who are mothers rather than men. It also provides statistical

evidence and additional background information to support our topic of racial employment

discrimination. This source

“What Is Employment Discrimination?” U.S. Equal Employment Opportunity Commission,

https://www.eeoc.gov/youth/what-employment-discrimination.

This Website gives us an insight into the definition of job discrimination and what it entitles. It

also gives us EEOC definition and tells us that their job is to protect people from being

discriminated against. They protect you from Unfair treatment, Harassment, Denial of a

reasonable workplace change, and Retaliation. Unfair treatment is caused by someone treating

you differently because of your race, color, religion, sex, national origin, disability, age, or

genetic information. Harassment is caused by managers and coworkers who harass you because

of your race, color, religion, sex, national origin, disability, age, or genetic information. Denial of

a reasonable workplace change that you need because of your religious beliefs or disability.

Improper questions about or disclosure of your genetic information or medical information.

Retaliation because you complained about job discrimination or assisted with a job

discrimination proceeding, such as an investigation or lawsuit. This is what the EEOC can

protect you from and strive to take care of the problem better in the future.

Hirsch, Barry T., and David A. Macpherson. “Wages, Sorting on Skill, and the Racial

Composition of Jobs.” Journal of Labor Economics, vol. 22, no. 1, [The University of

Chicago Press, Society of Labor Economists, NORC at the University of Chicago], 2004,

pp. 189–210, https://doi.org/10.1086/380407.

This journal focuses on how jobs with significantly more African American workers have lower

wages than a job that has predominantly white workers. These wages reflect systematic

discrimination. Hirsch focuses on the idea that wages vary depending on the racial density of

jobs. An example he provides is that through statistics, “higher skilled” African Americans work

in jobs with mainly white people, and due to this, receive higher wages. “Lower skilled” African

Americans don’t work with as many white people but work within their own race, thus receiving

lower wages. Through wage equations, results show that jobs tend to go through “quality

sorting” where they base people on their skills but use “racial density” to determine what is

“expected” in a job. The source ties to the idea that these wages are caused due to jobs

generalizing that certain races are better at jobs or “higher skilled”/” higher educated” than

others. This source is useful to our project because it provides details that support our argument

about employment racism in the U.S. Racism could be shown in many different ways, and

through this article, it is shown that quality sorting and racial density cause issues in employment

such as the wage gap between different races.

O’Hara, Brett. “Twice Penalized: Employment Discrimination Against Women with

Disabilities.” Journal of Disability Policy Studies, vol. 15, no. 1, Sage Publications, 2004,

pp. 27–34, https://doi.org/10.1177/10442073040150010501.

The main focus of this article is the unfairness and rates of employment targeted towards women

with disabilities. The article goes into deep detail about the past treatment of people with

disabilities and leading up till today and how things are similar and changed. Until the ADA act

was passed in 1991, the majority of people working with disabilities could be fired or paid lower

wages because of it. Especially focusing on women at the time because of how the world was

back then. Men already were prejudiced toward women so when they had the chance they would

make it even harder on ones with disabilities. Leading up till now the work market hasn't too

much changed. Studies show that women with disabilities are twice as unlikely to be employed

in the market. They are still highly discriminated against and the issue needs much more

attention. Because of this source, it brings our essay more in conjunction with our topic on

employment racism. It also provides a different perspective of how these employers can

discriminate against different varieties of people and their conditions. This article proved it's not

only a race or gender thing, it can be anything to be discriminated against.

"Introduction to Civil Rights: Current Controversies." Civil Rights, edited by Karen F. Balkin,

Greenhaven Press, 2004. Current Controversies. Gale In Context: Opposing Viewpoints,

link.gale.com/apps/doc/EJ3010269101/OVIC?u=csusj&sid=bookmark-OVIC&xid=cbe3

a648. Accessed 25 Mar. 2022.