The Unmaking of the Black Blue-Collar Middle Class†
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Black and Blue: Police-Community Relations in Portland's Albina
LEANNE C. SERBULO & KAREN J. GIBSON Black and Blue Police-Community Relations in Portland’s Albina District, 1964–1985 It appears that there is sufficient evidence to believe that the Portland Police Department indulges in stop and frisk practices in Albina. They seem to feel that they have the right to stop and frisk someone because his skin is black and he is in the black part of town. — Attorney commenting in City Club of Portland’s Report on Law Enforcement, 1981 DURING THE 1960s, institutionalized discrimination, unemployment, and police brutality fueled inter-racial tensions in cities across America, including Portland, Oregon. Riots became more frequent, often resulting in death and destruction. Pres. Lyndon Johnson’s National Advisory Com- mission on Civil Disorders issued in early 198 what became known as the “Kerner Report,” which declared that the nation was “moving toward two societies, one black, one white — separate and unequal.”2 Later that year, the City Club of Portland published a document titled Report on Problems of Racial Justice in Portland, its own version of the national study. The report documented evidence of racial discrimination in numerous institutions, including the police bureau. The section “Police Policies, Attitudes, and Practices” began with the following statement: The Mayor and the Chief of Police have indicated that in their opinions the Kerner Report is not applicable to Portland. Satisfactory police-citizen relations are not likely to be achieved as a reality in Portland in the absence of a fundamental change in the philosophy of the officials who formulate policy for the police bureau. -
Pink Collar Work
September 2017 Pink collar work Gender and the Ohio workplace Lea Kayali Introduction Women are an essential part of the Ohio and national workforce. However, men consistently earn more than women. We call this wage disparity the gender pay gap. Improving jobs and compensation for women will boost our economy and provide more opportunity and security to women and their families. Husbands, sons and fathers depend on the salaries of women in their lives. Equal pay concerns all of us. Analysts cite several reasons for the gender wage gap. These include discrimination, differential compensation for jobs that have historically attracted men and women, occupational choice, level of labor force participation, and hours of work. This report provides an overview of the job market women face and considers these variables and the effect they have on the gap. Women in the workforce: An overview Women are a little less than half (48 percent) of Ohio’s workers.1 Men are more likely both to be in the labor force (68 percent) than women (57 percent) and to be employed (65 vs. 57 percent). Women comprise a far higher share of part-time workers than men do. It’s hard for families with children to send all adults into the workforce full time, so the lower-paid parent often works part time to manage more of the parenting. Figure 1 Ohio labor force statistics by gender, 2016 Source: EPI analysis of CPS Labor Force Data 1People are part of the workforce if they are working or are unemployed but actively seeking work. -
Global Philanthropy Forum Conference April 18–20 · Washington, Dc
GLOBAL PHILANTHROPY FORUM CONFERENCE APRIL 18–20 · WASHINGTON, DC 2017 Global Philanthropy Forum Conference This book includes transcripts from the plenary sessions and keynote conversations of the 2017 Global Philanthropy Forum Conference. The statements made and views expressed are solely those of the authors and do not necessarily reflect the views of GPF, its participants, World Affairs or any of its funders. Prior to publication, the authors were given the opportunity to review their remarks. Some have made minor adjustments. In general, we have sought to preserve the tone of these panels to give the reader a sense of the Conference. The Conference would not have been possible without the support of our partners and members listed below, as well as the dedication of the wonderful team at World Affairs. Special thanks go to the GPF team—Suzy Antounian, Bayanne Alrawi, Laura Beatty, Noelle Germone, Deidre Graham, Elizabeth Haffa, Mary Hanley, Olivia Heffernan, Tori Hirsch, Meghan Kennedy, DJ Latham, Jarrod Sport, Geena St. Andrew, Marla Stein, Carla Thorson and Anna Wirth—for their work and dedication to the GPF, its community and its mission. STRATEGIC PARTNERS Newman’s Own Foundation USAID The David & Lucile Packard The MasterCard Foundation Foundation Anonymous Skoll Foundation The Rockefeller Foundation Skoll Global Threats Fund Margaret A. Cargill Foundation The Walton Family Foundation Horace W. Goldsmith Foundation The World Bank IFC (International Finance SUPPORTING MEMBERS Corporation) The Leona M. and Harry B. Helmsley Charitable Trust MEMBERS Conrad N. Hilton Foundation Anonymous Humanity United Felipe Medina IDB Omidyar Network Maja Kristin Sall Family Foundation MacArthur Foundation Qatar Foundation International Charles Stewart Mott Foundation The Global Philanthropy Forum is a project of World Affairs. -
PROFESSOR of PRACTICE (Revised 9/18)
V-20 PROFESSOR OF PRACTICE (Revised 9/18) I. Definition Appointees in the Professor of Practice series are distinguished professionals, either practicing or retired. A few may have traditional academic backgrounds, but most do not. The working title of Professor of Practice helps promote the integration of academic scholarship with practical experience. Appointees provide faculty, undergraduate students, and graduate students with an understanding of the practical applications of a particular field of study. Professors of Practice teach courses, advise students, and collaborate in areas directly related to their expertise and experience. Appointment may be made as Professor of Practice or Visiting Professor of Practice. The underlying title of Adjunct Professor will be used for payroll purposes. II. Appointment and advancement criteria Evaluation of the candidate for appointment or advancement as Professor of Practice or Visiting Professor of Practice shall take into account the nature of the duties and responsibilities and shall adjust accordingly as to the emphasis placed on each of the following four criteria: 1. Professional competence and activity For appointments, departments must identify the candidate’s leadership in, and major contributions to, the field in question as well as document what credentials from practice he or she will bring to bear in teaching, research, and service. At the time of review, the department must demonstrate the appointee’s continued record of exemplary professional practice and leadership in the field. 2. Teaching contributions Professors of practice will design and teach undergraduate and graduate courses based on their expertise. Appointees are expected to teach primarily in professional programs at the graduate level. -
The Contemporary Work Ethic: an Exploration of Culture and Structure in Post-Industrial Society Marcia J
University of New Hampshire University of New Hampshire Scholars' Repository Doctoral Dissertations Student Scholarship Spring 1994 The contemporary work ethic: An exploration of culture and structure in post-industrial society Marcia J. Ghipina University of New Hampshire, Durham Follow this and additional works at: https://scholars.unh.edu/dissertation Recommended Citation Ghipina, Marcia J., "The onc temporary work ethic: An exploration of culture and structure in post-industrial society" (1994). Doctoral Dissertations. 1780. https://scholars.unh.edu/dissertation/1780 This Dissertation is brought to you for free and open access by the Student Scholarship at University of New Hampshire Scholars' Repository. It has been accepted for inclusion in Doctoral Dissertations by an authorized administrator of University of New Hampshire Scholars' Repository. For more information, please contact [email protected]. INFORMATION TO USERS This manuscript has been reproduced from the microfilm master. UMI films the text directly from the original or copy submitted. Thus, some thesis and dissertation copies are in typewriter face, while others may be from any type of computer printer. The quality of this reproduction is dependent upon the quality of the copy submitted. Broken or indistinct print, colored or poor quality illustrations and photographs, print bleedthrough, substandard margins, and improper alignment can adversely affect reproduction. In the unlikely event that the author did not send UMI a complete manuscript and there are missing pages, these will be noted. Also, if unauthorized copyright material had to be removed, a note will indicate the deletion. Oversize materials (e.g., maps, drawings, charts) are reproduced by sectioning the original, beginning at the upper left-hand corner and continuing from left to right in equal sections with small overlaps. -
Chapter 8: Social Stratification
UNIT 3 238 SOCIAL INEQUALITY Chapter 8 Social Stratification Chapter 9 Inequalities of Race and Ethnicity Chapter 10 Inequalities of Gender and Age Enrichment Readings Chapter 8 – Elliot Liebow “The Lives of Homeless Women,” page 272 Chapter 9 – Patricia Williams “The Skin Color Tax,” page 306 Chapter 10 – Lois Gould “The Story of Baby X,” page 342 239 CHAPTER 8 SocialSocial StratificationStratification 240 U S Your Sections I Sociological N Imagination 1. Dimensions of G Stratification ane Smith, aged forty and reeling from 2. Explanations of a bitter divorce, was discouraged. A se- Stratification Jrious back injury meant she could no longer work at her nursing aide job. 3. Social Classes in America Without a high school diploma, she found that no one was willing to hire her. 4. Poverty in America Reluctantly, she applied for welfare and was enrolled in a program designed to develop 5. Social Mobility job skills. She completed an eighteen-month course and was hired by an engineering firm. After two years, Jane has moved up in Learning Objectives the company and now thinks of herself as an intelligent, capable person. A different type of welfare story involves After reading this chapter, you will be able to Mary, the “welfare queen.” Many politicians have used her as a typical example of how ❖ explain the relationship between stratifica- the social welfare system is abused. Mary tion and social class. managed to register for government aid ❖ compare and contrast the three dimensions under dozens of assumed names and col- of stratification. lected thousands of dollars from food ❖ stamps and other federally subsidized pro- state the differences among the three grams. -
Black Seminoles Vs. Red Seminoles
Black Seminoles vs. Red Seminoles Indian tribes across the country are reaping windfall profits these days, usually from gambling operations. But some, like the Seminole Nation of Oklahoma, are getting rich from belated government payouts for lands taken hundreds of years ago. What makes the Seminoles unique is that this tribe, unlike any other, has existed for nearly three centuries as a mixture of Indians and blacks, runaway slaves who joined the Indians as warriors in Florida. Together, they fought government troops in some of the bloodiest wars in U.S. history. In the late 1830s, they lost their land, and were forced to a new Indian home in present-day Oklahoma. Over the years, some tribe members have intermarried, blurring the color lines even further. Now the government is paying the tribe $56 million for those lost Florida lands, and the money is threatening to divide a nation. Seminole Chief Jerry Haney says the black members of the tribe are no longer welcome. After 300 years together, the chief says the tribe wants them to either prove they're Indian, or get out. Harsh words from the Seminole chief for the 2,000 black members of this mixed Indian tribe. In response, the black members say they're just as much a Seminole as Haney is. www.jupiter.fl.us/history On any given Sunday, go with Loretta Guess to the Indian Baptist church in Seminole County, Okla., and you'll find red and black Seminoles praying together, singing hymns in Seminole, sharing meals, and catching up on tribal news. -
When Slavery Was Called Freedom Evangelicalism, Proslavery, and the Causes of the Civil War by John Patrick Daly (Lexington: University Press of Kentucky, 2002
REVIEWS 53 of footnotes is particularly distress- AMANDAI. SELIGMANis associate pro- ing because Kings is clearly built on fessor of History at the University of prodigious research. As is, it is a work Wisconsin-Milwaukee,where she also that readers must use only with the teaches in the Urban Studies Pro- greatest of care. grams. She is the author of Block by Block: Neighborhoods and Public Poli- cy on Chicago5 West Side (2005). When Slavery Was Called Freedom Evangelicalism, Proslavery, and the Causes of the Civil War By John Patrick Daly (Lexington: University Press of Kentucky, 2002. Pp. ix, 207. Notes, selected bibliography, index. $45.00.) In this concise monograph, John sonal independence and self-control. Patrick Daly presents a dramatically Ministers preached that individuals revisionist assessment of antebellum could master their passions and attain southern religion’s role in the ideo- wealth and power. Economic pros- logical debate over slavery. Drawing perity was not a matter of luck or inspiration from such scholars as chance, because God ruled all human Eugene Genovese, Daly contends that affairs. Southern prosperity generat- the South never diverged from the ed through slavery was therefore nation’s fundamental cultural unity, viewed as proof of that institution’s especially its faith in divinely guided divine sanction. material progress. Both northern and Combing through the sermons, southern evangelical religion cele- correspondence, and published writ- brated individualism and moral self- ings of church leaders, Daly finds that discipline and preached that southern proslavery advocates rarely economic reward was the providen- claimed that slavery was an ideal tial reward for moral virtue. -
Slavery and Reparative Justice by Professor Sir Geoff Palmer British Slavery in the West Indies Was Chattel Slavery and Was Lega
Slavery and Reparative Justice by Professor Sir Geoff Palmer British slavery in the West Indies was Chattel Slavery and was legal. This slavery was supported by a Slave Trade which was abolished in 1807. One important aspect of the abolition of the slave trade was that the powerful Scottish politician Henry Dundas proposed successfully in Parliament in 1792 that this trading in slaves should be “gradually” abolished. This prolonged the Slave Trade for another 15 years during which time about 630,000 African people were transported into slavery. There were about 800,000 British Slaves in the West Indies when slavery was finally abolished in 1838. About 30% of the slave plantations in the British West Indies were owned by Scots. There is now significant evidence of Scotland’s involvement in this slavery. It is worth noting that documents such as the Jamaica Telephone Directory contain a significant number of Scottish surnames. Many place names in Jamaica are Scottish in origin and the flags of Jamaica and Scotland are of the same design. The year 2007 was the 200 th anniversary of the abolition of the Slave Trade. Since this date there has been a significant growth in interest in this slavery. Evidence seems to suggest that many Scottish people were not aware of the extent to which Scotland was involved in the practice of British slavery in the West Indies. It is this ‘public interest’ that has induced institutions to adopt a more serious approach to the study of Chattel Slavery. This extends from schools to universities to national and international organisations. -
Graphite Manufacturing Laborer Minimum Experience Required: 1 Year Job Description: Sanborn
Job Summary Order Number: NY1369503 Date Job Order Received: 05/18/2021 Number of Openings: 14 Company Name: Pyrotek Inc. Job Title: Graphite Manufacturing Laborer Minimum Experience Required: 1 year Job Description: Sanborn. Graphite Manufacturing Laborer. Pyrotek Inc. FT. Shift Varies. Pyrotek is looking to expand its team at our Sanborn facility and is hosting an In-House Hiring Event SATURDAY, JUNE 5th 9am-1pm 2040 Cory Drive, Sanborn, NY 14132 * Graphite Manufacturing Laborer ($17-$20/Hourly) + 7% shift differential * Rotating 12-hour continuous shifts (7am-7pm, & 7pm-7am) * Built in overtime * Also available day shifts (Monday-Friday 7am-330pm) Jobs offered on the spot if qualifications are met! Interviews and tours available. Safety first! Wear close toed shoes and long pants. Safety PPE will be provided. All CDC Covid guidelines will be adhered to. Opportunities for advancement and growth within! Our Graphite Manufacturing Laborer performs normal laborer work that includes cleaning, cutting, and boxing of products. Assists regular operators in the performance of their operations when required. Available for general clean-up duties. Pyrotek offers a full suite of benefits that include: Medical, Dental, Vision, 401K with company match, vacation, sick time, paid holidays & more. Were looking for smart, honest, resourceful, and optimistic people. Come join our amazing team! Pyrotek is a growing global engineering leader and innovator of performance-improving technical solutions, integrated systems design, and consulting services for customers in the aluminum industry. We're also investing and growing rapidly in other areas such as glass, acoustic and thermal insulation, and advanced materials. Being a member of our 2700+ person team means working together toward the future. -
The Race Problem in Economics.Pdf
1/23/2020 The race problem in economics Up Front The race problem in economics Randall Akee Wednesday, January 22, 2020 n January 3, 2020 at the Allied Social Science Association (ASSA) annual meetings in San Diego, California—the largest annual gathering of economists— O I participated in a panel hosted by the American Economics Association (AEA) titled, “How Can Economics Solve Its Race Problem?” The panel was convened by Janet Yellen, Former Federal Reserve Board Chair, current AEA President, and Distinguished Fellow in Residence at Brookings, and moderated by Ebonya Washington, the Samuel C. Park Jr. Professor of Economics at Yale University. Fellow panelists included Drs. Trevon Logan, Marie Mora, Ted Miguel and Cecilia Conrad. This was the rst time in many years that such a panel was held at the ASSA meetings. Nevertheless, this has been an important topic of concern for many in the profession for decades. For instance, this year marks the 50th anniversary of the National Economics Association (NEA), which grew out of the Caucus of Black Economists and was established, in part, to “promote the professional lives of minorities within the profession.” The NEA has inspired the founding and creation of additional organizations with related missions, such as the American Society of Hispanic Economists (ASHE), founded in 2002, and the Association for Economic Research of Indigenous Peoples (AERIP), founded just last year and for which I serve as the president-elect. The economics profession is less diverse than the general population by race and gender. The lack of diversity has received increased attention in recent years due to incidents that have come to light about harassment and discrimination in the profession for women and minorities both online and in employment situations. -
Degree Attainment for Black Adults: National and State Trends Authors: Andrew Howard Nichols and J
EDTRUST.ORG Degree Attainment for Black Adults: National and State Trends Authors: Andrew Howard Nichols and J. Oliver Schak Andrew Howard Nichols, Ph.D., is the senior director of higher education research and data analytics and J. Oliver Schak is the senior policy and research associate for higher education at The Education Trust Understanding the economic and social benefits of more college-educated residents, over 40 states during the past decade have set goals to increase their state’s share of adults with college credentials and degrees. In many of these states, achieving these “degree attainment” goals will be directly related to their state’s ability to increase the shares of Black and Latino adults in those states that have college credentials and degrees, particularly as population growth among communities of color continues to outpace the White population and older White workers retire and leave the workforce.1 From 2000 to 2016, for example, the number of Latino adults increased 72 percent and the number of Black adults increased 25 percent, while the number of White adults remained essentially flat. Nationally, there are significant differences in degree attainment among Black, Latino, and White adults, but degree attainment for these groups and the attainment gaps between them vary across states. In this brief, we explore the national trends and state-by-state differences in degree attainment for Black adults, ages 25 to 64 in 41 states.2 We examine degree attainment for Latino adults in a companion brief. National Degree Attainment Trends FIGURE 1 DEGREE ATTAINMENT FOR BLACK AND WHITE ADULTS, 2016 Compared with 47.1 percent of White adults, just 100% 30.8 percent of Black adults have earned some form 7.8% 13.4% 14.0% 30.8% of college degree (i.e., an associate degree or more).