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Inventing Equal Opportunity /
"Equal opportunity in the workplace is thought to be the direct legacy of the civil rights and feminist movements and the landmark Civil Rights Act of 1964. Yet, as Frank Dobbin demonstrates, corporate personnel experts--not Congress or the courts--were the ones who determined what equal opport...
| Autor principal: | |
|---|---|
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Princeton, N.J. :
Princeton University Press,
2009.
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| Colección: | Book collections on Project MUSE.
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| Temas: | |
| Acceso en línea: | Texto completo |
MARC
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|---|---|---|---|
| 001 | musev2_36259 | ||
| 003 | MdBmJHUP | ||
| 005 | 20230905043819.0 | ||
| 006 | m o d | ||
| 007 | cr||||||||nn|n | ||
| 008 | 090924s2009 nju o 00 0 eng d | ||
| 020 | |a 9781400830893 | ||
| 020 | |z 9780691149950 | ||
| 020 | |z 9780691137438 | ||
| 035 | |a (OCoLC)438771973 | ||
| 040 | |a MdBmJHUP |c MdBmJHUP | ||
| 100 | 1 | |a Dobbin, Frank, |e author. | |
| 245 | 1 | 0 | |a Inventing Equal Opportunity / |c Frank Dobbin. |
| 264 | 1 | |a Princeton, N.J. : |b Princeton University Press, |c 2009. | |
| 264 | 3 | |a Baltimore, Md. : |b Project MUSE, |c 2016 | |
| 264 | 4 | |c ©2009. | |
| 300 | |a 1 online resource (360 pages): |b illustrations | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 505 | 0 | |a Regulating discrimination: the paradox of a weak state -- Washington outlaws discrimination with a broad brush -- The end of Jim Crow: the personnel arsenal put to new purposes -- Washington means business: personnel experts fashion a system of compliance -- Fighting bias with bureaucracy -- The Reagan revolution and the rise of diversity management -- The feminization of HR and work-family programs -- Sexual harassment as employment discrimination -- How personnel defined equal opportunity. | |
| 520 | |a "Equal opportunity in the workplace is thought to be the direct legacy of the civil rights and feminist movements and the landmark Civil Rights Act of 1964. Yet, as Frank Dobbin demonstrates, corporate personnel experts--not Congress or the courts--were the ones who determined what equal opportunity meant in practice, designing changes in how employers hire, promote, and fire workers, and ultimately defining what discrimination is, and is not, in the American imagination. Dobbin shows how Congress and the courts merely endorsed programs devised by corporate personnel. He traces how the first measures were adopted by military contractors worried that the Kennedy administration would cancel their contracts if they didn't take "affirmative action" to end discrimination. These measures built on existing personnel programs, many designed to prevent bias against unionists. Dobbin follows the changes in the law as personnel experts invented one wave after another of equal opportunity programs. He examines how corporate personnel formalized hiring and promotion practices in the 1970s to eradicate bias by managers; how in the 1980s they answered Ronald Reagan's threat to end affirmative action by recasting their efforts as diversity-management programs; and how the growing presence of women in the newly named human resources profession has contributed to a focus on sexual harassment and work/life issues. Inventing Equal Opportunity reveals how the personnel profession devised--and ultimately transformed--our understanding of discrimination."--Provided by publisher. | ||
| 588 | |a Description based on print version record. | ||
| 650 | 7 | |a Sexual harassment of women. |2 fast |0 (OCoLC)fst01114883 | |
| 650 | 7 | |a Personnel management. |2 fast |0 (OCoLC)fst01058797 | |
| 650 | 7 | |a Diversity in the workplace. |2 fast |0 (OCoLC)fst00895719 | |
| 650 | 7 | |a Discrimination in employment. |2 fast |0 (OCoLC)fst00895050 | |
| 650 | 7 | |a Civil rights. |2 fast |0 (OCoLC)fst00862627 | |
| 650 | 7 | |a Affirmative action programs. |2 fast |0 (OCoLC)fst00798899 | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Workplace Culture. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Labor. |2 bisacsh | |
| 650 | 6 | |a Personnel |x Direction |z États-Unis. | |
| 650 | 6 | |a Droits de l'homme |z États-Unis. | |
| 650 | 6 | |a Multiculturalisme en milieu de travail |z États-Unis. | |
| 650 | 6 | |a Programmes d'action positive |z États-Unis. | |
| 650 | 0 | |a Personnel management |z United States. | |
| 650 | 0 | |a Civil rights |z United States. | |
| 650 | 0 | |a Sexual harassment of women |z United States. | |
| 650 | 0 | |a Diversity in the workplace |z United States. | |
| 650 | 0 | |a Affirmative action programs |z United States. | |
| 650 | 0 | |a Discrimination in employment |z United States. | |
| 651 | 7 | |a United States. |2 fast |0 (OCoLC)fst01204155 | |
| 655 | 7 | |a Electronic books. |2 local | |
| 710 | 2 | |a Project Muse. |e distributor | |
| 830 | 0 | |a Book collections on Project MUSE. | |
| 856 | 4 | 0 | |z Texto completo |u https://projectmuse.uam.elogim.com/book/36259/ |
| 945 | |a Project MUSE - Custom Collection | ||
| 945 | |a Project MUSE - Archive Complete Supplement IV | ||
| 945 | |a Project MUSE - Archive Political Science and Policy Studies Supplement IV | ||