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Minorities in Management

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  • David Maume

Abstract

Scholars differ on whether the increase in minority managers represents real or vacuous progress toward the elimination of racial bias in the labor market. This study uses the National Study of the Changing Workforce to examine racial differences in work outcomes across the authority divide. On balance, this study finds more support for the pessimistic view of the minority presence in management, in that racial wage inequality is as large among supervisors as among nonsupervisors, and minority supervisors get less challenging job assignments and are more vulnerable to layoffs than white supervisors. Among subordinates, this study finds support for “bottom-up ascription†processes, in that minority workers who report to a minority boss earn less despite being more committed workers. The article concludes with a brief discussion of the implications of these findings and the need for further research on minorities in management.

Suggested Citation

  • David Maume, 2012. "Minorities in Management," The ANNALS of the American Academy of Political and Social Science, , vol. 639(1), pages 198-216, January.
    • Handle: RePEc:sae:anname:v:639:y:2012:i:1:p:198-216
    DOI: 10.1177/0002716211420230
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    References listed on IDEAS

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    1. Leonard, Jonathan S, 1984. "The Impact of Affirmative Action on Employment," Journal of Labor Economics, University of Chicago Press, vol. 2(4), pages 439-463, October.
    2. Smith, James P & Welch, Finis, 1984. "Affirmative Action and Labor Markets," Journal of Labor Economics, University of Chicago Press, vol. 2(2), pages 269-301, April.
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