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001 205894
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008 210830t20092009nju fo d z eng d
020 _a9780691149950
_qprint
020 _a9781400830893
_qPDF
024 7 _a10.1515/9781400830893
_2doi
035 _a(DE-B1597)9781400830893
035 _a(DE-B1597)453680
035 _a(OCoLC)979970206
040 _aDE-B1597
_beng
_cDE-B1597
_erda
072 7 _aSOC031000
_2bisacsh
082 0 4 _a331.1330973
084 _aonline - DeGruyter
100 1 _aDobbin, Frank
_eautore
245 1 0 _aInventing Equal Opportunity /
_cFrank Dobbin.
250 _aCourse Book
264 1 _aPrinceton, NJ :
_bPrinceton University Press,
_c[2009]
264 4 _c©2009
300 _a1 online resource (360 p.) :
_b54 line illus. 1 table.
336 _atext
_btxt
_2rdacontent
337 _acomputer
_bc
_2rdamedia
338 _aonline resource
_bcr
_2rdacarrier
347 _atext file
_bPDF
_2rda
505 0 0 _tFrontmatter --
_tCONTENTS --
_tACKNOWLEDGMENTS --
_t1. Regulating Discrimination --
_t2. Washington Outlaws Discrimination with a Broad Brush --
_t3. The End of Jim Crow --
_t4. Washington Means Business --
_t5. Fighting Bias with Bureaucracy --
_t6. The Reagan Revolution and the Rise of Diversity Management --
_t7. The Feminization of HR and Work-Family Programs --
_t8. Sexual Harassment as Employment Discrimination --
_t9. How Personnel Defined Equal Opportunity --
_tNOTES --
_tBIBLIOGRAPHY --
_tINDEX
506 0 _arestricted access
_uhttp://purl.org/coar/access_right/c_16ec
_fonline access with authorization
_2star
520 _aEqual 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.
530 _aIssued also in print.
538 _aMode of access: Internet via World Wide Web.
546 _aIn English.
588 0 _aDescription based on online resource; title from PDF title page (publisher's Web site, viewed 30. Aug 2021)
650 7 _aSOCIAL SCIENCE / Discrimination & Race Relations.
_2bisacsh
850 _aIT-RoAPU
856 4 0 _uhttps://doi.org/10.1515/9781400830893
856 4 0 _uhttps://www.degruyter.com/isbn/9781400830893
856 4 2 _3Cover
_uhttps://www.degruyter.com/cover/covers/9781400830893.jpg
942 _cEB
999 _c205894
_d205894