04627nam 2200841Ia 450 991079180550332120200520144314.097866122592031-282-25920-21-4008-3089-310.1515/9781400830893(CKB)2560000000071413(EBL)457777(OCoLC)438771973(SSID)ssj0000591277(PQKBManifestationID)12254010(PQKBTitleCode)TC0000591277(PQKBWorkID)10696761(PQKB)11211714(SSID)ssj0000183173(PQKBManifestationID)11167809(PQKBTitleCode)TC0000183173(PQKBWorkID)10173341(PQKB)11579670(MiAaPQ)EBC457777(MdBmJHUP)muse43060(DE-B1597)453680(OCoLC)979970206(DE-B1597)9781400830893(Au-PeEL)EBL457777(CaPaEBR)ebr10320503(CaONFJC)MIL225920(dli)HEB31546(MiU)MIU01000000000000012918701(PPN)15014363X(EXLCZ)99256000000007141320080905d2009 uy 0engurcn|||||||||txtccrInventing equal opportunity[electronic resource] /Frank DobbinCourse BookPrinceton, N.J. Princeton University Pressc20091 online resource (321 p.)Description based upon print version of record.0-691-13743-9 0-691-14995-X Includes bibliographical references and index.Front matter --CONTENTS --ACKNOWLEDGMENTS --1. Regulating Discrimination --2. Washington Outlaws Discrimination with a Broad Brush --3. The End of Jim Crow --4. Washington Means Business --5. Fighting Bias with Bureaucracy --6. The Reagan Revolution and the Rise of Diversity Management --7. The Feminization of HR and Work-Family Programs --8. Sexual Harassment as Employment Discrimination --9. How Personnel Defined Equal Opportunity --NOTES --BIBLIOGRAPHY --INDEXEqual 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 1970's to eradicate bias by managers; how in the 1980's 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.Discrimination in employmentUnited StatesAffirmative action programsUnited StatesDiversity in the workplaceUnited StatesSexual harassment of womenUnited StatesCivil rightsUnited StatesPersonnel managementUnited StatesDiscrimination in employmentAffirmative action programsDiversity in the workplaceSexual harassment of womenCivil rightsPersonnel management331.1330973Dobbin Frank141651MiAaPQMiAaPQMiAaPQBOOK9910791805503321Inventing equal opportunity2399569UNINA