LEADER 04600nam 2200841Ia 450 001 9910816611003321 005 20200520144314.0 010 $a9786612259203 010 $a1-282-25920-2 010 $a1-4008-3089-3 024 7 $a10.1515/9781400830893 035 $a(CKB)2560000000071413 035 $a(EBL)457777 035 $a(OCoLC)438771973 035 $a(SSID)ssj0000591277 035 $a(PQKBManifestationID)12254010 035 $a(PQKBTitleCode)TC0000591277 035 $a(PQKBWorkID)10696761 035 $a(PQKB)11211714 035 $a(SSID)ssj0000183173 035 $a(PQKBManifestationID)11167809 035 $a(PQKBTitleCode)TC0000183173 035 $a(PQKBWorkID)10173341 035 $a(PQKB)11579670 035 $a(MiAaPQ)EBC457777 035 $a(MdBmJHUP)muse43060 035 $a(DE-B1597)453680 035 $a(OCoLC)979970206 035 $a(DE-B1597)9781400830893 035 $a(Au-PeEL)EBL457777 035 $a(CaPaEBR)ebr10320503 035 $a(CaONFJC)MIL225920 035 $a(dli)HEB31546 035 $a(MiU)MIU01000000000000012918701 035 $a(PPN)15014363X 035 $a(EXLCZ)992560000000071413 100 $a20080905d2009 uy 0 101 0 $aeng 135 $aurcn||||||||| 181 $ctxt 182 $cc 183 $acr 200 10$aInventing equal opportunity /$fFrank Dobbin 205 $aCourse Book 210 $aPrinceton, N.J. $cPrinceton University Press$dc2009 215 $a1 online resource (321 p.) 300 $aDescription based upon print version of record. 311 $a0-691-13743-9 311 $a0-691-14995-X 320 $aIncludes bibliographical references and index. 327 $tFront matter --$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 330 $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 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. 606 $aDiscrimination in employment$zUnited States 606 $aAffirmative action programs$zUnited States 606 $aDiversity in the workplace$zUnited States 606 $aSexual harassment of women$zUnited States 606 $aCivil rights$zUnited States 606 $aPersonnel management$zUnited States 615 0$aDiscrimination in employment 615 0$aAffirmative action programs 615 0$aDiversity in the workplace 615 0$aSexual harassment of women 615 0$aCivil rights 615 0$aPersonnel management 676 $a331.1330973 700 $aDobbin$b Frank$0141651 801 0$bMiAaPQ 801 1$bMiAaPQ 801 2$bMiAaPQ 906 $aBOOK 912 $a9910816611003321 996 $aInventing equal opportunity$92399569 997 $aUNINA