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024 7 $a10.1515/9781400848492
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035   $a(EBL)1489940
035   $a(OCoLC)862077305
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035   $a(OCoLC)966910449
035   $a(MdBmJHUP)muse54654
035   $a(DE-B1597)474161
035   $a(OCoLC)979910968
035   $a(DE-B1597)9781400848492
035   $a(Au-PeEL)EBL1489940
035   $a(CaPaEBR)ebr10791946
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035   $a(EXLCZ)992550000001139921
100   $a20130409d2014      uy             0
101 0 $aeng
135   $aur|n#---|u||u
181   $ctxt
182   $cc
183   $acr
200 10$aAfter civil rights $eracial realism in the new American workplace /$fJohn D. Skrentny
205   $aCourse Book
210  1$aPrinceton, New Jersey :$cPrinceton University Press,$d2014.
215   $a1 online resource (415 p.)
300   $aDescription based upon print version of record.
311   $a0-691-15996-3 
311   $a1-306-08184-X 
320   $aIncludes bibliographical references and index.
327   $tFront matter --$tContents --$tList of Figures and Tables --$tPreface --$tChapter 1. Managing Race in the American Workplace --$tChapter 2. Leverage --$tChapter 3. We the People --$tChapter 4. Displaying Race for Dollars --$tChapter 5. The Jungle Revisited? --$tChapter 6. Bringing Practice, Law, and Values Together --$tNotes --$tIndex
330   $aWhat role should racial difference play in the American workplace? As a nation, we rely on civil rights law to address this question, and the monumental Civil Rights Act of 1964 seemingly answered it: race must not be a factor in workplace decisions. In After Civil Rights, John Skrentny contends that after decades of mass immigration, many employers, Democratic and Republican political leaders, and advocates have adopted a new strategy to manage race and work. Race is now relevant not only in negative cases of discrimination, but in more positive ways as well. In today's workplace, employers routinely practice "racial realism," where they view race as real--as a job qualification. Many believe employee racial differences, and sometimes immigrant status, correspond to unique abilities or evoke desirable reactions from clients or citizens. They also see racial diversity as a way to increase workplace dynamism. The problem is that when employers see race as useful for organizational effectiveness, they are often in violation of civil rights law. After Civil Rights examines this emerging strategy in a wide range of employment situations, including the low-skilled sector, professional and white-collar jobs, and entertainment and media. In this important book, Skrentny urges us to acknowledge the racial realism already occurring, and lays out a series of reforms that, if enacted, would bring the law and lived experience more in line, yet still remain respectful of the need to protect the civil rights of all workers.
606   $aCivil rights$zUnited States
606   $aCivil service$zUnited States
606   $aDiscrimination in employment$zUnited States
606   $aRace discrimination$zUnited States
610   $aAmerican values.
610   $aAmerican workplace.
610   $aAsian workers.
610   $aFirst Amendment.
610   $aLatino workers.
610   $aadvertising.
610   $acivil rights law.
610   $acivil rights.
610   $aclassical liberalism.
610   $aeducation.
610   $aemployee.
610   $aemployers.
610   $aemployment qualifications.
610   $aentertainment.
610   $afilm industry.
610   $agovernment employment.
610   $agovernment.
610   $aimmigrant realism.
610   $alaw enforcement.
610   $alow-skilled employment.
610   $amass immigration.
610   $ameatpacking.
610   $amedicine.
610   $apolitical elites.
610   $apoliticians.
610   $apolitics.
610   $aprofessional employment.
610   $aprofessional sports.
610   $arace.
610   $aracial abilities.
610   $aracial difference.
610   $aracial differences.
610   $aracial discrimination.
610   $aracial diversity.
610   $aracial hierarchy.
610   $aracial realism.
610   $aracial signaling.
610   $aracial-realist management.
610   $atelevision shows.
610   $awhite-collar.
610   $aworkplace dynamism.
615  0$aCivil rights
615  0$aCivil service
615  0$aDiscrimination in employment
615  0$aRace discrimination
676   $a331.13/30973
700   $aSkrentny$b John David$0626168
801  0$bMiAaPQ
801  1$bMiAaPQ
801  2$bMiAaPQ
906   $aBOOK
912   $a9910823641403321
996   $aAfter civil rights$93986335
997   $aUNINA